{"id":10871,"date":"2023-10-11T12:23:17","date_gmt":"2023-10-11T16:23:17","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=10871"},"modified":"2024-05-20T15:20:28","modified_gmt":"2024-05-20T19:20:28","slug":"inclusive-leadership-get-data-you-need-better-team-leader","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/inclusive-leadership-get-data-you-need-better-team-leader\/","title":{"rendered":"Inclusive Leadership: Get the Data You Need to Be A Better Team Leader"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"Many organizations still champion the image of a charismatic leader guiding a company to success. We love reading about iconic CEOs like Steve Jobs, Howard Schultz, and Mary Barra, but gambling on the talents of one extraordinary individual isn\u2019t a sustainable management strategy. The world is too complex for any individual leader to have all the answers. Today\u2019s rapidly changing business environment requires a different sort of leader \u2013 one who can lead an innovative, diverse team.\u00a0 The Goal is Inclusive Leadership\u00a0 Leaders have to manage the day-to-day challenges of running a business while sustaining team culture, blending the personalities, ambitions, talents, and weaknesses of the people they work with to achieve organizational outcomes. This includes managing across areas of difference including generational differences, cultural difference, physical proximity, and more. Doing all this with empathy, while simultaneously focusing on the rapidly changing business environment, isn\u2019t easy.\u00a0 In a recent survey of 2,500 global business leaders, McKinsey found 10 priorities that top executives are grappling with in this \u201cera of perpetual organizational upheaval.\u201d Of the 10 challenges for CEOs, six involve talent management: getting the right people in the right jobs, creating inclusive workplaces, and cultivating effective leaders. By focusing on team performance and building a culture of belonging, inclusive leaders can cultivate more organizational resilience, boost efficiency, and drive retention. Inclusive leadership has also been shown to boost mental health for teams and leaders, improving employee morale and everyone\u2019s sense of well-being.\u00a0 \u201cDiverse teams drive better decision-making and more meaningful results, not just diverse demographics but diverse backgrounds, skill sets, and job functions,\u201d says Donald Thompson, CEO and Co-founder of The Diversity Movement.\u00a0 \u201cSuccessful organizations integrate DEI into the everyday work experience. In today\u2019s evolving workplace, learning inclusive leadership skills is no longer optional. It\u2019s a core leadership skill.\u201d Team Challenges are Common A culture of teamwork is more important than ever, but counterproductive behavior persists in many leadership teams. While specific challenges are unique to every team, consider the following two scenarios to illustrate a few common roadblocks that get in the way of efficient team performance. At Company A, each member of the executive team leads their division well and consistently meets company goals. However, each person is more focused on the team they lead rather than\u00a0 cross-departmental cooperation that will drive overall business impact. At Company B, the CEO is convinced they have the right answers to lead the organization and does not consider other perspectives when they are offered. Company profits are strong, but at the same time, members of the leadership team are questioning the value of their contributions. HR has received several complaints about the CEO\u2019s behavior from other members of the executive team. The CHRO knows that if the problem behavior isn\u2019t addressed soon, the company will start losing valuable employees. While the teams and leaders in the above scenarios may have the best of intentions, they are short-sighted. No single person can out-perform a cohesive, diverse team. Great leadership isn\u2019t knowing all the answers; it\u2019s knowing how to supercharge the collective power of your team and getting the data to challenge assumptions. Inclusive leaders collect data on what their teams really care about rather than assuming they understand what they need. Gathering The Right Data to Understand Your Team When your team isn\u2019t functioning as well as it could, your first thought might be, \u201cHow can I fix the problem?\u201d But to get to the root of the issue, it\u2019s better to first answer the question, \u201cWhy can\u2019t my team work together?\u201d The first step to a solution is gathering data to assess your team\u2019s competencies and key attributes.