Are You an Inclusive Leader?February 11, 2020
1. A team member isn’t sure how to tackle a project and asks for your advice. You say:
2. Your manager gives you a new project, and it’s not clear how you should approach it. You:
3. You’ve asked your team members to complete a new long-term project with many moving parts and deadlines. To make sure the job gets done, you:
4. How do you generally approach the annual review process with your team?
5. A member of your team comes up with a unique idea for a project that she’s really excited about but that has never been tried before. You think it’s promising, but it goes outside of what works around here and you think the higher-ups will be critical of this approach. You:
6. You’ve recommended one of your team members for a managerial position, even though they’ve never supervised anyone before. Your boss would rather bring in someone they know well from outside the organization. You:
7. A project you spearheaded was not as successful as you had hoped, and your boss points this out in a departmental meeting. How do you react?
8. Everyone’s talking about your team’s great presentation. When colleagues congratulate you, you say:
9. You are on the team interviewing for a new important position at your company, one that you’ve struggled to fill. Reflecting on the slate of candidates you’ve interviewed so far, you realize that most of them are white. How do you react?
10. You hear several team members laughing after one of them makes a joke about another team member that stereotypes their ethnicity. You:
11. In a group meeting, most of the team agrees on a new approach to your project, but one team member hasn’t said anything. You:
12. You always thought that your team members all felt valued, but you’ve heard through the grapevine that a few people may not. You:
Are You an Inclusive Leader?
Room to Improve.
Your score indicates there are some areas for improvement. Focus on both leading outward and leading inward by taking small steps daily to learn from others who may be different from you or to show you value your colleagues’ contributions. Keep notes on your progress. You’ll benefit too! For example, lead outward by holding people accountable. Check in regularly and reevaluate goals as situations change. Lead inward by showing curiosity to learn from those around you, particularly those with differing views and experiences. Read our report and infographic for more tips and tools to help you become a more inclusive leader.
Challenge Yourself More.
You’re on the right track, but you still have some blind spots worth paying attention to. Challenge yourself to do one thing outside of your comfort zone. Focus on self-reflection and actively seeking feedback from those you trust (and those with whom you may be uncomfortable). Encourage team members to do the same. For example, lead outward by being an ally and amplifying the voices of underrepresented or marginalized groups. Lead inward by showing humility. Seek feedback and encourage team members to tell you the truth. Read our report and infographic for more tips and tools to help you become a more inclusive leader.
Great Job! Keep Going.
Congratulations! You’re working toward creating an inclusive culture, in which employees experience being in an atmosphere where they can belong, contribute, and thrive. Keep practicing leading outward and leading inward each and every day! For example, lead outward by encouraging ownership. Share the broader purpose and context of the work, creating a clear line of sight. Allow people to identify and solve their own problems. Lead inward by acting with courage. Create a one-day leadership challenge for you and team members where you pinpoint one thing you each can do differently. Track and discuss missteps and progress. Read our report and infographic for more tips and tools to help you become a more inclusive leader.