Analysis of Inclusive Leadership
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Analysis of Inclusive Leadership
As leaders lead diverse teams in the development of a global organization, it is important that the leaders are adequately prepared on the best leadership approaches and other important resources (Adapa & Sheridan, 2017). This will enable the leaders to cater for the diverse needs of the different team members sufficiently, which is important in enabling the team in achieving the desired goals and objectives. In an organization planting different business operations in different regions across the world, employees with diverse cultural backgrounds will be hired to carry out different responsibilities in the organization (Adapa & Sheridan, 2017). As a consultant leader in a United States corporation aiming to develop business operations in Greece, Singapore, Germany, and Iran, it is important to consider the role of inclusive leadership in strengthening the organizational culture among the diverse global group of employees (Adapa & Sheridan, 2017).
Traits of Inclusive Leadership
Inclusive leadership is a leadership practice, which involves the involvement of all stakeholders in an organization. This means that everyone associated with the organization is involved in the decision-making process by making important contributions and opinions regarding important aspects of the organization (Sweeney & Bothwick, 2016). In forming new teams in different regions, the team members will have diverse characteristics, which make it necessary for leaders to apply the inclusive leadership approach to improve their performance and strengthen the team (Hughes, 2016). One of the traits of inclusive leadership is cultural self-awareness, which is where a leader is aware of his/her cultural beliefs and values, which will enhance how the leader interacts with other team members (Sweeney & Bothwick, 2016).
Being culturally competent is important and helps a leader in leading global companies since these companies will involve employees from diverse cultural backgrounds (Hughes, 2016). This is because cultural companies deal with different cultural relationships, which are necessary in providing information, and different skills, which will improve the performance of the organization. Cultural competence will enable leaders to work effectively with employees from diverse backgrounds (Hughes, 2016). The Global Leadership and Organizational Behavior Effectiveness Program is a cultural assessment tool, which has provided information on different cultural dimensions, which will help in preparing a leader in making important decisions in different regions (Hughes, 2016).
Commitment is also another trait of inclusive leadership and this includes investing in time and other resources to achieve the desired goals. Leaders should be motivated in applying inclusive leadership, which is determined by their values (Sweeney & Bothwick, 2016). Leaders should also posses strong personality characteristics in advocating change in an organization. This can be achieved by investing in employees of an organization and through their actions, which are aimed at inspiring others in the organization (Sweeney & Bothwick, 2016). Leaders can also empower other members of the organization, which will motivate them in joining the leader to achieve the desired goals and objectives of the organization (Sweeney & Bothwick, 2016).

An Analysis of the Key Leadership Skills Required To Create An Inclusive Organizational Culture
Leaders have a great influence on their employees, which is why it is important for leaders to have important leadership skills, which are necessary in creating an inclusive organizational culture (Wuffli, 2016). Key leadership skills may vary from one organization to another depending on the cultural backgrounds of the different employees in the organizations. The GLOBE cultural assessment tool has provided important information on different cultural dimensions, which will be used in determining the important leadership skills to be applied in different regions to create an inclusive organizational culture (Wuffli, 2016). One of the key leadership skills required to create an inclusive organizational culture is being accountable to the organization, which is important in determining any failures or challenges experienced in the organization. Accountability is also important in enabling leaders to take up certain responsibilities which are meant o achieve certain results (Wuffli, 2016).
This is also important since creating an organizational culture may take some time and require continuous effort of the leader. Another key leadership skill required to create an inclusive organizational culture is effective communication which involves being open, speaking clearly, and responding to other team members’ issues and opinions (Wuffli, 2016). Communication is an important skill in addressing culturally diverse team members as this is used to demonstrate respect to different members of the team as well as improve and maintain effective relationships between team members in the organization (Wuffli, 2016). Leaders should identify communication barriers and implement strategies to address these barriers, which may prevent the leaders from effectively communicating with members of the organization. Communication is also important in creating an inclusive organizational culture as it is used to determine different members’ needs and the most efficient ways to address these issues (Wuffli, 2016).
A Review of the Leadership Characteristics That Will Be Most Influential In Creating the Organizational Culture of This Group
Leadership characteristics have a high impact in the creation of an organizational culture of any group due to the influence that a leader has to the group. One of the leadership characteristics that will be most influential in creating the organizational culture of this group is honesty and integrity (Brennan, 2017). This means that a leader is open and transparent which may be determined by how a leader communicates with his/her employees. The willingness to listen and involve the other team members in the decision-making process is also important in creating the organizational culture of this group due to the diverse employee background from the diverse regions (Brennan, 2017). Integrity is also important in directing the group members, which has been indicated to lead to increased trust between team members and the leaders.