\u00a0 Most executives are familiar with individual performance assessments, whether they go through periodic reviews, participate in 360-degree reviews, or engage in other feedback programs. However, most of these methods focus on individual capabilities and ignore team strengths and weaknesses. The Diversity Movement\u2019s inclusive leadership assessment tool, TDM LeaderView, focuses on the whole team\\'s development, not on any one individual. Created by trainers, educators and certified diversity executives, LeaderView\u2019s peer assessment program is built on an ACT (assess, coach, train) model. The mix of skill evaluation, analytics, consultation, and coaching creates a framework to promote personal and collective growth. Data is collected from individual members of the team, but the engagement doesn\u2019t end there. LeaderView also collects peer assessments from everyone on the leadership team, with each person evaluating their colleagues. Data is sourced from people who are directly familiar with particular company challenges, the demands of leading a team, and how the team functions as a unit. Results are analyzed to formulate actionable insights for current team objectives, while also charting an individualized course for future improvement.\u00a0 Coaching with an Inclusive Mindset LeaderView provides feedback on seven inclusive leadership competencies that are part of The Diversity Movement\u2019s inclusive leadership development framework: Communication, Collaboration, Capability, Growth Mindset, Cultural Intelligence, Reliability, and Self-awareness. Each person is evaluated in each of these areas, but the team is also analyzed according to the seven competencies. Results are shared with individuals during one-on-one sessions with trained leadership coaches. Participants receive personalized feedback, guidance on what areas to focus on, and actionable strategies to strengthen weak areas. These sessions are emotionally and psychologically safe spaces for receiving feedback from peers. Sometimes these conversations also elicit more information about team dynamics and can identify sources of resistance.\u00a0 For example, our leaders at Company A failed to see the executive team as their \u201cfirst team.\u201d Consequently, their results might show that they need to improve in the areas of Collaboration, Communication, and Self-awareness. The executives might be encouraged to consider the impact of their behavior on the team, how they can better connect as individuals, and how they can work together to make the team more efficient. At Company B, the CEO might be resistant to change, but they might be more receptive if confronted with survey results showing weakness in the leadership competencies of Self-awareness, Communication, Collaboration, and Growth Mindset. Seeing the comments from the executive team and facing the real \u2013 and expensive \u2013 prospect of losing top talent, the CEO might have an incentive to change. Additionally, other members of the leadership team might score low on Communication, because they are reluctant to speak or contribute ideas in meetings.\u00a0 Training that Amplifies Peer Support Every team is unique, so leadership development strategies are individualized for each team and their specific requirements. Every team receives customized learning resources that help participants practice communication and improve their inclusive leadership skills. Following the one-on-one coaching sessions, facilitated workshops with the entire team continue the learning and growth by exploring how each team member can help their colleagues improve. This process of peer support and development is the key to progress with LeaderView. No one person embodies every leadership facet, so peer collaboration is tapped to nurture proficiency. Strengths reinforce strengths, thus weaving a tapestry of trust and expertise. What begins as an assessment tool is then woven into a daily practice that amplifies communication, collaboration, trust, and efficiency. A single leader doesn\u2019t always have to be the person with the answers. Organizations can rely on the collective genius of the executive team to innovate and solve challenges. LeaderView provides the data that enable leadership teams to navigate change, develop a culture of collaboration, enhance productivity, and cultivate a welcoming workplace where everyone can do their best work.\u00a0 https:\/\/www.youtube.com\/watch?v=d2DxvIUBv0g Join the ranks of forward-thinking organizations that are harnessing the power of inclusive leadership to build stronger executive and managerial teams. Contact us today to learn how TDM LeaderView can transform your team and allow your organization to thrive. Kurt Merriweather (he\/him) is a Certified Diversity Executive, co-founder and vice president of Innovation for The Diversity Movement, and thought leader in building teams that integrate DEI and technology.\", \"US English Male\");\n                }\n            };\n        <\/script>\n    <\/br><br \/>\n<span style=\"font-weight: 400;\">Many organizations still champion the image of a charismatic leader guiding a company to success. We love reading about iconic CEOs like Steve Jobs, Howard Schultz, and Mary Barra, but gambling on the talents of one extraordinary individual isn\u2019t a sustainable management strategy. The world is too complex for any individual leader to have all the answers. Today\u2019s rapidly changing business environment requires a different sort of leader \u2013 one who can lead an innovative, diverse team.