Juneteenth, observed each year on June 19, marks the day in 1865 when the news arrived in Galveston, Texas that the Civil War had ended and that enslaved people in the U.S. were free. Also known as Emancipation Day, it took two years after President Abraham Lincoln’s Emancipation Proclamation for that news of freedom to reach the enslaved people of Texas. The joy with which this news was greeted has translated into this national holiday, which is a celebration of African American culture, community, diversity and, most of all, resilience.
The history of African Americans, and their resilience in the face of enslavement, has often been overlooked or marginalized in American history. This has never been truer than today, where attempts to minimize Black culture and contributions continue. From painting over the “Black Lives Matter” plaza sign in Washington, D.C., to the Department of Defense removing a page about the military career of Jackie Robinson (which was restored after much vocal pushback), to the U.S. Navy’s consideration of renaming the USNS Harriet Tubman naval vessel – all these moves are attempts to erase a critical piece of our American history.
Juneteenth helps to remind us not just of the injustices of the past, but also of the resilience and perseverance of African Americans in the face of such adversity. In that way, it represents more than a celebration of freedom from slavery – it represents a call to action for social justice, equality, and healing from racial trauma.
Across the social sector, these messages resonate strongly with leaders who are tasked with the delivery of human and social services that are often targeted to support communities that have been marginalized and traumatized. Consider that human services and public benefit organizations have the highest representation of Black CEOs, 19% and 18% respectively, compared to other subsectors. Additionally, of Black CEOs across all mission-based organizations, 64% are women. What these leaders bring so critically to their work is a longtime affinity for and understanding of the importance of resilience to families, communities, and our workforce. As the social sector workforce has recovered from the challenges of a global pandemic and adapts to the chorus of voices demanding the rollback of equity, diversity, and inclusion efforts across our education and work institutions, it is a message that we all must take to heart.
By upholding and recognizing Juneteenth, people of all races can foster greater empathy, understanding, and resilience and the ability to work together toward a more inclusive and equitable society. That starts by learning from and embracing aspects of history that have been overlooked and by honoring the diverse experiences and contributions of all individuals and communities.
Juneteenth is, at its heart, a celebration of joy in freedom, culture, and community. Let’s commit to lifting up those values and celebrate our diversity, our resilience, and our belief in democratic freedoms and social justice for everyone.
Nonprofit leaders face challenges at some point, regardless of their field. Changes in policies, funding, or the needs of the organization can happen suddenly. During uncertain times, staff and community members look to their leaders for support, guidance, and reassurance that they can overcome these challenges. This is when adaptive leadership skills are needed the most.
What is Adaptive Leadership?
Adaptive leadership consists of skills that help individuals stay focused when there are no clear answers or easy solutions. These leaders are open minded and quick thinkers who respond to change and emerging challenges confidently. Instead of sticking to fixed plans or abandoning plans when conditions change, adaptive leaders remain flexible, incorporate various viewpoints, and try new solutions.
Organizational resilience starts with adaptive leadership. It’s common for changes in policy, economics, technology, and industry innovations to disrupt expectations and require organizations to respond. That’s why leaders across all sectors must be prepared to meet challenges effectively and why we emphasize adaptive leadership skills as part of our annual Executive Leadership Institute.
Putting It Into Action
Principles of adaptive leadership offer a framework for handling complex and difficult situations when clear solutions aren’t present. These principles help leaders and organizations adapt and succeed in changing environments:
- Getting on the balcony means stepping back to gain a broader view of the situation. It involves noticing what’s happening with yourself, your team, your organization, and external factors affecting you.
- Identifying the leadership challenge: To find clarity amid uncertainty, you first need to determine the nature of the challenges you’re facing.
- Experimenting and taking smart risks: Stay open to new ideas and be willing to try different approaches based on the facts you have.
- Empowering others: You don’t have to tackle everything by yourself. Involve your team and share the workload.
- Leveraging conflict: Disagreements and varying perspectives can lead to valuable learning and innovation.
- Anchoring leadership in purpose: In stressful situations, it’s easy to lose focus. Stay grounded in your overall goals to guide your actions.
The principles are interconnected and reinforce one another. For instance, “getting on the balcony” helps you identify the leadership challenge, which can inform your experiments and risk -taking. Empowering others allows more individuals to contribute to the adaptive work, while leveraging conflict can uncover new ideas.
Practices
Alongside these principles, adaptive work involves various practices that can help you succeed:
- Diagnosing the Organization/System: Understand how your organization works and identify areas for improvement.
- Regulating Distress: Manage your emotional responses to difficult situations and maintain your composure.
- Maintaining Disciplined Attention: Focus on the most pressing issues.
- Giving the Work Back to the People: Empower team members to take ownership and find solutions.
- Protecting Voices of Leadership from Below the Hierarchy: Ensure that diverse perspectives are heard, regardless of level within the organization.
Staying Prepared
Practicing adaptive leadership is just as crucial as understanding its principles. When engaged in a difficult situation, stress and time constraints can make it hard to recall this information. The program provides Leaders with continuity of practice and application of adaptive leadership techniques to sharpen their skills. Here are some methods:
- Case Studies: Stay updated on how similar organizations handle unexpected changes. Reviewing these cases can reveal valuable leadership lessons. Done through student cohorts using Social Current’s online learning community.
- Simulations: Run practice scenarios to develop your decision-making skills and identify strengths, weaknesses, and potential outcomes in a less stressful environment. During virtual convenings, students have opportunities to apply adaptive skills to situations experienced across the sector.
- Role-playing: Engaging in role-play helps you practice communication and manage tough conversations. Group exercises support experiential learning while reinforcing the importance of feedback.
- Personal Reflection: Think about how you’ve responded to unexpected changes in the past. Reflecting on your experiences can help identify areas for improvement and effective strategies to apply. Self-awareness is essential to leadership development
Executive Leadership Institute
Adaptive leadership is a core component of Social Current’s Executive Leadership Institute (ELI), which is held in partnership with Loyola University Chicago’s Quinlan School of Business. Over the course of the program, leaders grow their knowledge and skills to effectively manage day-to-day operations and prepare for future challenges and changes.
Executives and senior managers learn how to lead more effectively in an ever-changing environment through a combination of academic instruction, real-world projects, mentorship. This year’s institute will be taking place June 8-12 in Chicago. Learn more about the institute online and register to join us at our informational session.