Leveraging 11 Dimensions of Character Based Leadership(CBL) to achieve better Employee Experience(EX) for ?Everyone?

In a way or another, many organizations consider?3 C’s of leadership?( I.e. Character, Competencies , and Commitment) in their leadership development programs , and?since the 2008 global financial crisis, there have been many researches and lessons learned in corporate environments about Leaders character.

Let’s go through how?The Character-Based Leadership(CBL)?framework can enable organizations to maximize Employee Experience(EX) for everyone , and build more equitable and inclusive workplaces.

??It seems impossible until it is done.?? – Nelson Mandela

In their excellent and very informative?article released in January 2024?, CBL experts?Natacha Prudent?and?Mary Crossan?explained us that ??Character influences not only how competence is exercised, but whether it is exercised at all?? .

As many people may spend on average a?third of their lifetime ( around 90 000 hours) at work?, making the workplace better should be a priority for all organizations, and CBL development programs can be one of the key pillars to achieve that.

CBL emphasizes the importance of leading with moral character , and it has?11 dimensions?that can play a critical role in shaping a leader’s ability to champion equity and inclusion efforts in any organization .

1 . Courage

??Courage is the most important of all the virtues, because without courage you can’t practice any other virtue consistently. You can practice any virtue erratically, but nothing consistently without courage.?? Maya Angelou

Courageous leaders stand up for more equitable and inclusive workplace , even when it’s uncomfortable or met with resistance?. They advocate for structural changes, and they challenge the status quo to make space for diverse perspectives. Courage allows leaders to speak truth to power while advocating for equitable and inclusive working environments, and it allows them to take risks to initiate or recommend changes even when there are risks of reprisals.

??I learned that courage was not the absence of fear, but the triumph over it.?? – Nelson Mandela

A senior leader who decides to diversify the executive team or who dismantles accepted obsolete corporate practices (identified as barriers for underrepresented groups) , despite the resistance from different actors , exemplifies courage. Also , a leader who genuinely accepts to be part of difficult and high-sensitive discussions about systemic discrimination and racism shows courage as well . Those acts of prioritizing what is right and that will pay-off on long run can transform the organization’s culture and performance.

2. Judgment

??You may not control all the events that happen to you, but you can decide not to be reduced by them.?? – Maya Angelou

Judgment involves making thoughtful decisions that consider the long-term impact on people, especially those from EDG(Equity-Deserving Group) .?Good judgment helps create policies that support diversity and inclusion , and it help to continuously evolve corporate processes and practices to ensure that they work for everyone.

Pragmatic and adaptable leaders understand that yesterday’s solutions cannot resolve tomorrow’s challenges.

??Insanity is doing the same thing over and over and expecting different results?? – Albert Einstein

When adaptability and critical thinking is applied to inclusion situations, it helps leaders to consider?intersectionality?, and make the relevant decisions. Depending on organizations and the context, being situationally aware can help leaders to genuinely leverage all available tools such as?Call to Action?or GBA + (?Gender-based Analysis Plus?) , and get the maximum results for their organizations.

Being situational aware allows leaders to understand that we all have privileges that may lead to blind spots, and recognize that talent is universal, and ensuring equal opportunities and equitable outcomes is a necessity. For example, an HR leader who carefully considers how a new parental leave corporate policy may affect employees from diverse family structures, including LGBTQ+ families, demonstrates sound judgment in creating inclusive benefits.

3. Accountability

??Without accountability, there can be no trust, and without trust, there can be no meaningful collaboration.?? – Patrick Lencioni

Accountability involves taking responsibility for the impact of leadership decisions, particularly in driving equity and inclusion initiatives forward.?Leaders must be accountable for creating an equitable workplace, and they need to involve impacted groups and leverage all lessons learned through the end-to-end process. Also, leaders have to take ownership of corporate inclusion and equity initiatives , and listen actively to different feedback received formally and informally .

??A leader who doesn’t take accountability for their actions is like a ship without a captain.?? – John C. Maxwell

An executive who sets clear equity and inclusion goals and regularly evaluates the team’s progress, holding themselves and others accountable for meeting these objectives, shows a commitment to making tangible change.

In his excellent book “Talent is never enough” , Author?John C. Maxwell?explains that when it comes to initiative there are 4 types of people :

1. People who do the right thing without being told
2. People who do the right thing when told
3. People who do the right thing when told more than one
4. People who never do the right thing, no matter what

In their efforts to increase equity and inclusion in workplace, organizations have to be aware that they have all those 4 types of people, and senior leaders need to do targeted actions to increase accountability, and make things happen.

