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Doris Reeves-Lipscomb

Shut Up and Sit Down - The New Yorker - 0 views

  • People who fetishize leadership sometimes find themselves longing for crisis.
  • Our faith in the value of leadership is durable—it survives, again and again, our disappointment with actual leaders.
  • f you’re flexible in how you translate the word “leadership,” you’ll find that people have been thinking about it for a very long time.
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  • Rost found that writers on leadership had defined it in more than two hundred ways. Often, they glided between incompatible definitions within the same book: they argued that leaders should be simultaneously decisive and flexible, or visionary and open-minded. The closest they came to a consensus definition of leadership was the idea that it was “good management.” In practice, Rost wrote, “leadership is a word that has come to mean all things to all people.”
  • “The End of Leadership,” from 2012, Barbara Kellerman, a founding director of the Harvard Kennedy School’s Center for Public Leadership, wrote that “we don’t have much better an idea of how to grow good leaders, or of how to stop or at least slow bad leaders, than we did a hundred or even a thousand years ago.” She points out that, historically, the “trajectory” of leadership has been “about the devolution of power,” from the king to the voters, say, or the boss to the shareholders. In recent years, technological and economic changes like social media and globalization have made leaders less powerful.
  • Max Weber distinguished between the “charismatic” leadership of traditional societies and the “bureaucratic” leadership on offer in the industrialized world.
  • Khurana found that many companies passed over good internal candidates for C.E.O. in favor of “messiah” figures with exceptional charisma.
  • Charismatic C.E.O.s are often famous, and they make good copy;
  • y the mid-twentieth century
  • “process-based” approach. T
  • if you read a detailed, process-oriented account of Jobs’s career (“Becoming Steve Jobs,” by Brent Schlender and Rick Tetzeli, is particularly good), it’s clear that Jobs was a master of the leadership process. Time and time again, he gathered intelligence about the future of technology; surveyed the competition and refined his taste; set goals and assembled teams; tracked projects, intervening into even apparently trivial decisions; and followed through, considering the minute details of marketing and retail. Although Jobs had considerable charisma, his real edge was his thoughtful involvement in every step of an unusually expansive leadership process.
  • some organizations the candidate pool is heavily filtered: in the military, for example, everyone who aspires to command must jump through the same set of hoops. In Congress, though, you can vault in as a businessperson, or a veteran, or the scion of a political family.
  • whether times are bad enough to justify gambling on a dark-horse candidate.
  • Leadership BS
  • five virtues that are almost universally praised by popular leadership writers—modesty, authenticity, truthfulness, trustworthiness,
  • and selflessness—and argues that most real-world leaders ignore these virtues. (If anything, they tend to be narcissistic, back-stabbing, self-promoting shape-shifters.) To Pfeffer, the leadership industry is Orwellian.
  • Reading Samet’s anthology, one sees how starkly perspectival leadership is. From the inside, it often feels like a poorly improvised performance; leading is like starring in a lip-synched music video. The trick is to make it look convincing from the outside. And so the anthology takes pains to show how leaders react to the ambiguities of their roles. In one excerpt, from the memoirs of Ulysses S. Grant, Samet finds him marching toward an enemy camp. Grant, a newly minted colonel who has never commanded in combat, is terrified: “My heart kept getting higher and higher, until it felt to me as though it was in my throat.” When the camp comes into view, however, it’s deserted—the other commander, Grant surmises, “had been as much afraid of me as I had been of him.” Leaders, he realizes, are imagined to be fearless but aren’t; ideally, one might hide one’s fear while finding in it clues about what the enemy will do.
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    article by Joshua Rothman on leadership and how our views of leadership have changed through the centuries and how leadership virtues don't always agree with the actions taken by "leaders" whom we admire. 
Doris Reeves-Lipscomb

Connected leadership is not the status quo | Harold Jarche - 0 views

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    Jarche's post on connected leadership, November 14, 2013. Gives us rationale for leadership online emphasis. "Those in positions of leadership have to find ways to nurture creativity and critical thinking. The connected workplace is all about understanding networks, modelling networked learning, and strengthening networks. In networks, anyone can show leadership, not just those appointed by management." Second excerpt: "leadership will be seen for what it is - an emergent property of a network in balance and not some special property available to only the select few. This requires leadership from everyone - an aggressively intelligent and engaged workforce, learning with each other. In the connected workplace, it is a significant disadvantage to not actively participate in social learning networks. Leadership in networks does not come from above, as there is no top."
Doris Reeves-Lipscomb

