Why Inclusive Leadership Is a Must (and How to Do It Right)
- Mamie Kanfer Stewart
- Apr 15
- 4 min read
As a manager, you want your team members to show up, give their best, and contribute meaningfully. But to unlock the potential of each individual, you need to be more than just a strong leader; you need to be an inclusive one.
Inclusive leadership means fostering a culture where every person feels seen, heard, and valued for who they are and what they bring to the table. It’s a matter of embracing each person for who they are and the ideas or perspective they bring. At the end of the day, inclusive is the key to successful teams, projects and achieving organizational goals.
Leadership expert Kelli Lester breaks down what inclusive leadership really looks like and why it’s essential for managers today.
What Is Inclusive Leadership?
Inclusion goes beyond hiring for diversity. As Kelli puts it, it’s about how we engage with others based on who they are, where they’re coming from, and what makes them unique. This includes cultural background, work location, generation, personality, communication style, and more.
Being an inclusive leader means adapting your approach so that each person on your team has what they need to succeed. It’s about leveraging differences—not minimizing them. Inclusion doesn’t always come naturally; it’s an intentional act. And it’s a skill every manager can learn.
Self-Awareness Comes First
Before you can lead inclusively, you have to understand yourself. What are your values? Where do they come from? How do they show up in the way you lead?
For example, Kelli explains that many leaders make decisions based on their own deeply ingrained preferences—like favoring early risers or people who thrive in fast-paced discussions—without realizing it. Inclusive leadership starts with identifying those assumptions and reflecting on how they affect others.
You might prefer unstructured brainstorming in meetings. But if your team includes introverts, they might need time to process and prepare. Being aware of these dynamics and planning accordingly ensures that everyone can participate fully.
Intentional Adaptability
Inclusivity means meeting people where they are. That requires stretching outside of your comfort zone. Whether it’s how you structure meetings or assign work, you can’t rely on a one-size-fits-all approach.
Kelli offers a practical way to learn more about your team’s needs: ask new hires to complete prompts like “I’m most motivated by…” or “A great day at work looks like…” This simple exercise helps managers tailor their support and communication in ways that resonate.
You don’t need to reinvent yourself or bend over backwards for everyone. Simply be mindful of the differences that exist and make thoughtful adjustments so each person feels like they belong.
Amplify Uncommon Voices
Inclusive leadership isn’t only about accommodating differences—it’s also about amplifying them.
People think and work differently, and sometimes the most innovative ideas come from those who don’t speak the loudest. Creating space for all team members to contribute—especially those whose voices are often overlooked—fuels creativity and innovation.
Kelli points out that inclusion also means supporting team members even when they’re not in the room. Advocacy, she says, can be a game changer. Managers need to speak up on behalf of their people, challenge bias when they see it, and ensure that no one’s contributions are dismissed or ignored.
For example, if a colleague suggests a project requiring travel not be offered to a mom with young children, speak up. Suggest that you ask the individual instead of making an assumption. You never know what someone will say, so don’t take them out of the game before they’ve even had a chance.
Inclusion Unlocks Motivation and Retention
When people feel included, they are more likely to be engaged, motivated, and loyal. They’re also more likely to bring forward new ideas and take ownership of their work. This has tangible outcomes for performance and retention.
Kelli explained that in order to fully embrace inclusion, you need to attend to the head, heart and hands. She demonstrated this through a story involving a senior executive who wasn’t initially sold on the importance of inclusion—until his daughter entered the workforce and faced challenges he hadn’t considered. That personal connection helped him understand the stakes, and he went on to become a vocal advocate for inclusion in his organization. The key? Connecting the head (business case), heart (personal connection), and hands (taking action). This gentleman became an incredible advocate for and sponsor of women in the workplace.
Practical Steps for Managers
So, what can you do to become a more inclusive leader? Here are a few starting points:
Reflect on your values and assumptions. Consider how your personal preferences influence your leadership style.
Get to know your team deeply. Use tools like surveys or guided conversations to understand what motivates them and how they work best.
Adapt your approach. Give introverts time to prepare. Offer flexibility to accommodate personal schedules. Customize recognition and rewards.
Create space for all voices. Facilitate meetings in a way that invites participation from everyone—not just the most vocal.
Be an advocate. Speak up when you see bias. Champion team members, especially those who might not self-promote.
Model vulnerability. Let go of the command-and-control model. Admit when you don’t know something. Invite feedback—and act on it.
The Future of Leadership Is Inclusive
In a rapidly changing workplace, inclusive leadership is not optional—it’s essential. Teams today are more diverse than ever, and their success depends on a manager’s ability to understand and respond to that diversity with empathy and intention.
Being inclusive doesn’t mean being perfect or knowing all the answers. It means being curious, committed, and willing to grow. As Kelli puts it, it’s not just about getting others to bring their whole selves to work—it’s about helping them bring their best selves.
And when you do that, everyone wins.
Listen to the entire episode HERE to learn more about Inclusive Leadership
Kelli Lester
Keep up with Kelli Lester:
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Kelli is providing members of Podcast+ her Inclusive Leadership Traits Assessment. The PDF includes an overview of inclusive leadership traits and a self-assessment to help you identify areas for improvement.
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