{"id":11482,"date":"2024-01-31T09:28:32","date_gmt":"2024-01-31T14:28:32","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=11482"},"modified":"2024-05-20T15:11:58","modified_gmt":"2024-05-20T19:11:58","slug":"inclusive-leadership-master-self-awareness-make-better-business-decisions","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/inclusive-leadership-master-self-awareness-make-better-business-decisions\/","title":{"rendered":"Inclusive Leadership: Master Self-Awareness to Make Better Business Decisions"},"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(\"When facing a big decision, how many of us have been told to \u201cgo with your gut\u201d? The power of instinctual thought is lauded in leadership biographies and articles touting \u201cthe split-second decision that changed my life.\u201d But what if those stories hold power because their favorable outcomes were unusual? Instinct is fine when deciding what car to buy. However, for decisions that truly matter, self-awareness is a better barometer than the churning of your insides. Self-aware individuals understand all the ways they are influenced by hidden biases, assumptions, and expectations. They recognize their strengths and weaknesses, the gaps in their knowledge, and when they need better data to make the right choice. And, while self-aware executives may rely on the occasional quick decision, those choices will be grounded in data, derived from a deep understanding of their personal motivations,\u00a0 diverse stakeholder viewpoints, and a keen knowledge of the business environment.\u00a0 It\u2019s not surprising that researchers found that self-awareness was the strongest predictor of overall success for leaders, accounting for 30% of the variation in leadership effectiveness. People who see themselves with clarity and understand their impact on others are better leaders and even happier human beings, as well. Unconscious Bias and Other Obstacles to Self-Awareness However, achieving and maintaining self-awareness can be challenging, and it gets harder as executives advance professionally. Research published in the Harvard Business Review reveals that many leaders claim to possess self-awareness, yet only a small fraction of people \u2014 around 10 to 15 percent \u2014 actually embody this trait. Experience can make leaders less apt to question their assumptions, less open to conflicting points of view, and more likely to rely on their existing knowledge. As leaders gain personal power, they are also more likely to become overconfident in their own abilities.\u00a0 Unconscious bias is another barrier to self-awareness. All people have biases, which can lead to categorizations, assumptions, and comparisons that reinforce our preconceived notions. But when leaders fail to confront and address bias, the consequences can be disastrous: judgment errors, skewed decision-making, and closed feedback loops. At the managerial level, biases and favoritism can erode team cohesion, lead to poor personnel decisions, and cause time and resources to be wasted on the wrong projects.\u00a0 Commit to Self-Awareness and Embrace Intentional Growth There are two aspects of authentic self-awareness: having an objective view of yourself and a deep understanding of how others perceive you. To nurture both internal and external self-awareness, executives must commit to continuous learning through self-reflection, regular feedback from trusted advisers, and objective assessments. \u201cOngoing evaluation is critical in growing as a leader, particularly as we build self-awareness, a key skill in making well-informed decisions, developing cohesive teams, and addressing the influence of hidden biases,\u201d explains Jackie Ferguson, VP of Content & Programming at The Diversity Movement and host of the \u201cDiversity: Beyond the Checkbox\u201d podcast. An inclusive leader who values self-awareness benefits from a range of sources, ranging from family and friends to colleagues, coaches, and mentors. Self-aware leaders harness the power of their supportive network, which then provides valuable guidance, development opportunities, and emotional support.\u00a0 High-performing executives also assemble diverse teams, consisting of individuals with a wide variety of perspectives, backgrounds, and lived experiences. Self-awareness is a key trait for inclusive leaders, allowing them to leverage diversity, equity, and inclusion (DEI) best practices to create psychologically safe environments where creativity and innovation can flourish.\u00a0 Bridgett \u201cBT\u201d Tabor, the Diversity, Equity and Inclusion Senior Manager at BAYADA Home Health Care, is responsible for executing DEI initiatives and leading cross-functional working groups that promote employee engagement and retention. As someone who is constantly challenging themselves to achieve personal and professional excellence, Tabor has a clear-eyed view of her strengths and challenges.\u00a0 \u201cSelf-awareness has been an invaluable asset in my DEI journey. It has significantly enhanced my decision-making abilities and provided me with a broader perspective,\u201d she says. \u201cWhile it can be tempting to approach situations with biases based on my own diversity identifiers, I consistently strive to avoid such tendencies. I believe in considering multiple angles and understanding the potential impacts on the business or the group I am advocating for.