We have the money to change the world. What's standing in the way?
- What does it actually take to drive large-scale change? Co-Impact founder and CEO Olivia Leland argues that it takes more than money, voting in elections, and supporting your favorite nonprofit. Solving complex global issues takes philanthropy in concert with community advocacy, support from businesses, innovation, an organized vision, and a plan to execute it.
- Leland has identified three areas that need to be addressed before real and meaningful change can happen. To effectively provide support, we must listen to the people who are already doing the work, rather than trying to start from scratch; make it easier for groups, government, and others to collaborate; and change our mindsets to think more long-term so that we can scale impact in ways that matter.
- Through supporting educational programs like Pratham and its Teaching at the Right Level model, Co-Impact has seen how these collaborative strategies can be employed to successfully tackle a complex problem like child literacy.
These thought leaders, founders, and entrepreneurs are propelling the kind of future we want to be a part of.
- The tech industry may be dominated by men in terms of numbers, but there are lots of brilliant women in leadership positions that are changing the landscape.
- The women on this list are founders of companies dedicated to teaching girls to code, innovators in the fields of AI, VR, and machine learning, leading tech writers and podcasters, and CEOs of companies like YouTube and Project Include.
- This list is by no means all-encompassing. There are many more influential women in tech that you should seek out and follow.
Innovators don't ignore risk; they are just better able to analyze it in uncertain situations.
Less than 1% of all venture capital funding in the US is given to Black entrepreneurs. Now is the time for that to change.
- Abner Mason, CEO and founder of health care startup ConsejoSano, is calling for all venture capital firms in the United States to pledge to invest 13% of their funds in African American businesses.
- Currently, Black entrepreneurs receive less than 1% of all venture capital funding.
- The 13% target reflects the percentage of Black Americans and is a nod to the 13th Amendment.
Big Think co-founder and CEO Victoria Brown breaks down the process of transitioning from founder to boss in her new book, Digital Goddess.
- In her forthcoming book, Digital Goddess: The Unfiltered Lessons of a Female Entrepreneur, Big Think's founder and CEO, Victoria Montgomery Brown, discusses the challenges of transitioning from founder to boss.
- Part of the problem is that women may think they need to act like men in order to be successful.
- Brown offers four pieces of solid advice to not only survive but thrive on the way to becoming a CEO.
Credit: Vicki Jauron, Babylon and Beyond Photography / Getty Images<h3>Nurture your business</h3><p>As Brown writes, women tend to be nurturers—a positive attribute for growing a business. In fact, female-led private tech startups have a <a href="https://www.forbes.com/sites/allysonkapin/2019/01/28/10-stats-that-build-the-case-for-investing-in-women-led-startups/#1daa8a3959d5" target="_blank" rel="noopener noreferrer dofollow">35 percent higher return on investment</a> than male-led companies. That fact could at least in part be due to a nurturing attitude.</p><p>Not that Brown always toed that line. She originally adopted a command and control attitude—the wrong approach. She thought it was what she was <em>supposed to do</em>. Modern businesses adopt a militarized language, one quite suited to the male competitive temperament. </p><p>Rising above competition doesn't require a slaughter. Some people are better at jiu jitsu than taekwondo; both have a place. Brown believes command and control might work in the short term, but she's not convinced it's a sustainable approach. </p><p style="margin-left: 20px;">"A business is not an army, and the concept of 'controlling' them will not get the best out of people." </p><p>In nurturing Big Think, Brown hired employees who shared the values of the company. As Simon Sinek recommends, she <a href="https://www.ted.com/talks/simon_sinek_how_great_leaders_inspire_action?language=en" target="_blank">started with why</a>, then found workers dedicated to that why. In the process, she found the best means for growing people's talent, not sticking them into a box and hoping they succeed.</p>