mentoring latina leaders: establishing and nourishing a positive

MENTORING LATINA LEADERS: ESTABLISHING AND NOURISHING A POSITIVE
MENTORING RELATIONSHIP
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A Master’s Project
Presented to the Faculty in Communication and Leadership Studies
School of Professional Studies
Gonzaga University
___________________________________________
Under the Supervision of Dr. Carolyn Cunningham
Under the Mentorship of Dr. Pavel Shlossberg
___________________________________________
In Partial Fulfillment
Of the Requirements for the Degree
Master of Arts in Communication and Leadership Studies
_____________________________________________
By
Jacqueline Resendez
December 2014
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ABSTRACT
Helping someone maximizes the interaction that takes place between individuals because
it provides a purpose for communication. The unique experience of exchanging information and
support also results in the gratification of being able to impact another person’s life. Mentoring
relationships support Buber’s I-Thou relationship of respectfully helping others when the
opportunity exists. The cost and benefits shared while learning from each other also expand on
Homans’ (1961) social exchange theory that suggests that the purpose behind human behavior is
based from the exchange between each other. With more motivation to engage in a collaborative
relationship, aspiring leaders have advanced personally and professionally from the result of a
relationship with a mentor. This project strives to bring awareness of the need to develop Latina
leaders through the support of a mentoring relationship. After expanding from the applied
research, this project engages the use of computer mediated communication (CMC) to educate
and inspire future Latina leaders to be involved in a mentoring relationship to increase their
presence in top leadership roles.
Project website:
Mentoring Latina Leaders: Establishing and nourishing a positive mentoring relationship
www.jresende1.wix.com/mentoringlatinas
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MENTORING LATINA LEADERS: Establishing and Nourishing a Positive Mentoring
Relationship
TABLE OF CONTENTS
Abstract
CHAPTER 1: INTRODUCTION
Statement of Problem
The Goal
Importance of the Study
Definitions of Terms Used
Organization of Remaining Chapters
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CHAPTER 2: REVIEW OF LITERATURE
Philosophical and Ethical Assumptions
Theoretical Basis
Literature Review
Project Goals
Research Questions
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CHAPTER 3: SCOPE AND METHODOLOGY
Scope of the Study
Methodology of the Study
Limitations of the Study
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CHAPTER 4: THE PROJECT
Project Description
The Project
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CHAPTER 5: SUMMARIES AND CONCLUSIONS
Limitations of the Project
Recommendations for Further Study
Conclusions
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REFERENCES
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CHAPTER 1: INTRODUCTION
My mom has been the most influential, inspirational, and motivational leader that has
opened up my eyes to all the help that is needed and how important it is to share knowledge with
others to foster continuous development. With a family commitment to serving others, it was
routine for us to spend long days helping the community. There has been an understanding that
this is what we do; we help others and we keep moving forward. As I grow, my appreciation for
this exposure has increased because I realized how my support and dedication can help expand
this way of life to others in a mentorship cycle. The partnership in a mentoring relationship helps
improve personal and professional development through the exchange of information and
support. As a role model for the Latina leaders in Southern California, my mom Irma Resendez
has mentored over 50 Latino leaders and I hope to extend her legacy and inspire more Latinas to
be involved in a mentoring relationship.
Statement of the Problem
The Latina/o population is quickly growing as the largest minority group in the United
States, but unfortunately there are just small increases with the development and presence of
Latina/o leaders. Female Latina leaders are even less visible in top leadership roles. Although
there are various mentoring programs available from organizations, without proper
communication to help increase the awareness of such resources and also guidance about how to
get involved, aspiring leaders could still encounter developmental barriers. Even after learning
what is available and how to participate, it is important to understand how to establish and
maintain a positive mentoring relationship so the learning and support continues to flow over
time.
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The Goal
People say, relationships are everything. It’s who you know. The goal of the project is not
to just get Latina leaders to have a collection of friends, but to effectively connect leaders
together who can help each other and increase their presence in top roles. It is not all about
numbers and having a majority, but with more Latina leaders in top positions, there will be more
a different focus and understanding regarding social and organizational issues that could
potentially gain improvement. With a better knowledge of how to nourish and maintain positive
mentoring relationships, Latina leaders can apply such effective communication skills to
maximize their presence in their community.
With a variety of views on the purposes behind human behavior, it can been understood
that there are multiple layers when involved in a mentoring relationship. This project examines
how the beneficence duty from William David Ross (1930) of helping others when we can is
connected with the social exchange theory, which suggests that with each interaction there is an
exchange of cost and benefits (Homans, 1961) when there is an exchange of information
dedicated toward progression. Latina/o leadership styles also need to be considered to understand
the reasons behind the focus on the familia and collaborative communication.
A product from this study is a website that is open to the public with hopes of increasing
the awareness of resources available to develop Latina leaders. It also suggests how participants
can keep their mentoring relationships alive through effective communication and relationship
building. The interactive website will connect the research and motivate learners to apply it in
their role and expand the cycle of mentoring. Stories from experienced Latina mentors are also
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highlighted to help expand on their experiences regarding the cost and benefits of their
involvement.
Those that learn from this website will benefit from gaining an expanded network of
resources and information with suggestions how these can be applied to further their success.
The use of computer-mediated communication helps promote this topic faster to a wider
audience and can be updated with current issues that relate to the trends and focus of the time.
With more exposure to Latina leaders success stories, there is opportunity for us to grow and also
impact another person’s life as a mentor.
Importance of the study
Leaders have the opportunity to lend a helping hand and develop the future leaders of
the community by being mentors. Some mentors have shared, “I mentor when I see someone I
want to grow” (Sandberg, 2013, p.74). Helping others is a choice and it can positively impact
someone’s life, promoting progress and development. This project demonstrates the
philosophical assumption of what drives humans to help others through the beneficence duty
explained by W. D. Ross (Ross, 1930) and the relationships people develop while engaging in
dialogue which can generate what Martin Buber would call the I-Thou relationship (Buber,
1923/1937). The theoretical basis for this study relates to cost and benefits of the communication
between two people called the social exchange theory (Homans, 1961).
This project also highlights how previous research has demonstrated the value of helping
others in an organizational setting through mentoring programs (Hunt, 1983). Today’s current
focus on the value of information confirms the importance of communication and sharing
knowledge within another. As expressed in Salsa, Soul, and Spirit, “collaborative leadership has
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evolved as our economy has changed from an industrial base to one driven by information, mass
communications, technology, innovation, and the service industry” (Bordas, p. 80, 2012). The
demand for information is high and people are constantly searching for answers. Through
various search engines, we can find information about almost anything. Even today, there are
mentoring programs online, but it is not certain if everyone knows they exist or how to learn
from them.
Access to electronic information about mentoring programs can help educate women and
Latina leaders how to be involved in a mentoring relationship and advance their careers. Latina/o
collaborative leadership and involvement in mentoring programs serves as the rationale for
completing this project because there is opportunity to develop more Latina leaders specifically
in public service organizations. The goals listed for this project are dedicated to expanding the
exchange of information and communication by helping others through the involvement of a
mentoring program to improve the success of future Latina leaders.
Definitions of Terms Used
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CMC: Computer Mediated Communication is a process of human communication via
computers, involving people, situated in particular contexts, engaging in a processes to
shape media for a variety of purposes (Thurlow, Tomic, & Lengel, 2004).

