DailyPay, Inc.’s Post

Inclusive leadership has become a buzzword in recent years, but what exactly is it? Inclusive leadership is a management style that values and uses all employees' unique perspectives, experiences, and backgrounds to create a diverse workplace with high feelings of inclusion. Inclusive leadership is crucial when leading a multicultural team. It promotes a sense of belonging and respect for all members of the team, regardless of their background or culture. By creating an inclusive environment where everyone an entire team or organization feels valued and heard, employee satisfaction, engagement and productivity can increase significantly. It also helps to minimize misunderstandings, conflicts, and biases that can arise in diverse teams. By embracing different perspectives and experiences, inclusive leadership can lead to more innovative and creative solutions, as well as better decision-making. Ultimately, in a globalized economy where businesses are increasingly diverse, inclusive leadership is key to creating a workplace culture that promotes unity, collaboration and success. This article will explore the key aspects and key skills of inclusive leadership behaviours and why it's essential for any business to succeed and to gain competitive advantages.

What do you think of this? Do you agree or disagree? What would you add? https://lnkd.in/gpSWVBuk #workplaceculture #leadershipdevelopment #employeeengagement #emotionalintelligence #psychologicalsafety #leadership #engagement #EQ #equity

Recent research highlights Generation Z's steadfast commitment to diversity and inclusion, with a staggering 84% prioritizing DE&I when selecting an employer. Our Diversity, Equity, and Inclusion consulting services cater to C-suite executives and leaders seeking to bolster their effectiveness in this vital space, helping their organization’s culture thrive. Eager to elevate your company's diversity efforts? Let us guide you through implementing effective organizational development practices that will drive positive change within your organization. Ready to take the next step? Click the link below to explore our DEI Consulting services and schedule a Discovery consultation today. #diversity #equity #inclusion #DEI #culture #purposefulpursuits

In today's rapidly evolving business landscape, leadership has become synonymous with a culture of kindness. Investing in building a positive work environment not only fosters employee engagement but also vouches for a company's long-term success.  A culture of kindness is not only key in today's leadership but essential in shaping a brighter future for businesses and society at large. #leadership #companyculture

I never felt welcome, I never engaged. I remember taking a role and knew within the first few months I didn’t fit, I just didn’t belong. As I navigated this, one of the biggest challenges was - I didn’t feel safe to express my opinions or ideas. There wasn’t an openness of idea sharing. As a result, I was stuck. Looking back now I realize so was the organization. Conformity was the way to go. Watch the leader, act like they do. Do what they do, emulate them. There was a belief then, and even now, that is what was expected. We have come a long way, but still haven’t come far enough. When I joined CPHR Alberta, as the President and CEO, one of my goals was to challenge the HR think of conformity. The ideas that organizations needed employees that “fit our culture” is limiting. Ok, I am going to say it - it is archaic. The #futureofwork demanded that we think differently as #HR professionals. Culture is vibrant and living, it is the life blood of an organization. Every time you hire someone your culture evolves, it has to evolve. Here’s why. Those new employees bring ideas and perspective that others have never seen. The perspective they bring is unique to them because their experiences are unique to them. If you are truly open to new ideas and perspectives that make your organization better, you will welcome the ideas they bring, and as leaders we need to create a culture where these ideas are shared. Culture is the welcome mat of who we are as an organization. It isn’t the door we need to walk through, and leaders play a critical role. It is how we lead our people and set an example as leaders. It isn’t the slurpee machince (thanks 7-Eleven) or the pool table that we gather around. It is the values we live and breath in our organization. Do you genuinely welcome ideas and perspectives in your team? Does your team feel safe to share? Do you incorporate and recognize where those ideas come from? I joined an organization and left because they weren’t living their values, and neither were their leaders. What I have learned over my career is the culture starts at the top of the organization in the actions of the leaders. The first thing I work on with my clients is their values. Do they know them and do they live them? If they don’t and aren’t, then we start there. Remember the adage, your actions speaks more than your words. As leaders we need to take that to heart. For our teams tor thrive we need to live our own values as leaders.

