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Inclusive Leadership – What is it and Why Inclusion in Leadership is so Important?!

Inclusion leadership means being able to do your best work. Inclusive leaders provide shared vision and clarity to guide others. They set their people up for success and create avenues for contributing to the larger outcome. Inclusive leadership also make space for people to find their own meaning and purpose.

Inclusion in leadership is as much about demonstrating through your inclusive leadership that EVERYONE matters. Not just the smart, the well dressed, the attractive, the articulate communicator. EVERYONE!
So why is inclusive leadership important?

The problem for organizations is that skilled inclusive leaders are rare. In fact, our research shows that only 5% of leaders globally can be defined as inclusive. The good news is that inclusive leadership can be assessed, coached, and developed. All this can be done through leadership training and leadership development.

The biggest advantage of inclusive leadership is that inclusive leaders know how to unleash individual potential and create an environment where all talent can thrive and grow. Enable individuals to feel free to bring their authentic selves to work. Provide individuals with a sense of empowerment to take risks.

Studies have shown that Diversity and Inclusion companies that practice D&I outperform those that do not.

There are various elements that go into building diversity and inclusion. And it’s important that organizations get all these elements right. But there is one key element that all others depend on: inclusive leadership.

The feeling of being included comes from a person’s interactions, not from policy.

An inclusive leadership sets the tone and models the behaviours for their team to create an environment where each person feels seen, valued, respected, and able to contribute — in short, where they feel they belong and are included.

Six types of behaviours inclusive leaders use with their teams:

• Relationship building
• Recognition
• Empathy
• Social connection
• Encouraging participation
• Alignment

Relationship Building:

Building these genuine relationships helps people feel respected, valued, and appreciated. These quality relationship networks promote open communication and support an environment of inclusivity. This is the kind of behaviours inclusive that leaders use.

Recognition:

Inclusive leaders try to recognize people for their work and support their efforts and growth. That means recognizing specifically and personally the unique contributions of others in ways that are motivating and elevate their sense of personal accomplishment.

Empathy:

Creating an environment of inclusivity requires having an appreciation for where others are coming from and what they might be experiencing. Inclusive leaders are warm and encouraging in their interactions, embracing compassion in order to foster deeper connections with others.

Social connection:

Interactions with other people drive our sense of being included. Inclusive leaders encourage people to recognize each other as humans, not just co-workers or adjoining parts of a process. They create leadership training for people to engage with each other, to deepen their connections and model the importance of maintaining close personal relationships with supportive people in our lives.

Encouraging participation:

Inclusive leadership is an invitation, extended day after day. Inclusive leaders use a variety of approaches to seek input and feedback directly from people who might not speak up. and check- in on what people need to be successful. They also stay attuned to obstacles that might get in the way of participation — not just in meetings but in the way work gets done — and look for ways to minimize these obstacles.

Alignment:

Inclusive leadership means being able to do your best work. Inclusive leaders provide shared vision and clarity to guide others. They set their people up for success and create avenues for contributing to the larger outcome. Inclusive leaders also make space for people to find their own meaning and purpose. This is why inclusion in leadership is important.

How do you go about this if you are not a “natural” at any of these?

- Coaching. Get someone who understands and can help navigate your emotions and grow your experience in this area
- Find a mentor. Someone who you know has these qualities and ask for help and advice
- Take time to be conscious about it and learn to be better
- Assess yourself at the end of each day. Male it a daily routine
- Ask someone in the group, team, organisation to tell you honestly how you are doing

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