FtF: Fact to face communication takes place in person between two or more individuals.
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Latinos: There is no legal definition of what it means to be Latino. Latinos have only
been a recognized group since the 1980 U.S. Census. Latinos have a collective identity
based on shared history, worldview, and common values (Bordas, 2012).
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
Mentor: A mentor has been described as one of a network of developers who provides
instrumental, psychosocial, and/or role modeling support on an ongoing basis to a protégé
(Ensher, Heun, & Blanchard, 2003 p. 267).

Mentoring: Mentoring has been defined as a dyadic relationship in which a mentor, a
senior age or experience, provided guidance and support to the less experienced person,
the protégé (Hunt, 1983).

Social exchange theory (SET): Theory that suggests that the purpose behind human
behavior is based on the costs and benefits viewed from the exchange between each other
(Homans, 1961).
Organization of Remaining Chapters
This project is organized into 5 chapters. Each chapter expands on additional research
and also connects the reasoning behind the overall importance of this project. The project is
divided into the following.
Chapter 1: The introduction to the importance of this study. Background information about the
researchers is shared to provide an understanding of the importance of mentoring programs.
Additional content is introduced about the connection between the how we communicate impacts
the outcome of a mentoring relationship.
Chapter 2: A review of the literature and philosophical assumptions. This chapter expands on
previous literature about equal and respectful relationships and the connection between the
exchange of information that is shared. It will also narrow down to gender and culture impacts of
being in a mentoring relationship.
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Chapter 3: The scope and methodology of the study. This chapter will define the scope and
explain how the project is supported from the philosophical and theoretical basis.
Chapter 4: The introduction and presentation of the project. This chapter will showcase the 6
web pages that were created to expand on the research and promote the importance of mentoring
Latina leaders to increase their presence in key roles in their community and organization.
Chapter 5: Summary of the findings. This chapter highlights key learning and also limitations
experienced when completing this project. There will also be recommendations for further study
and application.
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CHAPTER 2: REVIEW OF THE LITERATURE
Philosophical and Ethical Assumptions
Martin Buber defines dialogue as a synonym for ethical communication (Buber,
1923/1937), and how relationships between people should be equal and respectful. In an I-Thou
relationship, the intentions are to “treat him or her as a valued end rather than as a means to our
own end” and this can only be achieved through dialogue (Buber, 1923/1937). The I-Thou
relationship is an important construct for this research because the exchange of open and honest
communication is important to fostering a strong relationship between a mentor and mentee
(Hammer, 2013). Buber (1923/1937) shared that “the stronger the response, the more strongly
does it bind up the Thou and banish it to be an object” (p. 39). This relates to participants in a
mentoring program because the higher amounts of shared communication helps value the
individual contribution to the organization instead of objectifying their presence.
Buber also recognized the benefits of dialogue leading to the confirmation of, and
vulnerability with, the other persons. Constant dialogue and acknowledgement creates a
relationship that values the person and strengthens the relationship. The interactive two-way
experience of speaking to someone allows all to participate in the relationship where “they can
choose to listen and engage in a way that will help others to effectively express and clarify their
ideas” (Hammer, 2013, p. 11). The dialogue is reciprocal and expressed in a mentorship
interaction because close relationships emerge from a foundation of respectful communication
intended to help one another.
The concept of beneficence duty of helping others when we can (Ross, 1930), as
formulated by William David Ross, poses a question of what motivates the choice of acting on
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one’s urge to help someone. One of Ross’s seven fundamental prima facie duties is the
beneficence duty, meaning we should be kind to others and to try to improve their health,
wisdom, security, happiness, and well-being (Ross, 1930). The interactions of helping someone
can evolve into lasting relationships dedicated to their overall success including happiness.
Wisdom can also be cultivated through the exchange of information while communicating with a
mentor.
The beneficence of helping others while communicating through an I-Thou relationship
is important in mentoring programs because participants should strive towards building a strong
relationship where information and guidance is collectively shared, thus promoting the success
of the mentoring relationship. A mentoring relationship supports this vision of ethical
communication because of the exchange of intentions to help each other. The interactions
between mentoring leaders are crucial in promoting personal learning and development and can
even influence the outcome of career opportunities (Gong, Chen, & Lee, 2014). In addition, this
relationship can contribute to the growth and life of mentee and mentor through the foundation
of connection and collaboration (Hammer, Trepal, & Speedlin, 2012). As demonstrated,
communication is necessary for building relationships and for mentoring programs to thrive.
Furthermore, the involvement of Latina/o leaders in mentoring programs are viewed as
significant to developing future Latina/o leaders because of how the communication styles
involved within the culture mirror the I-Thou relationship. Latina/o communication is unique
because it is collaborative and open with the intention of welcoming others as if they were family
(Bordas, 2012). Such community building promotes the collaborative discussion of ideas and
solutions for problems intended to help improve development.
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Theoretical Basis
Social Exchange Theory
