Inclusive Leadership – Transforming Knowledge Into Action
Last week in our blog, we 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.
Dr. Ernest Gundling was recently interviewed by Sarder TV to discuss successful inclusive leadership skills. Ernie, as he prefers to be called, is the co-founder and managing partner of Aperian Global, and coauthor of the recently published book, Leading Across New Borders.
“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, Ernie touches upon aspects of leadership and team communication such as:
- What makes a great leader?
- What are the challenges of the new global business environment?
- What are strategies for working successfully across cultures?
- What is global inclusion?
- How can we get better results from our team?
- What are the competitive advantages of inclusive leadership?
- What are the pitfalls of neglecting Diversity & Inclusion strategies for companies?
“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.”
What are the competitive advantages of inclusive leadership?
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. For more information on how we can help your organization, please visit our Leadership Development solutions page.
Suggested Additional Reading:
Leaders in Diversity and Inclusion: 5 Lessons From Top Global Companies
Inclusive Leadership: Now More than Ever