Leadership groups for social learning | Wenger-Trayner - 0 views

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    Blog post by Etienne and Beverly Wenger-Trayner on leadership groups within communities as act of service to lead group process. September 14, 2012 Need to do something like this in setting up Studio leadership roles that could be period specific, event specific, etc. See excerpt: The practice goes like this: everyone at a meeting belongs to a leadership group - and each group stewards one part of the learning process of the whole group. In this way leadership of the community meeting is distributed over the entire event. Leadership here is seen as an act of service, that is, not leadership in terms of telling others what to do, but helping the group develop itself as a learning partnership. We've seen these groups lead to some transformational turn-arounds in group dynamics and the learning potential. (Notwithstanding the times they flopped - which led us to learn a great deal!) We gave playful names to the groups in the spirit of making it a fun and inventive way of leading the process: agenda activists, community keepers, critical friends, social reporters, external messengers, value detectives. Over the years we've come to see that these groups can work well in lots of different contexts including group meetings, conferences, and long-term community development. Anywhere, that is, where there is an intention for collective learning.
Lisa Levinson

Download Leadership and Networks: New Ways of Developing Leadership in a Highly Connect... - 1 views

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    Report on Leadership and Networks, written for leadership programs that develop and support leadership for social change.
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    New report from Leadership Learning Community on networked leadership for organizations devoted to social change.
Doris Reeves-Lipscomb

Key Takeaways from My #BlogHer13 Social Media Leadership Talk on July 26 & July 27 | Au... - 0 views

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    Mother lode of social media leadership ideas from BlogHer Conference, July 2013, from Ananda Leeke's talk Seven archetypes of social media leadership: creativista, empirista, empowerista, enchanista, evangelista, flowista, lifestylista Excerpt: ) The Digital Sisterhood Leadership Project has identified 12 key leadership roles that women in social media are currently playing. They include the roles of: Advocate Community builder Content creator Content curator Educator Influencer Mentor Motivator Promoter Social do gooder Storyteller Thought leader
Doris Reeves-Lipscomb

A New Leadership Development Mindset: Leadership Development Hiding in Plain Sight | Le... - 0 views

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    Very powerful blog post in the Leadership Learning Community by Deborah Mehan, June 28, 2013, on collective leadership through networks, and how customized supports such as coaching can help these groups learn and take successful action.
Doris Reeves-Lipscomb

Management ≠ Leadership | Leadership Learning Community - 0 views

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    Great blog post on leadership including a Leadership Theories Timeline that informed me. Wonder about digital or online leadership and how it builds on past theories.
Doris Reeves-Lipscomb

Leadership is an emergent property of a balanced network | Harold Jarche - 0 views

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    Blog by Harold Jarche on Leadership is an emergent property of balanced networks, May 29, 2012 Like this assessment of leadership skills in networks: "As networked, distributed workplaces become the norm, trust will emerge from environments that are open, transparent and diverse. As a result of improved trust, leadership will be seen for what it is; an emergent property of a balanced network ["in-balance" may be a better term for this changing state] and not some special property available to only the select few. And this one: Networked contributors (full-time, part-time, contractors) need to work together in a networked environment that facilitates cooperation and collaboration. This is why the narration of work and PKM will become critical skills, as work teams ebb and flow according to need, but the network must remain connected and resilient
Doris Reeves-Lipscomb

Blog - Measuring Leadership Development - 0 views

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    Blog by Matthew forti on Measuring Leadership Development, November 28, 2011 Neighborhood Builders by Bank of America builds high performing community-based nonprofits and gives them multiple three-day sessions of leadership training for the ED and emerging leader. Excerpts: "1. Develop a detailed theory of change. It isn't worth spending a dime on measurement until you've carefully defined which leaders you intend to target, what specific training and other programming they need, what they will gain, how those gains will be applied, and what should ultimately result." 2. Measure with mixed methods. 3. Continuously measure to improve impact. 4.Build rigor over time. Leadership programs don't need to build a full-scale measurement system right from the start. The best programs are intentional about whether and how to improve the rigor of their measurement over time, based partly on what they want to do with the results.
Doris Reeves-Lipscomb

Virtual Leadership Development Program (VLDP) | Management Sciences for Health - 1 views

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    As I was reviewing Nancy White's blogs, one included a link to this page on virtual leadership development. Knowing Nancy, I was confident that it would be good and it is. What I like about it is the emphasis on developing leadership skills within an organization for a bunch of people, not just a few named leaders at the top. Plus the integration of the online work with an onsite team that chooses and collaborates on a critical issue in the workplace--this is real world leadership to solve problems facing the organization or environment, etc.
Doris Reeves-Lipscomb

The Individual in Collective Leadership | Leadership Learning Community - 0 views

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    Blog post by Miriam Persley, June 27, 2013 in Leadership Learning Community on The Individual in Collective Leadership. Look at excerpt on purpose below: "The quest for purpose is ageless and can happen once and/or multiple times in a lifetime. This timeless search is part of normal development and is testimony to the complexity of humanity. Depending on the timing, some may need a severe break away, others a more subtle revisioning, while others may land somewhere in between, but the need for purpose is behind it all."
Lisa Levinson

