We take a performance consulting approach to helping the performance of leaders and the organization as a whole that emphasizes achieving clearly identified business goals. Our Vision of Success framework is designed to help clients determine their unique and authentic vision, mission, values, and direction of their present and future DEI strategy and initiatives. contact us: https://inclusiveleadersgroup.com/measuring-and-developing-inclusive-leadership/

1. MEASURING AND DEVELOPING INCLUSIVE LEADERSHIP
The benefits of inclusive leadership driving value in the enterprise have long been clear:
 In 2017 McKinsey & Company published an extensive analysis to explore not only how
diversity matters but also how companies can use inclusive leadership to improve their
financial performance.
 The following year, Inc. magazine advised executives that elevated performance, more
innovation, and engaged employees are just a few benefits of inclusive leadership.
 In 2019, Harvard Business Review published Why Inclusive Leaders Are Good for
Organizations, and How to Become One, which described some of the key traits or
behaviors that they found distinguish inclusive leaders from others.
 Last summer the power of the George Floyd movement was undeniable, and corporate
America felt compelled to respond in some way. As the protests continued, more
companies, including those that had already made an initial response, took actions for
equity and inclusion that felt weightier and longer-lasting.
Despite the overwhelming data, and CEOs’ motivation, many organizations face a problem: Even
though research and studies argue for inclusive leaders in today’s workforce, finding a valid and
reliable method to assess inclusive leadership remains a challenge to many companies of all sizes.
BUILDING AN INCLUSIVE LEADERSHIP CULTURE IS KEY
Understanding and providing guidance around the development of inclusive leadership became a
driving focus at Inclusive Leaders Group. So we joined forces with Dr. Marilyn
Buckner, President of National Training Systems (NTS) and now Inclusive Leaders Group Senior
Consultant and Assessment Director.
Marilyn designed Inclusive Leaders Group’s innovative Inclusive leadership Assessment
solutions to help organizations increase their effectiveness in measuring the inclusiveness of all
leaders. Client organizations can establish diversity and inclusion benchmarks; in the process,
leaders will better internalize the behaviors, leading to faster, more meaningful change. Marilyn
consults ILG clients directly and oversees our team of consultants and coaches that deliver
consulting and training on inclusive leadership assessment/development, succession
management, performance management, change management, and other programs and
interventions to help leaders design and drive organizational effectiveness.
HOW TO ASSESS, SELECT, AND DEVELOP INCLUSIVE LEADERS
While you may be confident in your diverse workforce, creating a cohesive collection of teams
where everyone is excited to contribute and innovate can be more challenging. Inclusive
leadership is powerful. However, few organizations are currently measuring, recognizing,
developing, and rewarding it:
 Only 40 percent of executives believe their leadership is held accountable for fostering an
inclusive culture and only 35 percent said their leadership considers inclusive behaviors

2. as promotion criteria for leaders, according to Russell Reynolds Associates 2017
Diversity and Inclusion Pulse survey, which asked more than 1,800 leaders globally about
their organizations’ D&I strategies and practices.
 By measuring the inclusiveness of all leaders, organizations can establish diversity and
inclusion benchmarks; in the process, leaders will better internalize the behaviors, leading
to faster, more meaningful change.
 Because the assessments are based on behaviors when combined with Inclusive Leaders
Group’s training and coaching, the solution provides scalability that can be broadly and
quickly implemented with immediate observable impact.
Do You Know If Your Leaders Are Inclusive?
When consulting ILG clients, Dr. Buckner explains the challenge of assessing inclusive
leadership and specifically describes a valid, reliable, and actionable instrument to drive high
performance.
What constitutes ‘inclusive leadership’ is not well understood, with many leaders unclear of the
behaviors that are important. Moreover, research shows that many leaders overestimate how
inclusive they are, particularly those who are less capable, which can lead them to be less vigilant
in their day-to-day behaviors.
The Inclusive Leader Decision Styles assessment addresses these challenges and is used by
Fortune 500 companies and other leading organizations, the Inclusive Leader Decision Styles
helps leaders to understand and strengthen their inclusive leadership impact, enabling them to
lead others more fairly and effectively, and to better harness the diversity of their team for
improved performance.
Questions about the Inclusive Leadership Assessment – Decision
Styles
1. What makes the Inclusive Leader Decision Styles assessment
effective at measuring inclusive leadership traits and
competencies?
The Decision Styles assessment report identifies key inclusive behaviors such as Flexible and
Integrative styles. These styles are associated with Collaboration, Empathy, Listening, Adaptable
Interpersonal skills, Humility, and other related leadership competencies. The report provides
actionable ideas for the leader on how to grow these inclusive behaviors.
2. What is the normal lead time for clients to complete and generate
the Inclusive Leader Decision Styles assessment, and the usual
duration for Inclusive Leaders Group to generate the assessment
report with results, and schedule a feedback session with the
client organization?
The Decision Styles assessment is completed online and only takes about 30 minutes. The reports
are available almost immediately. Feedback sessions can be scheduled with the client before the
assessment is taken. Results will be provided to an individual or a group virtually within a week
or so.

3. 3. Following the assessment feedback report, what insights will
participants gain?
Director level and C-Suite level leaders will immediately gain insights by comparing their results
to the benchmark norms of styles and behaviors of the top 20% of successful inclusive leaders.
(Note there are different norms for Managers, Directors, VP level, and C-Suite level). If the
results show their scores do not match their job level norm at this time, they will get actionable
ideas for development in the areas of empathy, listening, soliciting input, team participation,
emotional intelligence, empowerment, and strategic orientation, name some key areas. It’s
important to know that scores can change as the leader develops new behaviors and traits. This
research was published in a Harvard Business Review article from 2006.
4. Describe a Team Session to Debrief Group Results: In some
cases, team leaders want the entire team to have the benefit
of reviewing each individual’s report and a team’s assessment
results…what happens in this session?
If the team leader also wants their team to complete the assessment, a team report
identifying the team’s strengths and gaps will be prepared for discussion. Additional class
materials provide more insight with videos and peer discussions to identify development
actions. This program has been used in many Fortune 500 companies, Universities, and
Government agencies over the last two decades. An article providing a case study
documenting growth in these skills through a coaching and leadership development program
was published in the strategic HR Journal, HR People + Strategy.
CONTACT DETAILS
Website: https://inclusiveleadersgroup.com/
MAIL US: info@inclusiveleadersgroup.com
CALL US: (678) 491-1222