The document discusses factors that contribute to absentee fathers in the Black community and strategies to empower Black fathers. It lists many factors like employment issues, addiction, and dysfunctional relationships that can cause fathers to leave. When fathers leave, children express feelings of emptiness and loss. Programs aim to empower Black fathers by increasing their sense of competence, value, and power so they do not continue the cycle of being absent or uninvolved in their children's lives.
Thoughts on leadership
"Leadershipisafunctionofknowingyourself,havingavisionthatiswellcommunicated,buildingtrustamongcolleagues,andtakingeffectiveactiontorealizeyourownleadershippotential."
Prof. Warren Bennis
What is leadership?
What is leadership?
“Leadershipismobilizingtheactionsandeffortsofotherstoachievecommongoals.”
GO AND DO IT!
LET’S DO IT!
Leader
Manager
1.
The manager is an administrator.
2.
Managers react to change.
3.
the managers create strategies.
4.
Drives Team Members
5.
Managers try to be heroes.
6.
Managers take credit.
7.
A manager questions in how and when.
8.
Managers exercise power over people.
1.
The leader is an innovator.
2.
Leaders create change.
3.
Leaders give solutions
4.
Coaches Team Members.
5.
Leaders make heroes of everyone around them.
6.
Leaders take responsibility.
7.
A leader asks questions about what and why.
8.
Leaders develop power withpeople.
•
Autocratic leadership style
•
Paternalistic leadership style
•
Democratic leadership style
•
Laissez-faire leadership style
•
Transactional leadership style
•
Transformational leadership style
•
Situational Leadership style
Types of leadership style
•
AcommonbeliefofmanyAutocraticleadersisthatfollowersrequiredirectsupervisionatalltimesorelsetheywouldnotoperateeffectively.
•
Autocraticleadershipstyleworkswelliftheleaderiscompetentandknowledgeableenoughtodecideabouteachandeverything.
•
Autocraticisconsideredoneofthemosteffectiveleadershipstylesincasethereissomeemergencyandquickdecisionsneedtobetaken.
Autocratic leadership style
ThewayaPaternalisticleaderworksisbyactingasafatherfigurebytakingcareoftheirsubordinatesasaparentwould.
Inthisstyleofleadershiptheleadersuppliescompleteconcernforhisfollowersorworkers.
Inreturnhereceivesthecompletetrustandloyaltyofhispeople.Therelationshipbetweentheseco-workersandleaderareextremelysolid.
Theworkersareexpectedtostaywithacompanyforalongerperiodoftimebecauseoftheloyaltyandtrust.
Paternalistic leadership Style
Thedemocraticleadershipstyleconsistsoftheleadersharingthedecision-makingabilitieswithgroupmembersbypromotingtheinterestsofthegroupmembersandbypracticingsocialequality.
Thisstyleofleadershipencompassesdiscussion,debateandsharingofideasandencouragementofpeopletofeelgoodabouttheirinvolvement.
Insituationswhererolesareunclearortimeisoftheessence,democraticleadershipcanleadtocommunicationfailuresanduncompletedprojects.
Democraticleadershipworksbestinsituationswheregroupmembersareskilledandeagertosharetheirknowledge.
Democratic leadership style
Laissez-faireleadership,alsoknownasdelegateleadership,isatypeofleadershipstyleinwhichleadersarehands-offandallowgroupmemberstomakethedecisions.
Laissez-faireleadersallowfollowerstohavecompletefreedomtomakedecisionsconcerningthecompletionoftheirwork.
Itallowsfollowersahighdegreeofautonomyandself-rule,whileatthesametimeofferingguidanceandsupportwhenrequested.
Laissez-faire leadership style
Inthiskindofleadership,aclearchainofcommandisestablished.Theleadermotivateshissubordinatesbypresentingthem
Thoughts on leadership
"Leadershipisafunctionofknowingyourself,havingavisionthatiswellcommunicated,buildingtrustamongcolleagues,andtakingeffectiveactiontorealizeyourownleadershippotential."
Prof. Warren Bennis
What is leadership?
What is leadership?
