Hunt Scanlon Media’s Post

When the war broke out, all of our programming at FemForward was paused or cancelled and it was very worrying for the organization. But with every challenge comes an opportunity to help, and that is exactly how I saw this. Working women are struggling now more than ever; whether it is due to trauma, struggling to navigate their daily lives, having been displaced from the North or the South, running the household alone as their husbands are serving in the army, the list goes goes on. During these extremely difficult times, I am so proud to announce our partnership with the Jewish Federations of North America for the upcoming 2 cohorts of FemForward Leaders. 👏🏽 Details of our next cohort: 💫 The next cohort of FemForward Leaders is launching May 1st 2024 and will be 3.5 months.  💫 Applications will open Monday March 18th and close Monday April 15th.  💫 The cohort will be for 25 participants all working in junior positions in tech who aim to progress into managerial positions. 💫 There will be a focus on women who have been strongly affected by the war (e.g. if you are finding it challenging to navigate your daily life and falling behind at work) and those displaced from the North and the South. 💫 There will be weekly workshops led by female execs covering topics such as leadership development, career advancement, management, negotiation skills, communication skills, handing difficult conversations, etc;   💫 We will also provide workshops specifically tailored to navigating oneself during these difficult times of war; such as Financial Independence, Preparing for the Unknown, Dealing with Trauma, etc; 💫 FemForward is an inclusive program and aims to have both Arab and Jewish participation. Follow us at FemForward for all updates ⬅  Email info@femforward.org with any questions ⬅ Thank you so much to all those who personally helped during this time create something positive, it means the world: Jewish Federations of North America Roy Munin Danna Hochstein Mann Felicity R Aziz Fleur Hassan-Nahoum Khouloud Ayuti Mahmoud Khweis Michael Mizrahi Stav Erez Meirav Atun Amiry Ruth Moatti Gila Tolub

Over the last two years I have been immersed in the research focused on BIPOC executives, the challenges we face, and the impact of the COVID crisis on the hiring of BIPOC leaders to rescue organizations at-risk, and the lack of corresponding supports. This has all been layered on a history of systemic and structural difficulties we've encountered in leadership. Stakeholders are trying to respond to the moment to create change, and that is encouraging. #StillRising offers several programs that focus on supporting BIPOC leaders in building community and social capital, strengthening capacity and practicing self-care & wellness. These programs combine learnings from my personal experiences with research findings regarding the things we need as leaders and often don't have access to. But we need more coordinated, intentional, system-wide comprehensive strategies that incorporate continuous improvement and learning if we really want to transform the status quo. We can't apply the traditional model of philanthropy and board governance to shifting the experiences of BIPOC leaders. I share some of my thoughts about this in Philanthropy New York this week.

Discover the transformative power of the unique bond between wolves and humans at Wolf Connection, a remarkable 165-acre educational sanctuary nestled in southern California, in a new Getting Smart Blog by Michael Niehoff. At the heart of Wolf Connection's mission is the belief in empowering the next generation to become authentic leaders and stewards of the earth. Through direct relationships with rescued wolves, at-risk youth reconnect with nature, learn the value of service, and embark on a journey of self-discovery through Wolf Therapy. The key to their success lies in participants seeing themselves mirrored in the experiences of the wolves. Through these shared experiences, individuals gain insights into their own emotional landscapes, fostering resilience and empathy. Join us in celebrating the inspiring work of Wolf Connection and the transformative impact of Wolf Therapy on youth empowerment and leadership development: https://lnkd.in/g4e2_spm #GettingSmart #GettingSmartBlog #WolfConnection #WolfTherapy #YouthEmpowerment #LeadershipDevelopment #NatureTherapy

Over the last two years I have been immersed in the research focused on BIPOC executives, the challenges we face, and the impact of the COVID crisis on the hiring of BIPOC leaders to rescue organizations at-risk, and the lack of corresponding supports. This has all been layered on a history of systemic and structural difficulties we've encountered in leadership. Stakeholders are trying to respond to the moment to create change, and that is encouraging. #StillRising offers several programs that focus on supporting BIPOC leaders in building community and social capital, strengthening capacity and practicing self-care & wellness. These programs combine learnings from my personal experiences with research findings regarding the things we need as leaders and often don't have access to. But we need more coordinated, intentional, system-wide comprehensive strategies that incorporate continuous improvement and learning if we really want to transform the status quo. We can't apply the traditional model of philanthropy and board governance to shifting the experiences of BIPOC leaders. I share some of my thoughts about this in Philanthropy New York this week.

Fewer people, especially people of color, want to lead nonprofits. The Building Movement Project's recent study found "executive directors of color continue to report less support from boards and staff than their white peers. For example, 70 percent of white executive directors said they had strong support from their board when they entered their positions compared with just 49 percent of leaders of color." Add this to the uphill battle leaders of color face in getting institutional giving relative to their white peers. Nonprofit leadership, especially for leaders of color, has become an almost impossible job that often drowns out the personal and professional benefits gained from being deeply engaged in mission-driven work. Here are 6 ways to make things better for leaders of color: ✅ Do the internal work of figuring out where a leader of color may have challenges even before they arrive, with you or with the organization. And, make the changes you need to, not for a person, but because it's who you want to be. ✅ Pay them exceptionally well. Nonprofit leaders of color often work in spaces where they are fighting for their community's right to have the same freedoms, rights, economic stability, and status in society as those in the majority. The emotional toll is incalculable, and our country and world would be so much worse off without this sacrifice. Pay them like our lives - and values - depend on it, because they do. ✅ Make sure the board and staff are prepared to support a leader of color when they come in, i.e. ensure your organization is inclusive before you ask someone else to "fix" it. ✅ Have a plan in place to build the relationship between the Board Chair and the new leader, i.e. don't leave it to chance or chemistry. ✅ Provide leaders of color with access to premium mental health care - therapists, psychiatrists, coaches, shamans, acupuncturists, and other healers. What works for you might not work for them - so give them flexibility in how they sustain themselves. ✅ Connect leaders of color with the breadth and depth of your networks, go above and beyond. Invest in their success beyond any one organization or project. We all do better when we all do better. Please repost and share if you think the above is useful. Thank you! #myposts #leadersofcolor #coaching #bipoc #coachesofcolor