Reverse Mentoring Isn’t a Trend. It’s a Leadership Test.

Let’s be honest: most senior leaders claim to value feedback, learning, and fresh perspectives. But hand them a piece of advice from someone younger, newer, or lower on the organizational chart and suddenly, that openness disappears.

Why?

Because reverse mentoring isn’t a feel-good leadership trend. It’s a stress test for your ego.

What Reverse Mentoring Really Reveals

When a junior employee offers a new insight or raises a red flag, it doesn’t just challenge your thinking. It challenges your self-image. That’s when the masks come off. Are you still a “learner” when the learning makes you uncomfortable? Are you still “inclusive” when the feedback comes from someone without your credentials, your background, or your title?

Reverse mentoring strips away the illusion of openness and shows you whether your leadership identity is grounded in growth or performance.

Leadership Egos Don’t Like Looking Small

The younger your mentor, the harder the mirror. You might hear something that challenges your past decisions. You might realize your assumptions are out of date. And you might have to confront the uncomfortable truth that what got you here won’t get your organization there.

None of that is easy. Especially when you've spent a career being the one who gives the guidance.

But leadership that can’t adapt doesn’t age well. It fossilizes.

Junior Staff Notice More Than You Think

Here’s what gets missed in the conversation about mentoring: junior staff are constantly reading your behavior. They notice when you interrupt, when you shut down, when you ignore suggestions. They also notice when you say things like “We’re all learners here” but never model that behavior yourself.

The result? They stop giving you feedback. They stop sharing ideas. And your organization slowly stops growing.

Reverse mentoring isn’t just a knowledge exchange. It’s a signal of trust. When someone junior offers you insight, they’re putting their psychological safety on the line.

If you meet that with defensiveness or ego, you don’t just silence one voice, you teach your entire team that silence is safer than speaking up.

What Leaders Can Do (Today)

If you’re serious about growth, your own and your company’s, try this:

• Ask for input from someone younger or less experienced. Not just once. Regularly.

• Don’t defend. Don’t explain. Just listen. If you’re not ready to hear it, you’re not ready to lead.

• Create structures for junior team members to lead discussions, propose changes, or reflect on senior decisions.

• Publicly credit reverse mentorship moments. Show that being teachable is part of your brand.

The most respected leaders of the future won’t be the ones who knew it all. They’ll be the ones who knew when to shut up and learn.

P.S. If you’re building leadership development programs or trying to shift power dynamics in your organization, reverse mentoring isn’t a “nice to have.” It’s your accountability system. Let’s make it a norm not a novelty.

A Straight Man's Guide to Pride

In my high school during the late 1990s, discussions about HIV/AIDS were filled with misinformation and homophobia. These conversations, often led by my teachers, reflected the prevalent prejudices in the small, rural community where I went to school. But one day, I felt compelled to speak up, and I challenged the idea that the epidemic was the fault of gay men and expressed the unpopular belief in the largely conservative Christian community that there was nothing wrong with being gay. This moment marked the beginning of my journey toward advocating for LGBTQIA+ inclusion.

Standing Up for What's Right

The reaction from my classmates was predictable: bullying and ostracism. Yet, that moment of standing up for what I believed in marked the beginning of my lifelong journey in advocating for LGBTQIA+ inclusion. I went on to research public health issues related to the LGBTQIA+ community and, as an entrepreneur, have had the privilege to work with many amazing individuals across the LGBTQIA+ spectrum. These experiences have shown me the profound impact that inclusion and diversity can have on personal and professional growth.

Key Takeaways for Celebrating Pride

• Amplify Voices: Pride is about celebrating and honoring the voices of the LGBTQIA+ community. Listen, support, and amplify their stories.

• Promote Acceptance: Encourage acceptance and understanding in all spaces, from classrooms to workplaces. Inclusion benefits everyone.

• Take Action: Support LGBTQIA+ initiatives and policies that foster equality and protect against discrimination.

Inclusion Inspires Innovation

Celebrating Pride reminds us that diversity is a source of strength and innovation. Inclusive environments not only enrich our lives but also drive creativity and progress. Let's commit to making inclusion a practice, not just a promise.

P.S. Get Involved!

As Pride Month approaches, let's take action to support LGBTQIA+ communities. Attend events, educate yourself and others, and advocate for policies that promote equality.

When Work Never Ends: How Hospitality Teams Can Reclaim Their Boundaries

Ever had a job that followed you home? Maybe it was a boss who kept emailing at midnight, or a client who assumed you were available 24/7. In hospitality, it’s even trickier—business happens after hours, in social settings, where the line between work and personal life disappears.

The expectation to always be “on” isn’t just stressful—it’s a fast track to burnout. And when exhaustion sets in, people leave—not because they hate the job, but because they can’t find balance within it.

The Unwritten Rules That Keep People Stuck

In hospitality, beverage sales, and nightlife, networking doesn’t follow a schedule. Deals get made over drinks. Business happens at closing time. Saying “no” feels risky—like missing out on an opportunity or offending the wrong person.

