Brian K. Williams, Executive Director of the Southern California Leadership Network, provides a presentation on his organization's efforts with the Public Service Diversity Leadership Initiative.
This document discusses the importance of youth advisory boards for foster care youth. It describes how such boards can help foster a collective identity and sense of belonging for youth. They provide opportunities for youth to take leadership roles in developing, facilitating, and evaluating programs and services, rather than just receiving them. The document outlines some examples of successful youth advisory boards and advocacy organizations. It also provides guidance on establishing the structure, governance, and operations of a youth advisory board, including establishing a mission, roles for youth leaders, and strategies for sustainability.
2017 foster leadership training 3 hour versionLisa Dickson
This document provides information to facilitate leadership development for foster care youth and alumni. It discusses the importance of collective identity for youth in foster care and examples of consumer and social movements like the foster care movement. The document also addresses designing programs with youth voice and youth-led agencies where youth act as developers and evaluators. It offers models for youth boards and leadership structures, as well as tools for boards to effectively communicate, collaborate, and work with partners and the media. The document aims to teach leadership and advocacy skills through experiential learning so foster care youth can promote positive change.
The document provides information about creating a Youth Advisory Board (YAB). It discusses establishing a structure for the YAB including electing officers, defining officer roles and duties, and establishing a code of conduct, mission statement, and strategic plan. It also addresses how adults should serve as facilitators for the YAB, allowing youth to take a leadership role. Potential barriers to a successful YAB like attendance, transportation, and time management are identified along with strategies to overcome them. Finally, the document discusses tools for communication and lays the foundation for future youth leadership of the board.
2015 foster leadership training 6 hour versionLisa Dickson
This document discusses facilitating leadership development for foster care youth and alumni. It emphasizes the importance of collective identity and sense of belonging for this group. It provides examples of consumer and social movements as well as the foster care movement that advocate for foster youth. The document also discusses strategies for developing leadership skills through experiential learning, overcoming barriers, and establishing youth-led agencies and boards rather than just youth serving agencies. Youth receive training in advocacy, research issues, and represent themselves and their impact on communities and policies.
Running the Tribe: Effective E-Board LeadershipMatthew Pana
The document discusses tribes and leadership in the context of executive boards. It introduces Mike and Matt Pana and their respective tribes, and defines a tribe as a group connected to a leader and idea. Good leadership is described as taking positions to connect and help the tribe connect, while being generous, enabling the tribe, and staying humble. Successful organizations are said to have strong name, structure, and resources, with structure including roles, chain of command, and protocol. Leadership is framed as a choice to not do nothing.
2018 foster leadership and alumni communitiesLisa Dickson
This document outlines a leadership development program for foster care youth and alumni. It discusses empowering youth by increasing their autonomy and self-determination. The program teaches identity development, advocacy skills, and governance structures for youth boards. Youth learn experientially through activities like a blindfold exercise. Barriers to success are addressed, including a lack of family privilege. The goal is to create a community for foster care youth and alumni while promoting youth voice in agencies and policy.
Which Leadership Style is Best for Your Nonprofit Fundraising?Bloomerang
This document discusses the impact of different leadership styles on nonprofit fundraising. It identifies four main leadership styles: servant leadership, transactional leadership, transformational leadership, and charismatic leadership. Servant leadership and transformational leadership are linked to stronger cultures of philanthropy within an organization, while transactional and charismatic leadership can be less effective if not implemented properly. The document advises leaders to reflect on their own style and ensure it aligns with creating a strategic culture of fundraising.
Hear from two alumni of On The Move’s leadership development program, about the organization’s innovative model to support emerging leaders within schools, public institutions, non-profit organizations and the health field. The webinar provides key principles, practices and strategies of implementation. Specifically, we explore the model’s approach of bringing together multi-generational communities of emerging and veteran leaders, who learn together to remove the barriers that prevent our collective success.
This document discusses the importance of youth advisory boards for foster care youth. It describes how such boards can help foster a collective identity and sense of belonging for youth. They provide opportunities for youth to take leadership roles in developing, facilitating, and evaluating programs and services, rather than just receiving them. The document outlines some examples of successful youth advisory boards and advocacy organizations. It also provides guidance on establishing the structure, governance, and operations of a youth advisory board, including establishing a mission, roles for youth leaders, and strategies for sustainability.
2017 foster leadership training 3 hour versionLisa Dickson
This document provides information to facilitate leadership development for foster care youth and alumni. It discusses the importance of collective identity for youth in foster care and examples of consumer and social movements like the foster care movement. The document also addresses designing programs with youth voice and youth-led agencies where youth act as developers and evaluators. It offers models for youth boards and leadership structures, as well as tools for boards to effectively communicate, collaborate, and work with partners and the media. The document aims to teach leadership and advocacy skills through experiential learning so foster care youth can promote positive change.
The document provides information about creating a Youth Advisory Board (YAB). It discusses establishing a structure for the YAB including electing officers, defining officer roles and duties, and establishing a code of conduct, mission statement, and strategic plan. It also addresses how adults should serve as facilitators for the YAB, allowing youth to take a leadership role. Potential barriers to a successful YAB like attendance, transportation, and time management are identified along with strategies to overcome them. Finally, the document discusses tools for communication and lays the foundation for future youth leadership of the board.
2015 foster leadership training 6 hour versionLisa Dickson
This document discusses facilitating leadership development for foster care youth and alumni. It emphasizes the importance of collective identity and sense of belonging for this group. It provides examples of consumer and social movements as well as the foster care movement that advocate for foster youth. The document also discusses strategies for developing leadership skills through experiential learning, overcoming barriers, and establishing youth-led agencies and boards rather than just youth serving agencies. Youth receive training in advocacy, research issues, and represent themselves and their impact on communities and policies.
