Leaders operate within an environment of rapid, unpredictable, and unrelenting change. The social and political landscape are ever evolving, creating challenges and opportunities to drive meaningful and sustainable personal and organizational change through rEvolutionary LeadershipTM. Social Current’s rEvolutionary Leadership model encompasses the notion that leaders must be both evolutionary—managing constant change over time and reacting and responding to the environment, and revolutionary—change agents who not just react to change but lead change using disruption as a creative force to act upon the environment through the lens of equity. rEvolutionary leadership centers on four internal skillsets that interplay with one another to generate an individual’s leadership capacities: Cognitive, Emotional, Spiritual, and Behavioral.
This multiweek mini-course is designed to address the importance of organizational change and will focus on individual, team, and organizational leadership. It will provide learners with the foundation for examining and developing their own individual leadership style. The social sector is faced with an incredibly challenging and rapidly changing operating environment, marked by shrinking resources, higher expectations to demonstrate impact, and challenges to the social contract. Consequently, nonprofit leaders must possess the ability to navigate complexity, secure buy in, and break down barriers, to just name a few, so that their organizations can achieve their respective mission and vision. Change leaders understand the importance to building a high-impact organization is not just nestled in self-leading and self-investing. Real change leadership is also about investing in others that follow, creating and developing a learning organization that understands the change equation and working co-creatively with leaders in the communities and neighborhoods being served for maximum impact.
Leaders will understand the alignment of cognitive, emotional, behavioral and spiritual aspects of leadership needed to support change leadership within and through their organizations.
The need for change, planning for change, implementing change, and evaluating change will be discussed from a variety of theoretical and practical perspectives. In the end, real systems change takes place through powerful high-performing and high-impact teams, organizations, and communities made up of rEvolutionary leaders.
A certificate of completion will be provided at the end of the course from the Social Current.
Discussion Responses
Submit responses to discussion questions via the discussion board in the online course. Posts should be 75-100 words in length. Show evidence of critical thinking as it applies to the concepts/prompt and/or use examples of the application of the concepts to work and life. Proper punctuation, grammar, and correct spelling are expected.
Required Replies
You must reply to at least one other student per prompt. Your reply should build on the concept discussed, offer a question to consider, or add a differing perspective, etc. Rather than responding with, “Good post,” explain why the post is “good” (why it is important, useful, insightful, etc.). Or, if you disagree, respectfully share your alternative perspective. Just saying “I agree” or “Good idea” is not sufficient for the posts you would like graded.
Outlook Live