Six signature traits of inclusive leadership
As we celebrate Black History Month this February, we are reminded why inclusive leadership is necessary. I recently came across a report that emphasizes the importance of inclusive leadership, and teaches ways in which leaders can strengthen their skills to create the most accepting environment in their organizations.
In a Deloitte University Press report, “The Six Signature Traits of Inclusive Leadership,” authors Bernadette Dillon and Juliet Bourke discuss the importance of transforming your organization to fully embrace and adapt with today’s everchanging diverse climate.
Here are the six signature traits of an inclusive leader identified by Dillon and Bourke:
1. Cognizance
Leaders should be mindful of personal and organizational blind spots, and self-regulate to help ensure “fair play.” By being self-aware of internal biases, leaders can help lead their organizations in the right direction towards inclusivity and diversity.
2. Curiosity
This one may be self-explanatory. It’s important to have an open mind when you are leading an organization. Oftentimes, different ideas and experiences enable growth. Highly inclusive leaders have a desire to understand how others view and experience the world.
3. Courage
Talking about imperfections requires vulnerability and courage. According to the report, highly inclusive leaders not only speak up and challenge the status quo, but also can be humble and courageously honest about their strengths and weaknesses.
4. Cultural intelligence
Not everyone sees the world through the same cultural frame. In order to be a successful leader in these cross-cultural interactions, we need to be confident and effective in our worldly knowledge. Ultimately, this means putting in the work to understand the cultures that formed the employees of the organization you lead.
5. Commitment
In general, highly inclusive leaders are committed to diversity and inclusion because these objectives align with their own personal values.
6. Collaboration
In today’s world, the most successful leaders empower individuals, as well as create and leverage the thinking of diverse groups. In addition, inclusive leaders understand that people are most collaborative when they feel safe to contribute without fear of embarrassment or punishment.
As leaders, it’s necessary to not only embrace the diversity of the organizations, communities, and world around us, but also to respect and honor these differences. We can learn from the different perspectives that are present in our organizations and I challenge you to do just that this month.