It’s Never Too Late To Become An Inclusive Leader

As a leader, it’s never too late to adopt an inclusive leadership style and make a positive impact on your organization. Even if you’ve received feedback that your behaviors are non-inclusive, you can still course-correct and create a plan to implement inclusion into your leadership approach. In this article, we’ll explore three strategies that leaders can use to begin or improve their inclusive leadership journey.

Embracing Accountability for Inclusive Leadership

The first step towards inclusive leadership is to hold yourself accountable for your progress. This requires self-awareness and a willingness to take responsibility for your actions. If you’re not satisfied with your current level of inclusivity, acknowledge the areas that need improvement and create a plan to address them. Making significant changes to your leadership style takes courage and time, so be patient and allow for necessary adjustments.

It’s essential to recognize that people are at different stages of their inclusive leadership journey. While you can’t force someone to lead inclusively, you can encourage and support them in their development. Jennifer Brown’s inclusive leadership model, which includes four stages: unaware, aware, active, and advocate, can be a helpful tool for leaders to assess their current stage and develop a plan to move forward. Additionally, Deloitte’s Six Signature Traits of Inclusive Leadership can provide a framework for leaders to gauge their demonstrative behaviors and identify areas for improvement.

Creating a Trusted Space for Inclusion to Thrive

Establishing trust is a critical component of inclusive leadership. To create a trusted space, leaders must prioritize psychological safety, which allows employees to contribute, share different perspectives, and thrive without fear of penalty. This requires patience, as leaders need to create an environment where employees feel comfortable sharing their thoughts and ideas. Experts suggest that small gestures, such as sharing meals or creating inviting spaces, can help build trust and foster open communication.

Leaders who want to adopt inclusive leadership can start by assessing their own behaviors and creating a roadmap for improvement. This may involve seeking feedback from employees, being more mindful of their communication style, and making a conscious effort to listen more than they talk. By staying in a state of curiosity and being open to feedback, leaders can create a safe and inclusive environment where employees feel valued and respected.

Embracing an Inclusive Way of Being

The third strategy for inclusive leadership is to be open to change and willing to adapt your approach to prioritize inclusion. This requires leaders to assess their own appetite for change and identify areas where they can improve. By engaging in meaningful conversations with key stakeholders and seeking feedback from team members, leaders can gain insights into what inclusive policies and processes are most important to their employees.

Ultimately, inclusive leadership is a lifelong commitment that requires ongoing effort and dedication. It’s not a one-time achievement, but rather a continuous process of learning, growing, and improving. By acknowledging the importance of inclusion, creating a trusted space, and embracing an inclusive way of being, leaders can set the tone for a more inclusive and equitable organization. Remember, it’s never too late to start your inclusive leadership journey, and with patience, self-awareness, and a willingness to learn, you can make a positive impact on your organization and the people you lead.