“Leadershipismobilizingtheactionsandeffortsofotherstoachievecommongoals.”
GO AND DO IT!
LET’S DO IT!
Leader
Manager
1.
The manager is an administrator.
2.
Managers react to change.
3.
the managers create strategies.
4.
Drives Team Members
5.
Managers try to be heroes.
6.
Managers take credit.
7.
A manager questions in how and when.
8.
Managers exercise power over people.
1.
The leader is an innovator.
2.
Leaders create change.
3.
Leaders give solutions
4.
Coaches Team Members.
5.
Leaders make heroes of everyone around them.
6.
Leaders take responsibility.
7.
A leader asks questions about what and why.
8.
Leaders develop power withpeople.
•
Autocratic leadership style
•
Paternalistic leadership style
•
Democratic leadership style
•
Laissez-faire leadership style
•
Transactional leadership style
•
Transformational leadership style
•
Situational Leadership style
Types of leadership style
•
AcommonbeliefofmanyAutocraticleadersisthatfollowersrequiredirectsupervisionatalltimesorelsetheywouldnotoperateeffectively.
•
Autocraticleadershipstyleworkswelliftheleaderiscompetentandknowledgeableenoughtodecideabouteachandeverything.
•
Autocraticisconsideredoneofthemosteffectiveleadershipstylesincasethereissomeemergencyandquickdecisionsneedtobetaken.
Autocratic leadership style
ThewayaPaternalisticleaderworksisbyactingasafatherfigurebytakingcareoftheirsubordinatesasaparentwould.
Inthisstyleofleadershiptheleadersuppliescompleteconcernforhisfollowersorworkers.
Inreturnhereceivesthecompletetrustandloyaltyofhispeople.Therelationshipbetweentheseco-workersandleaderareextremelysolid.
Theworkersareexpectedtostaywithacompanyforalongerperiodoftimebecauseoftheloyaltyandtrust.
Paternalistic leadership Style
Thedemocraticleadershipstyleconsistsoftheleadersharingthedecision-makingabilitieswithgroupmembersbypromotingtheinterestsofthegroupmembersandbypracticingsocialequality.
Thisstyleofleadershipencompassesdiscussion,debateandsharingofideasandencouragementofpeopletofeelgoodabouttheirinvolvement.
Insituationswhererolesareunclearortimeisoftheessence,democraticleadershipcanleadtocommunicationfailuresanduncompletedprojects.
Democraticleadershipworksbestinsituationswheregroupmembersareskilledandeagertosharetheirknowledge.
Democratic leadership style
Laissez-faireleadership,alsoknownasdelegateleadership,isatypeofleadershipstyleinwhichleadersarehands-offandallowgroupmemberstomakethedecisions.
Laissez-faireleadersallowfollowerstohavecompletefreedomtomakedecisionsconcerningthecompletionoftheirwork.
Itallowsfollowersahighdegreeofautonomyandself-rule,whileatthesametimeofferingguidanceandsupportwhenrequested.
Laissez-faire leadership style
Inthiskindofleadership,aclearchainofcommandisestablished.Theleadermotivateshissubordinatesbypresentingthem
Best Practices for Developing Your Emerging LeadersBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
5 ways to unlock the hidden value in your emerging leaders
The business impact of investing in your current talent
How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
This power point is about contingency theory, one of some theories of leadership. Hope you guys find it useful. Email me if you have any question: dolphin.blue9x@gmail.com
I'd be delighted to receive your emails
www.lifein01.com - for more info
Leadership is a trait of influencing the behavior of individuals, in order to fulfill organizational objectives.
A number of leadership theories have been propounded by various management experts considering behavior, traits, nature, etc. namely, Authoritarian, Laissez-faire, Transactional, Transformational, Paternalistic and Democratic.
Change happens to us every day.
As leaders, we need to know not only how to personally cope with change but also how to ensure that we lead our teams through the change, while all the time keeping them motivated and focused on success.
This Guide introduces Leaders to the foundations of leading through change; providing you with strategies for dealing with change personally, leading your team through the change as well as providing insights into managing the change itself.
