Building Stronger Organizations Through Inclusive Leadership

In today's complex business landscape, executives face challenges that mirror those encountered on the battlefield: managing diverse teams across different locations, making high-stakes decisions under pressure, and adapting to rapidly changing circumstances. As a former U.S. Army Aviation Task Force Deputy Commander, I've seen firsthand the power of inclusive leadership in navigating such challenges. During my deployment in Afghanistan before retirement and transitioning into academia, I led diverse units comprising individuals from varied backgrounds, cultures, skill sets, education, age groups, and experiences. Recognizing this diversity as a strength rather than a liability, I fostered an environment where everyone felt empowered to contribute their unique perspectives. By valuing each individual's input, we developed innovative tactics that proved crucial in the success of our missions. 

Now, as a Senior Lecturer at Harvard Business School teaching courses on Inclusive Leadership among other topics, I know from extensive experience and proven research that corporate leaders need to take the reins in embedding inclusive leadership deeply into their organization's culture for successful outcomes. 

The Army Inclusive Leadership Framework 

The U.S. Army Inclusive Leadership Framework emphasizes understanding, respect, and fair treatment of all individuals. It's a model that transcends the military context and holds immense relevance for corporate leadership.

In the corporate world, as in the military, a leader's ability to leverage the diverse talents and perspectives of their team can be the difference between success and failure. By fostering an inclusive culture where everyone feels valued and empowered to contribute, you can unlock the full potential of your workforce, drive innovation, retain talent, and enhance organizational performance. 

Inclusive leadership frameworks, such as the one used in the U.S. Army, prioritize individuals, processes, and technological advancements. This leadership style emphasizes connectivity, viewing individuals not as separate entities, but as integral parts of a larger whole. Recognizing that an individual's success is closely linked to the team's and the organization's success is a cornerstone of this concept. Much like athletes, Army soldiers train specific muscles to enhance performance; team members need to identify and address individual biases that may limit their potential. However, ensuring leaders' efforts are perceived as genuine requires a strategic communications plan, clear objectives, and accountability. 

The Army's emphasis on fair processes is another key takeaway for corporate leaders. Transparent and objective processes for talent identification, development, and promotion are essential for ensuring that all employees have equal opportunities to succeed. By actively addressing unconscious biases, not just around gender or ethnicity, and providing support mechanisms like mentorships and financial assistance, organizations can create a more inclusive workplace where everyone can thrive. 

Why It Is a Strategic Imperative

In today's fast-paced economic environment, fostering inclusivity in an authentic and empathetic way is not just a moral obligation; it is a strategic necessity for any forward-thinking organization. When diverse team members are listened to and their perspectives are incorporated into the decision-making process, valuable insights are uncovered that can greatly improve the work environment. This leads to a more inclusive and harmonious workplace, which in turn drives innovation and produces better business results.  

Google discovered that implementing an inclusive approach, with a focus on regular feedback sessions and diverse hiring practices, led to a significant increase in productivity and employee satisfaction, directly impacting the company's bottom line (footnote 1). To further illustrate the importance of inclusive practices, research at Harvard University demonstrated that departments with inclusive policies saw a 15% increase in publication rates and a 20% increase in citation impact compared to those without such policies. These findings underline the critical role of inclusivity in fostering intellectual diversity and driving academic excellence (footnote 2).

As organizational leaders, you play a critical role in creating an inclusive environment for all members of your organization through your leadership. Your responsibility is to establish a psychologically safe, welcoming, and accommodating atmosphere where everyone feels valued and respected. Achieving this goal requires leveraging people, processes, and technology to meet company objectives, all of which are vital components of effective inclusive leadership. Your personal commitment and actions in this area are highly valuable and can significantly influence your company's culture. 

Key Takeaways 

Corporate leaders can draw several key lessons from these observations:

Inclusive leadership is a forward-thinking strategy that considers team members' needs, creates opportunities for diverse individuals and perspectives, and empowers others to do the same for their teams. It is a leadership style that values diversity and actively works to include all team members, regardless of their background or characteristics, in decision-making processes and other aspects of the team's work. Scientific evidence supports its effectiveness in enhancing team performance, innovation, and business outcomes, even though it is still gaining widespread recognition. 

As corporate leaders, you are at the forefront of the evolving landscape of inclusion. It is crucial to continuously acquire new knowledge and adapt to this changing environment. Staying current on the latest research and theories ensures that your strategies remain effective and relevant. This commitment to ongoing learning and improvement is not only vital for maintaining a successful inclusive leadership strategy but also keeps you engaged and challenged in your leadership role.  

Take a step back and think broadly about how you can define inclusion in your organization by underlining what’s important and adds value. Then work on becoming an inclusive leader who taps into important, game-changing resources for your team and your organization.