Impact Of Inclusive Leadership On Organizational Performance

In today's rapidly evolving world, there is an increasing demand for societal changes, particularly in the realm of diversity and inclusion. Various institutions and authorities are pressing for the creation of more diverse and inclusive organizations. Despite some resistance, the push towards inclusivity is gaining momentum, driven by the proven benefits it brings to organizational performance.

In today's rapidly evolving world, there is an increasing demand for societal changes, particularly in the realm of diversity and inclusion. Various institutions and authorities are pressing for the creation of more diverse and inclusive organizations. Despite some resistance, the push towards inclusivity is gaining momentum, driven by the proven benefits it brings to organizational performance.

Studies show that organizations with diverse and inclusive workforces outperform their peers, being 70% more likely to penetrate new markets. Despite the government investing over $8 billion annually in diversity programs, not all organizations have achieved their goal of becoming fully inclusive. However, companies like SMRT, under the leadership of CEO Mr. Ngien Hoon Ping and Chairman Mr. Seah Moon Ming, exemplify the positive impact of inclusive leadership on organizational performance.

Five Habits of Inclusive Leaders

1. Staying True to Oneself

Inclusive leaders remain authentic to their values and are courageous enough to challenge the status quo. They take risks, show vulnerability, and stand against discrimination, even at personal cost. For example, a CEO who openly addresses wrongdoings and challenges discriminatory policies exemplifies this trait. Such leaders share their own struggles to connect with and inspire their teams.

2. Showcasing Cultural Intelligence

Cultural intelligence involves understanding and appreciating different cultural norms and values. Inclusive leaders adapt their leadership styles to be more inclusive, thereby fostering better team cohesion. For instance, an inclusive leader might learn about their team members' religious holidays and adjust work schedules accordingly, facilitating effective communication across diverse cultural backgrounds.

3. Presenting Emotional Intelligence

Emotional intelligence is the ability to recognize and manage one's own emotions while empathizing with others. Inclusive leaders are self-aware, capable of controlling their emotions, and sensitive to the feelings of their team members. This human-centric approach fosters a supportive and productive work environment.

4. Following a Collaborative Approach

Collaborative curiosity is the ability to listen to and value diverse perspectives. Inclusive leaders are open-minded, curious, and actively seek out different opinions. They involve team members with varied backgrounds in focus groups or surveys, ensuring that everyone's ideas are heard and integrated into the decision-making process.

5. Demonstrating Flexibility and Adaptability

Inclusive leaders are flexible and adaptable, capable of responding to changing circumstances and diverse team needs. They encourage innovation and adaptability within their teams, fostering a culture of continuous improvement and resilience.

Conclusion

Inclusive leadership creates an environment where everyone can reach their full potential, resulting in enhanced organizational performance. Such leadership acts as a catalyst for innovation and success, enabling diverse teams to outperform more homogeneous ones. Exemplary inclusive leaders like the CEO and Chairman of SMRT demonstrate the profound impact of inclusive leadership on organizational success.

Promoting the benefits of building diverse and inclusive organizations is crucial. Inclusive leadership is the key to unlocking these benefits, paving the way for a more equitable and prosperous future for all.