The Global Rockstar Cube – A Model for Inclusive Leaders
I believe that a Global “Rockstar,” an inclusive leader of a global, virtual team, must juggle six facets of a cube. None of the elements should be neglected.
- Brand: An inclusive leader creates a brand representing the team’s reputation and values. This involves creating a high-performing and inclusive team identity that aligns with the organization’s brand. The leader should ensure that the team’s brand reflects diversity and that team members feel represented as individual voices. The brand provides that the team’s work sells inside and outside the organization. The leader co-creates their brand and is responsible for the team’s reputation.
- Clients: An inclusive leader understands their client’s diverse needs, perspectives, and cultural backgrounds and seeks to create an inclusive and respectful working relationship. They prioritize building trust, effective communication, and delivering high-quality work that meets client expectations while considering cultural nuances.
- Process: An inclusive leader ensures that the team’s processes are designed to be inclusive and equitable, allowing diverse perspectives, contributions, and decision-making. They promote transparency, foster collaboration, and regularly seek feedback from team members to improve processes and address any barriers that hinder inclusion and productivity. The team also ensures that processes use minimal resources and are built for long-term sustainability.
- Team: An inclusive leader recognizes and values the diversity of the team members in terms of their backgrounds, experiences, skills, and perspectives. They create an environment where everyone feels safe, respected, and empowered to contribute their unique insights and ideas. Inclusive leaders foster collaboration, provide equal opportunities for growth and development, and actively address any issues of bias or discrimination within the team. They demonstrate respect, empathy, and fairness in their interactions with others, regardless of status or power. Inclusive leaders also support the growth and development of their team members by providing mentorship. Power distance can be reduced by involving team members in decision-making and promoting shared ownership. They value input from all team members and attentively engage with their members’ viewpoints, regardless of their hierarchical position. This creates an environment where power differentials are minimized, and diverse perspectives can be heard.
- Community: An inclusive leader encourages the team to actively participate in the community, fostering connections and building inclusive partnerships. They promote collaboration, knowledge sharing, and mutual support within the team and extend these principles to engage with other external communities within their industry, promoting diversity, equity, inclusion, and sustainable leadership at a broader level.
- Self: According to the Global Competency Model, an inclusive leader invests in their development by learning about different cultures, perspectives, and inclusion best practices. They demonstrate authenticity and inspire others to embrace inclusive leadership principles. They have a growth mindset and challenge their thinking and biases. Inclusive leaders seek coaching and work on all of their relationships in their personal and professional lives. They understand being a role model and a team leader requires ongoing education. They show genuine care and concern for their team members, creating an atmosphere of trust and psychological safety. Inclusive leaders actively listen to others, trying to understand their experiences, challenges, and needs. They also take care of their needs first and know how to rejuvenate and reenergize themselves in taxing times.
Set Your Intentions for 2025: A Sustainable Approach to Growth for Global Rockstars