Innovating at the Crossroads of Sustainability and Inclusion

Folks often think that inclusion and sustainability as two different things, but they are more deeply connected than we could possibly realize. Just like inclusion strives to empower marginalized voices, sustainability aims to protect our planet for future generations. These principles both advocate for equity—whether environmental or social—and ensure that the most disadvantaged groups of people are prioritized in decisionmaking. Today, I want to spotlight a few inspiring leaders who are proving that the future of business lies at this intersection.

Sustainability Champions Leading the Way

Take a look at Danat Tekie from EY , who has consistently demonstrated that leadership means listening, especially when it comes to advancing both sustainability and inclusivity in the corporate world. In the same vein, Nodin E. Midtskog Ennals is making waves in the maritime industry, challenging traditional norms to create a future where our oceans are protected and maritime practices are more sustainable.

In the Nordic tech sector, Turi Regine Pettersen at Advania Norge is leading the charge, ensuring that sustainability isn’t just a buzzword but a core practice. From advancing renewable energy to promoting green technology, Turi's efforts are shaping the way technology can support a cleaner and more inclusive future. Another absolute powerhouse is Astrid Rønning Skaugseth from SHE Community who hosts the SHE Conference. She is at the heart of global conversations about sustainability and gender equality, proving that these two goals are inseparable.

Departing from the Nordics, I've been deeply inspired by Talke Schaffrannek at BASF , who is championing the circular economy, showing that true innovation lies in minimizing waste and maximizing resource efficiency. Lastly and ending back in Norway, yi cheng's work at Huawei Norge showcases the ESG commitments that prove large corporations can—and should—take responsibility for their environmental impact, without losing sight of inclusivity.

Key Takeaways:

• Inclusion and sustainability are interconnected: Both advocate for long-term equity, ensuring that every person and the planet itself have a future.

• Leaders in diverse industries are proving that change is possible: From technology to maritime, inclusion and sustainability can thrive together.

• Innovation thrives in inclusivity: The circular economy and ESG initiatives show that inclusive practices lead to sustainable business models.

Lesson Learned: When inclusion meets sustainability, it’s not just about “doing less harm”—it’s about doing more good. 🌍🤝

P.S. Want to be part of the change? Follow and connect with Danat Tekie , Nodin E. Midtskog Ennals, Turi Regine Pettersen, Astrid Rønning Skaugseth, Talke Schaffrannek, and yi cheng to learn how they are reshaping industries by blending inclusion with sustainability!

Is Your Black History Month Celebration Real or Just For Show?

As October rolls around, many organizations in the UK and beyond mark Black History Month with a series of events, social media campaigns, and corporate gestures. But once October ends, are these efforts truly meaningful, or just performative? Tokenism - the superficial inclusion of underrepresented groups to appear diverse without meaningful action - can turn what should be a powerful moment of recognition into a shallow marketing strategy.

When Diversity Feels Like a Checklist

Cultural months like Black History Month can easily slip into the trap of tokenism. Many companies use this time to showcase Black historical figures, host panels, and release themed content, only to return to business as usual when the month ends. Is this truly making Black folks feel seen and heard, or is it simply checking off a box on the corporate inclusivity agenda?

Even worse, organizations often reduce complex historical figures to simplified icons of "hero worship." Figures like Mary Seacole or Malcolm X are celebrated for their achievements, but the broader context of their struggles and criticisms of the systems they fought against often goes unmentioned. Oversimplifying these legacies robs us of the opportunity to understand their full contributions and leaves the work of challenging systemic issues undone.

Takeaways: How to Avoid Tokenism

• Engage Year-Round: Ensure Black voices are heard throughout the year, not just in October. Establish consistent opportunities for them to share their perspectives and grow in leadership roles.

• Go Beyond the Surface: Incorporate meaningful and sustained DEI efforts into your organization's DNA. Make policy changes, offer inclusive leadership training, and embed diversity into everyday business strategies.

• Honor Complexity: Celebrate Black historical figures with their full stories in mind. Don’t reduce them to oversimplified narratives; honor the challenges they faced and the systems they sought to change.

Lesson Learned: Don’t Let Celebration Replace Real Change

Celebrating Black History Month isn’t just a chance to show off diversity. Token gestures without follow-through don’t inspire lasting change. Real inclusion requires sustained, intentional action—October or not.

P.S.

Want to know if your organization’s DEI efforts are meaningful or just for show? Engage with your employees and invest in lasting change. 🌟

Big News! Announcing the 2025 Inclusive Leadership Tour

I’m thrilled to finally announce the launch of the 2025 Inclusive Leadership Tour! After months of planning, and thanks in large part to the amazing promotional support of Miguel Heinonen, MBA and Whitefriar , the marketing advice of Oksana Koriakova at Impero , , the phenomenal training on running a speaker business of Michael Arnot and Marty Wilson CSP at MainStage Speaker Business Academy and the support from the amazing team at Inclusive Creation , Anne Igeltjørn , Regont Arnori , Sumita Kunashakaran and Bridget Price, I'm gearing up to hit the road and bring dynamic, hands-on keynotes and workshops to cities across Europe. This tour is all about transforming inclusion promises into real, actionable practices—and I so excited to share it.

