Ubora Leadership Institute

We are pleased to announce the official launch of the Ubora Leadership Institute. We are a diverse, national contemporary network of leaders who promote holistic leadership training that focuses on creating the mindset for youth, emerging career leaders, businesses, marginalized communities, faith-based organizations, and non-profits. The mission of the Ubora Leadership Institute is to enhance the mindset of leaders through a holistic leadership approach designed for today’s emerging leaders. This is achieved through exercising a multi-faceted approach to training, education, and development centered around Diversity, Equity, and Inclusion, compassionate Cultural Care, and emotional and cultural intelligence. The purpose of the Ubora Leadership Institute is to elevate emerging leaders through a purposeful advocacy and tool implementation designed for developing diverse leaders that embrace collaboration, shared resources, training, education, leadership development, and mentorship towards achieving excellence in their chosen leadership paths. #leadership #diversityequityinclusion #Changingmindets #dicoveringourpurpose

??? Building Your Leadership Toolbox for Success in Corporate America Navigating corporate America requires more than just talent—it demands strategy, resilience, and faith-driven leadership. Many young professionals find themselves in environments where systemic cultural climates can limit their growth. To break through these barriers, you must be equipped with the right tools and a strong foundation. At the Ubora Leadership Institute, we believe leadership is more than just a skill—it’s a calling. Our faith-based approach empowers young professionals to lead with integrity, wisdom, and purpose. ?? Leadership Training – Learn to lead with confidence, grounded in biblical principles. ?? Mentoring Moments – Gain wisdom from faith-driven leaders who have walked this path before. ?? Peer Dialogue – Build a network of professionals who uplift and sharpen one another. ?? Spiractical Leadership – A unique approach that blends spiritual wisdom with practical strategies to navigate corporate challenges with faith and effectiveness. Your leadership journey is not just about success—it’s about significance. Ubora is here to equip, empower, and elevate you for the challenges ahead. Are you ready to lead with clarity, conviction, and faith? Let’s build together. Derick Jones Executive Director Ubora Leadership Institute ?? www.uborli.org [email protected] #UboraLeadership #FaithBasedLeadership #SpiracticalLeadership #LeadWithPurpose #MentorshipMatters #CareerSuccess #YoungProfessionals

Leading Forward: Sustaining Black-Owned Conferences in a Shifting Landscape The decline in corporate support for Black-owned conferences is a direct result of growing attacks on DEI. Organizations like MelaninCON have reported sponsors pulling out, leaving industry leaders to navigate financial uncertainty as while still striving to provide transformative experiences. But let this moment serve as a reminder: We have never relied on permission to build. Our resilience and collective power have always fueled our ability to thrive. Now is the time to reimagine how we sustain and expand our conferences, ensuring they remain impactful and accessible. Adapting & Thriving Beyond Traditional Sponsorship 1. Virtual & Hybrid Experiences: Expanding access through virtual conferences allows for cost-effective engagement while reaching a global audience. Monetizing digital experiences—through tiered ticketing, on-demand access, and exclusive learning opportunities—can create a sustainable revenue stream. 2. Community-Powered Funding: Crowdfunding, membership models, and consortium-based sponsorships can replace lost corporate funding. Engaging small businesses, Black-owned banks, and high-net-worth individuals will provide a more stable foundation. 3. New Corporate Engagement Strategies: While some corporations have stepped away, others remain aligned with the mission. Identifying businesses—especially Black-owned and ally brands—that see real value in these conferences will allow for authentic, mutually beneficial partnerships. Anonymous sponsorship options can also mitigate corporate hesitation. 4. Government & Institutional Partnerships: Federal, state, and local grants, along with collaborations with HBCUs and other institutions, can provide resources. Many funding opportunities exist for workforce development, leadership training, and economic empowerment—areas where Black-owned conferences excel. 5. Legacy & Sustainability Funds: Creating an endowment or investment fund ensures long-term stability. Financial strategies like licensing content, subscription-based learning platforms, and year-round engagement networks can build true independence. Moving Forward with Strength This is not the first time our spaces have faced financial challenges. History has shown that when one door closes, we build our own. The shift in corporate support is not the end—it is an opportunity to reclaim ownership over our platforms and futures. Now is the time to invest in each other. To create systems that cannot be dismantled by political tides. To ensure that Black professionals, thought leaders, and entrepreneurs have spaces where they can gather, grow, and lead without restriction. We are not waiting for permission. We are building forward.

