What is Roaring Fork Leadership?
Roaring Fork Leadership helps individuals and organizations build effective leaders through training, practice, and application. Our leadership training and programs immerse individuals in experiential learning to shift conversations from ‘right/wrong’ to ‘what works/doesn’t work’. This builds a safe and trusted environment so that collaborative decision making and civic dialogue are possible. Upon completion of the programs, we connect our leaders to opportunities to serve for the betterment of our local communities.
Mission: Developing leaders for the community.
Vision: RFL is known by local businesses, individuals, and civic & community organizations as THE center of excellence for:
- Developing effective and invested leaders
- Building community integration and professional connections through personal relationships
- Engaging citizens in solving social issues
Outcomes: these are the impacts that we have on our graduates and the community.
- Graduates recognize themselves as a member of a larger social fabric and therefore, consider social problems to be at least partly their own.
- Graduates demonstrate effective leadership through developing skills in the areas of critical thinking, collaboration, and embracing the diversity of others.
- Graduates ‘step up’ to community leadership roles and opportunities in both political and non-political arenas.
Guiding Principles: The following commitments characterize how we strive to think, listen and respond, and indeed the kind of community we seek to model. Supporting one another to keep these commitments creates a safe and vibrant learning environment. Through these commitments, we build deep relationships and unlock the wisdom and genius that is found collectively in our group and in the community.
- Contribute to an atmosphere of trust and safety
- When we feel that atmosphere is compromised, we say so.
- Accept people for who they are, instead of who we think they are
- Listen from a place of inquiry, instead of trying to agree or disagree
- See through the lens of what’s possible, not what happened in the past
- Look for what’s working or not working, not what’s good or bad, or right or wrong
- Examine and invite feedback on personal biases, assumptions, and mental models
- Follow through on our commitments
- Give others permission to hold each of us accountable to our commitments
- Respectfully tell others when they vary from these practices
- Remain sensitive to the well-being of the group
- Share our contrary views, confusion, or unease to foster understanding within the team
- Focus on bringing out the best in others and empowering the leadership of others
- Speak to encourage others’ contribution, instead of forwarding a personal position
- Identify one’s feelings & emotions, rather than disguising them as facts
- Regularly attend and actively participate; attend 75% of all meetings
- Keep these commitments outside the group, to model the ethics of this group throughout the community.