This is a series of Capacity Building documents that was prepared by the Sudanese Youth Leadership Development Program.
هذه مجموعة من المقالات في مجالات تدريبية متعددة مناسبة للجمعيات الطوعية تم تطويرها بين عامي 2003-2005 للبرنامج السوداني لإعداد القيادات الشبابية
Nonprofit Organizational Capacity Building Scot Evans
A short overview of organizational capacity and capacity building for the community based nonprofit sector. Includes a discussion of capacities needed for movement building and social impact.
This is a series of Capacity Building documents that was prepared by the Sudanese Youth Leadership Development Program.
هذه مجموعة من المقالات في مجالات تدريبية متعددة مناسبة للجمعيات الطوعية تم تطويرها بين عامي 2003-2005 للبرنامج السوداني لإعداد القيادات الشبابية
Nonprofit Organizational Capacity Building Scot Evans
A short overview of organizational capacity and capacity building for the community based nonprofit sector. Includes a discussion of capacities needed for movement building and social impact.
Building Employee Capacity and Engagement: Innovative Approach at the Scarbor...The HR Observer
A discussion of the unique components will highlight the pioneering journey that the organisation embarked upon towards achieving its goals of attracting, engaging and retaining high-performing employees. It is a well-researched fact that the opportunity for career development and progression is a key driver of employee attraction and engagement. Capacity must be built internally and externally through short-term and long-term plans, on a system as well as localised basis. Value propositions must inspire and endear in order to attract and engage. Actions must speak louder than words. All of these concepts come visibly and vibrantly alive in the novel and leading-edge Code Career program – establishing the organisation firmly as an innovative leader committed to building employee capacity and enhancing employee engagement.
Karen Dobbie, Director, Human Resources and Occupational Health, The Scarborough Hospital
Building a Coalition (The Woodson Foundation)AN_Rajin
The case focus on nonprofit social organization called The Woodson foundation who wants to build a cohesive coalition among its stake holders who are the Washington DC School and The NCPIE. They want to create an after school program where they faced several types of problem. The background of this case is Nonattendance of students, Crime, high teacher turn over and group development.
The main objective of this case is that, The Woodson foundation wants to improve students’ performance and outcomes. Reducing crime increasing student’s attendance and decreasing teacher’s turnover ratio through After School program. For this they create two team, one is Development team and another is Program team.
Do you wonder what value human rights-based approaches and equitable partnerships can add to development programming?
The ICN presents this webinar with CCIC, in collaboration with the Coady International Institute and Equitas – International Centre for Human Rights Education. Participants will be introduced to a Guide that these three organizations have produced in collaboration. It provides concrete and practical tools to help organizations integrate a human rights-based approach (HRBA) into their development programming and begin a process to intentionally develop more equitable partnerships - all the while, helping facilitators run participatory workshops to achieve this, and providing a resource manual for participants in the process.
The webinar will briefly touch upon the following:
The rationale for creating the Guide two years on from the Fourth High Level Forum on Aid Effectiveness, and the choice and centrality of human rights and partnership to the work of civil society.
How the guide helps to demystify the human rights based approach (HRBA) by breaking it down into simple guiding elements that can inform and improve program design, implementation and evaluation, and about the value that HRBA brings to the development process.
The different forms of collaboration and the power dynamics often involved, it will also discuss how partnership principles can shape a process to generate more equitable partnerships and recognize the importance of collaboration as an outcome.
Leaders from two Huron Education clients – Georgia Tech and Northern Kentucky University – described to large audiences at the annual meeting of the National Association of College and University Business Officers (NACUBO) initiatives they have undertaken that are resulting in greater efficiency and administrative cost reductions.
Resource Mobilization is a management approach that enables Organizations, its Leaders, Stakeholders and People to develop sustainable relationships and continuous support from its partners. The Resource Mobilization and Proposal Writing Workshop framework provides a ladderized approach to establishing a common knowledge on the Subject Area and start awareness for needed skills in people management and project development.
Though this approach still proves to be very useful and outcomes-based, it is still important that participants develop a transformative understanding of the nature of Resource Mobilization, its importance and continuing mindset to promote and nurture relationships among their People, Organizations and Providers. This transformative trend will allow the trainees to exhibit a sense of realization and apply such principles as they handle their daily operations.
