The Inner Journey to Inclusive Leadership: Why Self-Awareness is Your Starting Point
As leaders, we often focus on external strategies—policies, training programs, diversity metrics. But after years of leading teams and coaching executives, I've learned that truly inclusive leadership begins with a much more personal question: How well do you know yourself?
The most effective inclusive leaders I've worked with share a common trait: they've done the inner work. They understand that you can't create belonging for others until you've examined your own humanity, biases, and the lens through which you see the world.
The Foundation: Seeing Beyond Labels
One of the most limiting beliefs I encounter in coaching is when leaders allow others' labels to define their leadership approach. "I'm not naturally empathetic," they'll say, or "I'm just not good with people." But here's what I've learned: someone's label of you doesn't make it true. Labels come from limited lenses—both theirs and yours.
The question isn't whether you're naturally empathetic. The question is: Are you willing to change how you see humanity, starting with your own?
This shift requires us to examine four critical areas:
How do I receive feedback and perspectives different from my own? How do I express my authentic self while remaining open to growth? How do I process the discomfort that comes with examining my biases? How do I teach and model this journey for others?
The Practice: Building Your Inclusive Leadership Toolkit
Inclusive leadership isn't a destination—it's a practice. Here are the frameworks I use with leaders who are committed to this inner journey:
1. Plan and Script Your Growth
Just as you wouldn't wing an important presentation, don't wing your inclusive leadership development. Create intentional plans for:
Regular self-reflection sessions
Seeking feedback from team members with different perspectives
Practicing difficult conversations before they happen
Scripting responses to bias when you witness it
2. Create Psychological Safety Starting with Yourself
Before you can create an environment where others feel safe to be authentic, you need to find peace within yourself. This means:
Acknowledging your own mistakes without defensiveness
Working on and owning what helps you show up authentically for your team
Recognizing that your growth journey gives others permission to grow too
3. Leverage Individual Strengths for Collective Growth
Every person on your team brings unique perspectives shaped by their experiences. Your role is to:
Identify the diverse strengths within your team
Create opportunities for different voices to lead
Connect individual talents to collective goals
Model curiosity about perspectives different from your own
4. Master the Art of Inclusive Communication
Communication is where inclusive leadership becomes visible. Ask yourself:
How often do I practice inclusive communication?
How do I prepare for conversations with team members who may see the world differently?
Am I creating space for others to contribute, or am I filling all the silence?
Do I seek to understand before seeking to be understood?
The Ripple Effect: From Inner Work to Organizational Impact
When you commit to this inner journey, something powerful happens. Your team begins to feel safer to bring their whole selves to work. They see you grappling with your own growth, and it gives them permission to do the same.
I've watched leaders transform their teams simply by becoming more thoughtful, kind, and genuinely curious about the humans they work with. They stop seeing people as resources and start seeing them as individuals with rich inner lives, unique perspectives, and valuable contributions.
Your Next Steps
If you're ready to begin or deepen this journey, start here:
Assess your current lens: What assumptions do you make about your team members? What stories do you tell yourself about your own leadership capabilities?
Create your growth plan: Schedule regular time for self-reflection. Find a coach, mentor, or trusted colleague who can help you see your blind spots.
Practice in low-stakes moments: Start having more authentic conversations in one-on-ones. Ask better questions. Listen longer.
Measure what matters: Track not just performance metrics, but team engagement, psychological safety, and whether diverse voices are heard in meetings.
Remember, you can't be truly empathetic if you don't change how you see humanity—starting with your own. The leaders who make the biggest impact are those who are brave enough to look inward first.
The question isn't whether you're ready to be perfect. The question is whether you're ready to be human, to grow, and to create space for others to do the same.
What inner work will you commit to this week to become the inclusive leader your team needs?
Ready to Accelerate Your Leadership Journey?
This inner work of inclusive leadership can feel overwhelming to tackle alone. That's where coaching makes all the difference. Through my practice, Hourglass Coaching, based in Baltimore, I work with mid-career professionals and emerging leaders who are ready to do the meaningful work of becoming more inclusive, self-aware leaders.
Whether you're leading a team now or preparing to step into leadership, I help you navigate the personal journey that creates lasting professional impact. Together, we'll explore your unique leadership lens, develop your inclusive communication skills, and create actionable plans for showing up authentically for your team.
I'm offering a complimentary 30-minute coaching session to readers who are ready to begin or deepen this work. This isn't a sales call—it's an opportunity to explore what inclusive leadership looks like for you specifically and identify one concrete step you can take this month.
If you're ready to invest in becoming the leader your team needs, reach out to me directly. Let's explore how the inner work of leadership can transform not just your career, but the careers of everyone you have the privilege to lead.
