Introduction: This study explored relationships between aspects of flourishing and leadership trajectories of women leaders, and collected participants' suggestions for ways to recruit and retain women in executive leadership.
Method: Between November 2022 and February 2024, the authors conducted virtual semi-structured interviews with 24 women leaders (at and above department chair or equivalent staff level) from five academic medical centers. Interviews were recorded, transcribed, and analyzed using consensual qualitative research approaches to identify themes. Driven by participant responses, the authors interviewed two additional deans from the associated medical schools.
Results: When asked to describe flourishing, women leaders referred to elements such as new challenges, agency, support, success, aligned values, and meaningful domain integration (e.g., work-family). Elements of nonflourishing included barriers to positive flourishing plus health-related issues and toxic climates. A subset indicated that they were always flourishing-it was a state of mind. In describing decisions about advancing in leadership roles, participants emphasized the importance of new challenges and domain integration. Deans described successful recruitment and retention through leader-specific mentoring, values alignment, assertive recruitment, and being an authentic ally.
Discussion: Women leaders' concepts of flourishing elucidate and expand published flourishing perspectives. Participants gravitated toward leadership opportunities that promoted flourishing, indicating the importance of flourishing in choice making. Suggestions to help women succeed included early specific mentoring, building a critical mass of women, living one's values, and creating a proactively supportive environment. Search committees and leaders should be aware of these drivers as they recruit and work to retain women leaders.
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