About the Episode
About The Episode:
In this episode of After Further Consideration, Dr. Gaëtane Jean-Marie, Dean of the College of Education at Rowan University, joins Tomika Ferguson and Cody Nielsen for a dynamic conversation on leadership, mentorship, and the power of intentional relationship-building. From starting as a faculty member to becoming a dean, Dr. Jean-Marie shares insights on how navigating race, gender, and leadership has shaped her approach to equity and inclusion. She also reflects on how mentoring future leaders has allowed her to lead with fairness and integrity. Dr. Jean-Marie reflects on her journey from faculty to administration and shares actionable strategies for leading with equity, creating space for collaboration, and pacing institutional change. She offers valuable insights on how leaders can avoid isolation and maintain a sense of purpose by focusing on what truly matters—supporting others and fostering inclusion.
Key Takeaways:
- Mentorship is Essential: Dr. Jean-Marie attributes much of her career success to strong mentorship, which helped her navigate critical leadership transitions and develop her scholarly focus.
- Intentional Relationship-Building: Leadership is about connecting people, purpose, and practice. Identifying what drives people helps foster genuine engagement.
- Staying Engaged in Research: Remaining involved in scholarship allows Dr. Jean-Marie to stay connected to faculty and mentor them through meaningful projects.
- Self-Care for Leaders: Ground yourself in something that brings you joy, whether it’s faith, hobbies, or other outlets, to avoid burnout and lead effectively.
- Don't Miss the Moment: Speak up and take action when the opportunity arises, especially regarding issues of inclusion and justice.
Episode Summary
How has mentorship influenced Dr. Gaetane Jean-Marie’s leadership journey?
Dr. Jean-Marie credits mentorship as pivotal in her rise from faculty member to dean. Early in her career, she received critical advice, such as becoming a full professor before moving into administration, which guided her professional path. Throughout her journey, mentors provided her with invaluable insights, helping her navigate challenges and opportunities. She believes in paying it forward by mentoring others, offering guidance to faculty members, and ensuring equity in her leadership practices. This approach is deeply embedded in her leadership philosophy, where she strives to lift others and build leaders alongside her.
What challenges has Dr. Jean-Marie faced as a Black woman leader in higher education?
Dr. Jean-Marie reflected on navigating the intersection of race and gender in leadership, especially as a Black woman in predominantly white institutions. One defining moment occurred early in her career when she faced an inequity regarding her contract. This experience, while not a crisis, taught her the importance of fairness and integrity in negotiations. She uses that lesson to ensure consistency and fairness when offering contracts to new faculty members, ensuring that all individuals receive the resources they need, regardless of their background or negotiation experience.
How does Dr. Jean-Marie foster inclusion and equity in her leadership?
Dr. Jean-Marie places a strong emphasis on relationship-building, engagement, and creating inclusive spaces. She hosts listening sessions, coffee and conversation events, and one-on-one meetings with faculty and staff to understand their needs and concerns. Her approach is to pace change thoughtfully, allowing her to fully understand the culture and context of her institution. She actively supports diversity, equity, and inclusion (DEI) efforts by allocating resources to faculty leading these initiatives. For Dr. Jean-Marie, leadership is about creating opportunities for others to succeed and building a culture where everyone feels included and supported.
What actionable strategies does Dr. Jean-Marie suggest for fostering equity and inclusion in leadership?
Dr. Jean-Marie offers two key strategies for fostering equity and inclusion. First, always ask, "Who is in the room?" and "Who is not in the room?" This ensures that leaders are aware of whose voices are being heard and whose are being left out. By asking these questions, leaders can make informed decisions to include those who may otherwise be marginalized. Second, don’t miss the moment to take action. When leaders are in positions to raise critical questions or offer different perspectives, they should do so without hesitation. Leadership requires courage to speak up and advocate for what is right, even in difficult situations.
About The Show: After Further Consideration isn’t just another podcast — it’s your guide to pioneering DEI leadership in higher ed. Get cutting-edge strategies and expert insights that are directly applicable to the challenges you face daily. Lead with confidence, drive institutional change, and make a meaningful difference for your students and staff.
Connect With Our Co Hosts:
Dr. J. Cody Nielsen
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