4. Drive

??My mission in life is not merely to survive, but to thrive; and to do so with some passion, some compassion, some humor, and some style.?? – Maya Angelou

Being results-oriented, staying passionate, and striving for excellence is important for leaders who want to develop more equitable and inclusive workplaces.?They need to sponsor inclusion initiatives, to create safe spaces for open discussions, to lead by example, and to leverage existing data to drive the change.

If there is pushback on inclusion initiatives, leaders can work to educate others on the value of diversity and inclusion, linking it to the organization’s mission and long-term success.

??What you decide not to do is probably more more important than what you decide to do.?? – Daniel H. Pink

Making an organization more equitable and inclusive is everybody’s responsibility; but leaders have to take ownership, and ensure that there are clear accountabilities.

Also , leaders needs to ensure that everyone will enjoy both the journey and the destination ; for example , if the organization is targeting to increase representativity in leadership or implements a new inclusive policy, leaders have to take the time to recognize the partial achievement, celebrate small wins , and use them as motivation to continue striving for broader inclusion goals.

5. Collaboration

??Talent wins games, but teamwork and intelligence wins championships.? – Michael Jordan

Collaboration emphasizes working together toward common goals. Inclusive leaders ensure that all voices are part of the conversation, valuing contributions from diverse backgrounds. This means also creating more opportunities for everyone to participate. in key initiatives , maximizing the flow of information, and promoting ??open by default?? practices .

??When you’ve…walked through that doorway of opportunity, you do not slam it shut behind you. You reach back, and you give other folks the same chances that helped you succeed?? – Michelle Obama

A leader who encourages. cross-functional teams to include members from different gender, racial, and cultural backgrounds in decision-making demonstrates collaboration. This approach enriches the project with varied perspectives. As per popular Peter Drucker’ s quote ??Culture eats strategy for breakfast?? , equity and inclusion requires culture changes, and being open-minded and flexible help leaders to exemplify very needed culture transformation .

Open-minded leaders should be aware that?agile?approaches such as?SCRUM?that are already used in their organizations to?manage complex initiatives?can be leveraged also to?build more equitable and inclusive workplaces.

Their flexibility skills allow inclusive leaders to keep adjusting themselves based on received feedback especially one coming from most impacted groups.

6. Justice

??The arc of the universe may bend toward justice, but it doesn’t bend on its own??. – Barack Obama

Justice or Fairness in workplaces is about creating equitable opportunities for everyone, putting together required conditions to ensure that everyone can belong . Fair leaders ensure that personal biases do not affect decision-making, especially in recruitment and different workforce development activities including talent management . Fairness may lead to more authenticity as well.

??I speak to everyone in the same way, whether he is the garbage man or the president of the university.?? – Albert Einstein

Fair leaders keep understand the need of equitable processes in their organizations, they are aware of Culture Fit hiring risks , and they promote accessibility.

For example , a leader who establishes an anonymous application process or diversified staffing board to reduce biases in hiring is making efforts to ensure that candidates will be judged solely on their qualifications, promoting fairness in recruitment practices.

7. Humility

??I stand here before you not as a prophet, but as a humble servant of you, the people.?? – Nelson Mandela

Humility is about recognizing that leadership is about service to others, especially in creating an inclusive environment. Humble leaders listen, learn, and acknowledge their limitations, and they value Lived Experience of their employees from marginalized groups. They continuously challenge theirs assumptions, and they work on stereotypes that they may have on some groups of people.

??Humility is not thinking less of yourself, but thinking of yourself less.?? – C.S. Lewis

Being a continuous learner , and showing vulnerability and curiosity can help leaders in developing?psychological safety?in the workplace ; and that will lead to higher inclusion, in addition to making teams more innovative.

A leader who actively seeks out feedback from people from various backgrounds within their organization and uses that feedback to adjust policies and corporate practices demonstrates humility. This act of listening to diverse voices fosters inclusion.

8. Integrity

??One of the most difficult things is not to change society – but to change yourself.??. – Nelson Mandela

Integrity in leadership means consistently doing what is right, even when it’s challenging. Leaders with integrity ensure that equity and inclusion initiatives are deeply rooted in the organization’s values, and they avoid performative actions .

??Integrity is doing the right thing, even when no one is watching.?? – C.S. Lewis

Integrity requires going beyond the minimum compliance or ??Checkbox approaches?? , and walking the talk in all decisions done while using delegated authority. Also , integrity enables leaders to resist the temptation of weaponizing corporate tools (or processes) against their employees who advocate for more equity and inclusion in workplace.

