Partnerships
Through coaching and professional development, partnerships with Lead Liberated create antiracist learning cultures for education organizations.
Through coaching and professional development, partnerships with Lead Liberated create antiracist learning cultures for education organizations.
How do partnerships work?
Lead Liberated forms fee-for-service Partnerships with education organizations (districts, CMO’s, schools, and non-profits) across the country who have a clear mission and vision to achieve non-racialized student outcomes. We leverage observation, coaching, and professional development so leaders can co-design an antiracist learning culture in their organization.
Racism exists, and therefore, must be interrupted on three levels – our personal leadership, collective practices and organizational policies. Through healing and learning, we develop antiracist instructional leaders across these levels for greatest impact on student learning.
All Partnerships are grounded in the organization’s goals for student learning.
Full Partnerships develop leaders from August – May, excluding December and have five components:
We begin Partnerships with a three day in person Institute focused on personal leadership development. Team members will engage in their own healing, align around shared language, and set a Liberated Leadership Goal that will support them to continually interrupt racism in their leadership. While the institute is focused on personal leadership, it is structured to support teams to build, strengthen, and align as a community – all in service of student learning outcomes.
We observe teaching, learning and team meetings in order to co-assess current practices, set goals and monitor progress. Regular observations throughout the Partnership ensure coaching and learning are grounded in the learning and experiences of students and staff.
We coach instructional leaders to achieve 1-2 personal leadership goals that are aligned to their organization’s student learning goals. Sessions are typically:
We develop leaders in similar roles (principals, instructional leaders, etc) and teams (Senior Leadership Team, Instructional Leadership Team, Professional Learning Communities, etc).
Sessions are typically:
We lead reflective, data-based meetings in December to assess the Partnership’s progress and refine as necessary to ensure goals are met by May.
We offer stand-alone or short-term options from the components of a full partnership for organizations that are not yet able to make that commitment. These may begin from August – May, excluding December.
We offer a bi-annual Coaching Clinic for pairs and individuals. This clinic supports leaders to improve student learning by developing effective coaching partnerships.
We offer PLCs for leaders so they can heal and learn within a cohort from July through May of each school year.
We offer a PLC for principal supervisors and coaches that will support them to improve student outcomes. The specific content* and goals of the PLC will be co-created with participating leaders and includes:
We offer a PLC for alumni of The Antiracist Collective who want to continue developing as antiracist instructional leaders in a community that centers their healing and learning. The specific content* and goals of the PLC will be co-created with participating leaders and includes:
*We have expertise in the following content areas:
Daneen and Tara are in the process of receiving their coaching certification through the International Coaching Federation (ICF), and they apply and uphold the ethical standards set forth by the ICF.
We are exciting to form Partnerships with organizations who share our ultimate goal of creating antiracist learning cultures – organizations where student learning and experience drives all decision making, while adults strategically learn and work collaboratively across differences to identify and interrupt racism within themselves and their organizations’ practices and policies – to ensure everyone thrives!
Please register your interest here and a member of our team will get back to you shortly.
Case Study
After reviewing staff retention data, I realized that staff of color were leaving our organization at higher rates than their white colleagues. I heard from staff of color about their experience at Envision Education and I knew that we needed to make a big shift to become an antiracist and pro-Black organization. During my partnership with Lead Liberated, I learned to be more aware of and interrupt racism within myself and in our organizational practices and policies and to co-design an antiracist organizational culture. Teacher retention overall, particularly Black teacher retention, had been a focus for us for several years, contributing to Envision achieving our highest teacher of color retention rate of 91% in 2019.
Hear from Gia about how she used the 3P’s
Personal Leadership
I had to be deliberate and intentional about doing my own personal work to understand how white supremacy culture was showing up in my leadership and how to interrupt it.
Collective Practices
While attention to my own personal leadership was critical, I valued the ways that responsibility for the entire organization's equity initiatives didn’t fall on me alone.
Organizational Policies
Together, the leadership team and I realized we needed to redesign our hiring process to ensure it prioritized candidates with the lived experiences of the communities we served.
Ready to explore a partnership with Lead Liberated? Contact us to discuss how we can work together to create an antiracist learning culture at your organization.