Even though I have always enjoyed simplifying complex leadership concepts into actions that leaders can take at work, I know leadership is challenging. Inclusive leadership could be more balanced. Why? Because the finest leaders value the distinctive qualities that each person brings to the table while encouraging support for a common objective.

People Must Feel Important and Included

Ensuring everyone they lead feels included, involved, and psychologically safe at work is an inclusive leader's primary duty. These leaders collaborate with their team members in a side-by-side working arrangement developed with their input.

Inclusive leaders seek input and engagement. These leaders not only acknowledge and value each team member's distinctive perspective, background, and skill set, but they also encourage the open sharing of those traits and perspectives with other team members.

Given the diversity of each person's circumstances, inclusive leaders treat people fairly and ethically. This entails learning about them, their motivations, and the goals they have for their work experience. It also entails realizing that every person has a different stage of development in every job or objective. Setting goals, determining each person's level of growth about each goal or task, and giving them the necessary guidance and support are all parts of the leader's job.

Inclusive leaders are sympathetic to the needs of every team member. Leaders show they care about each team member and their development by using the exemplary leadership approach in each circumstance. This servant leadership-based strategy encourages people to advance in their growth, fosters empathy and trust, and prioritizes the needs of others over the requirements of the leader.

Leaders who are inclusive help their followers

The director of innovation for The Ken Blanchard Companies®, April Hennessey, stated in a recent blog post, "Employees need to feel supported and can take guidance from their managers, directors, etc. If organizations are looking to shift large numbers of employees to more culturally aware and inclusive practices, draw the charts."

Inclusive leaders view the manager/direct report relationship as a partnership that starts with established goals, periodically evaluates levels of competence and dedication, and ultimately depends on the hearts and abilities of managers who will modify their leadership style to suit the needs of each team member.

By virtue of the fact that SLII® requires every leader to get to know every team member deeply, treat them with respect, and comprehend their needs and talents, it is inclusive in its approach to uniting people in the service of a more significant objective.

There is a variety of approaches to leadership. Most people, in actuality, dislike being told what to do. They need to have their opinions heard. They desire to participate in talks. They want to participate in decision-making. They seek acknowledgment. To make it happen, inclusive leaders collaborate with their followers.

In today's workplace, where so many people cannot contribute to the extent they would like, you can develop into the inclusive leader we need. 

One can begin this by knowing about their team, assessing their stages of development, and modifying their leadership approach to support their success in the first place.

Reference Link: The above is an adaptation of a blog written by KEN BLANCHARD on OCTOBER 20, 2022, https://resources.kenblanchard.com/blanchard-leaderchat/becoming-an-inclusive-leader