The 7 Habits of Highly Inclusive Leaders: Transforming Organizations for Sustainable Success
By Dr. Paul L. Gerhardt, PhD
In today’s dynamic workplace, leadership is not just about driving results—it’s about fostering environments where diverse talents thrive. Inclusion is no longer an optional strategy; it is a leadership imperative that fuels innovation, engagement, and long-term success. As Dr. Stephen Covey emphasized in his seminal work The 7 Habits of Highly Effective People, principles of effectiveness transcend industries and leadership levels. By applying a structured, principle-based approach to inclusion, leaders can elevate their teams and organizations to unprecedented levels of performance.
Having worked extensively with both students and industry professionals, I have seen firsthand how applying these habits in leadership and organizational settings enhances team dynamics, fosters innovation, and improves workplace culture. Leadership is not just about theory—it is about action, reflection, and continuous improvement.
Here, I outline the 7 Habits of Highly Inclusive Leaders, integrating time-tested leadership principles with modern insights into diversity, equity, and inclusion (DEI).
Habit 1: Be Proactively Inclusive
Dr. Covey taught us that proactive leaders take responsibility for their actions and environments. Inclusion does not happen by accident—it requires intentionality. Highly inclusive leaders do not wait for diversity issues to surface before taking action. They proactively seek diverse perspectives, challenge unconscious biases, and create environments where employees feel valued and heard.
Application: Start by conducting an inclusivity audit in your workplace. Where are voices being excluded? What barriers exist that prevent full participation? Being proactive means addressing these gaps before they escalate into larger organizational challenges.
Leaders who actively seek diverse perspectives become more adaptable and effective in solving complex problems. This mindset is a game-changer in today’s evolving workplaces.
Habit 2: Begin with the End in Mind—A Vision for Inclusive Excellence
Leaders who practice Habit 2 understand that diversity without inclusion is like a car without fuel—it won’t drive results. They develop a vision for an inclusive workplace and align policies, behaviors, and cultural values to this vision.
Application: Define your organization's DEI North Star—a clear and compelling vision of what an inclusive workplace looks like. Then, embed inclusion into strategic planning, leadership development, and daily operations.
Organizations that clearly define their inclusion goals are better positioned to create meaningful change. A well-articulated vision ensures alignment across all levels of leadership.
Habit 3: Put First Things First—Make Inclusion a Daily Practice
It’s easy to prioritize urgent business demands over long-term cultural shifts. However, inclusion must be embedded into the daily rhythm of leadership, not treated as an afterthought or one-time initiative.
Application: Make inclusion a leadership priority. Structure regular check-ins with employees to assess their sense of belonging. Encourage open dialogue about biases and workplace culture. Train managers to lead with inclusivity in mind, ensuring it remains a fundamental part of decision-making.
Leaders who integrate inclusivity into daily decision-making processes see measurable improvements in employee engagement and retention.
Habit 4: Think Win-Win—Leverage Diversity for Organizational Success
A scarcity mindset leads organizations to see DEI as a compliance exercise rather than a competitive advantage. Inclusive leaders adopt a win-win mindset, understanding that diverse teams lead to better innovation, decision-making, and profitability.
Application: Move beyond quotas and tokenism. Create mentorship programs, sponsorship initiatives, and leadership pipelines that ensure all employees—regardless of background—have equitable access to growth opportunities. Recognize that when everyone wins, the organization flourishes.
Leaders who embrace diversity as a business advantage outperform those who treat it as a legal obligation. Successful organizations foster cultures where everyone has the opportunity to contribute their full potential.
Habit 5: Seek First to Understand, Then to Be Understood—The Power of Listening
Many leaders want to be seen as champions of inclusion, but the best leaders start by listening. Inclusive leaders don’t assume they understand the experiences of underrepresented groups—they ask, they listen, and they learn.
Application: Create psychological safety by fostering open conversations about workplace experiences. Conduct employee listening sessions, affinity group discussions, and anonymous feedback surveys. Most importantly, act on what you learn to drive real change.
Leadership is not about having all the answers—it’s about asking the right questions. When leaders practice deep listening, they gain valuable insights that enable them to build stronger, more cohesive teams.
Habit 6: Synergize—Foster Collaboration Across Differences
Synergy is the ability to create something greater than the sum of its parts. The most effective teams are not those that avoid conflict but those that leverage diverse perspectives to fuel creativity and innovation.
Application: Build diverse teams and encourage collaboration. Foster environments where cognitive diversity—different ways of thinking and problem-solving—is valued. Recognize that innovation is born from constructive disagreement and diverse viewpoints.
When leaders facilitate environments where differences are seen as strengths, teams reach higher levels of performance and innovation.
Habit 7: Sharpen the Saw—Continuously Develop Inclusive Leadership Skills
Effective leaders understand that personal and professional growth never stops. Inclusive leadership is an ongoing journey that requires self-reflection, continuous learning, and adaptability.
Application: Invest in regular DEI training for yourself and your teams. Stay informed about emerging trends in diversity leadership. Engage in cross-cultural experiences that challenge your worldview and broaden your leadership lens.
The most successful leaders are those who consistently refine their leadership skills and seek out new perspectives to improve their effectiveness.
The Legacy of Inclusive Leadership
Dr. Covey’s wisdom reminds us that leadership is about principles, not just practices. The 7 Habits of Highly Inclusive Leaders are not quick fixes or corporate buzzwords; they are foundational principles that, when practiced consistently, create sustainable organizational transformation.
The future of leadership belongs to those who embrace diversity, lead with empathy, and build workplaces where every individual has the opportunity to contribute their best. Inclusion is not a task—it’s a way of being. By developing these seven habits, leaders will not only drive business success but also leave a legacy of positive impact in the organizations and communities they serve.
Leaders who cultivate these habits in their practice will see the profound impact of inclusive leadership—not only in the workplace but also in shaping a more equitable and innovative future.
Are you ready to cultivate these habits and transform your leadership? The journey to inclusive excellence starts today.
About the Author
Dr. Paul L. Gerhardt, PhD is a Human Resource Management Expert with extensive experience in leadership development, organizational strategy, and workplace culture transformation. As a professor of management and a published author on diversity and leadership, has guided students, professionals, and industry leaders in applying principle-based leadership strategies to foster inclusive and high-performing workplaces. Through customized training, keynote speaking, and consulting, helps organizations create sustainable success by embracing diversity, equity, and inclusion as a competitive advantage. Connect on LinkedIn to continue the conversation on leadership and workplace excellence.
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