\u201d Self-reflection helps leaders understand their core values, motivations, triggers, and emotions. Objective assessments help identify strengths, weaknesses, and paths to improvement. However self-knowledge has to be linked with an understanding of how a person\u2019s words and actions are interpreted by others. Self-aware leaders recognize how they come across to others and anticipate potential outcomes.\u00a0 Through internal and external self-awareness, highly effective leaders can operate with authenticity, empathy, and adaptability. This effort nurtures a culture where teams operate at peak efficiency and work collaboratively, thereby fostering personal and organizational growth.\u00a0 Master These 4 Skills to be a More Self-Aware Leader To foster a culture of excellence, it\u2019s vital to create safe spaces for free-flowing dialogue, consider other perspectives, understand other people\u2019s priorities, and give and receive feedback. These pivotal skills will elevate your leadership to new heights and set an inspiring example for others to follow. 1) Consider perspectives other than your own Cultivate empathy by considering reasons why someone might hold a different viewpoint. Challenge yourself to empathize with them and understand their underlying motivations or experiences. Learning about other cultures and other worldviews also helps self-aware leaders meet the demands of a rapidly changing and increasingly global business landscape. 2) Promote safe spaces for open dialogue Create an environment where free-flowing discussion is encouraged, and team members feel safe sharing their perspectives and concerns. Actively listen to feedback, demonstrate willingness to consider other viewpoints, and foster a culture of mutual respect and inclusivity. 3) Understand others\\' needs and motivations A leader who is self-aware will possess a heightened awareness of the needs, wants, and motivations of others. Pay attention to cues that might not be immediately obvious, such as their level of engagement, anxiety, or confidence. This awareness allows you to tailor your interactions and support to better meet their individual needs. Develop the habit of holding back your immediate response when interacting with others. Instead, take a moment to consider various responses and their potential consequences. This pause allows you to demonstrate an awareness of the needs and feelings of others, leading to more thoughtful and constructive interactions. 4) Ask for frequent evaluations and regular feedback No one can achieve their full potential if they don\u2019t know what\u2019s working, what\u2019s not, and what they might do differently. Self-aware individuals actively seek opportunities to improve and eagerly embrace both compliments and criticism. Inclusive leaders harness the power of a supportive network, including family, friends, mentors, colleagues, and coaches. Honest critiques from these trusted advisers will allow you to monitor your performance and understand how your behavior is interpreted by others.\u00a0 \u201cTapping into your network to gain added outside perspective is an important step in developing as an inclusive leader,\u201d says Ferguson, a national thought-leader on inclusive language and leadership who was named an Inc. Female Founder honoree, the women leaders across America who are \u201cshaping the world into a better place.\u201d Executives who see themselves with clarity and understand their impact on others have the power to supercharge their own performance, as well as that of their team. As a foundational inclusive leadership capability, self-awareness sets the stage for continuous growth; meaningful collaboration; and highly productive, empathetic relationships. By actively seeking a variety of perspectives, creating psychologically safe workplaces, understanding others\u2019 needs and motivations, and cultivating a culture of feedback, you can become a more inclusive, effective leader and propel your organization toward lasting success. 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. Jamie Rose Ousterout, CDE, is Chief Experience Officer at The Diversity Movement and an expert in operational strategy, having spent more than a decade in creative, marketing, and digital companies, serving local, regional, and international clients. Connect with her on Linkedin.\", \"US English Male\");\n                }\n            };\n        <\/script>\n    <\/br><br \/>\n<span style=\"font-weight: 400;\">When facing a big decision, how many of us have been told to \u201cgo with your gut\u201d? The power of instinctual thought is lauded in leadership <\/span><a href=\"https:\/\/www.inc.com\/bill-murphy-jr\/27-years-ago-steve-jobs-made-a-30-second-decision-it-changed-course-of-history.html#:~:text=If%20Jobs%20hadn't%20decided,juggernaut%20that%20it%20is%20today.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">biographies<\/span><\/a><span style=\"font-weight: 400;\"> and articles touting \u201cthe split-second decision that changed my life.