Inclusive leadership

Inclusive leadership

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Inclusive leadership

Inclusive leadership entails listening to the employees and being able to bring out the best in them in order to make the organization more profitable. Inclusive leaders tend to understand the employees, communicate well and motivate their juniors to become better (Warrick, 2017). This kind of leaders can embrace change by listening out to other stakeholders and make the organization more functional. The leaders provide a serene environment that will encourage maximum productivity. The decision-making process of inclusive leaders is usually slower because they need to consult with others to ensure that the final outcome is acceptable by everyone and workable.

Leadership characteristics that create organizational cultures

In order to make companies more profitable and competitive, it is essential to develop workable organization cultures. Leaders play a major role in creating these organizational cultures. A workable organization culture can only be developed by leaders who have specific characteristics and are open to new ideas (Warrick, 2017). It takes an inclusive leader to set up the pace in which the employees will follow when working towards achieving both short-term and long-term goals. The leader needs to be selfless. This means that the leaders need to be more concerned about the welfare of the employees. Every person’s needs are considered and met. In as much as the main aim of the organization is to be more profitable and competitive, it is essential to take good care of the employees.

The leaders also need to be hardworking and committed. They need to work even harder in order to motivate the rest of the stakeholders to perform better. This will go a long way in improving the image of the company as the services and products will be of good quality. Good leadership promotes a better culture for the stakeholders (Antonakis, 2017). Hardworking and inclusive leaders play a major role in ensuring that the organization culture is in check and can promote progress. Hardworking leaders also influence the beliefs and nurture values that will psychologically make every employee better.

Inclusive leaders also need to be innovative in order to improve organizational culture. This calls for more creativity and flexibility to changes. Due to the rapid technological changes, the leaders need to come up with better ways of producing and offering services to their customers. New innovations will give the products new and better looks and ensure that the quality is standard (Lisak et al., 2015). When it comes to service provision, the leaders need to invent better ways to reach a larger market and retain the clients. Innovative leaders are game-changers when it comes to competition.

Key leadership skills required to create an inclusive organizational culture

Inclusive leadership focuses on creating a culture where differences are valued and appreciated, contrasting opinions and perspectives are encouraged and employees have a sense of both uniqueness and belonging. Research has shown that organizations with leaders that facilitate inclusive cultures tend to have employees who contribute more, stay longer, make better decisions, and collaborate more effectively (Winton et al., 2018). They also perform better and are more engaged, innovative and motivated. Organizations need inclusive cultures in order to attain their targets.

Self-awareness will help the leader to identify all the strengths and weaknesses of the employees. Once in awhile, leaders also need to assess the abilities of each and every employee in order to improve and capitalize on them (Caldwell et al., 2016). Studying the weaknesses will also help the leader to better the employees and initiate programs that will help them to improve and be at par with the rest of the team. Self-awareness will also help the leader to know how the employees react to different situations and how they make their decisions.

The leader also needs to be good communicators. This skill will help the leader to pass information to the employees and ensure that they understand whatever is being passed across. Better communication will also ensure that there is a smooth running of operations (Pereira et al., 2019). When leaders communicate well they will be able to close cultural gaps that might exist between the employees.

An inclusive leader should be accountable. They should take responsibility for all the success and failures of the organization. This will help to create a perfect organizational culture where every employee will be responsible for their actions (Hall et al., 2017). Accountability will contribute even more on the goals that are set by the management by ensuring that everyone is serious about their roles.

How inclusive leadership influences decision making in organizations

In as much as leaders are required to have a vision, they are also needed to make decisions that should positively contribute to the day to day running of activities. The decisions that are made by the leaders will determine whether the organization will be successful or not. Inclusive leaders hear out other people’s opinions and are able to make sound decisions that are appealing and workable (Randel et al., 2018). Getting ideas and opinion will also reduce any chances of resistance from the employees. When policies are forcefully implemented, and in a way affect the employees, they will be reluctant to embrace change.

The decisions making process should be inclusive because it will either benefit or cause suffering to the stakeholders. Leadership is supposed to be about the relationship between the stakeholders in order to reach the goals. A leader is usually seen as a central figure that is in charge of everything but inclusive leadership is more of a process than a person. Engaging employees will result in more success. Research, however, showed that less than 33% of the employees in the United States take part in the decision-making process (Rodriguez, 2018). The organization culture can also get better when all stakeholders are involved. Inclusive leadership motivates the employees and builds a better relationship amongst the stakeholders.

How inclusive leadership influences organizational communication in a global environment?