It takes two people to communicate and the mutual participation could result in a
transaction of helping each other. As mentoring programs rely on the exchange of
communication, it is important to discuss theories behind the reasons of sharing information. In
relation to Buber’s justification of helping others, the social exchange theory expands on the
behaviors associated with the interactions. Homans (1961) introduced the theory in 1958
suggesting that the purpose behind human behavior is based on the costs and benefits viewed
from the exchange between each other.
Interdependent interactions that generate the exchange of communication and resources
are based on each participant’s commitment in the relationship. All members involved must
compromise and fully understand their commitments or “rules” of the exchange. One rule for
mentor includes being a trusted resource or guide, in exchange for the mentee to be comfortable
in expressing their vulnerability (Hunt, 1983). Dedicated involvement from both members would
result in a higher exchange of communication and rewards including wisdom.
When the rewards are greater, people tend to stay in the relationship longer. In
organizational settings, the exchange of resources can be defined as economic outcomes
addressing financial needs and socio-emotional outcomes addressing social and esteem needs
(Cropanzano & Mitchell, 2005). Research confirms that, “because individuals return the benefits
they receive, they are likely to match goodwill and helpfulness toward the party with whom they
have a social exchange relationship” (Cropanzano & Mitchell, 2005, p. 883). The short-term
rewards would include increase of knowledge and personal value while the long term rewards
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would increase organizational success and future development for others through the cycle of
mentoring aspiring leaders.
Transformational Leadership
The relationship between a mentor and her mentee can evolve based on the interpersonal
communication that creates respect, trust, and compassion for each other’s success. Webb
(2007) studied the effect of the leader behaviors and how they can influence the follower’s
performance through the leadership style incorporated in the relationship. For example, a recent
study of the impacts of leader styles is examined from 223 leaders from Christian colleges and
universities who measured transformational, transactional, and laissez- faire leadership. The study
demonstrated how transformational leaders motivate efforts from followers towards higher levels
of personal expectation and individual commitment (Webb, 2007).
Transformational leadership has been viewed most effective because it promotes
trustworthy relationships that lead to loyalty (Bass, 1996; Burns, 1978) and motivation to exceed
expectations. Mentors that lead with such qualities inspire others to increase their awareness of
the potential development opportunities to improve their performance and also improve the
organization. Success is fulfilling and transformational leaders can help motivate others to
maximize their potential and quality of life which could also result in them paying it forward for
another future leader. Transformational leadership helps promote and support mentoring
programs because it encourages followers to move beyond their interest for the sake of others
and the organization and overall development (Webb, 2007). With a focus on the team success
leaders could help encourage the involvement in mentoring programs.
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In relation to the social outcome, a positive exchange of communication between a
mentor and mentee can expand their relationship and continued collaboration to move forward.
Based on the perceived benefit of the cost of the interaction, the relationship between both
participants can evolve into a commitment towards personal and professional development
(Kelly & Thibaut, 1978). In connection with the social exchange theory, the benefit for the
mentor is the personal gratification of developing a future leader, while the benefit for the
mentee is the opportunity to improve and make significant personal and professional progress.
Individual perceptions dedicated towards collective benefits and costs of the social exchange
theory are also similar to one’s identification and membership within Latino/a community which
will be discussed later in the chapter.
Literature Review
The Benefits of Mentoring Programs
Although mentorship is not a new concept, it has evolved and proven successful for
developing future talent (Hunt, 1983) and personal competence, while providing positive
outcomes for both. The mentees would develop a sense of personal identity and the mentors
would achieve a sense of purpose (Allen, 2006). Mentoring has been defined as a dyadic
relationship in which a mentor, of senior age or experience, provided guidance and support to the
less experienced person, the protégé (Hunt, 1983). Mentoring programs also help organize
internal and organizational growth in addition to building a community of leaders and a support
system. Leadership programs that encourage mentorship help promote the act of desiring to do
good by helping others for collective development instead of personal improvement. The
interactions between mentors and mentees evolve through the understanding that communication
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is key to helping each other. Each participant’s knowledge can get transferred to the other
participant through teaching and storytelling. The exchange of information presents costs and
benefits for both but ultimately strives for leadership development.
Mentoring for Women in a Public Service Organization
Mentorship can help women achieve guidance while trying to advance in their career
and/or improve their organization and community. By offering assistance, mentors can help
leaders balance their life while also developing personally and professionally. The mentor
relationship is committed toward mutual support, “by building a sense of connection and
collaboration, the mentor helps to confront possible feelings of isolation and fear” (Hammer,
2013, p. 12). It has been recognized that most women leaders have endured obstacles to make it
to the top. Sheryl Sandberg’s Lean In (2013) brings awareness that although women have
advanced with educational achievement, there are many gaps between the amount of women in
top leadership positions in America. Sandberg’s recent research showed that about 14% of