Running the Tribe: Effective E-Board LeadershipMatthew Pana
The document discusses tribes and leadership in the context of executive boards. It introduces Mike and Matt Pana and their respective tribes, and defines a tribe as a group connected to a leader and idea. Good leadership is described as taking positions to connect and help the tribe connect, while being generous, enabling the tribe, and staying humble. Successful organizations are said to have strong name, structure, and resources, with structure including roles, chain of command, and protocol. Leadership is framed as a choice to not do nothing.
2018 foster leadership and alumni communitiesLisa Dickson
This document outlines a leadership development program for foster care youth and alumni. It discusses empowering youth by increasing their autonomy and self-determination. The program teaches identity development, advocacy skills, and governance structures for youth boards. Youth learn experientially through activities like a blindfold exercise. Barriers to success are addressed, including a lack of family privilege. The goal is to create a community for foster care youth and alumni while promoting youth voice in agencies and policy.
Which Leadership Style is Best for Your Nonprofit Fundraising?Bloomerang
This document discusses the impact of different leadership styles on nonprofit fundraising. It identifies four main leadership styles: servant leadership, transactional leadership, transformational leadership, and charismatic leadership. Servant leadership and transformational leadership are linked to stronger cultures of philanthropy within an organization, while transactional and charismatic leadership can be less effective if not implemented properly. The document advises leaders to reflect on their own style and ensure it aligns with creating a strategic culture of fundraising.
Hear from two alumni of On The Move’s leadership development program, about the organization’s innovative model to support emerging leaders within schools, public institutions, non-profit organizations and the health field. The webinar provides key principles, practices and strategies of implementation. Specifically, we explore the model’s approach of bringing together multi-generational communities of emerging and veteran leaders, who learn together to remove the barriers that prevent our collective success.
2020 Stark County YAB Leadership RetreatLisa Dickson
This document appears to be about a leadership retreat for a Youth Advisory Board (YAB) focused on foster care. The agenda includes icebreakers, updates from previous meetings, discussions about the national foster care movement, strategic planning, and identifying leadership styles. It will also cover topics like the risks and benefits of sharing personal stories, different advocacy models, and establishing an effective governance structure for the YAB. The overall goal seems to be empowering youth voices in foster care policy and services through leadership development, strategic planning, and advocacy training.
This document provides an introduction to the book "The Power of Character in Leadership" by Dr. Myles Munroe. It discusses the crisis of character seen in many contemporary leaders across different fields who lack moral force. While these leaders appeared competent, they often ended up embroiled in scandals due to unethical conduct. The document then provides examples of recent leadership failures and ethical issues in government, politics, and business to illustrate this lack of strong moral character. It argues leadership is key to addressing societies' problems but the missing element is often character.
The document discusses how culture impacts organizational performance and the success or failure of change initiatives. It notes that typical solutions like strategic planning, process improvement, and team building may fail because they don't address the underlying cultural issues. It introduces the concept of "tribes", natural groups of 20-150 people that span boundaries, and how empowering tribes can deliver results faster through collaboration, knowledge sharing, and innovation. Ultimately, the document argues that upgrading an organization's culture is needed to meet strategic goals, rather than limiting goals to current cultural constraints.
The document discusses concepts for upgrading tribal leadership including:
1. Stable relationships are built on "triads" of three people who each take responsibility for the quality of the relationship between the other two.
2. These triads stabilize tribes and enable innovation through their network of connections.
3. Effective leadership leverages the natural structure of tribal groups and focuses on aligning people around core values and a noble cause rather than just seeking agreement.
4. Different stages of tribal culture can be upgraded by finding a new team, intensively working with those wanting change, building shared projects, enabling history-making opportunities, or focusing on world-changing collaboration.
This document discusses the importance of diversity on nonprofit boards and provides strategies for improving diversity. It notes that board diversity has remained largely unchanged since 1994, with most boards being predominantly white. While nonprofit leaders recognize the value of diversity, improving diversity is not a top priority for most boards. The document advocates for increasing diversity by recruiting people of color onto boards and ensuring boards consider issues related to race when setting policies. It also defines common terms related to diversity such as cultural competency, inclusiveness, and multiculturalism.
In this introductory webinar, representatives from the Center for Social Inclusion discussed the current context of race leading to a deeper analysis of structural racism. They argued that the intent to discriminate is mostly irrelevant because institutions are inherently inequitable, and even well-intentioned policies may discriminate on race (even though that was not their original intention). When we don’t pay attention to race in our policymaking and in our grant funding, we continue to see disparities. The speakers gave examples of how racial and equitable US policies are important for all Americans and then gave some tools funders could use to identify structural problems. Representatives of The Hyams Foundation then shared key points in their journey in applying a structural race analysis to a key programmatic area, as an initial step to infusing racial justice throughout the Foundation's work. The webinar concluded with a Q&A with the participants.
Servant leadership, an art of creating legacyrahulsh13
The document discusses the concept of servant leadership. It defines servant leaders as ordinary people who emerge to serve community needs, helping to unlock others' potential while caring deeply about improving the world. Servant leaders cultivate trust, encourage experimentation, make opinion-based decisions, and develop other leaders. They think long-term and prioritize others over themselves. The document provides examples of how servant leadership can be practiced within teams and organizations by creating working agreements, resolving impediments collaboratively, and fostering an inclusive culture.
