DEI is Leadership and Leadership is DEI

If you attended my recent webinar, Words that Win: Language Tips to Make Leaders Receptive to DEI, you know that I’ve replaced the term DEI (Diversity, Equity, and Inclusion) with leadership. That’s because transformational leadership inherently embodies DEI principles. An exceptional leader appreciates differences and can be flexible their approach to enable everyone to feel a sense of belonging. In this new era, leaders are no longer defined by tenure or subject matter expertise. They are defined by their ability to bring out the best in everyone - not just those who they feel comfortable with or have things in common with or just plain like. As such, leadership is DEI and DEI is leadership.

My Words that Win webinar introduced my rational for referring to DEI as leadership. This newsletter builds on that foundation, sharing how to define inclusive leadership competencies. I will go into more detail in my next webinar, Inspiring Inclusive Leadership on Thursday, July 18th at 11:30 am CT.

Defining Inclusive Leadership

To understand the competencies that define inclusive leadership, we must first appreciate the true meaning of inclusion. Many leaders believe they are already inclusive because they are polite and professional. However, politeness alone doesn't equate to true inclusion. It often means leaders are simply tolerant of differences. True inclusion means we respect and appreciate differences. I covered the distinction between tolerance, respect and appreciation to get to true inclusion in more detail in Words that Win, but here's a brief breakdown of definitions:

• Tolerance: This is the baseline. Leaders are polite and professional, acknowledging differences without engaging deeply. For example, in meetings, a new idea might be politely acknowledged but quickly dismissed, leaving the contributor feeling unvalued.
• Respect: This goes a step further. It involves recognizing and valuing differences, even if they are uncomfortable. In meetings, respecting an idea means acknowledging its value and considering its potential impact before moving on, which shows genuine engagement with diverse perspectives.
• Appreciation: This is the highest level of inclusion. It involves proactively seeking out and valuing diverse perspectives. In meetings, this means not only listening to ideas in the room but also considering who isn't present and what perspectives might be missing. True appreciation leads to actions that ensure everyone feels a sense of belonging and that their contributions matter.

 By moving from tolerance to respect and ultimately to appreciation, leaders can create a truly inclusive culture where everyone thrives. Moving from tolerance to appreciation hinges on three foundational inclusive behaviors.

3 Inclusive Behaviors

To move beyond just tolerance to true inclusion and achieve a sense of belonging in everyone, you need to focus on three key behaviors:

1. Being Self-Aware. Being self-aware means recognizing and valuing the diversity within yourself, such as your unique perspectives, experiences, and identity. This awareness is crucial because it helps you understand how your background shapes your views and interactions with others. By acknowledging the limits of your experiences, you open yourself to learning from others, fostering a more inclusive environment where diverse voices are heard and valued.
2. Being Curious. Being curious involves actively seeking to understand others by asking questions and showing genuine interest in their experiences and perspectives. This behavior is important because it helps break down preconceived notions and biases, replacing them with empathy and a deeper understanding of different backgrounds and cultures. Curiosity encourages open dialogue and continuous learning, which are essential for building inclusive communities where everyone feels valued and understood.
3. Seeking to Understand When You Don’t Agree. Seeking to understand when you don’t agree means focusing on listening and comprehending the reasons behind others' viewpoints, even if they differ from your own. This behavior is vital for inclusion as it shifts the focus from trying to change others' beliefs to finding common ground and respecting diverse perspectives. By changing your behaviors rather than your beliefs, you demonstrate respect and openness, creating a safe space where all individuals feel respected and included, even amid differences.

I will elaborate more and provide lots of practical examples of what these behaviors look like in action during my webinar, Inspiring Inclusive Leadership on Thursday, July 18th at 11:30 am CT.

Getting Leaders to Care

The good thing is, there is not one way to express these competencies. That means, there is not one way to be a good inclusive leader. It’s about introducing these competencies, talking about what they look like at work and holding leaders accountable for demonstrating them. This is a process, so not to make it seem that simple. But the first step is to get leaders to see the value of more intentionally embracing inclusive leadership behaviors. Get the wheels spinning for them to see the value on their own by posing these reflection questions designed to help leaders reflect on and appreciate the benefits of embracing inclusive competencies as a means to increase their impact, team dynamics and outcomes:

• How do you currently define success as a leader, and how might an inclusive approach redefine that success for you and your team?
• Can you recall a time when your decisions benefited from diverse perspectives? How did those perspectives change the outcome?
• How do you measure the success of your team beyond traditional performance metrics? In what ways can inclusivity contribute to more meaningful and comprehensive success indicators?
• How does your team handle conflicts that arise from diverse viewpoints? What strategies can you adopt to turn these conflicts into opportunities for growth and innovation?
• How can you model inclusive behavior in your daily interactions and decision-making processes to inspire similar behavior in your team?

These questions are designed to encourage leaders to reflect deeply on their current practices, recognize areas for improvement, and understand the profound impact that embracing inclusive competencies can have on their leadership, their teams, and their organizational outcomes.

For more, join my webinar, Inspiring Inclusive Leadership on Thursday, July 18th at 11:30 am CT. I’ll cover why inclusive leadership matters, definitions and practical examples of inclusive behaviors at work and my fail proof strategies to get leaders who haven’t thought about inclusive leadership to be not just open, but excited about the idea of strengthening their skills by embracing inclusive behaviors.

Save your spot HERE. If you cannot make it, not a problem. I’ll send the recording to all who register.