🔹 Blurred Boundaries: When “just one more drink” is a business expectation, it’s tough to know when the workday ends.

🔹 Pressure to Be Available: Employees feel like turning down a late-night meeting could cost them deals—or their reputation.

🔹 A Culture That Rewards Overwork: Without clear leadership, professionals are left to navigate these expectations alone.

This isn’t just a hospitality problem. Tech, consulting, finance, and sales all have their own versions—where long hours and blurred boundaries are seen as a badge of honor. But when leaders fail to set healthy expectations, the cost is high turnover, disengagement, and a shrinking talent pool.

Key Takeaways

✅ Inclusive Leadership Creates Balance: Leaders set the tone for work-life boundaries, making it clear that success doesn’t require burnout.

✅ Psychological Safety Matters: Employees need to know they can set limits—without fear of losing opportunities.

✅ Clear Policies Create Fairness: When companies build structured, transparent expectations for after-hours work, they remove pressure and level the playing field for everyone.

Lesson Learned

Boundaries don’t weaken teams—they strengthen them. When leaders make space for balance, fairness, and well-being, people stay, teams thrive, and businesses win.

P.S.

Burnout is a business problem, not just a personal one. Let’s talk about how your leadership team can redefine boundaries and build a healthier workplace. Book me for your next event 👉 inclusiveleadership.solutions

Special thanks to Andreea Munteanu for inspiring this article through our conversation about the challenges facing hospitality and beverage sales teams. 🙏

Delta’s Bold Move: A Lesson in Inclusive Leadership

Picture this: You’re at the airport, waiting to board, when you hear the familiar announcement—except this time, something’s different. Instead of “Ladies and gentlemen,” the gate agent says, “Hello, everyone.” It’s a small shift, but one that speaks volumes. Delta Air Lines, under the leadership of Keyra Lynn Johnson, has made the decision to update its gate announcements to be more inclusive. And just like that, a simple phrase becomes a statement about belonging.

Why Small Changes Make a Big Impact

Language shapes culture. When a company like Delta chooses to move away from binary gendered language, it’s making a commitment to ensuring every passenger feels acknowledged. This isn’t just about words—it’s about creating a culture of equity and respect.

Delta’s push for inclusivity goes beyond gate announcements. The airline is actively working to diversify its hiring practices, track representation, and align its political contributions with equity-driven policies. They’re not just talking about change—they’re making it happen.

Of course, not everyone is comfortable with these shifts. Some employees and customers may question why such changes are necessary. But here’s the thing: Leadership isn’t about making everyone comfortable—it’s about doing what’s right and leading the way forward.

Key Takeaways

✅ Words matter. A simple phrase can set the tone for inclusion—or exclusion.

✅ Change isn’t always easy—but it’s necessary. Moving toward inclusivity means challenging old norms.

✅ Inclusive leadership is about action, not just intention. Delta is putting inclusivity into practice, and that’s what sets them apart.

Lesson Learned

Progress happens when companies turn good intentions into real change. Delta’s message is clear: Inclusion isn’t just a checkbox—it’s a commitment.

P.S.

What do you think about Delta’s shift toward inclusive language? Does your company take similar steps? And if you’re looking for ways to make your workplace more inclusive, let’s connect. 🚀

🔗 Tagging: Keyra Lynn Johnson, Jack Semrau, and Melvina Jones because you are awesome, your work is important, and you are seen!

Productivity Peaks with Inclusion

Inclusive leadership is a proven driver of productivity and innovation. My recent white paper, Inclusive Leadership Trends for 2025, dives deep into the data, showing exactly how inclusive leadership transforms organizations. Spoiler alert: it’s not fluff; it’s science-backed, actionable, and packed with opportunities for leaders to level up.

How Inclusion Supercharges Performance

When leaders practice inclusion, the ripple effects are tangible and profound:

• Teams are more cohesive and engaged. Research shows inclusive leaders foster psychological safety and align goals for laser-focused efficiency.

• Innovation becomes second nature. From tech breakthroughs to sustainable practices in manufacturing, inclusive leadership encourages knowledge-sharing and diverse perspectives, resulting in groundbreaking solutions.

• Barriers to productivity crumble. Inclusive practices prevent burnout, reduce turnover, and improve morale, creating workplaces where everyone thrives.

What’s in It for You?

Here are three ways Inclusive Leadership Trends for 2025 can help you drive measurable change:

• Practical Tools: Discover strategies to build engaged, high-performing teams and align individual goals with organizational success.

• Sector-Specific Insights: Whether you’re in tech, education, or manufacturing, you’ll find tailored examples to address your unique challenges.

• Data-Driven Confidence: With evidence from 16 studies, you’ll make decisions that not only feel right but are proven to work.

Tangible Inclusion, Transformative Results

Inclusive leadership isn’t theoretical—it’s transformational. When you lead with inclusion, you don’t just hit KPIs; you exceed them. You don’t just innovate; you redefine the game. And with Inclusive Leadership Trends for 2025, you’ll have the tools to turn potential into performance.

