Inclusive Leadership – What is it?
Inclusive leadership embraces and leverages individual differences to create a competitive advantage, according to Deloitte University Press. Gender diversity is one of those differences that benefits teams, organizations, and companies at all levels. Inclusive leadership is required to glean those benefits.
According to Steve Wherenberg, United States Coast Guard’s former Director of Human Resources Strategy and Capability Development, the following dynamics unfolded when inclusive leadership was absent.
Anne,
When the U.S. Coast Guard accepted women into the Coast Guard Academy in 1980, I was ecstatic. I knew we were in need of leaders who could be more collaborative, less authoritarian and competitive. One of the great strengths of the organization is the many opportunities to bring people together and reach consensus on difficult and contentious issues (competitive interests in ports, environmental issues, regional resource allocation, etc.). But with leaders who acted competitively, things were just getting worse. My hope was that women could bring their talents as team builders to the table, making for a more cooperative space. Imagine my disappointment when I discovered that in order for that small group of women to succeed for four years in an all male culture, they had to act more like men than the men did. Over their time at the Academy we effectively beat their feminine strengths out of them. Now, 36 years later, with 35% women at the Academy, and 16% of the service women, things are slowly getting better. But it HAS been 36 years. So the short answer to your question is yes, we need more women in leadership — and a lot of patience. (Steve penned this comment in response to More Women in Senior Leadership Will Make the U.S. Great Again)
What does inclusive leadership require us to do differently such that we benefit from the differences that men and women bring to leadership roles? And how do we build a bridge to work with those differences, instead of trying to erase them?
Six Actions of Inclusive Leadership
Inclusive leadership builds a bridge between “others”, in this case stereotypical male* and stereotypical female leadership* approaches.The bridge connects different perspectives which creates a wider world view. In turn, more possibilities and more robust solutions emerge.
Inclusive leadership requires six actions:
- Listen inquisitively
- Be curious
- Notice when judgment arises prematurely; let it go; and refocus on listening
- Value substance over style
- Demonstrate the courage to be uncomfortable, because doors to new possibilities exist outside your comfort zone
- Publicly acknowledge people of difference when they bring valuable differences to the table
Care to experience the benefits of inclusion? Join me on a short trip as we watch boys and girls construct the first known gender bridge in the U.S.
I would love to read your comments, experiences, and stories. Who knows, you, like Steve Wherenberg, may inspire a future post. After all, change takes a village. Thank you for being part of my village and for allowing me to be part of yours.
*According to social science research stereotypical male qualities including being assertive, commanding, ambitious, dominant; while stereotypical female qualities include being empathetic, emotionally attuned, concerned with community, and connecting with others.