Generating ideas, connections, and action

LLC Welcomes 3 New Board Members

We are pleased to announce the expansion of our board of directors.  After an open and transparent selection process, in which LLC members served on a nominations committee and the entire community was invited to nominate candidates, three highly qualified candidates were selected: Grady McGonagill, Cecilia Roddy and LaDon James. We would like to take this opportunity to thank our selection committee:  Diane McCarthy Johnson, Jim Krile, Sonia Ospina, Ashok Regmi and Pauline Vela, and to introduce our new board members.
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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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Developing Leadership that Contributes to Racial Equity

Our collective document is getting unwieldy, and in a good way. We want to allow for more generative contribution before working to integrate all of the comments and organize the content in more accessible ways. We continue to welcome comments on diagnostic questions, recommendations and resources, and we are getting great resources so please keep them coming. To add your comments or access this collective document, click here.

 

In addition, it would be helpful earlier in the document to describe what we are driving towards as the skills, ability, knowledge, practices and behaviors that we would expect to be present and observable in individuals and groups. In other words, what does racial equity compentency look like in practice. Answering this question if fundamental to understanding what it will take to help people and groups get there. We would love your help with this question in the document.

 

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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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LLC Webinar | Important Lessons for Cultivating Leadership of Color in Community Organizing

August 22, 2018

11:00 am Pacific - 12PM | 2:00 pm - 3:00 pm Eastern

 

 

Please join us for a conversation with Ericka Stallings from the Center for Neighborhood Leadership as she shares lessons from 10 years of experience about what makes an effective and transformative support model for developing indigenous community leadership. She will cover a lot of ground including learning from mistakes, intentional selection, working on real problems, putting in the time it takes, compensation, what it means to reclaim leadership and more. Her lessons are deeply rooted in the view that communities of color and other marginalized communities do not need external actors and have the wisdom and talents needed to take on complex problems with the appropriate supports. We hope you can join us for a thoughtful conversation that will help us to think differently about leadership development. If you would like to read a great blog post by Ericka in preparation for the webinar you can find it here.

 

Join The Team: Become LLC's Co-Executive Director

Job Title: Co-Executive Director

Reports to: LLC Board of Directors

FSLA Status: Exempt

To read more about why we are transforming our leadership development, read our LLC Executive Director's thoughts here. 
Apply here
People of color strongly encouraged to apply.
 

About the Leadership Learning Community (LLC):

LLC is a fiscally sponsored program of Community Initiatives, a 501c3 nonprofit organization. Leadership Learning Community is an 18-year- old national nonprofit organization transforming the way leadership development is understood, practiced and promoted, primarily within the nonprofit sector. We believe that the dominant leadership development model must be challenged in order to address the needs of all who lead and are invested in developing leadership!  By centering the experiences of folks most impacted by racism and inequity, we work towards transforming leadership development approaches and systems to reflect and create an equitable world by tapping into the potential of everyone seeking an opportunity to better society. We know that we need a meta-shift in how we understand and develop leadership if we are going to produces systems change. This means leading and learning together through equity-based, networked and collective leadership to innovate new interventions that challenge the dominant way of thinking about leadership development. We do this by making the case of more expansive understanding of leadership, by constantly exploring and working the edge of where practice can shift and by building the field. This in turn will create a just and equitable society.

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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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