Equipping nonprofits to advance social change

Tag: Leadership Development

Leadership Development and Leadership Change

In partnership with Movement Strategy Center, the National Community Development Institute, and the Partnership for Immigrant Leadership and Action, Building Movement Project surveyed over 30 organizations about their leadership development practices and conducted 15 interviews with staff members of social change organizations in the Bay Area and nationally to explore the ways they develop organizational leadership and the impact on leadership transition. The themes and lessons that emerged from our interviews reflect the premise that organizational values, structure, culture and power inform and transform leadership in social change organizations, specifically those promoting women, people of color, younger generation and constituent leaders. more

Next Shift

This report, published in conjunction with the Annie E. Casey Foundation, takes a broader look at the issue of generational change and presents different frames and solutions that move us beyond the “crisis” view of leadership transition and expansion. From a different perspective, it is the nonprofit sector itself that is in crisis, and the emphasis on leadership transition reinforces rather than challenges the prevailing issues facing nonprofit organizations. more

Generational Leadership Listening Sessions

A follow-up to 2002's Generational Changes and Leadership: Implications for Social Change Organizations, this study explores critical issues facing younger leaders in the context of leadership transition from the Baby Boomers to a new generation. more

Generational Changes and Leadership

The Generational Change project asked people – directly or indirectly – about these different areas to see how those working in social change organizations fit into these reported trends. The findings of the study seem to refute the notion of large generational differences. However, the responses do indicate that older and younger people working for social change have different needs. This summary will report on nine different areas we explored with those we interviewed: 1) their backgrounds; 2) their views of the work/personal life divide; 3) the things they enjoy about their work; 4) what they find challenging; 5) their reports on how decisions are made within the organization; 6) their views of leadership; 7) the type of training leaders need; 8) how they saw issues of race and gender; and 9) their thoughts about the future. We also will make recommendations on how both practitioners and researchers might proceed based on these findings more

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