How do you influence others to value diversity in leadership?

Diversity in leadership is not only a moral and social imperative, but also a strategic advantage for any organization. Diverse leaders can bring different perspectives, experiences, skills, and networks that can enhance creativity, innovation, problem-solving, and decision-making. However, achieving and sustaining diversity in leadership is not easy. It requires a deliberate and intentional effort to influence others to value and embrace diversity, and to create a culture of inclusion and belonging. In this article, we will explore some of the ways you can influence others to value diversity in leadership, and how you can overcome some of the common challenges and barriers.

1 Why diversity matters

The first step to influence others to value diversity in leadership is to communicate why diversity matters for the organization and its stakeholders. You need to articulate a clear and compelling vision of how diversity can contribute to the organization's mission, vision, values, and goals. You also need to demonstrate how diversity can benefit the organization's performance, reputation, innovation, and customer satisfaction. You can use stories, examples, data, and testimonials to illustrate the positive impact of diversity in leadership, and to address any myths, stereotypes, or biases that may undermine its value.

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Brian Curtis

Creator/Healer/Teacher/We all create our own reality. The solution is to move the needle towards conscious creation instead of unconscious creation.
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Allowing people to be unique in any organization is just another way of saying, "don't control other people". It seems as though there is so much to say around healthy organizational development, but it is all very simple. All change starts with the self, and the best leaders are ones who listen and provide for their environment. Modern organizations don't recognize organic positioning of leaders, so leaders have a tendency towards narcissism or control. That system is presently coming apart.

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2 How to assess diversity

The second step to influence others to value diversity in leadership is to assess the current state of diversity in the organization and identify the gaps and opportunities for improvement. You need to conduct a thorough and honest analysis of the representation, participation, and inclusion of diverse leaders across all levels, functions, and domains of the organization. You also need to examine the policies, practices, systems, and culture that may enable or hinder diversity in leadership. You can use surveys, interviews, focus groups, audits, and benchmarks to collect and analyze the data, and to solicit feedback and input from diverse stakeholders.

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3 How to promote diversity

The third step to influence others to value diversity in leadership is to promote diversity through various strategies and actions that can attract, develop, retain, and empower diverse leaders. You need to design and implement a comprehensive and coherent diversity plan that aligns with the organization's vision, values, and goals, and that addresses the specific needs and challenges of diverse leaders. You also need to allocate sufficient resources, support, and accountability for the diversity plan, and to monitor and evaluate its progress and outcomes. You can use recruitment, mentoring, coaching, training, networking, recognition, and reward programs to promote diversity in leadership.

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4 How to model diversity

The fourth step to influence others to value diversity in leadership is to model diversity through your own behavior, attitude, and style as a leader. You need to demonstrate your commitment, passion, and enthusiasm for diversity in leadership, and to show your respect, appreciation, and curiosity for diverse leaders. You also need to foster a culture of inclusion and belonging, where diverse leaders feel valued, heard, and supported, and where they can express their authentic selves and contribute their unique talents. You can use communication, collaboration, feedback, empowerment, and celebration to model diversity in leadership.

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5 How to challenge diversity

The fifth step to influence others to value diversity in leadership is to challenge diversity through constructive and respectful dialogue, debate, and dissent. You need to acknowledge and embrace the complexity, ambiguity, and tension that may arise from diversity in leadership, and to use them as opportunities for learning, growth, and innovation. You also need to address and resolve any conflicts, misunderstandings, or disagreements that may emerge from diversity in leadership, and to ensure that they do not escalate or damage the relationships and trust. You can use active listening, empathy, inquiry, advocacy, and negotiation to challenge diversity in leadership.

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James Kerr

I'm a top-ranked leadership coach. I help ambitious leaders gain tangible results in just 90 days through my Indispensable Coaching Program. Let's begin to transform your leadership impact today.
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Diversity and inclusion is about doing the right thing for your business by broadening the opportunity to meet the needs of a diverse and selective customer base. By bringing in different points of view, you expand the palette that you have at your disposal to develop the kinds of products and services that resonate with your clientele. Further, D & I should not be confused with adversity and delusion where people falsely come to believe that everyone has an equal vote as to how the business will operate and be led. Rather, itâ€™s about establishing a work environment where people have the opportunity to contribute their best thinking and effort to the work at hand, without being discounted for who they are or what they believe.

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6 How to sustain diversity

The sixth and final step to influence others to value diversity in leadership is to sustain diversity through continuous improvement, adaptation, and renewal. You need to recognize and celebrate the achievements and successes of diversity in leadership, and to share the best practices and lessons learned with others. You also need to identify and anticipate the changes and challenges that may affect diversity in leadership, and to adjust and update your strategies and actions accordingly. You can use feedback, reflection, assessment, and innovation to sustain diversity in leadership.

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7 Hereâ€™s what else to consider

This is a space to share examples, stories, or insights that donâ€™t fit into any of the previous sections. What else would you like to add?

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Directory

How do you influence others to value diversity in leadership?

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1 Why diversity matters

2 How to assess diversity

3 How to promote diversity

4 How to model diversity

5 How to challenge diversity

6 How to sustain diversity

7 Hereâ€™s what else to consider

Organizational Leadership

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