Equipping nonprofits to advance social change

Tag: Leadership Development

Independent Sector’s NGen: Moving Nonprofit Leaders from Next to Now

Independent Sector’s NGen: Moving Nonprofit Leaders from Next to Now is coming to San Francisco November 10 and 11. Register for this two day conference today and receive the rate of $150 before September 14. more

From Our Partners: RCLA’s Fellowship for Emerging Leaders in Public Service

Our friends at NYU Wagner's Research Center for Leadership in Action is now accepting applications for its Emerging Leaders in Public Service Fellowship. The 2012 fellowship begins in November 2011 and ends in May 2012. Applications are due by August 29th. more

New Report from YNPN

Director of Leadership, Caroline McAndrews, recently provided feedback for this great new report on emerging nonprofit leaders from YNPN . Be sure to check it out! more

New Voices Civic Engagement Fellowships

the Alliance for Children and Families and United Neighborhood Centers of America have launched the New Voices Civic Engagement Fellowship to support civic engagement leadership at the local and regional level. The fellowship is designed to further support and embolden people who are leading community change efforts. Fellowships are open to any individual (staff, volunteers, community partners, etc) who can be sponsored by an Alliance or UNCA member organization. more

What Works

This report presents key factors that create good workplaces and build leadership in nonprofit organizations. Based on a survey conducted with Idealist.org, What Works offers recommendations for how nonprofits can support dedicated staff, build their capacity to lead, and deepen their commitment to the nonprofit sector at little to no cost. While it is true that generations differ in how they approach their work, there are remarkable similarities in what people want out of their job. The What Works report examines when leaders do their best work, what constitutes a good workplace, and how to improve on our ability to retain, support, and promote staff across generations. more

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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