Global Leadership Forecast 2014|2015 | DDI - 1 views

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    A series of slideshares that explores issues in leadership on both a national and international stage. According to the report, most leadership development programs are stagnant, and leadership development both on the organizational and academic levels are not keeping up with needs to develop competent, confident, and committed workers.
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    Interesting approach to conveying information that we should think about for our work. Great use of Slideshare to disseminate report findings.
Lisa Levinson

ALF - Silicon Valley - Transformative Leadership for Social Change: A Training Retreat ... - 0 views

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    "What You'll Learn: In this highly interactive three-day workshop, we'll take a deep dive into transformative leadership for social change. Employing the framework if "I/We/It" What you'll learn: Why mindfulness is a critical leadership skill How to shift from "ego" to "eco" or system-awareness The difference between organizational and network leadership How to identify your allies, build relationships, and map your network What "systems-change" is, and how to scale social impact   Why design-thinking is a critical skill for change-makers Case-studies of organizations and networks that have achieved impact at scale "
Lisa Levinson

The Dawn of System Leadership | Stanford Social Innovation Review - 0 views

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    The authors Peter Senge, Hal Hamilton, and John Kania in this magazine article from Winter 2015 outline their belief that the deep changes necessary to accelerate progress against society's most intractable problems require a unique type of leader - the systems leader, the person who catalyzes collective leadership. They use Nelson Mandela as the supreme example of this, but state that they have met many systems leaders on a national, regional, and local level. Systems leaders have the ability to see the interconnection of all the moving parts of a problem, issue, or crisis and develop interventions designed to bring diverse views and standings together in supportive and structured ways to address differences. "The simple idea that you could bring together those who had suffered profound losses with those whose actions led to those losses, to face one another, tell their truths, forgive, and move on, was not only a profound gesture of civilization but also a cauldron for creating collective leadership. Indeed, the process would have been impossible without the leadership of people like Bishop Desmond Tutu and former President F. W. de Klerk."
Doris Reeves-Lipscomb

The Nonprofit Leadership Development Deficit | Stanford Social Innovation Review - 0 views

  • too many nonprofit CEOs and their boards continue to miss the answer to succession planning sitting right under their noses—the homegrown leader.
  • leadership development deficit.
  • The sector’s C-suite leaders, frustrated at the lack of opportunities and mentoring, are not staying around long enough to move up. Even CEOs are exiting because their boards aren’t supporting them and helping them to grow.
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  • 2006 study
  • Bridgespan predicted that there would be a huge need for top-notch nonprofit leaders, driven by the growth of the nonprofit sector and the looming retirement of baby boomers from leadership posts.
  • the need for C-suite leaders5 grew dramatically.
  • the majority of our survey respondents (57 percent) attributed their retention challenges at least partially to low compensation, an issue that can feel daunting to many nonprofits. Lack of development and growth opportunities ranked next, cited by half of respondents as a reason that leaders leave their organizations.
  • those jobs keep coming open.
  • Surprisingly, little is due to the wave of retirement we have all been expecting: only 6 percent of leaders actually retired in the past two years.6
  • major reason is turnover:
  • losing a star performer in a senior development role costs nine times her annual salary to replace.
  • supply grew with it. Organizations largely found leaders to fill the demand.
  • corporate CEOs dedicate 30 to 50 percent of their time and focus on cultivating talent within their organizations.1
  • lack of learning and growth
  • lack of mentorship and support
  • he number one reason CEOs say they would leave their current role, other than to retire, was difficulty with the board of directors.
  • respondents said that their organizations lacked the talent management processes required to develop staff, and that they had not made staff development a high priority
  • combination of learning through doing, learning through hearing or being coached, and learning through formal training.
  • skill development can compensate for lack of upward trajectory. Stretch opportunities abound in smaller organizations where a large number of responsibilities are divided among a small number of people.
  • found that staff members who feel their organizations are supporting their growth stay longer than those who don’t, because they trust that their organizations will continue to invest in them over time.1
  • “When you invest in developing talent, people are better at their jobs, people stay with their employers longer, and others will consider working for these organizations in the first place because they see growth potential.”
  • define the organization’s future leadership requirements, identify promising internal candidates, and provide the right doses of stretch assignments, mentoring, formal training, and performance assessment to grow their capabilities.
  • Addressing root causes may steer funders away from supporting traditional approaches, such as fellowships, training, and conferences, and toward helping grantees to build their internal leadership development capabilities, growing talent now and into the future across their portfolio of grantees.
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    Really wonderful article on nonprofit leadership development and how the lack of it leads to much external executive hiring and high turnover in these roles
Doris Reeves-Lipscomb

