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The author surveyed all of the female chief
executive officers (CEO's) in four-year public
institutions in the United States (96% response
rate) to ascertain their career progression. Most of
the respondents conformed to a structured (also
called principal) career path. Further, four
variations in this path were identified. In many of
these cases, career paths varied in unique ways. A
major conclusion was that the CEO's career paths did
not follow a set sequence. Strategies for career
advancement and career maintenance and sustenance
are offered.
executive officers (CEO's) in four-year public
institutions in the United States (96% response
rate) to ascertain their career progression. Most of
the respondents conformed to a structured (also
called principal) career path. Further, four
variations in this path were identified. In many of
these cases, career paths varied in unique ways. A
major conclusion was that the CEO's career paths did
not follow a set sequence. Strategies for career
advancement and career maintenance and sustenance
are offered.