Leadership Ain’t Always Loud, But It’s Always Clear

Hello friends, here’s my latest funding news and grant opportunities at Big Mama’s Playbook! For this week’s post, it’s about…systems change. It is when people - a mass of passionate, intergenerational, regular, everyday people - decide they’ve had enough and start leading from wherever they are. And let’s be honest, systems don’t change just because we complain about them. Systems don’t change just because one person in charge gives a rousing speech at a townhall or to thousands marching in the streets. Systems change takes a multifaceted approach and long-range thinking. Lead Like Big Mama embodies my continued quest for systems change, following my days teaching social work policy, work as a trusted leader- building staff, organizations, and coalitions.

That’s where adaptive leadership comes in. Developed by Ron Heifetz and Marty Linsky, adaptive leadership is not about titles and positions. It’s not about being the loudest voice or having the most impressive title or the most money. Adaptive leadership invites everyone to see themselves as part of the solution. It’s about taking responsibility for what you care about and asking hard questions that shake up the status quo. It’s about leadership as a daily practice as something you do, not something you are. So, if you’re waiting for permission to lead, the system’s already winning. And sadly, the more likely it is that you’ll continue to complain. And now, this Big Mama has some ideas on how to build the kind of leadership that actually moves the needle on systems change; especially when the problems are sometimes subtle, can be deep, messy and baked into the structure of organizations and institutions.

1. Stop Waiting for the “Right” Conditions.

The need for change usually shows up in the form of tension, dysfunction, or flat-out chaos. Adaptive leaders understand that real transformation happens in the gray - when things feel unclear, uncomfortable, or just plain hard. That’s probably your cue - that “gut” feeling that’s telling you to lean in; not turn a blind eye or looking for an off-ramp to back out.

2. Ask the Bigger Questions.

If you're serious about systems change, you’ve got to get under the surface, to the underlying or root causes. The symptoms are easy to spot — inequities, inefficiencies, burnout - but the real work is in asking the “why” – “Why does this keep happening?”

·       Who’s benefiting from the way things are?

·       Who’s being left out of the conversation, and why?

·       What stories are we telling ourselves to justify inaction?

Adaptive leaders challenge assumptions, connect dots, and make people think. Critical thinking skills - well let’s just say, they are critical.

3. Push the Boundaries - With Care.

Systems can change when people are willing to push boundaries, name the elephants in the room, and tolerate the pushback that comes with it. Systems stay broken when people who see the cracks decide it’s not their problem to fix. And systems can change when people are less concerned about who takes the credit.

4. Build Collective Power

If your leadership is all about you, that’s not adaptive - it’s performative. Real leadership is bigger than you. It means spreading the responsibility, pulling people in, and building a culture where others are encouraged (and expected) to lead too. Adaptive leadership is about building a group, team, or a coalition of people who all see themselves as leaders.

5. Get Clear on What You're Actually Fighting For

There’s a lot of noise in systems work sometimes – I’ve experienced my share of it. There’s a lot of ego, posturing, and busywork, the kind of “work” that people will do to make it look like they’re fighting for something. What are you actually committed to? Purpose grounds you. It helps you decide when to compromise - and when to hold the line.

For example, in my Start Grant Writing webinar series, I explain why your proposal should tell a compelling story with facts and data, and how to craft an elevator pitch that clearly conveys the importance of your work. That kind of clarity matters. And remember, you don’t have to be in charge to lead. Leadership ain’t always loud, but it’s always clear.

Final Thoughts from Big Mama: You Don’t Need a Title, You Need a Backbone

You don’t need to climb a ladder (on your way to become a “big shot”) or wait for someone to hand you a mic or a megaphone. Leadership happens every time you ask, “What if we did this differently” or “Does it have to be this way?” It happens every time you stop saying, “That’s not my job,” and start saying, “That matters to me.” The grant writing course encourages participants to continue to take a few steps and ask questions. This allows them to pass their knowledge to future learners, ready a new generation of leaders – system changers!

So, if you’re reading this, here’s your challenge: Lead from your chair. Whatever chair that you currently sit in. And if you want help building a culture where everyone feels equipped to do the same, reach out to me at Lead Like Big Mama. That’s the kind of work I still live for.

Weekly wisdom, in their own words:

“Your silence will not protect you.”

-    Audre Lorde (1934 – 1992)