Seeing the Invisibles (4 of 5): Inclusive Leadership - Leading with Presence and Curiosity
In our previous section, we explored the challenges of leadership bias and how over-relying on “golden child” performers can limit team innovation and engagement. To build on that, it’s not just about correcting bias—it’s about intentionally creating an environment where every voice is valued and heard. In this section, we’ll delve into the power of inclusive leadership. Rather than dominating conversations or relying on a few standout individuals, inclusive leaders focus on presence, active listening, and thoughtful inquiry to foster a collaborative, empowered team. Let’s explore how leading with humility and curiosity can unlock the full potential of your team.
While many equate strong leadership with charisma and boldness, inclusive leadership—marked by presence, active listening, and reflection—can be equally, if not more, powerful. Inclusive leaders have a unique ability to pick up on the subtleties within a team, much like how Amos noticed details that others overlooked at the zoo. By observing and listening, rather than dominating conversations, these leaders can detect underlying issues, unspoken ideas, or hidden tensions that might otherwise go unnoticed.
Inclusive leadership isn’t about silence; it’s about intention. These leaders lead by example, demonstrating humility and patience. They are honest about what they don’t know and curious to learn from others. They are skilled at building trust and creating a courageous space where team members feel encouraged to share ideas without fear of being overshadowed. It’s not about holding back; it’s about being deliberate and thoughtful in how you engage with your team. Inclusive leaders lead by example, embodying humility and curiosity, signaling to others that they value learning from their team just as much as they value leading them. Here’s how inclusive leaders cultivate environments where all voices can thrive.
Inclusive leadership begins with truly hearing your team.
Active listening means fully engaging in conversations without distractions or preconceived judgments. It’s more than just listening to words—it’s about reading between the lines, recognizing body language, and being attuned to emotions and non-verbal cues. By demonstrating presence and attention, leaders can create an environment where team members feel genuinely heard and valued.
Consider:
Eliminate distractions during meetings: Put away phones, laptops, and unnecessary materials. It’s the basics but important.
Listen before you respond: Make it a habit to allow team members to fully express their thoughts before offering feedback or solutions.
Use non-verbal communication to show engagement: Nodding, eye contact, and open body language can demonstrate that you are fully present.
Curiosity is one of the most underrated leadership qualities.
Rather than making assumptions or providing quick answers, inclusive leaders ask open-ended questions to promote deeper thinking and reflection. Thoughtful inquiry doesn’t just clarify—it encourages collaboration and mutual understanding. It allows team members to feel that their ideas are valued and creates space for new, often unexpected insights to emerge.
Consider:
Ask clarifying questions: “Can you explain more about your thought process?” or “What do you think we might be missing?”
Encourage follow-up questions: Dive deeper into an issue and promote further discussion among team members.
Create a culture of questioning: where team members feel comfortable asking and answering questions without the pressure to have all the answers immediately.
Model humility and openness to learning.
Inclusive leaders understand that they don’t have all the answers, and they are not afraid to admit it. This humility creates a culture where learning is embraced and everyone’s input is welcomed. When leaders demonstrate a willingness to learn from their teams, it empowers team members to share ideas without fear of being wrong. This openness helps to dissolve hierarchical barriers and encourages more collaboration.
Consider:
Acknowledge what you don’t know: In team discussions, invite others to contribute their expertise: “I’m not familiar with this. What do you think is important for me to understand better?”
Solicit feedback from your team regularly: “How can we improve this process?” or “What am I missing?”
Create reverse mentorship opportunities: Leaders can learn from junior team members or people with different expertise.
Create reflective spaces for deeper thinking.
Some of the most valuable insights come when team members are given time and space to reflect on ideas. Not everyone thrives in fast-paced, high-pressure environments. For more introverted or reflective team members, having time to gather their thoughts can lead to deeper, more well-formed contributions. By building in time for reflection, leaders can ensure that all voices have the opportunity to be heard, not just the loudest or quickest ones.
Consider:
Allow time for reflection before meetings: Send out agendas and discussion topics in advance so team members can prepare.
Introduce silent brainstorming sessions: It’s a practice where team members write down their ideas before sharing them, allowing introverts to contribute without being interrupted or overshadowed.
Debrief after key discussions: Ask the team to reflect on the conversation and share any thoughts that may not have surfaced in the moment.
Inclusive leadership does more than just improve team dynamics—it has a ripple effect that extends beyond individual projects. By leading with presence, curiosity, and humility, leaders can foster trust, empower quieter voices, and create an environment of collaboration where innovation thrives. This approach cultivates stronger connections within the team, unlocks creative potential, and ultimately drives better outcomes.
Inclusive leadership shows that you don’t need to be the loudest voice to lead effectively. By observing, listening, and engaging in thoughtful inquiry, inclusive leaders foster deeper connections, encourage diverse ideas, create opportunities for clarification, and facilitate a more collaborative and inclusive team environment. The result? A team that feels empowered, valued, and inspired to contribute their best ideas.
What’s Next: Adaptive Leadership—Expanding Expanding Capacity to Manage Complexity
Inclusive leadership empowers diverse voices, but great leaders must also know when and how to adjust their approach. In the next section, we’ll explore adaptive leadership—the ability to remain flexible in the face of challenges and to respond to the changing dynamics. We’ll dive into strategies for expanding your leadership capacity, embracing complexity, and adapting your approach to ensure that your team remains agile and resilient. Stay tuned for insights on how adaptive leadership can help you lead more effectively in today’s fast-evolving work environment.