Training led by Dr. Danielle R. Moss, CEO of Oliver Scholars, aimed at helping diverse professionals in the nonprofit sector strategize when feeling limited by structural and institutional racism in the social sector.
The document discusses moving away from traditional fear-based leadership models towards freedom-centered leadership and organizational democracy. It argues that traditional management emerged from managing slaves and promotes a fairer system that respects people. It presents 10 principles of organizational democracy including purpose, transparency, fairness and decentralization. The document advocates creating a freedom-centered performance review process and breaking the fear cycle in organizations.
Servant leadership is defined as leaders who serve others first by listening, empathizing and helping people grow. The concept originated from ancient texts like the Arthashastra and teachings of Jesus Christ. In the 1970s, Robert Greenleaf further defined servant leadership as aspiring to serve others primarily. Servant leaders demonstrate characteristics like listening, empathy, awareness, conceptualization and building community. Modern examples include Herb Kelleher of Southwest Airlines and Dee Hock of Visa International, who created cultures of service and sustainability.
Next Generation Leadership - Pioneers in Justicecraigslist_fndn
The future of the pursuit of social justice is a critical issue of the day. Emerging “next-generation” leaders are challenged to create 21st Century relevance and engage new, younger and more diverse constituencies in their organizations and causes. Social justice agencies in the Bay Area and nationally are grappling with new realities in a rapidly evolving field. New leadership and communications strategies, tools and tactics are needed to strengthen a sector weakened by decades of attacks on issues of equity and justice. The Levi Strauss Foundation’s new initiative – Pioneers in Justice – will support and invest in new leaders poised to shape the next wave of social justice work. In this session, Pioneers leaders share their stories, emerging ideas and innovative approaches to collaborations and cross-issue work as well as social media and communications tools.
Becoming a Connected Congregation, Congregation Beth Israel, VALisa Colton
This document provides an overview of becoming a connected congregation. It discusses demographic trends affecting different generations and the characteristics of each. It defines a connected congregation as one that prioritizes relationships, shared values, and aligns all aspects to serve the community. Key lessons include living your organizational values, deeply understanding community and designing for it, building trust through transparency, and being adaptive to challenges through leadership. The presentation emphasizes investing in individual relationships and collective responsibility to strengthen the synagogue community.
World Future Society Arizona Chapter September 2014 MeetingEric Kingsbury, MBA
This document summarizes the kick-off meeting of the Arizona chapter of the World Future Society (WFS). It discusses the mission and vision of establishing a local WFS chapter to bring together individuals and organizations interested in futures studies. The chapter aims to connect diverse groups, stimulate discussion on the future, and contribute to WFS global objectives. The meeting covered topics like chapter structure, leadership roles, programming ideas and committees to help build the new organization.
Leadership involves influencing people to achieve organizational goals through vision, followership, and inspiration. Good leaders share a vision for the future, lead change efforts, inspire people, and serve as role models of honesty, empowerment, and competence. There are different leadership styles such as autocratic, democratic, and laissez-faire that are based on the level of authority. Key leadership skills include communication, motivation, creativity, positivity, feedback, and the ability to develop others. Leaders can improve their skills by volunteering for new tasks, teaching others, understanding their strengths and weaknesses.
July 14, 2016
What does it mean for a foundation to become a facilitative leader? And how can foundation staff make the case for network-based funding approaches to boards and other stakeholders? This two-part series will explore successes and insights from the DentaQuest Foundation’s national systems change strategy Oral Health 2020. Started in 2011, this network-based strategy has achieved notable results—development of oral health leaders across the country, creation of new state partnerships connected to a national health improvement network, and tangible system and policy changes such as the expansion of public benefits in more than 15 states. Come learn about what it took to make this work happen from the perspective of Foundation leaders Brian Souza and Mike Monopoli, initiative evaluator Clare Nolan (Harder+Company Community Research), and network weaver Marianne Hughes (Interaction Institute for Social Change).
Part 2 will dive deeper into what it took to achieve these results, including lessons learned from network building as well as what it means for a foundation to take on a facilitative leadership role.
Pre-Challenge training with Scott BealeGlobalGiving
Atlas Corps is a global network that develops nonprofit leaders through an overseas fellowship program. It brings nonprofit leaders from around the world to volunteer in the U.S., where they learn new skills and share perspectives before returning home. Atlas Corps has placed over 100 fellows from 30 countries over its 5 years of operation and has a budget of $1.4 million supported by over 2,500 individual donors. The document then discusses how Atlas Corps has won 5 online contests and raised $400,000 online through leveraging networks and empowering supporters to spread their message.
Craig Morris has experience working for various non-profit organizations and as a consultant for foundations. He discusses that no two foundations are alike and provides an overview of the different types of foundations including public charities, independent foundations, family foundations, and corporate foundations. He emphasizes building long-term relationships with foundations through research, qualifying as a good funding prospect, initiating contact, and ongoing stewardship to cultivate trust over time.
Asset mapping is a planning tool. It\'s the synthesizing of your organizational resources – networks, people, links, and patterns – in order to build on what’s working and address challenges. Asset mapping may be the spark your need to discover, access, and mobilize unrecognized resources, and engage people who can participate in your community/organization/vision.
This document discusses NGO leadership in context. It addresses internal leadership, the wider political and social context, challenges NGOs face, and conclusions. Specifically, it notes that leadership strategies depend on how leaders identify with their group and the dynamic relationship with followers. Additionally, external social, cultural, and political factors influence leadership approaches. Finally, the document calls for more research on how leaders relate to their environment and the reciprocal relationship between leaders and followers.
