The framework defines inclusive leadership through six traits: commitment, courage, cognizance of bias, curiosity, cultural intelligence, and collaboration. We offer opportunities to build new skills, take on leadership opportunities and connect and grow through mentorship. We just need to bank all of these cultural differences to have a collective intelligence and to be able to use it., Inclusive leaders are tolerant of ambiguity, which enables them to manage the stress imposed by new or different cultural environments as well as situations where familiar environmental or behavioral cues are lacking. Three researchers reviewed the transcripts and developed a coding scheme to capture key themes. But more than just changing systems and structures, organizations are increasingly focusing on cultivating more customer-centric mindsets and capabilities. Get to know our DEI consulting services Leaders face pressure from workers, the marketplace, and society at large to do something different tomorrow. At Deloitte, we know that great people make a great organization. : How diverse teams create breakthrough ideas and make smarter decisions, helps leaders understand how to systematically create diverse thinking and take team performance to the next level. They have a sidekick, if lucky, but rarely are the leader and the sidekick equals, and they almost never operate as a team. Humility, according to Catalyst, also encompasses learning from criticism and different points of view, as well as seeking contributions from others to overcome ones limitations.31 According to Sodexos Anand, Those [leaders] who lack the self-awareness and humility to learn and admit they dont know everythingthese would be leaders who miss an opportunity to learn, and who will be blindsided if they are not careful., Highly inclusive leaders are mindful of personal and organizational blind spots, and self-regulate to help ensure fair play., The leaders that are inclusive do a couple of things, says Sodexos Anand. Deepen your understanding of inclusive leadership and its connection to exceptional leadership Embodiment of these traits enables leaders to operate more effectively within diverse markets, better connect with diverse customers, access a more diverse spectrum of ideas, and enable diverse individuals in the workforce to reach their full potential. It makes for great entertainment, but it is not the stuff of reality. Asking a question knowing that you could not change your beliefs under any circumstancesnot in terms of taking on someone elses religion, but in terms of what you think is right and wrongis pointless. How did you respond?. At Deloitte, our purpose is to make an impact that matters by creating trust and confidence in a more equitable society. Putting this into the context of leaders, inclusive leadership is about: To achieve these aims, highly inclusive leaders demonstrate six signature traitsin terms of what they think about and what they dothat are reinforcing and interrelated. As an extrovert its very easy to talk, but if youre quiet, you can hear more about others and what is going on, and it can be a much more valuable experience., For inclusive leaders, openness also involves withholding fast judgment, which can stifle the flow of ideas. It is hard to argue with the diversity argument in a business context, says Jennifer Reid, head of retail, business, and treasury payments operations at Bank of Montreal. Apply Today. Highly inclusive leaders are committed to diversity and inclusion because these objectives align with their personal values and because they believe in the business case. Highly inclusive leaders have an open mindset, a desire to understand how others view and experience the world, and a tolerance for ambiguity. So what is this different context? Years of documented research demonstrate that inclusive leadership plays an important role in making employees feel valuable and included, which has a positive impact on team and organizational performance. And I try to understand why someones opinion is different from mine. The Inclusive Leadership in Action Webinar Series is over, but you can still watch the recordings below: > How to get clear on your own values and blindspots, and learn more about the experiences, needs and concerns of others. Exceptional organizations are led by a purpose. Customers have always been able to vote with their feet. From fiscal and environmental sustainability to digital modernization and infrastructure optimization, we connect Deloitte-owned research to insights and innovations so you can make informed, strategic decisionsdecisions that encourage economic . But for this to work, you need to connect to the minds and the hearts.. At a deeper level, inclusive leaders thirst for learning means that they are also motivated to deepen their cultural understanding and to learn from the experience of working in an unfamiliar environment. As we discuss an issue, I will often go to people who are likely processing things differently, and purposely ask for their opinion, knowing it will come from a different place than my own., For inclusive leaders, asking curious questions and actively listening are core skills that are key to deepening their understanding of perspectives from diverse individuals. This makes Deloitte one of the most rewarding places to work. The six C's identified by Deloitte for inclusive leadership include: Commitment Courage Cognisance of bias Curiosity Culturally intelligent Collaborative Deloitte points out the report is designed to help leaders think about how traditional notions of leadership must change. In these books and films, theres always a quest, and theres always a hero. The authors would like to thank Kathryn Page, Artie Gindidis, Andrea Espedido, Caroline Pyszko, and Olivia Dineen of Deloitte