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The importance of inclusive leadership

Over the last several years, there has been increased focus on long-standing issues of diversity, equity, inclusion, and belonging.  We read about the rise in racially motivated hate crimes, significant health disparities, and a great female recession.  At the organizational level, we see lost talent and a less diverse workforce just when organizations need a broader diversity of ideas, perspectives, and approaches to drive performance and innovation in an increasingly volatile, uncertain, complex and ambiguous (VUCA) world.

Urgency and awareness

These issues were important before the pandemic, yet the sense of urgency and increased awareness around these and other issues have driven more leaders than ever to want to increase their competencies of leading across difference and creating inclusive environments where all experience equity and a sense of belonging.

Evolving organizational thinking

Organizations and leaders need to evolve their thinking and behavior to better recognize and leverage the full range of skills, experiences, and perspectives of the entire workforce. This allows every person in the organization to contribute and develop to their full potential.  An intersectional lens on diversity enables organizations to recognize the way an individual holds multiple identities with associated life challenges and needs that change over time.  At the core, individual well-being leads to greater collaboration, innovation, and performance for the organization, creating a work environment that attracts and retains the best talent.

Core behaviors of an inclusive leader

There are core behaviors of an inclusive leader that drive feelings of inclusion, belonging, and support for teams and individuals.  According to the BetterUp Inclusive Leadership Report:

Relationship building

To promote more inclusive workplaces, managers must invest time in building authentic relationships with their team members, peers, and other employees. This involves getting to know what matters to them and what support they need to be successful. Many managers may need to develop their core listening skills and become more coach-like.

Recognition

Inclusive leaders make an effort to recognize people for their work and support their efforts and growth. Recognition lets employees know that the skills and diverse experiences they’ve contributed are valued. Key to this is understanding how each person prefers to be recognized and honoring that.

Empathy

Inclusive leaders make an effort to stay connected to the daily rhythms of their team and model non-judgmental behavior that makes every employee feel seen, heard, and respected. Empathy is a learned emotional intelligence skill that can be honed with intentional practice.

Social connection

When leaders deepen social connections among their team, they help build positive mindsets and motivations that contribute to overall employee well-being. In the new hybrid work environment, leaders need to become more creative in how to support the development of these important connections.

Encouraging participation

Inclusive leaders seek feedback and input from those who don’t always speak up or are otherwise less able to participate. Doing so makes it easier for employees to engage and feel more confident to share. They can empower others on the team to invite broader participation as well.

Alignment

Inclusivity doesn’t work without some shared vision or goals. When employees know what the organization and team are working toward and what matters most for success, they can better determine how to contribute.

Thanks for stopping by.  We hope you found at least one little nugget you are taking away with you.  What will you do to bring it into full living color?

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