Leadership and Race Report Webinar

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Webinar on the report 'How to Develop and Support Leadership that Contributes to Racial Justice.' The report suggests that a large number of leadership programs associate leadership with equal opportunity and individualism. This thinking does not recognize that current systems (i.e. policy, culture and institutional practices) can cause racial identity to limit one’s access to life opportunities. It also focuses too narrowly on changing the behavior of individual leaders. Instead, leadership programs should: 1) make their programs more accessible for people of color; 2) help participants understand how race limits the access to opportunities – in other words, the impact of structural racism; and 3) promote collective leadership. This approach will help participants work together to tackle the systems that maintain racial inequalities. For more info visit www.bit.ly/LeadershipRaceInfo

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  • Hello, on behalf of the Leadership Learning Community I would like to thank you all for joining the call to talk about the recent report, Leadership and Race, How to Support Leadership that Contributes to Racial Justice. I would like thank the International Leadership Association for providing the platform for this webinar and to introduce our guests for the call.
  • We are happy to be joined by three of the reports co-authors, Terry Keleher, Sally Leiderman and john powell. I would also like to thank Carmen Morgan who we invited as a guest to share the perspectives of a leadership programs that has been implementing a racial justice approach since their inception.
  • Participants
  • During our hour together today we will give a brief overview of some of the key findings from the report, invite our guests to share some of their perspectives on the report and respond to your question about the report
  • I am Deborah Meehan, one of the authors of the report and Executive Director of the Leadership Learning Community.
  • The Leadership Learning Community is a learning network of leadership development practitioners, funders, consultants, and researchers who share a commitment to transform how leadership work is conceived, conducted and evaluated in the social sector and beyond. We convene learning circles, webinars, and use social technolgoies like wikis, blogs, and twitter to weave together our community and extend the reach of our networks. Network: our community Research: LNE Application: consulting services
  • In 2008 LLC launched a collaborative research initiative that focuses on making the case about why leadership needs to become more inclusive, networked and collective, and how to support it. We have over 20 partners, 100 participants and will be producing a series of publication. The Leadership and Race report is the 1 st in this series. Engaging 100+ participants 12-page publication Competency assessment tool Online resource directory
  • Today we would like to discuss the key ideas and findings from the Leadership and Race report.
  • This report was produced through a significant collaboration between the racial equity and leadership development field. We would like thank the authors, john powell, Terry Keleher, Hanh Cao Yu, Sally Leiderman, Maggie Potopchak and Reviewer: Lori Villarosa from Philanthropic Initiative for Racial Equity.
  • This project was collaboratively funded by a number of foundations we would like to acknowledge and published by the Annie E. Casey and W.K. Kellogg Foundations.
  • We believe that much of our leadership development work needs to change if we are to contribute to racial equity and we hope that the tools and resources provided will support this change.
  • The report explore the impact that the beliefs about individuals that are very much a part of the dominant culture influence the ways in which we think about and support leadership. For example assumptions about equal opportunity and a level playing field overlooking structural racism. People of color are not well represented in leadership positions and sometimes leadership programs not because of lack of ability but often because of lack of life opportunities. Our idea that leadership is about individuals making change happen leads us to believe that racism can be undone by changing individual behaviors instead of understanding the complex system of culture, policy and institutional practices which create and perpetuate the system of racism. Finally the focus on individuals fails to recognize the ways in which our life experiences create social identities and that leadership often emerges in the shared aspirations and frustrations of social groups. Believes racism can be eliminated by changing individual behaviors Ignores context and the formation of social identities that motivate collective action
  • To address these problems the report offers a number of recommendations.
  • The report suggest that we need to step up our efforts to support the leadership of people of color and bring the awareness that not all leadership program participants s enter with the same leg up and not all will have the same networks to support their success without targeted supports.
  • A survey of leadership program curriculum that we will be asking our guest Sally to talk more about later indicates that we need to do a much better job of helping those in leadership understand structural racism, how its works, and how to assess its impact.
  • Finally, the report points out that indivduals need to connect their change efforts and collectively learn from their actions in order to change the complex system that perpetuates racial inequalities. ‘
  • Questions from participants: What concrete actions can I take to translate the findings into practice? How can you separate racial justice from other injustices such as gender and class? A new leadership ? how do you involve youth in LD work? How do you see leadership that is cognizant of racial justice impacting the identity development of college aged students? What type of learning analytics are you using to see the positive impact of this leadership development/training?
  • Carmen, I know that LDIR since its inception has been implementing a racial justice commitment as an integral part of your leadership work what advice can you give to others in the leadership field about the importance of the recommendations in this report?
  • We would like to use the remainder of the time to direct your questions to our guests.
  • We hope that you will join us in this effort. We will be organizing the questions we were not able to address during this call and posting them
  • On the Leadership for a New Era Website. We hope you will register for this site and join in the discussion. We also hope you will both utilize and contribute to the resources available on this site.
  • I would like to again thank our guests for joining us for the call and all of you for taking the time to be part of this discussion and important work!
  • Leadership and Race Report Webinar