Best Practices for Developing Your Emerging LeadersBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
5 ways to unlock the hidden value in your emerging leaders
The business impact of investing in your current talent
How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
This power point is about contingency theory, one of some theories of leadership. Hope you guys find it useful. Email me if you have any question: dolphin.blue9x@gmail.com
I'd be delighted to receive your emails
www.lifein01.com - for more info
Leadership is a trait of influencing the behavior of individuals, in order to fulfill organizational objectives.
A number of leadership theories have been propounded by various management experts considering behavior, traits, nature, etc. namely, Authoritarian, Laissez-faire, Transactional, Transformational, Paternalistic and Democratic.
Change happens to us every day.
As leaders, we need to know not only how to personally cope with change but also how to ensure that we lead our teams through the change, while all the time keeping them motivated and focused on success.
This Guide introduces Leaders to the foundations of leading through change; providing you with strategies for dealing with change personally, leading your team through the change as well as providing insights into managing the change itself.
Presented at the Federation for Families Conference, December 4-6, 2009
(Bradley D. Norman, LCSW, Director, Family Partnership Institute, EMQ FamiliesFirst
Sex and Relationships Education for Young People with Additional Support NeedsLouise Jones
Powerpoint designed by Jane Groves for use at the Highland Sex and Relationships Education (SRE) training session for professionals working with Young People with Additional Support Needs. A course facilitated by Jane Groves and Louise Jones. (Copyright under Creative Commons License)
Parenting Styles Essay
Methods And Analysis Model
Essay on Permissive Parenting
Essay on Parents and their Children
Good Parenting Essay
Parenting Essay
NCV 2 Early Childhood Development Hands-On Support Module 4Future Managers
This slide show complements our existing learner guide - NCV 2 Early Childhood Development Hands-On Training published by Future Managers Pty Ltd. For more information visit our website - www.futuremanagers.net
Responsibility of Modelling the Young MenKIGUME Karuri
As the father is faithful in role modelling, what children learn about God will put them in good standing throughout their earthly lives, no matter what they do or where they go.
All eyes are on the fathers to set good examples to be followed. It is not easy but we must do it.
A process server is a authorized person for delivering legal documents, such as summons, complaints, subpoenas, and other court papers, to peoples involved in legal proceedings.
Up the Ratios Bylaws - a Comprehensive Process of Our Organizationuptheratios
Up the Ratios is a non-profit organization dedicated to bridging the gap in STEM education for underprivileged students by providing free, high-quality learning opportunities in robotics and other STEM fields. Our mission is to empower the next generation of innovators, thinkers, and problem-solvers by offering a range of educational programs that foster curiosity, creativity, and critical thinking.
At Up the Ratios, we believe that every student, regardless of their socio-economic background, should have access to the tools and knowledge needed to succeed in today's technology-driven world. To achieve this, we host a variety of free classes, workshops, summer camps, and live lectures tailored to students from underserved communities. Our programs are designed to be engaging and hands-on, allowing students to explore the exciting world of robotics and STEM through practical, real-world applications.
Our free classes cover fundamental concepts in robotics, coding, and engineering, providing students with a strong foundation in these critical areas. Through our interactive workshops, students can dive deeper into specific topics, working on projects that challenge them to apply what they've learned and think creatively. Our summer camps offer an immersive experience where students can collaborate on larger projects, develop their teamwork skills, and gain confidence in their abilities.
In addition to our local programs, Up the Ratios is committed to making a global impact. We take donations of new and gently used robotics parts, which we then distribute to students and educational institutions in other countries. These donations help ensure that young learners worldwide have the resources they need to explore and excel in STEM fields. By supporting education in this way, we aim to nurture a global community of future leaders and innovators.
Our live lectures feature guest speakers from various STEM disciplines, including engineers, scientists, and industry professionals who share their knowledge and experiences with our students. These lectures provide valuable insights into potential career paths and inspire students to pursue their passions in STEM.
