Discover and read the best of Twitter Threads about #InclusiveLeadership
Most recents (2)
Yesterday I was part of a panel on building and leading inclusive teams. One of the questions we were asked was how to build an environment where people at all levels feel comfortable sharing feedback with leaders and each other.
Creating and sustaining a feedback-rich culture is an overlooked aspect of inclusive cultures (and discussions on how to build an inclusive culture). And the effort that it requires can be intense (in a few different ways).
But it's a fundamental and worthwhile investment for leaders who want to advance diversity and inclusion in their business. Our panel had 4 key pieces of advice for leaders & managers of people who want to develop a feedback-rich culture on their teams and in their orgs:
📣 For those committed to #InclusiveLeadership & #antiracism at work: One of the primary reasons that we aren’t progressing on #DEI is that we’ve been oversold the value of diversity and haven’t dug deeply enough into the personal costs. A thread./1
In my view, the greatest individual cost of DEI is the comfort of the status quo. As @mjmichellekim calls out, we love to coddle it. Breaking the inertia requires all of us to wrestle with the costs and benefits of change and reckon with what we are willing to give up./2
Here are 3 ways in which progress threatens key aspects of who people leaders are and what we can ask ourselves if we’re truly committed to leaving a positive legacy on the future of work./3
