"As a result of the researches conducted and the postgraduate thesis on “glass ceiling syndrome”, “BIG CEFA” Project is planned based upon the low rate of women administrators and the problems they encounter. Heading up from the fact that the situation observed decreases the possibility of women to become administrators, the project is prepared to be implemented in 5 countries where the rate of women administrators is extremely low.So as to be able to cope with such problems as gender discrimination and lack of communication with their fellows that they are faced with advancing in their careers, women administrators and women manager candidates who are exposed to glass ceiling syndrome need guidance, social support and motivational services. Within this context, this project is in line with the objective of ""improving the demand and take-up through effective outreach, guidance and motivation strategies"", which is of the priorities of European Commission in the field of adult education. Besides, it is aimed to minimize the problems faced by women administrators by improving the management skills and competencies and mentorship skills of them. With this objective, the project is in line with the priorities of European Commission with the objectives of ""Extending and developing educations competences"" and ""Achievement of relevant and high quality skills and competences"". Within this framework, it is thought that the findings and results obtained from this project can draw attention to the importance and seriousness of the matter and taking action to overcome glass ceiling barriers.Taking these priorities and objectives into consideration, main target of the project is women administrators and administrator candidates in educational organizations. Project’s Intellectual Outputs were created suitable for this target, which are:1-Situation Analysis Report (IO1): Report contains knowledge about Glass Ceiling Syndrome given in related literature. It aims to put forward the currents situation of Glass Ceiling Syndrome and Glass Ceiling Barriers that women administrators face in Turkey, Spain, Italy, Portugal and Germany. The report has 3 main parts. Problem Situation, Method, Findings and Discussions and Results and Suggestions. The report holds current situation of women administrators in terms of glass ceiling experiences comparatively in partner countries of the project.2- Women Administrators Training Program (IO2): The training program aims to give information about glass ceiling issue in administration. It was prepared according to results of IO1. It has three modules which are Administrative Training, Coping Skills Training and Glass Ceiling Training. They can be used both together and separately by the one who interested in. According to training evaluation results and participants' feedbacks, it is seen that training program is valid and applicable. 3- Women Administrators Mentorship Training Program (IO3): The program aims to develop women administrators' administrative skills and their mentorship skills. It was prepared according to the results of IO1 and evaluations of IO2. It has 5 modules which are Time Management Training, Decision Making and Problem Solving Training, Communication and Motivation, Gender and Awareness and Mentorship Training. The modules can be used together or separately by the ones who are interested in.Thus, we aim to minimize the glass ceiling barriers that women administrators experience, to let them develop skills in order to be able to cope with these problems and to develop their mentorship skills. According to training evaluation results and participants' feedbacks, it is seen that training program is valid and applicable.The situation analysis report (IO1), women administrators training program (IO2) and women administrators mentorship training program (IO3) will be available for use with a free access in many countries around Europe.Therefore we aim to reduce gender discrimination at the management level, break the prejudices and stereotypes directed to women administrators and administrator candidates, inform them in advance about glass ceiling barriers they may encounter and thus to develop their ability to cope with these barriers, improve the work conditions of them, give mentorship training to women administrators for make them guide other women administrator candidates.By taking all these priorities, intellectual outputs, short and long term aims into consider this project aims women administrators to develop better social skills and right decision-making skills and to gain motivation to overcome glass ceiling barriers in their career planning. In the long run, this project will inspire and contribute future projects related to gender inequality, social stereotypes against women in work life and developing administrative skills of women. And it will serve as a practical project with its products to overcome gender inequalities in work life."