“Leaders are born, not made.” Either you have it in your blood, or you don’t. How many times have we heard this? As if leadership were something etched into our DNA. While it’s true that some of us may be naturally inclined toward leadership, it’s equally true that we can learn and develop a style that resonates with us.
Leadership is a complex topic that has taken on different meanings over time: from military leadership to sports, from politics to corporate domains. Today, we’re discussing an often underestimated area of leadership that, in complex times like these, can significantly benefit organizations: inclusive leadership.
What is Inclusive Leadership?
Before diving in, let’s start with a broad definition of leadership, which we can describe as:
“The act of guiding a group of people or an organization.”
From this basis, inclusive leadership can be defined as:
“Managing relationships with people by upholding principles of equity and broad representation, so that each individual can express themselves authentically and feel valued (and encouraged) for their uniqueness.”
– Bold Stories
Any leader committed to developing their Bolditudo will naturally aspire to practice inclusive leadership.
Why Do We Need Inclusive Leaders?
Inclusive leadership has emerged in recent years in response to the need for organizations to adapt to increasingly diverse markets, clients, and workforces to stay relevant and grow.
People today increasingly want their uniqueness to be recognized and appreciated. This desire influences their choice of employer, the brands they buy from, and the ones they boycott. Making people feel seen and represented can make the difference between winning or losing their loyalty. And this matters to organizations, which now more than ever need to attract and retain top talent.
To do so, leaders need to be trained in the skills and practices that nurture this uniqueness. These areas are closely related to many of the themes we discuss on this platform, some of the key elements being:
- A clear awareness of one’s own mindbugs, biases and stereotypes
- Recognizing one’s privileges
- Understanding and actively fostering Diversity, Equity, Inclusion, and Belongingness
- Working towards greater Representation
These are foundational principles without which even the most common leadership actions become impossible:
- Motivating people to achieve a goal
Supporting team members
Guiding people in making valuable contributions to organizational growth
Inspiring people
Inclusive leaders enable others to bring their whole, authentic selves into the world.
The Benefits of Inclusive Leadership
Anyone tasked with leading a team knows how critical leadership is to the success or failure of shared projects. The benefits of inclusive leadership are tangible and even measurable, as demonstrated by several studies.
According to Deloitte, organizations that promote a culture of Diversity, Equity, and Inclusion are:
- 3 times more likely to have high performance
- 6 times more likely to be more innovative and adaptable
- 8 times more likely to achieve better business outcomes
Additionally, leaders who lead fairly and respectfully are 2.5 times more likely to have effective team members (Source: Korn Ferry).
Inclusive leadership can become a powerful resource for bringing strength, resilience, and innovation into organizations.
It’s a journey of awareness and action that requires strategic implementation. Embracing inclusive leadership not only benefits the organization but also grants a great deal of personal empowerment, helping us become better professionals and individuals—free from constraints and open to seizing opportunities that the market offers, all to the benefit of our team and society.
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Why not start now, testing the authenticity of your leadership? Try our downloadable tool, “The Authenticity CheckList.”
