Chief Executive Officer at Leading NOW.
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The events of the past 12+ months have made it very clear that organizations and leaders within companies are looking to foster a more inclusive work culture. While this isn’t something that can happen overnight, it can happen — by resetting workplace dynamics and implementing inclusive practices.
A recent article from McKinsey & Company notes that workplace changes introduced in response to Covid-19 provide an opportunity for organizations to introduce new habits. Since working remotely could be a permanent part of the next normal for some employees, organizations and teams, companies should seize this opportunity to build more inclusive habits. The article states that a shift in workplace dynamics “can, and should, serve as a catalyst to embed more inclusive practices and more effective leadership skills.” I couldn’t agree more.
One thing is undisputed: People want to be part of a more inclusive culture wherever they work.
What can leaders do to help foster an inclusive culture?
Leaders must first demonstrate inclusive behaviors. Leaders must remember that not all employees have the same perspectives, experiences or opportunities as others within the organization. To be inclusive, leaders must seek out and embrace these diverse perspectives. An inclusive environment is created by the behavior of individuals — leaders and peers — who make deliberate decisions and take deliberate actions mindful of inclusion as a daily practice.
Founder of Leading Women Susan L. Colantuono has said, “Leadership is using the greatness in you to achieve and sustain extraordinary outcomes by engaging the greatness in others.” This 21st-century definition of leadership is the cornerstone of the research we do at Leading NOW. Use this definition of leadership to help ground and inspire you to be the best leader you can be, regardless of your title or position.
Everyone can be an inclusive leader.
Use your personal greatness to lead and engage the greatness in others to demonstrate your inclusive mindset. Together, you will achieve extraordinary outcomes and help develop the culture of inclusion you strive to be part of. To help get you started on becoming a more inclusive leader, I’ve put together a list of the top five things every individual leader can do to help their team, their department or their organization work toward being more inclusive.
Five ways you can become a more inclusive leader today.
1. Ask questions. Be curious about others’ experiences in the workplace. Ask them for a 1:1 conversation to learn more about what they do and how they experience the organization. A recent article in Harvard Business Review says, “a humble and curious question goes a long way toward building better empathy and situational awareness” and will hopefully result in you becoming an ally to others within the company.
2. Invite employees from all backgrounds to meetings. Make sure you include everyone in the conversation and ask for their thoughts and suggestions during the meeting; don’t just include them, engage them. Consider that many employees have varied perspectives that may have been gained from experiences that differ from your own. Ask questions that help ignite their input. Most important, you need to be authentic when you invite them into the meeting. Really listen to what they have to say and consider how you may incorporate their perspectives and ideas.
3. Consult with people outside your own circle. Surround yourself with people who are different from you. When seeking different perspectives, ask colleagues to recommend who they think might have a new perspective. A diverse team works smarter and delivers better results.
4. Invite employees to shadow you. Have them join you in meetings and discussions which allow them to have exposure to something they would not normally have exposure to. After the meeting, debrief with them on what the meeting was about, what decisions were made and why they were made.
5. Purposefully seek others’ perspectives. Look for different perspectives whenever you’re doing your job. Whether you’re looking for new vendors or creating a new product, or if you’re in HR and you’re trying to build an inclusive culture, why not make your first priority to get different perspectives? Ask people who are not like you for their input and ideas to expand your own knowledge of different ways of doing things.
Building a culture of inclusion isn’t like turning on a light switch. It takes deliberate actions, starting with you demonstrating inclusive leadership behaviors. If you do your part and follow these five steps, you won’t just be talking the talk, you’ll be walking the walk — and inspiring others to follow suit. That’s what inclusive leadership is all about.
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