When a team is stretched thin, employee’s well-being and morale can suffer along with workloads. Exodusconsultinggroup.com #theexodusway #exodusconsultinggroup #leadership #leader #empowerment #management #diversity #equity #inclusion #dei #diversitytraining #teambuilding

In today's fast-paced business landscape, inclusive leadership has emerged as a game-changer. It's all about fostering diversity, and equal opportunity, and creating an environment where every team member feels valued, respected, and treated fairly. But did you know that inclusive leadership goes hand in hand with employee well-being? It's a powerful connection that can transform your organisation from the inside out. Take a look at real-world success stories like McDonald's and Deloitte, who have implemented inclusive leadership initiatives with remarkable results. By prioritising employee well-being, these companies have seen a positive impact on their team's physical, mental, emotional, and social health. It's a win-win situation! To get the full low down on how inclusive leadership can improve employee well-being, check out our latest blog https://lnkd.in/ev7fwQyH

Peoplism’s Nancy Wang Yuen, Ph.D. tells her #DEIB success story of training managers for equitable leadership! “As a #DEI consultant, I have successfully implemented diversity and inclusion initiatives in workplaces by training managers on how to manage equitably and inclusively in: 1. Giving regular and concrete feedback to everyone on their team, 2. Assigning high-profile work equitably and rotating “housework”-type work (e.g. taking notes, sending invites, setting up and cleaning up space, and copy editing), 3. Mitigating performance review biases, and 4. Having conversational performance reviews with direct reports.

Why Empathetic Leadership Builds Strong Teams Taking employee relations to a more empathetic level leads to stronger bonds, higher levels of performance and improved retention rates. This approach and its benefits were explained by David Suson, author and corporate leadership coach with Proliance Group LLC, at the SHRM Talent Conference & Expo 2024 on April 15. Leaders who manage with empathy, Suson said, create a work environment of highly engaged individuals. In these settings, morale and performance are at an all-time high, and no one wants to leave. “Top performers are excited about their jobs, and they love it,” Suson said. He said these employees stay with their companies because they aren’t complaining about their managers. “They’re not complaining about anything,” he said, “and all the company’s problems seem to go away. That whole idea of quiet quitting, where people are just doing enough to get by, is gone.” In a survey of more than 3,000 workers, Suson said he found that the No. 1 reason people gave for quitting is that they hated their boss. Those who said they would never quit told Suson it was because they loved their boss. Creating that environment “is not rocket science,” he said. “Actually, it’s very simple. If you want an amazing environment, you must foster a culture of open communication, invest in professional development, recognize and reward excellence, promote work/life balance, and provide expectations and opportunities for career advancement,” Suson said. This is not a culture where other workers can take advantage of a supervisor’s empathy, however. “It’s the opposite,” Suson said. These employees work harder for their supervisors because they feel valued as individuals. For many bosses, their first exposure to leadership or management came from their parents and teachers—and for those who played sports, their coaches—Suson explained. “If you broke curfew, your parents would punish you. If you got a bad grade or acted up, you had to stay after in class. If you were late for practice, your coach would make you run laps,” he said. Much of the time, how we were trained as kids was through threats or intimidation, he said. Some managers say, “ ‘It’s my way or the highway. I have your paycheck. If you don’t do what you’re supposed to do, you’re going to lose your job,’ ” Suson said. But successful managers have changed this mindset to “ ‘I’m lucky you chose to work for me. You could work anywhere, and you chose me. I’m so lucky.’ ” He said it’s easy to inspire people instead of fire people: Get your workers to want to work harder by showing them that you value them. Paul Bergeron is a freelance writer based in Virginia. Source: #shrm #منابع_انسانی #آموزش #جذب #استخدام #توسعه #L&D #DE&I #hr #recruitment

What do you think of this? Do you agree or disagree? What would you add? https://lnkd.in/gpSWVBuk #workplaceculture #leadershipdevelopment #employeeengagement #emotionalintelligence #psychologicalsafety #leadership #engagement #EQ #equity