How can you prepare community members for leadership roles?

Titles don't equal quality leadership, but that's often the only realm where people believe leadership exists. Helping people realize that even without a leadership title, they've embodied the skills and values of quality leadership will hopefully instill more confidence in people to help them step forward into leadership roles, even if they don't have a "traditional" pipeline to leadership or haven't held what they view is a leadership role prior. Good coaches and mentors are leaders. Children who take on roles of responsibility in their families are leaders. Athletes who rally their teams are leaders. People who do work in their religious centers are leaders. There are so many paths to leadership.

We need to consider values of individuals and their recognition and acceptance by the community they live. context is always matters; their willingness to serve, ability to mobilize for good cause and intentionality in inclusiveness are equally important to the necessary leadership skill and approaches..

Identify individuals who are actively engaged and demonstrate a commitment to the community’s goals and objectives; engage them and provide opportunities for mentorship and training. Not all leaders have titles, many are dedicated individuals who drive change by actively participating and encouraging others!

Many individuals in positions of power and privilege often overlook the potential leadership roles of those residing in remote areas. This oversight poses a significant challenge. The primary step we need to take is approaching this matter without prejudice and being open to listening. Only through this approach can we truly recognize their leadership capabilities and actions. This understanding will not only reveal how they are effectively leading but also inspire us to return with newfound motivation.

After finding potential leaders, it's important to help them grow through training and mentoring: Offer Training: This can be workshops, online classes, or webinars on things like how to plan campaigns, speak in public, solve conflicts, and work with the media. Mentoring Helps: Connect these new leaders with experienced organizers who can give them advice, help, and motivation. Learn from Each Other: Set up groups where these leaders can talk about their experiences and learn from one another.

More than mentoring, modeling the way and collaborating with my new and sometimes younger collaborators and partners as peers is invaluable. Having different levels of skills is critical and needed in order to address an issue or challenge. Most problems we are addressing require a multidisciplinary approach.

Os treinamentos técnicos e comportamentais são fundamentais para o processo de formação / lapidação do profissional, mas certificados por si só não certificam o desenvolvimento das capacidades, habilidades e competências. Acredito piamente na educAÇÃO, acompanhei a implantação de uma universidade corporativa em uma multinacional. Existe um verdadeiro abismo entre a teoria e a prática, reitero, acredito no poder da transformação do processo de formação, porém essa lapidação depende mais do indivíduo do que dos métodos e orientadores. Uma das ferramentas mais importantes na lapidação das lideranças é o processo de humanização, pois o poder tem o poder de “corromper” o ser do humano. O processo de lapidação não depende apenas dos processos.

A grassroots community leader has earned respect and listens to their community. They are a natural problem solver. The community comes to them for advice, answers and resources. From my experience in low income communities, they are not always educated, however they understand the needs and take action. Training them to be an administrative leader is frustrating for them. That is why a supportive Non profit is key. The role of the non profit is to provide administrative support. I agree in training for the community leaders yes, but not so intense they lose the joy in doing what they do best. Solve problems, network and advocate for resources for their community.

Empower future leaders by instilling confidence in their abilities. Celebrate their unique gifts once they are discovered. We have each been imbued with unique skills that are often unrealized. When we seek to identify and recognize those unrealized skills in others, we encounter an opportunity to help empower and advance that individual to a leadership position they may not have previously even realized as a possibility.

Giving community members specific tasks and roles is a good way to get them ready for leadership: Match Tasks to Their Strengths: Give them jobs that fit what they're good at and interested in. This helps them use their best skills. Real Experience: Doing actual tasks like organizing events or managing money gives them real-life experience in leading. Challenge Them: Let them try things that might be a bit hard, so they can learn and grow. Work in Teams: Create groups where they can work with others. This teaches them about teamwork and shared responsibilities.

Delegating tasks and even full roles seems straightforward, but it can be difficult for those who are not used to managing or delegating to others. A helpful practice is to write down the complete components of a task, and try to create a visual manual or video version as well, for those who learn in different ways. Doing a task together once or twice to guide new people through the process can also help. For someone taking on a full role, having them shadow you or keep you in the loop as you transition is a great way to stay on top of anything and support them to learn. It can take extra time early on to train new people instead of tackling it yourself, but it pays off in the end to make sure incoming leaders understand the full details.

Um dos cases de sucesso mais significativos que eu tive o prazer de acompanhar foi o de um grupo de gestores / líderes que foram capazes de quebrar as barreiras das metas e dos objetivos, eles foram capazes de lutar por propósitos. Por essa e outras, eu afirmo que a re-humanização do ser do humano é a base, ou seja, é a pedra angular do desenvolvimento e aprimoramento do homem / do líder. Jesus foi o maior líder que passou pela terra, ele afirmou que verdadeira liderança não é “mandar” nos outros, nem ter um título especial (Mateus 23:10-11). O bom líder serve os outros. Boa liderança exige humildade e respeito pelas pessoas. O verdadeiro líder não é egoísta, procura o melhor para todos no seu grupo e guia o grupo para atingir os objetivos.