What’s Coming: Packed Bags, Big Ideas, and Unforgettable Lessons

The tour will be packed—literally! I've been preparing interactive tools, from The Sins and Wins of Inclusivity to the always-popular Inclusion Game. This isn’t just a series of talks—it’s an experience. At every stop (five cities so far!), I'll dive deep into the challenges of inclusive leadership with humor and heart. Whether it’s my “Shut the F#ck Up and Lead Inclusively” keynote or a collaborative workshop, you can expect laughs, real talk, and actionable steps to build truly inclusive environments.

Each city I visit will get a session designed specifically for its unique needs. I'm not here to deliver cookie-cutter content—I'm co-creating solutions that stick, and I'm excited to work with leaders who are ready to step up and make inclusion a core value.

Takeaways for You:

• Engage with Humor: Expect to learn through laughter as we break down the barriers to inclusion using humor and real stories.

• Tailored for You: Every session is customized to address local leadership challenges and opportunities.

• Interactive & Fun: It’s not just talking—it’s doing. My stories and games make inclusion feel real and actionable.

Lesson Learned:

Inclusion isn’t just a nice idea—it’s an ongoing commitment to action. And with the right preparation and mindset, we can make space for everyone. So remember, “when you lead with laughter, you make room for action!”

P.S. There are still a few dates available, and I’d love to bring the tour to your city or organization! If you’re ready to get serious—and have a bit of fun—about inclusion, drop into my DM's and let’s make it happen! 🎤🌍

Breaking Bias in AI: The Fight for Fairness and Profit

Artificial intelligence can be like a rowdy toddler—smart but unpredictable, especially when it comes to fairness. While it holds incredible potential, it’s not immune to bias, often reflecting prejudices buried deep in the data and the people who create it. Recently, I was featured in a news article by Forskning where we explored how we can prevent AI from serving up answers with built-in biases. Tackling this issue isn't just about ethics—it's also good business. Ensuring AI is inclusive opens doors for better products, a broader customer base, and, ultimately, higher profits.

AI’s Big Blindspot: Hidden Bias

Artificial intelligence, despite being seen as cutting-edge, can be blind to fairness. This happens when AI systems are trained on data that reflects historical inequalities, leading to biased decisions. These biases could show up anywhere—from hiring processes to customer service chatbots. But here’s the kicker: it’s not just the algorithms. The people behind the algorithms—those developing and deploying AI—are just as crucial. In the Forskning article, we discussed how diverse teams and inclusive workplaces are key to ensuring AI systems are equitable and fair.

When teams are made up of people with different backgrounds, perspectives, and experiences, they’re more likely to spot overlooked issues with the data and question biased outcomes. Without that diversity, companies risk reinforcing the same old patterns of exclusion.

Key Takeaways:

• Diverse teams drive fair AI: Inclusive workplaces help identify and fix bias before it harms your business.

• Bias-proof your AI: Start by using diverse data, and keep testing for fairness as you go.

• Ethics = Profit: Businesses that prioritize fairness in AI will attract more customers and build stronger brands.

Lesson Learned: Inclusion Is the Profit Engine

AI needs diverse minds to be truly inclusive. Fix the bias, and you’ll unlock a world of new opportunities.

P.S.

I want to extend my heartfelt thanks to Kristiania University College and Taran Cecilie Skjerdal for making this article possible!

Trust, Leadership, and Inclusion: Lessons from Bangladesh

Today I got to meet with Tanjil Ahmed Ruhullah FCILT BSc (Hons) LLB (Lond.) and Asif Iqbal, at Interport Maritime Ltd. It honestly felt like a masterclass in inclusive leadership. They are both dynamic leaders who absolutely embody the ethos of diversity, equity, and inclusion. Tanjil shared how Interport, a company launched in 2021, is rapidly growing and Asif showcased his vision for shaping the future of corporate leadership in Bangladesh through a culture of trust, mentorship, and inclusivity.

Inclusive Leadership at Work: Building on Shared Experiences

Interport’s focus on cultural diversity and inclusive practices is one of the driving forces behind their success. Asif reflected on how their company brings together people from different backgrounds, men and women from Bangladesh and beyond, to create a more efficient, welcoming workplace. Breaking with traditions, they are leading, inspiring, and breaking barriers. Asif also highlighted the importance of trust as the foundation of leadership—Interport fosters this trust through mentorship programs and inclusion initiatives.

One of the more heartwarming aspects of our conversation was their shared passion for storytelling. The illustrtations from “The Sins and Wins of Inclusive Leadership” have not only resonated with him personally but are tools he can share at both work and home. They even floated the idea of publishing a Bangla version of the book to make it accessible to the next generation of Bangladeshi leaders.

