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Deborah Meehan's blog

Update on the Co-Directorship

We have received applications from a number of exciting candidates. We have interviewed people who are still of interest to us, and are keeping the position open a bit longer to meet additional candidates.  We are learning as we go, and have a great team of folks from the LLC board and network who are actively engaging alongside us in this learning. Here are some of our early lessons:

 

We are a relationale network and that goes for recruitment too:  I was in a hurry to recruit a co-director because we were holding off on hiring a FT Operations and Program Manager after Miriam left so that the new person could be involved. We also were holding off on board recruitment for the same reason. This was creating a sense of urgency about an important decision for LLC.  We need to create time to get to know potential candidates, and for them to get to know us. This will require more than two interviews. Getting to know more candidates is an important process for understanding what will contribute most to the future we hope to see. So, we are slowing it down so that we can engage with more people, and talk more with interested candidates.

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Designing Leadership Support/Development Approaches that are Race Conscious and Contribute to Racial Equity

Appreciation and update: First of all, a huge appreciation to the many folks who have been contributing to our collaborative work to create a useful and rich racial equity resource for folks who provide and fund leadership development. We are definitely smarter together as those of you who have watched and supported the development of this will have seen.  We would like to propose some next steps to current and new contributors (it's definitely not too late to help.)

 

Creating diagnostics: Ultimately, what we would like to do with this document is create a supporting online diagnostic tool to help programs understand where they may need to double down in their efforts to offer race conscious leadership supports that contribute to racial equity. The diagnostic tool could also serve to provide a snapshot of how strong a specific approach will be in contributing to racial equity for potential funders. You will see in each section we are now creating a checklist to lay the groundwork for a tool. Ultimately, we would like to organize the recommendations/resources we are aggregating and link them to the major areas of the diagnostics. For example, a low score on designing and delivering leadership supports would direct you to specific design recommendations and models.

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What would it look like to bring a Racial Equity Lens to Leadership Development?

What would it look like to bring a Racial Equity Lens to Leadership Development?

You can help us to answer this question!

 

A couple weeks ago, I was talking to a funder who asked me about tools and resources that would be useful to grantmakers and people designing leadership programs; people who want to ensure that programs contributing to racial equity are supported. I shared some of the resources that I knew of, and then it occurred to me….there are tons of smart people doing great work at the intersection of leadership and racial equity.

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Practicing What We Preach: The Co-Executive Director Model

I am excited to announce that we are beginning the search for a Co-Executive Director. It’s an idea that has been percolating in me for some time now, and for many reasons. As you may have noticed, the tagline for much of what we write is…”promoting equity-based, networked and collective leadership.” Obviously, if we want to debunk the heroic individualist model of leader in favor of more collectivist models of leadership as a process, it does not make sense to embody the ‘go it alone’ individual ED model, even though we are also trying to flatten out the hierarchy which also has to happen. We have been following the move by well respected colleagues in our field who have already made this move, MAG, Movement Building Project, Center for Movement Strategy, the Whitman Center and also coming on board CompassPoint. We have had a lot of conversations about this, and we are jumping into it with our eyes wide open about all that can be great, and all that could be challenging, so ... before going into the details, I want to spend more time on why this is so important.

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Vision, Hope and Liberation: Some Thoughts and Exercises for Visioning

Oddly, I don’t think I have written much about my own leadership development experience, which was profound on many levels. As I sat down to write about vision I found myself remembering two experiences as a participant in the Kellogg National Leadership Program that shaped my thinking and beliefs. The first was a week long, small seminar for 12 lucky fellows, self included, with Paulo Freire. His book, Pedagogy of the Oppressed was sacred text to me. I could write dozens of blog posts about that experience, but for the sake of focus I will go straight to one of many punchlines. On about day three, he walked over to me and kindly put his hand on my shoulder as he said, “Your problem is that you don’t dream.” He went on to explain that while power might change hands in the fight for justice, we will recreate systems oppressions without imagining a society in which we are able to reach our full humanity by liberating ourselves from oppressive relationships (either as oppressor or oppressed). read more »

Blind Spots (Part 3)

At Creating Space, Elissa Perry shared a framework on White Supremacy Culture from Tema Okun and Kenneth Jones as she invited us to reflect on the ways in which this culture shows up in our organizations. Since then, I have been thinking about how these characteristics are often the default in our leadership development practice as well. Today, I wanted to discuss the remaining characteristics which fall into two areas: how we value what we do, and how we address power and conflict.

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Celebrating Women

For 23 years I have been hosting an annual brunch for women and girls to celebrate International Women’s Day. Unlike in other parts of the world, International Women’s Day, March 8th, is not well known or celebrated in the US. There is some controversy about whether the day grew out of the labor organizing activities of women garment workers protesting for safer working conditions in New York, or to commemorate the women’s movement for universal suffrage. What is clear is that IWD is a celebration of the power of women organizing and a call to action. As I thought about writing this article after decades of honoring women, I wondered what prompted me way back then as a mother of young children. I thought perhaps world events were a call to action and there were events indeed that year, the Balkan war, the Oklahoma bombings and the OJ Simpson trial to name a few . . . . . afterall, what years have passed that have not called for our attention. Then I picked up the journal from that year where women had written about the theme and the topic of our first gathering.

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Leading with a Network Mindset: Training Opportunities

LLC is partnering with the Robert Wood Johnson Foundation to offer a series of trainings to people and organizations interested in understanding more about how networks can amplify collective efforts to make sure that everyone has the opportunity to lead the healthiest life possible. There will be a series of virtual 90-minute basic and intermediate Network Leadership trainings offered at no cost. If you run a leadership program for individuals or organizations that are addressing inequities that undermine health and well-being, you and your participants may be interested in these trainings, both to build your network competencies and connect with others who are working to create greater health equity. Trainings will be offered by master trainer Beth Kanter and other leadership network experts. Modules will be created from all of the sessions that you are welcome to use to provide network training in your own programs or work. To learn more or register for the trainings scroll below. If you have questions contact bella@leadershiplearning.org.

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A Shout Out to the WISE Women’s Network

It seemed appropriate during Women’s History Month to lift up the work of a very innovative leadership development strategy. They are new so the ‘history’ is a stretch but I do think they will make history. WISE Network is part of the Black Women’s Wealth Alliance (BWWA), an organization focused on helping Black women generate wealth.

 

BWWA’s work is rooted in Black culture as a core resource and educational tool that facilitates cooperative economics through wealth literacy, homeownership, and cooperative business education. They believe that increasing Black women’s engagement with wealth may result in a shift outside of poverty since in many Black households, Black women are primary financial decision makers. That’s why BWWA equips women with the leadership skills and tools necessary to create generational prosperity.

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