When you join SWE you connect with a professional network of 34,000 enthusiastic, like-minded women engineers as well as professional development resources that members consistently rate as "excellent."
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SWE's leadership competency model was created through member interviews along with a survey of SWE leaders and those involved in training SWE leaders. The model was developed with the intention of guiding our professional development of future and current leaders. As SWE continues to grow its professional development program, the competency model will serve as the basis for developing leadership skill-sets. In addition to informing our process of developing leadership curricula, the competency model will be used to help members reflect and assess where they may need to hone their leadership skills. The leadership model as it currently stands consists of five areas:
Self Management & Development
Coaching, Mentoring & Sponsorship
Each of these five categories includes several specific leadership competencies that a SWE leader should strive to learn. The competencies, or skills, that they learn and hone will serve them well as leaders within SWE and also within their careers.
Conflict resolution and management by skillfully settling differences in a positive and constructive manner.
Leverages diversity and differences by leading and supporting an inclusive environment. Seeks new perspectives to achieve the vision and mission of SWE.
Influencing others through coalition building, inviting new perspectives, and clearly articulating the goals of SWE.
Apply effective communication and interpersonal skills through actively listening to the needs of colleagues, sharing relevant information and expectations, and treating colleagues with respect.
Self-Management & Development
Pursuit of lifelong learning through the mastery of new knowledge, embracing new ideas, and shares new ideas.
Self-reflection and assessment through recognizing strengths and weaknesses, seeks feedback from others and learns from failure.
Tolerates ambiguity by taking priority changes and unforeseen developments in stride as well as leads with a firm sense of purpose in an environment of uncertainty.
Flexibility by being open to change and new information/perspectives.
Strategic planning through the development of effective strategies. Sees the big picture and understands how to determine organizational objectives and set priorities.
Manage finances to meet organizational needs.
Apply effective management skills (e.g., problem solving, interpersonal skills, delegation and supervision).
Professional knowledge and skills by being aware of industry changes, developments and emerging issues affecting women in STEM.
Coaching, Mentoring, and Sponsorship
Strategies for career development.
Seeking a career coach.
Seeking a career mentor.
Seeking a career sponsor.
Becoming a career coach.
Becoming a career mentor.
Becoming a career sponsor.
Developing and empowering others.
Visioning by taking the long view of the organization, building a shared vision for SWE members' role, acting as a catalyst for organizational change, and inspiring others to succeed within SWE.
Maintain a high standard of professionalism and ethics.
Be an advocate for the role of women in STEM.
Knowledgeable of change management strategies and processes.
Leverages diversity and differences by leading and supporting an inclusive environment.
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Thank you for your interest in SWE's Outreach for students. We are sending you to EngineerGirl.
Their website contains great information for exploring and pursuing a career in engineering. You can meet real engineers, find scholarships, participate in contests and become part of SWE through our SWENext program. It's your time to BeThatEngineer!