Developing Emergin Leaders

About the Project

 

Project Background

The Developing Emerging Leaders Framework was created in response to feedback from sector leaders on the challenges of succession and leadership development. They identified a growing need to support and develop effective nonprofit leaders capable of delivering quality programs and services to lead increasingly complex organizations. Senior leaders in the nonprofit sector recognize that successful succession planning and the long-term sustainability of their organizations will rely on the effective positioning and development of leadership from within. The Developing Emerging Leaders Framework approaches leadership development through an organizational lens. The principles and practices identified in the framework are indicators of organizational success in supporting and cultivating leadership.

Who are Emerging Leaders?

We believe emerging leaders refer to individuals who demonstrate leadership potential and are seeking a career path in the nonprofit sector. They may be positioned at any level in an organization and may have skills developed outside of the nonprofit sector. Emerging leaders are identified because of their potential for leadership growth and future contributions to their organization.

Why a Framework?

A strategic framework is a structure that supports something else. It identifies connections and relationships and provides a way to coordinate approaches to large and complex issues. It is ‘strategic’ because it focuses on priorities and deals with themes and principles rather than being prescriptive about details and outputs.

Framework Principles

  The framework revolves around three main principles. Principles represent the desirable values, beliefs and priorities held by an organization. Principles that guide organizational activities, initiatives and investments in developing emerging leaders include commitment to:

1. Commitment to Learning and Development

Learning and development is valued and demonstrated through planned strategic investment in individual and group skill development, as well as in the organizational infrastructure necessary to support learning and development.

2. Commitment to Developing and Maintaining Effective Relationships

Individuals and organizations are engaged in collaboration that supports the development of emerging leaders. Expertise within and across organizations and the sector is recognized and leveraged, taking advantage of a professional environment that supports and enhances formal and informal learning.

3. Commitment to Strategic Thinking and Planning
Strategic goals and outcomes regarding leadership development are identified and innovative plans to achieve those goals are developed and refined to reflect new circumstances and learnings.

The Developing Emerging Leaders: An Organizational Approach is astrategic framework designed to:

  • build the infrastructure that will allow the nonprofit sector to address leadership development in a structured and targeted manner;
  • develop a common understanding of leadership development;
  • establish a common language when discussing, strategizing and collaborating for leadership development;
  • approach leadership development through an organizational lens and identify the organizational practices thateffectively support the development of leaders.

Learn even more about the Developing Emerging Leaders project by viewing it’s own site here at Develop Leaders

Rural Alberta Development Fund Volunteer Alberta
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