In my last post, I explored how the concept of “cultural fit” can unintentionally reinforce bias, limit innovation, and create exclusion. But dismantling these systemic patterns isn’t just about shifting hiring practices—it starts with the leaders themselves. So, how can leaders embody the values necessary to drive inclusion and built innovative teams?
Leading by Example
Leadership isn’t just about setting strategy or hitting metrics. It’s about modeling behaviors that signal to your team what’s valued—and what isn’t. If you want your team to embrace diversity and fresh perspectives, you have to show that you do, too. Ask yourself:
- Do I seek out viewpoints different from my own? Or do I surround myself with people who reaffirm what I already believe?
- Am I creating psychological safety? Can my team speak up, challenge ideas, and bring their whole selves to work without fear of repercussion?
Expanding Your Own “Fit”
As leaders, we often have unconscious preferences—for certain communication styles, problem-solving approaches, or professional backgrounds. But inclusion starts when we challenge our own biases. Reflect on these questions:
- What assumptions am I making about who “fits” my team?
- How can I expand my definition of what “good” looks like?
One way to start is by making curiosity a leadership habit. Instead of defaulting to, “This person isn’t a fit,” consider, “What strengths or experiences could they bring that we’re currently missing?”
Aligning Values with Action
Inclusion isn’t a static goal—it’s an ongoing process. Leaders need to model and operationalize values like equity, openness, and curiosity. Here’s how:
- Invest in Your Own Training: Don’t just focus on DEI training for employees; ensure you are equipped to identify and mitigate your own biases.
- Invite Accountability: Ask for regular feedback from your team about how inclusive your leadership feels.
- Make Space for Growth: Inclusion isn’t about perfection. Show your team you’re willing to learn, adapt, and grow.
A Client’s Journey Toward Inclusion
One of my clients, a senior executive at a global finance organization, came to me feeling stuck. Despite hiring top talent, his team struggled to collaborate effectively, and innovation had plateaued. Through our coaching sessions, it became clear that his definition of “cultural fit” was inadvertently creating a homogenous team—one that reflected his own communication style and decision-making approach.
We worked together to uncover his unconscious biases and redefine what he looked for in team members. Instead of focusing on who would “easily integrate,” he began asking, “Who can challenge my thinking and push this team to grow?” He also implemented structured ways to invite diverse perspectives—from anonymous brainstorming sessions to rotating leadership roles in meetings.
The results were transformative. Not only did his team’s engagement scores improve, but they also launched two breakthrough initiatives that year—ideas sparked by team members who previously felt unheard. By shifting his focus from “cultural fit” to “cultural contribution,” he didn’t just change his team—he changed the trajectory of his organization.
The Ripple Effect of Inclusive Leadership
When leaders expand their own perspectives and embrace cultural contribution over cultural fit, they set the tone for the entire organization. This doesn’t just drive innovation and performance; it creates workplaces where people feel valued, heard, and empowered to bring their best selves to work.
Are you ready to take that first step? The journey toward inclusion starts within—by reexamining how you lead and the legacy you’re building.
