Leadership Development Working Group/Content/Leadership Definition/pt

Definição de Liderança

O Grupo de Trabalho para o Desenvolvimento da Liderança publicou um projecto de definição em Setembro de 2022 e recebeu um chamada para feedback. Pode ver a definição inicial. O grupo de trabalho incorporou o feedback e redigiu uma definição revista que encontrará abaixo. Esta definição revista foi publicada em Outubro de 2022.

Prefácio

Nós, o Grupo de Trabalho para o Desenvolvimento de Lideranças, elaboramos uma definição de liderança representando as diversas experiências e perspectivas comunitárias dos nossos membros. Procuramos formular uma definição que representa vários contextos e culturas e reflete os valores do Movimento Wikimedia. Ela orientará os nossos planos de implementação da liderança no movimento e poderá servir-vos como um conjunto de sugestões para os vossos próprios esforços neste sentido.

Definição ampla e abrangente

A liderança pode ser entendida como a capacidade de guiar, inspirar, construir autonomia, encorajar e motivar um grupo de pessoas para um objetivo comum ou uma visão comum.

A liderança é multifacetada: manifesta-se de forma diferente consoante os contextos linguísticos e socioculturais

A liderança é um esforço colectivo: Embora as capacidades e qualidades do indivíduo sejam um pré-requisito, a forma como um grupo de pessoas trabalha em conjunto, toma decisões e distribui responsabilidades é a chave para alcançar um objectivo ou visão comum.

No movimento Wikimedia, a ideia de liderança pode seguir uma abordagem descentralizada de contribuição autónoma, incluindo mas não se limitando a formas não-tradicionais de tomada de decisões e inclusão de grupos marginalizados. Nesse sentido, um "líder" é uma pessoa, posição ou grupo que toma a iniciativa de contribuir para uma causa específica.

Três categorias através das quais a liderança poderia ser mais qualificada:

1. Ações de líderes

• Facilitar o estabelecimento de uma visão partilhada através de uma reflexão, discussão e tomada de decisão cuidadosa.
• Orientar e apoiar a tomada de decisões coletiva para que a comunidade crie estratégias partilhadas para alcançar a sua visão.
• Contribuir para um ambiente de apoio para que os membros da comunidade produzam ideias criativas e novas formas de fazer as coisas.
• Gerar e manter a confiança na comunidade através da transparência, inclusividade e autonomia do grupo.
• Inspirar, encorajar e motivar os membros da comunidade a experimentar e a assumir riscos razoavelmente justificados.
• Identificar e, se possível, remover obstruções, assegurando que não se tornem uma barreira para os outros.
• Procurar compreender as competências e interesses de outros membros da comunidade para apoiar da melhor forma a utilização dos seus pontos fortes, criando um ambiente motivador.

2. Qualidades dos líderes

• Resiliência: Capacidade de ultrapassar dificuldades e desafios, reavaliando estratégias, mudando métodos e/ou abrandando.

• Crescimento estável: Disponibilidade para tentar novas formas de fazer as coisas e aprender com os erros cometidos ao longo do caminho.

• Integridade: Aderência aos valores e normas acordados.

• Foco: Equilíbrio das necessidades da comunidade com objetivos a longo e curto prazo, integrando o consenso sobre a abordagem para alcançar estes objetivos.

• Coragem: Disposição para assumir riscos calculados, sem medo de cometer erros. Proteger os membros da comunidade que estão no processo de aprender com os seus fracassos. Promover o sucesso de outras pessoas.

• Empatia: Capacidade de sentir as emoções, necessidades e desejos dos outros e de (re)agir com sensatez.

• Responsabilização: Aceitar a responsabilidade por um conjunto de deveres; estar atento ao tempo, lugar e pessoas relacionadas com esses deveres.

• Effective Communication: Ability to listen to understand, and share necessary information through the appropriate channels, making sure the information is received and understood with clarity and purpose.

3. Resultados alcançados por causa da liderança

• As pessoas sentem-se seguras para discutir os erros e refletir sobre os erros de uma forma construtiva e empática.
• As pessoas sentem-se valorizadas, respeitadas, e ouvidas.
• As pessoas sugerem novas ideias e mantêm um espírito curioso.
• As pessoas desenvolvem e atingem um objetivo comum.

How to make sense of the “leadership” definition

What is the intention and background of the definition?

