{"id":14373,"date":"2025-10-24T15:30:18","date_gmt":"2025-10-24T19:30:18","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=14373"},"modified":"2025-10-24T15:30:18","modified_gmt":"2025-10-24T19:30:18","slug":"future-leadership-inclusive-insights-minette-norman","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/future-leadership-inclusive-insights-minette-norman\/","title":{"rendered":"The Future of Leadership Is Inclusive: Insights from Minette Norman"},"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(\"Financial performance is impossible without\u00a0high-performing, engaged employees.\u00a0In fact,\u00a0one study found\u00a0a direct link between inclusive leadership, psychological safety,\u00a0and greater innovation.\u00a0The people-first leadership approach is based on a simple idea:\u00a0If employees\u00a0are taken care of, they will take care of customers and clients.\u00a0\u00a0 While the idea is straightforward, inclusive leadership takes intention and practice, explains author and consultant\u00a0Minette Norman.\u00a0A\u00a0former Silicon Valley software executive, Norman\u00a0recently spoke with\u00a0Jackie Ferguson, Vice President of Content, Products and Programming at The Diversity Movement,\u00a0about\u00a0transforming team culture, embracing diversity, and creating\u00a0belonging in the workplace.\u00a0 Jackie:\u00a0Minette, you\u00a0didn\u2019t\u00a0start out as a leadership consultant. Can you share your professional journey and what brought you to this work?\u00a0 Minette:\u00a0I started as a technical writer at Adobe, and\u00a0I ended up spending 30 years in the software industry\u2014about 10 years as an individual contributor and 20 years in management and leadership roles.\u00a0The last five years I was in tech, I was leading engineering at a big company, and I was asked to transform how we developed software.\u00a0 I realized that technical hurdles were only part of the problem.\u00a0It was\u00a0really\u00a0about\u00a0creating a more collaborative culture,\u00a0welcoming\u00a0other ideas, and embracing\u00a0all aspects of diversity.\u00a0We were just starting to talk about diversity when I was there, and we were quite bad at it.\u00a0I was a woman leading large teams in a very male-dominated environment.\u00a0I\u00a0didn\u2019t\u00a0always feel like I fit in, and\u00a0I certainly\u00a0didn\u2019t\u00a0feel like I was part of the \u201cinsider\u2019s club.\u201d Yet,\u00a0I was also sitting in a position of\u00a0White privilege. I\u00a0realized\u00a0my colleagues who were from underrepresented groups\u00a0or\u00a0diverse\u00a0backgrounds\u00a0were suffering.\u00a0They\u00a0didn\u2019t\u00a0fit in, they were suffering, and they\u00a0weren\u2019t\u00a0able to thrive at work.\u00a0 I finally left the industry in 2019\u00a0to\u00a0focus on helping leaders and their teams create inclusive environments\u00a0where everyone can do their best work,\u00a0show up as themselves,\u00a0and not have to mask who they really are.\u00a0 Jackie:\u00a0You used the word \u201csuffering.\u201d Can you explain what you mean by that?\u00a0 Minette:\u00a0The reason I use the word\u00a0\u201csuffering\u201d\u00a0is\u00a0when people are in pain, they are suffering.\u00a0Studies\u00a0show\u00a0that when we feel left out or rejected, our brains register pain in\u00a0exactly the same\u00a0way as physical pain.\u00a0So,\u00a0when I say suffering, I am not exaggerating.\u00a0It\\'s\u00a0exhausting,\u00a0and\u00a0it\\'s\u00a0painful. It can be very lonely, especially when\u00a0you\\'re\u00a0the\u00a0\u201conly.\u201d\u00a0I talked to so many people who were the only Black woman in the room, the only Latina in the room, and feeling like,\u00a0\u201cDo I have to\u00a0represent\u00a0my entire\u00a0demographic,\u00a0or do I try to be like everybody else?\u201d\u00a0I was often the only woman in the room,\u00a0and I would think, \u201cCan I actually show up with my femininity, or do I have to be one of the boys?