Key Takeaways:

• Cultural Diversity: Celebrating diverse experiences and encouraging collaboration between men and women has created a thriving and innovative work culture in Bangladesh.

• Trust and Mentorship: Trust is at the core of leadership at Interport, supported by mentorship programs that empower employees from all walks of life.

• Future of Training: They have a shared vision of a future where leadership training in Bangladesh includes everyone, regardless of background, breaking traditional norms and embracing diverse talents.

Lesson Learned:

“Inclusion, trust, and diversity take time", but as Tanjil says—"take it one step at a time, and the milestones will follow!”

P.S. If you’re as excited as I am about promoting inclusive leadership in Bangladesh, reach out! Tanjil and Asif are laying the groundwork for a more inclusive future, and they could use your support—whether that’s sponsoring a local leadership book launch or getting involved with their mentorship programs.

Confidently Inclusive: The Key to Powerful DEI Conversations

The reality is that bringing up Diversity, Equity, and Inclusion (DEI) can feel uneasy at best, especially when you're not the one holding all the power. Often, the people facing exclusion are the ones expected to speak up, and that can feel incredibly intimidating. But here’s the truth: you don’t need all the power to make an impact. I created the Confidently Inclusive workshop, inspired by the outstanding work of Nadia Mastantuono, Fiona Onochie, and Tamara Dancheva at GSMA, to give folks the tools to confidently guide DEI conversations. My 11-step methodology helps you hit your audience where it matters—in the head, the heart, and the hands—so you can turn challenging talks into opportunities for real change.

Power Dynamics in DEI Conversations

Here’s what I’ve seen happen too often: those who face exclusion are the ones bringing DEI issues to those in power. It’s like trying to fight an uphill battle. But when you’re confidently inclusive, you approach those conversations with a strategy that helps you change the way people think and act. I created my 11-step framework—to help people handle DEI conversations, even when the power dynamic feels lopsided.

• Head: Appeal to logic. Show the data that proves why DEI matters—from productivity to employee retention. Your audience needs to understand that DEI isn’t just about doing the right thing; it’s smart business.

• Heart: Connect emotionally. Tell your personal story. People respond to emotion, so don’t shy away from making it personal. When you can tie your own experience to a larger issue, it creates empathy and understanding.

• Hands: Inspire action. Give your audience a concrete reason why they should take action. Whether it’s about better team collaboration, innovation, or even profit margins, show them why DEI benefits everyone.

You don’t just want your audience to think about DEI—you want them to feel it and then do something about it.

The 11 Steps to Confidently Inclusive Conversations

Here are 3 of the 11 key steps from my framework that will help you steer these conversations with clarity and confidence:

• Trust Anchors: Build trust by linking your message to values everyone can agree on—like fairness or innovation.

• Yeah But, Yes!: Address the inevitable objections head-on. When people in power push back, acknowledge their concerns but keep reinforcing your message with confidence.

• Killer Fact: This step involves delivering a surprising fact or statistic that sticks with your audience long after the conversation is over.

The Confidently Inclusive method isn’t just a list of ideas—it’s a unique strategy that combines emotional, logical, and practical appeals to make sure your message lands and drives action.

Key Takeaways

• Hit the Head, Heart, and Hands: Use facts, emotions, and clear calls to action to persuade your audience to think and act on DEI issues.

• Prepare for Pushback: Know that resistance is coming, and have your data, story, and strategy ready.

• Everyone Deserves a Voice: Even if you don’t have the power, you still have the right—and the tools—to speak up.

The Lesson: Confidence Creates Connection

Being confidently inclusive means knowing how to balance emotion, logic, and action. When you can hit your audience in the head, heart, and hands, you turn a tough conversation into an opportunity for real change.

P.S. Ready to master DEI conversations? Contact me about my 11-Step Confidently Inclusive workshop to learn how to drive your DEI messages home. And shoutout to Nadia Mastantuono, Fiona Onochie, and Tamara Dancheva for inspiring this work with their incredible leadership at GSMA!

Cold Boss or Office Mom? The Toxic Labels Holding Women Back

It’s a story I've heard from so many women in leadership: If you’re too assertive, you’re labeled cold or aggressive, and if you’re too nurturing, you’re cast as the office "mom." This Catch-22 puts women leaders, especially women of color, in a constant battle to balance warmth and authority. Meanwhile, their male counterparts don’t face the same dilemma. In fact, men are often rewarded for behaviors that penalize women—empathy makes them seem approachable and beloved, while being cold is seen as a sign of strength and drive.

