We provide one-on-one coaching for senior leaders and board members to help build their awareness of unconscious bias and inclusive leadership capability. Research has shown that what leaders say and do makes up to a 70% difference as to whether an individual reports feeling included.
In our executive coaching, we leverage insights from inclusive leadership research, business psychology, organisational change theory, diversity research, neuroscience and global leadership literature. We identify the characteristics of inclusive leaders, and the practical actions they take to create inclusive work cultures. Our work is premised on the extensive research showing diverse and inclusive work cultures lead to greater innovation, more robust decision-making, and better commercial performance.
We design each coaching assignment carefully, depending on individual and organisational needs. Our priority is to build self-awareness of when biases and stereotypes may be inadvertently influencing behaviour and language. We typically highlight practical actions to develop psychological safety because it is fundamental to inclusion and team performance.
In our leadership facilitation and coaching, we use an Appreciative Inquiry process where we focus on strengths and positive examples to leverage. Giving attention to strengths, quick wins, and the specific actions to ‘do more of’ is considered a key component of effective cultural change and growth.
We understand focusing people on their shortcomings can impair learning: ‘Learning rests on our grasp of what we’re doing well, not on what we’re doing poorly, and certainly not on someone else’s sense of what we’re doing poorly’, explain leadership experts in ‘The Feedback Fallacy’, Harvard Business Review. That’s why we work with each leader to apply their individual strengths to building their inclusive leadership capability.
Research published in Harvard Business Review has found that inclusive leaders share a cluster of six signature traits:
1. Visible commitment:
They articulate authentic commitment to diversity, challenge the status quo, hold others accountable, and make diversity and inclusion a personal priority.
2. Humility:
They are modest about capabilities, admit mistakes, and create the space for others to contribute.
3. Awareness of bias:
They show awareness of personal blind spots, as well as flaws in the system, and work hard to ensure a meritocracy.
4. Curiosity about others:
They demonstrate an open mindset and deep curiosity about others, listen without judgment, and seek with empathy to understand those around them.
5. Cultural intelligence:
They are attentive to others’ cultures and adapt as required.
6. Effective collaboration:
They empower others, pay attention to diversity of thinking and psychological safety, and focus on team cohesion.
In our leadership facilitation and coaching, we use an Appreciative Inquiry process where we focus on strengths and positive examples to leverage. Giving attention to strengths, quick wins, and the specific actions to ‘do more of’ is considered a key component of effective cultural change and growth.
We understand focusing people on their shortcomings can impair learning: ‘Learning rests on our grasp of what we’re doing well, not on what we’re doing poorly, and certainly not on someone else’s sense of what we’re doing poorly’, explain leadership experts in ‘The Feedback Fallacy’, Harvard Business Review. That’s why we work with each leader to apply their individual strengths to building their inclusive leadership capability.
‘Our first group really loved the session and got so much out of it. We wanted to keep the momentum of our leadership program going and are very pleased that we could continue to roll out the workshops with you.’