This is a progress update on items outlined in the Next Steps page. We will be using this platform for continued communication and status updates on a monthly basis so please check back in January for more announcements. The items below were marked to be completed by the end of November 2020:
1. Evaluate & Define HR needs.
2. Solidify the plan of leadership support through education, leadership development, and collaboration.
3. Publicly sharing “NP Experience” and “Co-Leader Descriptions.”
HR Needs:
After spending time to evaluate our current and future Human Resources (HR) needs we came up with a list of items that we’re looking to address:
Streamlining Co-Leader transitions
Onboarding of the new Co-Leaders
Pledge City management
Conflict-resolution within Co-Leaders and members
Leadership training
We’re still exploring if this position is a part-time or a full-time role as we’re not certain if the leadership training is something that we will be able to do in-house, by hiring an outside consultant, or perhaps by investing in an out-of-the-box solution. While we’re waiting on more information on possible solutions from the sources that are helping us with this, Winnie Lok, a longtime November Project NYC member and current Atlanta Co-Leader, has been designing a system that will streamline the implementation of our needs mentioned above. We believe that our goal to hire a qualified candidate in Q1 of 2021 is still on track.
Leadership Support Plan:
In addition to Leadership Training, mentioned above, we’re in the process of designing consultant-led regional NP Town Halls that will discuss issues around discrimination. We are also designing a Leadership Guide – a resource that will be used as an onboarding tool for new Co-Leaders and a refresher for all current Co-Leaders. Generally speaking, this will be a combination of educational assignments and reflection work. The intention is to provide space for new Co-Leaders to engage in the leadership development work that was conducted prior to their arrival in order to allow them to fully participate in current leadership development efforts.
We’re hopeful that we’ll be able to start the implementation of some of these items in the second part of December and January but may have to adjust that timeline due to availability of the consultants.
The NP Experience and Co-Leader Descriptions:
Both documents have been designed and are ready for internal use.
The “NP Experience” doc is being edited for external use and you can see the “Co-Leader Description” document here.
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Don’t hire anyone.
November Project leaders turning this community into a racial platform, and deviating from exercise, means your Done as soon as the Rona is over.
While many of the topics NP is working hard to address and “fix” are being done with good intentions, ya’ll sold yourselves and your initial purpose right down the river.
I have been in the NP World pretty much since the beginning, and I cannot believe how this is turning out.
Too large, Too Corporate?, Too Afraid to Upset Fragile Millennials? All of the above???
Whatever the case may be, RIP. Paying for fitness beats this free hipster racism mov…, I mean fitness movement.