Green Park Public Service Leadership 5,000 - 2014Raj Tulsiani
This document analyzes diversity in leadership positions across UK government departments, local authorities, public agencies, and charities. Some key findings:
- Ethnic minorities are underrepresented in senior civil service roles by a factor of 6 compared to the general population, and by a factor of 4 compared to the ethnic minority population within the civil service.
- Women are underrepresented in senior government roles by almost 2 to 1 compared to their proportions in both the general and civil service populations.
- Local government shows healthy gender diversity but extremely low ethnic diversity, with just one non-white local authority CEO in London and none among large cities outside London.
- The charity sector has relatively high gender diversity but suffers from
The document summarizes the strengths and weaknesses of both the Confederacy and the Union during the American Civil War. The Confederacy had strong military leadership in the South but fewer resources and industry to support its army. The Union had greater population, industry, and resources to support the war, but initially lacked strong military leadership. An early battle at Bull Run was a victory for the Confederacy due to a surprise attack led by Stonewall Jackson.
2020 Stark County YAB Leadership RetreatLisa Dickson
This document appears to be about a leadership retreat for a Youth Advisory Board (YAB) focused on foster care. The agenda includes icebreakers, updates from previous meetings, discussions about the national foster care movement, strategic planning, and identifying leadership styles. It will also cover topics like the risks and benefits of sharing personal stories, different advocacy models, and establishing an effective governance structure for the YAB. The overall goal seems to be empowering youth voices in foster care policy and services through leadership development, strategic planning, and advocacy training.
This document provides an introduction to the book "The Power of Character in Leadership" by Dr. Myles Munroe. It discusses the crisis of character seen in many contemporary leaders across different fields who lack moral force. While these leaders appeared competent, they often ended up embroiled in scandals due to unethical conduct. The document then provides examples of recent leadership failures and ethical issues in government, politics, and business to illustrate this lack of strong moral character. It argues leadership is key to addressing societies' problems but the missing element is often character.
The document discusses how culture impacts organizational performance and the success or failure of change initiatives. It notes that typical solutions like strategic planning, process improvement, and team building may fail because they don't address the underlying cultural issues. It introduces the concept of "tribes", natural groups of 20-150 people that span boundaries, and how empowering tribes can deliver results faster through collaboration, knowledge sharing, and innovation. Ultimately, the document argues that upgrading an organization's culture is needed to meet strategic goals, rather than limiting goals to current cultural constraints.
The document discusses concepts for upgrading tribal leadership including:
1. Stable relationships are built on "triads" of three people who each take responsibility for the quality of the relationship between the other two.
2. These triads stabilize tribes and enable innovation through their network of connections.
3. Effective leadership leverages the natural structure of tribal groups and focuses on aligning people around core values and a noble cause rather than just seeking agreement.
4. Different stages of tribal culture can be upgraded by finding a new team, intensively working with those wanting change, building shared projects, enabling history-making opportunities, or focusing on world-changing collaboration.
This document discusses the importance of diversity on nonprofit boards and provides strategies for improving diversity. It notes that board diversity has remained largely unchanged since 1994, with most boards being predominantly white. While nonprofit leaders recognize the value of diversity, improving diversity is not a top priority for most boards. The document advocates for increasing diversity by recruiting people of color onto boards and ensuring boards consider issues related to race when setting policies. It also defines common terms related to diversity such as cultural competency, inclusiveness, and multiculturalism.
In this introductory webinar, representatives from the Center for Social Inclusion discussed the current context of race leading to a deeper analysis of structural racism. They argued that the intent to discriminate is mostly irrelevant because institutions are inherently inequitable, and even well-intentioned policies may discriminate on race (even though that was not their original intention). When we don’t pay attention to race in our policymaking and in our grant funding, we continue to see disparities. The speakers gave examples of how racial and equitable US policies are important for all Americans and then gave some tools funders could use to identify structural problems. Representatives of The Hyams Foundation then shared key points in their journey in applying a structural race analysis to a key programmatic area, as an initial step to infusing racial justice throughout the Foundation's work. The webinar concluded with a Q&A with the participants.
Servant leadership, an art of creating legacyrahulsh13
The document discusses the concept of servant leadership. It defines servant leaders as ordinary people who emerge to serve community needs, helping to unlock others' potential while caring deeply about improving the world. Servant leaders cultivate trust, encourage experimentation, make opinion-based decisions, and develop other leaders. They think long-term and prioritize others over themselves. The document provides examples of how servant leadership can be practiced within teams and organizations by creating working agreements, resolving impediments collaboratively, and fostering an inclusive culture.
Training led by Dr. Danielle R. Moss, CEO of Oliver Scholars, aimed at helping diverse professionals in the nonprofit sector strategize when feeling limited by structural and institutional racism in the social sector.
The document discusses moving away from traditional fear-based leadership models towards freedom-centered leadership and organizational democracy. It argues that traditional management emerged from managing slaves and promotes a fairer system that respects people. It presents 10 principles of organizational democracy including purpose, transparency, fairness and decentralization. The document advocates creating a freedom-centered performance review process and breaking the fear cycle in organizations.
Servant leadership is defined as leaders who serve others first by listening, empathizing and helping people grow. The concept originated from ancient texts like the Arthashastra and teachings of Jesus Christ. In the 1970s, Robert Greenleaf further defined servant leadership as aspiring to serve others primarily. Servant leaders demonstrate characteristics like listening, empathy, awareness, conceptualization and building community. Modern examples include Herb Kelleher of Southwest Airlines and Dee Hock of Visa International, who created cultures of service and sustainability.