This can also be enhanced if leaders act in the best interest of the employees and the organization at large rather than acting on personal interests (Brennan, 2017). Another leadership characteristic that will be most influential in creating the organizational culture of this group is empathy, which involves a leader trying to understand other individual’s perspective. This ability to understand other people’s perspective is important in a leader dealing with individuals from diverse cultural backgrounds in a group setting (Brennan, 2017). This will help the leader in making effective decisions, which will be fair to everyone in the group. A leader can achieve this by involving other members of the organization in the decision-making process where they can share their different views on different aspects of the organization (Brennan, 2017).
How Inclusive Leadership Can Be Applied To This Group In Order To Meet the Challenges and Opportunities Inherent In a Global Environment
A global environment provides opportunities as well as challenges to an organization. However, inclusive leadership can be applied to address these challenges as well as take advantage of the available opportunities in a global environment (Chin, Trimble, & Garcia, 2017). Challenges experienced in different regions are different as well as available opportunities due to the different cultural dimensions. From the information collected by the GLOBE assessment tool, Singapore for example has a high level of future orientation and performance orientation indicating increased opportunities in this region. This is very low in Greece indicating few opportunities in this region compared to other regions (Chin, Trimble, & Garcia, 2017). Inclusive leadership can be applied in the groups in different areas to address the challenges by creating an inclusive workplace, which values all individuals and their diverse cultural backgrounds.
This will motivate the employees in coming up with solutions to address any challenges faced by the organization (Chin, Trimble, & Garcia, 2017). The working environment has an impact on the performance of employees, which also includes how employees handle challenges, which come their way (Chin, Trimble, & Garcia, 2017). Creating an inclusive working environment will enable the organization to accommodate and embrace the diversity in a particular region, which will motivate the employees to contribute to the organization. This is important in identifying solutions to some of the challenging situations in the organization (Chin, Trimble, & Garcia, 2017). Inclusive leadership can also be applied to this group in order to meet the opportunities inherent in a global environment by creating a diverse workforce.
Due to the changing business aspects due to globalization, it is important for organizations to create a diverse workforce, which will give the organization a competitive advantage over other organizations in the same environment (Chin, Trimble, & Garcia, 2017). Inclusive leadership will help an organization in creating a unified organizational culture, which will enable the organization to increase effective talent management. This is important in taking advantage of available opportunities and improves efficiency, which will enable the organization to have a high performance (Chin, Trimble, & Garcia, 2017).
Conclusion
Inclusive leadership is important for organizations aiming at reaching global markets due to the issue of cultural diversity, which cannot be ignored (Adapa & Sheridan, 2017). Organizations applying inclusive leadership will have a competitive advantage over other organizations due to the creation of a unified organizational culture, which is important in helping organizations achieve their desired goals and objectives (Adapa & Sheridan, 2017). Inclusive leadership will also help organizations in understanding the strengths and weaknesses of different cultural backgrounds, which will help the organizations to implement effective measures to take advantage of the opportunities as well as address any expected challenges (Adapa & Sheridan, 2017). Inclusive leadership will also give the different members of the organization the opportunity to participate in the decision-making process. This will provide a more insight on some of organizational factors, which may be difficult to determine from the organizational perspective (Adapa & Sheridan, 2017).
References
Adapa, S., & Sheridan, A. (2017). Inclusive Leadership: Negotiating Gendered Spaces. Cham: Springer International Publishing.Brennan, D. (2017). As A Leader: 15 points to consider to more inclusive leadership. S.l.: Yorkshire publishing.Chin, J. L., Trimble, J. E., & Garcia, J. E. (2017). Global and culturally diverse leaders and leadership: New dimensions and challenges for business, education, and society. Bingley: Emerald Publishing Limited.Hughes, C. (2016). Diversity intelligence: Integrating diversity intelligence alongside intellectual, emotional, and cultural intelligence for leadership and career development. New York: Palgrave Macmillan.Sweeney, C., & Bothwick, F. (2016). Inclusive leadership: The definitive guide to developing and executing an impactful diversity and inclusion strategy – locally and globally. Harlow, England: Pearson Education.Wuffli, P. A. (2016). Inclusive Leadership: A Framework for the Global Era. Cham: Springer International Publishing.

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