How to Embrace Differences as a Leader
We know from organizational culture assessment data that leaders who can foster an inclusive environment that appreciates varied perspectives contribute to improved team performance, employee engagement, and organizational resilience. When leaders actively embrace differences in their teams, they enable individuals to contribute their unique strengths and insights. But how can leaders go beyond lip service to truly embrace differences in ways that drive tangible results?
Here’s a guide from new manager training best practices to doing just that.
5 Ways to Embrace Differences as a Leader
- Understand the Value of Diversity
The first step to understand why the ability to embrace differences as a leader matters. We know from project postmortem data that diverse teams bring together individuals with varying backgrounds, experiences, and thought processes. McKinsey research consistently shows that companies with diverse teams outperform their less diverse peers in terms of profitability and value creation.In addition to the financial benefits, diverse teams also create more resilient and agile organizations. A powerful workplace culture that values differences is more adept at navigating the complexities and less likely to fall victim to groupthink or blind spots. Leaders who understand this value and communicate it effectively can inspire their teams to embrace these differences as an asset, not a hindrance.
Do your leaders understand the value of diversity?
- Foster Psychological Safety
To build high functioning teams, leaders need to create an environment of psychological team safety where team members feel comfortable being their authentic selves. This means cultivating a culture where everyone — regardless of background, ethnicity, gender, or thinking style — feels valued and safe to share their ideas without fear of judgment or retribution.To foster psychological safety, leaders must be authentic, compassionate, and vulnerable. Use leadership development programs to teach leaders how to share their experiences of learning from failure, encourage open dialogue, actively listen to their team, and respect differing viewpoints. When individuals feel safe, they are more likely to engage and bring their best selves to work.
Do you have enough psychological team safety?
- Commit to Inclusive Decision-Making
Inclusivity should extend beyond conversation to decision-making processes. Leaders who are committed to embracing differences must ensure that all voices are heard before key decisions are made. This doesn’t mean every decision will please everyone, but it does ensure that multiple perspectives have been considered.Use customized decision making training to invite team members with different skill sets and backgrounds to contribute to discussions. Rotate leadership responsibilities and seek out opinions from quieter or underrepresented team members.
Do your leaders elevate voices and demonstrate a genuine commitment to inclusivity?
- Encourage Growth Through Diversity
Leaders who embrace differences recognize that diversity is a source of growth. When employees work with colleagues who have different perspectives, they are challenged to think critically, stretch their comfort zones, and grow in new ways. Leaders can facilitate this growth by encouraging collaboration across departments, functions, and backgrounds.Promote mentorship programs and projects that pair employees from different backgrounds to foster mutual learning and growth. Offer team training that highlights the strengths of diverse teams and demonstrates how to effectively embrace differences.
Do your leaders encourage growth through diversity?
- Be an Advocate for Systemic Change
Finally, leaders who are serious about embracing differences should advocate for systemic change within their organizations. This includes reviewing hiring practices, promotion criteria, and compensation structures to ensure they are free from bias. Encourage diversity at all levels of leadership, not just within entry-level roles.Advocate for policies that support inclusion, such as flexible working arrangements, equitable pay, and bias training to reinforce the message that diversity and inclusion are priorities.
Are your leaders advocates for change?
The Bottom Line
We know from action learning leadership development program participants that leaders must embrace differences with intentionality. This involves understanding the value of diversity, fostering psychological safety, promoting inclusive decision-making, and encouraging growth through diversity and systemic change. Leaders who master these elements will create great teams but also build organizations that are better equipped to thrive.
To learn more about how to embrace differences as a leader, download 4 Reasons Other People Encourage Workplace Conflict