Jan. 19, 2024

Dear Reader,

Welcome to another edition of our Inclusive Leadership Spotlight, the Newsletter that inspires your journey toward a more inclusive and empowered workplace.

LinkedIn has invited me to share my expectations for the theme of the 54th World Economic Forum annual meeting, which is scheduled to take place in Davos this week! This year's conference theme is "Rebuilding Trust," which recognizes the importance of rebuilding confidence when facing multiple global challenges.

I will narrow our perspective to diverse teams and focus on the perimeter of the Inclusive Leadership Spotlight!

Drawing inspiration from the three pillars of inclusive leadership—self-awareness, augmented leadership, and emotional and cultural agility—I invite you to explore actionable steps to foster trust:

​

Self-awareness

Self-awareness is the key to understanding our strengths, biases, and areas for growth as an Inclusive Leader.

Start by reflecting on your leadership style and actions. Acknowledge any past challenges and be transparent about your commitment to (re-)building trust.

Consider a professional or personal event where trust played a crucial role.

Building trust requires transparency, active listening, consistency, recognition, appreciation, empathy, reciprocity, and engagement… Which ones were more present during this event?

In my Wednesday video, I shared a story about a rowing race where trust was crucial to navigating the tricky curves and avoiding other boats.

​

Augmented Leadership skills

Empowering your team members through inclusive decision-making processes is a powerful way to rebuild trust and foster a sense of ownership. Here are actionable steps to implement this collaborative approach:

Open Communication:

• Communicate that you value and seek the input of each team member (see Newsletter form Jan.12, 2024)
• Foster a collaborative process where different perspectives are heard and valued

Clear Expectations:

• Clearly define the decision-making process and set expectations regarding the level of involvement from each team member.
• Ensure everyone understands their role in providing input, and emphasize that their contributions are integral to the decision-making process.

Regular Check-Ins:

• Depending on their background, seniority, and personal preferences, team members can have regular check-ins to discuss ongoing projects or decisions. Some may opt for weekly check-ins, while others may need more flexibility.

Diverse Input Channels:

• Offer multiple channels for team members to provide input, recognizing that individuals may have different communication styles. This could include team meetings, one-on-one discussions, anonymous suggestion boxes, or digital collaboration platforms.

​

Emotional and Cultural Agility

• Equip team members with the skills to express their ideas clearly and constructively in a diverse environment where trust dynamics vary significantly. Here are some key dynamics of trust in different cultures.

Please keep in mind that although studying trust dynamics in various cultures can enhance our awareness, it is crucial to consider these observations as initial steps towards a more comprehensive comprehension rather than absolute judgments. Approach this topic with care and recognize the risks of forming stereotypes. Adopt an open mindset when initiating a conversation on trust in your diverse teams.

For example, face-saving and maintaining harmony may be crucial in certain Asian cultures, affecting how trust is managed and maintained.

Future-oriented cultures (e.g., United States, Germany) may establish trust based on punctuality, reliability, and long-term planning. In contrast, Present-oriented cultures (e.g., many African and Latin American cultures) may prioritize interpersonal relationships and immediate interactions in building trust.

Relationship-oriented cultures (e.g., Latin American and Asian) prioritize personal connections and building trust through long-term relationships. Task-oriented cultures (e.g., North American, Northern European) may focus more on competence and performance in establishing trust.

In individualistic cultures (e.g., the United States and Western Europe), trust is often built on personal achievements and individual character. In collectivist cultures (e.g., Asian and African), trust is established through group cohesion, loyalty, and shared responsibility.

• Celebrate successes and achievements as a team, emphasizing that these outcomes result from collective efforts and trust.
• Highlight the direct link between diversity, trust, collaboration, and the outcomes achieved by the team.

​

Fostering trust is an ongoing process. By focusing on self-awareness, augmented leadership, and Emotional and Cultural Agility, you pave the way for a more trusting and collaborative team.

​
Until next time,

Catherine

​

__________________________

​
🌟 The Inclusive Leadership Spotlight is Yours! 🌟

🗣️ Remember, Inclusive Leadership is not a destination; it's a continuous evolution.

Let's create Constructive Frictions where Diversity delivers!

Your feedback is valued. Please share it here.