Hannah Wilson portrait

Hannah Wilson

Inclusive leadership centres emotional resilience, self-assurance, curiosity, empathy and flexibility. This model of leadership builds interpersonal trust, Integrates diverse perspectives, optimises talent, applies an adaptive mindset and achieves transformation.

Inclusive leaders are leaders who interact with the diversity around them, build interpersonal trust, take the views of others into account, and are adaptive. Inclusive leaders are willing to confront difficult topics. They bring people of all backgrounds along in order to achieve results.
These abilities increase their effectiveness and the impact they have on individuals, teams and the organisation as a whole.

Inclusive leaders help organisations attract the best talent from talent pools that have not yet fully been tapped. This is crucial, not simply because it engages more high-quality talent but it also brings in perspectives and experiences from underrepresented groups. This can also help shed light on problems that more homogenous teams have been stuck on and unable to resolve.

The biggest advantage of inclusive leadership is that inclusive leaders know how to unleash individual potential and create an environment where all talent can thrive and grow. Inclusive leaders enable individuals to feel free to bring their authentic selves to work; provide individuals with a sense of empowerment to take risks; reassure individuals that there is equity and fairness and that they will be challenged with job stretch opportunities.

Research shows that leaders who are fair and respectful, encourage collaboration, and value different ideas and opinions are more likely to have effective employees on their teams. In other words, the ability to unlock individual potential benefits everyone that is led by an inclusive leader, but it benefits underrepresented talent even more.

If individuals do not feel included in an organisation, they are unlikely to reach their full potential. Inclusive leaders help underrepresented people understand that they have the power to take ownership of their own careers and equip them with the specific insights, strategies, and tools they need to drive their development forward.

Inclusive leaders do this through mentoring, sponsorship and coaching, and as advocates for individuals who they think are being treated unfairly. They also help individuals develop greater self-agency, encouraging them to speak up, be heard, and optimise their contributions.

Everyone benefits from inclusive leadership! The team benefits by unlocking collective intelligence and the organisation benefits by driving innovation and growth.