For $49.99, you get a complete profile of who you really are and how to maximize your potential. Identified the six signature traits of an inclusive leader by mining the data and experiences of more than 1,000 global leaders, explored the views of 15 leaders and subject matter experts, and . In recognizing intelligence in each culture, your cultures intelligence may not necessarily be used today for todays problems, but it will be used tomorrow for tomorrows problems. We offer opportunities to build new skills, take on leadership opportunities and connect and grow through mentorship. DU: The Leadership Centre in India, our state-of-the-art, worldclass learning Centre in the Hyderabad offices is an extension of the Deloitte University (DU) in Westlake, Texas, and represents a tangible symbol of our commitment to our people's growth and development. As one leader observes, inclusive leaders have an authenticity about the agenda and a consistency about it as well. As Hayden Majajas, diversity and inclusion director, Asia-Pacific at BP, explains, making judgments can also limit personal growth and connections: I think that religion is a good example at the moment. They have a sidekick, if lucky, but rarely are the leader and the sidekick equals, and they almost never operate as a team. Matt Krentz USA Chief Advisor For most leaders, its an imperative thats well understood. Link KPIs to inclusive behaviors and diversity and inclusion outcomes. This piece examines how Deloitte leverages pro bono as one way to help develop inclusive leaders. At a deeper level, inclusive leaders thirst for learning means that they are also motivated to deepen their cultural understanding and to learn from the experience of working in an unfamiliar environment. Against that backdrop, the expansion of higher education is creating a group of highly mobile, educated workers.19 By 2030, China will have more graduates than the entire US workforce, and India will produce four times as many graduates as the United States by 2020.20 The Millennials, too, are coming of age. This growing population now represents the single biggest growth opportunity in the portfolio of many companies around the world.6, Reaching these consumers profitably, however, is anything but straightforward.7 Markets are characterized by significant cultural, political, and economic differences. As part of the 2019 Taproot webinar Pro Bono + The Inclusive Leader, Cooper shared that companies whose leaders create an inclusive culture are twice as likely to meet or exceed financial targets, three times as likely to be high-performing, and six times more likely to be innovative and agile. These statistics underscore the fact that a companys promotion of inclusive leadership can have a significant bearing on its ability to compete in the global marketplace, prepare employees for the future of work, and acquire and retain diverse talent. Our professionals reach across disciplines and borders to develop and lead global initiatives. Social login not available on Microsoft Edge browser at this time. This project builds on previous research conducted by Stephanie Creary, an assistant professor of management at Wharton and leading expert on corporate diversity and inclusion practices. Work you will do Quantitative Research - Questionnaire design, Survey developmment and administration Draft and review questionnaire for logical consistency, completeness, and best representation of survey questions. We embarked on a strategy to take out biasusing external assessments, global benchmarking, and leadership and potential data. But the result is loyalty from others who feel valued, along with access to a richer set of information that enables better decision making. This understanding led Alan Joyce, CEO of Qantas, to put strategies in place to mitigate the impact of bias in performance conversations. Exceptional organizations are led by a purpose. As our interviews and formal 180-degree assessment of leaders and peers/followers revealed, they are very tangible and developable. . These tests sift out 50-80% candidates. Its about people having the freedom to work from their own perspective . The growth in emerging market economies may have slowedand big challenges aboundbut the long-term potential remains significant.4, By 2025, the worlds middle-class population is expected to reach 3.2 billion, up from 1.8 billion in 2009, with the majority of this growth coming from Asia, Africa, and Latin America.5 As income levels rise, so does consumer demand. Seemingly overnight, digital disruption has reshaped whole industries and iconic brands and brought forth new players. The framework defines inclusive leadership through six traits: commitment, courage, cognizance of bias, curiosity, cultural intelligence, and collaboration. Four global mega-trends are creating a business context that is far less homogenous and much more diverse than has historically been the case. For example, while their number in the workforce is increasing, women hold just 12 percent of corporate board seats worldwide.22In the future, demographic shifts will put greater pressure on leaders to be inclusive of diversity. Download the report below Inclusive leadership: Driving performance through diversity - Summary report (2 MB) Explore our related content Factsheets These interrelated shifts are influencing business priorities, and reshaping the capabilities required of leaders to succeed in the future. By connecting insight, experience, and ecosystems, we can foster stable and inclusive growth through innovation and transformation. Further, inclusive leaders understand that people are most collaborative when they feel safe to contribute without fear of embarrassment or punishment. Unless otherwise stated, all quotes from individuals in this report were obtained through interviews conducted for this research, as described in the appendix. In the online course Leadership Principles, participants complete two self-assessments: the Emotional and Social Competency Inventory (ESCI) and the Personal Values Questionnaire (PVQ). However, while many agree intellectually that collective intelligence enhances group performance, few understand how to consistently achieve it with any degree of specificity.17, In this context, a leaders understanding of how diversity of thinking works will be critical to success. These six traits and fifteen elements are not a meaningless or aspirational laundry list. to receive more business insights, analysis, and perspectives from Deloitte Insights, Telecommunications, Media & Entertainment, Treating people and groups fairlythat is, based on their unique characteristics, rather than on stereotypes, Personalizing individualsthat is, understanding and valuing the uniqueness of diverse others while also accepting them as members of the group, Leveraging the thinking of diverse groups for smarter ideation and decision making that reduces the risk of being blindsided, Empowerment: Enabling direct reports to develop and excel, Humility: Admitting mistakes; learning from criticism and different points of view; acknowledging and seeking contributions of others to overcome ones limitations, Courage: Putting personal interests aside to achieve what needs to be done; acting on convictions and principles even when it requires personal risk-taking, Accountability: Demonstrating confidence in direct reports by holding them responsible for performance they can control, Motivational: The leaders energy and