executive officer positions and 18% of our congressional officials are women. Women of color
have even a smaller presence with only 4% in top corporate jobs, 3% in board seats, and 5% in
congressional seats (Sandberg, 2013).
Sandberg discovered that in a 2011 McKinsey report, “men are promoted based on
potential, while women are promoted based on past accomplishments” (p. 17), which shows that
there is more work involved for women to advance professionally. In addition to social barriers
and sexual harassment, women also tend to have internal barriers that prevent themselves from
speaking up and leaning into new opportunities. One way to decrease the amount of sexism and
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barriers women leaders face would be to increase the amount of women in power so that there is
a wider audience to help the women leader gain success.
It is agreed that mentorship is crucial for career progression (Sandberg, 2013) but it may
not be as easy for women to acquire and maintain a mentoring relationship. Women tend to look
for permission and acceptance while men look tend to look for progression and partnership
(Sandberg, 2013). Sandberg’s theory on how to achieve a mentor is not by asking but by
demonstrating high performance. Leaders will want to help those that have the highest potential
because the relationship should be reciprocal where everyone wins. Sandberg (2013) also
highlighted that mentoring relationships should develop naturally where both are eager to find
solutions to specific problems instead of just acting as a venting session. Understanding effective
ways to communicate desired goals for the mentoring relationship helps women maximize their
involvement so they respect and value each other’s time and wisdom.
Latina/o Leadership & Communication Relationship to Mentoring Programs
Latinos’ communication styles can be linked to Buber’s I-Thou relationships through
community building and collaborative leadership. Bordas (2012) explains how having “a we
identity promotes a collective and people-centered leadership that exposes the well-being of
people as a whole, not just individuals” (p.44). Communicating for the interest of others
demonstrates the desire to help and develop another. The relationships between a Latina/o leader
mentor would result in the benefits of maximizing their personal involvement in helping others
through community and organizational development. The culture of helping others mirrors the
characteristics of transformational leadership because mentors that apply transformational
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leadership can motivate others to see beyond their self-interest to the well-being of the
community (Belle 2014).
Bordas’s (2012) “10 Latino leadership Principles” highlight that leading many is part of
community organizing, coalition-building, and advocacy leadership that will ultimately build
networks and build people’s faith that they can take action. Latina/os demonstrate significant
qualities of a mentor through their view on creating a collective culture where the familia and
communidad (community) take precedence over the individual. Motivational encouragements of
“Si se puede,” expressing attitudes of social activism will help drive protégés towards
accomplishments, advancing them as future Latina/o leaders. The Latina/o legacy continues
when the learned leadership styles are passed down through generations and also through
mentoring relationships from collaborative communication.
There are speculations that by 2030, Latinos will be one-third of our nation’s people
(Bordas, 2012). Through the continued use of mentoring programs, Latina/o leaders can nurture
other leaders and build community capacity. The guidance and education Latina leaders gain
from such programs could help expand their comfort level for leaning in and moving forward.
With dedication to helping others, the amount of Latina/o leaders will increase through collective
and culturally based leadership. Most involved in a mentoring relationship share their examples
with others to increase the awareness of the benefits associated with the dedication of helping
another.
Latina/o Cultural Differences
In, the Power of Latino Leadership, Juana Bordas (2013) answers the questions defining
Latina/o educational leadership. The leadership style is viewed as educational because of the
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dedication towards helping others through the sharing of knowledge. Continuous efforts to teach
and develop others are significant qualities to have as a mentor. The language of service and
leadership work within the Latina/o community often has a collective and community aspect and
can be compared to other cultures as differences. “Mi casa es su casa encourages generosity and
sharing” (Bordas, 2013) which also centers Latina/o leadership as service and caring for others.
Latina/os are a culture and an ethnic group not a race. This focus on a WE culture
demonstrates the cyclical reciprocity meaning that “people are continually giving to one another”
(Bordas, p. 60, 2012). Furthermore, Latina/o mentor’s dedication to redistributing knowledge to
develop others and empower people would also help increase the success of their development.
Key findings prove that such leadership does make a positive difference in organizations but it
also requires dedication and commitment from all participants.
Developing Latina Leaders
Mentoring programs help foster a community of leaders and build the critical mass
needed to create positive social change. Particular issues that are relevant to Latina women are
centered on family and healthcare. Through the sharing of information and resources, Latina
leaders can help educate women and families about beneficial services available in the
community. With consistent, dedicated hard work Latina mentors can help increase the presence
of leaders in the community that share resources that can help improves lives.
During a 20 year impact study, the National Hispana Leadership Institute (NHLI) shared
how leadership programs; including mentorships, led to transformations of Latina leaders and
communities. NHLI has impacted Latina alumae across the country contributing to community
development and advancement of Hispanic females through mentoring, leadership projects,
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networking and conferences (NHLI, 2007). The data collected from self-report surveys
demonstrate the following:

Over three-fourths (80%) of executive program graduates and 65% of Latinas
Learning to Lead (LLL) graduates credit NHLI with helping to “change my life
for the better.”

Almost three-fourths (73%) of executive graduates have mentored four or more
Latinas, and two-thirds (66%) of LLL graduates have mentored two or more
Latinas

The total number of Latinas that have been directly reached by alumnae through
one-one-one mentoring now exceeds 5,000.
The involvement in a Latina leadership development program like NHLI has shown great
increase of Latina empowerment to become an entrepreneur, found a community nonprofit, and
also be a dedicated mentor for the Latina community (NHLI, 2007). It was expressed that,
“mentoring is the way we can become the other’s best example of success.” Accordingly, this
study is an example of how these leaders incorporate the mentoring process as a core part of their
lives (NHLI, 2007). This 20-year impact study is an example of how Latina mentoring programs
can help develop their personal and professional lives while also improving the community.
These leader graduates have demonstrated progress in advancing their career and education
while paying it forward as role models for developing Latina leaders. This research proves that
when women, most specifically Latina leaders are exposed to opportunities and guidance, they
are able to succeed faster than those who were not invited to grow through a mentor program.
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Computer Mediated Communication and Future of Mentoring Programs
In this growing culture with immediate access to technology, it is reassuring to know that
mentoring programs can be accomplished through the use of computer mediated communication
(CMC). New communication technologies have allowed us to engage in conversation, build an
online community, and educate others about current experiences (Thrulow, Lengel, & Tomic,
2004). CMC would be beneficial to help improve Latina Leaders’ participation in mentoring
programs, educate them how to be a mentor and also where to gain additional resources. The
inclusion of CMC has expanded the definition and aims of mentoring as it connects a larger
network together over a shorter timeframe. Overall the general understanding of a mentor is "one
of a network of developers who provides instrumental, psychosocial, and/or role modeling
support on an ongoing basis to a protégé" (Ensher, Heun, & Blanchard, 2003 p. 267). With
access to mentors online (e.g. email), the support can be received on an ongoing basis, keeping
the relationship flowing.
Ensher, Heun, and Blanchard have narrowed the gap of online mentoring and CMC during
their 2003 study and have inspired additional research based on the opportunities and challenges
found. The network of media found on the internet can immediately connect mentors to aspiring
leaders via chat rooms, interactive websites, virtual organizations and mailing lists (Ensher,
Heun, & Blanchard, 2003). Online mentoring programs have advanced over the past 10 years in
relation to the increasing support from organizations and interest of scholars and business
leaders. This research has identified opportunities that suggesst how the internet can provide a
context for mentoring
Relationships could vary by diversity and gender but online mentoring programs help
unite a larger group outside of the formal or physical organizational network. Informal mentoring
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relationships that have frequent contact tend to achieve higher results (Ensher, Heun, &
Blanchard, 2003) and the immediacy of CMC potentially allows the relationship to communicate
faster than FtF interactions.
Although there are many positive outcomes from CMC mentoring programs there are
multiple opportunities to consider. In comparison to faster opportunities to communicate, there
are personal delays that could discourage others for reaching out and using these tools. For
example, due to a focus on CMC, there will be less time and development dedicated towards FtF
communication, CMC could potentially lead to miscommunication because non-verbal cues are
lacking, there is a higher dependence on written communication and technical skills,
confidentiality issues could arise and of course you cannot forget technology malfunctions
(Ensher, Heun, & Blanchard, 2003). As misinterpretation can lead to miscommunication, one
may view CMC as challenging. However, with the growing penetration of social media there are
more opportunities to quickly be exposed to a greater network of assistance to quickly generate
movement towards a mentoring relationship.
Research Rationale
Public service organizations including non-profits that promote community activism
benefit most from mentoring programs because the leaders can apply the same interpersonal
relationship to improve the community while also developing a future leader who will support
such efforts. Latina/o mentors can help increase the presence and demographics of Latina/o
leaders that focus on community building and commitment to advocate for the common welfare.
In support of Bordas, developing Latinos as future leaders in their community help recognize
their lifelong commitment to community progress. Based on the current research, it is apparent
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that additional work is needed to communicate the importance of mentoring Latina leaders and
the necessary steps needed to achieve success for both participants.
The exchange that occurs in the mentoring relationship is what keeps the learning
flowing and evolving. A mentorship is not unidirectional. It is a collaboration of sharing
knowledge and experiences. A good mentoring relationship keeps the interaction alive. Instead
of just listing instructions about how to develop, a mentor offers guidance to understanding why
positive leadership is important. It is important to understand that even though having mentor is
beneficial for the mentee to improve, there are also benefits for the mentor to showcase their
talents and achieve personal satisfaction of helping others.
Social exchange theory agrees that the social exchange involves a series of interactions
that generate obligations, and these interdependent transactions have the potential to generate
high-quality relationships. The project will showcase the obligations and rewards gained from
being involved in a mentoring relationship. For example, much time and patience is needed to
actively foster a beneficial relationship that would result in gaining support and guidance
towards being a better leader.
This website will expand on the social exchange theory and highlight the dynamics
between the interpersonal communication of a mentor and mentee and how the commitment to
help each other will result in greater service for their community. By understanding the cost and
benefits that is supported from the social exchange theory, new participants in a mentoring
relationship will understand their full commitments and actively share what help is needed and
also how they can help each other. This project will seek to achieve the following goals:
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GOAL 1: This project will strive to educate others about the costs and benefits of being
involved in a mentorship and how important it is to build a good relationship with all
participants.
GOAL 2: Online learners will be connected to various webpages that highlight top Latina
leaders, and also mentoring programs currently available to the Latinas.
GOAL 3: The website will present online resources that provide an understanding about
Latina/o communication and how their leadership styles impact their contribution in the
mentoring relationship based on the exchange of information.
GOAL 4: Through the application of computer-mediated communication, Latina leaders
will have a greater understanding of how to be successful in a positive mentoring relationship
and can inspire a larger network to participate, increasing the overall presence of Latina leaders
in top leadership roles.
Through the completion of this project and creation of a website, this study can stay
current through the sharing of electronic media and welcome others to share their stories through
an internet blog. The site would promote a CMC-supplemental relationship that would first
encourage others to be involved and offer guidance towards necessary steps needed to continue
the relationship FtF. The online media would include motivational quotes and stories about what
has been learned from mentoring programs and feedback from current Latina leaders. Based on
the research findings, this project will expand on the qualities of a mentor aimed at interested
Latina professionals who want to be mentored and also those that want to be a mentor for others
in their organization.
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The purpose of this project is to connect learners to a larger network of resources that can
be applied when establishing and nourishing a mentoring relationship. This project will also
strive to motivate more development of Latina leaders.
The following research question is advanced:

