Inclusion in Leadership

I remember as a kid playing sports with other kids in the neighborhood.  One of our favorite sports to play was stick ball (baseball with a stick instead of a bat). To pick teams, usually the oldest two kids would be the captains. They would play rock, paper, scissors to see who picked the first player and then subsequently start choosing their players. One by one, kids would line up with their respective team.  

Eventually, it’s down to the last two kids to see which one would be labeled ‘Mr. Irrelevant.’ Then, it happens! Not only did the kid not get picked, but he was also assigned a team by default. The kid usually would walk with his head down in embarrassment to his new team, while the captain walked away from him because he didn’t want the kid on his team. This is what it means to not be included.

Being included, on the other hand, is when someone is invited to the team. They are welcomed with opened arms and valued for the skills, talents, and abilities they can contribute to the team. It didn’t matter how a person looked, what neighborhood they were from, or how much money they did or did not have. If they could contribute to the team so we could win, that was all that mattered.

When we think about inclusion in the workplace, having the same mindset is important. As a leader works with their team, they need to realize that every member can contribute to the overall mission and vision of the organization. Leaders should embrace the diverse perspectives each member brings because they can help build a winning team.  In doing so, the leader invites every member to the decision-making table, so they have the opportunity to contribute. This is inclusion at its finest.

Inclusion is simply inviting someone to the table, especially those who have traditionally been historically marginalized.

How will you be inclusive today? Who can you invite to the table that isn’t there already?