Communication plays a central role in the success of any organization. The leader should be able to pass across policies, instructions and any other relevant information to the other stakeholders. This helps a lot when it comes to running of operations within the organization. Communication enhances the performance of the employees (Mayfield et al., 2017). The chain of command will help to ensure that all the employees from top management to the juniors are informed. Proper channels are important when it comes to the passing of information. Communication is important because only then will you realize what the clients need. However, some of the clients will not be able to communicate in the same language and that can be a major setback in business. Speaking in a different language should not affect communication as one can use other means to communicate with the client.

Non-verbal communication is one of the many ways a person can engage with customers. This entails communication using sign language that can be understood. Diversity training can also help the employees to have a grasp of how to deal with people who have a different origin (Adler et al., 2015). Inclusive leadership will help the organization to understand and appreciate that people are different.

How does inclusive leadership influence organizational effectiveness, and competitiveness in a global environment?

Inclusive leadership is important when it comes to competition and effective performance in the global environment. The leaders who have this skill are able to accommodate people who have different abilities even when they are different and unique. These differences can be in terms of culture, race, gender, and level of experience (Herrera, 2016). Inclusive leaders will listen to ideas from the rest of the stakeholders and analyze them to come up with great strategies that will enable the company to perform even better in the competitive market. Due to diversity, most of the employers across the globe acquire employees who have the right talent and can produce high-quality goods and offer the best services to the customers. Inclusion will improve the quality of decisions especially when it comes to setting up the policies and procedures that will affect the productivity and competitiveness of the company.

Effectiveness of inclusive leadership in relation to other leadership models

There are different models that a leader can incorporate to ensure that the goals of the organization are achieved. Some may be harsh and fail to involve the employees in policymaking and major decisions. However, inclusive leadership will help the management of the organization to fully engage the rest of the stakeholders in these processes (Choi et al., 205). Inclusive leadership also entails optimism, more collaboration, and interdependence. Listening to other stakeholder’s opinion will help to increase the quality of decisions. What inclusive leaders do is they try to be accommodative and appreciate the diversity that exists among the stakeholders. The routines of an inclusive leader are not intimidating to the employees making them more comfortable when they are carrying out their day to day activities. Servant leadership can be used by management to run operations in the organization. This entails prioritizing the needs of the employees. The other stakeholders are also engaged in the collective decision-making process which positively affects the performance of the organization. Listening to other stakeholder’s opinion will help to increase the quality of decisions. Engaging the employees in the decision-making process will give them a sense of belonging and motivate them to work even harder.

References

Adler, R. B., Kotler, P., Grey, A. M., & Hugos, M. H. (2015). Communicating at work: strategies for success in business and. info: Singapore: McGraw-Hill, 2015.

Antonakis, J., & Day, D. V. (Eds.). (2017). The nature of leadership. Sage publications.

Choi, S. B., Tran, T. B. H., & Park, B. I. (2015). Inclusive leadership and work engagement: Mediating roles of affective organizational commitment and creativity. Social Behavior and Personality: an international journal, 43(6), 931-943.

Hall, A. T., Frink, D. D., & Buckley, M. R. (2017). An accountability account: A review and synthesis of the theoretical and empirical research on felt accountability. Journal of Organizational Behavior, 38(2), 204-224.

Herrera, M. E. B. (2016). Innovation for impact: Business innovation for inclusive growth. Journal of Business Research, 69(5), 1725-1730.

Lisak, A., & Erez, M. (2015). Leadership emergence in multicultural teams: The power of global characteristics. Journal of World Business, 50(1), 3-14.

Mayfield, M., & Mayfield, J. (2017). Leader talk and the creative spark: A research note on how leader motivating language use influences follower creative environment perceptions. International Journal of Business Communication, 54(2), 210-225.

Pereira, L., Durão, T., & Santos, J. (2019, June). Strategic Communication and Barriers to Strategy Implementation. In 2019 IEEE International Conference on Engineering, Technology and Innovation (ICE/ITMC) (pp. 1-5). IEEE.

Randel, A. E., Galvin, B. M., Shore, L. M., Ehrhart, K. H., Chung, B. G., Dean, M. A., & Kedharnath, U. (2018). Inclusive leadership: Realizing positive outcomes through belongingness and being valued for uniqueness. Human Resource Management Review, 28(2), 190-203.

Rodriguez, J. L. (2018). INCLUSIVE LEADERSHIP AND EMPLOYEE ENGAGEMENT: THE MODERATING EFFECT OF PSYCHOLOGICAL DIVERSITY CLIMATE.

Warrick, D. D. (2017). What leaders need to know about organizational culture. Business Horizons, 60(3), 395-404.

Weatherford, B., Bower, K. A., & Vitello-Cicciu, J. (2018). The CNO and Leading Innovation. Nursing administration quarterly, 42(1), 76-82.

Winton, S. L., Palmer, S., & Hughes, P. J. (2018). Developing Leadership for Increasing Complexity: A Review of Online Graduate Leadership Programs. Journal of Leadership Education, 17(1), 162-176.