THE SOCIAL CHANGE MODEL

Research on successful leaders tells us that effective leadership emphasizes collective action and shared power rather than 'command and control'. This requires a passionate commitment on the part of the 'leader' to the idea of social justice. Effective leaders are described as being self-aware, trusting of others, doing their homework and listening to and empowering others. Based in part on insights provided by a national study, the leadership model described here is designed to emphasize clarification of values, the development of self-awareness, trust, the capacity to listen and serve others, and through collaborative work, to create change for the common good.

THE MODEL

The Social Change Model is built on the basic premises that the model:

• is inclusive;
• views leadership as a process rather than a position;
• promotes the values of equity, social justice, self-knowledge, personal empowerment, citizenship and service.

The primary goals of the model include:

• developing self knowledge and leadership competency in individuals, and
• facilitating positive social change at the institution or in the community.

The Social Change Model examines leadership development from three levels or perspectives.

0. the individual
1. the group
2. the community/society

THE SEVEN VALUES

0. Consciousness of self and others through self reflection means being aware of the values, emotions, attitudes, and beliefs that motivate one to take action, including how one understands others.
1. Congruency means thinking, feeling and behaving with consistency, genuineness, authenticity, and honesty toward others.
2. Commitment implies intensity and duration. It requires a significant involvement and investment of one’s self in the activity and its intended outcomes. It is the energy that drives the collective effort.
3. Collaboration is the primary means of empowering others and self through trust. Collaboration can occur when one has trust in the diversity of multiple talents and perspectives of the group members and the power of that diversity to generate creative solutions and actions.
4. Common purpose is to work with shared aims and values. It implies the ability to engage in collective analysis of the issues at hand and the tasks to be undertaken. It requires that all members of the group participate actively in articulating the purpose and goals of the leadership development activity.
5. Controversy with Civility recognizes two fundamental realities of any group effort: that differences in viewpoint are inevitable and valuable, and that such differences must be aired openly but with civility.
6. Citizenship describes the process whereby the self is responsibly connected to the environment and the community. It acknowledges the interdependence of all involved in the leadership effort. Citizenship thus recognizes that effective democracy involves individual responsibility as well as individual rights.