Equipping nonprofits to advance social change

Tag: Structuring Leadership

Confronting Our Complicity in Racial Inequity

If Monday’s plenary inspired us to dream about GEO’s 2038 vision, the discussion during Tuesday’s lunch snapped us back to the fierce urgency of now. When John Funabiki – a Professor of Journalism at San Francisco State University and Executive Director of Renaissance Journalism... more

Considering Structure and Bias on Oscar Sunday

I’m a fan of movies and the award shows that honor them. So I was upset – like much of the rest of the twitterverse  – that Selma was snubbed when the Oscar nominations were announced last month. Entertainment experts claimed that for Selma’s director,... more

Structuring Leadership

This report sets out to identify and document models of distributed leadership with a focus on increasing organizational impact. Our interest was to find operating structures that address potential barriers to effectiveness, including the growing demands on executives running nonprofits, the current realities of a multigenerational workforce where older leaders will stay longer, and the expectations and work style of new generations coming into the workplace with a strong team orientation. This paper outlines the foundations, practices, and results of distributed leadership and suggests directions for further research. more

Working Across Generations

Now available! Working Across Generations, winner of the Axiom Gold Medal for Philanthropy, offers a comprehensive look at the leadership and generational shifts in the nonprofit sector. Order your copy now! 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