\u00a0<\/span><\/p>\n<h2>The Goal is Inclusive Leadership<span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Leaders have to manage the day-to-day challenges of running a business while sustaining team culture, blending the personalities, ambitions, talents, and weaknesses of the people they work with to achieve organizational outcomes. This includes managing across areas of difference including generational differences, cultural difference, physical proximity, and more. Doing all this with empathy, while simultaneously focusing on the rapidly changing business environment, isn\u2019t easy.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In a recent survey of 2,500 global business leaders, McKinsey found <\/span><a href=\"https:\/\/www.mckinsey.com\/capabilities\/people-and-organizational-performance\/our-insights\/the-state-of-organizations-2023\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">10 priorities<\/span><\/a><span style=\"font-weight: 400;\"> that top executives are grappling with in this \u201c<\/span><a href=\"https:\/\/www.mckinsey.com\/capabilities\/people-and-organizational-performance\/our-insights\/all-change-the-new-era-of-perpetual-organizational-upheaval\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">era of perpetual organizational upheaval<\/span><\/a><span style=\"font-weight: 400;\">.\u201d Of the 10 challenges for CEOs, six involve talent management: getting the right people in the right jobs, creating inclusive workplaces, and cultivating effective leaders. By focusing on team performance and building a culture of belonging, inclusive leaders can cultivate more <\/span><a href=\"https:\/\/hbr.org\/2018\/01\/how-and-where-diversity-drives-financial-performance#:~:text=In%20fact%2C%20companies%20with%20above,higher%20EBIT%20margins%2C%20on%20average.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">organizational resilience<\/span><\/a><span style=\"font-weight: 400;\">, boost <\/span><a href=\"https:\/\/hbr.org\/2019\/03\/why-inclusive-leaders-are-good-for-organizations-and-how-to-become-one\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">efficiency<\/span><\/a><span style=\"font-weight: 400;\">, and drive <\/span><a href=\"https:\/\/www.cnbc.com\/2022\/04\/13\/toxic-company-culture-is-the-no-1-reason-workers-are-quitting-jobs.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">retention<\/span><\/a><span style=\"font-weight: 400;\">. Inclusive leadership has also been <\/span><a href=\"https:\/\/www.scientificamerican.com\/article\/the-best-way-to-boost-worker-mental-health-is-to-give-them-good-managers1\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">shown to boost mental health<\/span><\/a><span style=\"font-weight: 400;\"> for teams and leaders, improving employee morale and everyone\u2019s sense of well-being.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cDiverse teams drive better decision-making and more meaningful results, not just diverse demographics but diverse backgrounds, skill sets, and job functions,\u201d says <\/span><a href=\"https:\/\/docs.google.com\/document\/d\/12CEWBeRpZzMXxSOEc9Teiqk4BrR4DNtgSxDnCTOJ2_M\/edit\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Donald Thompson<\/span><\/a><span style=\"font-weight: 400;\">, CEO and Co-founder of The Diversity Movement.\u00a0 \u201cSuccessful organizations integrate DEI into the everyday work experience. In today\u2019s evolving workplace, learning inclusive leadership skills is no longer optional. It\u2019s a core leadership skill.\u201d<\/span><\/p>\n<h2>Team Challenges are Common<\/h2>\n<p><span style=\"font-weight: 400;\">A culture of teamwork is more important than ever, but counterproductive behavior persists in many leadership teams. While specific challenges are unique to every team, consider the following two scenarios to illustrate a few common roadblocks that get in the way of efficient team performance.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At Company A, each member of the executive team leads their division well and consistently meets company goals. However, each person is more focused on the team they lead rather than\u00a0 cross-departmental cooperation that will drive overall business impact.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At Company B, the CEO is convinced they have the right answers to lead the organization and does not consider other perspectives when they are offered. Company profits are strong, but at the same time, members of the leadership team are questioning the value of their contributions. HR has received several complaints about the CEO\u2019s behavior from other members of the executive team. The CHRO knows that if the problem behavior isn\u2019t addressed soon, the company will start losing valuable employees.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">While the teams and leaders in the above scenarios may have the best of intentions, they are short-sighted. No single person can out-perform a cohesive, diverse team. Great leadership isn\u2019t knowing all the answers; it\u2019s knowing how to supercharge the <\/span><a href=\"https:\/\/www.cloverpop.com\/blog\/infographic-diversity-inclusion-better-decision-making-at-work?\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">collective power of your team<\/span><\/a><span style=\"font-weight: 400;\"> and getting the data to challenge assumptions. Inclusive leaders collect data on what their teams really care about rather than assuming they understand what they need.