How do you practice inclusive leadership?

Self-reflection is the starting point of change. It's about taking an honest look at yourself and acknowledging that we all carry biases, conscious or unconscious. In your journey toward becoming an inclusive leader, start with yourself. Dedicate time to self-reflection, be honest with yourself about your biases, and muster the courage to confront your preconceived notions and stereotypes. This process is fundamental to fostering a more inclusive and equitable work environment. It not only sets the stage for personal growth and transformation, but, in turn, positively influences your leadership style and the culture of your organization.

"3 Es" of Active and Empathetic Listening that have greatly helped me: 1. Engage: When someone is speaking to you, fully engage with them. Ditch distractions, show you're in the moment with nods, eye contact, and verbal cues. Let them know they're the star of the show. 2. Empathize: Empathy is at the heart of effective listening. Put yourself in their shoes, feel what they're feeling, and show it. It's not just about hearing words; it's about understanding the vibes. Respond in a way that says, "I get you, I really do." 3. Empower: Shift from fixer to facilitator. Instead of throwing solutions, help them discover their own. Encourage them to talk, ask questions, and validate their ideas. It's about making them feel they've got the power.

Make sure that everyone in a meeting knows each other or introduce everyone to everyone. Make sure you are pronouncing names correctly. Share your pronouns to signal to participants that you support their gender identity. Introduce the agenda and make sure everyone knows why they are there and that their input matters. Keep in mind power dynamics and psychological safety that exist within the group. Take time to ensure everyone feels safe to contribute or create ways for anonymous input. Consider that some people love to hear themselves talk and think on a spot while others prefer to take time to think and don’t like to be put on the spot. Ensure content accessibility through audio and visuals.

Nurture Psychological Safety: Foster a workplace culture where individuals feel safe to express their opinions, ideas, and concerns without fear of judgment or retribution. Ensure that all team members understand that their input is valued and essential for the organization's success. Promote Inclusive Practices: Actively advocate for and demonstrate inclusive leadership behaviors. This includes recognizing and celebrating diverse perspectives, inviting contributions from all team members, and making sure that meeting spaces and discussions are inclusive. These steps encourages participation and empowers individuals to contribute their unique perspectives, ultimately advancing inclusive leadership within your organization.

Empowering and developing your team is a crucial aspect of effective leadership. Inclusive leaders understand that every team member brings unique skills, experiences, and perspectives to the table. By recognizing and harnessing these strengths, leaders can create a more dynamic and high-performing team. This not only benefits the individuals but also contributes to the overall success of the organization.

Inclusion is only the starting point. I believe the "unto what..." of inclusion is: Creating Culture Together. It is a subtle shift in focus but it dramatically changes how we engage with the process and it changes the desired outcomes. By shifting our focus and by being equipped to become culture creators we are more likely to create families, teams, neighborhoods, clubs and organizations were people feel heard, included and experience resonance and belonging...

Deeper Listening: Leaders should actively listen to their team members, valuing and considering their input. When team members see their leader actively engaging in conversations, asking questions, and acknowledging different perspectives, it sets the tone for inclusivity and encourages others to do the same. Equitable Recognition: Leaders should provide equitable recognition and opportunities to team members, ensuring that achievements and contributions are acknowledged and rewarded regardless of background or identity. This promotes a culture of fairness and inclusivity, inspiring others to follow suit in recognizing and valuing each other's contributions.

Focus on the Invisible Diversity Language and stylistic differences are vital facets of global inclusion, as they enrich communication by celebrating diverse cultural backgrounds and experiences, fostering understanding, and strengthening bonds across borders and boundaries. Embracing linguistic diversity enhances collaboration and ensures that every voice is heard and valued in the global conversation. Build you cultural agility muscle - learn how to build trust across cultures and the different approaches to dealing with conflict globally Understand that language drives communication - different languages drive different kinds, styles and types of communication