Authentic Talent Development in Women Leaders Who Opted Out: Discovering Authenticity, Balance, and Challenge through the Kaleidoscope Career Model

We investigated the parameters of authenticity, balance, and challenge as viewed through lens Kaleidoscope Career Model to discern career motives women who opted out then returned workforce. also were interested in comparing men their leader practices. triangulated quantitative qualitative methods explore these phenomena. First, Study 1, 2009 individuals completed both Self Inventory (the KCSI) well an abbreviated version Kouzes Posner’s Leadership Practices LPI). Participants rated needs for on KCSI practices challenging process, inspiring a shared vision, modeling way, enabling others act, Encouraging Heart. Women found exceed men, most authenticity. In 2, situational mapping life history process was used determine themes eight high-achieving out. interviewed additional 15 deeply understand assess opt-out re-entry experiences “career shocks” they experienced upon returning Our second study offers robust, deep, penetrating look into social ascription processes endemic discriminatory structures that hold back from achieving advancement. To stop this “brain drain” talent, we propose series actions human resource professionals develop authentic leadership talent reenter