The Key to Inclusive Leadership
The Key to Inclusive Leadership
Recently, Alexander Djerassi published an article in the Harvard Business Review discussing how to develop inclusive leadership. He talks about the importance of creating a culture of trust – where employees feel comfortable taking risks and not being afraid to make mistakes. This is essential for organizations that want their team members to be innovative, creative thinkers willing to go above and beyond their expectations.
Djerassi is surprised by how many companies are still stuck in an old-fashioned way of thinking about leadership. He believes that “the old command-and-control style that says, ‘Tell me what you’re going to do and then do it is not the way to get things done in today’s complex environments.” Leaders need to be more like coaches than drill sergeants.
Coaches don’t give orders. They help people do more of what they are already doing. A coach’s job is to motivate, inspire, and teach–not control the behavior of others. The job of a leader is to create an environment that motivates employees to rise above their self-imposed limitations. They need to set a positive example of an inclusive leader and trust that their employees will rise to the challenge.
While writing this article, Djerassi thought about the managers on his team. He couldn’t help but think how he could have been a better coach to them in some cases. He realized that it took him too long to acknowledge his managers’ strengths and encourage them to lead, but believed that he did a good job of encouraging them when they messed up because he was quick to praise the corrective actions they took.
Djerassi encourages leaders to do what they can to help their employees feel safe. Their ability to innovate is vital for any company that wants to succeed in the future. It’s also important to make mistakes to learn and improve. So many companies take a hard stance on failure, punishing employees who make mistakes or costing them their jobs when they are an essential part of its success. It’s important to create an environment where it’s okay to take risks and fail. They need to be ready and willing to accept new ideas, try different approaches, and not be afraid of what people will think of them if they do something wrong.
Djerassi says if they want their company to stay competitive in a fast-moving world, they can’t afford to have a culture that stifles risk-taking and rewards employees who play it safe. According to “Harvard Business Review” by Alexander Djerassi, an effective leader creates a culture of trust with no fear of mistakes or consequences from being innovative. This idea is more important than ever in a world where modern businesses are looking for employees to take risks and develop creative solutions. A new approach to leadership will help companies of all sizes stay competitive in a fast-moving world.
In conclusion, creating a culture where it’s okay to be innovative and take risks is essential for any company that wants to stay competitive in the future. Not only does this make your company more profitable, but it also makes your employees feel like they’re working for an organization that cares about them and their well-being. If they want their business to survive, they need to start working together as a team and make the necessary changes now.