shared leadership session: alliance for nonprofit management
DESCRIPTION
TRANSCRIPT
Shared Leadership
Why it Matters &
How to Help Nonprofits Get There
Alliance for Nonprofit Management Conference 2010
Session Leadership Team
Dahnesh MedoraThe Nonprofit Association of Oregon
Deborah MeehanThe Leadership Learning Community
Judy Freiwirth, Psy. D. Principal, Nonprofit Solutions Associates, Alliance Board Member
• Explore shared leadership (with a specific focus on staff leadership)
• Share concrete cases
• Build connections
• Walk our talk
Session Goals
Session Design
Why shared leadership & what it looks like
Applying a shared leadership model
Capturing what we have learned
Changes in Leadership Thinking
-- Connected: The Surprising Power of Our Social Networks and How They Shape Our Lives by Nicholas Christakis and James Fowler
From Individual Leaders to Shared Leadership
From Hierarchy to Connectedness
From Silos to Collaboration…
What is Shared Leadership?
Shared leadership in an organizational context refers the ways in which authority, responsibility,
and accountability are more broadly distributed and supported with structures, communication
strategies and processes that create opportunities for fuller participation in the leadership of the
organization by more of its staff.
Why Shared Leadership?
• The sum of the whole is greater than the parts
• Aligning values & structures
• Creativity & problem solving
• Leadership opportunity throughout the organization
• More invested accountable team that is producing more
• Shared burden and more fun!
How is this Different?
Elements of Shared Leadership Elements ED Leadership
ApproachShared Leadership Approach
Leadership:Who claims it?
Individual manager(s) Team
Decision:Who makes them?
Top management Distributed and aligned with areas of responsibility
Structures Hierarchical Flattened hierarchy, networked
Communications Top down Multi-directional and more transparent
Diversity and Inclusion Less likely for multiple cultural influences
More likely for multiple cultural influences
Processes Directive Collective
Accountability Buck stops at the top Distributed among a leadership team
What it Looks Like in Practice
Example #1
Elements Shared Leadership Approach
Leadership Coordinating Council and everyone in the context of their work
Decisions Big decisions involve everyone and working groups in their respective area
Diversity and Inclusion
Developing people of color with commitment to dismantling racism and oppression
Structures Coordinating Council, three committees, working groups and board
Communications Multidirectional and transparent
Processes Collaboration in working groups
Accountability Committees are responsible for making sure individuals fulfill responsibilities
Pay Equity
Program and admin Integration
Develop People of Color
Leadership Coaching
Position Rotation
Key Features
Benefits
•Ownership of organization by board & staff
•Sustainable leadership by people of color
•Values alignment: walking the talk
Challenges
•Accountability seen as “power over”
•Responding to different realities
•Coordinating
Example #2
National Educational/Advocacy
Organization
Features Shared Leadership Approach
Leadership Representational Management Team with overall coordination and management responsibilities (ED as equal member)
Decisions • Key high level strategic directions by board and staff together.• Key staff related decisions made by full staff
Diversity and Inclusion
Management team is multicultural and regularly address culture as part of their social justice work
Structure Self managed staff teams
Communications Attempt to be multidirectional and transparent
Processes Modified consensus decision making and then two-thirds vote
Accountability • Mutual accountability- Management Team is accountable to the board and staff teams • Staff teams are accountable to the Management Team and to each other
Mgmt. Team accountable to board
Mgmt. team meetings with E.C.
ED transition allowed for change
Team charters
Full staff makes major staff decisions
Key Features
Benefits
•Mission aligned with organizational structure
•Increased creativity and problem solving
•Increased staff ownership and morale
Challenges
•Tendency to become insular and too focused on internal processing
•“Old board” operated from hierarchical framework
•Continual vigilance on mutual accountability and transparency
Example #3
Elements Shared Leadership Approach
Leadership Shared between equal Executive Director (ED) and Artistic Director (AD)
Decisions • Big decisions on program start with AD • Big decisions on infrastructure start with ED• Working groups in their respective area or project
Diversity and Inclusion
Deliberate approach to coaching younger ED and older AD
Structures ED and AD, working groups and board
Communications ED and AD work collaboratively
Processes Collaboration in working groups
Accountability • Working groups accountable to ED or AD• ED and AD both report to the board
Regular evaluation of arrangement
Ongoing coach support for ED and AD
Large unifying project early in arrangement
Shared responsibility for budget creation
Ongoing board chair support for ED and AD
Key Features
Benefits
•People play to their strengths
•Reduced isolation with a “thinking partner”
•Connected and engaged board
Challenges
•Up front communication and trust building can be time intensive
•Significant reliance on individual commitment to the approach
•Easier to apply for big, broad projects/campaigns rather than more day-to-day activities
Group Discussion
1. Who has the leadership: What do you think are the additional benefits and
challenges?
2. Who makes decisions/Process: What models of decision making do you think will work most effectively in a shared leadership model?
3. Structures: Are there other structures that would work? What would be their benefits and challenges?
4. Communications: What are the primary challenges with communications within a shared leadership structure and what types would be most effective?
5. Culture: In what ways does culture influence the creation and implementation of shared leadership practices?
6. Accountability: What structures and processes would be most effective in setting up mutual accountability within a shared staff leadership model?
Additional Resources
1. “Leadership Development and Leadership Change.” Building
Movement Project (White Paper), 2009. www.buildingmovement.org
2. Zerezghi, Ruth “ Shared Leadership: “Creating New Models of Management.” Grassroots Fundraising Journal, July- August 2010 . Pages 6-9
3. Leadership for a New Era. www.leadershipforanewera.org, see collective leadership resources and resources provided by The Data Center
4. Kellogg Leaders for Community Change: A collective leadership tool,http://www.iel.org/pubs/klccframework.pdf
