The Future of Inclusive Leadership: 3 Key Strategies for Success
As we continue into 2025 and reflect on the significance of Black History Month, inclusive leadership is more crucial than ever. I have found that being an inclusive leader cultivates trust, which serves as the foundation for true inclusivity in the workplace.
At The Leader’s Edge, we emphasize its importance in our executive coaching practice and leadership programs, recognizing that inclusivity not only enhances workplace culture, but drives organizational success. Numerous clients have shared their insights on this topic with us, and we have found that there are three key areas essential for developing inclusive leadership.
1. Encourage Inclusive Communication
Inclusive communication is a key responsibility for leaders in 2025 and beyond. Leaders must promote respectful communication that accounts for different cultural norms and communication styles. This includes being transparent and mindful of inclusive language in emails, meetings, and conversations. Creating an environment where all team members feel comfortable speaking up, asking questions, and sharing ideas without fear.
In our programs, we emphasize the “Voice of Connection,” based on Amy Jen Su’s Harvard Business Review article, “You Don’t Just Need One Leadership Voice, You Need Many.” The Voice of Connection helps leaders build rapport and foster inclusivity. It involves enhancing storytelling skills, expressing gratitude to individuals for their contributions, and facilitating opportunities for icebreakers or informal discussions during meetings. These practices help leaders connect with a broad range of colleagues and teams, establishing an inclusive communication culture.
Additionally, small acts of inclusion – like acknowledging contributions, expressing appreciation, and ensuring everyone feels heard – can have a profound impact on employee engagement and morale. As outlined in another HBR article, “The Power of Small Acts of Inclusion,” these simple yet meaningful gestures can contribute to a more inclusive and supportive work environment.
2. Integrate Inclusivity into Hybrid Work
As hybrid work models continue to dominate, inclusivity must adapt to ensure teams feel connected and valued whether remote or in person. Many of our clients continue to work in hybrid environments and appreciate the flexibility it brings. However, with this type of work, leaders need to increasingly rely on platforms to foster inclusivity, such as virtual team-building activities, which many of our clients have implemented successfully.
An important focus is on creating a culture of belonging in virtual spaces where employees, regardless of location, can engage, share ideas, and thrive. This means creating environments where every voice can be heard whether the employee is in the office or working remotely. This aspect is crucial in assisting employees in managing their well-being and mental health, a topic we incorporate into our programs by drawing on the experiences and success of Simone Biles as a practical example.
3. Champion Inclusivity Through Mentoring and Sponsorship
Mentoring and sponsorship are essential for career advancement, yet many people still struggle to ask for these opportunities. A mentor guides development, while a sponsor advocates for your career advancement and clearly understands one’s strengths and personal brand—especially for those who may not traditionally have access to these opportunities.
In our coaching practice, we’ve found that hesitation can prevent individuals from seeking guidance. For instance, one client was afraid to ask a senior leader for sponsorship, assuming the leader was too busy. To her surprise, the senior leader was delighted to become her sponsor. Encouraging clients to simply ask can lead to surprising results. Most often, senior leaders are eager to support and open doors for high-potential individuals.
We stress the importance of having mentors and sponsors from diverse backgrounds in all of our programs. The presence of diverse mentors and sponsors ensures that employees are supported in their growth and leadership potential. Leaders who champion inclusivity should foster a culture where mentorship and sponsorship are actively promoted and accessible to everyone, particularly underrepresented groups.
The Future is Now
Inclusive leadership is essential for organizations to thrive in the future, and the future is now. By adopting practices such as promoting inclusive communication, fostering remote and hybrid workforce inclusivity, and actively supporting mentoring and sponsorship, leaders can cultivate environments that empower all employees to contribute.
At The Leader’s Edge, we emphasize that the foundation of inclusive leadership lies in personal accountability – leaders who model these behaviors set the tone for organizational success and long-term, sustainable growth.
As Gandhi so eloquently said, “Be the change you want to see in the world.”
About The Author
Lisa Mathis | With 20+ years of experience as an executive coach and corporate team facilitator, Lisa Mathis serves as Vice President, Consulting Initiatives for The Leader’s Edge leveraging her expertise in the areas of leadership, competency, and organization development to support client projects. As a sought-after keynote speaker, Lisa shares insights on Strategic Networking, Executive Presence, and Building a Personal Leadership Brand, inspiring leaders to amplify their impact.