Developing Deaf and Disabled Leaders for the future Alex Hendra Associate Business Consultant Inclusion London

Aims of the event: This event will allow you to Find out more about our new leadership programme Understand who we aim to recruit and how you can put people forward for the programme Understand what DDPOs will gain from putting someone forward, and our expectations of you Share ideas about the common leadership challenges faced in the sector Contribute your ideas about solutions

Inclusion London’s Leadership Programme Aims to: Develop new leaders within the disability rights movement Co-design future leadership development approaches with Deaf/Disabled people 18 month pilot “Test and Learn” approach - Deaf/Disabled people learn leadership skills by leading an actual change in their organisations, with coaching and training to develop skills Participants are part of designing future leadership approaches by analysing and understanding what helps them in the programme

Stages of the programme Discovery Stage July- August 2019 Finding out from current DDPO leaders what the common challenges are in developing new leaders, and ideas for solutions Getting DDPOs interested in the programme and identifying emerging leaders Recruiting 9 Deaf or Disabled people for the programme

Stages of the programme “Ideation”, design and testing Sept ‘19- ‘Dec 20 Training participants on “user led design” techniques Exploring ideas for change they want to lead Setting goals for leadership skills they want to develop Drawing up a change canvas” and working on their change and development goals Thinking about what they have learned/what works- feeding this into design of next stages

Stages of the programmes Sharing learning/scaling up Sept –Dec 2020 Participants find at least one public opportunity to share their learning Inclusion London produce report of all learning Report launched at final learning event Business models produced for further leadership development programmes

Support participants will receive: 5 days training/group work including training on user led design techniques, leadership and change management skills and techniques £200 budget for other training needs identified during the programme Free access to Inclusion London’s wider training events Peer group mentoring ( in groups of 3) Coaching support from IL’s Business Consultant (to draw up change plans, followed by 14 hours of flexible support to implement)

Expectations we have of participants Attendance at 5 days training and 1 learning event Making sure their host DDPO is in agreement with change plan Working independently on leadership and change goals Working positively with their peer groups to give and receive support and encouragement and using coaching support on offer Identifying additional training needs and using their training budget Making a report and presentation on their change plan, progress made, which aspects their lived experience was a bonus for, which parts of the programme helped them (including feedback from host DDPO on changes achieved). The report does not have to be written- eg could be a video Sharing learning (including finding at least one public opportunity to present their report)

Benefits for host DDPOs One of your staff, trustees, volunteers or members will be supported to progress a plan for change that is relevant to your organisation In return for releasing the person to participate in the 5 workshops and coaching time involved, DDPOs will receive £1800 each so that you can arrange cover DDPOs who put forward participants will get a chance to influence the development of ongoing leadership programmes for the sector

Expectations we have of host DDPOs Releasing participants for the training and coaching time of the programme Discussing the change plan the participant draws up and making sure it works for your organisation (while allowing participants independence to choose their own change and development goals) Giving feedback to participants on the effects of their change plan- successes and challenges Attendance at final learning event to contribute your ideas for development of future leadership programmes Being an ambassador for the programme e.g. advertising what your nominated person is doing in your publicity, supporting them to find ways to share their learning

Criteria for 9 Deaf/Disabled participants: We are interested in developing leadership at different levels of DDPOs. You could nominate: an existing manager or project worker who wants to develop their leadership skills and confidence a trustee who lacks confidence and wants to take a more active and assertive role a peer supporter or volunteer leader who wants lead a change independently, or progress into other roles a campaigner or activist who wants to lead future campaigns someone championing a specific issue and who has ambitious goals for change a member advocating for development of a new service

Recruitment Process Taking place in July/August: Successful participants notified by beginning of September Simple 2 stage process: 1. Fill in an brief application form that will ask information relating to : a) the Deaf/Disabled person they want to nominate b) the role and change the person wants to lead c) how the nominated person and the host DDPO will be able to meet the expectations and commitments of the project 2. Short-listing and interviews will take place (face to face or over phone) in last 2 weeks in August Final 9 participants confirmed beginning of September

The leadership challenges facing the DDPO Sector: Few leadership development/training opportunities which are accessible or affordable to DDPOs Small size and flat management structure of most DDPOs - difficult to “bring on” potential future leaders Given the education, training and employment barriers faced by Deaf and Disabled people, DDPOs find it difficult to recruit staff and trustees who have already developed business, finance and leadership skills via previous work experience Increasing numbers of DDPOs with non Disabled CEOs/senior managers

Re-emerging interest in “lived experience” leadership: Re emerging interest in “lived experience” leadership Key Publications: The Value of Lived Experience in Social Change. Baljeet Sandhu. 2017 http://thelivedexperience.org/ The global need for lived experience leadership. Byrne et al Psychiatric Rehabilitation Journal. March 2018 https://www.researchgate.net/publication/323502876_The_global_need_for_lived_experience_leadership But…. DDPO sector not, so far, included in this research Limited opportunities for sharing our expertise in this area

The leadership development challenges facing Deaf and Disabled people: Shortage of meaningful and equal opportunities for involvement in leadership, even sometimes in DDPOs Concentration on getting people’s “stories” and “voices” rather than creating opportunities for leadership, change making, or real power over decision making Lack of credibility- lack of belief that Deaf and Disabled people can really lead change Over-professionalising Lack of accessible leadership training and development opportunities Lack of progression-limited paid opportunities or career pathways

What do you think about the leadership development challenges faced by DDPOs and individual Deaf/Disabled people? Can you think of any other challenges? What are the specific challenges you have faced as Deaf/Disabled people in developing your leadership skills? What challenges and barriers do you see people facing now?

Exercise 1 What opportunities should this person be able to access in order to develop their leadership skills and confidence?

How can the external barriers be overcome? Exercise 2 How can the external barriers be overcome?