Leaders – at every level – often ask me what they can do to help create a culture of inclusion and belonging at their organization.  While we are often drawn to grand gestures and bold investments, there are multiple small, yet meaningful, opportunities every day for each of us to make a difference.  We can each help create a positive culture by being thoughtful with our personal interactions.  We can make every moment matter, so all of our teammates are made to feel as if they matter.

There are practical and easy ways to practice inclusive leadership. Whether we are passing someone in the hallway, paying for our morning coffee, stepping into a conference room, joining a zoom call, conducting a meeting, or providing feedback we can ensure moments like these are positive. A smile or “hi, how’s it going?” or “thank you, have a great day!” can literally make someone’s day.

It is also really smart for us to do this well.  Creating an environment where we all feel valued, engaged and connected to one other enhances both individual experiences and overall business results.  When we feel safe and comfortable, we are likely to share our individual perspectives and experiences as well as provide our valuable and unique contributions to the team.  This input sparks new and diverse thinking, fuels innovative ideas, and builds bridges with a broader community.  Being known as an inclusive organization creates a positive brand image that attracts talent, customers and other partners.

There are some tangible skills we can all put into practice to create an inclusive culture:

Self-Awareness – understand our own background and values; recognize and challenge our own perceptions, assumptions and blind spots that may affect our thinking.

Listen – frequently check the accuracy of our perceptions; be present. Build connections and trust. Make people feel both seen and heard.

Empathy – actively attempt to see things from another person’s point of view; be curious.  Respect and appreciate differences in style, experience, background and values. Be open to new ideas and ways of doing things. Be supportive. Assume positive intent.

Communications – understand the general nature of different communication styles; learn about other cultures. Use inclusive and empathetic language. Be clear when communicating our own ideas and viewpoints.

Cultural Competence –  gestures and other body language, preferences for personal space, and conceptions of time vary among cultural groups; do not make assumptions. Consider nonverbal communication and style differences  before responding. Be open and accommodate different cultures and styles.

Seek Diversity – be proactive about forming diverse teams and widening our circles to get ideas, input, and feedback from a variety of people.

Growth Mindset – take accountability and responsibility for our own behavior,  learning and continuous improvement; empower others to take on leadership or project roles and develop new skill sets; practice delivering and receiving constructive feedback (including upward and peer-to-peer), hone problem solving and conflict management skills.

The skills for inclusive leadership are similar to those skills generally required to be good teammates and leaders.  It is time well spent to be mindful about individual and cultural differences and to be thoughtful with our daily interactions so we can all do our part to create an inclusive and respectful workplace for everyone.

 It matters!