What are some ways to ensure your leadership style is inclusive and respectful?

This is about exploring way beyond your organisation. It starts from questioning where you come from, where you chose to live, your education, the friendships you entertain. There will also be a lot of humbing moments, I remember the first few months after George Floyd's murder and the difficult conversations we had on LinkedIn and in private forums. You don't know what you don't know and until you accept to be vulnerable in your approach (i.e. you accept you are flawed, if not profoundly biassed in everything you do) it is difficult to start the journey. I am thankful to all the people that took the time to educate me, while I should have educated myself a lot sooner than that.

People begin to develop biases about the world around them from a very young age and they are mental shortcuts your brain takes to process a great deal of input quickly and apply meaning to it. This is informed also by your environment and the beliefs taught to you by family, friends and community. If you grew up and have remained in a relatively homogenous environment, it stands to reason that those values shape your outlook on the world and how you make decisions, and with that, you carry certain biases. By embracing a growth mindset, being willing to explore the cultural norms, values, history, and traditions of other people, you afford yourself the opportunity to expand your worldview. This can challenge long held biases you may have.

To be an inclusive leader, start by recognizing that each team member brings a unique cultural perspective to the table. Seek guidance from cultural competency experts to understand and embrace these diverse viewpoints. By prioritizing awareness and expertise, leaders can create a work environment where everyone feels valued and understood.

In my experience, understanding how my team prefers to work, receive feedback, and remaining attuned to team dynamics is critical to building a foundation of trust and psychological safety within a team environment. I like to enter a new team environment by first starting with this conversation before we dive into specific work or goals related to the team's scope. While this may initially take time, it helps to create an environment that helps all teammates feel valued, productive, innovative, and we find mass acceleration together over time.

In a global workspace, adapting is crucial as one size rarely fits all. However, the good news is that you can adapt without compromising your core essence. The golden rule is "Don't treat people how you want to be treated but rather how they would treat themselves.". It is important to understand their preferences and meet them where they are rather than imposing your own.

I don't know if leadership styles can really change. Neither do I believe we can make real changes in decision making, or humour. In my experience, within the boundaries of a respectful conversation, it pays off to be self-aware and to help your team understand who you are and how you normally respond to situations. I caveat a lot of my most "passionate" responses (i.e. aggressive for most of my colleagues) reminding people I was practically raised to increase the tone of my voice if I care about something. And I have a frank, direct approach to communication. I can tone these things down, but I think it is also important as a leader that I allow others to read my actions correctly, too.

Diversity and Inclusion is a great topic to talk about - but a great many companies stop at that. Mandating EDI training is rarely a successful approach to achieving EDI. Instead, the companies that call out 'the elephant in the room' and talk openly about EDI tend to be the companies where the most positive changes are observed. In essence, you can't enforce EDI and expect cultural change. Opening up the conversation and actively encouraging people to champion the change is the most effective route to changing mindsets, behaviours and cultures.

Something I think can complement cultural competency is individual competency. If that is even a term, what I mean with that we are first and foremost humans attempting to establish a connection, so we can deliver something together. We are trying to build trust, synchronicity, safety and results. So your job, as a leader, is first and foremost to get to know your team as individuals. Culture is just another layer, it can help you make sense of things, but it will rarely give you the advantage of understanding an individual's true potential. Luckily, I believe, we are way more beautiful and complex than the culture that shaped our formative years.

True leadership means being authentic. Just embracing cultural competency because it's an HR directive won't work. Your team will follow you, so why should they care if you don't? It's not about ticking boxes but genuinely respecting diverse cultures. Lead by example, show interest and respect. It sets the tone for the team, fostering an environment of respect and collaboration.

Inclusive leadership involves active listening, seeking diverse perspectives, and encouraging participation. It’s about fostering a culture where everyone feels valued and empowered. Regularly engage with different team members, provide equitable opportunities for growth, and give credit where it’s due. Address biases, and set clear, fair expectations. Celebrate cultural differences and recognize that each individual brings unique insights. Accessibility is key—ensure everyone has the tools and environment to contribute fully. Open dialogue, empathy, and adaptability are the cornerstones of a respectful, inclusive leadership style.

Inclusive leadership thrives on open dialogue. Creating places where team members can voice their ideas and concerns, irrespective of their rank or background is crucial. This practice nurtures a culture of respect and unveils many perspectives, fostering well-rounded decision-making. An inclusive leader listens actively, appreciates constructive feedback, and is willing to pivot based on collective insights. Through this, leaders enrich their decision-making process and instill a sense of belonging and value within their teams.