\u201d But what if those stories hold power because their favorable outcomes were unusual? Instinct is fine when deciding what car to buy. However, for decisions that truly matter, self-awareness is a better barometer than the churning of your insides.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Self-aware individuals understand all the ways they are influenced by hidden biases, assumptions, and expectations. They recognize their strengths and weaknesses, the gaps in their knowledge, and when they need better data to make the right choice. And, while self-aware executives may rely on the occasional quick decision, those choices will be grounded in data, derived from a deep understanding of their personal motivations,\u00a0 diverse stakeholder viewpoints, and a keen knowledge of the business environment.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s not surprising that <\/span><a href=\"https:\/\/hbr.org\/2018\/01\/what-self-awareness-really-is-and-how-to-cultivate-it\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">researchers found<\/span><\/a><span style=\"font-weight: 400;\"> that self-awareness was the strongest predictor of overall success for leaders, accounting for 30% of the variation in leadership effectiveness. People who see themselves with clarity and understand their impact on others are <\/span><a href=\"https:\/\/www.forbes.com\/sites\/williamarruda\/2023\/01\/10\/why-self-awareness-is-the-most-important-skill-for-hybrid-leadership\/?sh=1d13855654f4\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">better leaders<\/span><\/a><span style=\"font-weight: 400;\"> and even <\/span><a href=\"https:\/\/www.ncbi.nlm.nih.gov\/pmc\/articles\/PMC8895697\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">happier human beings<\/span><\/a><span style=\"font-weight: 400;\">, as well.<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-11483 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-1472187731-1024x683.jpg\" alt=\"African American businesswoman and a Hispanic female colleague sharing online documents with their coworkers. They are standing in a modern office space.\" width=\"1024\" height=\"683\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-1472187731-1024x683.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-1472187731-scaled-600x400.jpg 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-1472187731-300x200.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-1472187731-768x512.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-1472187731-1536x1024.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-1472187731-2048x1365.jpg 2048w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/683;\" \/><\/p>\n<h2>Unconscious Bias and Other Obstacles to Self-Awareness<\/h2>\n<p><span style=\"font-weight: 400;\">However, achieving and maintaining self-awareness can be challenging, and it gets harder as executives advance professionally. Research published in the <\/span><a href=\"https:\/\/hbr.org\/2018\/01\/what-self-awareness-really-is-and-how-to-cultivate-it\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">Harvard Business Review<\/span><\/i><\/a><span style=\"font-weight: 400;\"> reveals that many leaders claim to possess self-awareness, yet only a small fraction of people \u2014 around 10 to 15 percent \u2014 actually embody this trait.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Experience can make leaders less apt to question their assumptions, less open to <\/span><a href=\"https:\/\/www.hrmagazine.co.uk\/content\/features\/the-difficulties-of-speaking-truth-to-power\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">conflicting points of view<\/span><\/a><span style=\"font-weight: 400;\">, and more likely to rely on their existing knowledge. As leaders gain personal power, they are also more likely to become overconfident in their own abilities.\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/workshop\/unconscious-bias\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Unconscious bias<\/span><\/a><span style=\"font-weight: 400;\"> is another barrier to self-awareness. All people have biases, which can lead to categorizations, assumptions, and comparisons that reinforce our preconceived notions. But when leaders fail to confront and address bias, the consequences can be disastrous: judgment errors, skewed decision-making, and closed feedback loops. At the managerial level, biases and favoritism can erode team cohesion, lead to poor personnel decisions, and cause time and resources to be wasted on the wrong projects.\u00a0<\/span><\/p>\n<h2>Commit to Self-Awareness and Embrace Intentional Growth<\/h2>\n<p><span style=\"font-weight: 400;\">There are two aspects of authentic self-awareness: having an objective view of yourself and a deep understanding of how others perceive you. To nurture both internal and external self-awareness, executives must commit to continuous learning through self-reflection, regular feedback from trusted advisers, and objective assessments.