The world is
changing. And in turn, what organizations need from leaders is changing.
Only 31% of
employees believe their leaders are inclusive. That is, less than a third of
employees believe their leaders see, value, and respect them as a whole person.
Most leaders
and managers don’t set out intending to exclude others. Yet, in the course of
pursuing a goal and relying on sometimes outmoded beliefs about leadership,
they fail to get the best out of their teams. Worse, they might not even
realize it.
Inclusive
leaders are one step ahead of the game. They know how to take advantage of each
opportunity, adequately use the skills of their team members, and leverage the
competitive advantages available to them.
When we think
of inclusivity in organizations, things like race, gender, orientation,
ethnicity, equal pay, and other characteristics or issues come up. Leaders
focused on real inclusion are thinking global; not only do they facilitate
diversity and inclusion, they understand the bigger picture of why diversity
and inclusion are important to long-term business success.
But what
specific characteristics allow them to be successful? According to Deloitte’s
report, The
six signature traits of inclusive leadership, the following characteristics
of inclusion set these leaders ahead of others:
COMMITMENT
Making a
commitment to diversity and inclusion isn’t the easy path; these leaders are
resolute because of the business case for diversity and the tie to their
personal values.
COURAGE
An inclusive
leader is not afraid to challenge those around him or her to improve the status
quo. Speaking up and questioning what’s normal and commonly accepted in the
organization, as well as in his or her mind, allows the leader to courageously
lead the change.
COGNIZANCE
A critical
trait is self-awareness. Organizations and people alike have blind spots and
bias, but a leader who is truly inclusive works to recognize those problems and
remedy them through policies to ensure decisions are the result of fair,
logical consideration of the facts.
CURIOSITY
Due to
experience, an inclusive leader knows that a variety of ideas and experiences
allows for different perspectives. He or she is not afraid of different ideas
or experiences, using them to enable both personal growth and successful
organizational growth. This leader is willing to keep their mind open to new
things while actively seeking out how others see the world differently.
CULTURAL
INTELLIGENCE
Each person
views business challenges and the world differently, dependent upon their
culture. Leaders focused on inclusion see that these cultural frames are
helpful and are unafraid to cross cultures, while recognizing the impact their
own culture has on interactions.
COLLABORATION
Deloitte’s
report notes that “A diverse-thinking team is greater than the sum of its
parts.” Leaders who are inclusive are
not only aware of the advantages of being on a team, they actively work to make
their teams more effective by fostering collaboration and healthy debate.
The most
important qualities of an inclusive leader are his or her abilities to
understand and enable others on the team and in the organization to work
better. These leaders are resilient, future-ready leaders who are better able
to withstand the changes and challenges of the business world by adapting.
Becoming a
truly inclusive leader is a long road, but an important and valuable one.
Through it, you will become a better leader for your team, and set the right
example for other leaders in your organization to do the same.
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