🎟️ Exclusive for my newsletter subscribers! Get a special discount for the SHE Conference 2025—where bold ideas and inclusive leadership take center stage.

Use promo code SHE1199 at checkout and secure your spot today!

👉 Claim your ticket here: SHE Conference 2025

P.S. Ready to see these results in your organization? Download the white paper here and take the first step toward measurable, meaningful impact! Let’s create workplaces where everyone wins! ✨

The Power Trio: Decentering, Holding Space, and Trusting

What if the secret to leading isn’t speaking up—but stepping back? When leaders shift the spotlight from themselves, they create trust, boost collaboration, and establish a foundation for innovation. Creating space for others to shine might is the ultimate power move.

Trust, Space, and the Art of Decentering

I performed an analysis of 24 respondents from my INCLUDE Scorecard and the results revealed an interesting connection: leaders who excel at decentering, holding space, and trusting consistently score high across the board. Here’s the breakdown:

• Holding Space and Trusting share a strong correlation (0.95), showing that creating a supportive environment naturally fosters trust.

• Decentering—the ability to shift focus from oneself—also correlates highly with Holding Space (0.93) and Trusting (0.94), reinforcing that when leaders empower others, trust and collaboration follow.

The takeaway? Inclusive leadership isn’t about having all the answers—it’s about making space for others to contribute theirs.

Key Takeaways:

• Trust and support go hand in hand: Creating a safe space where others feel heard naturally builds trust.

• Decentering unlocks collaboration: Shifting focus from yourself empowers others to share their perspectives.

• Inclusive leaders amplify success: When leaders trust their teams, performance, innovation, and engagement skyrocket.

Limitations to Keep in Mind

While these findings highlight valuable connections, they’re based on a small sample of 24 respondents. This means the results might not fully represent broader leadership trends. However, the strong correlations suggest that decentering, holding space, and trusting are critical skills worth developing—no matter the sample size.

Lesson Learned:

Good leaders decenter and recenter others. Create trust by validating vulnerability. Hold space for your team, don't sanitize, humanize the workplace! 🚀

P.S.

Think your leadership style has what it takes? Take the INCLUDE Scorecard and see where you stand: inclusiveleadership.solutions/scorecard 💡

DEI: The Common Sense We Forgot to Explain

Walk into any workplace and ask if fairness, respect, and equal opportunity are good things. Most people will nod along. Ask if they believe in diversity, equity, and inclusion (DEI), and you might get eye rolls, skepticism, or outright hostility. The disconnect? DEI isn’t some radical concept—it’s just common sense. But somewhere along the way, we forgot to explain it that way.

Preaching to the Choir While Losing the Crowd

For years, DEI advocates have been speaking to the same audience: people who already believe in the mission. We’ve built an echo chamber filled with passionate voices but few new ears. Meanwhile, those who resist DEI often do so not because they disagree with fairness and inclusion, but because they don’t understand what DEI actually is.

When faced with skepticism, many of us have responded with frustration—pointing toward progress and saying, "Get on board!" instead of walking people through the why and how. We've expected them to sprint to the finish line when they don’t even know where the race starts. And here’s the uncomfortable truth: DEI won’t succeed unless the people in power actively work to dismantle the systems that exclude others. Without their buy-in—not just passive agreement but real action—change stalls before it begins.

How We Close the Gap

• Stop assuming bad intent – Many people who push back on DEI aren’t malicious; they’re misinformed. If we approach them with curiosity instead of criticism, we can have better conversations.

• Make DEI about business, not just morals – Companies that embrace inclusion outperform those that don’t. Let’s talk about innovation, talent retention, and market reach—not just ethics.

• Hold hands, don’t just point fingers – It’s not enough to call out problems; we have to guide people toward solutions. That means patient, persistent engagement—not just calling out failures.

Lesson Learned

Inclusion isn’t an exclusive club—it’s a bridge. If we want more people to cross it, we have to walk with them, not just wave from the other side.

P.S. What’s one conversation about DEI you’ve had that changed someone’s mind? Let’s share the wins—and the lessons.

🚗🏆 Rolls-Royce Rolls Forward with Inclusion

When we talk about innovation in the automotive industry, we usually think of cutting-edge tech, sleek designs, and powerful engines. But what if the biggest innovation wasn’t under the hood? Rolls-Royce is proving that real innovation is about inclusivity. With their “Being Like Me” series, employees are sharing personal stories to build understanding and psychological safety. And with managers trained in inclusive leadership, they’re ensuring no one feels the need to hide who they are at work-as I teach my leadership students, "we need to see the spectrum of the human experience".

🏁 Inclusion as a Competitive Edge

As someone who has worked with automotive giants like Volkswagen and XPENG, I’ve seen firsthand how inclusive leadership drives success. The auto industry isn’t just about horsepower—it’s about people power. Companies that prioritize inclusion attract top talent; foster creativity, reduce turnover, and build stronger, more resilient teams.

Rolls-Royce is embedding inclusion into their DNA. By giving employees the space to share their stories and equipping managers with the skills to lead inclusively, they’re setting the gold standard. And let’s be real—when a brand synonymous with excellence says inclusivity is key, the rest of the industry should take note.

