The future health of the human service nonprofit sector depends largely upon its ability to train a diverse generation of emerging and current leaders (Araque & Weiss, 2019, Oxford University Press). To successfully meet this challenge, leadership development programs must ensure equitable access to training and equip participants, especially women, to not just develop a leadership mindset, but apply the knowledge and skills they gain to change behaviors and organizational practices (Araque & Weiss, 2019, Oxford University Press). We examine the experiences of a sample of racially diverse (56% of color and 44% White) women human service professionals across the first 5 years of a leadership development program and highlight the impact of their leadership learning and coaching on changes in individual and organizational behaviors. Data were collected through a Qualtrics online survey of 76 of 96 (79% response rate) women participants and two interviews with women coaches who facilitated multiple peer coaching circles. Results show the value and benefits of leadership learning and coaching on women's mindset and work behaviors. As participants moved from learning to action, they applied a range of new ways of behaving and performing, which they perceived had an impact on their organizations' practices and members.

中文翻译：

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领导力发展和促进同伴辅导对人类服务中女性个人、集体和组织行为的影响

人类服务非营利部门的未来健康很大程度上取决于其培养不同一代新兴和现任领导者的能力（Araque & Weiss，2019 年，牛津大学出版社）。为了成功应对这一挑战，领导力发展计划必须确保公平地获得培训，并让参与者，尤其是女性，不仅要培养领导思维，还要运用他们获得的知识和技能来改变行为和组织实践（Araque & Weiss，2019 ， 牛津大学出版社）。我们研究了在领导力发展计划的前 5 年中不同种族（56% 的有色人种和 44% 的白人）女性人类服务专业人士的经历，并强调了她们的领导力学习和指导对个人和组织变化的影响行为。数据是通过对 96 名女性参与者中的 76 名（79% 的回复率）进行的 Qualtrics 在线调查以及对促进多个同伴教练圈的女性教练的两次采访收集的。结果显示了领导力学习和指导对女性心态和工作行为的价值和益处。随着参与者从学习转向行动，他们采用了一系列新的行为和表现方式，他们认为这些方式对其组织的实践和成员产生了影响。