Why Authentic Leaders Develop Inclusive Organisations

Authentic leadership is a loaded term isn’t it?

Find out why Authentic Leaders develop Inclusive organisations

Here are some key messages from this episode

  • The 4 Qualities of an Authentic Leader
  • The hidden assumption of Authentic Leadership
  • How Authentic Leadership creates Inclusive organisations and much much more

Play the episode for more.

Here are some key takeaways from this episode:

Authentic Leaders encourage people to be their true selves

“Authentic leaders encourage open communication and their followers’ ability to be their “true selves”, they create an open and fair work environment”

This study found that this increased employee perceptions of inclusion.

 Authentic Leaders increase employee perceptions of Inclusion

They found that being included shows employees they are important, valued and trusted. Employees who feel included are more likely to experience greater self-worth as members of the organisation and more likely to help their co-workers manage and prevent problems, demonstrate initiative, show up on time, overlook inconveniences and care about their organisation’s status in the marketplace. Who doesn’t want this?”

Authentic Leaders can create a Business Case for Diversity & Inclusion

“This directly speaks to the identity work I mentioned earlier, when employees spend less time on identity work, they can spend more time on their jobs! That’s a nice punchy, clear, specific business case for diversity right there.”

Check out these related episodes of the show

Identity Work & Employee Resource Groups

A Reason Why Leaders Get So Frustrated About Diversity Hiring That Doesn’t Get Discussed

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

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