3 Reasons You Are the Inclusion Thought Leader Your Workplace Needs

Your workplace needs an Inclusion Thought Leader

Find out why you I think it should be you

Here’s some key topics covered from this episode:

Why the bar to thought leadership is so low

Why your colleagues will be happy for you to do it

How I have done this myself

Play the episode for more

Here’s some key takeaways from this episode: 

Thought leadership involves useful thoughts and sharing them. 

“The leaders I know  making progress with Inclusion in their workplace are curators”

People are begging to be led by someone who has their best interests at heart  

People want to hear this stuff from someone they trust.”

You’re in a great position to be that person

“You don’t need to be a subject matter expert. But you do need an answer to that question.”

Check out these resources

The Strategy Of Preeminence 

Element of Inclusion Youtube Channel

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

1.      Work with me 1:1

2.     Get Practical Book Insights

3.     Get our Free Email Course

For everything else check this

https://linktr.ee/elementofinclusion

 

 

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences