1. The document summarizes a leadership webinar series presented by the Leadership Learning Community on November 14, 2017. It discusses the Leadership Development Institute (LDI) model for developing emerging leaders of color in the out-of-school time field. 2. The LDI model involves a cohort-based fellowship program that incorporates racial justice, leadership, and power/oppression into its curriculum. It aims to increase the leadership capacity of the field by creating more responsive policies and services. 3. LDI fellows go on to influence equity-driven policies and systems change in fields like education, health, juvenile justice and more. Many fellows have advanced in their careers, and 70% mentor other professionals. The document

1. Leadership Webinar Series
November 14, 2017

2. 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)
Network Research Application
Leadership Learning Community

3. Leadership For A New Era
The value of collective leadership networks is in their capacity
to solve problems quickly in an environment of uncertainty and complexity
(Watts, 2004)

4. Ruth Obel-Jorgensen
Today’s Presenters
Aleah Rosario

5. The California School-Age Consortium

6. Overview
Why LDI? The LDI
Model
LDI
Fellows
Looking to
the Future
Liberating Structures: How Leadership
Development Can Create Racial Equity &
Social Justice

7. Programs and
education on
leadership and
race have not
resulted in
more leaders of
color in the
executive
director/CEO
role.
The Leadership Gap
Source: Race to Lead: Confronting the Nonprofit Racial Leadership Gap

8. Barriers Faced by
Emerging Leaders
Source: CalSAC Leadership Development Institute fellowship Opening Retreat (2014, 2015)
Barriers to
advancement
range from
internal
obstacles to
institutional
racism.

9. Reframing the Problem
 It’s NOT about
◦ Differences in Background or Qualifications
◦ Lack of Aspirations
◦ Skills and Preparation
 It IS
◦ an Uneven Playing Field
◦ the Frustration of “Representing”
 It’s NOT Personal, It IS the System
Source: Race to Lead: Confronting the Nonprofit Racial Leadership Gap
Those who
oversee
organizations
need to ensure
that its policies,
practices,
and culture are
aligned with the
values of
diversity,
inclusion, and
equity.

10. The US must
vastly improve
the educational
outcomes for a
new and diverse
majority of
students, whose
success is
inextricably
linked to the
well-being of
the nation.

11. The LDI Model
2009 2012 2015 2017
LDI design
committee
launched
with investment from 4
foundations;
in partnership with
LeaderSpring;
Theory of Change
and Logic Model created
First LDI cohort
graduates
13 emerging leaders of color
from across the state
Team based LDI
design launched
3-5 staff from 4
organizations participate
Recruiting for
8th
LDI cohort
91 alum/fellows to date

12. Our goal is to
increase the
leadership
capacity of the
out-of-school
time field to
create more
responsive
programming,
policies and
services that
reflect the
racial, ethnic
and cultural
diversity of
California.

13. Two Fellowship Designs
Leadership Development Institute
for Emerging Leaders of Color
Leadership Development Institute
360/365
Emerging leaders of color from
different organizations
Teams of 3-5 emerging leaders*
from 4-6 organizations
*77% POC

14. Racial Justice
Leadership
Leadership and
Management
Competencies
Consciousness
in Power,
Privilege and
Oppression
Community
Building
Advancing
racial justice by
integrating
power, privilege
and oppression
within cohort-
based
leadership
development.

15. Curriculum
As a deeply
personal
process,
leadership
development
starts by
exploring one’s
own identity
and experience
in relation to
the broader
social, political
and cultural
contexts.
Leadership at multiple levels
Safe space, processes and
time for talking about race
and identity
Systems thinking and
analysis
Dominant models of
leadership are challenged
and leadership is recognized
as a collective process

16. Major Program Components

17. Individual
transformation
is central to the
LDI experience.
Add photo

18. LDI Fellows are
equity-driven,
confident and
networked, and
poised to
influence
policies and
practices well
beyond the out-
of-school time
field.
Policy, Advocacy,
Juvenile Justice
Health and Wellness
Immigrant/Refugee
Services
Higher
Education
K-12 Education,
Teaching, School
Admin
Early
Learning,
Infant,
Toddler
CBO’s

19. Fellows
influence
equity-driven
policies and
systems change
Jenn’s Story:
Secured board approval for $50,000 budget
increase for inclusion programs that serve
marginalized communities.

20. 60% of Fellows
have advanced
in their careers
to Executive
Directors, VPs,
Directors,
Managers,
School
Administrators
and Boards of
Directors
Rika’s Story:
Assumed Executive Director role within year
and a half of completing LDI, tapping into
CalSAC community for support and advising.

21. Fellows see
themselves as a
model for
others – 70% of
Fellows mentor
other youth
work
professionals
arc’s Story:
One of the largest providers in the state sees
LDI as an effective talent pipeline. LDI alum in
leadership positions recommend and support
their team in becoming Fellows.

22. To achieve our
vision, we know
we can not go it
alone.
Looking to the Future
Repurpose
Replicate
Reflect

23. We must seize
this opportunity
to align our
values on equity
and inclusion
with our
practices.
Call to Action
• Rewrite the Story
– Change the Narrative
– Start with Bold Leadership
• Address Systems Barriers
– Implement Race Conscious
Organizational Practices
– Integrate Race and Race Equity into
Leadership Programs
– Change Philanthropic Practices
• Indicators of Progress
– Measure Results
– Track the Investments
Source: Race to Lead: Confronting the Nonprofit Racial Leadership Gap

24. Questions

25. Get Involved
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your writing to our blog!
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