“Difference is the essence of humanity” – John Hume
Tall Tade as he was fondly called, was a lanky 37 years old always mistaken for a high school teenager going through puberty. He approached the meeting room slowly, his dark uneven complexion speckled with pimples and slight stubble. His awkward gait, tight beige trousers ending above his ankles and his pearly white sneakers further made his pre-puberty look more convincing. Hunched over the aluminum cart ladled with biscuits, tea and other confectionery, Tade slowly wheeled the spread into the eerily quiet meeting room. Each wheel squeaking in quick succession announcing his presence into the already tense room.
The cold breeze from the vent made him shudder slightly as he parked the cart at the end of the room. It was clear that his partner Vanesh, a diminutive figure standing at the end of the table was once again losing his cool in front of the developers. The rays from the projector reflected on his shiny bald head as he gesticulated frantically. He reminded Tade of an “Oompa Loompa”, one of the characters from Charlie and the Chocolate Factory.
Why was it so difficult for Vanesh to lead and communicate effectively with the team? Tade thought this to himself as he leaned against the wall, observing in the meeting. Cynthia, the most Senior Developer had a look of frustration, others stared at the screen in a deadpan manner while Eugene the youngest in the team looked like he was about to burst into tears. He never had such experiences when he anchored the meetings. Tade let out a sigh and proceeded to anchor the meeting in his usual warm and inclusive manner given their unusually recalcitrant nature. He had this knack of being able to put himself in the other person’s place and talk about things in a way he thought would resonate with the team.
Leadership can be very complex. Some schools of thought claim that leadership comes naturally. Others opine that being a leader is more like a skill than a natural characteristic which everyone can learn by practicing. One thing for sure is that the practice of leadership is a continual learning process. Unfortunately, most studies/write-ups downplay the essential relationship between the leader and follower and the need for both to have a collaborative mindset to achieve goals.
Inclusive leadership is relatively novel and has become more prominent in light of events that took place globally last year (Black Lives Matter, EndSARS movement). This is based on the concept of “fully inclusive and equitable”. It is possessing the “capacity to manage and lead a heterogeneous group of people efficiently while respecting their uniqueness in an empathetic, bias-free manner”. This way, employees feel valued for their own input and end up being effective in the discharging of their operational mandate.
What Vanesh fails to realize is that leaders cannot act alone and need to involve followers in their tasks, achievements, challenges and goals. For the most part, he may have better ideas/initiatives /experience than that of his direct reports, but theirs are just as critical to the achievement of the goals and objectives of the organisation and their opinions should be entertained. Knowledge is not domiciled in any one person. As an inclusive leader, you benefit more from active followers.
Though research has shown that women are better leaders, it is interesting to note however that women are so immensely underrepresented in leadership roles. The qualities of a leader and the paths taken to attain most leadership roles appear to still be largely based on an outdated male model which shuts women out. That notwithstanding dear Pride Women, as you climb up your career ladder in your bid to break that glass ceiling, think to yourself: Am I an inclusive leader? If not, how can I be one?
According to Harvard Business Review, inclusive leaders are known to show the following traits:
- Visible commitment – Be genuinely committed to diversity in all areas. Make diversity and inclusion your personal priority and not just lip service.
- Humility – Be modest about your capabilities, admit mistakes, and create space for others to contribute.
- Awareness of bias – No one is perfect. Show awareness of personal blind spots you may have and work hard to ensure that they are removed. Also, work hard to ensure all members of your team thrive.
- Curiosity about others – Again, no one is perfect. Listen without being judgmental and be empathetic to those around you. Learn to listen to other people’s opinions even when they sound contrary. There’s a popular saying: “All you know is all you’ve learnt and all you’ve learnt is not all there is.”
- Cultural intelligence – Be attentive to other people’s cultures and adapt as required.
- Collaborate effectively – Empower others and focus on team cohesion more than having it your way all the time.
A diversity of backgrounds should always be considered as an opportunity to manage and harness that diversity. Gathering individuals of diverse backgrounds to come together to collaborate creates positive outcomes for both the organisation and the individual themselves. It also makes you a better leader and a better person. The ask is simple – Will you embrace diversity?
Be kind to one another.
Written by: Yosola Afemikhe