Despite how others may define it, Resource Mobilization is still a continuing process that involves identifying people and building relationships with those who share the same values, insights, and advocacies of Organizations. It should be a mindset, built to establish goodwill among its members and parties, who view Resources beyond just raising funds. Its values thrive on building and managing relationships and nurturing them for maximum advantages.
Maidan Summit 2011 - Graham Smith, EdgeHill UniversityMaidan.in
Mr Graham Smith in his presentation at Maidan Summit 2011 talked about the foundation of sport provisions in colleges and universities. Sharing a model from EdgeHill University, he mentioned six main categories for a good course on physical education and sport sciences. These were sport and exercise sciences, sport development, sport studies, sport therapy, coach education and coaching science, and physical education and school sport. In the course of his presentation, Smith elaborated on these categories in light of the ones existing in India and other parts of the world.
He also mentioned that a certain passion about teaching physical education is extremely important in deciding whether it goes a long way or not. Encouraging fundamentals, Smith concluded by saying that physical education and sport sciences is where sport starts. Therefore, the vision of achieving a healthy, active population can be achieved through it. Thus, it is for people involved in sports that they have to challenge policy and graduate change. If we don’t do that, we let down sports, we let down change, he said.
In his presentation at Maidan Summit 2011, Mr Dinesh Baliga voiced his views and work on the inclusion of Adivasis who are often discriminated socially. He spoke about Skillshare’s work in the area of sustainable development in partnership with communities in Africa and Asia by sharing and building skills, and facilitating organisational effectiveness and growth.
He made a special mention to the ‘Hope’ programme, which uses football as a medium to bring awareness on HIV and AIDS and build bridges between people with HIV and those without. He also talked about increasing participation of girls in the programme by using sport-based activities in the community.
We at Think Talent believe that strong organization culture help build an environment with meaning, and offer ways to interpret and shape events and situations.
Building Employee Capacity and Engagement: Innovative Approach at the Scarbor...The HR Observer
A discussion of the unique components will highlight the pioneering journey that the organisation embarked upon towards achieving its goals of attracting, engaging and retaining high-performing employees. It is a well-researched fact that the opportunity for career development and progression is a key driver of employee attraction and engagement. Capacity must be built internally and externally through short-term and long-term plans, on a system as well as localised basis. Value propositions must inspire and endear in order to attract and engage. Actions must speak louder than words. All of these concepts come visibly and vibrantly alive in the novel and leading-edge Code Career program – establishing the organisation firmly as an innovative leader committed to building employee capacity and enhancing employee engagement.
Karen Dobbie, Director, Human Resources and Occupational Health, The Scarborough Hospital
Building a Coalition (The Woodson Foundation)AN_Rajin
The case focus on nonprofit social organization called The Woodson foundation who wants to build a cohesive coalition among its stake holders who are the Washington DC School and The NCPIE. They want to create an after school program where they faced several types of problem. The background of this case is Nonattendance of students, Crime, high teacher turn over and group development.
The main objective of this case is that, The Woodson foundation wants to improve students’ performance and outcomes. Reducing crime increasing student’s attendance and decreasing teacher’s turnover ratio through After School program. For this they create two team, one is Development team and another is Program team.
Do you wonder what value human rights-based approaches and equitable partnerships can add to development programming?
The ICN presents this webinar with CCIC, in collaboration with the Coady International Institute and Equitas – International Centre for Human Rights Education. Participants will be introduced to a Guide that these three organizations have produced in collaboration. It provides concrete and practical tools to help organizations integrate a human rights-based approach (HRBA) into their development programming and begin a process to intentionally develop more equitable partnerships - all the while, helping facilitators run participatory workshops to achieve this, and providing a resource manual for participants in the process.
The webinar will briefly touch upon the following:
The rationale for creating the Guide two years on from the Fourth High Level Forum on Aid Effectiveness, and the choice and centrality of human rights and partnership to the work of civil society.
How the guide helps to demystify the human rights based approach (HRBA) by breaking it down into simple guiding elements that can inform and improve program design, implementation and evaluation, and about the value that HRBA brings to the development process.
