What is Roaring Fork Leadership?

Originally known as Leadership Aspen, RFL founded in 1988 by a group of local citizens concerned about the need to strengthen relationships and skills among community leaders. Our mission “developing leaders for the community” translates into numerous programs and events – all with the intent of helping individuals and organizations build effective leaders through training, practice, and application. Our leadership training and programs immerse individuals in experiential learning to shift conversations from ‘right/wrong’ to ‘what works/doesn’t work’. This builds a safe and trusted environment so that collaborative decision making and civic dialogue are possible. Upon completion of the programs, we connect our leaders to opportunities to serve for the betterment of our local communities.

RFL’s Vision: 

RFL develops individuals to become more effective leaders who engage and enhance their communities.

RFL’s Mission:

We seek individuals who engage in opportunities for personal and professional growth. Using a common language, experiential learning, and skill development, we create connections and build leadership capacity. Our programs transform individuals by enhancing awareness of one’s impact and ability to collaborate.

Our Values

Leadership

Collective insight that contributes to improvement.

Integrity

With integrity, EVERYTHING works.

Community

We focus on bring out the best in everyone.

Collaboration

Everyone contributes to the whole.

Transformational

Adaptive and perspective shifting.

Diversity

See through the lens of equality.

Excellence

We go beyond expectations.

Learning

Having a growth mindset.

Guiding Principles: The following commitments characterize how we strive to think, listen and respond, and indeed the kind of community we seek to model. Supporting one another to keep these commitments creates a safe and vibrant learning environment. Through these commitments, we build deep relationships and unlock the wisdom and genius that is found collectively in our group and in the community.

  1. Contribute to an atmosphere of trust and safety
  2. When we feel that the atmosphere is compromised, we say so.
  3. Accept people for who they are, instead of who we think they are
  4. Listen from a place of inquiry, instead of trying to agree or disagree
  5. See through the lens of what’s possible, not what happened in the past
  6. Look for what’s working or not working, not what’s good or bad, or right or wrong
  7. Examine and invite feedback on personal biases, assumptions, and mental models
  8. Follow through on our commitments
  9. Give others permission to hold each of us accountable to our commitments
  10. Respectfully tell others when they vary from these practices
  11. Remain sensitive to the well-being of the group
  12. Share our contrary views, confusion, or unease to foster understanding within the team
  13. Focus on bringing out the best in others and empowering the leadership of others
  14. Speak to encourage others’ contribution, instead of forwarding a personal position
  15. Identify one’s feelings & emotions, rather than disguising them as facts
  16. Regularly attend and actively participate; attend 75% of all meetings
  17. Keep these commitments outside the group, to model the ethics of this group throughout the community