A leader who ensure that no talent is left behind by insisting on fair promotion practices, and ensuring that employees from underrepresented groups have equal opportunities for advancement, shows integrity by upholding ethical principles in the workplace.

9. Temperance

??Effective leadership is putting first things first. Effective management is discipline, carrying it out.?? —Stephen Covey

Being patient, calm , and optimistic can help leaders to build diverse and empowered high-performing teams. Optimistic leaders inspire others by believing that positive change, including equity and inclusion efforts, is possible. They motivate their teams to persevere even when progress is slow.

??If you’re walking down the right path and you’re willing to keep walking, eventually you’ll make progress.?? – Barack Obama

Being self-controled , self-aware , calm , and patient may lead to higher?Emotional Intelligence?(EI) , and EI may help leaders to develop their culture awareness, and more inclusive.

Leaders who champions equity and inclusion efforts by focusing on the long-term benefits of an equitable and inclusive culture, despite initial challenges or setbacks, fosters optimism. Their belief in the process encourages others to stay committed to equity and inclusion goals.

10. Humanity

??All humanity is one undivided and indivisible family, and each one of us is responsible for the misdeeds of all the others..?? – Mahatma Gandhi

Being considerate, empathetic , compassionate, and showing gratitude can contribute to better workplaces. Gratitude in leadership involves appreciating the unique contributions that every individual brings to the table, especially those from underrepresented groups.

A leader who recognizes and publicly celebrates the contributions of under-represented and minority employees during different events shows gratitude, and helps build a culture of appreciation for diversity. An another side , compassionate leaders recognize the challenges faced by individuals from diverse backgrounds and provide support that is meaningful and empathetic. Some specific work ( or life ) events may affect employees mentally, emotionally, and psychologically ; and leading with empathy will help managers to keep building environments allowing to avoid unnecessary stress, and it can help to implement proven practices to avoid burnout in workplace.

??Incidents or crises that threaten to disrupt someone’s career are often kept in the dark. Those scenarios are not often discussed even though they can be catastrophic?? – Dr Helen Ofosu

A manager who offers flexibility to a working parent from facing additional stress during cultural holidays or family events shows compassion, helping to create a more inclusive work environment.

11. Transcendance

??If you don’t like something, change it. If you can’t change it, change your attitude.?? – Maya Angelou

Being appreciative, inspired, future-oriented and having self-control to stay aligned with one’s values and purpose can help leaders in building equitable and inclusive working environments. Self-control requires leaders to manage their emotions and biases when making decisions, particularly when dealing with sensitive equity and inclusion issues.

??If you can’t fly then run, if you can’t run then walk, if you can’t walk then crawl, but whatever you do you have to keep moving forward?? – Martin Luther King Jr.

A leader who remains calm and composed when confronted with issues of injustice (or lack of fairness) within the organization, and takes the time to respond thoughtfully rather than react emotionally, demonstrates self-control. This approach ensures that the response is measured and impactful.

Five Key takeaways

When it comes to making workplaces better , there is always room for improvement, and organizations need to invest in developing their leaders ; and well-designed CBL programs can help organizations to keep innovating for better employee experience and more inclusive workplace .

1. Along with data-driven DEI practices , the CBL framework can be an excellent tool for ethical, and?inclusive leadership?; and depending on organizations , when used jointly with other frameworks such as 6 KLC(?Key Leadership Competencies) or similar ones, it can help to have better leadership development programs.
2. When aligned with DEI ( Diversity, Equity, and Inclusion) principles, CBL provides a powerful way to create workplaces that are not only diverse but also fair , and supportive for all employees.
3. By embodying these character traits, leaders can make meaningful strides toward building organizations that celebrate diversity, promote equity, and ensure inclusion for everyone.
4. Those traits above can be developed, and CBL framework explains?The Five Phases of Leader Character Development?( i.e Discover , Activate , Strengthen, Connect , and Sustain ) .
5. There are?Evidence-based actions that can lead to more Equity?, and CBL is a tool that when it is aligned with corporate DEI program can help organizations to achieve theirs inclusion goals and better performance by developing theirs leaders.

As mentioned by?Bill Fullong?in one of ?Question of character? episodes ,?improving Equity and Inclusion tests character?; and effective leaders understand that to get sustainable results, what we deliver is as much as important as how we deliver it.

Recommended Reading:

• Mary Crossan , Seijts ,G., Gandz, J. (2016). Developing leadership character. New York, NY: Routledge Publishing.
• Data-Driven DEI: The Tools and Metrics You Need to Measure, Analyze, and Improve Diversity, Equity, and Inclusion by Dr. Randal Pinkett

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