Announcing New Lessons on Leading an Inclusive Team

“Diversity” and “Inclusion” are two words you often see together. But for many of us, our “D&I” efforts tend to be focused on the “D”. Diversity can be measured quantitatively, so it’s easy to say, “We need a more diverse pipeline,” and know if you’re improving. But avoiding focus on inclusion often leads to a leaky bucket phenomenon, where you might manage to hire a diverse group of people, but not all those people feel valued, safe, or like they belong, so they don’t stay. Inclusion means making employees feel included, and that’s not an easy number to track. Yet without inclusion, it’s hard to make the results of any diversity effort stick.

So what can we do? At the basis of most inclusion efforts is flexibility: understanding who the individual members of your team are, and what they each need to thrive. As a team leader, you can strike a balance between structure and flexibility that will keep your team moving forward in alignment, while also creating an environment where your people feel they can bring their whole selves to work.

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