If we want to build true leaders, delegating tasks and roles is a great place to start but it can’t be the place we get stuck in. This is especially true if we want to cultivate Black leaders. They must eventually be given the same space and respect to be decision makers as people form other demographics, otherwise we are not cultivating leaders but, rather, leeching off of the talent of those with great leadership potential.

Delegating tasks and roles has both individual and group benefits. Individual Benefits Include: 1. Increased productivity. 2. Reduced stress and burnout. 3. Enhanced skill development. 4. Improved leadership skills. Group Benefits include: 1. Improved collaboration and teamwork. 2. Increased motivation and engagement. 3. Talent utilisation. 4. Succession planning which prepares group members for future leadership roles.

Celebrating tiny victories can help people gain resilience and work towards longer goals. When we were younger people cheered for us when we learned new things. That rarely happens in adulthood. Everyone needs to hear that they are doing well, especially when they are learning something new. Be generous with acknowledgment of the positives, it will help people grow the confidence they need to try hard things and learn in front of others.

Our annual BMAC Gala is an opportunity to honor and celebrate those individuals, artists and companies that are using their platform to impact change!

In order to keep a community engaged, you find the natural leaders in the community. Not often the loudest but the one whom everyone listens or quiets when they speak. Pick those leaders and develop them. Give them training necessary to grow as leaders. Then, let the leaders choose a team to assist. They will know who the real workers are as opposed to talkers. Once you have the core group developed, assist them in creating an action plan to tackle the problems the community agrees or sees as their worst issues. Food deserts, trash collection, graffiti, community playground may be first issues to show progress. Small steps towards building a healthy, sustainable community. When the whole community sees change, the celebration has meaning.

Recognizing and celebrating major milestones and goals achieved, is good, but also acknowledge smaller successes along the way. This shows employees that their day-to-day efforts are valued. It also makes them achievers of tomorrow

No meu ponto de vista, antes de mais nada devemos preparar as pessoas para lidarem com os altos e baixos. O controle emocional, melhor dizendo, a inteligência emocional precisa ser trabalhada desde o ensino fundamental. É fundamental preparar o ser humano para lidar com as adversidades, bem como com o sucesso e com poder. Os feedbacks estruturado sem a menor sombra de dúvida são ferramentas norteadoras, porém tanto o emissor quanto o receptor devem estar preparados para emitir (elaborar) e receber (processar). Infelizmente os gaps oriundos de um processo educacional ineficiente são nítidos e notórios, sem contar na falta de maturidade de muitos profissionais. O processo de criação e educação são pontos de atenção pouco explorados.

It's also crucial for community members in preparation for leadership roles to have growth mindsets. It allows new ideas and knowledge to bring them further in the goals they would like to achieve.

Debriefs aren't just important to develop upcoming leaders, but for current leaders as well. They should be a full team conversation in order to learn what worked, what could be improved, and what didn't work. Indeed after more complicated events, the debriefs are necessary to figure out what happened. I should note that debriefs should be "safe" conversations. That is, no one should be punished for what is respectfully raised. Otherwise, the sessions risk being more fluff than honesty.

2nd important level of CBO certification. This ensure that the CBO can identify their needs and priorities. They can plan action and implement their plan with little external support. They are still dependent on others in technical know how. They are already in performing stage

This ensure that the CBO can identify their needs and priorities. They can plan action and implement their plan with little external support. They are still dependent on others in technical know how. They are already in performing stage

Learning is important. And being self-conscious about learning is important. Learning implies that there is knowledge that you don't have but can gain. That's the right approach in everything - and to see most efforts as an experiment to see if something can work - and if it doesn't, to understand why not so you can try again.

Conforme já mencionado anteriormente a liderança tornou-se uma espécie de mercadoria, aja vista que o mercado oferece inúmeros cursos e treinamentos que “prometem” verdadeiros “milagres” no quesito liderança. É muito interessante quando analisamos na prática os resultados efetivos desses treinamentos, no ano de 2008 tive a oportunidade de fazer um treinamento (imersão), onde o foco era o desenvolvimento e aprimoramento da liderança com técnicas “militares”. O treinamento foi interessante, porém ficou nítido e notório que 85% dos participantes não apresentavam equilíbrio emocional. Muitos deles no meu ponto de vista saíram dessa imersão mais “truculentos” (com seus egos inflados). No meu ponto de vista, deveríamos rever esses conceitos

Organizing and networking. This is important step in leadership role. They need to be organized and formalizws. Their roles clarified. They have the capacity of community, project and organizational management. They have the capacity to lead, they can define their issues and streamline their resources. They are recongized as potential leaders and are linked with service providers and donors.

At ROE, we facilitate forums where members can discuss leadership challenges, share experiences and learn from one another. Secondly, we encourage members to take on leadership roles in small scale community projects where they can apply their skills, learn from challenges and build confidence. We also have networking platforms and we promote inclusive leadership and continuous learning.

To prepare community members for leadership, identify potential leaders and offer training/workshops. Provide mentorship and encourage participation in community initiatives. Foster networking and support personal/professional growth. Recognize and celebrate leadership. Continuously nurture leadership potential for lasting impact.