4 Tips for Effective and Inclusive Leadership

According to Development Dimensions International DDI’s “Diversity & Inclusion Report 2020,” only 31% of employees believe that their leaders are inclusive. This means that less than one-third of employees believe that their leaders see their value and/or respect them and their contribution to the team. This is problematic! 

However, this is not the intent of the leaders. (At least, in most cases.)

Still, in chasing goals, reaching new heights, and depending on outdated beliefs about what it means to guide a team, some leaders may forget and/or neglect the basic principles of true leadership. Or worse, they just are not sure how to build a truly inclusive workplace. 

In truth, being an inclusive leader comes from your interactions rather than policy. 

Regardless of the size of your team, the industry in which you work, or the long-term goals you have for your organization, here are our tips for effective and inclusive leadership to begin implementing right now.

1. Build A Relationship with Every Member of The Team

You can't have an inclusive transactional workspace. 

To be an inclusive leader, you must invest your time in building a healthy relationship with every member of the team. You must also get to know what matters to every one of them and what they need to achieve the goal. You should also keep in mind that your team members are not just facilitators of a job–they have a lot more to offer!

Building a relationship with the team members is more than accommodation and tolerance. As an inclusive leader, you must recognize potential, highlight areas of strength, and provide opportunities for team members to showcase and use their best skills. 

You’ll also want to build relationships where your employees feel respected and valued. Then, individuals will be willing to take risks, extend themselves to new heights, give honest feedback and bring their unique experiences to the table. 

2. Recognize The Effort and Support of Every Member of The Team

Inclusion is dynamic. To be an inclusive leader, you must recognize the effort of the team, support their growth, and motivate them to achieve their goals. In other words, you must recognize the individual effort of each team member and appreciate them in a manner that will motivate their sense of achievement and accomplishment.

Recognizing the individual effort of the team members will let the employees know that their efforts are valued, and their skills are appreciated. When you positively reinforce a team member's contribution in a way that matters to them, they will have an increased sense of commitment.

3. Encourage Participation

Inclusion is like an invitation—you extend it day after day. 

As an inclusive leader, you must implement various approaches to get input and feedback from team members who might not feel comfortable speaking publicly or be willing to ‘rock the boat.’ For example, you can set up 1:1 calls or even virtual surveys to keep answers anonymous. 

However you ask, when you do ask team members for their input and personalize how you communicate and engage with different team members, you will give them a sense of significance and importance.

4. Create a Social Network

When we interact with others, we deepen our sense of belonging. As a leader, you should encourage every team member to recognize one another. By doing this, you create room for engagement of team members, both in and out of the workplace. This deepens their bonds.

The stronger the network and community, the better the work environment.

Article by Timi Ishayle & FWD Editorial Team

Key Takeaways:

In order to grow as a leader, you need to be willing to deepen your effectiveness and your inclusive practices. This way, all members of your organization will feel respected and valued.

Another way to grow your organization is to connect with other like-minded networks and companies! To learn ways you can connect with us at FWD Collective, head to our ‘Get Involved’ page!

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