An organization without inclusive leaders is less innovative, competitive and prepared for the future. Self-focused leaders in your organization create an underdeveloped playing field rather than one that allows growth and advancement for multiple team players. When a leader leaves an organization without the imprint of inclusive leadership, it's possible that they have not adequately prepared anyone to replace them. If they do, the replacement may be a carbon copy of the person who exited. That is fine if you want to maintain status quo and miss opportunities for healthy disruption. 

Here are four ways inclusive leaders unlock innovation and cultivate a productive team. 

Inclusive leaders embrace opportunities to mentor  employees, creating an organic pipeline of stronger individual contributors and leaders. 

Inclusive leadership creates a culture conducive to big wins and longevity in the industry. When employees feel they are an essential part of the team, research shows they perform better with greater dedication. People are 25% less productive when they feel they don't belong. Harvard Business Review This sense of purposeful belonging boosts productivity. When teams are productive, they are reassured of the value of their work because of the success they attain, which in turn decreases turnover. Forbes 

Inclusive leaders focus on the concerns of their teams in conjunction with the work they perform. Productivity does not override complex environments. Without inclusive leadership, organizations can be productive, which is excellent, but they can also be vulnerable to discrimination suits. If leaders only focus on the work rather than on the concerns of their teams, they will miss critical opportunities to connect and address issues or concerns. Taking the necessary time to ensure all leaders understand the criticalness of being empathetic to the needs of their employees is a proactive and preventive measure that protects organizations and reaffirms employee wellbeing. Being a part of a group and feeling included and accepted is what it means to belong. When people perceive they do not belong and are not given the opportunity for equitable opportunities, they will feel discounted, dismissed, and potentially discriminated against. This opens the door to bad company reviews on public platforms or, at worst, legal pursuits and claims. Some organizational leaders may feel this is a far-fetched issue they should not concern themselves with, but since only 31% of employees view their leaders as inclusive, this should be on the radar of every leader. Harvard Business Review Additionally, higher retention rates and greater job satisfaction are correlated with a sense of belonging. This confirms that fostering a sense of belonging is essential for long-term success. 

When inclusive leaders are prevalent in your organization, the impact is that people feel seen, heard and valued. Employees desire to be seen as more than a number or a generalized contributor but as authentic partners in their daily work. When employees can contribute with their unique thoughts and ideas that pull from their cultural and personal experiences, innovation will result. Innovation drives expansion, and without a safe space for employees to express their ideas, organizations will forfeit opportunities to impact outside the box.