Inclusive leadership is a new way of thinking about management and team-building. It’s a paradigm shift from top-down decision-making to a more collaborative model that embraces diverse perspectives. You may be wondering, “Does this shift really make a difference? Will embracing inclusive principles genuinely enhance my leadership effectiveness?”
Based on our experience with hundreds of clients, the answer is an emphatic, “Yes!”
Consider BT Tabor, who is responsible for executing diversity, equity, and inclusion (DEI) initiatives and leading cross-functional working groups that promote employee engagement and retention at BAYADA Home Health Care. The global healthcare company’s DEI initiatives helped it earn Newsweek’s “America’s Greatest Workplaces for Diversity” award in 2023 and 2024.
“It’s important not to overthink and feel overwhelmed by the idea that you need to acquire multiple certifications, attend numerous training courses, or watch countless webinars on inclusive leadership,” she says. “Focus on taking actionable steps to be an authentic leader who values self-awareness, creates psychologically safe spaces, and embraces differences while actively shifting your own mindset.”
We’ve identified seven powerful tactics that you can take today that will make you a better leader. The following actionable steps are key components of inclusive leadership, which focuses on people, relationships, and trust to accomplish business outcomes. As Tabor says of inclusive leadership, “Just do it!”
- Use inclusive language. Putting inclusive language into daily practice is one of the most effective ways to become a better leader. By using words and expressions that honor each person’s diverse identity and make them feel welcomed and valued, you can improve teamwork and build trust. Inclusive language will also improve your communication by eliminating jargon, idioms, and culturally specific expressions that can create confusion in a global workforce.
- Make time for personal conversations. Highly effective leaders use their communication skills to build relationships with colleagues and employees, making time to ask about their personal struggles and triumphs. Even when working remotely, leaders can spend a few minutes at the beginning of their one-on-one meetings to ask how the other person is doing. More than idle chit-chat, these casual conversations generate feelings of belonging and contribute to team cohesion. Of course, there are times when small talk isn’t appropriate; be mindful of corporate culture and time constraints.
- Help your team improve their skills. As a manager, you should be having regular career development conversations with your direct reports. Help them set realistic goals, create accountability, and offer timely feedback. People often have negative expectations when they hear the word “feedback,” so make it clear that your comments – both negative and positive – are designed to help improve performance. No one can achieve their full potential if they aren’t getting helpful guidance about what’s working, what’s not, and what to try instead. Remember, organizations with established structures for giving and receiving feedback have lower turnover, improved productivity, and better collaboration among teams.
- Offer praise frequently and specifically. In the heat of productivity, leaders often miss opportunities to offer praise and gratitude. Yet, both are powerful tools to build a positive work environment where everyone feels appreciated, valued, and recognized for their efforts. Set aside a few minutes in team meetings to note stellar performances, especially those that further team goals and organizational initiatives. Acknowledging specific examples of good work or outsized effort can improve morale, increase motivation, and create a sense of belonging and camaraderie within your team.
- Know your strengths and challenges. The time constraints most leaders face dictate that they leverage their strengths, spending time and energy where they can have the most impact. Delegating projects that don’t align with your strengths–or fit your bandwidth–can make your team operate more efficiently and provide important professional development opportunities for others. At the same time, self-aware leaders should actively work to enhance their weaknesses, seeking guidance and feedback as necessary. This growth mindset will inspire your team and create a culture of continuous improvement.
- Cultivate psychological safety. In order to boost innovation and mitigate risk, individuals must feel safe to share their ideas and opinions, especially when they have different perspectives or contradictory views. You can create psychological safety by encouraging robust debate of ideas, being open to new ideas yourself, approaching failures as learning experiences, seeking understanding through curious inquiry, and holding empathy and compassion for others.
- Honor your obligations. Whether it’s a major project or a minor task, effective leaders follow through on their commitments. Reliability reinforces trusted relationships, as your colleagues know that they can rely on you to perform at your best. However, it’s important to note that no leader, no matter how talented, can agree to every project, every time. Reliable leaders are honest about their bandwidth and aren’t afraid to set parameters for projects, so they can do exceptional work. In this way, leaders can become catalysts for overall excellence, within their team and throughout the entire organization.
Join the ranks of forward-thinking leaders who are enhancing their inclusive leadership skills to build stronger teams and more successful organizations. Contact us today to order The Inclusive Leadership Handbook and discover more practical advice to become a more effective and inclusive leader.
Amber Keister is a Content Strategist at The Diversity Movement. She has spent more than 20 years as a journalist for publications throughout the South. Connect with her on Linkedin.
