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

2. 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

3. 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

4. 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

5. 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

6. 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

7. 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)

8. 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)

9. 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

10. 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

11. 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

12. 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

13. 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

14. 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
The global need for lived experience leadership. Byrne et al Psychiatric Rehabilitation Journal. March
But….
DDPO sector not, so far, included in this research
Limited opportunities for sharing our expertise in this area

15. 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

16. 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?

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

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