Next Generation Leadership - Pioneers in Justicecraigslist_fndn
The future of the pursuit of social justice is a critical issue of the day. Emerging “next-generation” leaders are challenged to create 21st Century relevance and engage new, younger and more diverse constituencies in their organizations and causes. Social justice agencies in the Bay Area and nationally are grappling with new realities in a rapidly evolving field. New leadership and communications strategies, tools and tactics are needed to strengthen a sector weakened by decades of attacks on issues of equity and justice. The Levi Strauss Foundation’s new initiative – Pioneers in Justice – will support and invest in new leaders poised to shape the next wave of social justice work. In this session, Pioneers leaders share their stories, emerging ideas and innovative approaches to collaborations and cross-issue work as well as social media and communications tools.
Becoming a Connected Congregation, Congregation Beth Israel, VALisa Colton
This document provides an overview of becoming a connected congregation. It discusses demographic trends affecting different generations and the characteristics of each. It defines a connected congregation as one that prioritizes relationships, shared values, and aligns all aspects to serve the community. Key lessons include living your organizational values, deeply understanding community and designing for it, building trust through transparency, and being adaptive to challenges through leadership. The presentation emphasizes investing in individual relationships and collective responsibility to strengthen the synagogue community.
World Future Society Arizona Chapter September 2014 MeetingEric Kingsbury, MBA
This document summarizes the kick-off meeting of the Arizona chapter of the World Future Society (WFS). It discusses the mission and vision of establishing a local WFS chapter to bring together individuals and organizations interested in futures studies. The chapter aims to connect diverse groups, stimulate discussion on the future, and contribute to WFS global objectives. The meeting covered topics like chapter structure, leadership roles, programming ideas and committees to help build the new organization.
Leadership involves influencing people to achieve organizational goals through vision, followership, and inspiration. Good leaders share a vision for the future, lead change efforts, inspire people, and serve as role models of honesty, empowerment, and competence. There are different leadership styles such as autocratic, democratic, and laissez-faire that are based on the level of authority. Key leadership skills include communication, motivation, creativity, positivity, feedback, and the ability to develop others. Leaders can improve their skills by volunteering for new tasks, teaching others, understanding their strengths and weaknesses.
July 14, 2016
What does it mean for a foundation to become a facilitative leader? And how can foundation staff make the case for network-based funding approaches to boards and other stakeholders? This two-part series will explore successes and insights from the DentaQuest Foundation’s national systems change strategy Oral Health 2020. Started in 2011, this network-based strategy has achieved notable results—development of oral health leaders across the country, creation of new state partnerships connected to a national health improvement network, and tangible system and policy changes such as the expansion of public benefits in more than 15 states. Come learn about what it took to make this work happen from the perspective of Foundation leaders Brian Souza and Mike Monopoli, initiative evaluator Clare Nolan (Harder+Company Community Research), and network weaver Marianne Hughes (Interaction Institute for Social Change).
Part 2 will dive deeper into what it took to achieve these results, including lessons learned from network building as well as what it means for a foundation to take on a facilitative leadership role.
Pre-Challenge training with Scott BealeGlobalGiving
Atlas Corps is a global network that develops nonprofit leaders through an overseas fellowship program. It brings nonprofit leaders from around the world to volunteer in the U.S., where they learn new skills and share perspectives before returning home. Atlas Corps has placed over 100 fellows from 30 countries over its 5 years of operation and has a budget of $1.4 million supported by over 2,500 individual donors. The document then discusses how Atlas Corps has won 5 online contests and raised $400,000 online through leveraging networks and empowering supporters to spread their message.
Craig Morris has experience working for various non-profit organizations and as a consultant for foundations. He discusses that no two foundations are alike and provides an overview of the different types of foundations including public charities, independent foundations, family foundations, and corporate foundations. He emphasizes building long-term relationships with foundations through research, qualifying as a good funding prospect, initiating contact, and ongoing stewardship to cultivate trust over time.
Asset mapping is a planning tool. It\'s the synthesizing of your organizational resources – networks, people, links, and patterns – in order to build on what’s working and address challenges. Asset mapping may be the spark your need to discover, access, and mobilize unrecognized resources, and engage people who can participate in your community/organization/vision.
This document discusses NGO leadership in context. It addresses internal leadership, the wider political and social context, challenges NGOs face, and conclusions. Specifically, it notes that leadership strategies depend on how leaders identify with their group and the dynamic relationship with followers. Additionally, external social, cultural, and political factors influence leadership approaches. Finally, the document calls for more research on how leaders relate to their environment and the reciprocal relationship between leaders and followers.
Green Park Public Service Leadership 5,000 - 2014Raj Tulsiani
This document analyzes diversity in leadership positions across UK government departments, local authorities, public agencies, and charities. Some key findings:
- Ethnic minorities are underrepresented in senior civil service roles by a factor of 6 compared to the general population, and by a factor of 4 compared to the ethnic minority population within the civil service.
- Women are underrepresented in senior government roles by almost 2 to 1 compared to their proportions in both the general and civil service populations.
- Local government shows healthy gender diversity but extremely low ethnic diversity, with just one non-white local authority CEO in London and none among large cities outside London.
- The charity sector has relatively high gender diversity but suffers from
The document summarizes the strengths and weaknesses of both the Confederacy and the Union during the American Civil War. The Confederacy had strong military leadership in the South but fewer resources and industry to support its army. The Union had greater population, industry, and resources to support the war, but initially lacked strong military leadership. An early battle at Bull Run was a victory for the Confederacy due to a surprise attack led by Stonewall Jackson.
