Abstract
Purpose. The purpose of this study was to examine how mentor relationships have been and can be helpful to the professional advancement and support of women serving as superintendents. Several factors were looked at, including: the number of women superintendents who did and did not have mentors, types of services received from mentors, mentor activities perceived to be of value, and recommendations to potential mentors by superintendents. Research Methodology. Descriptive research was used for this study. A questionnaire mailed to the entire study population of eighty-five women public school superintendents in California gathered data. Sixty, 70 percent, of the questionnaires were returned in usable condition. The Kolmogorov-Smirnov statistical treatment was used to test for differences. Findings. Seventy-two percent of respondents had mentors. Most of their mentors were men and/or direct supervisors. Mentor services identified both as most helpful in preparation for the superintendency and as most important to prepare other women for this position are: serving as a role model; offering guidance, counseling, and encouragement; and providing an opportunity for the protege to showcase skills. Mentors had a positive impact and benefited the careers of respondents. Eighty-eight percent who did not have a mentor wish they had. Structured mentoring programs are advocated by 93 percent of respondents. Eighty-five percent believe mentors can be helpful to women during service in the superintendency. Fifty-seven percent have had a mentor since becoming superintendent. Conclusions. Mentors are helpful to women aspiring to the superintendency. Superintendent hopefuls will benefit from taking advantage of services mentors can offer, and may need to actively seek out someone who can help them. Few women superintendents have had a woman for their mentor. Recommendations. Women need to serve as mentors. Mentor services found to be of greatest value must be provided. Structured mentoring programs offering worthwhile opportunities need to be taken advantage of. Mentor relationships also benefit women serving in the superintendency. Superintendents must be willing to serve as mentors to other superintendents. Further research is recommended to determine what types of assistance and what structure of mentor relationships are of greatest value during the superintendency.