This dissertation explores the development and implementation of a contextually relevant leadership development program aimed at fostering the growth of academic advisors at Arizona State University's Mary Lou Fulton Teachers College (MLFTC), particularly those with aspirations for leadership roles within the advising domain. Recognizing the important role of academic advising in student success and the often-overlooked need for professional development among advisors, this study introduces an innovative approach to cultivating leader identities and enhancing the leadership skills of academic advisors with an authentic leadership lens.Utilizing an action research case study methodology, this dissertation details the creation, execution, and evaluation of a two-phase innovation. The first phase involves the collaborative development of a mentoring workbook by senior advisors (SAs), designed to guide less experienced academic advisors in a structured mentoring relationship focused on the core values of the office. The second phase operationalizes this workbook in mentoring relationships, offering SAs the opportunity to practice and refine their leadership skills. Theoretical underpinnings from authentic leadership and leader identity theories serve as the foundation for the innovation, emphasizing the significance of authentic leadership behaviors and the process of leader identity development within the specific organizational context of MLFTC. This study contributes to the understanding of how deliberate, contextually informed interventions can support the professional growth of academic advisors and the cultivation of leader identities and highlights the potential for such innovations to enhance not only individual careers but also the broader academic advising profession. Through qualitative and quantitative data analysis, findings demonstrate that the innovation positively influenced the SAs' development of leader identity and authentic leadership traits. This research underscores the importance of providing academic advisors with opportunities for leadership development, advocating for a more holistic approach to supporting the professional growth of student service professionals. Future implications for the field of academic advising, leadership development, and higher education administration are discussed, offering insights into the application of such innovations in similar contexts.

Students in higher education require the skills and knowledge to creatively solve some of the pressing social, economic, and environmental issues confronting humanity. In 2015, the United Nations and its member states developed the Sustainable Development Goals (SDGs) to address complex global issues and systemic barriers to achieving sustainable development across the world. The SDGs help guide the Principles for Responsible Management Education (PRME), an initiative of the UN Global Compact that aligns signatory business schools with a set of values consistent with responsible management principles. This action research study examined bridging the knowledge gap of faculty transitioning from teaching traditional business curriculum to PRME and the SDG implementation in the curriculum in a polytechnic setting. Rogers’ Diffusion of Innovation (DOI) theory was used as the guiding theoretical framework. An intervention in the form of a faculty development micro-credential was created and implemented for study participants. Using a quantitative research design with pre-intervention and post-intervention surveys, participants reported a statistically significant increase in knowledge after the PRME micro-credential.

The physician assistant (PA) profession is lacking in diversity, both in practicing PAs and the PA student population. PA organizations, including the PA Education Association and the Accreditation Review Commission on Education for the PA, have been advocating for action to address this lack of diversity, and many educational institutions have responded by innovating their recruitment and admissions strategies. Another appropriate response to address the lack of diversity in PA education would be to critically evaluate the curriculum, specifically professionalism curriculum, for inclusiveness. Professional identity formation (PIF) provides a framework for teaching professionalism that focuses on the evolving identities of medical learners (Irby & Hamstra, 2016) as influenced by their individual, relational, and collective identities (Cruess et al., 2015). However, PIF has been critiqued for lacking inclusion of sociocultural contexts (Wyatt et al., 2020). Through this mixed methods action research study, I utilized community of inquiry (CoI; Garrison et al., 1999) as a theoretical framework for creation and facilitation of a professional development workshop for PA educators aimed at evaluating academic medical journal articles focused on the topics of professionalism in medical education, PIF, and PIF experiences in underrepresented in medicine students. My goal was to increase awareness of PIF as a pedagogical framework which has the potential to alter the learning environment toward one of inclusion and belonging. Additionally, through my CoI, I further aimed to expand upon the PIF conceptual framework to include elements of intersectionality by focusing on how sociocultural factors influence student perspectives on professionalism and their PIF process. I used Ajzen’s (1991) theory of planned behavior to evaluate participants’ intention to incorporate PIF into their professionalism curricula and to prioritize sociocultural factors in their professionalism pedagogies. Using pre- and post-intervention surveys, participant interviews, and workshop session exit questions, I determined that my professional development workshop contributed to an increased likelihood of PA educators to integrate PIF and prioritize sociocultural factors into their professionalism curricula, and further, changed perspectives regarding the definition of professionalism in PA education to include an understanding and appreciation for how professionalism is influenced by a student’s sociocultural factors.