The Leadership Double Standard

Women leaders walk a fine line between being too "soft" or too "harsh." They are expected to manage with empathy, yet any deviation from a stereotypically nurturing role is met with criticism. As I've been told by leaders like Belén Luna Sanz, Julia Goering, Patricia Auseth, Ingrid Woodhouse, and Beate Nygardshaug, there’s power in staying authentic and leading from a place of inclusion and balance, rather than conforming to outdated molds of leadership. Their approach to leadership reflects strength through empathy, decisiveness with care, and a commitment to leading inclusively.

At the intersection of gender and race, the situation worsens. Women of color face compounded bias, where they are often seen through a harsher lens and judged more negatively. Men, on the other hand, are praised no matter how they choose to lead. When they show empathy, they are celebrated for being approachable and caring, and when they are cold, they’re admired for their stoicism and strength.

Key Takeaways

• Toxic Traits for Survival: Women often feel pressured to adopt traditionally masculine traits, perpetuating a cycle of toxic leadership.

• Intersectionality Matters: The biases faced by women leaders are heightened for women of color, who experience multiple layers of discrimination.

• Men vs. Women: Men are rewarded for empathy and stoicism alike, while women can be penalized for both.

Lesson Learned

Don’t trade authenticity for authority. Confidence isn’t cold, and kindness isn’t weakness!

P.S. Shout out to leaders like Belén Luna Sanz, Julia Goering, Patricia Auseth, Ingrid Woodhouse, and Beate Nygardshaug—who show us that you don’t have to choose between empathy and effectiveness. How are you navigating this Catch-22? Let’s continue the conversation in the comments!

Balancing Ego and Advocacy: The Challenge of Letting Go

Lidia Best , CPACC dropped into my DMs recently to give me a nudge, and not the kind I could brush off. She pointed out that my dynamic captions, which I’ve been so proud of, weren’t accessible for the Deaf and hard-of-hearing communities. Dynamic captions are animated, often moving text that highlights specific parts of speech or visually syncs with the tone of the video. They’re flashy and engaging, often used by content creators to add a bit of flair. But here’s the catch: unlike static captions, which provide straightforward, consistent text at the bottom of the screen, dynamic captions can be difficult to follow for those who rely on captions for accessibility. My first reaction? Defensiveness. I mean, I knew about the accessibility issues, but I loved those captions. They’re flashy, fun, and let me play in the same league as younger creators with huge followings. They felt like a badge of pride—a sign that I was keeping up with the times.

Caught Between Passion and Responsibility

Lidia’s message forced me to confront the tension between my identity as a creator, a scientist, and an advocate. I had invested a lot—emotionally and financially—in the software that made those dynamic captions possible. They allowed me to produce content that felt fresh and engaging, and let’s face it, a bit flashy. But Lidia’s gentle, yet firm, reminder brought me back to the core of what I stand for: inclusion. My initial response to her was to question the standards, cite research, and cling to my beloved captions. But as our conversation unfolded, it became clear that my personal attachment was at odds with the values I’ve committed to championing.

Key Takeaways

• Balance Ego and Advocacy: It's easy to get attached to the tools and methods that make us feel relevant and creative, but advocacy requires a readiness to prioritize inclusion over personal preferences.

• Listen to the Community: Data is important, but the lived experiences of those we aim to include are just as critical. Dynamic captions may look cool, but they weren't working for the Deaf and hard-of-hearing communities I’m committed to supporting.

• Continuous Learning: Leadership in inclusion means recognizing when it's time to adjust, even if it’s uncomfortable. I needed to let go of the dynamic captions, knowing that inclusivity has to come first.

Lesson Learned

Advocacy over ego, every time. It’s tempting to stick with what makes us feel innovative, but if it isn’t accessible, it’s not truly innovative.

P.S. Let's keep pushing for evidence-based standards in accessibility—Lidia and I have more work to do, and I’m grateful she spoke up. Tagging Lidia Best , CPACC Best and 🦻 Meryl Evans, CPACC (deaf) for their ongoing advocacy, and encouraging you all to join the conversation.

Solving Big Challenges with Inclusive Leadership: Lessons from a Long-Time Colleague

Last week, I caught up with an a couple of long-time colleagues, John Smith and Randy Louden, two people I’ve known since the earliest days of my career at Citi! Our conversation revolved around the massive organizational changes large multinational companies often face. We discussed the immense challenge of putting into practice new solutions to tough problems and doing so without alienating anyone and ensuring everyone feels they belong in the new version of the company. This got me thinking about how inclusive leadership is not just a buzzword—it’s the key to successfully driving large-scale change.

How Inclusion Drives Innovation in Complex Times

Large organizations, especially multinationals, face significant challenges when implementing changes that affect their entire structure. As companies scale and diversify, the complexity of these changes grows exponentially. The stakes are high: a misstep can lead to employee discontent, customer alienation, or even reputational damage. However, inclusive leadership offers a roadmap for navigating these challenges.