The different forms of collaboration and the power dynamics often involved, it will also discuss how partnership principles can shape a process to generate more equitable partnerships and recognize the importance of collaboration as an outcome.
Leaders from two Huron Education clients – Georgia Tech and Northern Kentucky University – described to large audiences at the annual meeting of the National Association of College and University Business Officers (NACUBO) initiatives they have undertaken that are resulting in greater efficiency and administrative cost reductions.
Resource Mobilization is a management approach that enables Organizations, its Leaders, Stakeholders and People to develop sustainable relationships and continuous support from its partners. The Resource Mobilization and Proposal Writing Workshop framework provides a ladderized approach to establishing a common knowledge on the Subject Area and start awareness for needed skills in people management and project development.
Though this approach still proves to be very useful and outcomes-based, it is still important that participants develop a transformative understanding of the nature of Resource Mobilization, its importance and continuing mindset to promote and nurture relationships among their People, Organizations and Providers. This transformative trend will allow the trainees to exhibit a sense of realization and apply such principles as they handle their daily operations.
Despite how others may define it, Resource Mobilization is still a continuing process that involves identifying people and building relationships with those who share the same values, insights, and advocacies of Organizations. It should be a mindset, built to establish goodwill among its members and parties, who view Resources beyond just raising funds. Its values thrive on building and managing relationships and nurturing them for maximum advantages.
Maidan Summit 2011 - Graham Smith, EdgeHill UniversityMaidan.in
Mr Graham Smith in his presentation at Maidan Summit 2011 talked about the foundation of sport provisions in colleges and universities. Sharing a model from EdgeHill University, he mentioned six main categories for a good course on physical education and sport sciences. These were sport and exercise sciences, sport development, sport studies, sport therapy, coach education and coaching science, and physical education and school sport. In the course of his presentation, Smith elaborated on these categories in light of the ones existing in India and other parts of the world.
He also mentioned that a certain passion about teaching physical education is extremely important in deciding whether it goes a long way or not. Encouraging fundamentals, Smith concluded by saying that physical education and sport sciences is where sport starts. Therefore, the vision of achieving a healthy, active population can be achieved through it. Thus, it is for people involved in sports that they have to challenge policy and graduate change. If we don’t do that, we let down sports, we let down change, he said.
In his presentation at Maidan Summit 2011, Mr Dinesh Baliga voiced his views and work on the inclusion of Adivasis who are often discriminated socially. He spoke about Skillshare’s work in the area of sustainable development in partnership with communities in Africa and Asia by sharing and building skills, and facilitating organisational effectiveness and growth.
He made a special mention to the ‘Hope’ programme, which uses football as a medium to bring awareness on HIV and AIDS and build bridges between people with HIV and those without. He also talked about increasing participation of girls in the programme by using sport-based activities in the community.
We at Think Talent believe that strong organization culture help build an environment with meaning, and offer ways to interpret and shape events and situations.
Scaling up involves consolidating learning and standardising the model. Documentation is required for both. This is a ready reckoner, built from the scaling up task list.
This document serves as an introduction and overview of the Weadership Framework. For more information, see the project's website: www.enhancingworkforceleadership.org
Strategic Knowledge Management for Monitoring and Evaluation TeamsLeah D. Wyatt
These slides were delivered in a workshop led by Leah D. Gordon for the Nigeria National Agency for the Control of AIDS February 12, 2012.
The objectives of this workshop were to: 1.) gain a fundamental understanding of knowledge management principles and discover ways to integrate knowledge management into everyday work routines; 2.) Develop a clear structure for disseminating and promoting the use of information generated from research and evaluation studies.
Organization Development (OD) related diagnosis associated with the change in the ORG and the need to ensure that all people, process and technology are aligned. This looks at the need for diagnosis, theg purpose behind and the methods that allow for diagnosis.
Outline of ideas to advance the science of transforming health care organizations. 81. “Advancing Transformational Science”, Bridges to Sustainable Healthcare Transformation Through Evidence, Partnerships & Technology: 19th International Conference San Francisco, CA, January 19-22, 2011.
