The Authority Series: Charlotte Sweeney on Inclusive Leadership

Inclusive Leadership is a phrase that gets thrown around a lot.

Find out how to become a change agent through Inclusive Leadership.

Here’s some key topics covered from this episode:

How providing space for dissenting views can strengthen strategies.

How assessing individual behaviours drives systemic change

Why tying initiatives to business metrics prevents delegation

Play the episode for more

Here’s some key takeaways from this episode: 

Inclusive Leadership is all about Change Management

“it really focuses on that change management ethos around how you create a diverse, equitable and inclusive, inclusive workplace.”

Leaders can’t delegate their behaviour

“You cannot delegate your behaviour. As a leader. You cannot delegate the decisions you make. And you cannot delegate the output of that.”

Every Person Influences Culture

we all influence what it feels like for other people to be in the workplace, whether they can be themselves whether they can be truly authentic”

Check out these resources

60 Second Book Review

Every Person Influences Culture : it’s not just about the leaders.

Charlotte Sweeney Associates

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

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