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Editorial Note: Today we have a guest contribution from Phidelia Johnson, SHRM-SCP. She is a bright light in the social media HR scene, sharing great content daily. Our readers know that PIC is known for breaking new talent and providing opportunities to the future of HR and Business. We have a long track record and history of doing so. Read Phidelia’s article, her bio is listed below and connect with her.
The Effects of Inclusive Leadership
What is an inclusive leadership? An inclusive leadership is a leadership style which embraces, encourages and connects into the creativity and ideas which come about in a non-homogenous groups. That said, even the best leaders’ snap under pressure, tensions and mistrust can arise at anytime with the team. Therefore a truly inclusive leader will make everyone in their organization regardless of gender feel more valued, confident, and authentic and inspired about their career opportunities. This inclusivity increases loyalty and motivation, leading to better staff retention, greater innovation, and better advancement of the workforce.
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For example: Recently I received a call from a former colleague and during the course of our general conversation, I asked how everything was going at work? I didn’t get an immediate answer until 60 seconds later. Even though I had already heard through the grapevine that this particular colleague has gotten promoted six months ago, I wanted to give him an opportunity to tell me himself. Being that he works for a multinational firm and he loved his job so much, his long pause before answering me, led me to believe that all was not right at his workplace.
Seeing that he was struggling to answer me, I interrupted his thought and I asked how his organization’s diversity and inclusion campaign was going? He replied “diversity is going great because they have a new diversity officer however inclusion is still a challenge with some senior executives in the organization” I asked, how? he replied “my division-A manager truly embraced the inclusion part of diversity by critiquing my work when warranted and seeking my opinion on most of my assigned accounts, which encourages me to learn new soft skills however since my promotion to division-B, the manager there only complains when I make an error on a project however does not provide any feedback when my work is good. Due to my current manager of mine’s management style, division-B as a department is struggling to excel.”
Employers can bring the most diverse group of people to the table that they wish, but if what goes on around them is toxic they will not perform at their best. And eventually they will leave the organizations. According to Siegers, organizations need internationally educated leaders and employees who can “build bridges across the divides” and are globally minded, but also sensitive enough to know when to act locally. With this in mind, “organizations need to invest in employees and managers to make sure they are equipped with the skills to operate globally”. Investing in training will increase an organization Return on Investment (ROI) and a happier workforce while building a virtuous cycle of success and confidence, which further strengthens the team’s sense of achievement and feelings of trust and solidarity.
As professionals, we need to be convinced that the men and women in our organizations are the real beneficiaries of its success, and by creating a culture of diversity and inclusion, we lay the foundations for people to be attracted to working with us.
Phidelia Johnson is an accomplished Senior Level HR professional with more than 15 years of experience in the public and private sectors. Currently, she is a Sr. HR Business Partner with expertise in Human Capital Management Strategies, Diversity and Inclusion, Change Management, Organizational Development, Training, and Compliance. She is certified in HR, and is an active mentor and coach to others in the profession. Connect with Phidelia on LinkedIn here and Twitter here.