Studies show that organizations who value all inputs are more productive. But what if being an inclusive leader doesn’t come naturally to you. Can you learn this skill? And if so, why?
It’s generally accepted that the more an organization embraces all viewpoints, the better its productivity and wellbeing. Study after study comes out with findings to back this up.
But what does it mean to be an inclusive leader, and are you one yourself? And how does being an inclusive leader benefit you and your team in practice? Let’s find out.
The Definition of an Inclusive Leader
Some say that inclusive leaders take a human-centric view of the world. In other words, they use their knowledge of people to create a safe and collaborative workplace. This type of manager seems to have an ability to challenge fixed viewpoints and cultivate alternate perspectives, which can help foster change within their team and the wider organization.
Others describe inclusive leaders as those who genuinely care about their employees. They see them as individuals, not just workers. Above all, they believe that everyone matters and that everyone belongs. Therefore, they respect and welcome differences and are open to change.
Diverse companies enjoy 2.3 times higher cash flow per employee
Are You an Inclusive Leader?
Gallup, which designed the CliftonStrengths Assessment, concurs with the definitions above but has a slightly different take on it. They have identified “Includer” as one of 34 natural talents or strengths. They say it describes people who are exceptionally talented at accepting others. They are very aware of who’s been left out and they make a real effort to include them.
If Includer is one of your top talents, you’re slow at making judgements and you’re quick to extend invitations. Basically, you enjoy living and working in a culture where everyone feels included. You could say you are the archetypal host. “Stretch the circle wider” and “we are all equally important” are your mottos.
Includers are also great at training and development, so if you’re someone who is often involved with coaching employees, onboarding new recruits, organizing social events, and establishing bonds with customers, it’s highly likely that you’re an Includer.
And that means you can employ this talent to accomplish your most important goals as a manager. In other words, inclusion is a leadership skill that is worth developing.
Inclusive leaders are exceptionally talented at accepting others and they use this strength to benefit the team.
4 Tangible Benefits of Being an Inclusive Leader
To fully understand the importance of inclusion as a leadership skill, its useful to consider how it can influence your team on a day-to-day basis. I’ve broken it down into four broad areas of impact:
- You increase participation and encourage engagement
Includers are good at building relationships, partly because they’re good at facilitating communication between team members and partly because they look for opportunities to make everyone feel part of the team. One way to develop relationships within your own team is to interact with them in different ways and in different places—not just formally in the office or in a meeting but informally over lunch in the staff canteen, on social media, and at social events. - You reduce conflict and generate enthusiasm
Inclusive leaders are quick to discourage the formation of toxic cliques. “Inner circles” can be destructive to team cohesiveness, and they can negatively affect the morale of the individuals being excluded. Deal with this by using projects that force interaction and by setting standards of behavior regarding gossip, constant complaining, and workplace bullying. And remember to always set the example. Your team will look to you for what is acceptable. - You attract talents to the team
Includers are adept at expanding the skills level of a team because they’re willing to take on “different” people, and I’m not referring to just race, culture, age and gender but also personality types. If you make room for all kinds of people, you increase your team’s chances of generating more ideas, finding other ways to do things, and tackling projects that were previously out of reach. Just watch out for widening the circle too much—too many opinions can slow down decision making. - You maximize the impact of the team
Inclusive leaders build trust and boost productivity by encouraging an open atmosphere; they’re always ready to listen and invite discussion among team members. This helps the team to focus on results, understand other people’s perspective, and consider problems from different angles. To build a climate of trust, be willing to discuss workplace issues, share important information in a timely manner, and ask employees for input. And remember that openness and acceptance is infectious.
But what if you’re not an instinctively accepting person?
That doesn’t mean you can’t learn to be an inclusive leader. Don’t make the mistake of thinking that Includers always work from heart. They also work from the head. That’s because they understand the importance of inclusion to the team and to the organization and not just the individual.
So, if inclusion doesn’t come naturally to you, maybe the best place to start is by understanding the benefits of managing a diverse team, whether that’s based on race, nationality, sex, personality or faith (or all the above). The point is, not everyone has the same experiences or opinions. And the more opinions and perspectives you have in your team, the better your team will be at innovating and problem solving.
Another tactic is leadership coaching. Managing a diverse team brings many benefits, but it isn’t always easy, even for those who have that inclusive gene. There can be disagreements and cultural misunderstandings, communication barriers between young and old, and even instances of discrimination. A leadership coach can help you manage the twin issues of diversity and inclusion.
Being an inclusive leader demands effort and self-awareness, whether you have an instinct for inclusion or not. But the results of your efforts will benefit not only you but also your team, so give it a go.