The School of Entrepreneurship and Business Innovation (SEBI) student’sengagement with SEBI support services has been a matter of concern since the establishment of the School in 2017. Of the fifteen hundred (1500) students registered at the School, approximately 40% of them use the student support services offered to increase retention, enhance performance, reduce uncertainties, and guide students to success. The literature showed that student engagement is important for the greater achievement of student outcomes, maintaining retention, as well as to offset any ambiguity and challenges within the learning environments. The practitioner used Astin’s Theory of Student Involvement and Tinto’s Student Integration Theory to discuss the phenomenon of infrequent engagements of students with student support services SEBI. The research used a mixed-method approach to investigate the current framework of student support services at SEBI and student's engagement with these services. The findings suggest that the students' perception of the support services offered by SEBI is that the services are inadequate, and that their success is as a result of peer support and their individual persistence. The practitioner proposes a student support strategy prototype that will involve a collaboration between students and faculty members for a more effective and efficient student support service.

The problem of practice addressed in this study specifically examined how teachers lack the knowledge and experience of working with Indigenous students, thus creating a lack of connections with these students. Indigenous students have unique life experiences and world views, and the lack of knowledge and experience from teachers makes it difficult to provide adequate connections for the students in Tribal Schools. One of the driving ideas behind this research was that if non-Native teachers do not understand their students, how will they be able to connect with them and teach them effectively? Connections and relationships with teachers are one of the most beneficial factors for students. Generally, teacher preparation programs within the United States do not explicitly address the unique barriers and histories experienced by Indigenous students. The goal of this study was to assist teachers of varying cultural backgrounds in the transition from their teacher education programs to being in the classroom, teaching Indigenous students. This will better prepare future educators to teach Indigenous students in a Tribal School setting.

Institutions of higher learning have long been recognized as essential sources of knowledge for individuals seeking to solve real-life problems and improve their value in the workforce. However, despite their best efforts, many graduates lack the necessary hard and soft skills to excel in their chosen careers. As an accountant-turned-lecturer, I have observed this phenomenon firsthand and felt compelled to take action. To address this issue, I undertook a project aimed at preparing graduates from the Accountancy Program at the University of Guyana's School of Entrepreneurship and Business Innovation (SEBI) for success in their careers. In conducting this project, I conducted an action-based research study consisting of three cycles. In the first two cycles, I delved into the perceptions of learners and lecturers regarding the need for instructional development in the degree program. Both groups agreed that it was necessary to implement appropriate innovations to improve the teaching of the program. In the third cycle, I interviewed employers to get their perspective on implementing an instructional innovation. The results of these interviews were striking, as they led to the development of an internship program that would allow students to practice their knowledge and learn soft and hard skills while being attached to institutions. To determine the impact of such programs, I studied other degree programs that currently have internship and attachment programs. From my investigation, I learned that learners have a positive attitude towards internships, and that they can help learners gain more skills than they get in class when implemented well. Given the success of similar programs in other degree programs, I propose the implementation of an internship program in the Accountancy Program in SEBI. The program's goal is to improve the knowledge, skills, and experience of its graduates and help them succeed in their chosen careers. With the introduction of such a program, students will have the opportunity to learn through hands-on experience, allowing them to develop the skills and knowledge needed to excel in the workforce. Overall, this program's success will contribute to enhancing the reputation of the institution, attracting more potential students, and increasing its graduates' employability.

Mentoring programs are not uncommon. In fact, they are more common than we think. Most mentoring programs and/or mentorship opportunities are informal and happen daily. While mentorship programs are common, some programs, specifically Pre-Pharmacy related, are overlooked. The lack of formalized opportunities impacts prospective students’ understanding of the profession and connection-building and limits accessibility to resources. This study explored the role of participation in the Mentoring Aspiring Pre-Pharmacy Mentorship Programs (MAPPS) on the mentees' self-efficacy, belonging, and decision to pursue pharmacy. I conducted this four-week study at UC San Diego Skaggs School of Pharmacy and Pharmaceutical Sciences (SSPPS) in collaboration with the undergraduate campus. To support self-efficacy, belonging, and the decision to pursue pharmacy, MAPPS incorporated didactic and non-didactic activities, group conversations, reflections, and much more. To foster belonging, mentees were provided opportunities to participate in Pharmacy and Faculty meet and greet events, choose their mentor groups, and engage with one another. To develop self-efficacy, mentees were encouraged weekly to step outside their comfort zone by completing reflection activities that challenged them to learn more about the profession and engage with their mentors. The theoretical perspectives that guided this research project were the identity theory, self-efficacy theory, and sense of belonging. Furthermore, I used the parallel mixed design approach, which allowed me to use a mix of quantitative and qualitative methods simultaneously or with some time-lapse. The data collected in this study showed that participation in the MAPPS mentorship program heightened the mentees' sense of belonging, developed a deeper understanding of the profession, and resulted in the mentee feeling empowered to pursue the profession.