Leadership in the Face of Uncertainty: A Message to Those Affected by Anti-DEI Sentiment and Government Layoffs 1. You Are Not Defined by Systems—You Are Designed for Impact Leadership is not about the title you hold—it’s about the value you bring and the vision you carry. When systems shift and doors close, it’s easy to feel undervalued, but remember: your purpose is bigger than any position. Yahuah’s Plan Is Greater Than Man’s Decisions “For I know the thoughts that I think toward you, says Yahuah, thoughts of peace, and not of evil, to give you an expected end.” – Yirmeyahu (Jeremiah) 29:11 Your leadership does not end because of political agendas or economic shifts. This is a pivot point, not a stopping point. 2. Build What They Won’t Give You For too long, we have sought a seat at tables built to exclude us. The truth is, we don’t need permission to lead. If the doors to opportunity are being shut, it’s time to create new doors. ? Strengthen professional networks that uplift and empower. ? Seek global opportunities beyond toxic systems. ? Invest in your own leadership development and skills. Rejection is often divine redirection. Use this season to position yourself for something greater. 3. Leadership Is About Resilience—Keep Moving Forward Every great leader has faced adversity, but what defines them is their ability to rise above it. This is your moment to innovate, regroup, and elevate. ? Stay focused on the bigger vision. You are more than a job title. ? Connect with like-minded leaders. Collaboration is key to growth. ? Keep developing yourself. Invest in skills and opportunities that align with your purpose. Ubora Leadership Institute: Your Guide Through Change The Ubora Leadership Institute is committed to equipping emerging leaders with the tools needed to navigate the shifting landscape of today’s world. Through tailored leadership development programs, Ubora empowers individuals to lead with confidence, purpose, and resilience. Ubora helps you: ? Strengthen your leadership abilities through expert-led workshops and mentorship. ? Gain the skills to transform challenges into opportunities. ? Build a supportive network of visionary leaders who understand the complexities of these times. In these uncertain times, Ubora stands as a beacon for those ready to lead in new and innovative ways. The Institute can help you chart your course through the landmines of change, providing the guidance and resources to ensure that your leadership journey continues with clarity and purpose. Final Words of Encouragement This season of transition is not your downfall—it is your setup for a breakthrough. The world is changing, but true leaders adapt, build, and lead forward. You are needed. You are capable. You are powerful. Stay strong. Stay focused. Lead with purpose. And with the support of organizations like Ubora, the next chapter of your leadership journey is waiting to be written.

Purim reminds us of Yahuah’s providence and deliverance for Yahshar’el. Just as Hadassah (Esther) stood boldly to save our people, we too must stand in faith. The enemy still plots, but Yahuah remains in control—our victory is in Him! "Chag Purim Sameach!” “Happy Purim Holiday!

The Coordinated Attack on HBCUs and Tribal Colleges: What’s Really at Stake The Trump administration’s agenda to eliminate Diversity, Equity, and Inclusion (DEI) funding, reduce access to Pell Grants, and dismantle the Department of Education (DOE) poses a severe threat to HBCUs, Tribal Colleges, and Minority-Serving Institutions (MSIs). This is not just a budgetary shift — it’s a deliberate attempt to collapse educational access for marginalized communities. The Three-Pronged Attack: 1. Cutting DEI Funding: Eliminating DEI defunds critical resources like scholarships, research grants, and workforce pipelines for Black and Indigenous students. 2. Reducing Pell Grants & Federal Loans: Nearly 70% of HBCU students rely on Pell Grants. Reducing access to these funds would devastate enrollment and completion rates. 3. Abolishing the Department of Education: The administration’s push to dismantle the DOE would shift education oversight to states — many of which have historically underfunded Black and minority-serving institutions. This move could collapse federal protections and funding streams for MSIs. What’s at Risk: ? Campus Closures: Small HBCUs and Tribal Colleges may not survive the financial cuts. ? Enrollment Decline: Without Pell Grants, thousands of Black and Indigenous students will lose access to higher education. ? Economic Mobility: Eliminating DEI dismantles career pipelines, disproportionately impacting students of color. The Call to Action: We cannot afford silence. Contact Congress and demand: ? Protection for DEI funding. ? Preservation of Pell Grants and student loans. ? Blocking any effort to abolish the Department of Education. This is not just an education issue — it’s a systemic attack on economic mobility and equity for Black and Indigenous communities. If we do not act, we will witness the collapse of minority education infrastructure. Silence is complicity. #ProtectHBCUs #DefendDEI #SavePellGrants #StopTheRollback #ProtectEducation #SaveTribalColleges #PolicyChange #SaveOurSchools