This document provides an overview of military leadership training. It begins with definitions of leadership and discusses key aspects of being a leader such as roles, levels of leadership, and the Army Leadership Requirements Model. It also covers developing leadership presence and intellect. The document emphasizes that leadership is a process that can be developed through continuous learning, experiences, and self-reflection. Effective leaders operate with character, influence their teams to achieve objectives, and adapt to different situations.
There are four main types of leadership: laissez-faire which believes government should intervene little and citizens make their own rules; theocratic where a divine being guides officials; autocratic with one leader having unlimited power; and democratic where citizens elect leaders through voting. Government structures include monarchy with a ruler having total power passed through generations; constitutional monarchy with a symbolic monarch and democratic parliament; oligarchy with rule by a small group like religious officials; communism with publicly owned property and equal pay; fascism led by a dictator using propaganda and suppression; and democracy controlled by elected officials respecting citizen needs.
This document provides an overview of a senior management course on leadership in public service. It contains objectives of the course, definitions of leadership, theories of leadership styles, and qualities of good leaders. It discusses sources of power, behavioral and situational leadership styles. It poses discussion questions on appropriate 21st century leadership strategies, overcoming leadership obstacles, and factors influencing leadership in the Kenyan civil service. The document is intended to educate participants on the nature and role of leadership for public service.
This document discusses military leadership and defines key terms like command, management, and leadership traits. It identifies 14 leadership traits such as bearing, courage, decisiveness, and unselfishness. It also outlines leadership principles, styles, indicators, techniques, responsibilities, roles, and the relationship between command and leadership. The primary responsibilities of a leader are the accomplishment of their mission and duties to their men.
This document provides an overview of military leadership concepts including:
- Defining military leadership as influencing others to accomplish a mission through willing obedience and cooperation.
- Discussing leadership traits like courage, decisiveness, integrity, and knowledge that are important for leaders.
- Explaining principles of leadership such as knowing yourself, being technically proficient, setting a good example, and keeping your men informed.
- The document aims to help students understand the definition, traits, principles, theories and indicators of effective military leadership.
This is a small presentation on developing others in the army. Most of the slides are self explanatory and they have really good information. This PowerPoint is for a 10 -15 minutes presentation give or take on how you like presenting.
This document discusses basic army leadership. It defines leadership as influencing people to accomplish goals by providing purpose, direction and motivation. An army leader is anyone who inspires people to achieve organizational aims through their role or responsibilities. Army leaders demonstrate character, presence and intellectual capacity. They lead others through core competencies of leading, developing and achieving. The document stresses the importance of continual self-examination and setting leadership development goals.
This document discusses military leadership and followership. It defines leadership as directing others' behavior to accomplish common objectives. Leadership requires understanding followers' motivations and communicating effectively. The three main leadership styles are authoritarian, participative, and delegative. Followership involves adhering to a leader and enabling good leadership. There are different types of followers from isolators to activists. Rules of followership include supporting leaders' decisions even if unpopular and fighting with leaders privately if necessary.
Recruiting, Retaining, and Reviving Young LeadershipDoug Devitre
Think you’ve tried everything to attract young REALTORS® into leadership positions at your association? Think again. If you use the right communication tools to market to young members, you can attract and develop a team of new leaders to participate in a collaborative environment. Learn how to assign responsibilities based on strengths, skills, and personalities, so young REALTORS® are satisfied with their volunteer experience and keep coming back for more.
This PowerPoint can be used with your leadership team for your REALTOR Association and YPN (Young Professional Network).
Creative leadership: A Western PerspectiveDon Menzel
Donald Menzel discusses creative leadership from a Western perspective. He defines creative leadership as the combination of creativity and leadership, involving novelty, usefulness, and realization. Menzel explains that creative leadership is important due to increasing complexity, globalization, and the need for innovation. However, leadership development programs often fail due to issues like overlooking context, decoupling reflection from work, and not measuring results. Overall, Menzel argues that creative leadership draws together creativity, leadership, and innovation to accomplish positive change.
Citizenship involves active community participation out of a sense of responsibility. It acknowledges interdependence. Community refers to groups with shared traits or circumstances. Social capital comprises social networks and trust that enable cooperation. Bonding occurs within similar groups, while bridging links diverse groups. Citizenship is a core value of leadership as it fosters responsibility and cooperation.
The document discusses the need to transform approaches to leadership development to address 21st century social problems. It argues that the current focus on individual heroic leadership is inadequate and does not support inclusive, collective or community-based leadership styles. A new approach is needed that cultivates leadership as a networked, collaborative process and promotes the leadership of people of color to achieve social equity. The Leadership Learning Community aims to broaden conceptions of leadership through research and by engaging leaders across sectors.
Engaging Communities to Reduce Poverty and Build Opportunitysondramilkie
This document discusses engaging communities to reduce poverty through collaboration. It provides four key principles: 1) Poverty reduction requires involvement from many stakeholders, not just individuals. 2) Policies are most effective when citizens from all backgrounds provide input. 3) Community resources should be accessible to all. 4) People are more likely to participate if their needs are considered and they feel acknowledged. Examples are given of successful programs that brought together groups from various backgrounds to solve issues. The document emphasizes starting with what a community is ready for, identifying necessary partners, and using tools like power mapping and dialogue to mobilize more citizens to reduce poverty through concrete actions and policy changes.
