Inclusive Leadership in Nonprofits

In these times of heightened uncertainty and emergence of imperatives like decarbonization, organizations need inclusive leaders who are more trustworthy, and possess higher levels of empathy and cultural/ generational intelligence. These traits are key to drive collaboration, commitment and curiosity, which are all keys to innovation and transformation. No organization can sustain its success if it does not have the best talent in every role. As the younger generation starts to account for a higher chunk of the workforce, the traits exhibited by inclusive leaders will be even more valuable. Inclusive leadership truly works! I am still evolving as an inclusive leader, and would like to believe I have made progress. From my own experience, I know that it is a powerful paradigm that is worth practising. At LS International, I regularly hire people from countries as diverse as Spain, Mexico, Honduras, India and Canada to provide us various services. Based on my interactions with them, I have realized that people are only looking to be understood. If you listen to them, exchange experiences and learnings- and even fears and vulnerabilities- the risk of misunderstandings reduces sharply. As human beings, there are more things in common than there are differences- if we are sensitive. P&G’s Geraldine Huse says it so well: “Accessing diverse points of view is vital in creating optimum strategies and plans. An inclusive leader creates an environment where disagreement is viewed positively. I have learned from experience that the more diverse the team, the more debate and disagreement we have and the better the outcome”. She adds, “Listening to people, understanding and solving problems collectively, taking advantage of all the diverse experience – this is what makes an inclusive leader successful”. What is the one thing that you will start doing differently to be more inclusive? Starting 2024, I have resolved to practise inclusive leadership by design. I consciously let every team member, no matter how new or junior, express their views in every internal meeting. If they seem hesitant, I encourage them to share their views, and gently probe to find out why they feel a certain way when their views differ from mine. We are already seeing benefits in terms of higher energy, enthusiasm, confidence, and accountability. These are positively shaping how we work and even outcomes. I invite you to make a commitment to yourself to become a more inclusive leader. Think about what you can do differently to move you further along the path to being a more inclusive leader. It is said that publicly sharing resolutions put more pressure on us to stick with them. I have taken the plunge, and would be delighted if your comment includes a sentence or two on how you plan to become an inclusive leader. Thanks in advance, and good luck with your personal transformation!

Wednesday Q&A Q: "I keep hearing about Inclusive Leadership and how important it is. I understand the importance of inclusivity in recruitment, but what does it mean in daily leadership?" Inclusive leadership is not just about who you hire. It's about how people feel once they're on the team: day to day, meeting to meeting, project to project. These are some examples of how Inclusion looks in daily leadership practice: 🔷 You listen to understand, not just because you have to. You create space for different voices, not just the loudest or most confident ones. You open your mind to hear other views, even if you don't like them. 🔷 You challenge bias in everyday decisions. From project assignments to who gets recognition, you pay attention to the patterns. Who's always in the spotlight? Who's missing from key conversations? 🔷 You create opportunities for all, not just the familiar few. Inclusion means actively seeking ways to bring more people and voices into the room, rather than being surrounded by the same familiar and convenient ones. When you exercise it, Inclusiveness becomes a healthy leadership habit. In my personal experience, when I was in a leadership role and had to make important decisions, I always made sure to consult with the team member whose style and thinking were most different from my own. Was it uncomfortable sometimes? Yes! Did I get annoyed by hearing an opposite opinion? Yes! But did it help me make more balanced, inclusive decisions? Yes! Different perspectives make stronger leaders.

There’s a persistent myth that inclusive leadership is about being nice—agreeable, accommodating and avoiding putting people in discomfort. This misunderstanding is so deeply rooted, that often, before I even begin working with leaders during Inclusive Leadership Programs, I have to challenge it head-on. 𝙄𝙣𝙘𝙡𝙪𝙨𝙞𝙫𝙚 𝙡𝙚𝙖𝙙𝙚𝙧𝙨𝙝𝙞𝙥 𝙞𝙨 𝙣𝙤𝙩 𝙨𝙤𝙛𝙩. It takes incredible strength to: 👉🏼 have your opinion challenged by a team member who has a different perspective 👉🏼 encourage productive tension instead of avoiding conflict 👉🏼 remove unfair barriers while ensuring e v e r y o n e feels seen 👉🏼 recognize and address individual challenges while holding high standards for excellence 👉🏼 seek advice from those who will push your thinking Inclusive leadership demands humility* to listen, courage to embrace tension and the integrity to hold yourself and others accountable. What do you think? Please share in the comments 👇🏻👇🏻👇🏻 And if you want leaders in your organization to develop the strength necessary for inclusive leadership – get in touch! ___ 💌 Looking for more tips on inclusive leadership? Download free "A short guide on inclusive leadership" here: https://lnkd.in/dDXhHe6H🎁 *More on the role of humility in leadership: Adam Grant “Think Again”