Inclusive leadership is about more than just making space for diverse voices—it’s about actively involving these voices in decision-making processes. When leaders create environments where everyone feels empowered to contribute, the solutions they develop are not only more innovative but also more sustainable. This approach turns potential pitfalls into opportunities for growth, ensuring that no one is left behind as the organization evolves.

Key Takeaways:

• Empowerment Leads to Innovation: By using their power to create space for new voices, leaders can unlock innovative solutions to complex problems.

• Sustainable Change Requires Inclusivity: Changes that consider the perspectives and needs of all stakeholders are more likely to succeed and be embraced by everyone involved.

• Avoid Alienation Through Collaboration: Ensuring that everyone feels they belong in the new structure prevents employee discontent and fosters a unified, motivated workforce.

Lesson Learned: Inclusion Equals Solutions

When facing large-scale change, remember this: inclusion equals solutions. By making inclusivity a central part of your leadership strategy, you not only address the immediate challenges but also lay the groundwork for a more resilient and innovative organization.

P.S. Ready to lead your organization through change with inclusive practices? Let’s chat! Reach out to explore how inclusive leadership can help you solve your toughest challenges and create a thriving workplace for everyone.

When Prioritizing Women Causes a Man-Sized Outcry

During the pandemic, a university leader faced a tough decision: how to bring researchers back to their offices while balancing the unique challenges posed by remote work. Aware of research showing that women, particularly those in heterosexual couples, were shouldering the brunt of childcare and domestic labor, he proposed prioritizing young women researchers' return to the office. The response was mixed—appreciation from the women and anger from older men who felt slighted.

Understanding the Challenges of Inclusive Leadership

When leading inclusively, decisions often involve navigating complex dynamics and diverse needs. This university leader's attempt to address the gendered impact of remote work during the pandemic is a prime example. The decision, rooted in empathy and data, recognized the unequal burden on women. However, the backlash from some male colleagues underscores the challenges leaders face when making choices that disrupt traditional expectations. Balancing inclusivity often means some will feel left out, especially when the status quo is challenged.

Key Takeaways

• Inclusive leadership requires tough decisions: Addressing inequities means acknowledging and acting on uncomfortable truths, which might not always please everyone.

• Empathy is essential: Understanding the unique challenges faced by different groups can guide more equitable decisions.

• Prepare for pushback: Inclusive decisions can provoke resistance, especially from those who feel their privileges are being challenged.

Lesson Learned: Empathy Over Entitlement

When you lead with empathy, you may ruffle a few feathers, but it’s a necessary step to ensure everyone has the chance to spread their wings.

P.S. Let’s continue this conversation. What tough decisions have you made in your leadership role that sparked a debate? Share your story in the comments below!

Why "Boring" is the Ultimate Failure in Leadership

If there's one thing I never want to be called, it's "boring." I'd rather have my students—and yes, even my audience—leave feeling challenged than walk away with nothing but apathy. This isn't about shock value; it's about impact. And in leadership, the stakes are even higher.

The Danger of Playing It Safe

In the world of inclusive leadership, playing it safe often equates to being irrelevant. Leaders who aim to avoid controversy or discomfort end up stagnating, losing the very talent they wish to cultivate, and failing to foster an environment of innovation. Why? Because they’re too afraid to take risks. When you avoid the hard conversations, you lose the opportunity to grow. And if you're not growing, you're just standing still while the world moves forward without you.

Key Takeaways:

• Risk Over Comfort: Embrace discomfort to foster innovation and growth.

• Impact Over Approval: Aim to challenge your team, not just to please them.

• Engagement Over Apathy: Keep your audience engaged, even if it means they won’t always agree with you.

Lesson Learned: Be Bold Never Be Boring

Leaders, remember this: playing it safe is the quickest way to become irrelevant. If you want to make a difference, you need to be bold, not boring. Push boundaries, invite discomfort, and, most importantly, keep your audience engaged—even if they don’t always like you.

P.S. What risks are you taking to avoid being boring? Share your stories, and let’s keep the conversation going!

Young Minds, Old Biases: A Conversation I Had on Inclusivity in Private Schools

In an international private school nestled in the heart of London, young students are wrestling with age-old biases. My colleague’s nephew, a bright and inquisitive student, shared some unsettling conversations he had overheard among his peers - the notion that girls are inherently less smart and destined to earn less than boys. Despite the school's prestigious status and diverse community, these ingrained prejudices have persisted, showcasing the pervasive influence of societal norms, values, and beliefs.

The Early Roots of Bias

It’s disheartening to hear that even in environments designed to cultivate the leaders of tomorrow, children are still battling the prejudices of the past. My colleague’s nephew, two grades ahead of the younger students, noticed how boys confidently asserted that girls are not as smart and regardless, it wouldn't matter because they would earn less anyway. This assumption, shared in hushed tones or blatant declarations, illustrates how early biases take root. Despite the progressive curriculum and diverse student body, the echoes of outdated gender roles resonate loudly.