2015 workshop for Lucas County foster parents on YABsLisa Dickson
This document provides guidance on creating and maintaining a community of foster care youth and alumni. It discusses equipping youth for success through leadership development, emotional support, and advocacy opportunities. It also outlines how involving youth assists professionals by providing first-hand expertise and helping achieve organizational goals. The document recommends establishing structure for a youth board through a code of conduct, strategic plan, and governance model. It identifies barriers to sustainability like low attendance and offers solutions such as outreach, peer mentoring, and communication tools.
Teeny Tiny Summit - September 26 2023 featuring Peter KenyonCarolyn Puterbough
The 2023-2024 Teeny Tiny Summit series, themed Creating Community Wealth and Well-Being, is kicked off on September 26th at 9:30 am. This event will featured the renowned community enthusiast and social capitalist, Peter Kenyon, who spoke on the topic of Building from Within: Mobilizing and Connecting a Community’s Assets.
Peter is motivated by the desire to help create caring, healthy, inclusive, connected, and enterprising communities, where all community members feel ‘they matter, belong and can contribute’. He will speak about communities that have discovered and mobilized their strengths and transformed themselves.
Through his organization and social enterprise, the Bank of I.D.E.A.S (Initiatives for the Development of Enterprising Action and Strategies), Peter has over 30 years of experience working in the field of community and economic transformation. Peter is especially passionate about small rural community reinvention and has worked with over 2000 rural communities seeking to spark their own ideas and invest themselves to build sustainable economic futures from within.
To view the recording visit https://teenytinysummits.omafrabdb-events.ca/resources/. This is the slide deck that was used during the Teeny Tiny Summit.
About the Teeny Tiny Summit: The Ontario Ministry of Agriculture, Food and Rural Affairs (OMAFRA) in partnership with the Rural Ontario Municipal Association (ROMA), supports Ontario’s smallest communities through Teeny Tiny Economic Development Summits. The Summits are focused on timely topics and challenges facing small rural communities. Since 2016 the Summits have reached over 2,400 participants from across Ontario.
This document provides an introduction to Asset Based Community Development (ABCD). It explains that ABCD focuses on community strengths and assets rather than needs and problems. Traditional development models take a "outside in" and deficient approach while ABCD takes an "inside out" and asset-based approach. ABCD empowers communities by mobilizing local talents, skills, and resources from within. It builds leadership and connections between community members and organizations to develop sustainable solutions to issues defined by the community. The principles of ABCD include taking an asset-based, participatory, relationship-driven and internally-focused approach to community development.
SOC3180 Asset based community developmentShuggafoot
This document provides an introduction to Asset Based Community Development (ABCD). It explains that ABCD focuses on community strengths and assets rather than needs and problems. Traditional development models take a "deficit" approach and focus on problems, whereas ABCD takes an "asset" approach by mapping community strengths and building on local capacities. ABCD emphasizes citizen empowerment, participation, and developing local leadership and solutions from within communities in a bottom-up manner. The document contrasts the traditional and ABCD approaches and provides examples of ABCD principles in action.
The Urban League of Greater Dallas Young Professionals (ULGDYP) chapter had an impactful 2013-2014 year. They hosted numerous events focused on leadership development, community service, health & wellness, and civic engagement that engaged over 1,000 community members. Notable achievements include raising over $50,000 in sponsorships, executing their first successful program grant of $23,900, and providing over 7,500 volunteer hours to support the Urban League of Greater Dallas. The chapter aims to empower young professionals and local communities through impactful programming.
Participants will learn about the importance of voting, social advocacy, community leadership, and the importance of volunteering and charity. During this session, participants will be exposed to a myriad of social action opportunities that they can participate in, locally.
The document summarizes the agenda and content of a leadership development program. Session 1 focused on defining leadership and different leadership styles. It discussed the importance of self-leadership and transforming both leaders and followers. Session 2 covered concepts of citizenship, community, and social change. It emphasized active citizenship through community involvement and addressing root causes of problems rather than superficial solutions. The program used activities, discussions and group work to explore these topics and help participants develop leadership skills.
Webinar Presentation: Why Community Leadership MattersRECODE
Wednesday July 6 at 12:00pm
What is leadership, and why does it matter to communities, societies and nations?
Webinar with Mount Royal University's James Stauch and Lesley Cornelisse to discuss their recently released report Strengthening Community Leadership Learning: Results of a Canada-wide research project on leadership learning for social change. James and Lesley discuss their research into Canadian leadership development programs as they relate to community development, social innovation, environmental systems, and social change.
More info: re-code.ca/en/whats_happening/159
2015 hamilton leadership retreat morningLisa Dickson
This document outlines an agenda for a youth leadership retreat. It includes activities like a marshmallow tower building exercise to teach teamwork. There will be discussions on what makes a good leader, favorite leadership quotes, and what participants hope to learn. Presentations will cover social movements, finding one's voice, and the foster care system. A panel will discuss risks and benefits of sharing personal stories and how to do so effectively.
Organizations must battle a highly competitive business environment where ambiguity, interdependence, diversity, and unpredictable fast change require leaders to strengthen their intercultural awareness to foster healthy global business environment. Developing CQ skills requires examining organizational dynamics and a leader's cultural diversity lens to build a global mindset of curiosity, respect and inclusion that fosters resilient relationships.
The role of communities leaders and leadership is growing in importance in rural places. The Blandin Foundation’s longstanding leadership program relies on not just building leadership skills but also building the networks and relationships needed as communities face new challenges.
Young Professionals and Junior Boards: Beyond the Kid’s Table to Meaningful E...Bloomerang
https://bloomerang.co/resources/webinars/
As young professionals who have served both as members and staff managers of these groups, Sarah Willey and Corinne Austin will lead you through the research on Next Gen supporters, challenges to anticipate, and steps your organization can take to start a new young friends board from scratch OR to maximize the potential of your existing group.
