Inclusion

How to start your journey to be an Inclusive leader Lead with Respect first   Learn your team members’ stories Listen. Listen. Listen. Stop the Stereotypes Don’t assume/interpret behavior. Ask why.

The 5 Organizational Dynamics that hurt Inclusion are Lack of 360 feedback culture Lack of rigor in systems and processes Lack of frontline leader education and empowerment Lack of accountability Lack of outcome focus

Seek out different points of view. Curate friends who have unique perspectives on issues. Understanding the multiple facets of an issue helps us build robust solutions. Try this : This week, have a conversation with a friend on an issue where you disagree, with the intention of understanding their view, and finding common ground.

Unconscious biases are enabled by lack of facts and data, and over reliance on biased information sources. Strengthen your objectivity and analytical capability, distinguish fact from fiction, fact check and rely on multiple reputable sources of unbiased information. Start this week!

It is a choice to be consciously inclusive or hide behind unconscious bias.  What are you choosing today?

We can further Inclusion one conversation, one action, one decision at a time. There are a million ways to further the agenda that are within our control.  What will you do to further Inclusion today?

Seek out Diverse Reverse Mentors. They can help us explore  different perspectives, stories, realities and understand challenges of those different from us, and how we can help. Try this: Identify a Diverse reverse mentor in your team. Give them the license to be brutally honest. Start this week!

Seek Diverse Role Models in the Everyday Heroes around us, not just in distant famous people or celebrities. Covid-19 shone a spotlight on these frontline heroes, and their impact in our lives. Try this: Identify a diverse role model in your vicinity and what you want to learn from them. Start this week!