Key Takeaways

• Early Intervention Matters: Children form biases early, making it crucial to address inclusivity from a young age.

• Influence of Environment: Even in progressive settings, societal and familial influences play a significant role in shaping beliefs.

• Inclusivity as a Life Skill: Emphasizing inclusion as a fundamental life skill is essential for fostering a genuinely equitable society.

Lesson Learned

Biases bind us, inclusivity frees us! It's clear that if we don’t actively teach inclusivity as a vital life skill, just like critical thinking or communication, these outdated beliefs will persist. By embedding inclusivity into every aspect of education and daily life, we can help dismantle these harmful stereotypes.

P.S.

Let's champion inclusivity beyond the workplace! How are you fostering inclusive values in your community?

Trust Issues? Let's Talk Communication and Transparency

When I asked 37 students about the biggest challenges to trust in leadership, their responses revealed a common theme: a lack of communication and transparency. They described situations where leaders kept important information to themselves, made decisions without team input, and broke promises. This kind of environment fosters distrust and disconnect and is the opposite of inclusive.

Communication and Transparency: The Heartbeat of Trust

Imagine working in a place where decisions are made behind closed doors and changes are sprung on you without warning. It's frustrating, right? My students shared stories of leaders not informing employees about upcoming changes, decisions made without consultation, and promises that were never kept. It's no surprise that such practices lead to a breakdown in trust and an environment where inclusion is not even on the radar.

Key Takeaways for Building Trust:

• Open Communication: Share information openly with your team. Transparency builds trust.

• Inclusive Decision-Making: Involve your team in decisions. It makes everyone feel valued and respected.

• Keep Your Promises: If you make a promise, keep it. Consistency in actions builds credibility.

Lesson Learned: Keep It Clear, Keep It Open

Transparency fosters trust; secrets create rust. Being open and honest with your team is not just good practice, it's essential for a healthy work environment.

P.S. Ready to enhance your leadership skills? Dive into resources on inclusive leadership and discover how you can transform your team's trust dynamics. Visit my website for more insights!

This Is Why Being Nice is the Ultimate Act of Inclusion

Have you ever seen the look on someone's face when you say something nice to them? Or notice how kindness can change the entire vibe of a room? I hear a lot about how we can promote inclusion through policies and diversity training. And while these efforts deal with systems-level issues of inequality, I've often found that the simple act of being nice is a game-changer. I met with Cristina Paupini recently, and she inspired this inquiry into how niceness can be a cornerstone of inclusion and how it can revolutionize your workplace.

The Importance of Kindness

Respect and kindness are the bedrock of any inclusive environment. The saying "respect is earned, not given" is completely outdated and counterproductive. Respect should be a given, not a privilege to be earned. When we approach every interaction with kindness, we foster a positive, uplifting culture that benefits everyone.

The Misconception About Niceness

There's a common myth that being nice is a sign of weakness or that it demands too much personal effort or vulnerability. The truth is, being nice is free. And vulnerability, especially in leadership positions, can create rapport and build loyalty in teams. Best of all, being nice doesn't take much time or effort. But it does take a toolbox that many of us aren't equipped with.

Learning to Be Nice

Kindness isn't just an innate trait; it's a skill you can develop. Personal reflection and mindfulness can help you become more aware of your behavior and its impact on others. By consciously choosing kindness, everyone in the workplace can contribute to a more inclusive culture.

Practical Tips for Cultivating Kindness in the Workplace

• Listen Actively: Show genuine interest in your colleagues' opinions and experiences.

• Express Gratitude: Regularly acknowledge and appreciate the efforts of others. Be generous with your praise and frugal with your criticism.

• Offer Support: Be willing to help others without expecting anything in return.

• Encourage Inclusivity: Actively include others in conversations and decisions.

• Reflect on Your Actions: Regularly assess how your behavior affects those around you and make adjustments as needed.

Kindness is Key

Being nice is a simple yet powerful way to promote inclusivity at work. It's about treating people with the respect and kindness they deserve, creating a culture where everyone feels valued and included. As we work to build more inclusive organizations, let's not forget the transformative power of kindness.

Kindness Creates Connections

Kindness isn’t just about being nice; it’s about building bridges. When we lead with kindness, we create a culture of connection and belonging.

P.S.

Want to make a real impact? Start small. Make a conscious effort to be kind every day and watch how it transforms your workplace. Share your experiences with kindness and inclusion in the comments below or reach out to discuss more ways to foster an inclusive environment!

Unpacking the State of Inclusive Leadership in Norway

A survey in 2023 by Inclusive Creation of over 500 professionals in Norway provides a clear picture of the current state of inclusivity in organizations, highlighting where we excel and where we need to push harder.

What's the Real Deal with Inclusive Management?

When asked to rate inclusive management on a scale of 1-5, younger folks (under 40) and those over 50 gave lower ratings. Both men and women, across all ages, echoed similar sentiments. Regions like Vestland and Viken also rated inclusive management lower than others. This points to a pressing need for improving our inclusive leadership practices across the board.

