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The Lundy Foundation helps build leadership capacity in individuals, organizations and communities seeking a voice in political, social and community affairs. Using custom-designed training programs and assessments, Lundy facilitates the development of collaborative leadership and alliances between and among individuals and organizations seeking to initiate lasting social change. Our training programs:
- Establish a structure for building effective and sustainable leadership capacity.
- Focus on helping individuals, organizations and communities identify problems, prioritize potential solutions and develop an action plan.
- Provide a forum for exploring the challenges faced by individuals, organizations and communities as they seek to develop practical skills and ethical and sustainable leadership practices.
Leadership development is achieved through innovative curriculum design that is developed and implemented by a team of prominent experts in the fields of leadership training, community building and collaborative decision-making.
Identifying Problems, Recognizing and Prioritizing Potential Solutions, Developing and Implementing a Plan of Action
- Lundy helps nonprofit, for-profit and political organizations build capacity so that they can efficiently and effectively achieve their visions, fulfill their missions and sustain themselves over the long term.
- Organizational effectiveness is developed in three key areas: team performance, collaborative leadership and interpersonal relationships.
Team performance: Focusing on eight dimensions of high-performing teams:
Clear, elevating goal.
Results-driven structure.
Competent team members.
Unified commitment.
Collaborative climate.
Standards of excellence.
External support and recognition.
Principled leadership.
Collaborative leadership: Focusing on seven practices of exemplary leaders:
Credibility and open processes.
Strong process leadership.
Commitment and/or involvement of high-level, visible leaders.
Broad-based involvement of key stakeholders.
Overcoming mistrust and skepticism.
Dealing with established authorities and powers.
Shift to broader concern.
Interpersonal relationships: Focusing on confident and competent leadership:
Dealing with conflict.
Providing and receiving constructive feedback.
Using power constructively.
Facilitating group processes.
Exploring the shadow side of leadership, to include assessing and appreciating the humanness of self and others, focusing inwardly, examining internal defenses and coping mechanisms (behaviors that often limit an individual’s effectiveness as a leader).
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