*4.3. A Suggested Potential Model of Disrespect, Respect, and Resilience*

Based on the findings of the study combined with findings in the literature, a more comprehensive model of disrespect, respect, and resilience is proposed to form the basis of training, mentoring, and coaching. This model is presented in Figure 3 below:

**Figure 3.** Disrespect/Respect/Resilience Model.

The intrinsic dimensions are developed by the influences that the individual experienced in various aspects of their lives and may include such items as family and extended family role models.

When those influences are strong and positive, the individual believes that she deserves respect and displays resilient behavior in the workplace because she has a sense of self-worth. She can bounce back quickly from adversity, speak-up, defend herself, and maintain a determined mindset to succeed. She sees her own value. She is self-confident, recognizes and demonstrates her value to others in the workplace, and commands respect by her verbal and nonverbal communication. She feels that she deserves to be respected, she does not back down when disrespected, and she is willing to assertively articulate the impact of others' disrespectful behavior.

When those influences are strong and negative, the individual believes that they are unable to display resilient behavior. She operates instead from a place of not deserving respect and relies on the extrinsic dimensions, the perception of others, to determine her self-worth and lacks resilient behavior

This Respect/Disrespect/Resilience model can help identify areas for improvement or strengths as it relates to feelings of being respected from the perspective of women leaders. The model can be used to develop leadership programs for high-potential women leaders from diverse populations to increase their level of self-respect and self-esteem. The model can be used to describe the dimensions of self-worth, or how women leaders can overcome lifelong experiences of disrespect by strengthening and holding on to their self-worth.

#### **5. Interview Protocol**

Personal Resilience in Women Leaders who Experience a Lack of Respect in the Workplace

(a) Research Question

What factors impact and account for the resilience of women leaders that experience disrespect in the workplace?

(b) Introductions

Hi (research participant). How are you today? Thanks for agreeing to talk with me and to participate in my study. This conversation is going to take about an hour. I know how valuable your time is. I appreciate the time you are taking out of your busy schedule to talk with me today about your experiences in dealing with situations where you felt a lack of respect (or disrespect) from the leaders, your managers, peers, or direct reports at work. I'll do my best to make good use of your time.

I am looking for your personal perspectives on your experiences in your leadership position. I encourage you to feel free to share with me your personal thoughts, feelings, and beliefs.

All your answers will be held in the strictest of confidence. I am committed to maintaining your individual confidentiality and will address how I will do that shortly.

Let's start by introducing ourselves. I'll go first. I have a personal and professional interest in women's leadership development. I received the doctorate in Human Development from Fielding Graduate University in April 2022. I have a master's in Human Development and a master's Organizational Behavior.

Professionally, I have worked in higher education, and for non-profit organizations and corporations in such areas as employee development, social equity, organizational development, and culture change. I've held positions as Vice President of Finance and Administration, Dean of Intercultural Development, and Vice President of Organizational Development and Culture Change prior to launching my company, The Folke Institute for Transformative Learning in 2004.

Now it's your turn. Please tell me a little about yourself. (Research participants introduce themselves.)

Thank you.

(c) The Research Study

Let's talk a little bit about the research study you are participating in. Through your participation, you are helping to expand the research regarding the factors that may support or hinder women from advancing to senior level positions within their respective organizations, such as resilience. There is a great deal of emphasis on the extrinsic factors that hinder women from advancing into leadership positions in the workplace, but I'm interested in your experience.

(d) Interview Agenda

Here's how I've structured our meeting together. First, we'll take about five minutes to get a few procedural things out of the way. Then, we'll shift into the questions about your experiences of lack of respect (disrespect) and how you have dealt with barriers to your progressing within the agency. That will take up to 45 minutes. When we're done with the questions, I'll let you know what will happen next and how you will be able to stay in touch, to the extent that you want to, with my research as it progresses. You can also share anything with me that did not come up in the interview about your experiences.

(e) Informed Consent and Procedural Information

Let's get the procedural things out of the way.


Before we get into talking about your experience in your current role, I'd just like to learn a little bit more about you.


Now let's talk about your experience as a professional in your current industry.


Thinking of respect on a continuum from high to low levels of respect (Level 1= I experience this person or situation as demonstrating no respect. Level 3 = some respect; Level 5 is demonstrating high levels of respect:

	- a. What percentage of your work gets done in the workplace office?
	- b. What percentage of your work gets done out of the office (including working from home/virtual versus face-to-face meetings in other places with people?
	- c. Does the variety of workplaces change the dynamics of feeling Levels 3–5 respect by your direct reports, peers, manager? Senior managers?
	- d. How does the virtual environment change how you handle disrespect? Have you found anything that really works well?

**Funding:** This research received no external funding.

**Institutional Review Board Statement:** The study was conducted in accordance with the Declaration of Helsinki and approved by the Institutional Review Board (or Ethics Committee) of Fielding Graduate University (protocol code 19-0101 and date of approval 15 January 2019).

**Informed Consent Statement:** Informed consent was obtained from all subjects involved in the study.

**Data Availability Statement:** Research data are available at Spell-Hansson, C. (2022). *Unbossed and unbroken: Personal resilience in women leaders who experience a lack of respect in the workplace* (Publication No. 29165095) [Doctoral dissertation, Fielding Graduate University]. ProQuest Dissertations and Theses Global. https://www.proquest.com/docview/2659621419/DA6C27951C24966PQ/1? accountid=33310, (accessed on 9 September 2022).

**Conflicts of Interest:** The author declares no conflict of interest.
