Last updated on 2024年9月21日

How can you use questioning to develop an inclusive and diverse leadership vision?

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As a leader, you want to create a vision that inspires and aligns your team, your organization, and your stakeholders. But how can you ensure that your vision is inclusive and diverse, reflecting the perspectives and values of different groups and individuals? One powerful tool you can use is questioning. Questioning is not only a way to gather information, but also a way to engage, empower, and challenge yourself and others. In this article, you will learn how to use questioning to develop an inclusive and diverse leadership vision in four steps.

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1 Step 1: Question yourself

Before you can share your vision with others, you need to question yourself. What is your purpose as a leader? What are your core values and beliefs? What are your assumptions and biases? How do you define success and impact? How do you communicate and collaborate with others? These questions can help you clarify your own vision and identify any gaps or blind spots. You can also use tools such as the SWOT analysis, the SMART framework, or the IKIGAI model to structure your self-questioning.

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Diane Lazarowicz AI Training to Increase Revenue Using AI Solutions

Top Performance Results, LLC specializes in AI-driven business solutions, helping companies streamline operations, enhance decision-making, and achieve market leadership through advanced technology.
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To build a leadership vision that’s truly inclusive, we've got to start by asking ourselves some tough questions. Like, are we making any assumptions without realizing it? And, are we really hearing from everyone, or just the usual suspects? It’s about getting real on how our own stories color our decisions, spotting the roadblocks that keep diversity out of the boardroom, and keeping tabs on how well we’re actually doing at bringing everyone into the fold. It’s a chat we need to keep having.

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2 Step 2: Question your team

The next step is to question your team. Your team members are your closest collaborators and allies, and they can offer valuable insights and feedback on your vision. You can ask them questions such as: What are your strengths and passions? What are your goals and challenges? How do you feel about the current situation and the desired future? What are your ideas and suggestions for improvement? How can we work together more effectively and creatively? These questions can help you understand your team's needs, motivations, and expectations, and build trust and rapport.

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Gregg Neavin

Keeping your tuchus safe and comfortable in the air
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Here's an exercise any team can do. Ask your team members the following: "Take a minute to look around the room at the team we've assembled here. One, by one, consider each of your peers, and consider their individual strengths. What strengths do you have in common with each of them? What experience and strengths might each of them have that can make up where you might be lacking? Where do feel you might bring unique talents to the team? On a broader scale, when reviewing our collective talents and experience, what are we missing? Whether it be through new hires, or training and development for existing team members, how can we improve upon our collaboration? Let's have a safe and brave conversation to learn more about each other.

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3 Step 3: Question your organization

The third step is to question your organization. Your organization is the context and culture in which you operate, and it can influence and constrain your vision. You can ask questions such as: What is the mission and vision of the organization? What are the values and norms of the organization? How does the organization support and reward innovation and diversity? What are the opportunities and threats facing the organization? How does the organization interact and communicate with its stakeholders? These questions can help you align your vision with the organization's strategy and values, and identify any potential barriers or enablers.

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Gregg Neavin

Keeping your tuchus safe and comfortable in the air
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When coaching and training leaders toward better organizational communication, I'm often asked about "dealing with difficult people". My response typically challenges, "What if they aren't difficult people? What if they are different people?" Now begins a different conversation than the client might have been expecting - a more rich and impactful one. The next question might be, "What do you think the value might be in having a culturally diverse, multi-generational workforce? Can you see how expanding the breadth of experiences and perspectives might aid in collaboration and critical thinking? When it comes to making big decisions for the direction of your company, how do you prevent 'group think'?"

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4 Step 4: Question your stakeholders

The final step is to question your stakeholders. Your stakeholders are the people and groups who are affected by or have an interest in your vision, such as customers, partners, suppliers, competitors, regulators, or communities. You can ask questions such as: Who are your stakeholders and what are their needs and expectations? How do you create value and impact for your stakeholders? How do you engage and involve your stakeholders in your vision? How do you measure and communicate your performance and results to your stakeholders? These questions can help you expand your vision beyond your own scope and perspective, and create a shared sense of purpose and direction.

By using questioning to develop an inclusive and diverse leadership vision, you can not only create a more compelling and relevant vision, but also a more collaborative and adaptive one. You can use questioning to explore different possibilities, test your assumptions, challenge your status quo, and learn from your feedback. You can also use questioning to empower and inspire others, foster a culture of curiosity and innovation, and build a network of support and influence. Questioning is not a one-time activity, but a continuous process that can help you refine and evolve your vision as you face new challenges and opportunities.

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Edirin Erhueh

Category Development Manager (Hair Fashion) at Godrej Consumer Products Limited
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Leaders can promote intelligent debate, uncover diverse viewpoints, and create an inclusive vision through open-ended questions. However, they must be honest about analysing information without bias, balancing emotional thinking and rationality, for fairness.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Gregg Neavin

Keeping your tuchus safe and comfortable in the air
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Our first question should be, what does diversity mean to this organization? Start with "Who" are we talking about? When you hear the word diversity, is ethnicity the first thought you have? What's your second thought - your third, etc. Are you considering generational diversity? What about personality types? How about Eastern vs. Western cultural influences? What about gender(s)? How about socio-economic backgrounds? What about work/life balance for employees with young families, compared to those without? How does work history and experience balance with formal education, within your workforce? What about disability inclusion? Critically speaking, in seeking diversity, how big is your net?

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Trevor Moodley

Career Transition (Retired) Quality Inspector (Assertive Management Control Oversight and Techniques) Mechanical and Corrosion.
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Make sure every one is included, perhaps consider the smoking stick methodology. This entails an object being passed around during the discussion. When you feel comfortable enough, speak and contribute. If uncertain wait for the next round, or the next......... We are all collaborators and thought builders.

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How can you use questioning to develop an inclusive and diverse leadership vision?

1

2

3

4

5

1 Step 1: Question yourself

2 Step 2: Question your team

3 Step 3: Question your organization

4 Step 4: Question your stakeholders

5 Here’s what else to consider

Leadership Development Coaching

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How can you use questioning to develop an inclusive and diverse leadership vision?

1

2

3

4

5

1 Step 1: Question yourself

2 Step 2: Question your team

3 Step 3: Question your organization

4 Step 4: Question your stakeholders

5 Here’s what else to consider

Leadership Development Coaching

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