The best leaders understand why diversity matters and are driven to build genuinely diverse teams. They know how to retain those teams, by developing people, supporting their careers, and by creating inclusive cultures where everyone feels a sense of belonging and feels able to bring their whole, unguarded identity to work.
They model empathy and curiosity, encouraging open dialogue and learning.
They are confident in exploring and owning their own biases, and in having uncomfortable conversations about human difference and experience.
They are capable of being open about their own mistakes, and forgive the mistakes of others, for the sake of learning and to create psychological safety, which is critical for people to feel a sense of belonging.
MOST leaders we meet in our one to one coaching and webinars, want to be fair and inclusive.
Not least because it is recognised that diversity creates significant commercial benefit. Diverse teams make better decisions and are more able to adapt to change. They are also better able to represent the communities they serve.
BUT many well intentioned leaders lack confidence on the topic of inclusion. A huge amount is expected of first and second line leaders, often with minimal education, advice and support. In the confidential setting of the coaching room, we’ve heard many leaders express frustration about their employers expecting them to suddenly become experts in race, gender and gender fluidity, mental health and the huge range of other sensitive and complex social issues.
They are afraid to get it wrong because they understand the importance of getting it right, yet they feel unsupported in this challenge. The best employers are tackling this issue with a range of development approaches. The most effective development approaches include one to one coaching, with an expert coach who can blend coaching with teaching. And critically, where the coachee has a safe space to truly reflect and be challenged, and to apply and translate key principles into their daily practice.
So what are some key principles of Inclusive Leadership?
We work with three principles we can all apply that enable progress.
These principles tap into our humanity, they are not specific to leaders in corporate life, but they are essential for leaders who want to lead inclusively.
Three Principles to follow if you want to be more inclusive in your leadership
1. I care and you'll see this in my behaviour
○ I’ll work to create a level playing field where everyone can thrive, and feel they belong.
○ I lead with empathy, even (and especially) when I’m triggered or irritated.
○ I’ll invest in positive relationships with every colleague. I’ll do this on work time, and NOT rely on out of work moments which do not include everyone.
○ I’m willing and able to listen without defensiveness.
○ I’m curious and reflective.
○ I show interest in my direct’s career aspirations and do all I can to create the conditions and opportunities for them to grow. I proactively notice and celebrate their strengths.
2. I’m conscious of the forces that drive inequity - in me and at work
○ I’m aware of the forces that create inequity, including my own biases, and I’m curious to keep learning.
○ I’m aware of my personal power, and that of my role and position, even in situations where I do not feel powerful
○ I proactively support people’s careers - especially those who are from under represented or marginalised groups.
3. I accept that we all fail and that won’t stop me trying
○ We all get leadership wrong sometimes. I’ll examine my own practice and that of those around me.
○ I’m prepared to get things wrong, to have awkward conversations and to feel uncomfortable, and to learn and change.
○ I’ll stand up for what is right even when it's scary and counter to the existing culture to do so.
○ When relationships aren’t going well, I’ll take responsibility for my part.
The good news is that these principles can be learned. At Nkuzi Change we work with clients who are keen to develop these skills as they care about the quality of their relationships and their leadership. We help organisations unlock the full potential of their people through coaching and we specialise in equity, diversity and inclusion.
If you would like to pick up this conversation, or for more information on fostering equity, diversion and inclusion at work, I’d love to hear from you.
The good news is that these principles can be learned. At Nkuzi Change we work with clients who are keen to develop these skills as they care about the quality of their relationships and their leadership. We help organisations unlock the full potential of their people through coaching and we specialise in issues of equity, diversity and inclusion.
If you would like to pick up this conversation, or for more information on fostering equity, diversion and inclusion at work, I’d love to hear from you.
Reach me on email at
And connect with me on LinkedIn
