These resources lift up the practices, mindsets, and ways of being needed to resource networks for equity and systems change. The learnings were co-created with a group of network practitioners and funders living across the country. This group came together …
This report shares learning from power building groups across the country about the organizational capacities that are uniquely needed to build community power— including knowledge, resources, patterns of thinking and being.
Among the capacities for building power are three core …
Times of mass mobilization like the uprisings for Black lives and global crises like the COVID pandemic broaden awareness of the work of organizations, collectives, and other groups of people working to transform harmful systems. Some of these groups turn …
Launched in 2017, the Network Weaver Learning Lab was an 18-month program that created a space for leaders to develop their thinking and practice, and to explore and experiment together on ways to advance the movement to end relationship-based violence. …
In 2016, the Annie E. Casey Foundation engaged Management Assistance Group (MAG) (now Change Elemental) to learn more about which factors prevent collaboration across immigration and workforce development sectors, and limit immigrants’ access to workforce development opportunities. We …
[T]his report is an important contribution to making sure that the other world that is possible becomes a world in which we and future generations live.
Manuel Pastor Director, USC Program for Environmental and Regional Equity (PERE)
Launched in 2012, …
The Eugene and Agnes E. Meyer Foundation funded the Management Assistance Group (MAG) (now Change Elemental) to assess the back-office needs of Meyer grantees and to identify alternative back-office services that could strengthen operations, relieve pressures on executive …
For most organizations, when a founder steps down as CEO, he or she should leave the organization to not undermine the new leader’s authority. However, MAG recognized that there may be missed opportunities there. For Table for Two: Can Founders …
Dislike saying “no” and reluctant to pass up any opportunity, your organization grew swiftly and steadily – until the recession hit. Much of that growth was reactive, opportunistic, and simply taking on more and more, without proactive planning and without …