The document describes the Opening Doors program, which aims to reduce social isolation and foster social inclusion. The program engages community members at risk of isolation, builds their leadership skills over 6 months of sessions, and supports them in developing community projects. 58 people have graduated from the program, leading to 45 grassroots projects involving over 4,000 community members. Key elements of the program's success include its asset-based, participatory approach and strong multi-organizational partnerships focused on a shared vision of social inclusion.
This document summarizes a webinar on building a culture of sponsorship. It introduces several speakers from Be Leaderly, an organization dedicated to helping women advance into leadership.
The webinar discusses the differences between mentors and sponsors, with sponsors giving opportunities, talking about their protégés, and helping them move up. Several speakers then share their experiences being sponsored and sponsoring others. Key tips for attracting sponsorship included earning it through good work rather than asking, networking, and paying sponsorship forward.
The webinar also discusses how organizations can build cultures of sponsorship, such as through structured sponsorship programs, holding sponsors accountable, and making sponsorship an expected cultural norm. Ways for individuals to advocate for
This document provides an introduction to the concept of a "connected congregation" through a presentation by Lisa Colton. It discusses three main points:
1. A connected congregation prioritizes relationships and shared values, aligning all aspects around building a strong, engaged community.
2. Values are the DNA of a congregation and should be expressed in all its work. Understanding a congregation's values helps guide its efforts.
3. To be truly connected, a congregation must design for social engagement between members through programs, education, and everyday interactions. Building individual relationships and collective identity strengthens the community.
Similar to SCLN Presentation at PSLDI National Summit 2012 (20)
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
-------------------------------------------------------------------------------
Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
-------------------------------------------------------------------------------
For more information about PECB:
Website: https://pecb.com/
LinkedIn: https://www.linkedin.com/company/pecb/
Facebook: https://www.facebook.com/PECBInternational/
Slideshare: http://www.slideshare.net/PECBCERTIFICATION
Executive Directors Chat Leveraging AI for Diversity, Equity, and InclusionTechSoup
Let’s explore the intersection of technology and equity in the final session of our DEI series. Discover how AI tools, like ChatGPT, can be used to support and enhance your nonprofit's DEI initiatives. Participants will gain insights into practical AI applications and get tips for leveraging technology to advance their DEI goals.
हिंदी वर्णमाला पीपीटी, hindi alphabet PPT presentation, hindi varnamala PPT, Hindi Varnamala pdf, हिंदी स्वर, हिंदी व्यंजन, sikhiye hindi varnmala, dr. mulla adam ali, hindi language and literature, hindi alphabet with drawing, hindi alphabet pdf, hindi varnamala for childrens, hindi language, hindi varnamala practice for kids, https://www.drmullaadamali.com
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
Physiology and chemistry of skin and pigmentation, hairs, scalp, lips and nail, Cleansing cream, Lotions, Face powders, Face packs, Lipsticks, Bath products, soaps and baby product,
Preparation and standardization of the following : Tonic, Bleaches, Dentifrices and Mouth washes & Tooth Pastes, Cosmetics for Nails.
1. Public Service Leadership Diversity
National Summit 2012
The building blocks of a movement
October 18, 2012
Brian K. Williams
Executive Director,
Southern California Leadership Network
www.leadershipnetwork.org
2. Leadership Quote
• "All citizens should have the opportunity to be
active, but all will not respond. Those who do
respond carry the burden of our free society. I
call them the Responsibles. They exist in every
segment of the community-ethnic
groups, labor unions, neighborhood
associations, businesses-but they rarely form an
effective network of responsibility because
they don't know one another across segments.
They must find each other, learn to
communicate, and find common ground.
Then they can function as the keepers of the
long-term agenda."
-John Gardner, Civic Partners, 1997
3. Southern California Leadership
Network Main Focus areas –
Trends
Trends & Issues
• Regionalism
• Economy, creativity & innovation
• Natural resources & sustainability
• Globalization
Public Policy Issues
• Los Angeles City & County
• Southern California regional
• California statewide
• Immigrant/new leaders integration
• Global competitiveness & social inclusion
Skill Development
• Civic Entrepreneurship Framework™
• 360 Leadership Style Assessment
• Mindfulness
• Building Your Leadership Portfolio™
• Strategic Communication
• Cultural Competencies
4. SCLN Leadership
Development Model
• What are the issues?
• Where and how can I engage and
innovate?
Civic Entrepreneurship
5. SCLN Leadership
Development Model
• How do others assess who I am and
how I perform?
360 Leadership Style Assessment
6. SCLN Leadership
Development Model
• How can I develop to achieve the
results I want?
Internal Dynamics of Leadership
7. SCLN Leadership
Development Model
• How do I craft a plan to move forward?
Leadership Portfolio
8. Southern California Leadership
Network Main Focus areas -
Fellowships
Community & Regional Leadership
• Leadership L.A.
• Leadership Southern California
Statewide Leadership
• California Connections
Globalization & Leadership
• Global Connections
• New American Leaders Fellowship
• Marshall Memorial Fellowship partnership
9. New American Leaders
Fellowship
• Emphasis on 1st and 2nd generation
Americans, underrepresented groups
• Civic Entrepreneurship
• Leadership/ Board placement
• Each One Reach One
10. Leadership Quote
• “If your actions inspire others to dream
more, learn more, do more and
become more, you are a leader.”
-John Quincy Adams