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The purpose of this chapter is to add to the body of research regarding women in mid-career who work in academia. This chapter, per the authors, seeks to examine women in mid-career academia who may be at a crossroads to explore their roles in life and career goals. As many women faculty members of academic institutions are navigating the stage of mid-career, past research studies are clear that there are key factors to how academics can thrive. These studies explore specific strategies for women in academia to take in order to be successful. The authors delved into hearing their individual stories to hone the essence of the individual female and then corroborate the information.

Research literature in public education often categorizes self-efficacy in order for practitioners of K-12 academic settings to understand how to relate to students. They often view self-efficacy in students' perception, intrinsic motivation and behavior in academic settings. This chapter utilizes the research literature from public education as a bridge to discover the importance of self-actualization of efficacy in developing reading specialists. Too often, students in public education who have been referred to a reading specialist due to struggles with reading, low academic performance or a high dropout risk are missing a level of self-efficacy. In that same context, the authors in this study looked to a specific program which prepares teachers of those students and incorporated rigorous self-efficacy scales to inform and shape practice. This chapter asserts that teachers are paramount in the successful development of an at-risk learner. This chapter provides empirical research centered around two core programs, undergraduate and graduate with specialization in urban education and reading.

This chapter includes a case study of female leaders in one higher education institution where there are more female leaders than male leaders. The authors seek to explain the mentoring involved to develop the female leaders of this institution. The objective of this chapter is to determine what types of mentoring takes place for women interested in leadership positions. The purpose is to make those mentoring programs, whether formal or informal, more available to any female interested in seeking a position of leadership.