{"id":3020,"date":"2015-10-09T12:30:12","date_gmt":"2015-10-09T16:30:12","guid":{"rendered":"http:\/\/www.artsjournal.com\/fieldnotes\/?p=3020"},"modified":"2015-10-09T11:21:12","modified_gmt":"2015-10-09T15:21:12","slug":"training-today","status":"publish","type":"post","link":"https:\/\/www.artsjournal.com\/fieldnotes\/2015\/10\/training-today\/","title":{"rendered":"Training Today"},"content":{"rendered":"
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CC Guillaume Lemoine via Flickr<\/p><\/div>\n

This week on Field Notes, we’re talking about career paths. We’ve broken this conversation down into four questions<\/a>. We’ll dive into a different question each day this week. Today is the final day of this week-long conversation. The last question we’re exploring centers around overcoming the obstacles you’ve identified.\u00a0How do you close your learning gaps? How do you convince your boss to take a chance and give you that project?
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When pondering\u00a0how best to tackle\u00a0the obstacles in your way to career advancement or change, you must first understand what options are out there, what’s the current state of training and leadership development in the field. In What Social-Sector Leaders Need to Succeed<\/a>,\u00a0<\/em>research conducted by Laura Callanan, Nora Gardner, Lenny Mendonca and Doug Scott on behalf of McKinsey & Company, we learn that nonprofits spend an average of only $29 per person on leadership development. Compare that with the $120 that for-profit businesses spend. We also learn that after an analysis of\u00a020 years of foundation spending in the social sector only 1% went toward leadership development. This is certainly and obstacle when we think about our options for accessing training inside our jobs. How might we ensure investment in ourselves in a sector where leadership development is highly underfunded?<\/p>\n

There’s a lot of great information in this research. It outlines\u00a0the growing number of emerging leaders in the social sector, the\u00a0most critical attributes for leadership in the sector (based on responses from individuals in current leadership roles) and how well emerging leaders perform in those leadership attributes.<\/p>\n

What were the four essential attributes?<\/p>\n