🔑 Key Takeaways

• Psychological safety isn’t optional—it’s essential for innovation and engagement.

• Inclusive leadership starts at the top—training managers is the key to lasting change.

• Authenticity drives culture—employees thrive when they don’t have to hide who they are.

🎤 The Lesson? Inclusion is the Engine of Innovation

A company can’t reach top speed if half its workforce is riding the brakes. By fostering a culture of authenticity, Rolls-Royce is proving that when inclusion leads, success follows.

P.S. Shoutout to Tufan Erginbilgic and Natasha Whitehurst for championing inclusivity at Rolls-Royce! 🚀 #InclusiveLeadership #Automotive #Innovation #PsychologicalSafety #Diversity

Original story from the Financial Times.

What Happens When Students Feel Truly Seen in the Classroom

Teaching is as much an art as it is a science. When 95 of my master’s students reflected on the course I taught on "Ethics, Sustainability, and Society," their words painted a vivid picture of a teaching style that’s inclusive, impactful, and inspiring. But what exactly stood out to them?

The Power of Pedagogy: What Stood Out

Through their reflections, students consistently emphasized certain elements that made the learning experience unforgettable:

• Storytelling as a Superpower: Students described how storytelling made complex concepts relatable and memorable. As one put it, “I’ve never felt more engaged in learning because the stories brought the material to life.”

• Inclusivity and Empathy in Action: The classroom environment encouraged every voice to be heard, creating space for quieter members to shine. One student reflected, “This wasn’t just about learning—it was about being seen and valued.”

• Mantras That Stick: Phrases like “relationships first, assignments second” weren’t just catchy—they were transformative, shifting focus from grades to growth.

• Encouragement That Empowers: Whether it was through constructive feedback or fostering collaboration, students felt a surge of confidence and self-awareness.

• Learning That’s Lived, Not Lectured: From real-world events to hands-on group activities, the learning journey was dynamic and deeply relevant.

Key Takeaways for Inclusive Leadership

Here’s what leaders, educators, and changemakers can take away from this feedback:

• Prioritize Relatability: Use storytelling to translate abstract concepts into actionable insights.

• Foster Inclusivity: Create spaces where diverse perspectives thrive and quieter voices are encouraged to speak up.

• Build Trust Through Rituals: Simple phrases or practices can shift focus from performance metrics to meaningful connection.

• Embrace Experiential Learning: Real-world examples and interactive methods make lessons stick.

• Lead with Empathy: Empower others by recognizing and amplifying their unique strengths.

Lesson Learned: Inclusivity is Transformative

Teaching is more than delivering content; it’s creating an environment where everyone feels empowered to engage, share, and grow. When leadership is inclusive, the classroom becomes a catalyst for transformation. After all, a leader who listens is a leader who inspires.

P.S.

What are your go-to strategies for creating impactful and inclusive learning environments? Drop your thoughts in the comments or shoot me a message—I’d love to hear what works for you!

Why Oslo’s Snow Removal Is Racist, Sexist, and Ableist

Oslo’s snow removal system quietly upholds inequality. The city prioritizes clearing roads for cars, leaving sidewalks, bike lanes, and bus stops buried under snow and ice. On paper, it might seem logical—cars and emergency vehicles are considered vital for mobility. But the reality? This system disproportionately benefits car drivers, who are overwhelmingly white men, while disadvantaging women, immigrants, elderly people, children, and individuals with disabilities. These groups are far more likely to rely on walking or public transport. It’s not just inconvenient; it’s inequitable and dangerous.

Oslo has the potential to rethink its approach—and the results could be groundbreaking.

From Bias to Breakthrough: Redesigning Oslo’s Snow-Clearing

The biases in Oslo’s snow-clearing system became clear to me through Caroline Criado-Perez’s book, Invisible Women: Exposing Data Bias in a World Designed for Men. Criado-Perez illustrates how urban planning often prioritizes male-dominated behaviors like driving, while ignoring the needs of women, children, and people with disabilities. Oslo’s approach to snow removal is a textbook example of this systemic oversight.

It’s time for the city to take a human-centered design approach. My hypothesis? Most injuries in Oslo during the snowy season likely happen on sidewalks and pedestrian areas—not on roads. Women are disproportionately affected because they’re more likely to juggle caregiving responsibilities while relying on public transport or walking.

Flipping the script—prioritizing sidewalks, bike lanes, and bus stops over car-centric roads—could dramatically reduce injuries, lower healthcare costs, and make Oslo accessible for everyone. It’s not just about equity; it’s about sustainability too. Encouraging walking and public transit while reducing car dependency is better for the planet and for public health.

3 Takeaways from Oslo’s Snow-Clearing Revolution

• Bias is baked into systems—but it can be uprooted. We must challenge the default practice of prioritizing cars and start asking: who gets left behind?

• Data + empathy = better cities. Accident data and user needs reveal stories that traditional policies ignore. Cities built around people’s realities are smarter and safer.