Up the Ratios relies on the generosity of donors and volunteers to continue our work. Contributions of time, expertise, and financial support are crucial to sustaining our programs and expanding our reach. Whether you're an individual passionate about education, a professional in the STEM field, or a company looking to give back to the community, there are many ways to get involved and make a difference.
We are proud of the positive impact we've had on the lives of countless students, many of whom have gone on to pursue higher education and careers in STEM. By providing these young minds with the tools and opportunities they need to succeed, we are not only changing their futures but also contributing to the advancement of technology and innovation on a broader scale.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
Canadian Immigration Tracker March 2024 - Key SlidesAndrew Griffith
Highlights
Permanent Residents decrease along with percentage of TR2PR decline to 52 percent of all Permanent Residents.
March asylum claim data not issued as of May 27 (unusually late). Irregular arrivals remain very small.
Study permit applications experiencing sharp decrease as a result of announced caps over 50 percent compared to February.
Citizenship numbers remain stable.
Slide 3 has the overall numbers and change.
This session provides a comprehensive overview of the latest updates to the Uniform Administrative Requirements, Cost Principles, and Audit Requirements for Federal Awards (commonly known as the Uniform Guidance) outlined in the 2 CFR 200.
With a focus on the 2024 revisions issued by the Office of Management and Budget (OMB), participants will gain insight into the key changes affecting federal grant recipients. The session will delve into critical regulatory updates, providing attendees with the knowledge and tools necessary to navigate and comply with the evolving landscape of federal grant management.
Learning Objectives:
- Understand the rationale behind the 2024 updates to the Uniform Guidance outlined in 2 CFR 200, and their implications for federal grant recipients.
- Identify the key changes and revisions introduced by the Office of Management and Budget (OMB) in the 2024 edition of 2 CFR 200.
- Gain proficiency in applying the updated regulations to ensure compliance with federal grant requirements and avoid potential audit findings.
- Develop strategies for effectively implementing the new guidelines within the grant management processes of their respective organizations, fostering efficiency and accountability in federal grant administration.
5. Many different factors contribute … Here are several :
Employment issues
Dysfunctional relationship with the child’s mother
Addiction
Welfare policies
No commitment to marriage
Life frustration
Generational patterns (my dad left me, so I left my
children)
Selfishness
Divorce
… and the list goes on (Strong 2012).
6. Males express:
Frustration
Feeling Powerless
Being Moneyless
Children express:
Emptiness
Loss
“father hunger”
7. Western “Ideal” Father Black Culture / Reality
1. Provider / Material Sustenance 1. Quality Time with Children
2. Legal and Genetic Endowment 2. Giving Emotional Support
3. Protection, Concern for Well-being of
children
3. Providing Discipline
4. Formation to child’s character and
personality
4. Role Model for Work Ethic, Respect
5. Caregiving (in a Paternal manner) 5. Teach: Boys -> Men
Teach: Girls -> Ladies
6. Encourage Economic Support (usually
provided by others)
8. Empowerment Strategies - Enable Black
Fathers to perceive themselves as:
Competent
Valuable and Valued
Worthwhile members of group
Programs that increase:
Power
Self-sufficiency
Unity
To BREAK the cycle of absentee and uninvolved
The Problem of “Fatherlessness” as it Pertains to the 20th Century World & Today
By Seminarian James E. Kirschenmann
In the early part of the 20th Century, the structure of the “average family” was much the same as it had been for much of the last 6,000 years. Yes, there were widows and orphans, the problem of being “fatherless” was a well-known situation and documented as a small percentage of the population, but one that was to be cared for by the larger population as a whole. (Tyson 1918). Something happened, though, with the Great War and then following quickly after that, World War II. In the 1930’s, about 17% of women were in the workforce and by the end of World War II in 1945 that number had risen to 25%. Mothers began spending long hours away from the family, even as fathers were off to war and many (estimated at 3-4 million) were killed in combat. Many who returned home were never able to readjust to family life. (Strong 2012).
Why Does a Child Need a Father?