How can the use of CMC educate and inspire Latinas to be involved in a
mentoring relationship to increase their presence in top leadership roles?
26
CHAPTER 3: SCOPE AND METHODOLOGY
The Scope of the Project
Based on current research, it is identified that there is an opportunity to increase the
percentage of Latinas working in high level leadership positions. Mentoring programs can help
develop leaders and have been proven successful for career and personal advancement (Hunt,
1983). These relationships help develop collective leadership with mutual respect and
partnerships focused on a better future (Bordas, 2012). As it is well recognized that mentoring
programs help promote growth, the participation from the mentor and mentee could determine
the quality of the outcome. With a clear understanding of how to effectively communicate and
nourish a mentoring relationship, Latina leaders will be able to maximize their ability to achieve
and increase their percentage in top leadership roles.
The scope of this project is narrow and focuses on Latina communication styles and the
best practices shared to maintain and maximize the outcome of being involved in a mentoring
relationship. Feedback about prior experiences will be shared from current Latina leaders in
Southern California through an interactive website. The result of the presentation of visuals and
educational guides would be to motivate future Latina leaders and other online visitors to
continue the legacy of mentoring and helping others. As this project is dedicated towards the
development of Latina leaders, there will not be any experiences shared from males or leaders
from another culture. The content will promote the use computer mediated communication to
expand knowledge about collaborative leadership when developing mentors. Although the entire
project will be showcased online, there will be encouragement to apply the learnings in person
with their mentor in their organization.
27
Methodology of the Project
The project attempts “to impart new knowledge to others through description and
explanation” (Rubin, et al., 2010, p.13) of the applied research of Latina leader’s involvement in
mentoring programs. The focus is dedicated towards the audience of interested Latina leaders
looking for information about how to be involved and successful in a mentoring relationship.
Unique Latina/o communication styles are dedicated towards collaboration and inclusiveness
embracing the unity of a familia (Bordas, 2012). Latina leaders who are involved in mentoring
relationships, develop through the collaborative support and exchange of the information.
The initial goal was to interview as many Latina leaders available but as time as
additional research passed, it was challenging to coordinate meetings. Close friends and peers
assisted with providing a background of their involvement in mentoring relationships. The
purpose for interviewing was to gain additional feedback and to learn about current interactions
that expanded my knowledge from all the research found online. There was a total of 4
individuals that assisted with insight but the most concrete data was shared by the person that
had the most experience in a mentoring relationship: my mother, Irma Resendez. She has
graduated from Hispanic leadership development programs and also has developed into a
dependable mentor for multiple Latinas who have been involved with internship programs with
the nonprofit Familia Unida Living with Multiple Sclerosis, which was founded by Irma
Resendez in 1998.
It is important to understand the dynamics that make up a good mentoring relationship to
maximize the time resulting in lifetime benefits with dependable support. Latino/a
communication styles support the social exchange theory based on the focus of serving others
28
and sharing knowledge. Relationships develop over time into trusting, loyal, and mutual
commitments. The exchange of resources expands on the social exchange theory that improve
economic and socio-emotional outcomes (Cropanzano & Mitchell, 2005, p. 881). To further
understand the benefits of helping each other, multiple Latina leaders were asked what has
worked best for them. Each leader has a different role in a different organization but all have
shared the common goal of mentoring others to improve development for each participant and
also emotional growth through this process of helping someone.
Although the intended audience is ambitious Latina leaders who are looking to advance
personally and professionally, the information is not limited to this group as it will be open to the
public and beneficial to anyone interested in learning about mentoring programs. This project
will consist of a series of educational guides showcased on a free public website. These guides
will include textual content accompanied by graphics and also storytelling visuals that will share
best practices for maintaining a productive mentoring relationship. The focus of the electronic
learning site would be to educate and motivate interested Latina leaders to be involved in a
mentoring program to help further the development of others. Although the initial learning
comes from the website, this project will encourage visitors to move forward through face to face
communication with their mentor in their organization using the learning guides posted online.
With an understanding of the costs and benefits from the involvement in a mentoring
relationship, Latina leaders will have a jump start towards better results because they will be able
to clarify their focus and to maximize the effective use of their time. As this project is rooted in
the social exchange theory, all participants must understand their role in sharing and receiving
information for the intended goal of development for all participants. It is reassuring to learn
29
what makes a good mentoring relationship and also know what is expected. Hearing success
stories also help motivate more people to be involved and share the benefits with others.
Project Description
This project aims to answer the question of how to increase the amount of Latina leaders
through education about mentoring programs and effective communication to maintain good
relationships. Through the use of CMC, learners will be connected with resources and best
practices shared from research and current Latina leaders. The information is accompanied by
examples and is user friendly so all visitors are quickly informed about benefits and also how
approaches can be applied in their organization.
Approach and Design
This interactive website will be colorful and inviting with the intension of welcoming the
visitor and promoting engagement to advance their knowledge about mentoring. The concept of
this project is a combination of the research found discussed in chapter 2 and also the use of
current tools available through electronic learning and computer-mediated communication. The
visuals would help learners connect with real leaders and understand the importance of
developing Latina leaders in their community.
Expected Benefits
This project is intended to fulfill the goals listed in chapter 2 with a focus on educating
others how to have a good mentoring relationship, potentially leading to an increase in the
presence of Latina leaders in high level leadership positions.
30

GOAL 1: This project will strive to educate others about the costs and benefits of
being involved in a mentorship and how important it is to build a good relationship with
all participants.

GOAL 2: Online learners will be connected to various webpages that highlight
top Latina leaders, and also mentoring programs currently available to the Latinas.

GOAL 3: The website will present online resources that provide an understanding
about Latina/o communication and how their leadership styles impact their contribution
in the mentoring relationship based on the exchange of information.

