Great article on why inclusive leaders benefit organizations. See summary of article below.

Keep in mind that the kinds of skills described in this article don’t just happen automatically. They require intentional effort, training, and support. If you are ready to develop a high level of intercultural competence (which is what is necessary to be an inclusive leader!), contact me about online courses.  

Summary: Companies increasingly rely on diverse, multidisciplinary teams that combine the collective capabilities of women and men, people of different cultural heritage, and younger and older workers. But simply throwing a mix of people together doesn’t guarantee high performance; it requires inclusive leadership — leadership that assures that all team members feel they are treated respectfully and fairly, are valued and sense that they belong, and are confident and inspired. Research involving 3,500 ratings by employees of 450 leaders found that inclusive leaders share six behaviors — and that leaders often overestimate how inclusive they really are. These are the behaviors: visible commitment, humility, awareness of bias, curiosity about others, cultural intelligence, and effective collaboration.

From ‘Why Inclusive Leaders are Good for Organizations and How to Become One’ by Juliet Bourke and Andrea Titus


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