The Includer is a key role in Alchemist’s leadership framework. This profile is all about using inclusive leadership to foster an authentic community and creating a positive work environment that is psychologically safe. Without these traits, you may observe teams that feel unsupported, are unsatisfied at work and more likely to suffer from burnout.
Includers are supportive leaders who have a genuine concern for the wellbeing of their team. Their ability to build resilience and support wellbeing in their team is unparalleled and they understand the value in supporting their people through tough times.
Diversity and inclusion are also important to the Includer. As part of their efforts to structure a safe space for all, they care massively about building an inclusive community and making every person feel valued. This, combined with their ability to spot the signs of stress and foster communities in their team make them the front-runners in cultivating a positive atmosphere.
Diversity and Inclusion
Includers thoroughly understand the benefits of diversity. Rather than seeing it as a problem to overcome, they know that leveraging diversity gives them a competitive edge. By working towards a positive experience for every person, they are able to build inclusive teams.
Their inclusive leadership involves skills that create an environment of equity, where each member is valued, heard and seen. It has been shown that inclusive environments boost outcomes such as employee satisfaction and knowledge sharing1. Includers understand this, and use it to their advantage.
Managing Stress
The Includer is fine-tuned in stress management. Not only are they a supportive leader in times of high stress for their team, they are experts at spotting signs of stress or burnout and take measured steps to prevent it.
By having a genuine recognition of each person’s individual experience, both at work and in life, they are able to consider vulnerabilities to stress. Developing an understanding of their people helps them to see the early signs of stress creeping in, giving them time to intervene . Offering resources and support during intense periods can alleviate further pressure on an employee and help them get back on track quicker and easier.
Promoting a healthy work-life balance is important to inclusive leadership. They are heavily invested in their staff wellbeing and actively promote tools and strategies to help in managing stress. Without developing this interpersonal skillset, leaders leave themselves open to missing signs of burnout, which can result in a frazzled and unproductive team.
Psychological Safety
Psychological safety is a high priority for the Includer and research shows that teams with positive psychological wellbeing have a 31% increase in productivity2,3. They strive to create an environment where every person feels safe to express themselves, knowing their voice will be listened to. This leader is the perfect role model in open and non-judgemental communication. They value authenticity and have a genuine interest in learning about others, inspiring their team to model these values, too.
When setbacks occur, they are adaptable. They understand how to use available resources to overcome obstacles. By reacting positively to potential stressors, they support their environment of psychological safety at work.
Positive Work Environment
This leader knows how to create a positive work environment. They make deliberate efforts to build a community in the organisation. Includers encourage collaborative working and always lead by example to foster a truly positive atmosphere and inspire collective commitment.
Recognising their team’s achievements, as a function or at an individual level, is important to the Includer. In doing so, they make sure that every member knows that they are valued. By helping them understand the value in their contributions, they are able to inspire and motivate their people.
Encouraging social relationships, cross-functionally and in their own team, creates a stronger sense of community under inclusive leadership. This approach gives employees a firm sense of belonging and increases cross-functional collaboration, delivering better results across the organisation.
Another key skill that the Includer has in fostering a positive atmosphere is mitigating negativity. The effects of an under-productive or negative employee can be detrimental to the maintenance of a healthy culture. The rest of the team can feel disgruntled and disengaged. By encouraging mutual understanding and turning conflict to collaboration, they are able to lessen the impact that these individuals have on others, leaving behind a healthy, balanced ecosystem.
Evidently, Includers are vital to the harmony of a business. Without having this leader’s skills in facilitating psychological safety, inclusivity and well-being, organisations risk a culture of low morale, low productivity and high staff turnover. Spending time nurturing the natural competencies of an Includer helps them facilitate a stronger, inclusive team that values diversity. Their ability to bring people together and create a sense of community can be invaluable inside an organisation and inspire collective commitment.
Leadership Development: Support The Inclusivity Of Your Team
To enhance the inclusion skills of your leaders, as well as their ability to promote well-being and foster a positive work environment in their team, you might need to consider a leadership development programme that focuses on the Includer. Together we can build a learning journey for your leaders that works to build a plethora of inclusive leadership skills. We can balance their innate abilities with new-found knowledge to develop a holistic approach to leadership. Speak to an Alchemist today to find out more.
1Hoghuis et al, 2016
2Lyubomirsky et al, 2005
3World Economic Forum, 2022