GOAL 4: Through the application of computer-mediated communication, Latina
leaders will have a greater understanding of how to be successful in a positive mentoring
relationship and can inspire a larger network to participate, increasing the overall
presence of Latina leaders in top leadership roles.
In addition, the following research question is advanced:

How can the use of CMC educate and inspire Latinas to be involved in a
mentoring relationship to increase their presence in top leadership roles?
Ethical Considerations
This project will expand on the information that has been rooted in the research already
presented. The applied research would be true to the sources and stories shared from those
interviewed giving informed consent. The responses from the questions would be linked to the
findings from the literature review presented in chapter 2. Personal examples and stories will
also be shared from the researcher in the blog section with hopes of motivating others to expand
on their experiences in a mentoring relationship.
31
Limitations and Reliability
Based on the timeframe given to complete this project, the research and stories shared are
limited but dedicated to the goals listed. Although this project is available on a free website,
there are still limitations based on the awareness that this website exists and the possibility of
learners not having access to the internet. In addition, with the focus on the use CMC for
mentoring relationships, there still is additional work needed from the learner to apply the
knowledge to advance their leadership role and establish a mentoring relationship.
32
CHAPTER 4: THE STUDY
This project brings awareness of the current trends and available resources for Latina
leaders who want to maximize their role in a mentoring relationship. With intentions to help
others and improve their community and/or organizations, their applied efforts will be
maximized when involved in a good relationship committed to an exchange of knowledge and
information. Effective communication strengthens Latinas and empowers female leaders to
demonstrate high performance resulting in an increase of interest from mentors.
This project required an understanding of past research on mentoring programs and how
it has evolved over time. With a focus on the importance of mentoring Latina leaders, additional
research was needed to understand female and Latino leadership styles. It was discovered that
there are very few Latinas in top leadership roles but that the support from a mentoring
relationship helped increase the presence in organizations.
With an online presentation of the applied research, aspiring leaders will be exposed to a
deeper understanding of how to build a good relationship with their mentor to promote personal
and professional success. The ability to showcase this information to a larger audience can help
spread the word faster and promote involvement sooner. Multiple sections are dedicated towards
relationship building and effective communication because it is necessary when interacting with
people. Communication is needed to understand how to effectively help someone when offering
guidance and support.
The following 6 web pages have been created to expand on the research and promote the
importance of mentoring Latina leaders to increase their percentage in key roles in their
community and organization.
33
Web Page 1.1: WELCOME: Introduction of the project
This page will showcase the overall goal of the project to increase the percentage of Latina
leaders and the importance of Latina mentors in a public service organization. Also recent data of
female leader’s involvements would be presented.
34
Web Page 1.2: WELCOME
The remaining content for this tab includes a highlight of influential Latina leaders in California
that have opened the doors as trailblazers for future female leaders. A brief description of their
accomplishments are listed in addition to a link to learn more about their current involvements is
available.
35
Web Page 1.3: WELCOME Continued
36
Web Page 1.4: WELCOME Continued
37
Web Page 2.1: OVERVIEW: Importance of developing Latina leaders
This page expands learners understanding of the importance and how to effectively communicate
with CMC. .
Some key points include:

Importance of effective communication

How mentoring can be initiated online and applied in face to face interactions

Costs and benefits of mentoring programs

Potential barriers that CMC would have
38
Web Page 2.2. OVERVIEW continued
39
Web Page 2.3 OVERVIEW continued
40
Web Page 3.1: EXPAND YOUR KNOWLEDGE
This page expands on how to build your community through personal commitments to
helping others.

Research will be shared about mentoring relationships and how to build a collaborative
partnership.

Examples from Juana Bordas 10 Principles of Latino Leadership are shared to
demonstrate how Latinas can put leadership into action.

Resources will be shared about 4 current organizations in the United States that are
dedicated to Latina/o mentoring and development.

Links have been added to connect learners to current and available online resources.
41
Web Page 3.2: EXPAND YOUR KNOWLEDGE continued
42
Web Page 3.3: EXPAND YOUR KNOWLEDGE continued
43
Web Page 3.4: EXPAND YOUR KNOWLEDGE continued
44
Web Page 4.1: Pay it forward!
This page allows viewers to share ideas and ask questions to the researcher.

Become a mentor, promote the beneficence duty of helping others while you can!
45
Web Page 5.1: WHY?! Why is this important
Current Latina leaders share information about their personal involvement in a mentoring
relationship.

Best practices will be shared about effective communication styles and how all members
involved have an important role when exchanging information

Stories will be shared from multiple Latina leaders about their past experiences

Latina Leaders Irma Resendez and Dolores Huerta were interviewed.
o Questions answered include:
1. How did you know when you found a mentor?
2. How were you able to establish and nourish a good relationship with your
mentor?
3. What communication styles worked best when involved in a mentoring
relationship?
4. What do you wish a mentor would have told you?
5. Why do you think it is important to develop Latina leaders?
46
Web Page 5.2: WHY?! Continued

Irma Resendez expands on her involvement in a mentoring relationship and how it has
evolved into a program in her nonprofit organization Familia Unida, based in East Los
Angeles.
47
Web Page 5.3: WHY?! continued
48
Page 5.4: WHY?! Continued
49
Web Page 6: BLOG
This page highlights the personal connection the researcher has with the project.