The Comfort Zone Dilemma

Feeling comfortable voicing opinions is crucial for a healthy workplace. Yet, the data shows that people in their 30s and 50s, especially women, report lower comfort levels in sharing their thoughts. Viken and Rogaland regions also lag in this area. Creating an open and safe environment for everyone to speak up is a clear opportunity for improvement.

Active Inclusion in Decision-Making: A Work in Progress

Active inclusion of diverse perspectives in decision-making processes received lower ratings from older respondents (above 45), and women rated it lower compared to men. Regions like Viken and Vestland also see room for improvement. It’s clear that while we might be making strides, there’s still work to be done to ensure everyone feels their voice is heard and valued.

Key Takeaways

• Inclusive Management Needs a Boost: Across all demographics, there’s a call for more inclusive leadership practices.

• Comfort in Communication: Creating a safe space for all voices, especially those in their 30s and 50s and women, is essential.

• Inclusion in Decision-Making: Strengthen efforts to actively include diverse perspectives, particularly focusing on older employees and regions like Viken and Vestland.

Let’s Get Inclusive: Actions Speak Louder Than Words

Leadership isn’t just about making promises; it’s about taking action. Improving inclusive practices in management, encouraging open communication, and ensuring diverse perspectives are genuinely considered in decision-making processes are steps we must take seriously. Remember, inclusive leadership is about turning promises into practices and making sure everyone feels they belong.

P.S.

We’ve identified where we need to improve. Now, it’s time to act. Encourage your leaders to foster an environment where everyone feels valued and heard. For more insights and actionable strategies, visit my website and discover how we can work together to enhance inclusive leadership in Norway. Let's make inclusion a daily practice, not just a promise!

Turning Tasks into Trust: Fostering Inclusivity in Remote Teams

When the pandemic pushed us all into remote work, one team I worked with fell into a common trap: they started to see each other as to-do lists rather than as human beings. To shake things up, we hosted a fun workshop that had nothing to do with their jobs. Instead, we dived into innovation in an area totally outside their traditional comfort zones. The results? They laughed, they joked, they smiled, they told stories, and they found new ways to connect and see each other as more than just coworkers.

When No One Wants to Turn Their Camera On

Running this workshop highlighted a big issue many remote teams face: losing personal connections. It’s easy to see each other as just emails and names plastered across black screens in Zoom calls. My solution was a workshop that evened the playing field and encouraged genuine interactions. By the end, they were not just solving the challenge I'd given them but sharing personal stories and interests, laughing, and connecting on a deeper level.

Key Takeaways

• Online Microaggressions Matter: Being mindful of language and tone in virtual meetings can prevent misunderstandings and foster a respectful environment.

• Inclusive Virtual Team Meetings: Encourage participation from everyone, use icebreakers, and ensure all voices are heard.

• Work-Life Balance: Respect diverse working hours and personal situations, offering flexibility to maintain a healthy balance.

The Lesson I Learned

Fun and laughter are powerful tools for building openness and trust. When teams connect over shared experiences outside of their usual work, they build camaraderie and compassion.

P.S.

Ready to transform your remote team into a more inclusive and connected group? Reach out and we can build a custom workshop focused on the non-work-related topic of your choice!

Embracing Failure Publicly: The End of Ser Innovation and the Joy of Building Something New

After three incredible years, the journey of Ser Innovation is coming to an end. Helene Rogne, Andrea Bjørge, and I have decided to close our company. It’s a bittersweet moment as well as a celebration to have the chance to reflect on the creativity, learning, and growth we shared.

The Baya Box: A Legacy of Innovation

One of our proudest achievements was creating the Baya Box, a card game designed to teach children about innovation, creativity, and critical thinking. For me, this game was more than a product; it was a meaningful tool that had the potential to bring joy and learning. We designed each card using cartoons and simple and engaging challenges in order to foster teamwork, brainstorming, visualizing, evaluating, and presenting skills in kids. It’s tough to say goodbye to something that had the potential to be so impactful, but the experience for me has been invaluable.

Key Takeaways from Our Journey

• Embrace Failure: Publicly facing failure isn’t easy, but it’s a vital part of learning and growing for any entrepreneur.

• Celebrate Achievements: Our work with the Baya Box has left a lasting legacy of fostering creativity and critical thinking in children.

• New Beginnings: As we move in different directions, the lessons from Ser Innovation will guide us in our future endeavors.

Failure is a Stepping Stone

Failure isn't the end; it's a detour on the road to success. By facing our setbacks head-on, we’ve learned valuable lessons that will shape our future projects. For me, failure helps build resilience, innovation, and a deeper understanding of what it takes to succeed.

P.S.

Thank you to everyone who supported Ser Innovation. As we part ways, we look forward to new challenges and opportunities.