Knowledge for Performance Imporvement
Presented at the International Society for Performance Improvement 2008
Based on the two books by Arthur Shelley:
Being a Successful Knowledge Leader and The Organizational Zoo
3. Mission:
EQUIP ADOLESCENT
GIRLS TO EXERCISE
THEIR RIGHTS THROUGH
SPORT
Vision:
ONE WIN LEADS TO
ANOTHER - BY 2016, 1
MILLION GIRLS RISE UP
AND COURAGEOUSLY
TRANSFORM THEIR
LIVES
@Women_Win
4. OUR STRATEGY: HOW WE DO IT
INVEST + STRENGTHEN
Invest in key flagships
Strengthen ‘6Cs’ capacity of partners
Engage in global alliances
LEARN + CATALYZE
Build effective tools + pollinate good practices
Identify Long Tail innovations
Inform + engage stakeholders
DEMONSTRATE IMPACT
Deliver world-class M+E
Drive an innovative research agenda
Report with excellence
4
5.
6. THE 3 AS
OUR THEORY OF CHANGE
Through a well-designed sport program, a girl can:
1. Build ASSETS (social, human, sport skills)
2. Get ACCESS (resources, information, safe space, mentors)
3. Develop AGENCY (goal setting, leadership, self-efficacy)
7. OUR EVIDENCE SUGGESTS THAT WELL
DESIGNED SPORT PROGRAMS CAN .....
Provide safe space in which to learn new skills and build
assets
Challenge traditional scripts for girls, breakdown gender
stereotypes
Increase girls’ visible, active presence in the public sphere
Transform the ways girls think about themselves, and the
way families and communities perceive them
Improve girls’ knowledge about their rights, their bodies, and
their health
Build leadership skills; offer opportunities to practice
leadership
Expand girls’ social support networks and access to
community resources
Provide girls with female mentors and role models 7
M. Brady Population Council 2010
8.
9. LONGITUDINAL RESEARCH:
HER LIFE DEPENDS ON IT (USA)
• Depression: Women and girls who participate in
regular exercise suffer lower rates of depression
• Educational Gains: When compared to their peers in
self-concept, school attendance, math and science
enrollment, time spent on homework, and taking
honors courses, female athletes outperform non-
athletes.
• Business Success: 80% of Fortune 500 female
managers say they participated in sport*
*Title IX: 25 Years of Progress, U.S. Dept. of Education
11. Isolated Collective
Impact Impact
Organisations work Progress depends on
separately and working toward the
compete to produce same – common –
the greatest goal and measure the
independent impact same indicators
Large scale impact
Large scale change depends on increasing
depends on scaling a cross-sector alignment
single organization and learning among
many organisations
Evaluation attempts to
isolate a particular
impact of a
programme or
organisation
12. CHARACTERISTI
CS OF
SUCCESS
SUPPORTIV
CORE E
PRINCIPLES RESOURCES
COLLECTIVE
IMPACT
13. CHARACTERISTICS OF
SUCCESS
- Shared vision and agenda
- Effective leadership and
governance
- Alignment of resources, programs
and advocacy towards what works
- Dedicated capacity and appropriate SUPPORTIVE
CORE PRINCIPLES structures
- Aspires to ‘move the needle’ RESOURCES
- Sufficient resources
- Long-term investment in success - Knowledge
- Intra and Cross sector engagement - Tools
- Use of data to set agendas and
improve over time - Technical support from peers
- Community members (girls) as and experts
partners and producers of impact - Policy
- Funding
COLLECTIVE
IMPACT
solated impact. It is an approach oriented toward finding and funding a solution embodied within a single organiza- tion, combined with the hope that the most effective organizations will grow or replicate to extend their impact more widely. Large-scaLesociaL change requires broad cross-sector coordination, yet the sociaL sector remains focused on the isoLated intervention of individuaL organizations. Each organization often has a slightly different definition of the problem and the ultimate goal. These differences are easily ignored when organizations work independently on isolated initiatives, yet these differences splinter the efforts and undermine the impact of the field as a whole. Collec- tive impact requires that these differences be discussed and resolved.
Tracking at not just the girl level, but all levels. Include mention of ICRW.