Leadership Evolution: Navigating Challenges and Embracing Equity and Inclusion

A couple of years ago, I worked with this lady. She was the project administrator, doubling up as the receptionist.

She was hands-on, occasionally walking over to your desk to ensure everything was in order. Sometimes, she politely asked, “Is there something you want me to do for you? She was the go-to person for quick administrative tasks throughout the entire institution.

Even though I was still a new employee, I could already observe some impressive skills in her. Every single day, she managed numerous phone correspondences, drafted reports, developed budgets and presentations, and responded to walk-in clients, signifying her multi-skilled abilities.

However, I observed a strange behavior in her – her reaction to some incoming calls was unsettling. When the phone rang, you could see her panicking, sweating, and holding her breath moments before answering.

I found it a bit disturbing, though I hesitated to inquire, given that I was only two months old in the institution. I kept wondering what type of phone call would throw someone off the balance.

Several months passed, and one day, the call came in while I was at her workstation picking up office items. Our office was an open workstation hosting officers from various departments.

Upon seeing the extension number, interestingly, it was from one of our male colleagues. Later, I discovered that this male colleague was a bully, overly demanding, and had very high expectations.

The constant pressure resulted in the lady exhibiting increased stress levels, decreased morale, and a decline in the quality of her work. Despite my limited leadership experience, I felt compelled to dig deep into the source of the uneasiness between the two folks.

We all have different personalities, and that’s what makes us unique. This personality is shaped by genetics, life experiences, and environment, among other factors. Our personalities play a crucial role in shaping how we associate with others. They influence our communication styles, preferences, and behaviors in social interactions.

For instance, my charming and socially outgoing personality has led many individuals to open up to me, trusting that I not only provide a listening ear but also someone to confide in.

While this has solidified my long-standing dream of becoming a great leader someday, it can be emotionally draining, especially when I have to carry the burdens of others.

Back to the story, despite being charming, outgoing, and hands-on, the lady exhibited some shortcomings traceable back to her childhood.

One morning, she eventually opened up and shared her story with me.

At the age of 11, she lost both her parents, leading her to seek refuge in a good Samaritan’s house in the sprawling Kibera informal settlements of Nairobi. This became her lifelong residence.

Though I didn’t directly intervene to assist this young lady at the time, her experience, coupled with the lessons I have learned, motivated me to undertake leadership training with the hope of being of assistance to someone in the future. In 2020, I enrolled in a course on Leading People, Coaching, and Team Management with Harvard ManageMentor, followed by the 2023 Strategic Leadership Development Program with the Kenya School of Government. Growing up, I had the desire to become a strong and influential leader someday.

What is strong leadership?

Strong leadership entails inspiring, motivating, challenging, and encouraging your team to deliver their best work. Indeed, if you cannot motivate and guide your team to achieve your organization’s goals, your progress will be limited.

Effective and strong leadership fosters relationships in the workplace that facilitate increased creativity, more effective communication, and improved problem-solving abilities. It also unites a team around a shared goal.

One fundamental lesson I have picked up during my leadership journey is the importance of equity and inclusion. Equity in leadership emphasizes fairness and the removal of systemic barriers to ensure everyone has an equal opportunity to succeed. Inclusion, on the other hand, focuses on creating an environment where diverse individuals feel valued and included, leading to a more dynamic and innovative organization.

In today’s rapidly evolving world, where values and principles can sometimes appear negotiable, the demand for steadfast leadership rooted in strong character is more crucial than ever.

With growing global problems, there is no doubt that our world is actively seeking individuals who represent the qualities and values they advocate for.

Furthermore, the 2023 Global Leadership Forecast, the largest and longest-running global study on the current and future state of leadership suggests an alarming decline in high-quality leaders.

The study by DDI, a global leadership consulting firm, found only 40% of leaders reported their company to have high-quality leaders – reflecting a 17% drop from just two years ago and the biggest decline in a decade. The findings mirror the most significant drop in leadership quality in the past decade, the ratings have regressed to levels reminiscent of 2007–2008, during the peak of the global financial crisis.

According to the report, 50% of CEOs identify cultivating the next generation of leaders as a primary challenge for their organization. The findings point to what we already know that there is a huge gap in leadership that needs to be filled if we want to move the world forward.

In summary, the authors along with HR and professionals recommend talent development, change management, and the ability to exert influence as the most crucial skills for future leaders.

As an emerging scholar in leadership, within the equity and inclusion framework, I advocate for three guiding principles in my approach to human leadership.

1. Thinking Inclusively: Human leadership that emphasizes inclusive thinking goes beyond merely recognizing differences. It entails deliberately seeking out and appreciating different viewpoints as well as appreciating the power that comes from a range of experiences and backgrounds. This strategy promotes an environment of candid communication and teamwork where each person’s distinct perspective is valued and taken into account. Promoting an inclusive mentality enables a leader to leverage the team’s combined intelligence and make educated judgments that are relatable to a wide range of viewpoints.

2. Acting Inclusively: Being an inclusive human leader involves more than just recognizing differences. It means putting into effect concrete procedures and policies that actively advance justice and equity within the company. This entails removing structural obstacles, offering fair opportunities, and guaranteeing that every team member is on an even playing field. It is essential to have a work environment where each person feels heard, respected, and valued. By implementing inclusive practices, a leader may foster a positive organizational culture that supports each member’s success and well-being in addition to strengthening team cohesion.

3. Learning Inclusively: A leader who learns inclusively recognizes that different experiences and perspectives offer valuable lessons. This approach promotes adaptability, resilience, and the ability to navigate the complexities of a diverse workforce. By learning inclusively, a human leader not only enhances their leadership skills but also set an example for their team, thereby nurturing a culture of continuous learning and development.

In conclusion, the journey from observation to action has shaped my leadership approach. As I strive to be a positive influence and contribute to the leadership deficit, the principles of equity and inclusion remain at the forefront of my leadership approach. Through this, I aim to not only lead but also inspire and empower others on their unique leadership journeys.