Between 1960 and 1990, the percentage of children living apart from their father rose from 17 to 36, and it continues to rise. Today it is estimated that 43% of U.S. children live in a home without their fathers. And the problem is more severe in black communities, where the percentage is estimated to be above 48.5%. If the single mother must work to support the family, this leaves the children with a very fragmented connection to parents and their guidance. To get a perspective of what this means, in a gathering of 50 people at church, more than 24 of them have experienced the problem of “fatherlessness” in some way. The feelings are of a void, an insecurity, and a hopelessness. This is the psychological situation in almost half of the black population in America.
While mothers typically will not leave their children under any circumstances, 24.7 million children live in America without their biological father.
The costs of this fatherlessness are alarmingly steep:
63% of youth who take their lives grew up without a dad.
Nearly all (90%) of homeless and runaway children are lacking a father’s stable influence.
71% of high school dropouts have absentee fathers.
85% of incarcerated young people come from fatherless homes.
Poverty and crime are just two of the social ills fueled by father absenteeism in communities across our nations.
It is an injury to society at large.
While marriage is on the decline, divorce is on the rise. Divorce is probably one of the most vicious causes of father absenteeism; everybody loses, especially the children. Studies indicate that divorce rates have more than doubled in most countries between 1960 and 1990, in some countries they increased fourfold. Gallagher (1998) makes an observation that is quoted in Strong’s book: “One of the sad and surprising truths we are beginning to face is that unmarriage radically alters the father-child relationship. The children almost always experience this transformation as a profound loss.”
Lack of physical presence of a biological father may be only one part of the issue. In many cases the “male figure” in the household may not have a connection with the child and does not express adequate skills to be a competent father. Thus, the male children grow up without knowing what a “good father” should be and are left without a good fathering skill set when they themselves become fathers, thus perpetuating the spiral downward. A father must not only be present, but must also be equipped with the necessary skills to act appropriately as a father to the child; otherwise he can do more harm than good. They also need skills to have a good marriage because the health of the marriage affects the health of the child.
What is missing when a father is not in the lives of the children? It has been noted that there is pain that is felt and a corresponding emotional impact. There is a gnawing anxiety, and a desperate hunger for a dependable male love and an image of maleness that is not at odds with love: Father Hunger. This anguish cuts through to the deepest part of the human psyche – in both boys and girls. But there is a distinct difference between black society and white society in what is expected from a father.
Most black fathers based their ideal of fatherhood primarily on their past relationship with their own fathers, and most notably what had been lacking from those relationships. Overall, the functions and roles of Black noncustodial fathers fell into six categories. The most important was spending time with the children. Increasingly, providing emotional support is what is definitely desired. Next is providing discipline, and then to be a role model. It is important to be able to teach boys how to be men, and girls how to be young ladies. And, after all of the above, the least important is to provide economic support.
And so, it can be seen that the first two aspects for the black father - of spending time with children and providing emotional support - equate roughly to that of “caregiver” in the Western ideal, but rank at the top of the priorities. Spending time is not a specific amount of time, but the quality of the time spent is extremely important. Emotional support ranked high in the study and that generally meant that the child could count on his or her father in good times as well as bad times.
Within the article by Hamer (1997) is a report by Karen L. Douglas, [formerly] Director, Central City Center Provident Counseling, Inc. that offers some very insightful comments, as follows:
“In the past, the Black community’s response has been to call attention to Black victimization and to request and demand economic, social, and political restitution. Today, however, we need to focus on solutions instead of causes… The goal is empowerment strategies that enable Black fathers to perceive themselves as competent, valuable, worthwhile individuals and members of their cultural group… We must ensure that programs increase the power, self-sufficiency, and unity of Black men. We must fearlessly explore new alternatives while confronting behaviors in ourselves that contribute to the increasing problem of absentee and uninvolved fathers.”
It is worth noting that Black fathers do not consider their role in their children’s life as one that could be fulfilled by the child’s mother.
What is essential is a man’s presence, his love, and his affection. Time well spent will pay dividends in the future.
How do we empower that?
The video from www.GRIPyouth.com is compelling in that it gives the above causes from the perspective of the children who are impacted, and then asks “can you make a difference?”
This closes out the initial session, and leads in to the next session.