• Inclusive design benefits everyone. Clearing sidewalks first doesn’t just help pedestrians—it can make Oslo safer, healthier, and more efficient for all.

Lesson Learned: No One Should Slip Through the Cracks

Oslo’s story demonstrates how cities can unlearn harmful biases baked into everyday systems. When we prioritize the mobility and safety of those most at risk, we create a city that works better for everyone. Inclusivity isn’t just fair—it’s transformative.

P.S. Have you noticed similar biases in your city’s infrastructure? Let’s explore how human-centered design could bring change. Share your ideas in the comments or send me a message—I’d love to hear from you!

Teamwork Triumphs Through Inclusive Leadership

Collaboration fuels every successful organization, and the secret sauce is inclusive leadership. When leaders build trust, foster communication, and embrace diversity, the results are nothing short of extraordinary. This is the premise of the first chapter in my white paper, where 10 groundbreaking studies prove how inclusive leadership transforms teamwork into a competitive advantage.

How Inclusive Leadership Elevates Teamwork

1. Trust and Safety Are Non-Negotiable Inclusive leaders create spaces where everyone feels safe to take risks and share bold ideas. Studies by Fujimoto et al. and Narayan et al. confirm that psychological safety enhances trust and bonds teams together like never before.

2. Communication, the Ultimate Superpower Effective collaboration hinges on open communication. Nguyen et al. highlight how inclusive leaders amplify all voices through active listening, while Lozano-Díaz et al. emphasize the importance of transparency to align and energize teams.

3. Diverse Thinking Is a Goldmine Zhou et al. and Verheijen-Tiemstra et al. demonstrate that inclusive leaders transform diversity into innovation, leveraging the unique strengths and perspectives of each team member.

4. Conflict Can Be Constructive Conflict doesn’t have to be chaos. Huyler and Vallabh show how inclusive leaders turn disputes into opportunities for growth, using empathy and shared goals to prevent escalation and foster solutions.

5. Technology + Leadership = Magic The digital workplace thrives under inclusive leadership. Research by Hincapie et al. and Verheijen-Tiemstra et al. shows how leaders use tech tools to ensure equitable participation, even in remote settings.

Key Takeaways for Leaders

• Create Safety: Trust and psychological safety aren't just nice-to-haves—they're the bedrock of teamwork.

• Communicate Clearly: Transparent, inclusive communication amplifies every voice and drives alignment.

• Leverage Diversity: Diverse thinking leads to better ideas and more innovative solutions.

The Lesson: Inclusion Drives Results

When you lead inclusively, your team doesn't just work together—they thrive together. Collaboration, communication, and creativity are the results when leadership puts people first. 🎯

P.S. Want to see how inclusive leadership can revolutionize your team’s performance? Download the full white paper here. Let’s lead the way together! 👏

The White Paper Every Leader Needs to Read in 2025

What if your leadership decisions today could shape a more innovative and inclusive tomorrow? My new white paper, "Inclusive Leadership Trends for 2025," dives into the powerful trends that will define the next era of leadership.

From elevating diverse voices to creating truly inclusive cultures, this white paper provides:
✅ Proven strategies to future-proof your leadership.
✅ Practical steps for turning inclusion into action.
✅ Insights on what’s next in DEI.

📥 Ready to lead differently? Download the white paper now here.

P.S. What’s one way you’re making inclusion a priority in 2025? Share your ideas below!

2025 Trends To Know: The Secrets Your Competitors Don’t Want You to Know

Inclusive leadership isn’t a trend; it’s the future. In the race to adapt, grow, and innovate, some leaders are quietly equipping themselves with a playbook to stay ahead—and they’re not sharing. But here’s the good news: that playbook is almost in your hands.

What Your Competitors Already Know

My upcoming white paper, Inclusive Leadership Trends for 2025: What Your Competitors Already Know, is the most comprehensive resource of its kind. It’s a review and synthesis of the top 100 academic articles on inclusive leadership, turning cutting-edge research into actionable insights.

Inside, you’ll find:

• Why inclusive leadership isn’t just “good to have” but a game-changer for global competitiveness.

• Case studies showing how top organizations are turning inclusivity into profitability.

• The leadership behaviors that will matter most in 2024 (hint: empathy isn’t just a buzzword).

This white paper bridges the gap between academic knowledge and practical strategies, equipping you to lead with clarity and confidence in 2024.

Key Takeaways

• Diversity Drives Innovation: Companies with inclusive cultures are not just more creative; they consistently outperform their peers.

• Leadership Evolution: Tomorrow’s leaders aren’t just managers; they’re empathy-driven changemakers.

• Time is of the Essence: Staying competitive means acting now to embed inclusivity into your leadership strategy.

Miss the Trends, Miss the Mark

Leadership laggards are learning the hard way: inclusion isn’t optional anymore. Without it, your organization risks falling behind on innovation, talent retention, and customer connection. Don’t let this happen to you. Inclusion is the edge you need to thrive in 2024.

