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Inclusion requires knowledge of self | Your ability to know why your life reflects or doesn’t reflect inclusion and what leadership development you’ll need to create an inclusive organization depends on your willingness to engage in self-assessment.

Dedicate time | Creating uninterrupted time blocks for group learning and coaching will signal your commitment to this work. Protecting the time for your senior leadership team will contribute to the psychological safety they need to dig in.

Cast a vision | Vision casting is more than making a statement. It is ensuring that the vision is integrated in all the ways the business communicates what it is and what it values both to external and internal audiences.

Use data effectively | Identify the least number of measures necessary to learn what you need to know. Measure at reasonable intervals. And use all the data you collect in your accountability conversations.


If you do not currently live an inclusive life, you cannot lead an inclusive organization. You don’t know what it means. You don’t know how it looks or feels.

As senior leaders, we sometimes make the mistake of thinking we need to step in and take the reins when our team members—and our organizations—would be much better served if we modeled the practices we want to see and provided coaching.

When engaging in a significant change effort, clarity and consistency are paramount.

About measurement. Keep it simple. Overmeasuring can be taxing and can discourage people from taking up the real work. Consider one or two measures for each goal. Make them powerful and use them well. Survey your employees sparingly.