The Boldly Inclusive Leader: Transform Your Workplace (and the World) by Valuing the Differences Within
Minette Norman
Brain Trust Inc, (2023)
The power oƒ valuing, indeed embracing and celebrating the differences between and among a workforce
It is no coincidence that companies annually ranked among those that are most highly admired and best to work for are also annually ranked among those most profitable, and have the greatest cap value in their industry segment. However different they may be in most ways, all of them have boldly inclusive leadership at all levels and in all areas of the given enterprise.
Norman is an empiricist who takes a pragmatic approach with relentless curiosity: she is determined (obsessed?) with understanding what works, what doesn’t…and WHY. (She agrees with Simon Sinek that “every change initiative begins with why.”) Her focus throughout this book is on HOW to transform a workplace and its workforce by valuing, indeed embracing and celebrating the differences. With rare exception, that tends to be the “secret sauce” of a workplace culture within which personal growth and professional development are most likely to thrive.
Minette Norman draws upon wide and deep experience in the business world in order to share the most valuable lessons she has learned. She provides an abundance of information, insights, and counsel. These are among the hundreds of key points that caught my eye. None is a head snapper, nor does she make any such claim. Think of them as helpful reminders.
o Setting a positive and inclusive tone means ensuring you invite people with diverse experiences and ways of thinking to share their ideas and ask the hard questions.
o It takes ongoing commitment and practice to make inclusion a reality
o Every leader has the responsibility to continuously learn and develop their skills, including how to interact with staff and peers in an ever-evolving workplace.
o Human connection is the foundation of creating an inclusive environment.
o We can’t underestimate the need for people to be heard, seen, and respected, which is what inclusion is all about.
o Be generous in helping others as they navigate their careers and professional journeys.
o Being a human leader means showing up as an imperfect person, with all your strengths and all your flaws.
o Do not tolerate the bullies who may be the “toxic rockstars” or “brilliant jerks” in your organization.
o We have no idea what anyone else is dealing with until we get to know them, listen to them, and try to understand what they are experiencing.
o The more you can invite other points of view and perspectives, the more your team members will feel they’re in a safe environment to challenge and debate ideas with principled candor.
o When team members don’t feel safe, you cannot leverage their diverse experiences, perspectives, and ways of thinking.
o Don’t let the fear of doing something wrong keep you from taking the next step — if it’s the right step — on your journey of inclusive leadership.
o Every meeting is an opportunity for every person to feel seen, heard, and respected…and that they belong.
o It is impossible to exaggerate the importance of empathy.
When making efforts to strengthen communication, cooperation, and (especially) collaboration between and among those in the given workplace environment, it would be a good idea to keep this advice from Theodore Roosevelt clearly in mind: “People won’t care how much you know until they know how much you care.”
Here are two other suggestions: While reading The Boldly Inclusive Leader, I urge you to highlight key passages, and, record your comments, questions, action steps (preferably with deadlines) and page references as well as your responses to questions posed throughout the narrative and to lessons you have learned. Pay special attention to the end-of-chapter exercises: “Daily Practice, “Weekly Practiced,” and “Questions to Ask Yourself.” Complete lists can be found on Pages 158-164. These two simple tactics will facilitate, indeed expedite frequent reviews of key material later.