The Blessings and Burdens of Rhetorical Leadership in Diversity and Inclusion

I talk about Rhetoric like it’s a bad thing. Not true

Find out why I don’t like it when it’s used against you.

Here’s some key topics covered from this episode:

Why Rhetoric is neither good or bad

How Transformational Leaders influence us

What I do to benefit from Rhetorical Leadership

Play the episode for more

Here’s some key takeaways from this episode: 

Rhetoric is the essence of leadership

Charismatic, convincing, persuasion. They go hand in hand with Rhetoric “

Rhetoric functions to adjust ideas to people and people to ideas

“This is where it gets interesting for me because when I think of Rhetoric I think of persuasion.”

Make your own mind up

For me personally a large part of that isn’t about convincing people to do what they’re told. It’s about letting people make their own minds up.”

Check out these resources

What is Rhetorical Leadership?: My Perspective

The Rhetorical Problem of Diversity & Inclusion

Element of Inclusion Youtube Channel

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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