    1. 1. How to Develop and Support Leadership that Contributes to Racial Justice Webinar September 2010
    2. 2. Our Panelists Professor john a. powell Terry Keleher Sally Leiderman Carmen Morgan Moderator: Deborah Meehan, Leadership Learning Community
    3. 3. Who we are
    4. 4. <ul><li>Explore key concepts and findings of the report </li></ul><ul><li>Offer resources and practical tools </li></ul><ul><li>Explore core questions and answer your questions </li></ul><ul><li>Discuss opportunities to get involved </li></ul>Objectives
    5. 6. “ LLC anticipates the future and is a dynamic catalyst capable of creating a link from today’s issues in leadership development to tomorrow’s solutions.” (Donna Stark, The Annie E. Casey Foundation)
    6. 7. Leadership for a New Era A Collaborative Research Initiative <ul><li>Supporting leadership that is: </li></ul><ul><ul><li>Inclusive </li></ul></ul><ul><ul><li>Networked </li></ul></ul><ul><ul><li>Collective </li></ul></ul>
    7. 8. How to Develop and Support Leadership that Promotes Racial Justice
    8. 9. <ul><li>&quot;As racial demographics rapidly change and deep racial disparities grow, we need new ways to develop and support leadership that move us to greater racial unity and equity. The Leadership and Race publication provides concrete tools and recommendations to help leadership programs move in that direction.” </li></ul><ul><li>Terry Keleher, Midwest Director, Applied Research Center </li></ul>
    9. 10. <ul><li>“ We are excited because this is an important report that proactively addresses the impact of structural racism on leadership development.” </li></ul><ul><li>Dr. Gail C. Christopher, Vice President–Program Strategy, W.K. Kellogg Foundation </li></ul>
    10. 11. Why this Matters OR
    11. 12. Individualism & Leadership
    12. 14. Make programs more accessible for people of color Targeted Resources Respond to Specific Needs Skill Development Access to Networks
    13. 15. Programs need to help their participants understand structural racism
    14. 16. Encourage participants to work together to change the culture, policies, institutions that perpetuate structural racism
    15. 18. What is ‘structural racism’?
    16. 19. Can you talk about the survey you conducted with leadership programs and the implications of the findings?
    17. 20. Can you give examples of tools and resources that can support leadership in making racial justice a conscious part of decision making?
    18. 21. As a program that has been implementing a racial justice framework, can you share some lessons?
    19. 24. Join LNE! www.leadershipforanewera.org
    20. 25. <ul><li>Contact Us! </li></ul><ul><li>[email_address] </li></ul><ul><li>www.leadershiplearning.org </li></ul><ul><li>www.leadershipforanewera.org </li></ul><ul><li>Twitter.com/LeadershipEra </li></ul><ul><li>_________________________ </li></ul><ul><li>1203 Preservation Park Way #200 </li></ul><ul><li>Oakland, CA  94612 </li></ul><ul><li>(510) 238-9080 Phone </li></ul><ul><li>(510) 238-9084 Fax </li></ul>

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