How Might Our Definition of Leadership Be Surprising?

When people think of leadership or leaders, they often think of one person in a positional role of responsibility. We define leadership as a social process that occurs with any group or team, regardless of position. And even when someone holds the title or the position of leader, it’s rarely one heroic act that creates leadership. It always involves other people. Therefore, it’s important to think about leadership as a property of a group of people co-creating something. This relational approach to leadership is essential in today’s complex and rapidly changing environment.

What Signs Indicate Leadership Is Present?

Leadership is a process, and processes create outcomes. So, you need to look at the outcomes that your leadership is intended to create. What are you trying to achieve with the act of leading or leadership?

In the context of a nonprofit or philanthropic organization, the desired outcomes might include increased funding, improved service delivery, or greater social impact. These outcomes require the collective effort of the entire team. They cannot be achieved by a single individual, no matter how competent or charismatic. This is why it’s crucial to consider leadership as a social process and to evaluate its effectiveness based on the outcomes it produces.

What Core Outcomes Does Effective Leadership Create?

Based on our research and extensive experience, we know that when leadership is effective, 3 primary outcomes are achieved: Direction, Alignment, and Commitment, or DAC. Our DAC framework helps us diagnose and improve the leadership process:

• Direction refers to the shared agreement on the group’s goals. It’s not enough for the leader to have a clear vision or strategy; everyone in the group must understand and buy into this vision or strategy. This shared agreement on the direction is critical to effective leadership.
• Alignment is about coordinating work across the group. It involves ensuring that everyone is working toward the same goals and understands how their role contributes to the overall success of the organization. Without alignment, efforts can become disjointed, and the effectiveness of the team can be compromised.
• Commitment means that group members all feel mutually responsible for the group’s success, meaning they are willing to put the group’s needs above their own when necessary. This is perhaps the most challenging aspect of the DAC framework, as it requires individuals to put aside personal interests for the greater good. However, it’s also one of the most powerful aspects, as it fosters a sense of shared responsibility and ownership among team members.

Why Is the DAC Framework Vital for Leading in Uncertainty?

When people are uncertain and can’t see the future clearly, especially if they’re in a leadership position, they tend to turn inward and feel the responsibility to be the source of clarity for the people they lead. They start to lean on their knowledge and skills, thinking they must figure it out by themselves.

In fact, the opposite is true. When leading through uncertainty, the DAC framework becomes even more critical. When the future is unclear, and the environment is constantly changing, it’s vital to leverage the talents and perspectives of others and to have shared direction, alignment, and commitment from all team members.

Going through this process with other people allows you to surface assumptions that could otherwise lead you astray. In times of change and uncertainty, you may create your own narratives to function and make progress. By involving others in the process, you can challenge these assumptions and ensure everyone is moving in the same direction and working well together to achieve success. This leadership approach can help your team navigate through uncertainty and emerge stronger.

What Can Help Nonprofit & Philanthropic Leaders Navigate Uncertainty?

Involve your team. Leadership is a social, relational process. Include your team in setting and adjusting the direction, aligning efforts, and fostering commitment. This not only ensures that everyone is on the same page but also helps to build a sense of ownership and commitment among team members.

Communicate clearly and frequently. Make sure everyone understands the organization’s direction and their role in it. Clear communication is key to achieving alignment. Regular updates, meetings, and feedback sessions help keep everyone informed and engaged.

Monitor alignment and commitment. Regularly check in with your team to ensure their work is well-coordinated, especially in disruptive times. Pay attention to team dynamics and how well people are supporting one another amidst the complexity and uncertainty. This continuous monitoring can help you identify and address any issues early on, preventing minor problems from escalating into major challenges.

Be flexible and adaptable. In times of uncertainty, be prepared to adjust your direction, realign your team, and renew their commitment. Flexibility and adaptability are key to maintaining alignment and commitment in a changing environment. Don’t be afraid to change course if the situation demands it.

By focusing on the process of leadership and considering it a property of the group, you can steer your organization through the chaos and toward success.

Ready to Take the Next Step?

Leading through uncertainty requires all team members to create direction, alignment, and commitment. If you, like us, believe in the power of leadership to drive social change, contact us to start a conversation about how we can partner together.

The post Ask the Expert: Guidance for Leading Through Uncertainty appeared first on CCL.

The Legacy of Impact for Partnership Excellence Award honors outstanding  partners who have made significant strides in driving meaningful impact within the community. These partners exemplify a shared commitment, vision, and dedication to building a brighter future for students and communities while amplifying the collective impact of this shared mission.

“Teach For America North Carolina develops and supports our leaders through impactful and strategic partnerships in pursuit of an excellent education for every child. Those same leaders are better positioned to transform education and expand opportunity because of CCL’s innovative programming. We are thrilled to recognize them as a part of our statewide anniversary celebration and award them with the Legacy of Impact for Partnership Excellence Award,” said Dr. Monique Perry-Graves, Executive Director, Teach For America North Carolina Regions.

Honorees were recognized during TFA NC’s annual signature event, held Mar. 20, to bring together community leaders, uplift NC students, and celebrate the impact of Teach For America educators. This year’s event also marked 10 years of impact in the Piedmont Triad and brought together leaders across the state from the education, business, and civic communities.

