We’ve previously discussed the return on investment of Diversity & Inclusion strategies (see: D&I thought leader opinions here.) Now, we will dive deeper into the mindset & behavior that is necessary to lead inclusively. It’s one thing to understand why inclusive leadership is a prerequisite for global organizational success, but we also need to know how to translate this knowledge into action.
Interviewed by Sarder TV, Dr. Ernest Gundling discusses successful inclusive leadership skills:
“Inclusive leadership gives a window into each market, a level of insight that no one can get from a trip or a week or a month in the country.”
Dr. Gundling’s expertise in leadership stems from more than three decades of coaching executives with global responsibilities and working with multicultural management teams to help them formulate business plans based on strong mutual understanding and a joint commitment to execution. In the interview, he touches upon aspects of leadership and team communication such as:
“In order for a global team to really work well, you have to step back as a leader and re-evaluate. Different stakeholder needs are pulling the team in different directions, and your team [might] frankly [not be] … a big priority.”
In the full interview, Ernie provides specific strategies for testing how inclusive your leadership is, and illustrates actions you can take to include all of your employees and reports. He describes, for example, the case of a technology company in Silicon Valley that might not necessarily have the traditional diversity issues (such as ethnicity or gender) but struggles with other inclusion challenges such as functional and generational gaps. Transforming the awareness of diversity and inclusion challenges into a behavior and organizational culture that values differences and respects all perspectives will be the key to success in the war for talent and innovation.
Aperian Global partners with global organizations to help navigate the best approach to inclusive leadership development.