Stay in the know with exclusive industry news, click here and subscribe to our eNewsletter today!
For years, we have been hearing about diverse leadership teams driving better financial performance. In an HBR.org article, it was noted that the performance was better because diverse teams gathered more facts, processed those facts more carefully to guide actions, and were more innovative because of the different perspectives at the table.
More recently, the conversation has turned to recognize that it is not just diversity but also the inclusion of different perspectives that drives the performance improvements. After all, per Gartner, “Diversity is the first and easier step, but inclusion is the key to leveraging diversity.” If your people can’t actually engage and contribute in ways that make sense to them and that are comfortable for them, then you’re not going to be able to benefit from their diverse strengths and skills.
Over the course of my career, I have had the benefit of being in some meetings where leaders were truly inclusive. Instead of letting the same people talk over others and dominate, they intentionally pulled out the voices of the quieter, less-verbal team members to get the best out of everybody.