ARTICLE 6: LEADERSHIP AND WELL-BEING SUPPORT

Section 1: Purpose

The Global Union of Changemakers recognizes that the health, morale, and sustainability of its leadership and members are essential for long-term success. This article establishes a dedicated structure to ensure that every leader is empowered, supported, and cared for mentally, emotionally, and professionally.

Section 2: Leadership Development and Support Unit

This unit operates under the Leadership Department, in close collaboration with the Operations and Strategy & Research Departments, and focuses on continuous leadership growth, care, and mentorship.

Key Functions:

Facilitate peer-to-peer mentorship and access to senior advisors (including Founding Members).

Organize monthly or weekly leadership support forums to discuss challenges, wins, and collective motivation.

Develop a Leadership Wellness Charter and enforce healthy working guidelines (workload, digital wellness, etc.).

Coordinate professional development, including scholarships, leadership courses, and exposure opportunities.

Implement a recognition and motivation framework (awards, highlights, testimonials, etc.).

Section 3: Mental Health and Emotional Well-being Office

This office, under the Health and Well-being Division in the Programs Department, provides mental health support, referral resources, and psychosocial care to all members and leaders.

Key Roles:

Mental Health Programs Officer

Staff Welfare Officer (from Operations Department)

Leadership Well-being Coordinator (can be added as a new role if needed)

Key Services:

Confidential counseling and mental health check-ins

Group therapy circles and digital safe spaces

Psychological first aid during stress or crises

Annual mental wellness audit

Section 4: Intergenerational and Legacy Support

To honor the contribution of past and aging-out leaders, GUC institutionalizes:

Honorary Advisory Roles for Founding Members

Legacy Project Opportunities for transitioning leaders

A Transition Mentorship Program where experienced youth leaders coach incoming ones

A Wisdom Council to document, archive, and reflect on lessons learned for future use

Section 5: Safeguarding and Ethics

To promote a safe and respectful environment:

The Disciplinary and Ethics Officer will also serve as the point person for any well-being and misconduct concerns.

A Whistleblower Protection Policy shall be enforced to protect those reporting abuse, harassment, or mental distress due to toxic leadership.

Regular anonymous surveys will be conducted to monitor leadership behavior, team cohesion, and wellness.

Section 6: Budget and Resource Allocation

A portion of the annual organizational budget will be allocated to:

Wellness and emotional care activities

Leadership development tools (books, platforms, learning)

Honoraria or support funds for leaders facing personal difficulties

Conclusion

GUC commits to cultivating a leadership culture rooted in empathy, transparency, mentorship, and mental health. By protecting the well-being of those who lead, we ensure that leadership is a sustainable, rewarding, and inclusive experience for all changemakers across the globe.