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cOngoing evaluation is critical in growing as a leader, particularly as we build self-awareness, a key skill in making well-informed decisions, developing cohesive teams, and addressing the influence of hidden biases,\u201d explains <\/span><a href=\"https:\/\/thediversitymovement.com\/team\/jackie-ferguson\/\"><span style=\"font-weight: 400;\">Jackie Ferguson<\/span><\/a><span style=\"font-weight: 400;\">, VP of Content &amp; Programming at The Diversity Movement and host of the \u201c<\/span><a href=\"https:\/\/beyondthecheckbox.com\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Diversity: Beyond the Checkbox<\/span><\/a><span style=\"font-weight: 400;\">\u201d podcast.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">An inclusive leader who values self-awareness benefits from a range of sources, ranging from family and friends to colleagues, coaches, and mentors. Self-aware leaders harness the power of their supportive network, which then provides valuable guidance, development opportunities, and emotional support.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">High-performing executives also assemble <\/span><a href=\"https:\/\/tdmlibrary.thediversitymovement.com\/the-power-of-teamwork-why-diverse-teams-drive-stronger-growth\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">diverse teams<\/span><\/a><span style=\"font-weight: 400;\">, consisting of individuals with a wide variety of perspectives, backgrounds, and lived experiences. Self-awareness is a key trait for inclusive leaders, allowing them to leverage diversity, equity, and inclusion (DEI) best practices to create psychologically safe environments where creativity and innovation can flourish.\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/tdmlibrary.thediversitymovement.com\/ask-the-expert-influencing-others-and-driving-meaningful-change-in-the-world\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Bridgett \u201cBT\u201d Tabor<\/span><\/a><span style=\"font-weight: 400;\">, the Diversity, Equity and Inclusion Senior Manager at <\/span><a href=\"https:\/\/blog.bayada.com\/work-life\/cultivating-inclusion-at-bayada\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">BAYADA Home Health Care<\/span><\/a><span style=\"font-weight: 400;\">, is responsible for executing DEI initiatives and leading cross-functional working groups that promote employee engagement and retention. As someone who is constantly challenging themselves to achieve personal and professional excellence, Tabor has a clear-eyed view of her strengths and challenges.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cSelf-awareness has been an invaluable asset in my DEI journey. It has significantly enhanced my decision-making abilities and provided me with a broader perspective,\u201d she says. \u201cWhile it can be tempting to approach situations with biases based on my own diversity identifiers, I consistently strive to avoid such tendencies. I believe in considering multiple angles and understanding the potential impacts on the business or the group I am advocating for.\u201d<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-11484 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/workers-reading-blueprints-on-site-181215658-59eaadfb0d327a0010c48180-1024x576.jpeg\" alt=\"Construction workers reading a blueprint on the jobsite\" width=\"1024\" height=\"576\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/workers-reading-blueprints-on-site-181215658-59eaadfb0d327a0010c48180-1024x576.jpeg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/workers-reading-blueprints-on-site-181215658-59eaadfb0d327a0010c48180-scaled-600x338.jpeg 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/workers-reading-blueprints-on-site-181215658-59eaadfb0d327a0010c48180-300x169.jpeg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/workers-reading-blueprints-on-site-181215658-59eaadfb0d327a0010c48180-768x432.jpeg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/workers-reading-blueprints-on-site-181215658-59eaadfb0d327a0010c48180-1536x864.jpeg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/workers-reading-blueprints-on-site-181215658-59eaadfb0d327a0010c48180-2048x1152.jpeg 2048w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/576;\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Self-reflection helps leaders understand their core values, motivations, triggers, and emotions. Objective assessments help identify strengths, weaknesses, and paths to improvement. However self-knowledge has to be linked with an understanding of how a person\u2019s words and actions are interpreted by others. Self-aware leaders recognize how they come across to others and anticipate potential outcomes.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Through internal and external self-awareness, highly effective leaders can operate with authenticity, empathy, and adaptability. This effort nurtures a culture where teams operate at peak efficiency and work collaboratively, thereby fostering personal and organizational growth.\u00a0<\/span><\/p>\n<h2>Master These 4 Skills to be a More Self-Aware Leader<\/h2>\n<p><span style=\"font-weight: 400;\">To foster a culture of excellence, it\u2019s vital to create safe spaces for free-flowing dialogue, consider other perspectives, understand other people\u2019s priorities, and give and receive feedback. These pivotal skills will elevate your leadership to new heights and set an inspiring example for others to follow.