\u201d\u00a0It\\'s\u00a0exhausting.\u00a0 Jackie:\u00a0Your book is called\u00a0The Boldly Inclusive Leader. What does that look like in practice?\u00a0 Minette:\u00a0Bold to me means that\u00a0we\u2019re\u00a0going to be unflinching in our commitment to creating an inclusive environment.\u00a0We may have to challenge the\u00a0status quo, because\u00a0it\u2019s\u00a0no longer serving us.\u00a0Bold\u00a0is being\u00a0willing to tear down\u00a0the models of the perfect, all-knowing leader\u00a0who\u00a0knows everything\u00a0and\u00a0has\u00a0nothing to learn from the people around\u00a0them.\u00a0A boldly inclusive leader is someone who comes in as a human being to the workplace. Even if\u00a0you\u2019re\u00a0the CEO,\u00a0you\u2019re\u00a0not perfect. You\u00a0don\u2019t\u00a0have to be perfect; you need to be human. And you need to respect that every other human being around you needs to feel that they have value, that\u00a0they\u2019re\u00a0seen,\u00a0heard,\u00a0and respected for who they are.\u00a0 Jackie:\u00a0You talk about leading better by being more human. What does that mean?\u00a0 Minette:\u00a0It means\u00a0I\u2019m\u00a0not perfect. We connect with a leader who shows up as a flawed being. I once reversed a decision based on feedback, and I was afraid I would be seen as\u00a0a weak leader who\u00a0couldn\u2019t\u00a0make a good decision.\u00a0Instead,\u00a0I got so much positive feedback. My team said, \u201cWe really appreciate that you listened to our\u00a0feedback,\u00a0and you changed your mind.\u201d\u00a0That was a big lesson for me.\u00a0\u00a0 I\u00a0can\u2019t\u00a0know every piece of information even if I lead this department. I\u00a0rely on the people around me to point out what\u00a0I\\'ve\u00a0missed.\u00a0That\u00a0is something we\u00a0should remember as leaders:\u00a0You\u00a0don\u2019t\u00a0have to\u00a0get it\u00a0right\u00a0all the time, but you do need to be open to hearing other perspectives.\u00a0 Jackie:\u00a0What do leaders often get wrong about inclusive leadership?\u00a0 Minette:\u00a0They forget about the inclusive part. They focus on diversity hiring and think if I get my metrics better,\u00a0I\\'m\u00a0done.\u00a0That\u2019s\u00a0backwards.\u00a0If we hire people from all\u00a0walks of life,\u00a0different backgrounds,\u00a0ethnicities,\u00a0and\u00a0ages, and bring them into a company that is not inclusive, those people are not going to feel welcome.\u00a0Leaders go wrong when they\u00a0don\u2019t\u00a0think about\u00a0creating\u00a0a culture where\u00a0everyone can\u00a0fully\u00a0participate.\u00a0\u00a0 Leaders also stumble when they think \u201cI\u2019m a leader;\u00a0I need to get it right.\u201d\u00a0But\u00a0human beings are so complex. What works for one person may not work for\u00a0another. You are going to get it wrong. We are all going to get it wrong.\u00a0You have\u00a0to realize that and continue learning and continue doing better.\u00a0That\u2019s\u00a0when\u00a0leaders\u00a0might say,\u00a0\u201cThis is too risky.\u00a0I\\'m\u00a0not going to do anything.\u201d\u00a0That\\'s\u00a0why I use\u00a0the\u00a0word\u00a0\u201cboldly.\u201d\u00a0You need to go boldly toward that discomfort.\u00a0 Jackie:\u00a0We often promote people into leadership roles without preparing them. How can new leaders succeed?\u00a0 Minette:\u00a0Even before you take that first management job, ask yourself: \u201cDo I want to be a manager?\u201d We\u00a0may\u00a0think we\u00a0have to be\u00a0a manager\u00a0for\u00a0the prestige\u00a0or\u00a0pay,\u00a0but\u00a0being a leader means being\u00a0interested in the lives of other human beings.\u00a0Get to know\u00a0the people on\u00a0your team.\u00a0What is everyone really good at?\u00a0And what do people struggle with?\u00a0Find out what\u00a0you\u2019re\u00a0missing,\u00a0and\u00a0what\u2019s\u00a0the next person\u00a0you\u2019re\u00a0going to need to hire?