Designing and Delivering a Civil Society Leadership Development Programme for Young African Leaders

The Client:
 

A consortium of civil society organisations seeking to develop the leadership capabilities of its young leaders.
 

The Client Need / Request:
 

As part of an initiative to support and strengthen CSO organisation capabilities and leadership as well as services to end beneficiaries Quilibra was approached to design and develop a Leadership Development Programme aimed at young emerging and newly established leaders who were:

  • already active within their Civil Society Organisations
  • in need of effective coaching and developmental support
  • identified as potentially benefitting from leadership developmental support
  • ready and motivated to initiate and embark on a self-managed, effective and nurturing personal and leadership developmental journey
  • able (potentially able) to make a real and positive contribution and difference to the organisations and communities they serve

What we did:
 

Created a design and approach to deliver a blended learning programme that would use coaching and action learning / workshop interventions to achieve learning goals and work effectively within the participants contexts and realities.

Provided as part of the response:

  • Materials to support the learning and learning delivery
  • Participants’ self-assessment tools and associated feedback and learning processes (embedded into the programme)
  • Participants’ action learning processes and links with real organisation needs through projects and activities (endorsed and supported by the organisation)
  • Ongoing coaching and support / intervention during the journey
  • Review and reflection – identifying key lessons at individual and organisational (as well as programme) levels

The Outcomes:


The programme is ongoing – the aim is to achieve the following outcomes:

  • Develop a cohort of leaders who are achieving tangible leadership goals and are active and beneficial in society
  • Support the participants to:
    1. develop practices and habits that will aid their on-going development as leaders
    2. strengthen their association with peers and expand their networks of people to draw upon for support and guidance
    3. become self-developers that have the knowledge and skills on how to identify and address issues/challenges of generational leadership
    4. set clear learning and developmental plans and the associated knowledge and skills to manage and enact them
    5. become supervisors and managers that can work within as well as manage and lead different types of diverse teams in an appreciative and effective way

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