3 Reasons You Are the Inclusion Thought Leader Your Workplace Needs

This is something I've done myself

Here are 3 popular posts from the last week:

I’ve used these 5 questions to review 75+ books here

In 2021, I was writing a book, then I changed my mind.

I needed to do something else first.

Here’s the #1 thing I'd do in 2024 if I was responsible for inclusion at work

Share this with one of your colleagues who needs to know this.

PS.

I write here every single day.

Make sure you follow me for daily insights and inspiration.

Yesterday We Hosted The Authority Series.

Our guest was author Amri B. Johnson who spoke about his book Reconstructing Inclusion

Amri shared a lot of practical insights including:

- How to be intellectually honest

- Why social capital is so important for Inclusion

- How co created systems can benefit your organisation

We even addressed my bias regarding Unconscious Bias Training!

Make sure you check out our LinkedIn Live.

Check it out here.

Also

Amri offered a years subscription to his substack for free!

This is a limited offer.

Message me "Inclusion Wins" and we'll take it from there.

When they're gone.

They're gone.

Your business needs an Inclusion thought leader.

I think it should be you. 

Here’s 3 reasons why: 

WARNING

This only works if what you do is helpful to others. 

The Bar To “Thought Leadership” is Low 

Though leadership is an ambiguous term. 

To me a thought leader is someone who: 

• Has useful thoughts 
• Shares useful thoughts 
• Shares regularly 

This invites the question: 

What’s a useful thought? 

A thought leader: 

- Gives practical advice

- Simplifies complex ideas

- Delivers actionable insights 

- Shows their unique perspective 

- Makes it easy to take the next step

These are attributes of a great writer.

This is why “thought leaders” are often writers. 

But you don’t need to go that far.

You just need to share useful things about Inclusion.

Nothing weird and wonderful. 

Just relevant to your work. 

The leaders I know who make measurable progress share a common habit. 

They are all curators.

They borrow: 

- Frameworks

- Tactics

- Ideas

Then they implement them.

I teach them to do this. 

I know this because I’ve done this myself. 

When I finished my PhD: 

I didn’t have clients waiting to hire me.

I didn’t have sponsors advocating for me. 

I didn’t have a network waiting to endorse me.

So what did I do?

I picked an issue you have at work. 

I shared something to help you. 

I shared with you a lot. 

I still do. 

I’m not saying copy me:

You don’t need: 

- 348 podcasts

- 200+ newsletters 

- 2500+ social media posts 

Start small. 

If you’re consistent. 

Your colleagues will notice how helpful you are.

You Solve One Of The 3 Biggest Problems Organisation Face On Their Inclusion Journey 

99% of leaders can't answer this simple question about Diversity.

Why is Diversity important to us here?

I wrote about this recently. 

Lots of leaders say: 

“it’s the right thing to do.”

The Problem: 

The answer is generic. 

It relates to all businesses. 

Not yours specifically. 

Lots of leaders say: 

“Mckinsey show diversity means greater profits”

The Problem: 

The answer is inaccurate.

No one knows if greater diversity creates greater profits.

Or if it’s the other way round. 

Lots of leaders say: 

“We need to be seen to be doing something.”

The Problem: 

The answer is performative. 

It indicates you care more about the “optics”

Than doing anything useful. 

You don’t need to be a subject matter expert. 

But you do need an answer to that question. 

Get an answer for yourself. 

- What does Diversity mean where you work?

- Who are the people that represent this meaning?

- What does this mean for their career experiences?

- Now find a real example to demonstrate this 

You are well positioned to do this. 

People Want To Hear From Someone They Trust. 

If you read this newsletter every week. 

You probably trust me more than a random person on the street. 

If you’re finding us for the first time. 

My goal is to nurture that trust. 

Trust is everything to me. 

I’m not someone who gives my trust easily. 

It needs to be earned. 

I’m trying to earn your trust. 

For years I’ve been following The Strategy of Preeminence.

It’s one of the best pieces of leadership advice I’ve ever heard.

I got it from Marketing legend Jay Abraham

He says people are begging to be led by someone who has their best interests at heart. 

This is the kind of person who: 

- Protects you from harm 

- Guides you on your journey 

- Makes room for you to grow 

- Encourages you to do better 

- Cares about your wellbeing 

He says your life is better because this person is in it.

This is an aspiration of mine….to be that person for you. 

This is why I give you so much upfront. 

- Podcasts 

- Book Clubs 

- Daily Writing 

- LinkedIn Lives

- 60 Second Book Reviews. 

A body of work to help you grow. 

Some of you will become paying clients. 

Most of you will not. 

In both cases I get to act in your best interests. 

This is what gets me up in the morning. 

I want your life to be better because I’m in it. 

You can do the same for your colleagues at work. 

You don’t need to think up everything yourself.

- Pick a podcast.

- Pick an article. 

- Pick a book.

It just needs to be useful. 

Something related to your job. 

Then tell people how it can help. 

I talk about this in more detail on the show. 

Have you shared this with a colleague yet?

Think about who needs to know this.

They need a friend like you.

As always

I’m cheering you on.

Dr. Jonathan

PS.

Message me "90 Day Roadmap" to start making measurable inclusion progress in 90 days.