P.S. Ready to lead the pack? Comment below on why you think inclusive leadership is the top trend for 2025 and I'll send you your copy of Inclusive Leadership Trends for 2024 before it launches. This isn’t just another report—it’s a roadmap crafted from the best academic research. Want even more insights? Let’s chat about how to put inclusion into practice in your organization today.

Why I Didn’t Teach Kant in an Ethics Course (and Why I Stand By It)

When a student asked me why I didn’t include Kant in the Ethics, Sustainability, and Society course I teach at Kristiania University College, my answer was straightforward: It’s not relevant to their work as technology and business developers. Sacrilege? Maybe. Unnecessary? Absolutely.

In a course designed to prepare students for the real-world challenges of innovation, ethics has to be more than a historical thought exercise. Instead of diving into dense philosophical theories, we focused on practical frameworks and takeaways that help them as future leaders make ethical, inclusive, and impactful decisions.

Designing Ethics for Action

Ethics can’t live in an ivory tower. It needs to be accessible, actionable, and directly tied to outcomes. Here’s how I reframed the course:

• Justify Decisions with Diversity: Ethics begins with understanding how diversity supercharges team performance. More diverse teams don’t just “do better”—they outperform homogenous ones when given the space to thrive.

• The Curb-Cut Effect: Inclusive design isn’t charity—it’s smart. Solutions designed for marginalized groups often benefit everyone.

• The Value Creation Connection: Frameworks to showcase value, reassure different perspectives, and tackle objections ensure that ethical decisions resonate with stakeholders.

The Key Takeaways

Here’s what students walked away with:

• Ethics: Decisions should be grounded in an ethic of diversity to enhance impact.

• Principles: Inclusion drives design; justify your work with principles that make life better for everyone.

• Stakeholders: “Decenter and recenter”—real change means considering how your work affects others.

• Privacy: Shift from hiding data to deciding how to use it responsibly.

• IT Management: Create space for others to speak—“shut up so they don’t shut down.”Support mental health—don’t sanitize the workplace; humanize it. Embrace reverse mentoring—fresh perspectives reveal overlooked issues.

We also tackled The Expertise Trap—the tendency of experts to cling to outdated solutions because they mistake experience for adaptability. Ethics means staying humble, curious, and open.

The Lesson Learned

Kant might give us rules, but real impact comes from tools. Ethics isn’t about abstract ideals—it’s about making better decisions, together. So I’ll say this: skip the textbooks, embrace the takeaways, and create a world where ethics drives innovation.

P.S. What do you think? Is the time for teaching Kant in an ethics class over?

Introducing INCLUDE: A Global Leadership Revolution!

Inclusive leadership is more than a trend—it’s the key for bringing together innovative teams, creative solutions, and workplaces where everyone feels they belong. But let’s face it, becoming a truly inclusive leader can sometimes feel like trying to assemble IKEA furniture without the instructions. Enter: INCLUDE.

Why INCLUDE Is the Tool You’ve Been Waiting For.

Today, for the first time, I’m unveiling the INCLUDE Inclusive Leadership Scorecard—a groundbreaking, practical tool for leaders who want to turn inclusion from intention into action.

What makes INCLUDE so special? It’s informed by over 100 interviews I’ve conducted with leaders across 32 countries—spanning industry, government, academia, and civil society. These conversations have uncovered what truly works in inclusive leadership, offering insights grounded in real-world experiences. While the index isn’t peer-reviewed, it’s driven by the voices and practices of people making inclusion happen every day.

How INCLUDE Works for You

• Self-Assessment Meets Team Insights: Use INCLUDE to reflect on your leadership practices and invite anonymous feedback from your team. Think of it as a mirror that shows both strengths and overlooked areas.

• Actionable Metrics: The scorecard translates broad concepts like psychological safety and equitable hiring into specific, measurable actions.

• A Dual Lens Approach: Compare your self-perception with team feedback to see where your impact matches your intentions—and where there’s room to grow.

3 Reasons to Make INCLUDE Part of Your Strategy

• Uncover the Disconnect: Understand how your leadership is perceived and align your vision with reality.

• Empower Your Team: People thrive in environments where they feel seen, heard, and valued. INCLUDE equips you to create that culture.

• Stay Ahead in the Game: Inclusion isn’t just nice to have—it’s your edge in an increasingly competitive world.

Global Lessons, Practical Results

The INCLUDE Scorecard is more than a tool; it’s a distillation of global leadership practices that have worked for the best in the business. By focusing on both self-awareness and actionable change, it turns lofty ideas into tangible progress.

Leadership Without Inclusion Is Like a Map Without Directions

The path to inclusivity is ongoing—it’s not about perfection but about progress. INCLUDE helps you take those steps with confidence, so you can lead with impact and integrity.

P.S. Ready to see how INCLUDE can elevate your leadership? Visit my website for details and be the first to transform your inclusivity goals into a reality!

Coming Soon: The Tool to Transform Leadership—Meet INCLUDE!

Inclusive leadership isn’t just a buzzword—it’s the secret ingredient for thriving teams, innovative solutions, and a culture where everyone feels valued. But let’s be honest, achieving true inclusivity can feel like trying to find your way without a map. That’s about to change.