This recognition signifies CCL’s continued efforts to understand and invest in the leadership development of youth, students, and educators with the goal of building the capacity of all young people to have a greater impact on themselves, their peers, and their world.

“We are truly honored to receive this recognition from Teach for America North Carolina. CCL has been committed to enhancing leadership in K-12 schools and school systems for 40 years. Our partnership with Teach for America NC has allowed us to extend our reach to TFA alumni who make a positive difference in education each day in our home state of North Carolina,” said Lynn Fick-Cooper, Chief Societal Impact Officer.

“Our collaboration with TFA NC is a powerful way to develop future generations of leaders, honor our North Carolina heritage, and fulfill our mission to advance the understanding, practice, and development of leadership for the benefit of society worldwide.”

The post CCL Honored With Legacy of Excellence Award From Teach For America North Carolina appeared first on CCL.

There is a significant lack of women, particularly women of color, in management positions. For every 100 men promoted to manager, only 81 women achieve the same, and this disparity is even greater for Black women, with only 54 promoted for every 100 men, according to the Women in the Workplace report by LeanIn.org and McKinsey & Company.

Women face the “broken rung” phenomenon, where men at entry-level are promoted to managerial roles at much higher rates than women.

This early career setback puts women at a lasting disadvantage. Rachel Thomas, co-founder and CEO of LeanIn.org, emphasizes that this “broken rung” restricts women’s career progress. Despite some progress at higher levels, these advancements often come with caveats.

The Sandberg Goldberg Bernthal Family Foundation (SGB) is a nonprofit dedicated to promoting equality and resilience through 4 initiatives: LeanIn.org, Lean In Girls, OptionB.org, and the Dave Goldberg Scholarship Program. Launched in 2013, LeanIn.org supports Lean In Circles, small groups of women who meet regularly to empower each other personally and professionally. These Circles help women build confidence, develop leadership skills, and achieve their goals. Over 100,000 women in 183 countries have started Circles, with 85% of members reporting positive changes within 6 months of joining.

To enhance the leadership skills of regional Lean In Network Leaders, SGB partnered with the Center for Creative Leadership (CCL). “We chose CCL for their exceptional reputation and expertise in leadership development,” said Nikki Pawsey, Director of the Global Network Leader Program. “Their global reach and commitment to co-creating a tailored leadership course for women aligned perfectly with our vision of empowering more women leaders in the workplace.”

Solution

CCL and SGB collaborated to create the Network Leadership Development Program (NLDP). This program is designed for mid-career women leaders, focusing on immediate and practical application to build confidence and navigate strategic leadership challenges. According to Pawsey, “Our primary goal was to offer our global network of volunteers the opportunity to develop their leadership skills in a way that would empower them both personally and professionally. We wanted to raise their level of self-awareness and provide tools for them to strengthen their ability to lead, inspire, and make a difference in their communities worldwide.”

The NLDP is a 3-month, multi-modal learning experience that includes:

• Asynchronous preparatory learning in a custom online course
• Offline peer discussions managed by participants
• Live online sessions every other week to engage on topics
• Pre-work including the WorkPlace Big Five Profile, a senior leader interview, and defining a Key Leadership Challenge

Featured Solutions

Foundations & Philanthropic Leadership

Learn more about how we're partnering with foundations for philanthropic leadership to drive change by offering professional development to build leadership capacity.

Women’s Leadership Development

We've helped pioneer women's leadership development for nearly 50 years. Explore our research-based leadership training programs for women.

The program elements designed to boost engagement and learning include:

• Amplifying the collective power of broad, diverse networks
• Strengthening and leveraging authenticity and credibility to gain trust
• Developing leadership skills and preparing for career acceleration
• Leveraging peer support to work through critical leadership challenges
• Driving conversations and practices promoting belonging
• Building a network of ambassadors to retain and advance women in organizations

CCL has completed 10 successful cohorts globally with more than 250 participants from diverse backgrounds and locations finding common ground in their volunteer leadership role with Lean In.

Results

Following the NLDP, participants have committed to applying their new insights and skills. They plan to:

• Share knowledge with their teams
• Foster resilient work cultures
• Engage in networking and mentoring
• Support other women in their professional journeys

By the Numbers

The program has inspired participants to enhance their leadership skills, promote inclusivity, and focus on personal and professional growth. They are also eager to expand their professional networks and become more active in the Lean In community.

Participants have reported:

• Increased assertiveness
• Improved decision-making
• Enhanced leadership presence
• Greater focus on creating inclusive and diverse environments
• Efforts toward equality

Many participants plan to use their new skills to advance their careers, start businesses, or take on new roles. Pawsey emphasized, “The impact of this partnership has been profound. Through CCL’s programs, our volunteers have not only grown as leaders but also built stronger connections within the network, fostering a sense of shared purpose and collaboration. We’ve seen enhanced confidence, creativity, and problem-solving skills amongst our community. Many of our leaders would not have the opportunity in their country to access such high-quality training.”

Participants Say

The post Sandberg Goldberg Bernthal Foundation Advances Women’s Leadership Globally appeared first on CCL.