?? Federal Retaliation Against Columbia University: A Dangerous Precedent for Research Institutions ?? On Friday, the Trump administration revoked $400 million in federal funding from Columbia University, citing “violence, intimidation, and anti-Semitic harassment” on campus. Education Secretary Linda McMahon warned that “additional cancellations are expected to follow,” signaling a clear shift toward weaponizing federal funding to enforce political compliance. This decision is more than punitive — it’s a deliberate power move designed to pressure institutions into dismantling DEI initiatives, research autonomy, and inclusive policies. It also comes on the heels of draconian cuts to indirect cost recovery rates, further destabilizing the financial foundation for research institutions. The real concern now is: ? What happens if other institutions face similar retaliations? ? How can we protect critical research funding from political interference? ? What’s the long-term cost to scientific innovation and global health outcomes? As a research administrator, our community is deeply alarmed. This sets a dangerous precedent — defy political agendas, and your funding disappears. Institutions like Columbia, which hold over $5 billion in federal grant commitments, are now vulnerable to financial chokeholds aimed at undermining inclusive progress. If this stands, the ripple effect could: ? Undermine scientific innovation by limiting funding pipelines. ? Reduce access and opportunity for historically marginalized communities. ? Politicize research agendas, ultimately hampering global health and social equity advancements. This is no longer just about Columbia — it’s about ensuring that scientific progress, equity, and institutional autonomy do not become collateral damage in a political war. Now is the time for the research administration community to unite and strategize. We must: 1. Demand legislative safeguards that protect research funding from political weaponization. 2. Mobilize collective advocacy through professional associations , NCURA: National Council of University Research Administrators, and Society of Research Administrators International (SRAI) , to resist forced anti-DEI compliance. 3. Develop crisis response strategies for institutions targeted by politically motivated funding cuts. If Columbia falls without pushback, it’s only a matter of time before others follow. The future of academic freedom, scientific progress, and academic equity now hangs in the balance — and silence is no longer an option. How do we fight back — and how do we prepare our institutions to withstand this level of political retaliation?

Turning Job Loss into Leadership Opportunity: How Ubora Leadership Institute Can Help Navigate Economic Uncertainty Layoffs surged 245% in February, marking the highest job cuts since July 2020. More than 172,000 people lost their jobs last month, with 62,000 federal workers affected by cuts from the Department of Government Efficiency. Additional reductions, including major cuts at the Department of Veterans Affairs, have already been announced. For many, this isn’t just about losing a job—it’s about losing stability, identity, and financial security. But in the midst of disruption, opportunity emerges. This is a moment to shift the narrative from job loss to leadership transformation. ?? How Can Leadership Development Help Impacted Workers Rebuild and Thrive? ? Embracing Change Management Principles – The first step in navigating layoffs is understanding the change cycle: shock, adaptation, reinvention. Leadership training equips individuals with the mindset and tools to pivot with purpose instead of reacting with fear. ? Developing Future-Proof Skills – The workforce is evolving, and leadership development programs can upskill displaced workers in areas like digital transformation, strategic problem-solving, and emotional intelligence. These are the qualities that future employers—and entrepreneurs—need. ? Fostering Entrepreneurial Thinking – Many great leaders emerge from moments of crisis. Layoffs can be a launching pad for new business ventures, consulting opportunities, or career reinvention. Leadership programs help individuals reframe setbacks as stepping stones. ? Building Resilience & Influence – True leaders turn adversity into action. Leadership development fosters the confidence to network effectively, advocate for opportunities, and take control of one’s career trajectory. How Ubora Leadership Institute Can Help At Ubora Leadership Institute, we understand that job loss is more than an economic event—it’s a life transition that requires strategy, resilience, and a clear roadmap forward. Our leadership development programs provide the tools and guidance to help displaced workers and emerging leaders navigate change, rebuild confidence, and create new career opportunities. ?? Personalized Leadership Coaching – Helping individuals redefine their career paths. ?? Skill-Building Workshops – Focused on digital learning, innovation, and leadership strategies. ?? Networking & Community Support – Connecting impacted professionals with opportunities and mentorship. ?? Let us be your resource. If you or someone you know has been affected by recent layoffs, Ubora Leadership Institute is here to help. ?? Let’s talk. How can leadership development help you or your organization during this time of transition? Drop your thoughts in the comments. #LeadershipDevelopment #ChangeManagement #Layoffs #UboraLeadership #Resilience #FutureOfWork #CareerTransformation