\u00a0 Jackie:\u00a0What\u2019s\u00a0the cost\u00a0to\u00a0organizations that\u00a0don\u2019t\u00a0invest in inclusive leadership?\u00a0 Minette:\u00a0The cost is huge. You get disengaged employees. Younger generations\u00a0won\u2019t\u00a0tolerate toxic leadership. They want to be seen and heard.\u00a0You\u2019ll\u00a0lose talent, damage your reputation, and\u00a0fail to\u00a0attract new people.\u00a0Even the talent that you do have,\u00a0you\u2019re\u00a0not going to get the best results from them. If people\u00a0don\u2019t\u00a0feel that their\u00a0viewpoint or\u00a0ideas are welcome,\u00a0they\u00a0will\u00a0only\u00a0give their minimum\u00a0effort.\u00a0 Jackie:\u00a0What final message do you want to leave with our readers?\u00a0 Minette:\u00a0No matter where you are in the hierarchy, you have a role to play in creating a truly inclusive environment.\u00a0Small changes\u00a0in your behavior can make a hugely positive impact. Take that first step. Show up in a way that makes others feel included, welcomed, valued, and respected.\u00a0 For the complete conversation with Minette Norman, listen to \u201cBecoming a Boldly Inclusive Leader: Insights from Minette Norman\u201d on the Diversity: Beyond the Checkbox podcast. To learn more about\u00a0inclusive leadership\u00a0and how your organization can\u00a0unlock the leadership skills that result in better teams and more engaged employees, visit\u00a0our\u00a0Inclusive Leadership Resource Hub.\u00a0\", \"US English Male\");\n                }\n            };\n        <\/script>\n    <\/br><\/p>\n<p><span data-contrast=\"auto\">Financial performance is impossible without\u00a0high-performing, engaged employees.\u00a0In fact,\u00a0<\/span><a href=\"https:\/\/www.frontiersin.org\/journals\/psychology\/articles\/10.3389\/fpsyg.2023.1144791\/full\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">one study found<\/span><\/a><span data-contrast=\"auto\">\u00a0a direct link between inclusive leadership, psychological safety,\u00a0and greater innovation.\u00a0The people-first leadership approach is based on a simple idea:\u00a0If employees\u00a0are taken care of, they will take care of customers and clients.\u00a0<\/span><span data-ccp-props=\"{&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<figure id=\"attachment_14374\" aria-describedby=\"caption-attachment-14374\" style=\"width: 189px\" class=\"wp-caption alignleft\"><img decoding=\"async\" class=\"wp-image-14374 size-medium\" src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/10\/Minette-contact-189x300.avif\" alt=\"Minette Norman headshot\" width=\"189\" height=\"300\" srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/10\/Minette-contact-189x300.avif 189w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2025\/10\/Minette-contact.avif 567w\" sizes=\"(max-width: 189px) 100vw, 189px\" \/><figcaption id=\"caption-attachment-14374\" class=\"wp-caption-text\">Minette Norman<\/figcaption><\/figure>\n<p><span data-contrast=\"auto\">While the idea is straightforward, inclusive leadership takes intention and practice, explains author and consultant\u00a0<\/span><a href=\"https:\/\/www.minettenorman.com\/\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">Minette Norman.<\/span><\/a><span data-contrast=\"auto\">\u00a0A\u00a0former Silicon Valley software executive, Norman<\/span><span data-contrast=\"auto\">\u00a0recently spoke with\u00a0<\/span><a href=\"https:\/\/beyondthecheckbox.com\/elevate-your-leadership-inclusivity-minette-norman\/\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">Jackie Ferguson<\/span><\/a><span data-contrast=\"auto\">, Vice President of Content, Products and Programming at The Diversity Movement,\u00a0about\u00a0transforming team culture, embracing diversity, and creating\u00a0belonging in the workplace.