<\/span><\/p>\n<h2>Gathering The Right Data to Understand Your Team<\/h2>\n<p><span style=\"font-weight: 400;\">When your team isn\u2019t functioning as well as it could, your first thought might be, \u201cHow can I fix the problem?\u201d But to get to the root of the issue, it\u2019s better to first answer the question, \u201cWhy can\u2019t my team work together?\u201d The first step to a solution is gathering data to assess your team\u2019s competencies and key attributes.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Most executives are familiar with individual performance assessments, whether they go through periodic reviews, participate in 360-degree reviews, or engage in other feedback programs. However, most of these methods focus on individual capabilities and ignore team strengths and weaknesses. <strong>The Diversity Movement\u2019s inclusive leadership assessment tool, <\/strong><\/span><strong><a href=\"https:\/\/thediversitymovement.com\/leaderview\/\" target=\"_blank\" rel=\"noopener\">TDM LeaderView<\/a><\/strong><span style=\"font-weight: 400;\"><strong>, focuses on the whole team&#8217;s development, not on any one individual.<\/strong> Created by trainers, educators and certified diversity executives, LeaderView\u2019s peer assessment program is built on an <strong>ACT (assess, coach, train) model<\/strong>. The mix of skill evaluation, analytics, consultation, and coaching creates a framework to promote personal and collective growth.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Data is collected from individual members of the team, but the engagement doesn\u2019t end there. LeaderView also collects peer assessments from everyone on the leadership team, with each person evaluating their colleagues. Data is sourced from people who are directly familiar with particular company challenges, the demands of leading a team, and how the team functions as a unit. Results are analyzed to formulate actionable insights for current team objectives, while also charting an individualized course for future improvement.\u00a0<\/span><\/p>\n<h2>Coaching with an Inclusive Mindset<\/h2>\n<p><span style=\"font-weight: 400;\">LeaderView provides feedback on <\/span><a href=\"https:\/\/tdmlibrary.thediversitymovement.com\/inclusive-leadership-tips-and-tactics-to-create-stronger-teams-and-greater-innovation\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\"><strong>seven inclusive leadership competencies<\/strong><\/span><\/a><span style=\"font-weight: 400;\"> that are part of The Diversity Movement\u2019s inclusive leadership development framework: <strong>Communication, Collaboration, Capability, Growth Mindset, Cultural Intelligence, Reliability, and Self-awareness.<\/strong> Each person is evaluated in each of these areas, but the team is also analyzed according to the seven competencies.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Results are shared with individuals during one-on-one sessions with trained leadership coaches. Participants receive personalized feedback, guidance on what areas to focus on, and actionable strategies to strengthen weak areas. These sessions are emotionally and psychologically safe spaces for receiving feedback from peers. Sometimes these conversations also elicit more information about team dynamics and can identify sources of resistance.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For example, our leaders at Company A failed to see the executive team as their \u201cfirst team.\u201d Consequently, their results might show that they need to improve in the areas of Collaboration, Communication, and Self-awareness. The executives might be encouraged to consider the impact of their behavior on the team, how they can better connect as individuals, and how they can work together to make the team more efficient.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At Company B, the CEO might be resistant to change, but they might be more receptive if confronted with survey results showing weakness in the leadership competencies of Self-awareness, Communication, Collaboration, and Growth Mindset. Seeing the comments from the executive team and facing the real \u2013 and expensive \u2013 prospect of losing top talent, the CEO might have an incentive to change. Additionally, other members of the leadership team might score low on Communication, because they are reluctant to speak or contribute ideas in meetings.\u00a0<\/span><\/p>\n<h2>Training that Amplifies Peer Support<\/h2>\n<p><span style=\"font-weight: 400;\">Every team is unique, so leadership development strategies are individualized for each team and their specific requirements. Every team receives customized learning resources that help participants practice communication and improve their inclusive leadership skills. Following the one-on-one coaching sessions, facilitated workshops with the entire team continue the learning and growth by exploring how each team member can help their colleagues improve.