Inclusive Leadership

Prioritize Continuous Education To Build Inclusive Leadership Skills

The saying goes that knowledge is power; as such, inclusive leaders already know that one of the tenets of success is continuous education. Therefore, this time requires prioritizing building awareness to deal with the many stakeholders that beckon response. PMI’s stakeholder map highlights champions, advocates, allies, and naysayers. The same strategies one would use to communicate and support stakeholders would apply here. Brain fog can occur due to the many distractions. However, inclusive leaders can expand their leadership toolkit with ongoing training opportunities to build their inclusive leadership skills. Verna Myers, originator of the term, “diversity is being invited to the dance and inclusion is being asked to dance,” has rolled out workshops to prepare inclusive leaders to respond to pressures to end inclusion at large. Dr. Mary Winters is rolling out a summit to respond to the deprioritizing and ending of DEI. Inclusive leaders are encouraged to seek and utilize training opportunities to enhance their confidence and awareness while navigating workplace challenges. Learn how to navigate in spaces that may unwillingly prioritize exclusion and shun the efforts to create an inclusive workplace. Build skills around negotiation, empathy, psychological safety, conflict management, and active listening. These will all serve to foster the ongoing needs of the workplace.

Embrace Communities Around Inclusive Leadership

Finding safe spaces to process the firehose of misinformation and disappointment around the attack on diversity, equity, and inclusion is prudent. Communities have served a purpose in the past and will continue to do so. Consider the impact of employee resource groups and how they have built communities in the workplace. For caregivers, consider how communities have created lifelines to showcase that support exists and that the journey does not have to be siloed. As one who has experienced caregiving around an aging parent and a small child, I know that communities have been instrumental in staying sane and developing strategies to stay the course confidently. Stay aware of communities that are popping up to meet the needs of these times. If communities don’t exist, create and design a community. And that community can be at the workplace, even if it isn’t in the form of an employee resource group. Merriam-Webster defines community as individuals coming together for a common purpose.

Get Support To Move Towards Action To Support Inclusive Leadership Progress

Now is the time to take action. If the actions and commitments to inclusive leadership are unclear, take time to get clarity. Tap into support, whether a coach, community, or therapist, to help clear blockages that prevent action. Decide today on the steps to take in support of continuing to make the workplace inclusive. For example, author James Clear says committing to a 1% change will yield great dividends with time. So, look inwards, amid swirling headlines, fear of legal ramifications, and changing priorities, what’s one thing inclusive leaders can do to help to stay on the inclusive leadership journey? Read a book on any of the topics causing unease. For example, let’s choose fear. I always recommend Feel The Fear And Do It Anyway by Susan Jeffers to my clients when faced with crossroads and big decision-making. Adaptive and technical challenges are discussed in the timeless book Leadership On The Line by Ronald A. Heifetz and Marty Linsky. Adaptive changes can be difficult, encounter resistance, and require a long time to solve. Technical challenges are the opposite. This book is another resource worth exploring for solutions, as the content includes leadership strategies for dealing with politics and uncertainties.

Conclusion

Inclusive leaders must prioritize continuous education, embrace communities, and get support to navigate the challenges of the current times. This article has provided strategies for inclusive leaders to leverage in these challenging times to stay the course and meet the needs of the diversity and complexity of the workplace. Remember, knowledge is power, and inclusive leaders must be prepared to face the many stakeholders that beckon response. By building awareness, seeking support, and staying proactive, inclusive leaders can overcome the pushback around inclusion and create a more inclusive workplace.

FAQs

• What are some strategies for inclusive leaders to leverage in these challenging times?
  • Prioritize continuous education to build inclusive leadership skills
  • Embrace communities to tap into support for the inclusive leadership journey
  • Get support to move towards action to support inclusive leadership progress
• How can inclusive leaders build their leadership toolkit?
  • Through ongoing training opportunities
  • By seeking and utilizing training opportunities to enhance their confidence and awareness
  • By learning how to navigate in spaces that may unwillingly prioritize exclusion and shun the efforts to create an inclusive workplace
• What are some resources for inclusive leaders to explore?
  • Workshops by Verna Myers and Dr. Mary Winters
  • Book "Feel The Fear And Do It Anyway" by Susan Jeffers
  • Book "Leadership On The Line" by Ronald A. Heifetz and Marty Linsky