<\/span><span data-ccp-props=\"{&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Jackie:<\/span><\/b><span data-contrast=\"auto\">\u00a0Minette, you\u00a0didn\u2019t\u00a0start out as a leadership consultant. Can you share your professional journey and what brought you to this work?<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Minette:<\/span><\/b><span data-contrast=\"auto\">\u00a0I started as a technical writer at Adobe, and\u00a0I ended up spending 30 years in the software industry\u2014about 10 years as an individual contributor and 20 years in management and leadership roles.\u00a0The last five years I was in tech, I was leading engineering at a big company, and I was asked to transform how we developed software.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"auto\">I realized that technical hurdles were only part of the problem.\u00a0It was\u00a0really\u00a0about\u00a0creating a more collaborative culture,\u00a0welcoming\u00a0other ideas, and embracing\u00a0all aspects of diversity.\u00a0We were just starting to talk about diversity when I was there, and we were quite bad at it.\u00a0I was a woman leading large teams in a very male-dominated environment.\u00a0I\u00a0didn\u2019t\u00a0always feel like I fit in, and\u00a0I certainly\u00a0didn\u2019t\u00a0feel like I was part of the \u201cinsider\u2019s club.\u201d Yet,\u00a0I was also sitting in a position of\u00a0White privilege. I\u00a0realized\u00a0my colleagues who were from underrepresented groups\u00a0or\u00a0diverse\u00a0backgrounds\u00a0were suffering.\u00a0They\u00a0didn\u2019t\u00a0fit in, they were suffering, and they\u00a0weren\u2019t\u00a0able to thrive at work.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;201341983&quot;:0,&quot;335551550&quot;:1,&quot;335551620&quot;:1,&quot;335559685&quot;:0,&quot;335559737&quot;:0,&quot;335559738&quot;:240,&quot;335559739&quot;:240,&quot;335559740&quot;:279}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"auto\">I finally left the industry in 2019\u00a0to\u00a0focus on helping leaders and their teams create inclusive environments\u00a0where everyone can do their best work,\u00a0show up as themselves,\u00a0and not have to mask who they really are.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Jackie:<\/span><\/b><span data-contrast=\"auto\">\u00a0You used the word \u201csuffering.\u201d Can you explain what you mean by that?<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Minette:<\/span><\/b><span data-contrast=\"auto\">\u00a0The reason I use the word\u00a0\u201csuffering\u201d\u00a0is\u00a0when people are in pain, they are suffering.\u00a0<\/span><a href=\"https:\/\/pubmed.ncbi.nlm.nih.gov\/14551436\/\" target=\"_blank\" rel=\"noopener\"><span data-contrast=\"none\">Studies<\/span><\/a><span data-contrast=\"auto\">\u00a0show\u00a0that when we feel left out or rejected, our brains register pain in\u00a0exactly the same\u00a0way as physical pain.\u00a0So,\u00a0when I say suffering, I am not exaggerating.\u00a0It&#8217;s\u00a0exhausting,\u00a0and\u00a0it&#8217;s\u00a0painful. It can be very lonely, especially when\u00a0you&#8217;re\u00a0the\u00a0\u201conly.\u201d\u00a0I talked to so many people who were the only Black woman in the room, the only Latina in the room, and feeling like,\u00a0\u201cDo I have to\u00a0represent\u00a0my entire\u00a0demographic,\u00a0or do I try to be like everybody else?\u201d\u00a0I was often the only woman in the room,\u00a0and I would think, \u201cCan I actually show up with my femininity, or do I have to be one of the boys?\u201d\u00a0It&#8217;s\u00a0exhausting.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Jackie:<\/span><\/b><span data-contrast=\"auto\">\u00a0Your book is called\u00a0<\/span><a href=\"https:\/\/www.minettenorman.com\/boldlyinclusiveleader\" target=\"_blank\" rel=\"noopener\"><i><span data-contrast=\"none\">The Boldly Inclusive Leader<\/span><\/i><\/a><span data-contrast=\"auto\">. What does that look like in practice?