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Inclusive Leadership: A Running Definition

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Today I started an organizational leadership course and decided I needed to start a definition of “Inclusive Leadership”. To that end I am starting a definition with this post and plan to submit future posts with revised definitions. Professor Temple definitely has a great style and way of including the entire classroom so I have a feeling I will be running this posting weekly…

An inclusive leader really wants to learn about the complexity of people and exploring the benefits of the diversity around them. They need to ask difficult questions to confront stereotypes and discrimination and work through the conflicts, willingly struggling with their own beliefs. These beliefs are informed by the leader’s own cultural identity and it is important for leaders to internalized and understand their own unique and complex cultural identity and how it impacts their perspective.

In order to challenge their own beliefs a leader must work to be an active listener. They need, not simple to listen in order to respond but to listen with the desire to understand. Through this they may better separate stereotypes from individuals and form honest relationships. Through this they can start seeing differences as assets rather than barriers. The ideas and opinions may differ drastically but as contributions to the whole they provide a powerful whole composed of these unique contributions.

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About the author: Rurik

Known both as Ru (or as the title suggests, Ru Ru the Ruiner), Rurik studies ways games can designed to improve society, especially in the realm of education.