Leading in complex environments has become one of the greatest challenges for organisations, but also an essential aspect for success. Diversity is richness, a driver of development, social cohesion, understanding and openness, but do leaders really make diversity a fundamental part of their leadership style?
In many cases we probably do, but we may be missing a key ingredient in the recipe: “inclusion”. On the road to truly diverse and transformative leadership, inclusion is the lever that makes the difference and builds success.
Many people will probably say that in their team there are people of different age, race, sexual status, intellectual ability, etc., and this part is fundamental and implies diversity because as a professional you embrace differences between people, but we need you to do a double check: do you consider your team only diverse or, instead, diverse and inclusive?
What do we mean by this? To generate work environments where people really feel comfortable, where they can show themselves as they are and are not afraid to show something about themselves because they think that others might reject them. In other words, it is not just that we have different people in the team, but that they really feel wellbeing in the environment they are part of.
Therefore, it is not enough to have a team with diverse backgrounds and perspectives, but diverse leadership, in genuine terms, means a team of people who dare to be who they are, and that is what we mean when we talk about inclusion.
For example, imagine that there is a person who has been in your team for a short time and in the last few meetings you notice that he or she is uncomfortable with you being able to see his or her screen while working, or his or her diary while writing something down. You may find this behaviour strange, but eventually you discover that this employee has a specific learning disorder such as dyslexia.
In society in general, but especially in corporate and social environments, many people feel conditioned when it comes to expressing personality traits or attributes. We are used to the poison of judgement, to what we have been told is “normal” and to silence what we feel makes us different.
You who are reading this have probably felt this at some point in your life, you have been unfaithful out of fear of others, and you have even pretended or tried to pretend to be something you are not. For better or worse, this is part of the way most of us have been brought up, which is why we have such a beautiful challenge ahead of us in organisations.
Being good professionals also means letting our authenticity run free, showing our true face, the one that really makes us unique. That is why, in an inclusive environment, differences are not only tolerated, but celebrated as real strengths.
Consequently, diverse leadership has a lot to do in this regard. Leaders, people in positions where people are managed, have the possibility to break down stereotypes and create environments where every voice is heard and every talent is valued.
Here are some tips that can help you take a step closer to making diverse leadership a reality in your organisation:
- Encourage spaces for active listening.
The first step towards diverse and inclusive leadership begins with developing our listening skills. Real listening, where you pay attention and develop a genuine and sincere interest in what the other person has to say. This will help you to understand and respect the perspectives of others and to see what they have to contribute, which is probably more than you think.
- Strive to empathise and understand differences.
Imagine a leader who not only listens to his employees, but also cares to understand how they feel and what they need. In this way, he is not only caring about them, but also strives to understand each unique perspective, to be open to what is different from himself.
- Celebrate differences as strengths.
Visualise the differences that exist in the team as strengths, those attributes that make you different and that foster the creativity of the team as a whole. In other words, the differences that you may see as an impediment are nothing more than the essential ingredient that unleashes creativity and innovation. That is why it is very positive for organisations to promote freedom of thought, i.e. to encourage the participation of all members in problem solving and decision making.
- Empower every member of the team.
It is important that each member of the team feels respected and valued, and is made to feel that they bring unique value to the whole, as this will motivate them to do their best. It is not important where they come from, their background, race, religion, gender, etc., but simply that they feel that their contribution is crucial to the collective success.
- Break barriers and challenge stereotypes.
Each one of us has been educated based on certain values and through our experiences we have developed beliefs and prejudices that condition our personality and the way we relate to others. Therefore, it is important that you challenge yourself to try to eliminate these barriers, in this way, you will avoid limiting the growth and development of the team. Break stereotypes, as they will only demotivate the team and reduce its potential.
- It fosters collaboration and mutual learning.
It capitalises on the synergies that can occur between people. When we have an inclusive environment, collaboration makes a difference because people learn from each other, share knowledge and grow together. As well as being good for business, it is also good for strengthening team bonds and building trusting environments.
- And finally, it cultivates a sense of belonging.
It is essential that a sense of community and belonging is fostered, i.e. that people are aware of their fundamental role within the organisation. This feeling nurtures the motivation and commitment of individuals, and they are aware that their contribution has value and that it is essential for the business engine to run.
In short, let’s dare, let’s challenge ourselves. Diverse leadership and inclusion are not a fad, they are here to stay and to turn organisations around. Each and every one of us has the great opportunity to open the door to an infinite range of perspectives, talents and opportunities. Don’t turn your back on it, don’t put it off until tomorrow, don’t relegate it, don’t believe it is a fad, but that it is the only way for organisations to succeed.
And you, what actions are you taking to foster diverse leadership in your team?
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