Visitors can learn about the researcher from the personal blogs displayed.
50
Chapter 5: SUMMARY AND CONCLUSIONS
Taking us back to our roots of ethical communication, this project in informed by
Buber’s (1923/1937) view on respectful and equal relationships that are supported while in a
mentoring relationship. All relationships should be just as positive but for those that are looking
for additional support to advance in their organization, it is important to understand how to best
establish and nourish the relationship with your mentors. With greater respect, there is a higher
commitment towards helping and offering support for further development. This project has
expanded on the connection between the social exchange theory and the impacts collaborative
leadership and effective communication have while involved in a good mentoring relationship in
the Latino community. As the relationships evolve, there is much more to gain and also much
more to give during the exchange of information. The Latino culture’s dedication towards “mi
casa, su casa” extends to the workplace as a commitment towards sharing information and
support to one another as if they were part of the family.
Increasing the amount of Latina mentors will help increase and motivate those aspiring
Latinas to be leaders in their organization and promote positive progress in their community.
Based on the applied research from this past century, our interactions have evolved from face to
face communication to immediate access of information over the internet. With a combined
application of electronic learning and in person guidance, the website: Mentoring Latina Leaders
will be beneficial to connecting Latina leaders to support and information quickly over the
internet. This project helps bring my vision of expanding the network of Latina leaders to life but
it can still feel like it is never complete since there are always ways to improve and new
opportunities to learn.
51
Limitations of the Project
It is widely know how beneficial mentoring relationships are but there is still a need to
understand the impact from culture, gender, and the variations the two have while involved in
such relationships. The male involvement in a mentoring relationship has been studied for a
longer time but the female presence is still evolving in research. As additional research was
explored, it also was realized that there was few data from scholarly journals about the specific
focus of Latinas involved in a mentoring relationship. It would be helpful to understand the
demographics of a global network of Latina leaders and how CMC has helped expand their
presence in leadership. Additional limitations relate to the level of application the learners would
have after visiting the website. As it is not a guarantee that those involved in mentoring
relationships automatically get promotions, it also is not confirmed that everyone that visits this
website will actually get involved in a successful mentoring relationship.
The project also contained limitations based on the narrow focus of organizations and
audience studied. The majority of the detailed findings were from the Latino leadership networks
in the United States that currently offer mentoring programs and resources to aspiring Latino
leaders. Four current organizations that are dedicated to Latina/o mentoring and development:
The HOPE Leadership Institute, The National Hispana Leadership Institute, Embracing Latina
Leadership Alliances, and The Latino Leaders Network, were highlighted in the website as
shown in chapter 4. These resources are now linked to the project website and will be able to
connect learners to opportunities that promote involvement in a mentoring relationship and also
learn about success stories from leaders involved.
52
Everyone needs deadlines, and this study had to conclude so that the project could be
formatted. The biggest limitation was time. The visions and goals could have been expanded
further to reach a larger audience and also incorporate more outcomes with additional study.
There is always something new to learn and this project still leaves opportunity available to
expand the study and update it as mentoring Latina leaders continues to evolve. With access to
unlimited space to host content online, there are limitless amounts of information that can be
found and also updated as time passes.
Based on the intended audience and scope of the project, the information shared is also
limited. The final project is only available to those that are searching for the content online and
not all learners have access to or even know where to search for mentoring learning guides
online. This would prevent some learners from being able to experience this as soon as others.
There is an abundance of supporting documents that confirm how important and amazing
mentoring relationships are but there are very few texts that actually incorporate the variations of
culture and gender into their analysis. As this project is fully based online and can be updated
with more content and information as needed, there are still limitations based on the need for
additional research. The current content is fully dedicated towards Latina’s involvement in
mentoring programs which leaves out the involvement from men and also men and women of
different cultures.
Recommendations for Future Study
Recommendations would include additional research that explicitly connects Latina
leaders’ communication styles while involved in a mentoring relationship. The majority of my
findings were based on interviews with current Latina leaders that are in my community. In a
53
larger study, there would be a greater comparison of their involvement in mentoring relationships
and the communication styles that worked best. In addition, with the increase use of technology,
it would be interesting to learn the demographics of Latina leaders that prefer CMC vs. FtF
communication when mentoring others.
Conclusions
What initially drove this project was a personal goal of increasing awareness and
educating leaders of the process of establishing positive mentoring relationships. Growing up in
Los Angeles, with a high presence from the Latino culture, I was surrounded by many Latina
leaders who were mentors to my mother during her formation of a nonprofit: Familia Unida
Living with Multiple Sclerosis. Seeing their commitment to supporting her organization and my
mother’s dedication towards serving the community is what has inspired me to create a project
that would educate more ways to help our community through the development of more leaders.
Mentoring programs not only help the individual, but also help increase their progress towards
expanding their services and information that would help others.
A website was created with intentions of maintaining upkeep and access to keep these
long lasting goals. This living project will be linked to elected officials, well known community
leaders and organizations who have make a difference from their role in a mentoring
relationship. This website concept has already been shared with community leaders that have
been highlighted and they are excited to help make this available to the growing community. The
use of technology has helped bring awareness of currents needs and opportunities to increase the
Latina leader network. During this study I was exposed to organizations across the country that
are committed to developing Latina leaders and resources that help promote positive mentoring
54
relationships. With a focus on sharing information, this study hopes to promote further
application and increase the culture of helping others.
The majority of the feedback from the interview was very similar to the research but it
also provided a deeper understanding of the need to develop more Latinas through their
involvement in mentoring programs. A successful outcome from this project included my
opportunity to meet the key leaders that were highlighted in the project website. The discussion
between those interviewed and peers, the word about the importance of this project is already
being shared and supported. This project and website content was shared with Honorable Hilda
Solis, Supervisor Gloria Molina, and civil rights activist Dolores Huerta during a community
event present in Los Angeles. All three Latina leaders were very supportive and excited to share
more about the importance of developing strong female leaders because they also felt how there
currently are not enough present in top leadership roles. During this recent interview, Huerta
stated how “females can be too sensitive and their emotions could hold them back from having
strong self-confidence,” which is why mentoring relationships are important to help reassure and
motivate development!
For students completing a Master’s project/thesis or team members looking to develop
personally and professionally, mentoring relationships help guide others towards success. As a
Gonzaga University Master’s student, working with a mentor while researching about mentoring
was a bit ironic but also uplifting. I had to intervene with myself when it was noticeable that I
also followed the trends that Sandberg (2013) discussed about women leaders. Instead of looking
for progression and partnership with my mentor, I was looking for permission and waiting for
acceptance.
55
Although there was some confusion about the role of a mentor while completing this
project, as I continued to research, I understood how mentors can offer a variety of support. In
addition to reaffirmation that you are on track, it was also great to learn from another’s
perspective on how topics could be approached and other resources that could be applied. As it is
understood that informal mentoring relationships that have frequent contact tend to achieve
higher results (Ensher, Heun, & Blanchard, 2003), you still need personal determination to reach
out to your mentor in order to gain the most assistance. The involvement in a mentoring
relationship requires a lot of hard work, perseverance, and commitment towards each other’s
success. This cannot be achieved overnight, but with an understanding that communication with
equal and respectful exchanges of information is essential to uphold a good relationship.
56
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