Leadership development grants are available to current and recent Cowell place-based grant recipients. They are designed to help individuals and organizations take advantage of unique professional development opportunities to expand skills and build capacity.
Whether it is support to cover the cost of attending a relevant skills-development workshop or to pay for executive coaching, Cowell’s program staff looks for ways to assist grantees in taking their organizations to the next level.
Our leadership development grants are designed to be flexible and responsive. It is not necessary to have a specific proposal in mind in order to approach us for a leadership development grant; we often work closely with our grantees to identify opportunities and develop an appropriate plan to best accomplish their leadership development goals.
The amount available for each grant varies widely depending on the need. Past grants have funded a wide range of activities including:
- Leadership development courses and conferences
- Peer learning and collaboration
- Staff and board skill-building
- Coaching for executive staff
Steps to Apply:
- Contact your program officer to talk about your leadership opportunity or challenge. Your program officer will connect you to the person who will work with you to develop your request.
- If asked to do so, submit a short proposal.
Featured Leadership Development Grant
One month after returning from a sabbatical made possible by a Cowell leadership development grant, Laura* reported that she had met her goals. More importantly, though, was her renewed sense of well-being, hope and optimism.
After serving 20 years as a nonprofit director and 12 years in her position as executive director of an organization advocating for children’s services, Laura was tapped out. Years of working 60 plus hours a week were taking a toll on her health, her enthusiasm, and her energy for her leadership role.
Working with Cowell staff, Laura developed a plan to address this leadership challenge. Although she had more than enough unused vacation time to take a two-month sabbatical, she also needed additional support to ensure that the organization would not suffer in her absence. A leadership development grant from Cowell allowed the organization to work with a seasoned consultant to support the second-tier managers in taking on primary leadership roles during Laura’s absence. Laura, in turn, focused on her health and developed new computer skills during her break.
The experience prepared the organization’s managers to handle more of the routine operational decisions, alleviating the pressure on Laura upon her return and strengthening the organization’s overall leadership capacity.
Describing the transformation that occurred and expressing her gratitude, Laura said, “I needed rest so much more deeply than I had even realized. I’ve regained some balance and perspective . . . I’ve relaxed my grip, and good things seem to be coming our way in the most unexpected ways . . . . Thank you for being there not just to sustain the organization and the services, but to sustain the people who take on this work . . . thank you for ‘having my back!!’”
*Name changed |
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