Essential Considerations Every Organizational Influencer Needs to Embody
Essential Considerations Every Organizational Influencer Needs to Embody
Accessible, actionable, and sustainable inclusion starts with you
In today's diverse workplace, inclusion transcends the easily reduceable connotations of DEI--hiring more people who are the minority. Inclusion is a risk mitigator, an action instigator, and a strategic advantage. But this is untrue unless your influential people embody, model, and signal what inclusiveness looks like in their daily activities. I.e., Inclusion is normative in “how things get done around here.” Some would call everyday actions as such, organizational culture.
So, how do an organization’s people with greater influence (some call these actors “leaders,” I prefer leadership, and I believe everyone can manifest leadership in the most magnanimous sense of the word) genuinely foster an inclusive environment? The answer lies in four crucial areas: care, openness, safety, and trust.
Influential actors must set the tone and model the right attitudes and behaviors. They must infuse everything they do and say with care, openness, safety, and trust. Without this, inclusion efforts will fall flat.
To truly embody these principles, every leader should regularly reflect on these four vital questions:
1. Do I Genuinely Care About My People?
First, remember that interdependence is a core principle of creating an organization that makes inclusion normative. Remember that people thrive when they feel valued. And then ask yourself:
How do I demonstrate care for my colleagues?
Am I actively committed to their growth and development?
Do team members feel we're aligned in our goals?
2. Am I Practicing Intentional Openness?
True inclusion means being open to influence from the so-called others, especially those different from you. Consider:
Am I receptive to ideas from colleagues I disagree with?
Do I proactively share information?
Am I known as an attentive listener?
“Inclusive Leadership” is redundant
3. Do I Create an Atmosphere of Safety?
To be clear, I am not talking about safetyism. The notion of safetyism doesn’t allow for great teaming. In fact, it generally causes more tension and roadblocks to contact and relatedness. However, psychological safety and intellectual honesty are the bedrock of innovation and teaming. Reflect on:
Can my team and colleagues challenge one another without fear?
How do I encourage free and heterodox thinking?
Do I welcome both positive and negative feedback?
4. Am I Building Trust with My Colleagues Across All Roles and Hierarchical Levels?
Trust is the glue that holds teams together. Evaluate:
Do I make an effort to understand my colleagues' interests?1
Am I an advocate for my team, even in their absence?
Can I show vulnerability to those I influence?
Do I consistently keep my word?
While you may be unable to fix all systemic issues, you have direct control over how you treat those you influence. By keeping care, openness, safety, and trust at the forefront of your everyday work and leadership capabilities, you can make a significant impact by making inclusion accessible (to all), actionable (unambiguously prioritized), and sustainable (aligned with organizational purpose).
Action Steps:
Regularly reflect on these four areas of Care, Openness, Safety, and Trust.
Implement one thing each month to improve in these areas.
Seek regular feedback from your team on your progress.
Share these principles with fellow influencers to create a culture shift.
Remember, accessible, actionable, and sustainable inclusion starts with you. By embodying these principles, you're not just talking about inclusion—you're actively creating it, one interaction at a time.
I hope this was helpful. . . Make it a great day! ✌🏿
In this episode of the ‘Reconstructing Inclusion’ podcast, I am joined by Doug Harris, CEO of The Kaleidoscope Group. We discuss how DEI work is about making people better than when you found them, and the need for genuine commitment to change for everyone - warning against selective DEI practices that prioritize comfort over impact.