ManagementThe Women’s Intercultural Center uses a nontraditional model of governance that was initially described in terms of “feminine” leadership as opposed to “masculine” leadership characteristics, but as time has gone by it is being defined in less gender specific terms, and in fact, the best collaborative model will integrate aspects of the more traditional approach. The Center employs a collaborative model with some traits of the older model.
Characteristics:
- Circular process / structure as opposed to a hierarchical, top-down process / structure
- Emphasis on inclusiveness, democracy
- Emphasis on relationships (participatory and group-oriented)
- Belief that everyone brings something to the table that can benefit the whole (skills, talents, ideas, experiences)
- Places a high value on vehicles for input from those most affected (concerning decisions / evaluation / planning, etc)
- Utilizes methods for shared decision-making as appropriate
Methodology for Inclusion at the Women’s Intercultural Center
- Circular staff team structure with specific areas of responsibility, authority, and reporting requirements, including a Management Team that works with the Board.
- Pyramid structure for individual staff reporting & accountability (organizational chart), but with inclusion of others for purposes of performance review & used with the circular communication grid
- Community meetings used to facilitate input from Center participants
- Participant committees, special activities (often self initiated
- Strategic Planning that incorporates inclusion of participants, staff, board & other interested parties
- Leadership development – ongoing, needs improvement
- Participants set their own goals (learning goals, economic goals, etc – we incorporate aspects of “popular education” as defined by Brazilian educator Paulo Freire)
- Inclusion of participants as instructors, workshop facilitators, other leadership roles
- Hiring from our community of participants whenever appropriate & possible