Touche Tohmatsu for their valuable contributions to this article. Such behaviors do not come easily. Assess: How Inclusive Are You as a Leader? See what you missed. Our professionals reach across disciplines and borders to develop and lead global initiatives. If we are talking around the table, I might suggest something, and more than half of my team might say, No, we shouldnt do that, we should do this! I think thats normal and healthy. Our purpose provides the foundation for our strategy and our aspiration to be the undisputed leader in professional services: this is not about size, it's about being the first choice. There are two broad categories of behaviors that leaders can practice to be more inclusive: Leading outward is what you do to ensure team members are treated fairly, empowered, and able to flourish. About Deloitte. In trying to understand the difference of opinion, you are giving the project or the initiative you are dealing with space to become better. Maaike Steinebach, chief executive of CBAs Hong Kong branch, agrees that listening deeply is critical to her success. Inclusive Leadership - Self Assessment The Inclusive Leader Self-Assessment is an online tool which we created to help with your personal leadership development. - Harvard Business Publishing Contact Us Blog Who We Are What We Do Insights Client Stories Insights Assess: How Inclusive Are You as a Leader? . Its about giving people the opportunity to achieve what they should be able to achieve. The goal was to: 1. Collectively, these six traits represent a powerful capability highly adapted to diversity. While there is no single formula for success, research shows that having people with a more global mindset and capability is critical.9 John Lewis, Jr., global chief diversity officer of The Coca-Cola Company, agrees: Right now, our fastest-growing markets around the world are sub-Saharan Africa, India, and China. To remain competitive in this environment, organizations have realized, customer centricity is paramount. For leaders, they need to make a decision as to whether they dig in and entrench as they are, or recognize the world as it will become, and be part of the change. The courage to speak upto challenge others and the status quois a central behavior of an inclusive leader, and it occurs at three levels: with others, with the system, and with themselves. Inclusive leaders have the courage to speak out about themselves and to reveal, in a very personal way, their own limitations. Deloitte approaches inclusive leadership as a skill that can be learned. For example, like-minded team members are drawn toward each other when testing ideas; confirmation bias causes individuals to reference only those perspectives that conform to pre-existing views; and in-group favoritism causes some team members to cluster. They seek out and invite new people to the table and elicit the best from everyone. Deloitte US Innovation - Manager USI . We offer well-being programs and are continuously looking for new ways to maintain a culture that is inclusive, invites authenticity, leverages our diversity, and where our people excel and lead . From the Deloitte inclusive leadership model, two elements of inclusive courage include: Humility - being aware of your own personal strengths and weaknesses. Reward leaders who role-model inclusive behaviors. Inclusive leadership also means that leaders commit to ensuring all team members: Are treated equitably, Feel a sense of belonging and value, and These may include: Numerical Reasoning tests Verbal Reasoning tests Situational Judgement Test (SJTs) You may get rejected already after your numerical and/or verbal tests. Juliet works with Executives and global organisations to improve workplace performance through cultural change, focussing on D&I, leadership and culture. Her latest book, the acclaimed Which two heads are better than one? However, our framework expands on these ideas in the broader context of diversity of markets, ideas, customers, and talent. Integrate development of the six signature traits of inclusive leadership into leadership development programs. Courageous partners talked with their peers and sought personal promises of commitment to support APD talent; they briefed the evaluation committee on the need to assess performance objectively; and they intervened when necessary to improve APD recruits chances of fitting in. Our Team The Inclusive Leadership Compass team is powered by experts in DE&I, as well as leadership assessment and development, and supported by our global network of highly experienced associates. Leading inward requires a hard look at who you are and your inner ability to act courageously, learn, and self-reflect. I think a more inclusive leader is someone who knows when to adapt and doesnt necessarily need to change who they are fundamentally., Many of the capabilities discussed above are encapsulated in the model known as cultural intelligence (CQ), which comprises four elements:41, Research has demonstrated the positive relationship between CQ and a range of important business outcomes, including expatriate job performance, intercultural negotiation effectiveness, and team process effectiveness in multicultural teams.42. Its about patience and persistence. My mum would say that fairness didnt always mean the exact same, but the opportunity to be your best, and this would mean that you need different things at different times., In thinking about process, inclusive leaders seek to pinpoint processes that create subtle advantages for some and subtle disadvantages for others, perpetuating homogeneity and undermining inclusion. Instead of continuing to recruit from a narrow pool of MBAs from the top business schools, McKinseys Advanced Professional Degree (APD) program sought out talent from industry and