A Paradigm Shift in Leadership Style: Conventional Vs. Inclusive

Leadership styles have evolved significantly over the years. Traditionally, conventional leadership emphasized authority, control, and a hierarchical approach. In contrast, inclusive leadership has emerged as a transformative approach, fostering collaboration, diversity, and empowerment. This article explores the fundamental differences between these leadership styles, illustrating their impact through examples, quotes, and practical outcomes.

Conventional Leadership

Conventional leadership, often referred to as "command-and-control," relies on top-down decision-making. Leaders exert authority, expect compliance, and maintain strict control over their teams. This approach can be effective in certain situations, particularly where quick decisions are needed or in high-stress environments.

Example: In the military, a conventional leadership style is often necessary. Orders are given, and soldiers follow without question, ensuring swift and coordinated action.

Time has changed. Leaders drive change. They make things happen.

Leaders create a necessary ambiance where people choose to play free, take new actions, experiment, and win.

And this is what leaders must continue doing. Not everyone will make the choice to live remarkably and that’s ok. The question as a leader is… have you done your best? It may not be good enough for a few, but that’s ok.

I share Simon Sinek’s profound thoughts… “Leadership is not about being in charge, it is about taking care of those in your charge. And when we take care of our people, our people will take care of us.

However, in a corporate setting, this style may stifle creativity and discourage open communication. Employees may feel undervalued and disengaged, leading to reduced morale and productivity.

Inclusive Leadership

Inclusive leadership, on the other hand, promotes a collaborative and participative approach. Leaders encourage diverse perspectives, foster a sense of belonging, and empower team members to contribute their unique skills and ideas. This style recognizes that everyone has something valuable to offer.

Example: Satya Nadella, CEO of Microsoft, exemplifies inclusive leadership. Under his guidance, Microsoft has embraced a growth mindset, emphasizing empathy, collaboration, and continuous learning. This cultural shift has led to significant innovation and financial success.

Quote: "A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves." – Lao Tzu

Practical Outcomes

1. Enhanced Innovation Inclusive leadership fosters an environment where diverse ideas can flourish. By valuing different perspectives, companies can drive innovation and stay competitive. For instance, Google's diverse teams have contributed to groundbreaking projects like Google Maps and Google Translate.

2. Improved Employee Engagement and Retention When employees feel heard and valued, their job satisfaction increases. This leads to higher engagement and lower turnover rates. A study by Deloitte found that inclusive teams are 20% more likely to outperform their peers and 1.8 times more likely to be change-ready.

3. Better Decision-Making Inclusive leaders leverage the collective intelligence of their teams, resulting in more informed and effective decisions. According to McKinsey & Company, diverse teams make better decisions 87% of the time compared to individuals.

4. Enhanced Company Reputation Companies with inclusive leadership are often seen as more socially responsible and attractive to top talent. This can enhance their reputation and competitive edge in the market.

Balancing Both Styles

While inclusive leadership offers numerous benefits, there are situations where conventional leadership may still be necessary. The key is for leaders to be adaptable and to know when to employ each style effectively.

Practical Suggestion: Leaders can balance both styles by setting clear expectations and providing autonomy within defined boundaries. For example, during a crisis, a leader might take a more conventional approach to ensure swift action but revert to an inclusive style for long-term strategic planning.

Conclusion

The shift from conventional to inclusive leadership marks a significant evolution in management practices. By fostering collaboration, valuing diversity, and empowering teams, inclusive leaders can drive innovation, improve employee satisfaction, and enhance decision-making. While conventional leadership may still have its place, the future of leadership lies in inclusivity. ??

Embrace the shift and lead with inclusivity for a brighter, more prosperous future. ??

Hope you find this insightful! What are your thoughts on this evolution?