Abstract
Purpose. The purpose of this qualitative research case study was to explore the impact of woman-to-woman mentorship on career advancement into leadership roles to diversify leadership and to increase operational efficiencies within multidisciplinary organizations. To achieve this purpose, the researcher used an exploratory case study, conducting semistructured, open-ended, interviews with 8 women who currently hold top leadership roles across various disciplines to gather their perceptions of effective mentoring components that directly contributed to their success. Theoretical Framework. The theoretical framework used to shape the study was rooted in transformative leadership in belief that forging certain relationships can change one's values, beliefs, and even life's course, if effective. The transformative theoretical framework relative to this study was used to assess the same-sex mentorship influences on women's success factors that shape career-path outcomes. Findings. Women, mentoring relationships among each other, provide empowerment, instill confidence, and create career-path success by providing relatable experience and advice on navigating glass barriers. Such relationships prove to be a supportive element in helping other women move up the managerial pipeline and into leadership. Conclusion. The researcher discovered that there is in fact a uniqueness in the relationship of women mentoring other women and that successful mentorship comes from a network of supporters. However, the connection should be a natural progression as the chance for mentoring success through career progression is exponentially fruitful when there is a genuine forged relationship. Recommendation. Organizations should create an in-house women's support network, perhaps an orchestrated good old girls club, which consists of women in top leadership positions who model transformational leadership traits and are passionate about mentorship. If organizations can support and incentivize women in top leadership roles, they could potentially eliminate women's need for competition by providing a forum that cultivates relationships, sets the foundation for succession planning, and increases the representation for women in leadership roles. Furthermore, specific focus should be placed on minority women within this group.