Leaders Who Disregard People Are Just Talking

Have you ever had the experience where you ask a boss a question and…

…they start monologueing?!

Credit: "The Incredibles" from Disney Pixar

Being boss comes with responsibility. Being a leader comes with responsibilities and wonderful opportunities. Effective leadership demands more than just strategic acumen; it requires a profound commitment to human connection and a culture where every individual can thrive. The future of leadership is less about command-and-control and more about fostering collaboration and influence. The interconnected themes of inclusive leadership and empowering people are sometimes sidestepped when trainers and mentors are offering insights for mid- and upper-management to build resilient, innovative, and high-performing organizations. They don't mean to, it's just not always mainstream.

Inclusive Leadership

Inclusive leadership represents a fundamental shift in mindset and practice. It begins with a personal commitment to improvement, recognizing and actively addressing one's own biases. This journey can be uncomfortable, but discomfort is essential for growth, pushing leaders to challenge themselves and previously established norms. In a time where the acronym DEI is being tarnished as a dirty word, inclusive leadership is even more critical.

A key distinction for inclusive leaders is prioritizing equity over equality. While equality treats everyone the same, equity acknowledges that individuals start from different places and require varying levels of support to achieve similar outcomes. This means actively creating opportunities for underrepresented groups, potentially through mentorship programs, leadership development initiatives, or changes in hiring practices. One version of inclusivity is with regards to ableism. Not everyone can take the stairs on “Be Healthy” day. Folks who have access to a ramp, different lighting, quiet space, or other accommodations are not getting “extra” anything. They are being provided with tools and resources to function equitably in an environment that may not be designed for them.

Humility is an indispensable trait for inclusive leaders, involving the willingness to admit mistakes, learn from criticism, and acknowledge others' contributions. It's about letting go of the need to always be right and instead prioritizing curiosity and diverse viewpoints. Moreover, inclusive leaders must be prepared to identify "baked in" biases and actively seek out opposing views to avoid confirmation bias, which can perpetuate inequalities.

The call to action for inclusivity extends to everyone, not just diversity teams, emphasizing that it should be a communal effort. This requires continuous learning and self-reflection, understanding that the journey is non-linear and requires patience. Organizations with inclusive cultures are twice as likely to meet or exceed financial targets and six times more likely to innovate.

Empowering People

At the heart of modern leadership lies the human element. Emotional intelligence (EQ) and empathetic leadership are indispensable skills. Empathetic leaders build trust, improve employee well-being, and foster creativity by ensuring all voices are heard. This is particularly critical in managing the mental health and well-being of employees. Leaders with high EQ are more effective in managing relationships and leading teams.

Shifting from hierarchical leadership to fostering collaborative environments is crucial. This involves empowering employees, encouraging open dialogue, and building trust. Leaders should create environments where people feel safe to express their ideas, take risks, and voice concerns without fear of retribution. This state of operation can be referred to as psychological safety.

Authenticity and trust are described as the "ultimate currency" in leadership, directly correlating with higher employee engagement and better outcomes. Leaders earn trust through consistent, deliberate actions that align with their core values.

Furthermore, compassionate leaders genuinely care about the well-being of their employees, recognizing that a happy and healthy workforce is a productive one. They empower employees by trusting them with autonomy and responsibility, delegating tasks to allow for growth and ownership.

Developing talent is also paramount. Organizations will benefit from focusing on nurturing individuals' inherent capabilities and recognizing their strengths. Investing in leadership development, including ongoing talent assessments and personalized learning platforms, is an investment in the organization's future. Addressing the struggles of middle managers through better support, mentoring, and development is also vital to prevent disengagement and turnover.

Ultimately, leadership is about forging connections that recognize and honor the individuality of each team member. It’s about building a strong team, where collective efforts alleviate burdens and achieve shared goals. By embracing kindness, open communication, and productive conflict, leaders can unleash the collective potential within their teams and drive remarkable outcomes.

Conclusion: A Holistic Approach for Future Success

The demands on modern leaders are complex, requiring a blend of personal growth, strategic thinking, and a profound commitment to people. By prioritizing inclusive practices, fostering a human-centered environment, and continuously empowering their teams, leaders can navigate challenges, inspire innovation, and build organizations that are not only successful but also truly resilient and adaptable in a rapidly changing world.