In the dynamic world of interim management, adaptability is not just a skill, but a prerequisite for success. One crucial component that can make all the difference is the concept of inclusive leadership. We have looked at what inclusive leadership means and why it could be of great importance for interim managers.

What is inclusive leadership?

Inclusive leadership refers to a leadership style that aims to promote diversity and inclusion in the work environment. It goes beyond simply recognizing differences and creates an atmosphere where every employee, regardless of background or characteristics, feels valued and included. Inclusive leadership encourages open communication, respects different perspectives and creates a culture in which everyone can reach their full potential.

More and more companies are recognizing the positive effects of a diverse workforce on employee engagement and company success.

Challenges: On the road to true inclusion

Despite the growing awareness of inclusive leadership, companies face challenges. One of the biggest is moving from lip service-like measures to genuine inclusion. The cultural shift requires time and dedicated effort to break down prejudices and promote an inclusive mindset.

Managers should consciously confront their own prejudices and develop an inclusive management style.

Trends and developments: From diversity to belonging

A key trend is the transition from a pure focus on diversity to a more comprehensive approach to belonging. Companies are realizing that attracting diverse talent is not enough. It’s about creating a culture where employees truly feel they belong. Inclusive leadership is evolving into leadership that not only recognizes differences, but also creates a space where everyone can authentically contribute.

Another trend is the integration of technology to support inclusive leadership. From AI-powered recruitment tools to analytics tools for monitoring inclusion initiatives, technology is playing an increasingly important role in the implementation of inclusive practices.

The journey to an inclusive future requires not only the adaptation of leadership practices, but also a fundamental change in corporate culture. Inclusive leadership is not only a response to current requirements, but also an investment in a sustainable and successful future.

Why is inclusive leadership important for interim managers?

Interim managers can play a crucial role in promoting inclusive leadership in companies. Here are some ways in which interim managers can contribute.

1. Faster integration: Interim managers often have limited time to find their feet in a company and achieve results. Inclusive leadership facilitates rapid integration into existing teams by creating a positive and open working environment.
2. Diversity of skills and experience: Interim managers are often brought into organizations to tackle specific challenges. Through an inclusive leadership culture, they can benefit from the diversity of skills and experience of their teams. Different perspectives and approaches can lead to creative solutions.
3. Independent perspective: As external experts, interim managers bring unbiased perspectives to the table. They can challenge existing preconceptions and promote an inclusive mindset that builds on the individual strengths of each employee.
4. Change processes: When restructuring companies or introducing new processes, interim managers can arrange for inclusive leadership to be considered as part of this change. They can thus promote acceptance of change and ensure that employees are actively involved in the process.
5. Increasing employee motivation: Inclusive leadership helps to create a positive working environment in which employees are motivated to give their best. This is crucial to achieve maximum results in a short period of time.

In the world of interim management, inclusive leadership could become not only a morally valuable issue, but a strategic advantage. Interim managers who promote an inclusive leadership culture not only create a better working environment, but also maximize their chances of sustainable success in challenging projects.

Here are two examples to illustrate this:

Example 1: Restructuring a company in crisis

Example 1: Restructuring a company in crisis

A company finds itself in a financial crisis and decides to bring in a CRO to carry out a comprehensive restructuring. The interim manager, who promotes an inclusive leadership culture, proceeds as follows:

Team building: instead of focusing only on the financial aspects, the CRO also focuses on building an inclusive team. He encourages collaboration between departments and levels of the company in order to gain a diverse perspective on the challenges.

Employee motivation and participation: By creating an inclusive work environment, the interim manager increases employee motivation to actively participate in the implementation of change. Employees who feel valued are more likely to commit to the long-term success of the company.

In this example, promoting an inclusive leadership culture would help the CRO not only achieve short-term savings, but also bring about sustainable change in the company. By considering different perspectives and involving employees, the interim manager maximizes the chances of achieving long-term success in the midst of the crisis.

Example 2: Increasing efficiency in business processes with a multicultural team

Let’s assume a Chief Transformation Officer (CTO) is sent to a company with a multicultural team in order to increase efficiency in business processes. This is where inclusive leadership comes into play.

Cultural understanding: The CTO starts by understanding the cultural diversity in the team. Through discussions, he not only records the technical skills, but also the individual cultural backgrounds of the team members. Team-building measures are implemented to promote cultural understanding within the team.

Open communication: The manager promotes a culture of open communication in which every team member is encouraged to contribute their perspectives and ideas. This creates an atmosphere of respect and appreciation for diversity within the team.

Adapting the working environment: Inclusive leadership also means adapting the work environment to everyone’s needs. This may mean introducing flexible working hours, multicultural training or additional support for those who may need it.

Team empowerment: The interim manager encourages team members to take responsibility and contribute their individual strengths. This leads to increased motivation and productivity within the team.

Continuous feedback: Inclusive leadership also involves regular feedback and a willingness to adapt. The interim manager continuously takes feedback to ensure that the working environment is optimal for everyone and adjusts their leadership strategies accordingly.

By applying inclusive leadership in this scenario, the CTO can not only effectively utilize cultural diversity in the team, but also create a positive work environment that leads to the successful implementation of efficiency improvement goals.

Summary

Finally, we would like to share our findings with you in the form of 5 key success factors for inclusive leadership. These should not only serve as a summary, but also as a bridge for your own reflection and possible implementation in practice.

---

We are looking forward to your perspective!

Use the comment function to share your views on inclusive leadership and your ideas with us.

With best regards 
Your HANSE Interim
Andreas Lau

---