me an issue effectively. What exactly does it mean to "frame" or "reframe" an issue? Think about the metaphor behind the concept. A frame focuses attention on the painting it surrounds. Moreover, different frames draw out different aspects of the work. Putting a painting in a red frame brings out the red in the work; putting the same painting in a blue frame brings out the blue.

  • Women and the Vision Thing
    Herminia Ibarra and Otilia Obodaru, Harvard Business Review, 2009

  • Diversity in Academic Medicine: The Stages of Change Model
    Carnes, Handelsman and Sheridan, Journal of Women's Health, Vol 4, Number 6, 2005

  • Optional Reading: Chapter One, (PDF)
    Why So Slow? The Advancement of Women
    , Virginia Valian, MIT Press, 1999

  • Change Leader Session #2

    Thursday, January 28, 2010
    Kent State University



    1. Leadership That Gets Results
      Daniel Goleman, Harvard Buisness Review, March-April 2000

    2. A Good Place To Do Science: A Case Study of An Academic Science Department, (PDF)
      Diana Bilimoria and C. Greer Jordan, 2005

    Additional Resources Referenced during Session #2

    1. CWRU Faculty Climate Survey 2007 (PDF)

    2. Frehil Evaluation Toolkit for Advance Grants
      See Appendix A: Sample Evaluation Plan beginning on page 24, and Appendix B: So You want to Run a Climate Survey


    Leadership Development for Department Chairs

    1. Annotated bibliography of various monographs (link)

    2. ACE Department Chair Resource Center (link)


    Faculty Diversity

    1. Candidate Pool Study Report (doc)

    2. Engendering Faculty Diversity through More Effective Search and Recruitment Bilimoria & Bush, accepted for publication in Change, 2010
      The underrepresentation of women and minority faculty in the science, technology, engineering, and mathematics (STEM) disciplines continues to be a major concern to university leaders, policy makers, and scientists. While a number of complex factors across the entire academic pipeline play significant roles in this problem, important contributing causes of the underrepresentation of women and minorities on the STEM faculty are how recruitment is conducted and how hiring decisions are made. In the following, we elucidate how universities can systematically transform their conventional recruitment practices to develop a more diverse faculty and a more inclusive faculty climate. First, we describe how conventional recruitment practices contribute to the homogenous replication of the faculty body. Next, we share the results of studies of the nature and consequences of diversity in applicant pools in recent science and engineering searches conducted at our universities. Finally, we provide guidelines and best practices for effective faculty hiring processes.

    3. Link to Joanne Moody website (doc)
      booklets for sale on recruiting for diversity, mentoring early career faculty and "solo" faculty


    Articles that measure attitude toward diversity:

    1. Maythew S. Montei, Gary A. Adams & Leigh M. Eggers.
      "Validity of Scores on the Attitudes toward Diversity Scale" (ATDS), Educational and Psychological Measurement, Vol. 56, No. 2, 293-303 (1996).

    2. Ellen Ernst Kossek and Susan C. Zonia.
      "Assessing Diversity Climate: A Field Study of Reactions to Employer Efforts to Promote Diversity", Journal of Organizational Behavior, Vol. 14, No. 1, 61-81 (1993)

    3. Dee, J.R. & Henkin, A. B.
      "Assessing Dispositions Toward Cultural Diversity among Preservice Teachers, Urban Education", Vol. 37, No. 1, 22-40 (2002).


    Documents created for Speed Mentoring at CWRU

    1. Speed Mentoring How To (doc)

    2. Speed Mentoring Sign Up Method (doc)

    3. Speed Mentoring Evaluation (doc)

    4. Speed Mentoring Flyer (doc)

    Change Leader Session #1

    December 1, 2009, Case Western Reserve University


    Session Handouts and Presentations

    1. Presentations from Workshop #1 (pdf)

    2. Contact Information by School, Year One 2009/2010

    3. Institutional Transformation Theme by School (pdf)

    4. Summary of Change Leader Team Responsibilities (pdf)

    5. Timeline of IDEAL Year One Activities (pdf)

    6. Financial Forms and Instructions - Memorandum of Understanding (individually distributed)

    7. Employee/Participant Request (ESSPR) needed for stipend (xls)

    8. W9 - Taxpayer Identification (pdf)

    9. Evaluation Form - Leaderhsip Session #1 (doc)


    1. NSF Project Description of Institutions Developing Excellence in Academic Leadership (pdf) (the entire grant)
      and Two page Summary of IDEAL (pdf)

    2. Breaking Barriers and Creating Inlcusiveness: Lessons of Organizational Transformation to Advance Women Faculty in Acdemic Science and Engineering, (pdf)
      Diana Bilimoria, Simy Joy, Xiangfen Liang, Human Resource Management, Fall 2008, Vol. 47, No. 3, Pp. 423–441

    National Science Foundation Grant Number (HRD 0929907)

    This material is based upon work supported by the National Science Foundation under Grant Number (HRD 0929907). Any opinions, findings, and conclusions or recommendations expressed in this material are those of the author(s) and do not necessarily reflect the views of the National Science Foundation.