Our Framework


LEADERSHIP AND TEAMWORK

Individual leadership practices that strengthen leaders’ effectiveness and make their work more purposeful, fulfilling, and less stressful; training and best practices to build more effective teams that can tackle big organizational imperatives and take their organization’s work to the next level.

Desired Outcome: More resilient and aligned organizational leadership teams who operate with an increased sense of agency, unity and effectivenes

ORGANIZATIONAL TRANSFORMATION

As part of their application, Fellowship teams will identify an organizational transformation they want to achieve (or initiate) during the Fellowship.  Teams will be matched with an organizational development coach who will support them in assessing their organization’s overall strengths and weaknesses, racial justice strategies and practices, and help them to develop a plan for their transformation.

Desired Outcome: Organizations make a self-identified transformation that increases their ability to achieve bigger, more lasting, more equitable structural changes to the health care system.

POWERFUL AND UNUSUAL PARNTERSHIPS

Fellowship teams will be asked to step outside of their current advocacy work and will be challenged to think bigger about what kinds of partnerships are required to achieve structural change.  Case studies and health systems leaders will be featured, and Fellowship teams will be asked to develop plans to broaden their alliances, paying particular attention to unusual allies, including those from health systems, providers, insurers, and others from across the ideological spectrum.  Emphasis will be placed on how people who are directly impacted can be heard in coalition settings.

Desired Outcome: Dynamic new partnerships form that strive toward health systems change and can shift the larger political landscape in which advocates operate (not just navigate it).
 

LEADERSHIP THROUGH A HEALTH EQUITY AND RACIAL JUSTICE LENS

Woven throughout the other three content areas is a discussion of how racism serves as a structural barrier to health equity.  Fellowship teams will be asked how their internal operational procedures (human resources, budgeting, benefits administration) and programmatic strategy (coalition building, policy development, advocacy, organizing, external communications) need to shift to better tackle structural racism and advance racial justice.   As part of the assessment mentioned above, Fellowship teams will develop and implement change management strategies to socialize and eventually secure the shifts needed to be more effective racial justice leaders.

Desired Outcome: New programmatic and operational practices and strategies take hold that unlock an organization’s potential and link racial justice to bolder solutions for health equity, access and quality.

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