This article tackles the challenge for leaders who do not lead inclusively and need guidance on how to lead inclusively. Suppose a leader has received feedback that they demonstrate non-inclusive behaviors (such as empathy, curiosity, listening, and self-awareness). In that case, it’s time to course-correct and create a plan to implement inclusion into their leadership style. Below, I will delve into three strategies leaders can leverage to begin or better navigate their inclusive leadership journey.
Strategy 1: Be Accountable For Inclusion Progress
Leaders must hold themselves accountable for whether or not they lead inclusively. To do so requires leaders to be self-aware and then take responsibility for the progress (or lack of) made to date in leading inclusively. If the progress is not to the leader’s liking, acknowledge that, and then decide on the path to proceed. Making a bold pivot requires courage and time, so be sure to allow for the necessary adjustments when implementing change around leadership style.
I have always believed and stated that people are at different places on the inclusive leadership journey. And one can’t force someone to lead inclusively if it’s not their choice to do so. Think head versus heart. So, realistically, a leader can be forced to acquiesce for the good of the company. However, if a leader’s heart isn’t in the decision, then actions can be performative and not yield the intended results. So for those leaders who aren’t leading inclusively and are ready to do so, here’s a tip. Jennifer Brown, author of “How to Be an Inclusive Leader,” has developed an inclusive leadership model with four stages: unaware, aware, active, and advocate. For the leader questioning the next step, one path forward is to leverage this model and assessment to assess the stage and develop a plan to engage and move forward. Deloitte’s Six Signature Traits of Inclusive Leadership is another method that leaders can use to gauge demonstrative behaviors for leading inclusively.
Strategy 2: Work On Establishing A Trusted Space For Inclusion To Thrive
For leaders to succeed at leading inclusively, they must be able to create psychological safety (described as the ability to create spaces for employees to contribute, share different perspectives, and thrive without penalty). Patience is necessary here, where the leader has time to allow space for varying perspectives. Experts say that food can help create trust, as leaders create spaces that are open and inviting, allowing them to engage and build trust with employees. Employees must be able to challenge the status quo. Courageous conversations have a place as well. For example, it can be uncomfortable for leaders to balance transparency around company decisions. Know that teams will respect managers who allow curiosity and dialogue. Most individuals appreciate the opportunity to be listened to, valued, and respected. Leaders who want to adopt inclusive Leadership can keep this in mind and assess their own inclusive behaviors.
Tools are available to help individual leaders and teams grow in this area. If a leader lacks this capability, then efforts to gain insights from employees will help them create a roadmap for leading inclusively. Leaders can be proactive by doing more listening than talking. My encouragement here is to work on staying in the curiosity zone when encountering areas of unfamiliarity and discomfort. Of course, use discernment to ensure personal safety and leverage time-outs to allow for deeper reflections of feelings and input into fine-tuning the inclusive leadership roadmap.
Strategy 3: Be Open to An Inclusive Way of Being
Leaders set the tone and must assess their appetite for welcoming change. Is inclusion a priority agenda item for the leader? If so, what processes need to be reviewed and tweaked to be more inclusive? Leaders can engage in meaningful conversations and influence outcomes with key stakeholders. What inclusive policies are important to team members? Knowing these answers will help you gain insights into inclusive leadership excellence.
The Bottom Line: It’s never too late to adopt an inclusive leadership style. If a leader is behind, acknowledging status, creating a trusted space, and adopting new policies and processes can change the course. Inclusive Leadership is a lifelong commitment, so do know that this is not a one-and-done activity with a check box. Leaders must proactively work on being inclusive.
Author Note: Jennifer Brown and the author are colleagues.