Why INCLUDE? Why Now?

On December 1st, I’m launching the INCLUDE Inclusive Leadership Scorecard, a practical, data-driven tool for leaders who are serious about making inclusivity more than a poster on the wall.

What sets INCLUDE apart? Based on interviews with over 100 leaders from industry, government, academia, and civil society across 32 countries, I’ve synthesized the key themes these leaders use to put inclusion into practice. While this index is not peer-reviewed, it is grounded in real-world experiences and insights from some of the best minds in inclusive leadership.

Here’s how it works:

• Self-Reflection and Real Feedback: Evaluate yourself and invite your team to anonymously assess your inclusivity. It’s not about “checking a box”; it’s about discovering how your actions impact others.

• Actionable Insights: With questions covering areas like hiring practices, mentoring, and creating safe spaces, INCLUDE turns vague ideals into measurable actions.

• Dual Perspective Power: Compare your self-assessment with team feedback to uncover overlooked issues and growth opportunities.

This is a practical tool for industry leaders to explore new ways of fostering inclusive leadership—one built on real-world experiences.

3 Reasons You Need INCLUDE in Your Toolkit

• Bridge the Gap: Align your intentions with your impact by learning how your leadership is perceived.

• Boost Team Morale: Teams thrive when they feel seen, heard, and valued. INCLUDE helps you create that environment.

• Stay Ahead: Inclusive leadership is no longer optional. It’s the key to innovation and staying competitive.

Lesson Learned: Inclusivity is a Journey, Not a Destination

No leader is perfect. But perfection isn’t the goal—progress is. The INCLUDE Scorecard is designed to help you take meaningful steps forward, transforming aspirations into action and intentions into impact.

P.S. Want a Sneak Peek?

Drop a comment if you’re as excited as I am and I'll send you the first draft of INCLUDE!

Is Trump’s Leadership Style an Obstacle or Catalyst for Inclusivity?

Donald Trump’s leadership style stands in stark contrast to inclusive values. With a heavy focus on loyalty, rigid hierarchy, and an “us vs. them” mindset, his approach directly conflicts with the openness, collaboration, and diverse input that inclusive leadership requires. The “top-down” control he champions often shuts down dissent and discourages diverse perspectives, creating environments where innovation and inclusivity are stifled rather than supported.

Not Exactly Inclusive: The ‘Top-Down’ Model

Trump's approach models a “top-down” leadership style—marked by control, resistance to feedback, and a quick dismissal of dissent as disloyalty. This style simply doesn’t work for inclusive leadership, which thrives on openness and collaboration. Leaders who embrace control over collaboration limit the openness and empowerment that allow diverse voices to shape company culture. In organizations influenced by this approach, inclusivity often stalls out, as leaders shy away from the vulnerability and accountability that true inclusive practices demand.

3 Key Takeaways for Inclusive Leaders

• Empower, Don’t Control: True inclusivity requires leaders to distribute power rather than consolidate it. Leaders need to empower people at all levels to participate in shaping the culture.

• Value Diverse Perspectives: Unlike a “my way or the highway” approach, inclusive leadership flourishes when leaders actively seek out and value diverse opinions, ideas, and experiences.

• Trust and Transparency: An inclusive leader builds trust by prioritizing open communication and transparency, reducing the fear of retaliation or exclusion for sharing different perspectives.

Lesson Learned: Leadership that listens beats leadership that leans on loyalty alone!

P.S. Want to explore how to balance authority and inclusion in your leadership style? Reach out to learn how my workshops can help turn your company’s diversity promise into a practice.

Bridging Cultures for a Greener Future

Join me and the SHE Community for an amazing event hosted with the Norwegian-Chinese Chamber of Commerce (NCCC) and XPENG, to explore the ESG challenges and opportunities in Norwegian-Chinese partnerships. We’ll do a deep dive into the environmental and social dimensions of sustainability, with a focus on bridging the regulatory and cultural gaps that can make or break these cross-border collaborations. The journey to a sustainable future is never linear, and that’s why it’s critical for businesses, policymakers, and organizations to come together and tackle these complexities head-on.

Tackling the Social Side of Sustainability

This event will bring to light both the environmental and social challenges in the green transition. With Norway’s established ESG regulations and China’s growing innovation in sustainable technology, partnerships between Norwegian and Chinese companies like XPENG offer unique possibilities. However, the social dimension of ESG—often overlooked—carries profound implications for business success, from human rights to cultural understanding. As I moderate a panel with industry experts that have significant operations in China, we’ll address key questions: How can Norwegian businesses better understand and address China’s regulatory landscape? What misconceptions might be holding them back? And, how can these partnerships balance green innovation with essential social responsibilities?

Key Takeaways

• Cultural Competency Matters: Understanding regulatory and cultural nuances in China is essential for Norwegian businesses to succeed in sustainable partnerships.

• The Social Dimension Is Critical: Human rights and social accountability are as crucial as environmental goals in the green transition.

