1, List and discuss the behavior inclusive leadership?

First what is inclusive leadership?

Inclusive leadership is the capacity to manage and lead a heterogeneous group of people efficiently,

while respecting their uniqueness in an empathetic, bias-free way. It’s an authentic leadership

style that rules out discrimination, bias and favor based on color, race and other protected characteristics

and allows employees to feel valued for their own input.

let as list and discuss the behavior inclusive leadership

Fortunately, leaders can develop more inclusive behaviors. When leaders practice these behaviors, they

change their interactions with direct reports. That begins to change the work environment and creates

a more inclusive experience for everyone.

In the remainder of this article, we will look at six types of behaviors inclusive leaders use with their teams:

• Relationship building

• Recognition

• Empathy

• Social connection

• Encouraging participation

• Alignment

• Relationship Building

Inclusive leadership cannot be transactional. Inclusive leaders invest time in building real relationships with

their team members, peers, and other employees, getting to know what matters to them and what they need

to be successful. They know that each employee is a whole person who has more to offer than just the

task or output they are delivering today.

Building relationships goes beyond tolerance or accommodation. Inclusive leaders know the importance of not

just being seen, but being understood and appreciated, for their whole self.

How relationship building contributes to inclusion:

themselves, taking risks, giving honest feedback, and bringing their diverse experiences and

perspectives to the work. These quality relationship networks promote open communication

and support an environment of inclusivity.

Recognition
Inclusion is proactive. Inclusive leaders make an effort to recognize people for their work and support their

efforts and growth. That means recognizing specifically and personally the unique contributions of others

in ways that are motivating and elevate their sense of personal accomplishment.

How recognition contributes to inclusion: Individualized recognition and support let employees know

that the skills and experiences they’ve contributed and the risks they’ve taken are seen and valued. Positively

reinforcing what someone brings to their work and the team, in a way that’s meaningful to them, can profoundly

impact an employee's sense of belonging and commitment. Publicly giving specific recognition helps others to

understand the range and value of people’s contributions. So whether it’s verbal praise, a letter of thanks, or

a small “‘thank you”’ gift, recognizing good work in a way that matters to your employees can make a world

of difference.

Empathy
Creating an inclusive space requires having an appreciation for where others are coming from and what they

might be experiencing. Inclusive leaders are warm and encouraging in their interactions, embracing

compassion in order to foster deeper connections with others. They make an effort to stay connected to

the daily pulse of what is going on for employees and whether they are feeling seen, valued, and respected.

How empathy contributes to inclusion: When a leader prioritizes empathy and models nonjudgmental behavior,

it helps everyone feel more able to share their experiences and state of mind. It can alleviate stress, reduce
tensions,

and help people build stronger relationships with each other and feel more connected to the organization.

Social connection
Interactions with other people drive our sense of being included. Inclusive leaders encourage people to
recognize

each other as humans, not just co-workers or adjoining parts of a process. They create opportunities for
people to

engage with each other — both in and out of work — to deepen their connections and model the importance
of

maintaining close personal relationships with supportive people in our lives.

How social connection contributes to inclusion: Stronger social connections help us maintain more positive
mindsets

and motivation and enhance our well-being. These foundational relationships help us feel more comfortable
with

others and ourselves so that we better communicate and collaborate with empathy and openness.

Encouraging participation
Inclusion is an invitation, extended day after day. Inclusive leaders use a variety of approaches to seek input
and

feedback directly from people who might not speak up. and check- in on what people need to be successful.

They also stay attuned to obstacles that might get in the way of participation — not just in meetings but in the

way work gets done — and look for ways to minimize these obstacles.

How encouraging participation contributes to inclusion: Openly asking people for their input and personalizing

how you communicate and engage with different people shows that everyone’s perspective is consequential.

Providing different avenues to participate makes it easier for employees to engage and feel more confident

in being able to speak up. This helps promote greater knowledge-sharing behaviors, which enhances
inclusivity

and drives creative problem-solving and innovation.

Alignment
Inclusion means being able to do your best work. Inclusive leaders provide shared vision and clarity to guide
others.

They set their people up for success and create avenues for contributing to the larger outcome. Inclusive
leaders also
make space for people to find their own meaning and purpose.

How alignment contributes to inclusion: When employees know what the organization and team are driving

toward and what matters most to the organization’s success, they can better determine how best to contribute.

When they feel their personal values can align with company values, they feel more motivated and empowered

to think outside the box in creating innovative solutions.