"I Am Katie"

In nearly every one of my speeches, I tell a story about Katie. When I was a professor, a student named Katie approached me after a lecture. Despite feeling that I'd delivered the lecture of a lifetime, Katie pointed out everything I had done wrong. Her feedback bruised my ego and made me react defensively, but afterward, it also made me realize the importance of genuinely listening to others.

Embracing the Courage to Speak Up

When I tell this story, I often have several people come up afterward and say "I am Katie". In other words, they've been in Katie's shoes, sometimes with positive and sometimes negative results. Katie's willingness to share her thoughts despite the power imbalance showed remarkable courage. As her professor, I would be giving her a grade in a few weeks, yet she risked backlash to help me grow. This experience taught me to value criticism as a sign of care and investment in my development. By actively listening and engaging, I could foster an environment where people felt safe to tell me the hard truth without fear.

Takeaways for Inclusive Leadership

• Encourage Open Feedback: Create an environment where feedback is welcomed and valued, no matter who it comes from.

• Check Your Ego: Recognize that being open to criticism is crucial for personal and professional growth.

• Appreciate Courage: Understand the bravery it takes for someone to give honest feedback, especially when there’s a power imbalance.

Lesson Learned: Zip It

As leaders we have to shut up, or our most talented team members will shut down. It's as simple as that. Shut up so they don't shut down.

P.S.

If you’ve ever been Katie or had a Katie moment, I’d love to hear your story. Drop into my DMs or leave a comment on your experiences and how you’ve navigated similar challenges.

Best Practice Case Study: Linde Leads Inclusive Leadership

When it comes to inclusive leadership, Linde is creating a new path using innovation and empathy. They are making wonderful strides that shape the workplace and create impact withing their communities. I am beyond thrilled to speak at their upcoming event, where inclusive leadership isn’t a buzzword it's a practice and a celebration of their values.

The Power of Employee Resource Groups

Linde’s commitment to fostering an inclusive environment showcases a excellent best practice: Employee Resource Groups (ERGs). These groups aren't just about meetings and discussions; they are about creating real and meaningful change. One standout example is TAG (Talk about Gender). Their advocacy for female-friendly personal protective equipment (PPE) have ensured that women in the workforce have access to the right size work boots, gloves, and high-visibility jackets. This goes beyond convenience; it is a statement that every employee’s safety and comfort matter.

Another initiative that stood out to me is Ascend, which has built a network of over 100 early-career professionals. They facilitate cross-collaboration and the sharing of career journeys. Ascend nurtures future leaders and ensures a worthwhile exchange of ideas and experiences. This is what inclusive leadership looks like in action: empowering individuals and valuing their unique perspectives.

Key Takeaways for Inclusive Leadership

• Real Impact: Inclusive leadership isn't just talk; it's about taking concrete actions that make a difference in employees' lives.

• Empowerment through ERGs: Employee Resource Groups play a crucial role in fostering a supportive and collaborative workplace.

• Continuous Learning: Creating opportunities for learning and growth is essential for nurturing an inclusive culture.

A Lesson in Leadership: Inclusion is a Journey

Inclusion isn’t a destination; it’s a journey, and Linde is leading the way. Ensuring everyone feels seen, heard, and valued sets a standard for what inclusive leadership looks like in practice. It’s all about creating spaces where every voice matters and where collaboration thrives.

P.S.

I can’t wait to see these amazing initiatives firsthand. Shoutout to Ryan Bothwell, Elin Garo and James Foster for being part of this incredible journey!

🌟 An Exclusive Offer for My Newsletter Subscribers: Free Coaching Session! 🌟

I'm incredibly excited to offer all my newsletter subscribers something special today! As a thank you for being you and for creating a more inclusive world, I've come up with an exclusive opportunity aimed at supporting your journey towards effective, empathetic leadership.

Why You Should Jump on This:

In the spirit of creating new conversations about inclusive leadership and personal growth, I’m offering a free, personalized coaching session to the first 17 subscribers to claim their spot. This is your chance to gain tailored strategies to foster a more inclusive and innovative workplace.

What’s In It for You?

• Personalized Coaching: One-on-one session focusing on your unique challenges.

• Actionable Insights: Research-based practical tips and strategies you can implement immediately.

• Exclusive Content: I'll send you a summary of our session with concrete key takeaways.

How to Claim Your Spot:

1. Subscribe to my newsletter

2. Comment on one of the articles with an inclusion challenge you’re working on.

3. I’ll DM you a Calendly link to set up a time for our session.

Hear It from Your Peers:

"Anthony brings a level of positive energy and authenticity that creates the space for impact to happen. His experiences and knowledge around leadership and inclusivity ... engage and leave everyone with valuable insights" - Mark Sadovnick, Leaders Who Care®!

P.S. I’m looking forward to our session and hearing about your leadership journey. Got thoughts or questions? Share them with me anytime!