Micro-leadership for service learning for systems change training: We need to extend https://real-leaders.com/leveraging-micro-leadership-to-make-aspirational-goals-achievable/

and https://learn.crowddoing.world/, and https://www.youtube.com/watch?v=mhdB2YJ8Ocs&app=desktop. Develop a micro-leadership training for university students to understand micro-leadership if they help CrowdDoing. https://www.youtube.com/watch?v=mhdB2YJ8Ocs&app=desktop

You can see our micro-leadership CrowdDoing.world article pasted in below- One of the most important issues facing institutions and organizations today is a shortage of people with leadership skills, experience, and capabilities.

The problem is two-fold: too many leadership roles are too big for any one person to reasonably take on, leading to excessive levels of burnout among leaders we do have; in addition, there are too few leaders in the talent pipeline. At CrowdDoing we are piloting solutions to both dimensions of this problem.

For a mission-driven organization, concentrating and centralizing responsibility for the entity’s success or failure in one macro leader—be that person a CEO, President, Executive Director, or Founder—is a system that will overwhelm that macro leader by design.

But an organization can also succeed when many individuals in it each adopt a dimension of responsibility for an aspect of the challenges it faces. This kind of micro leadership is fostered by CrowdDoing. It strengthens the talent pipeline by providing a diversity of individuals access to leadership skills and experience. Macro leaders who are supported by organized constellations of micro-leaders share the creative responsibility for the success of their organization in a way that reduces stress and lightens the burden for all involved.

We live in a world in which 193 countries agreed to collaborate with all stakeholders to achieve Sustainable Development Goals: to enhance public health, prevent poverty, increase environmental sustainability etc. by 2030. So far the world is not yet on track for achieving these goals by the deadline. In order for these goals to become feasible, collaboration around social innovation will need to scale markedly. Each individual mission-driven organization almost always has aspirational goals that are far greater in scale than its means. Micro-leadership can make up the difference.

CrowdDoing aspires to achieve systemic change by deploying under-utilized capacities to increase the density of social innovations relevant to solving a particular societal challenge. Leverage for impact requires finding and applying resources that are not currently deployed in a way that addresses societal challenges. CrowdDoing applies micro leadership to disparate collective challenges. These have included, for example, the following:

Researching biophilia cost-benefits in cities to make it feasible to finance plants; improving collective knowledge of the relative efficacy of combinations of foods that can help alleviate prevent and stress, insomnia, and anxiety; and evaluating blockchain mechanisms for addressing Sustainable Development Goals. One completed case study that CrowdDoing conducted was the first impact assessment of a mini-IPO by a social enterprise on Nasdaq.

Micro leadership has a history which has been confined to a particular field: open source software has historically leveraged micro leadership among computer scientists to build operating systems such as Linux. CrowdDoing learns from what the open source community has long known about the potential efficacy of micro-leadership. But micro leadership has not been extended to multi-disciplinary collaboration.

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CrowdDoing function stacks volunteers with teams in the area of focus, and includes them in capacity building workshops /additional meetings as needed to establish their work. In this case People Management team is what leadership training and development would intersect with.