Abstract:

Purpose:
The purpose of this published book contribution revision; “Principles and Practices in Community and Civic Engagement” Chapter 17, 2013 is to describe a leadership void and to seek a dialog for growing Minority Leaders for community, national, and international service. The rationale for developing such a leadership approach that integrates ethics and critical thinking are fourfold:
(a) Minority indigenous communities regardless of the country benefit from having a framework and vehicle for intentionally grooming and identifying their own future leaders;
(b) Governments make decisions on a daily basis, and these entities must exercise diligence in teaching, modeling, and mentoring the next generation if Minority Communities expect to be relevant in contributing input regarding the decisions that impact their lives;
(c) to focus attention on the reality that there are pressures to accomplish more with fewer resources; and why investments in the youth matter;
(d) to extend a challenge to appointed and elected leadership to correct the imbalance of Minority representation in top leadership positions in government service around the world.

Data has been collected from archives, newspapers, and published reports that reveal huge top level employment representation disparities exist among Minority leaders.

Problem:
The capacity of many Minority Indigenous Communities and Governments to fill their unique leadership needs in many cases is inconsistent or non inclusive. Often heard asking; “where are all our Minority leaders and role model representatives?” Many Minority communities and governments are struggling with an unprecedented leadership challenge to create internal succession strategic unity in order to remain relevant in a society of low inclusion in top government leadership positions. There is a real struggle and a need to train the next generation of Minority leaders. Our world, local communities and its people benefits when we have representation and inclusion of all people in top leadership decision making positions.

Conclusion:
If a new paradigm transformational leadership training succession process is to be realized, key fair minded elected officials, and minority community leaders must work together collectively and embrace the necessary change, seek the resources, and insist on policy change to accommodate this reality.

Keywords:

Minority, Mentor, Communities, Transformational, Training, Leadership, Career Development, Women, Diversity.