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Transition Process: Early Wins from Leadership Transition Experiment

 

Natalia and Deborah strike 
"power poses" - Watch the TED Talk that inspired this practice around our office!

By Natalia Castañeda and Deborah Meehan

 

Over the past few months we have been sharing our experience of transitioning leadership and some of the external and internal trials of creating a new leadership formation within LLC.  We will continue to share these insights but thought it would be fun to share a couple of the wins. 

 

Improved Staff Development and Supervision:

We start with our basic assumption that the role of Executive Director is loaded up with responsibilities that are usually more than one person can sanely do.  However, most nonprofit organizations do not have COO, or Managing Director, types of positions common in the corporate sector unless they are pretty large.  For the last few years, the operations side was the area in our organization that took the biggest hit.  In trying to balance the programmatic work, fund development, and consulting work, operations got less attention.  It could also be a larger problem in the sector that we are not paying enough attention to the need of investing in senior operations staff that can help keep the work going within the organization. 

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Leadership and Race: Alvin Starks on the Creating Space X Equity Panel

 

In this clip Alvin Starks begins to respond to the question: 

"Given how race and ethnic related inequities harm our collective future - What kind of new leadership will we need for the next several decades?"

Milano Harden’s Equity Show at Creating Space X featured Alvin Starks, Sally Leiderman and Gladys Washington as panelists.

 

 

 

 

 

Let's connect:    

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Follow up on Leading from the Inside Out Webinar: Guest Blog Post by Stacy Kono and Pia Infante

Leading from the Inside OutNote: This is a follow up article for the recent webinar: Leading from the Inside Out, featuring Stacy Kono and Pia Infante

 

Leadership from the Inside Out: Sharing Rockwood Leadership Institute’s Model

 

Thanks to so many folks for joining the Leadership Learning Community webinar on Leadership from the Inside Out, Rockwood Leadership Institute's approach to transformative leadership! It was great to share with you the thinking that Rockwood has developed over the last 13 years to support social change leaders in their sustainability and impact! read more »

2013 Webinar: Leading from the Inside Out

Presenters: Stacy Kono and Pia Infante of Rockwood Leadership Institute
Topic: Leading from the Inside Out
Date: Tuesday, August 27, 2013 | 11:00am – 12:00pm PDT

 

Leadership is the ability to align and inspire others towards common goals. The most effective social change leaders possess a clear sense of purpose, and an awareness of their strengths and learning edges as individuals, which leads them to build strong partnerships. Join this webinar to learn more about Rockwood Leadership Institute's approach to foster transformative leadership for a just, equitable, and sustainable world through encouraging leaders to "lead from the inside out." read more »

Leadership for Social Change: Guest Blog Post from LDIR

Developing Social Change Leaders

Authors: Carmen Morgan and Povi-Tamu Bryant of Leadership Development in Interethnic Relations (LDIR)

Note: This is a follow up article for the recent webinar Developing Social Change Leaders: 
Practices and Perspectives on Fostering an Intersectional Approach to Identity and Social Justice
, featuring Carmen Morgan and Povi-Tamu Bryant of Leadership Development in Interethnic Relations (LDIR) 

 

Leadership for Social Change

While many leadership programs seek to build the management and organizational skills of an executive, or to develop the leadership qualities of the individual leaders, the Leadership Development in Interethnic Relations (LDIR) program is rooted in a social justice perspective and feels that effective leaders need the ability to facilitate collaboration among diverse people across lines of race, class, religion, sexual orientation, as well as across sectors and disciplines. read more »

Bay Area Learning Circle: Leadership & Race | Thursday, August 15, 2013

 

Topic: 

Bay Area Learning Circle: Leadership & Race read more »

  
Date:
Thursday, August 15, 2013 | 11:30am – 1:00pm Pacific
  
Location:Leadership Learning Community Office
1203 Preservation Park Way, Suite 200

Oakland, CA 94612
  
Details:Brown Bag Lunch
*Guests are invited to bring their lunch to this meeting

Open Minds, Open Hearts: Developing People

Miriam Persley responds to: How Can Leadership Development Programs Make a Difference in the Challenges of Tackling Racism?

 

Trayvon Martin’s death was a symptom of a larger problem. Our society is littered with inequities. With time, legalized racism has evolved from physical segregation into something that is “happening at nanoseconds at subliminal levels, not conscious levels,” as Maya Wiley[1] argues. It is this subconscious racism which is embedded in our social system, and therefore into other systems as well. The symptoms are all there to corroborate this. We see the symptoms of racism in the criminal justice system,[2]  further corroborated by the discrepancy of “underrepresented minorities’” admissions into colleges,[3] as well as by the data on income distribution[4] or the percentages of children below poverty,[5] none of which reflect racial equity. All these symptoms come back to racism; its roots in American history of colonialism, slavery, and imperialism. The problem is not one of Black vs White, this in itself ignores the American reality of others that are outside of the White or Black communities[6] and those that are of mixed descent. Rather this is a social problem which affects everyone.

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Creating Space for a More Skillful Dialogue on Racial Equity

Eleanor Cooney responds to: How Can Leadership Development Programs Make a Difference in the Challenges of Tackling Racism?

 

I entirely appreciate Deborah's writing, How Can Leadership Development Programs Make a Difference in the Challenges of Tackling Racism?, and want to revisit and put emphasis on her point that at our Creating Space meeting in May, it was clear that we need to do a more skillful job of talking about racial equity. It sounds like Deborah’s use of “we” refers to our learning community in general, but here I would like to make a distinction.

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Cross- Cultural Bias and Leadership

Lauren Rodriguez responds to: How Can Leadership Development Programs Make a Difference in the Challenges of Tackling Racism?

 

In light of the Trayvon Martin verdict last week, at LLC our staff has begun to have multiple conversations about systems of oppression and implicit racial bias in the United States.


But what does the Trayvon Martin Verdict mean for leadership development programs? What are the responsibilities of these programs or practitioners to respond to systems of implicit bias?  Deborah started to answer this question in her article on Leadership Development helping to dismantle systems of racial oppression two weeks ago and LLC has also addressed this in its seminal article on Leadership and Race. However following our messy discussions from Creating Space X back in May, we emerged from the conference more aware of the readiness of many to make equity front and center in their own leadership work. The Trayvon Martin Verdict and the release of the film “Fruitvale Station,” based on the last days of Oscar Grant’s life, has highlighted lived oppressions of inequity and implicit racial basis that exists in our society; and these issues have been put front and center for a national dialogue. But I challenge our community to take our analysis further- leadership development programs need to understand the complicated systems of cross cultural racism.

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Building Common Ground

Natalia Castañeda responds to: How Can Leadership Development Programs Make a Difference in the Challenges of Tackling Racism?

 

As part of this conversation, one of our colleagues started with the question “what can we, as people involved in leadership, do about situations like this – how can leadership development be an intervention for social change?” It was an interesting question that got me thinking about what is my role, as an individual, and the role of others around me. At LLC, we believe that everyone is a leader, and that leadership is a process through which individuals and groups act on behalf of a larger purpose.  So the question about what can those involved in leadership development do about it is not enough, because it’s not only an issue that affects the leadership development sector, but our society as a whole.  Situations like this are reminders that we cannot ignore the issue of inequities any longer, and that we all have to take steps to try to solve it – even if that means just starting to talk about it in an authentic way, not only with your group of peers who may share your views, but more importantly with others who may share different views, to try to understand each other and build some common ground.  

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