interest toward learning about, and engaging in, cross-cultural interactions, Cognitive: The leaders knowledge of relevant cultural norms, practices, and conventions, Metacognitive: The leaders level of conscious cultural awareness during interactions, Behavioral: The use of appropriate verbal and nonverbal actions in cross-cultural interactions. To the realm of science fiction in which books and films paint vivid pictures of a future that looks vastly different from that which we know today. There are two broad categories of behaviors that leaders can practice to be more inclusive: Leading outward is what you do to ensure team members are treated fairly, empowered, and able to flourish. About Deloitte. Integrate inclusive leadership capabilities into the organizations leadership competency model. For one leader interviewed, courage includes gently challenging followers to see their behaviors and the impact they have on others. Because with curiosity comes learning and new ideas, and in businesses that are changing very rapidly, if youre not curious, youre not learning, and youre going to have a real problem.35. Consider how inclusive leadershipas well as the broader principles of diversity and inclusionfit within the organizations innovation strategy and processes. This paper also discusses inclusive leadership within and across organizations in which teams are open and trusting, able to work inclusively, leverage diversity for greater adaptability, and achieve results. Instead of shying away from the challenge of imperfection, highly inclusive leaders adopt an attitude of humility. Inclusive leaders are individuals who are aware of their own biases and actively seek out and consider different perspectives to inform their decision-making and collaborate more effectively with others. This report is structured in three parts. Getting Real About Inclusive Leadership (Report) | Catalyst Catalyst research demonstrates the role managers play in creating inclusive workplaces and highlights the elements of inclusive leadership. There are three types of communication styles that inclusive leaders should consider when developing a safe space within a workplace: Using More Audience-Centered Language In a 2014 survey of 1,500 executives, three-quarters said that innovation was among their companys top three priorities.14 Despite this, 83 percent perceived their companies innovation capabilities to be average (70 percent) or weak (13 percent).15, So what sets apart breakthrough innovators from the rest? In doing so, we have mined our experiences with more than 1,000 global leaders, deep-diving into the views of 15 leaders and subject matter experts, and surveying over 1,500 employees on their perceptions of inclusion. Whats curious is that this iconic image of the heroic leader remains constant despite the vastly changed environment. It relates to race, religion, sexual preferencewhatever else it may be., This insight is consistent with research by the US-based think tank Catalyst, which identified a strong sense of fair play as the most significant predictor that men would champion gender initiatives in the workplace.24 Interestingly, Catalyst also observed that individuals commitment to fairness ideals was rooted in very personal experiences.25 This finding has particular resonance for one leader we interviewed: At school . Deloitte actively promotes a flexible and inclusive work environment. The questions inquire about your different actions and instances that encounter in your professional life and details if you are already at your personal best or if there is room for improvement. Anti-discrimination laws and the war for talent have seen organizations pay attention to historically marginalized groups for some time. as well as results from a proprietary leadership assessment tool. Inclusive leaders are also deeply aware thateven when a diverse-thinking team has been assembledprocess biases can pull a group toward sameness and the status quo. Juliet leads Deloitte Australia's Diversity and Inclusion Consulting practice and co-leads the Leadership practice. We suspect it is this blend that enables leaders to speak about diversity and inclusion in a compelling way. . Indeed, in a 2015 survey of 362 executives, just 10 percent believed that they have the full suite of capabilities needed to win offshore.8, So what does this mean for those with global ambitions? A 2014 study by Catalyst identified four leadership behaviors that predicted feelings of uniqueness and belongingnesskey elements of inclusionacross employees in Australia, China, Germany, Mexico, and the United States. How did you respond?. Please enable JavaScript to view the site. At its core, collaboration is about individuals working together, building on each others ideas to produce something new or solve something complex. From a corporate perspective, pro bono service is a win on many levels: nonprofits benefit from access to employees unique experience and commitment to social impact, while companies benefit by strengthening community ties and developing an adaptable workforce. Learn more about our inclusive culture. Today, 20 to 30 percent of McKinseys North American associates are classed as APDs, as opposed to 10 percent in the early 1990s;28 the diversity of background, industry experience, and discipline knowledge of APDs are seen as highly valuable.29, Theres a vulnerability to being an inclusive leader, because confronting others and the status quo immediately invites the spotlight to turn on the speaker. In the 1980s, for example, McKinsey changed its recruiting practices to promote divergent thinking and meet a demand for consultants. Deloitte Insights 9 minute read Dive deep into the topics reshaping business and society Resilience Resilient leaders can quickly connect today's resourcesindividuals, organizations, institutions, and societyto meet tomorrow's challenges. Encourage leaders to seek informal feedback from others on their capability for inclusive leadership. Incorporate inclusion into behavioral interview questions. They focus on building trust across the group, establishing a set of guiding principles, for example, that encourage people to contribute without fear. Deloitte's Human Capital team was recognised for identifying inclusive leadership as a new capability in effective leadership and for developing and building an inclusive leadership assessment (ILA) tool - both of which were recognised as disruptive thinking in organisational leadership. These may include: Numerical Reasoning tests Verbal Reasoning tests Situational Judgement Test (SJTs) You may get rejected already after your numerical and/or verbal tests. So it is about courage and commitment to stay the course.. This report is intended to help leaders think about how traditional notions of leadership must change.2 We are not suggesting a wholesale replacement of previous leadership theory. It is a set of disciplines and traits that can be assessed, improved upon, and put into action. Participate in annual Enterprise Risk Assessment and assist in the development of internal audit plan objectives and scope. If you take it to heart, it will change the way you lead. The new buzzwords of empathy and connectednessconcepts that underpin popular methods such as design thinkingare taking hold as organizations strive to better understand customers worlds and future needs. Reward leaders who role-model inclusive behaviors. 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