As colleges and universities across the United States continue to grapple with enrollment challenges, many are embracing the concept of customer service as way to improve the student experience and positively impact retention. However, as many institutions of higher education begin to evaluate their own organizational structure, the notion of combining cross-functional departments is one strategy that more intuitions are exploring in an effort to improve communication, collaboration, and efficiencies. This qualitative dissertation study sought to understand the ways in which communication challenges for disconnected, yet cross-functional, departments can impact the ability of individual employees to properly execute the core functions of their individual positions. Utilizing semi-structured interviews, I explored how two previously disconnected departments interacted with each other on a daily basis, including the understanding of communication distribution. Employees were then physically relocated into one physical unified student services department, called Student Financial Services, and provided a structured schedule of professional development and cross-training activities. Participants were then interviewed about their experiences after the transition was completed. The four major themes that emerged through the data analysis were: improved communications equal improved customer service, enhanced professional development identifies and minimizes gaps, cross training leads to innovation, and policies and procedures are best developed by those within the organization.

College athletes experience college in a way that is different than their non-athlete peers. Practices, travel time, study hall, and other athletic obligations place strenuous demands on the lives and time of college athletes. As a result, college athletes have less flexible time and are often unable to engage in educationally purposeful activities including high impact practices, that promote their personal growth and development. Using Astin’s Student Involvement Theory and Rendon’s Validation Theory as frameworks, this mixed methods study examined the impact that participating in a high-impact practice activity had on the personal growth and development of college athletes. To examine how personal growth and development was impacted by participation in a high impact practice activity, National Collegiate Athletic Association (NCAA) Division I college athletes at the University of California, Riverside (UC Riverside) participated in the Leadership for Social Change seminar. To measure personal growth and development, the participants completed the Personal Growth Initiative Scale - II (PGIS-II) as a pre- and post-seminar survey. A sample of participants was also interviewed after completing the seminar to further explain the survey results. The results of the study suggest that seminar participation led to personal growth and development for college athletes. Institutions and athletic departments should promote college athletes’ personal growth and development by incorporating high impact practices into the college athlete experience.

The operations within universities have become increasingly complex and challenging for various reasons. Notably, some of those challenges have been combated by developing talent within the organization. Although many professional development opportunities abound at Arizona State University and within the ASU Foundation, the options for developing competencies such as collaboration and resilience were lacking. Thus, the purpose of this action research project was to develop several specific competencies for my team to be successful in their current roles and to develop skills affording success in future roles. The setting for this study was Arizona State University, a four-year, public institution. The specific unit under examination was the Arizona State University Foundation, the unit dedicated to raising resources for the university through philanthropy. The intervention consisted of four professional development workshops including the topics of collaboration, resilience, leadership, and a concluding workshop to debrief the three topics and how participants’ new understandings had been incorporated into their professional roles. Prior to each workshop, participants observed a professional development video specifically associated with the topic of the workshop. During the workshops, participants were actively engaged through facilitated discussion on the topics, proposed scenario narratives, and guided participant activities. Following the workshops, participants reflected on their understandings and use of the skills as they engaged in nine weeks of reflective journaling based on standardized prompts. The prompts alternated among the topics of collaboration, resilience, and leadership. I used a concurrent mixed-method action research approach for this study, where I gathered quantitative and qualitative data over the course of the intervention and at its conclusion. Results centered around the themes of collaboration, resilience, leadership, and meta-topics, which included theme-related components such as asking for help, having a shared goal, locus of control, resilience in the workplace, leadership styles, leadership qualities, comfort zone, learning and growing, relationships, and so on. In the discussion, I explained the outcomes relative to theoretical perspectives and previous research that guided the study, presented limitations, proposed implications for practice and for future research, and reviewed personal lessons learned.