Kimberly has long believed that people are the cornerstone of any successful initiative, and that building a diverse and inclusive organization is the key to helping us all achieve our full potential. It’s a philosophy she brings to her job every day as executive director of finance thought leadership at Oracle.
“New technologies, processes, and strategies will only work if team members are motivated and appreciated,” she explains. “As we navigate uncertain times, we must challenge ourselves to further develop and enhance our talent management strategies. Managers and leaders at all levels must develop inclusive leadership techniques to promote cohesion, collaboration, and cooperation.”
What is inclusive leadership?
It’s a phrase we’re all familiar with, but what does inclusive leadership look like in action? Kimberly describes it as an environment that is intentionally created by leaders where the entire team is comfortable and confident in sharing their respective ideas and recommendations. It’s the opposite to what Kimberly calls outcome-focused leadership.
“This goes above and beyond usual techniques that focus on the outcome more than the process,” she describes. “In outcome-focused leadership, the team is almost singularly focused on getting the task completed without room for discussion about different approaches for completing the task or even evaluating whether the approach will yield the best results.”
By contrast, inclusive leadership seeks to understand the strengths of each person on the team and what is needed to maximize their contribution. “This starts with making sure that everyone on the team understands the importance of their role within the context of the larger organization,” she instructs. “It also involves creating opportunities for team members to build relationships. In a normal work environment, effective leadership is challenging. But now, as the ground seems to be shifting under our feet from week to week, inclusive leadership can make the critical difference between a team that’s just hanging on and one that’s thriving.”
Here are Kimberly’s seven tips for practicing inclusive leadership:
1. Communicate, communicate, communicate
“Leaders cannot communicate enough when everyone is juggling different priorities at work and at home. Challenging schedules intertwined with work and home responsibilities, like managing children or caring for family members, may mean that each person receives communications differently and at different times. Thus, leaders must use all appropriate communication mechanisms at their disposal to reach the team—email, text, video conferencing, and chat. In sharing details about new initiatives, leaders must carefully consider the overall communication plan to reduce the grapevine and rumor mill.”
2. Provide clear, consistent messaging
“In times of uncertainty, team members need frequent and direct communication in order to stay focused. If your team members know what to expect and understand how any news impacts them directly, they will be less stressed. This may include details about how the company is doing as a whole, how the team is tracking against goals, new business models, pivot strategies, new technology roll-outs, etc. Incomplete details and unanswered questions can escalate challenges and uncertainty.”
3. Create frequent, proactive touch points to connect your team
“In team meetings, it’s a good idea to build in time for short round-robin discussions to check in on team members, foster comradery, and promote networking. Each meeting could have a different topic and team members can suggest creative discussion topics. Here are a few ideas to get you going:
4. Share boundaries for the week
“In the current environment, team members are juggling many priorities that may not coincide with the typical work day. If team members aren’t going to be available for specific segments of work day, ask them to share their availability by email or via another collaboration tool so that the entire team knows when to connect and/or when to expect a response.”
5. Avoid accidental exclusion
“Inclusive leadership means no one is left out. This means paying extra attention to emails and posts that could unintentionally forget someone. For instance, if leaders hold a call about a particular topic, excluding someone from a meeting related to their responsibility only serves to alienate them and result in their worry about their roles. Another example is related to LinkedIn, where the leader creates a post thanking specific people who worked on a project. Please be sure not to forget anyone by accident. Further, if leaders like and share posts on LinkedIn or other social media outlets, be sure to mix it up so you’re following, liking, and sharing posts from people across the organization. Optics are important. Trust me, team members notice if leaders only like the posts of upper management. A few unintentional slights like these can cause the team to feel completely marginalized.”
6. Welcome new employees
“Usually when a new team member joins, they’re taken around the office and introduced to all of the other team members. We can’t forget the benefits of having a network and a few “go to” team members we can ask questions of. In a remote environment, we must mirror this process as much as possible. Everyone must make an extra effort to get to know new team members by engaging them, inviting them to a virtual coffee, helping them get to know others in the organization, and also sharing context to get acclimated to the team as soon as possible.”
7. Strike a balance between managing and micromanaging
“Demographic characteristics of the team must also be considered. There is a difference between Gen Y and Baby Boomer team members, just as there are differences between new team members and seasoned ones. Each team member requires a different level of interaction, guidance, and autonomy—especially in remote environments where the inclination is to ask for daily reports and over-managing. And while it’s important to remember that everyone may be different, a new team member in a remote environment will require much more engagement than a tenured employee who knows the organization. At the same time, seasoned team members still need help and guidance from time to time. Although these team members typically prefer autonomy, leaders must not ignore them since there is a risk they could feel adrift within the organization.”
Employees will pay it forward to customers
Kimberly concludes by highlighting the benefits of inclusive leadership, and affirms that every leader has the ability to be inclusive if they are intentional with their efforts. “I think the saying that ‘customers will never love you, until your employees do first’ is 100% true,” she emphasizes. “The benefits of new and strengthened alliances, collaboration, and comradery are well worth the effort. Customers and business partners will see and absolutely recognize these efforts. It’s a win-win!”
Oracle is committed to creating a workplace where everyone can be themselves and do their best work. Learn more about our commitment to inclusion at work and beyond.