AchieveMission and Crossroads
About AchieveMission: We will not rest until we see a social sector filled with equity-conscious organizations working in and with communities to achieve needed outcomes.
Our mission is to transform the leadership and management capabilities of these organizations to make their missions a reality.
To achieve this, we:
- Apply a race equity lens to everything we imagine and all that we offer.
- Integrate an adaptive leadership framework with practical tools and approaches honed in the nonprofit and philanthropic context and informed by our team’s successful track record of social justice action and leadership development across all sectors.
- Partner with Social Sector organizations to strengthen the day-to-day practices of leading and managing, all day, every day, fully aligned with the strategic objectives that matter.
About Crossroads: Crossroads was founded in 1986 to find new directions in understanding root causes of U.S. racism and develop effective strategies for dismantling systemic racism in institutions. We provide a structural analysis to institutions that are coming to recognize patterns of oppression within their own systems, and are realizing the need for institutional change. Using a power analysis, Crossroads leads institutions in identifying organizational barriers that prevent just, accountable, authentic multicultural diversity. Our work is primarily developing institutional anti-racism teams that receive training and ongoing coaching and consultation designed to help them create and implement long-range, strategic antiracism planning for their institution.
Race Equity and Succession Planning
There are two foundational elements that support the entire engagement - an adaptive leadership framework and a race equity/power analysis. These elements will be introduced intensively on the front-end and then integrated throughout.
- Opening Session (in-person) - 3 days in April (Current dates to hold April 1-4th & April 22-26th). Participants will have an opportunity to build relationships and trust as a cohort, engage in foundational learning related to structural racism, talent development & succession, and begin to reflect on the current state of their organizations regarding these learnings. The Crossroads team will be joining the Achieve Mission team in this first cohort session, delivering content from their “Anti-racism Training” as a foundation for the talent and succession work the cohort will advance throughout the program year.
- Two Virtual Sessions (video) - 3 hours each (May & November). Participants will be introduced to race- equity informed succession management/leadership integrated training. Organizational teams will come to these sessions clear on their leadership development and succession opportunities and needs. Each organization will identify and plan toward a talent development/succession project to execute with a race equity lens.
- Mid-program Session (in-person) - 1 day in September (Current dates to hold Sept 16-20th). Organizations share progress-to-date. Consult with one another on cases, with race equity and adaptive leadership lenses, opportunity to identify and pilot solutions to problems/challenges folks are experiencing.
- Team Coaching - 4 coaching opportunities/case consultancies to build adaptive capacity on their teams and in their organizations to implement a race equity lens to their talent development/succession work between sessions.
- Closing Session (in-person) - 1 day in February (Current dates to hold February 4th- 7th, Feb 24-28th). Participants will have an opportunity to review learning and next stages of their individual, department-level and organizational development. Mobilizing their stakeholders for ongoing change and behavior shifts.
Grantee Readiness Markers
- At a basic level, grantees need to be financially and programmatically stable enough to invest time and attention on this work (see participation requirements below).
- Grantees will have a stated value for diversity, equity and inclusion and yet experience dissatisfaction with the racial status quo within their organization and its relationship to the community within which it operates. Participants need to:
- Be willing to lead with vulnerability in a diverse group
- Have a basic understanding of the history of structural racism in the United States and its relationship to their work
- Be willing to put something at stake in the program in efforts to shift the status quo
- Grantees have an organizational need to focus on internal leadership development and succession management at the present time. Grantees need to:
- Have a commitment to talent development and willingness/intention to take action based on the talent development and racial equity needs surfaced through this program
- Have staff resources identified that are responsible for/will be able to continue leading the talent development and succession planning practices put in place through this program
Expected Grantee Outcomes
The highest-level outcome is for grantees to shift mindsets and behavior on what race equity and succession planning look like when inextricably linked, and to be skilled at applying a race equity lens to succession management and leadership development in their organizations. Participants will learn the tools and practices to facilitate a robust succession management process in their own organizations, with clear equity-informed measures and outcomes over two years. Inside of that overview, they will:
- Begin internalizing a shared language for talking effectively about systemic racism, and how it operates in society, and within their organization
- Recognize how racism and bias are embedded in their own individual ways of seeing and how their assumptions and biases influence how they develop talent in their organizations
- Diagnose their adaptive challenges (factions, values, learning) and know how to disrupt unproductive patterns
- Integrate new talent development, succession and leadership practices and launch a succession management plan with an explicit race equity lens and methodology
- Begin to surface learnings and best-practices for applying a race equity lens to succession and talent development that can be shared and replicated among other peers in the social sector
Grantee Participation Requirements
- Three participants (decision makers & emerging leaders) from each participating organization who reflect the diversity of the organization’s racial and ethnic demographics and offer access to perspectives at different levels of formal organizational authority (smaller organizations may opt to have 2 representatives).
- CEO/ED or an Executive Sponsor from the Senior Leadership Team,
- Head of HR, Talent, or Diversity,
- Emerging Leader that has been assigned a role in supporting an initiative in Diversity, Equity, and Inclusion and/or Talent Development of the organization
- All representing members need to be able to participate in the below sessions.
- Opening Session (in-person) - 3 days in April (Current dates to hold April 1-4th & April 22-26th).
- Two Virtual Sessions (video) - 3 hours each (May & November).
- Mid-program Session (in-person) - 1 day in September (Current dates to hold Sept 16-20th).
- Team Coaching - 4 coaching opportunities/case consultancies
- Closing Session (in-person) - 1 day in February (Current dates to hold February 4th- 7th, Feb 24-28th).
- Participants will be required to complete pre-work/reading in between sessions. Pre-work required will be:
- Reading the book “Leadership on the Line” by Ronald A. Heifetz & Marty Linsky
- Each in-person or virtual session will have:
- 1-3 Articles or Cases to review (Est 30-60 min of time)
- 1-2 Videos to watch (Est 5 - 30 min of time)
- Each organization will be challenged to identify a talent development/succession project to execute within the year that includes conducting a Talent Review and/or Succession Planning session within their team that leverages the race equity lens and practices they have learned. The grantee can choose the internal stakeholders for the project/session (i.e. it could be held among the organization’s senior leadership team, management team, a functional area of the org, etc.)
Service Dates and Locations
The in-person locations are listed below:
- Opening Session in April 2019 (Current dates to hold April 1-4th & April 22-26th) - Location TBD by March 2019 (the location decision will factor in where Grantees will be traveling from)
- Mid-Program Session in September 2019 (Current dates to hold September 16-20th) - Location TBD by May 2019 (will be in Washington D.C. OR Hosted by a Grantee at their location)
- Closing Session in February 2020 (Current dates to hold February 4th- 7th, Feb 24-28th) - Location TBD by May 2019 (will be in Washington D.C. OR Hosted by a Grantee at their location)