<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Minette:<\/span><\/b><span data-contrast=\"auto\">\u00a0Bold to me means that\u00a0we\u2019re\u00a0going to be unflinching in our commitment to creating an inclusive environment.\u00a0We may have to challenge the\u00a0status quo, because\u00a0it\u2019s\u00a0no longer serving us.\u00a0Bold\u00a0is being\u00a0willing to tear down\u00a0the models of the perfect, all-knowing leader\u00a0who\u00a0knows everything\u00a0and\u00a0has\u00a0nothing to learn from the people around\u00a0them.\u00a0A boldly inclusive leader is someone who comes in as a human being to the workplace. Even if\u00a0you\u2019re\u00a0the CEO,\u00a0you\u2019re\u00a0not perfect. You\u00a0don\u2019t\u00a0have to be perfect; you need to be human. And you need to respect that every other human being around you needs to feel that they have value, that\u00a0they\u2019re\u00a0seen,\u00a0heard,\u00a0and respected for who they are.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Jackie:<\/span><\/b><span data-contrast=\"auto\">\u00a0You talk about leading better by being more human. What does that mean?<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Minette:<\/span><\/b><span data-contrast=\"auto\">\u00a0It means\u00a0I\u2019m\u00a0not perfect. We connect with a leader who shows up as a flawed being. I once reversed a decision based on feedback, and I was afraid I would be seen as\u00a0a weak leader who\u00a0couldn\u2019t\u00a0make a good decision.\u00a0Instead,\u00a0I got so much positive feedback. My team said, \u201cWe really appreciate that you listened to our\u00a0feedback,\u00a0and you changed your mind.\u201d\u00a0That was a big lesson for me.\u00a0<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"auto\">I\u00a0can\u2019t\u00a0know every piece of information even if I lead this department. I\u00a0rely on the people around me to point out what\u00a0I&#8217;ve\u00a0missed.\u00a0That\u00a0is something we\u00a0should remember as leaders:\u00a0You\u00a0don\u2019t\u00a0have to\u00a0get it\u00a0right\u00a0all the time, but you do need to be open to hearing other perspectives.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Jackie:<\/span><\/b><span data-contrast=\"auto\">\u00a0What do leaders often get wrong about inclusive leadership?<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Minette:<\/span><\/b><span data-contrast=\"auto\">\u00a0They forget about the inclusive part. They focus on diversity hiring and think if I get my metrics better,\u00a0I&#8217;m\u00a0done.\u00a0That\u2019s\u00a0backwards.\u00a0If we hire people from all\u00a0walks of life,\u00a0different backgrounds,\u00a0ethnicities,\u00a0and\u00a0ages, and bring them into a company that is not inclusive, those people are not going to feel welcome.\u00a0Leaders go wrong when they\u00a0don\u2019t\u00a0think about\u00a0creating\u00a0a culture where\u00a0everyone can\u00a0fully\u00a0participate.\u00a0<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335551550&quot;:0,&quot;335551620&quot;:0,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><span data-contrast=\"auto\">Leaders also stumble when they think \u201cI\u2019m a leader;\u00a0I need to get it right.\u201d\u00a0But\u00a0human beings are so complex. What works for one person may not work for\u00a0another. You are going to get it wrong. We are all going to get it wrong.\u00a0You have\u00a0to realize that and continue learning and continue doing better.\u00a0That\u2019s\u00a0when\u00a0leaders\u00a0might say,\u00a0\u201cThis is too risky.\u00a0I&#8217;m\u00a0not going to do anything.\u201d\u00a0That&#8217;s\u00a0why I use\u00a0the\u00a0word\u00a0\u201cboldly.\u201d\u00a0You need to go boldly toward that discomfort.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Jackie:<\/span><\/b><span data-contrast=\"auto\">\u00a0We often promote people into leadership roles without preparing them. How can new leaders succeed?