<\/span><\/p>\n<h3>1) Consider perspectives other than your own<\/h3>\n<p><span style=\"font-weight: 400;\">Cultivate empathy by considering reasons why someone might hold a different viewpoint. Challenge yourself to empathize with them and understand their underlying motivations or experiences.<\/span> <span style=\"font-weight: 400;\">Learning about other cultures and other worldviews also helps self-aware leaders meet the demands of a rapidly changing and increasingly global business landscape.<\/span><\/p>\n<h3>2) Promote safe spaces for open dialogue<\/h3>\n<p><span style=\"font-weight: 400;\">Create an environment where free-flowing discussion is encouraged, and team members feel safe sharing their perspectives and concerns. Actively listen to feedback, demonstrate willingness to consider other viewpoints, and foster a culture of mutual respect and inclusivity.<\/span><\/p>\n<h3>3) Understand others&#8217; needs and motivations<\/h3>\n<p><span style=\"font-weight: 400;\">A leader who is self-aware will possess a heightened awareness of the needs, wants, and motivations of others. Pay attention to cues that might not be immediately obvious, such as their level of engagement, anxiety, or confidence. This awareness allows you to tailor your interactions and support to better meet their individual needs. Develop the habit of holding back your immediate response when interacting with others. Instead, take a moment to consider various responses and their potential consequences. This pause allows you to demonstrate an awareness of the needs and feelings of others, leading to more thoughtful and constructive interactions.<\/span><\/p>\n<h3>4) Ask for frequent evaluations and regular feedback<\/h3>\n<p><span style=\"font-weight: 400;\">No one can achieve their full potential if they don\u2019t know what\u2019s working, what\u2019s not, and what they might do differently. Self-aware individuals actively seek opportunities to improve and eagerly embrace both compliments and criticism. Inclusive leaders harness the power of a supportive network, including family, friends, mentors, colleagues, and coaches. Honest critiques from these trusted advisers will allow you to monitor your performance and understand how your behavior is interpreted by others.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cTapping into your network to gain added outside perspective is an important step in developing as an inclusive leader,\u201d says Ferguson, a national thought-leader on inclusive language and leadership who was named an <\/span><i><span style=\"font-weight: 400;\">Inc.<\/span><\/i><span style=\"font-weight: 400;\"> Female Founder honoree, the women leaders across America who are \u201cshaping the world into a better place.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Executives who see themselves with clarity and understand their impact on others have the power to supercharge their own performance, as well as that of their team. As a foundational inclusive leadership capability, self-awareness sets the stage for continuous growth; meaningful collaboration; and highly productive, empathetic relationships. By actively seeking a variety of perspectives, creating psychologically safe workplaces, understanding others\u2019 needs and motivations, and cultivating a culture of feedback, you can become a more inclusive, effective leader and propel your organization toward lasting success.<\/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><em><a href=\"https:\/\/thediversitymovement.com\/team\/jamie-ousterout\/\" target=\"_blank\" rel=\"noopener\"><b>Jamie Rose Ousterout<\/b><\/a><span style=\"font-weight: 400;\">, CDE, is Chief Experience Officer at The Diversity Movement and an expert in operational strategy, having spent more than a decade in creative, marketing, and digital companies, serving local, regional, and international clients. Connect with her on <\/span><a href=\"https:\/\/www.linkedin.com\/in\/jamieousterout\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Linkedin<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>When facing a big decision, how many of us have been told to \u201cgo with your gut\u201d? The power of instinctual thought is lauded in leadership biographies and articles touting15<\/p>\n","protected":false},"author":13,"featured_media":11483,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[62],"tags":[],"tdm_type":[92],"class_list":["post-11482","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-inclusive-leadership","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>How Self-Aware, Inclusive Leaders Drive Organizational Growth<\/title>\n<meta name=\"description\" content=\"Become a self-aware leader. Navigate decisions with clarity, foster collaboration, and drive lasting success for you and your 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-master-self-awareness-make-better-business-decisions\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How Self-Aware, Inclusive Leaders Drive Organizational Growth\" \/>\n<meta property=\"og:description\" content=\"Become a self-aware leader. 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