a broader base of universities.27 Where courage came in was the preparedness to challenge the status quo and then to address the initial bias toward MBAs as partner-elects. Diversity of markets, customers, ideas, and talent: These simultaneous shifts are the new context. The question I put to our business leaders is: Even if we get all the tactics and logistics right, can we win if we dont get the people part right?10. . Apply established tools, frameworks and methodologies to support the business decision-making process . The world needs Inclusive Leaders. Instead of the leader leading from top of the pyramid, they lead from the middle of the circle.. With their growing middle class, these new markets represent the single biggest growth opportunity in the portfolio of many companies around the world. They focus on building trust across the group, establishing a set of guiding principles, for example, that encourage people to contribute without fear. The Deloitte assessment centre written exercise lasts for 1 hour and takes the form of a case study. Diversity of talent is at risk of being overshadowed by other shifts. Seemingly overnight, digital disruption has reshaped whole industries and iconic brands and brought forth new players. For leaders who have perfected their craft in a more homogenous environment, rapid adjustment is in order. as well as results from a proprietary leadership assessment tool. Download the PDF Stay on top of the latest leadership news with This Week in Leadershipdelivered weekly and straight into your inbox. As Bank of Montreals Hudon describes: I tend to specifically ask the opinion of someone who will bring a different view from my own. You'll work with audit team members and learn how to apply concepts of risk assessment and how to design and perform audit procedures responsive to those risks. Deloitte US | Audit, Consulting, Advisory, and Tax Services By way of example, the worlds population is aging rapidly. It seems we can easily imagine different future contexts, but when it comes to thinking about leadership differently, we are on a repeating loop. Integrate inclusive leadership into the organizations global mobility strategy in order to help assess participant readiness and to develop current and future leaders. Being an agent for change can also be met with cynicism and challenges from others. Certain services may not be available to attest clients under the rules and regulations of public accounting. Keng-Mun Lee, Even banks must innovate or die,. We call this inclusive leadership, and our research has identified six traits that characterize an inclusive mind-set and inclusive behavior. This determines your patterns of behavior, thoughts and feelings to uncover your talents. Self-assessments around leadership competencies can give leaders a sense for how they perceive their own behaviors on the job. People look at them and say they are fair dinkum. For Dr. Rohini Anand, senior vice president and global chief diversity officer at Sodexo, this contrasts with those who are not committed: It is not necessarily people saying overt things . And embrace different styles. The clarity of your writing and how you present your ideas. According to one leader interviewed, Fundamentally, inclusion is a principle that anybody who is good enough to be employed within the team is capable of becoming a leader and developing to the best of their potential. A 180-degree measure of inclusive leadership was constructed using Hinkin, Tracey, and Enzs (1997) seven-step scale development process.46. If you do not have a code, please enter "JBSpeaks". At its core, collaboration is about individuals working together, building on each others ideas to produce something new or solve something complex. These were: The current research has identified similar leadership behaviors (that is, personal risk-taking, humility, and empowerment) as important to inclusive leadership. And they acknowledge that their organizations, despite best intentions, have unconscious bias, and they put in place policies, processes, and structures in order to mitigate the unconscious bias that exists., Occurs when people judge others according to unconscious stereotypes, The tendency to more easily and deeply connect with people who look and feel like ourselves, A tendency to favor members of in-groups and neglect members of out-groups, Occurs when the wrong reason is used to explain someones behavior; coupled with in-group favoritism, this results in a positive attribution for in-group members and a negative attribution for out-group members, Seeking or interpreting information that is partial to existing beliefs, When the desire for group harmony overrides rational decision making. Exceptional organizations are led by a purpose. First, is the hour-long assessment, which features 177 paired questions in which you choose the one that best describes you. Indeed, in a 2015 survey of 362 executives, just 10 percent believed that they have the full suite of capabilities needed to win offshore.8, So what does this mean for those with global ambitions? Whats curious is that this iconic image of the heroic leader remains constant despite the vastly changed environment. Social login not available on Microsoft Edge browser at this time. Copy a customized link that shows your highlighted text. Ensure that those appointed to senior-level positions embody inclusive leadership or demonstrate a genuine commitment to developing the capability for inclusive leadership. She has over 25 years' experience in human capital, management and law. We can help you create an adaptable organization, compose a workforce that drives productivity and value, today and in the future; reimagine work to empower your people to find purpose in the impact they bring, and elevate your HR function.