Evolution of STEM Leadership Self-Efficacy within an NSF S-STEM Program

An engineering leadership development program (LDP) at a major midwestern university has received NSF S-STEM grant support for the past 10 years and has achieved higher and faster time to graduation rate for engineering transfer students in a peer-comparison study (DeRuntz, et.al 2019) (DeRuntz, et. al 2017) (Palmer, et. al. 2016) (Kowalchuk, et. al 2013). Through the award of a Track 2 S-STEM three years ago, the LDP has now expanded into the STEM majors at the university and has made an important discovery regarding the evolution of Leadership Knowledge among some of the STEM leaders. The participants in the LDP program have shown statistically significant changes on Leadership Self-Efficacy Survey (Bobbio, Manganelli, 2009) and the Motivation to Lead Survey (Chan, Drasgow, 2001) when compared to their peers. We noticed an apparent regression in the Leadership Knowledge data scores. However, upon further examination there appeared to be a response-shift bias in these results (Rohs 1999). In other words, participants rated themselves higher on the pre-test and then lower on the post-test; even though they had made significant gains as measured in the other program data collected by the external evaluator. This conclusion is further confirmed by interactions and observations recorded by the program Co-PIs, coordinator, coaches, and senior leadership. Overall, LDP scholarship students demonstrated significantly higher Leadership Self-efficacy in comparison to their own pre-survey scores (p = 0.020) and, in comparison to control group findings (p = 0.005). The LDP scholarship students also demonstrated significant growth on the Motivation to Lead survey in comparison to their own pre-survey scores (p = 0.012) and, in comparison to the control group (p less than 0.001). Students in some of the survey responses self-reported that they now understand better what they thought they understood before entering the program. Although it seems they regressed in their Leadership Knowledge, this new information is actually a significant indication these leaders have accomplished the first step in leadership development. By their responses they have shown an accurate self-awareness, honesty, and self-discipline. They have demonstrated that they can lead themselves.