Rebuilding Trust & Allyship in the Face of Anti-DEI Sentiments The backlash against Diversity, Equity, and Inclusion (DEI) initiatives has exposed a deep fracture in corporate and societal allyship. Companies that once championed DEI in the wake of George Floyd’s murder are now quietly dissolving these programs, often citing “reverse discrimination” as their justification. Yet, the reality is that DEI was never solely about one group—it has uplifted women, veterans, people with disabilities, LGBTQ+ individuals, and others long before the conversation became racialized. What is troubling at this moment is the silence. The very communities that benefit most from DEI—beyond African Americans, who have been made the scapegoat for these programs—are not showing up to defend the progress that has been made. This silence is a breach of trust. It leaves minoritized communities feeling abandoned, disillusioned, and betrayed after years of collective effort to create inclusive workplaces. So, where do we go from here? We must shift from passive allyship to active leadership. Allyship cannot be performative or contingent on political convenience—it must be rooted in shared values and a commitment to equitable opportunities for all. Here’s how we move forward: ? Leadership Development as a Rebuilding Tool – We must invest in leadership programs that cultivate true equity champions across industries, equipping them with the skills to sustain inclusive workplaces despite shifting political climates. ? Data-Driven Advocacy – Companies must be held accountable with metrics that prove DEI's economic and cultural value. The business case for diverse leadership is clear—higher profitability, innovation, and retention. We must use these facts to combat misinformation. ? Coalition Building – Instead of fighting in silos, we must create broad-based alliances across all marginalized groups to ensure DEI protections remain intact. This means calling in those who benefit but have remained silent. ? Redefining Allyship – Trust must be rebuilt through consistent action, not just statements. True allies must show up, speak out, and use their privilege to advocate when it matters most. This is not just about policies—it’s about values. DEI is not a political trend; it’s a fundamental principle of fairness. If we allow its dismantling to go unchallenged, we are not just rolling back progress—we are allowing fear and division to dictate the future of our workplaces and communities. ?? Let’s talk. What are you seeing in your industry? How do we hold leaders accountable and move forward in a way that restores trust and allyship? Drop your thoughts in the comments. hashtag #DEI hashtag #Leadership hashtag #Allyship hashtag #InclusionMatters

The rise of anti-DEI sentiment and regulations threatens to roll back hard-fought progress in workplace diversity, especially for young professionals from historically excluded communities. As these policies take hold, we must be proactive in creating pathways to opportunity that are resistant to backlash. Leadership development can be a powerful catalyst in countering this trend by equipping emerging professionals with the tools, networks, and strategies to thrive despite systemic pushback. Key Steps to Counter Anti-DEI in Recruitment Through Leadership Development 1?? Shift from DEI to Leadership & Equity-Based Initiatives ? Frame talent development programs around merit, leadership excellence, and innovation, making them harder to dismantle under anti-DEI policies. ? Use mentorship and sponsorship models that provide direct career pathways without relying on explicitly DEI-branded programs. 2?? Build Private-Sector & Community-Led Talent Pipelines ? Establish industry partnerships that support early-career professionals through internships, apprenticeships, and fellowships. ? Encourage employee-led leadership networks within companies to sustain internal support systems even in hostile environments. 3?? Strengthen Advocacy & Legal Literacy in Leadership Training ? Equip young professionals with knowledge of workplace rights and how to recognize coded discrimination in hiring and promotions. ? Train leaders to advocate for equity using language that aligns with corporate goals, such as innovation, competitiveness, and retention. 4?? Develop Alternative Credentialing & Entrepreneurial Pathways ? Support young professionals in gaining certifications, leadership training, and industry-recognized credentials that make them undeniable assets. ? Provide entrepreneurial development programs so that those facing discrimination have the tools to create their own opportunities. 5?? Leverage Networks for Career Mobility ? Create alumni and professional networks that provide job leads, mentorship, and insider knowledge on navigating hostile work environments. ? Strengthen community-based professional associations that help members advance despite systemic barriers. The Reality: Anti-DEI Policies Are a Barrier, Not a Roadblock While anti-DEI sentiment seeks to limit opportunities, we must adapt and evolve. Leadership development can serve as the Trojan horse—advancing equity under the banner of professional excellence and innovation. By focusing on power-building, skill development, and strategic advocacy, we can ensure young professionals not only enter the workforce but also rise into decision-making positions where they can create lasting change. Who else is ready to build the next generation of resilient, empowered leaders? #LeadershipMatters #EquityInAction #FutureLeaders #AccessToOpportunity