Sign in or 

| Started By | Thread Subject | Replies | Last Post | ||||
|---|---|---|---|---|---|---|---|
| creinelt | Fostering Collaborative Organizations and Networks for Social Change | 4 | Jul 23 2010, 3:05 PM EDT by tutormentor | ||||
|
Thread started: Jul 18 2010, 12:27 PM EDT
Watch
Thanks Kendra for posting. (I framed a question for your post...feel free to edit it if you like). I so agree with you about the importance of understanding collaborative leadership using a system framework. A systems perspective focuses attention on the dynamics of what is happening within and outside organizations. An interesting issue to focus on is how collaborative activity is occurring within bureaucratic organizations? I think Patti's post speaks to this issue as well when she talks about informal and formal networks. I think there is a really interesting question you raise: How much bureaucratic involvement dampens the effectiveness of collaborative activity and where is the threshold of top-down control that still enables collaborative activity to thrive? So much network leadership is practiced within and across organizations whose leadership operates with a bureaucratic mindset, and it's often experienced as a real challenge. How do we keep pushing the threshold so that collaboration has more space to develop within and across organizations?
Show Last Reply
|
|||||||
| Gradymcg | refining the model of collective leadership | 9 | Jul 19 2010, 8:26 AM EDT by amacgillivray | ||||
|
Thread started: Mar 16 2010, 10:33 AM EDT
Watch
I think Debra makes a good case for the limits of leader development, which is an expression of the increasingly anachronistic "heroic" model of leadership, and a equally good case for the power of leadership development, which taps into the wisdom and energy of the collective and focuses more directly on impact. It also makes a nice contribution by articulating the model underlying leader development, and mapping the elements of an alternative emphasis on leadership development. What remains to be done, from my point of view, is to create a new model that makes cause/result connections as explicit as the old model, while incorporating--or acknowledging--elements like those Debra points to. The Center for Creative Leadership offers one way of thinking about such a model by positing three outcomes of leadership--direction, alignment, and commitment. What I like about this model is that it leaves entirely open how one gets there and who is involved. It focuses only on results. But the model stops short of specifying community- or system-level impact, which Debra stresses. I'm thinking it would be worth exploring how to integrate these two approaches.
2
out of
2 found this valuable.
Do you find this valuable?
Do you?
Keyword tags:
leadership
leadership as a process
leadership development
Show Last Reply
|
|||||||
| nataliallc | New Generation of Nonprofit Leaders | 3 | Jan 20 2010, 7:09 PM EST by nataliallc | ||||
|
Thread started: Dec 1 2009, 8:38 PM EST
Watch
Research suggests that the younger generation is placing a strong emphasis on the 'interdependence philosophy' while the older generation may focus on strategic partnerships. What are the different attitudes and beliefs of the new generation of nonprofit leaders regarding race and collaboration?
Note: see some initial comments here http://bit.ly/83zPSj
1
out of
1 found this valuable.
Do you find this valuable?
Do you?
Keyword tags:
emergent leaders
leadership and race
synthesis
Show Last Reply
|
|||||||