What could you accomplish if you were more inclusive?
- December 12, 2017
- Posted by: admin
- Category: Blog
The aim of every inclusive leader is to get the best out of themselves and their teams in order to meet their goals.
Most traditional management models consist of some form of “command and control” approach. Set goals, minimise risk, know what your people are doing at any given time, review progress of goals, tweak where appropriate, and repeat.
Seldom is the idea of inclusion involved in traditional management models. But what if it was? What if inclusion was another skill that all managers needed to master in order to progress in their careers? What if inclusion was recognised as the way in which managers became great leader? How much more successful could leaders and organisations be by embracing inclusion?
Inclusive work practices, at their core, are about listening, empathising and treating people fairly. It’s as simple (and as complex) as that. And it’s not just a feel-good exercise either.
The benefits of inclusion are well documented:
- Increased productivity
- Increased profitability
- Increased level of employee engagement
- Increased levels of discretionary effort
- Higher levels of attraction of talent
- Greater retention of key talent
- Increased well-being of employees
In other words, the very things that every leader should strive for every day.
So, what could you accomplish by being more inclusive?