Over the past year, I was fortunate to participate in the Women in Leadership (WIL) Cohort at the Doerr Institute, an institute that has shaped my journey through my Ph.D. program. In this blog post, I am excited to share my experience in the WIL cohort and tell you more about why the Doerr Institute stands out as a crucial resource at Rice.
The Doerr Institute at Rice University offers plenty of opportunities for professional-quality leadership development for students— all at no cost. Yes, you heard it right: all Doerr programs come with a price tag of zero for Rice students. Among these offerings, the Women in Leadership Cohort holds a special place for me. It was not just a program; it was a transformative year-long commitment designed to foster a robust leader identity within the context of second-generational gender bias. For those who might not be familiar with the term, “second-generational gender bias” describes practices that may seem impartial or non-sexist but actually discriminate against women. These practices often stem from the values and perspectives of men who shape the environment, particularly in workplaces. Despite being unintentional, this bias can have significant consequences, subtly impacting women’s opportunities to attain leadership positions. It is an issue that demands attention and action. The journey through this cohort happened in three distinct stages: group coaching, one-on-one coaching, and multi-session workshops.
Let’s kick off with the group coaching. Being part of a cohort of ten women from graduate and undergraduate programs, each bringing diverse backgrounds and perspectives to the table, served the program with richness beyond compare. Together, we built a network of women leaders who inspired and pushed each other to become better. Our discussions included the essence of authenticity in leadership, making us introspect and understand our own strengths, limitations, and values— key for leadership development.
Moreover, exploring the complexities of second-generational gender bias was eye-opening. Learning how it shows up in stereotypes and how organizations currently operate was both challenging and empowering. As a latin woman in a Ph.D. program constantly navigating a predominantly male environment, this awareness was instrumental and promoted not only personal growth but also equipped me to educate others on this pertinent issue. These sessions made me feel more confident, gave me a deeper understanding of my core values, and a better ability to embrace my unique background as I continue to evolve as a leader.
Next up were the multi-session workshops, featuring two key sessions titled “Conflict isn’t a dirty word” and “Leverage your influence”. Each session consists of four hours of group coaching and included participants beyond our cohort, offering diverse perspectives. My personal highlight was “Conflict isn’t a dirty word”. We discussed the various conflict management styles, discovering which ones are most effective based on the context. This session completely shifted my perspective on conflict resolution, emphasizing that there’s no one-size-fits-all approach. Now, I view conflict as an opportunity to understand others’ values better. Overall, these sessions improved my self-awareness, helping me navigate professional and personal situations with more clarity.
And last but certainly not least, we had the opportunity for one-on-one coaching. I would like to give a huge shoutout to our exceptional coach and facilitator, Jessica Kent. Having her guidance was truly of the highlights of this entire experience. Jessica’s genuine passion for helping us overcome our limiting beliefs and effecting meaningful change was evident in every session. The one-on-one coaching sessions provided a personal setting in which you are the one in charge. If you have experienced the Doerr activation, you will find similarities here. You have the autonomy to choose what areas you want to focus on and the approach you want to take. During my sessions, I gained deeper insights into my weaknesses and discovered strategies to transform them into strengths.
I cannot recommend highly enough to be part of a Doerr cohort. Personally, transitioning from another country, communicating in a non-native language, and adapting to a different culture while pursuing a Ph.D. has presented numerous challenges, and battling imposter syndrome can be a constant struggle. However, each Doerr experience I have participated in has been instrumental in boosting my confidence and making me a more resilient and effective leader. In particular, being part of the Women in Leadership cohort has fostered a greater sense of belonging and strengthened my core values, empowering me to lead with authenticity and purpose.
As an added bonus: if you participate in certain Doerr programs, such as cohorts, you’ll receive a digital badge. This badge is an official token you can proudly display on your LinkedIn profile and your resume, making it a distinguishable asset for future job searches. If you are interested in any Doerr cohorts or programs, check out their website: doerr.rice.edu (or specifically doerr.rice.edu/leadership-cohorts) for more information.
About the author:
Michelle Duran Chaves is from San José, Costa Rica and is a current Ph.D. student in Chemistry. She got her B.S. in Chemistry at Universidad de Costa Rica in 2017. Read more.
Further Reading:
Getting Teaching Experience While in Grad School: Rice's Center for Teaching Excellence
Unleashing Productivity: Essential Technology and Tools for Grad Students
From Scholar to Startup: Navigating Entrepreneurship as a Ph.D. Student at Rice University