<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Minette:<\/span><\/b><span data-contrast=\"auto\">\u00a0Even before you take that first management job, ask yourself: \u201cDo I want to be a manager?\u201d We\u00a0may\u00a0think we\u00a0have to be\u00a0a manager\u00a0for\u00a0the prestige\u00a0or\u00a0pay,\u00a0but\u00a0being a leader means being\u00a0interested in the lives of other human beings.\u00a0Get to know\u00a0the people on\u00a0your team.\u00a0What is everyone really good at?\u00a0And what do people struggle with?\u00a0Find out what\u00a0you\u2019re\u00a0missing,\u00a0and\u00a0what\u2019s\u00a0the next person\u00a0you\u2019re\u00a0going to need to hire?<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Jackie:<\/span><\/b><span data-contrast=\"auto\">\u00a0What\u2019s\u00a0the cost\u00a0to\u00a0organizations that\u00a0don\u2019t\u00a0invest in inclusive leadership?<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Minette:<\/span><\/b><span data-contrast=\"auto\">\u00a0The cost is huge. You get disengaged employees. Younger generations\u00a0won\u2019t\u00a0tolerate toxic leadership. They want to be seen and heard.\u00a0You\u2019ll\u00a0lose talent, damage your reputation, and\u00a0fail to\u00a0attract new people.\u00a0Even the talent that you do have,\u00a0you\u2019re\u00a0not going to get the best results from them. If people\u00a0don\u2019t\u00a0feel that their\u00a0viewpoint or\u00a0ideas are welcome,\u00a0they\u00a0will\u00a0only\u00a0give their minimum\u00a0effort.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Jackie:<\/span><\/b><span data-contrast=\"auto\">\u00a0What final message do you want to leave with our readers?<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><b><span data-contrast=\"auto\">Minette:<\/span><\/b><span data-contrast=\"auto\">\u00a0No matter where you are in the hierarchy, you have a role to play in creating a truly inclusive environment.\u00a0Small changes\u00a0in your behavior can make a hugely positive impact. Take that first step. Show up in a way that makes others feel included, welcomed, valued, and respected.<\/span><span data-ccp-props=\"{&quot;134233117&quot;:false,&quot;134233118&quot;:false,&quot;335559738&quot;:240,&quot;335559739&quot;:240}\">\u00a0<\/span><\/p>\n<p><strong>For the complete conversation with Minette Norman, listen to \u201c<a href=\"https:\/\/beyondthecheckbox.com\/elevate-your-leadership-inclusivity-minette-norman\/\" target=\"_blank\" rel=\"noopener\">Becoming a Boldly Inclusive Leader: Insights from Minette Norman<\/a>\u201d on the Diversity: Beyond the Checkbox podcast. To learn more about\u00a0inclusive leadership\u00a0and how your organization can\u00a0unlock the leadership skills that result in better teams and more engaged employees, visit\u00a0our\u00a0<a href=\"https:\/\/thediversitymovement.com\/solutions\/inclusive-leadership-development\/\">Inclusive Leadership Resource Hub<\/a>.\u00a0<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Financial performance is impossible without\u00a0high-performing, engaged employees.\u00a0In fact,\u00a0one study found\u00a0a direct link between inclusive leadership, psychological safety,\u00a0and greater innovation.\u00a0The people-first leadership approach is based on a simple idea:\u00a0If employees\u00a0are taken15<\/p>\n","protected":false},"author":13,"featured_media":14360,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[62],"tags":[79],"tdm_type":[92],"class_list":["post-14373","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-inclusive-leadership","tag-personal-stories","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>The Future of Leadership Is Inclusive: Insights from Minette Norman<\/title>\n<meta name=\"description\" content=\"Author and consultant Minette Norman shares tips for\u00a0transforming team culture and creating\u00a0belonging in the workplace through inclusive leadership.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link 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