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This process of peer support and development is the key to progress with LeaderView. No one person embodies every leadership facet, so peer collaboration is tapped to nurture proficiency. Strengths reinforce strengths, thus weaving a tapestry of trust and expertise. What begins as an assessment tool is then woven into a daily practice that amplifies communication, collaboration, trust, and efficiency.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A single leader doesn\u2019t always have to be the person with the answers. Organizations can rely on the collective genius of the executive team to innovate and solve challenges. LeaderView provides the data that enable leadership teams to navigate change, develop a culture of collaboration, enhance productivity, and cultivate a welcoming workplace where everyone can do their best work.\u00a0<\/span><\/p>\n<div class=\"embed-responsive embed-responsive-16by9\"><iframe title=\"Inclusive Leadership Advice from 7 Executives | TDM LeaderView\" width=\"500\" height=\"281\" data-src=\"https:\/\/www.youtube.com\/embed\/d2DxvIUBv0g?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" class=\"lazyload\" data-load-mode=\"1\"><\/iframe><\/div>\n<p><strong>Join the ranks of forward-thinking organizations that are harnessing the power of inclusive leadership to build stronger executive and managerial teams. Contact us today to learn how <a href=\"https:\/\/thediversitymovement.com\/leaderview\/\" target=\"_blank\" rel=\"noopener\">TDM LeaderView<\/a> can transform your team and allow your organization to thrive.<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p class=\"m-hero-description\"><em><a href=\"https:\/\/thediversitymovement.com\/team\/kurt-merriweather\/\" target=\"_blank\" rel=\"noopener\">Kurt Merriweather<\/a> (he\/him) is a Certified Diversity Executive, co-founder and vice president of Innovation for The Diversity Movement, and thought leader in building teams that integrate DEI and technology.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Many organizations still champion the image of a charismatic leader guiding a company to success. We love reading about iconic CEOs like Steve Jobs, Howard Schultz, and Mary Barra, but15<\/p>\n","protected":false},"author":13,"featured_media":8846,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[59,62,5],"tags":[],"tdm_type":[92],"class_list":["post-10871","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-data-measurement","category-inclusive-leadership","category-blogs","tdm_type-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v25.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Inclusive Leadership Assessment Tool Improves Team Performance<\/title>\n<meta name=\"description\" content=\"Discover the power of LeaderView, an inclusive leadership assessment that gives you data to enhance the performance of your diverse team.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/thediversitymovement.com\/inclusive-leadership-get-data-you-need-better-team-leader\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Inclusive Leadership Assessment Tool Improves Team Performance\" \/>\n<meta property=\"og:description\" content=\"Discover the power of LeaderView, an inclusive leadership assessment that gives you data to enhance the performance of your diverse team.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/thediversitymovement.com\/inclusive-leadership-get-data-you-need-better-team-leader\/\" \/>\n<meta property=\"og:site_name\" content=\"The Diversity Movement\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/thediversitymovement\/\" \/>\n<meta property=\"article:published_time\" content=\"2023-10-11T16:23:17+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-05-20T19:20:28+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/iStock-1363104923-scaled.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"2560\" \/>\n\t<meta property=\"og:image:height\" content=\"1440\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Allison Bennett\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Allison Bennett\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"7 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/thediversitymovement.com\/inclusive-leadership-get-data-you-need-better-team-leader\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/thediversitymovement.com\/inclusive-leadership-get-data-you-need-better-team-leader\/\"},\"author\":{\"name\":\"Allison Bennett\",\"@id\":\"https:\/\/thediversitymovement.com\/#\/schema\/person\/2d8a27d0d0eb60a2a9ecee0308936823\"},\"headline\":\"Inclusive Leadership: Get the Data You Need to Be A Better Team Leader\",\"datePublished\":\"2023-10-11T16:23:17+00:00\",\"dateModified\":\"2024-05-20T19:20:28+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/thediversitymovement.com\/inclusive-leadership-get-data-you-need-better-team-leader\/\"},\"wordCount\":1353,\"publisher\":{\"@id\":\"https:\/\/thediversitymovement.com\/#organization\"},\"image\":{\"@id\":\"https:\/\/thediversitymovement.com\/inclusive-leadership-get-data-you-need-better-team-leader\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/05\/iStock-1363104923-scaled.jpg\",\"articleSection\":[\"Data &amp; 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