Our goal was to find agreement and aspects of similarity in how we – members of different communities and regions – view, experience, and aim for leadership. We believe a unified view fosters alignment in the movement. So far, the movement has mainly grown out of many individual or local efforts, each in their own way, according to their knowledge of local circumstances (social, political, economical, cultural, etc). Through this effort, we have built something impressive, a mixture of bazaars and cathedrals that somehow work together. Though we have come far, the effort has been mostly separate. With this in mind, the Leadership Development Working Group is making a concerted effort to compare notes---so to speak---about the leadership process across the Wikimedia movement.

The definition is intended to clarify how effective leadership in the movement generally exists, and how it exists differently than in non-Wiki contexts (for instance, corporate leadership). To connect the definition with leadership theory, the theories that the draft definition is most influenced by are: Servant Leadership, Shared Leadership, Collaborative Leadership. In the definition, we explain that leadership in the movement is a collective, shared endeavor. While “leadership” can refer to one person, it does not have to and in our movement, we tend to view leadership in the collective sense. We revised the definition based on feedback to explicitly emphasize collective leadership, meaning groups of people leading.

Our intention is not to introduce a novel definition but to try to make explicit the kinds of leadership qualities, actions, and outcomes our movement values and aspires too. We hoped to identify what leadership looks like within our movement and then put that knowledge to use so that potential leaders and emerging communities don't have to reinvent the wheel.

Universality or culturally determined - what does this definition address?

We recognize that leadership can surface in different ways depending on context and situation. This is addressed directly in the definition.

We considered the specificity of the definition and drafted it to be broad enough to be used by various individuals and groups. We recognize that leadership initiatives will take place on a local level and do not believe that a definition can truly be universal. We aimed however to create a shared definition that can act as a movement-wide guide and enable cross-sharing of learnings across communities.

How can the definition be used?

We do not want to be prescriptive about how the definition is used. The use of this definition is not a demand but a recommendation and aspiration for better movement-wide coordination and alignment about how we view, value and develop leadership. It is also not a static definition. We expect it will evolve and improve with new movement insights and experiences.

The definition can be used to kickstart or prioritize conversations about leadership and community building; guide the design of leadership development initiatives; hold existing or emerging leadership accountable; and improve current leadership processes.

Next are some examples of how the definition can be used, including example reflection questions. (These are suggestions and do not represent a comprehensive list):

• You are seeking a grant for a new capacity building project: use it to help guide your project’s design and evaluation
  • Ask: what are the best strategies to develop the qualities outlined in the leadership definition? Is the project addressing relevant and necessary leadership skills in your community?
• You are forming a new user group or project: use it to construct a “job description” of the group or project’s leaders; use it to determine group agreements, values, and culture; or use it to inspire discussion about what would help improve group collaboration and communication.
  • Ask: how can we create a culture that embodies leadership qualities of collaborative design-making, trust, and accountability? What kind of leadership outcomes signal that we are working successfully? What do we value in our group or project’s leadership? What kind of leadership do we want to represent and show to others? What challenges do we face in acting according to the leadership qualities?
• You are an event or campaign organizer: use it as a reflection guide about your skills and impact as an organizer; or use it to reflect on your participants’ needs
  • Ask: how can I improve my abilities as an organizer who enables participants to create and experiment? How can I host an event that inspires participants to continue contributing to Wikipedia after the event?
• You are an on-wiki functionary: use it to hold yourself and others accountable
  • Ask: am I modeling leadership qualities of empathy and creating safety when I engage with others? Am I contributing to a supportive environment? Are there ways I can improve my leadership abilities or improve others’ leadership abilities?
• You are an affiliate leader: use it to improve pathways and processes for supporting, evaluating, and recognizing leaders; use it to assess your organization’s skill sets and skill gaps; or use it to align your organization’s leadership with the values, culture, and mission with the broader movement.
  • Ask: how do we support the development of leadership qualities? Which qualities, actions, and outcomes do we prioritize as an affiliate? How can we recognize leaders within our affiliate who demonstrate our priority leadership qualities? How do we change our recruitment strategy to recruit for certain leadership qualities?
• You are a new volunteer and want to become a community leader: use it to guide your skill development
  • Ask: where can I demonstrate leadership? How can I improve my skills? Who can I get feedback from about the impact of my actions?

Community groups are welcome to use this definition how they see fit. We continue to welcome insights about how the definition is used, how it is contextually altered, and how it might be improved.

What is next for LDWG?

The LDWG plans to use this definition to inform a leadership development plan, which aims to determine practical actions and processes for leadership development Our hope is that the leadership definition and forthcoming leadership development plan can provide greater clarity, coordination and mobilization of leadership development initiatives.

In the upcoming months, LDWG will be looking into the leadership initiatives and needs that exist in the movement and begin drafting a leadership development plan that looks at leadership development priorities, pathways and structures. You can read more in the updates published each month.