5 Leadership Secrets Of Collaboration Success - Forbes - 0 views

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    post by Meghan M. Biro, July 28, 2013 on collaboration success. Excerpt: The fact is there is nothing more important to leadership and organizational success than collaboration. It exponentially increases the odds of amazing things happening. But it can be tough to achieve. Bringing people together and then igniting and nurturing a collaborative effort is a key test of leadership and workplace culture. Technology provides amazing tools to make this happen. It is nothing short of a game-changing community-builder. 1. Build an online infrastructure for social learning and networking 2. Set limits 3. Get it off your chest 4. Ignite inspiration 5. Be yourself
Doris Reeves-Lipscomb

Seeking perpetual Beta - 0 views

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    Blog post by Jarche, April 14, 2014 on his Seeking Perpetual Beta: a guidebook for the network era. "The workplace of the network era requires a different type of leadership; one that emerges from the network as required. Effective leadership in networks is negotiated and temporary, according to need. Giving up control will be a major challenge for anyone used to the old ways of managing. An important part of leadership will be to ensure that knowledge is shared throughout the network."
Lisa Levinson

Community Manager musings: A web of skills "held in tension", rather than a skills whee... - 0 views

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    Social learning leadership skills web discussion, and how this web is a "much more helpful way of understanding the roles (and tensions) of those in positions of social leadership." Original skill web at: "http://wenger-trayner.com/all/social-learning-leadership/"
Doris Reeves-Lipscomb

What does leadership mean in the 21st century? | Ashoka - Innovators for the Public - 0 views

  • The relevance for leadership? Facebook, YouTube, Twitter and their lesser cousins have proved the power of the platform. They have shown that if your average 21st century citizen is given the tools to connect and the freedom to create, they will do so with enthusiasm, and often with an originality that blindsides the so-called creative industries.  The result is a growing awareness from those who think about business structures for a living, that good leadership is no longer about ‘taking charge’ or imposing a strategic vision but about creating the platforms that allow others to flourish and create. By way of example, Frederic Laloux – the organisational theorist currently developing a cult-like following across the world – offers a telling story about his meeting with Jos de Blok. De Blok is the founder and CEO of Buurtzorg, a Dutch nursing care firm that has grown from four to 9,000 employees in nine years, by devolving all decision-making down to small teams of nurses across the country. It’s a structure that leaves only 45 people working in central administration and management but has delivered huge gains in the efficiency and impact of nursing care in The Netherlands.
  • Like social media networks, their job is to create the frameworks that let others take decisions and make change.
  • It’s what being a leader in this new world is all about: helping others to generate change on their own terms rather than taking on the role of sole changemaker yourself.
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  • This shift to changemaking leadership may, in truth, be more the result of the rapid growth of the popular desire for self-expression and self-determination, charted in rigorous detail by Ronald Inglehart
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    Great article by Adam Lent, Ashoka, on how social media networks unleash the power of people to act as meaningful change makers themselves. June 8, 2015 Suggests that company leaders need to provide the platform to "allow others to flourish and create. Cites Frederic Laloux's book on organizational theory.
Lisa Levinson

http://www.thebostonclub.com/index.php/download_file/view/338/99/ - 0 views

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    Boston Club report, 2013, of Boston area women and nonprofit organization representation "For over 20 years, The Boston Club has worked collaboratively with local and regional nonprofit organizations of all sizes to identify and recruit qualified women for positions as directors, trustees, and overseers. During that period, we have placed over 175 women on nonprofit boards. We also have conducted over 30 programs about nonprofit board service, with topics ranging from the basic questions a board candidate needs to ask, to the latest issues of governance affecting nonprofits. Through these initiatives, we have met hundreds of nonprofit executives, board and nominating chairs, and women who serve on their boards. We are continually amazed and energized by the missions and breadth of work conducted by nonprofits, their contributions to the economy of Massachusetts, the vital services and programs provided to our citizens, and the dedication their boards exhibit. But even we could not answer the question: how many women serve on nonprofit boards in Massachusetts? Until now. Why is this information important? Nonprofit organizations play a major role in the economies of many towns and cities in the state, generating $234 billion in revenues in 2010. In 2010, nonprofit jobs represented 16.7% of the total employment in Massachusetts 1 . We are known worldwide for our universities, hospitals, and cultural institutions, most of which are nonprofit organizations. Fifty-seven percent of women in Massachusetts are in the workforce. For The Boston Club, which has long tracked the number of women in leadership positions in publically owned companies, the question of gender diversity in the leadership of nonprofit organizations is part of our mission. We believe that the advancement of women to significant and visible leadership roles in all types of businesses will have lasting and meaningful impact on business performance and the economic health of our communities."
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