• Innovation Across Borders: Successful partnerships will connect Norway’s strong ESG frameworks with China’s rapid advancements in green technology.

Lesson Learned

When it comes to the green transition, going “all in” means balancing both social responsibility and environmental goals.

P.S.

Secure your spot for this crucial event on November 28! Let’s make a difference together: Register here

Catch Me on Tour: Turning Inclusion into Action!

2025 is bringing an opportunity I can't wait for—I'm hitting the road for a six-week speaker tour across Europe! With 15 dates already booked across seven cities in Germany, Austria, Norway, and Belgium, I’ll be sharing stories, strategies, and steps to make inclusion practical, profitable, and possible in your organization. The response has been incredible, so I’m adding more dates in February, March, and April. Want me to visit your city? Tell me where, and I'll do my best to make it!

From Talk to Transformation: Join the Tour Turning Inclusion into Impact

This tour isn’t just another set of talks; it’s a hands-on experience designed to educate and entertain. Whether you're looking to inspire your team, rewire your leadership approach, or roll up your sleeves in an interactive workshop, I’m bringing a mix of stories and humor to transform audiences' heads, hearts, and hands to bring new hope. This isn’t theory—it’s a roadmap for sustainable change that can make inclusion real and relevant in your organization. And here’s a bonus: I'm offering these sessions at half my usual rate, so you can bring your team along without breaking the bank.

Here’s What You’ll Walk Away With:

• Practical Plans: Get actionable steps to put your DEI promises into practice.

• Engaged Teams: Inspire your people with stories of real-world impact and inclusion.

• Exclusive Resources: Gain access to tools and frameworks for lasting change.

Looking for Some Friendly Guidance (or a Hello!) 👋

I'm beyond excited for the 2025 tour, and I want to make sure I’m adding value where it matters most. I’ll be on the road across Europe, and I’d love to connect with those who know the local pulse best!

So, Susanne Halbinger, 📍Dr. Noémie Hermeking, PhD (she/her), Janette Warsitz, Phillipe Luna, Stephanie von Schorlemer, Arshiya Trikha, Sonja Klopcic, Lenka Adamová, Zuzana Zelmanová, Dominika Strakova, and Kinga Takacs—would love to hear your thoughts on what makes a memorable event for your teams. Let me know if there’s a way I can bring real value to your team’s DEI goals, or if you’d like to grab coffee while I’m in your city!

Moving the Needle: Inclusion That Sticks

Take a step, book a session, and join a movement where inclusion meets impact, energizing your team’s potential and purpose!

P.S. Have a city in mind for me to add to the lineup? Drop a comment, and you’ll be entered to win a signed copy of my book! Who knows, you might be the one who helps set the stage for lasting change in your community! Want to learn more about booking or the workshops? Just reach out.

Entrepreneurial Leadership in Kosovo: How Inclusion Fuels Innovation in the Balkans

The energy at the KosICT Tech Festival was electric. I had the privilege of delivering a keynote on Entrepreneurial Leadership: How Inclusion Can Drive Innovation at one of the most impactful tech conferences in the Balkans. Being surrounded by amazing folks, including Prime Minister Albin Kurti and Mayor of Prishtina Perparim Rama, as well as the absolutely awesome Aldo Baxhaku, Ermal Sadiku, and the ever-inspiring Sabine Singer, MBA inger, was beyond motivating. My message was clear: innovation thrives when inclusion is embedded into leadership, especially in our work as entrepreneurs.

Innovation Through Inclusion

At the heart of my talk was the mindset that diversity isn’t just a social responsibility—it’s an innovation catalyst. Kosovo, a nation on the rise, exemplifies how embracing diverse perspectives can propel a region forward. In this dynamic ecosystem, businesses that prioritize inclusivity not only foster creativity but also gain a competitive edge by tapping into the full potential of their workforce. Leaders who encourage diverse voices in decision-making can pivot faster, adapt better, and ultimately innovate in ways that homogeneous teams, in the long run, cannot.

Key Takeaways:

• Inclusion Drives Creativity: Diverse teams think outside the box, leading to novel solutions and breakthrough innovations.

• Leadership is About Empowering Others: True entrepreneurial leadership creates space for all voices, especially those often overlooked.

• Kosovo is Leading the Charge: With events like KosICT, Kosovo is positioning itself as a tech hub where inclusion is a cornerstone of success.

Lesson Learned: Inclusion Ignites Innovation

Remember, a team that’s seen and heard is a team that thrives. Inclusion is the fuel for innovation—when everyone’s invited to the table, we all win.

P.S. Special thanks to KosICT Tech Festival for organizing this stellar event, and to Aldo Baxhaku and Ermal Sadiku for making it all happen! Being part of a conference that’s reshaping the tech landscape in Kosovo is an honor. To the other incredible speakers—especially Albin Kurti, Perparim Rama, and the fabulous emcee Sabine Singer, MBA —you inspire me. Let’s keep pushing the boundaries of what’s possible! 💡 #KosICT #InclusiveLeadership #Entrepreneurship