Being 'Bossy' Doesn't Make You an Inclusive Leader

Written by Brittany Clausen, MSW

Leadership in the modern workplace has evolved far beyond the days of top-down management where being the boss meant wielding power and instilling obedience. The contemporary work environment favors leaders who inspire, mentor, and unite their teams. This shift reflects a broader understanding that being bossy can often stifle creativity and foster resentment, rather than encouraging positive regard and productive teamwork.

Bossiness in the workplace often manifests as unilateral decision-making, where commands are given without consultation and the rationale behind decisions remains unexplained. For instance, a boss might insist on a certain process without considering the team's input, resulting in a lack of ownership and demotivation among team members. This approach not only limits the opportunity for team growth but can also lead to a toxic work environment where creativity is curbed and innovation is stifled.

Transitioning from being a boss to becoming a leader involves cultivating a culture of mutual respect and cooperation. It's about moving away from "command and control" to a leadership style that is characterized by:

• Empathy: Truly understanding the challenges faced by team members.

• Active Listening: Encouraging dialogue to understand diverse perspectives.

• Transparency: Communicating openly about decisions and their implications.

Inclusive leadership involves more than just managing people effectively. It is about recognizing the unique contributions of each team member and leveraging these differences for the collective good. This style of leadership encourages a collaborative approach where everyone feels valued and their ideas matter, significantly enhancing team cohesion and productivity. Many times, there will be more conversations to consider in making a cohesive decision that you or others might appreciate. However, in doing so, living in the "grey area" means that we can consider multiple factors by valuing each other's opinions.

Inclusive leaders thrive in the grey areas of communication, ensuring clarity and purpose in every interaction. This means avoiding leaders should avoid passive communication approaches that can lead to misunderstandings and resentment from your team members. Inclusive leaders should strive for clear, direct communication that promotes a shared understanding.

Practice Inclusive Leadership Skills:

1. Open Communication & Decision-making: Hold open forums where team members can express concerns and suggest improvements. This practice not only demystifies the decision-making process but also empowers the team, making members feel like active contributors to the organization's goals.

2. Live in the 'Grey Area' Sometimes: Navigating the 'grey area' means balancing firmness with kindness, setting clear expectations while being open to feedback. It involves articulating goals clearly but also being flexible enough to adapt based on team input.

True inclusive leadership is marked not by how many people you command, but by how many people choose to follow you because they believe in your vision and trust your judgment. By fostering an environment that values dialogue, respects personal contributions, and promotes an inclusive culture, leaders can inspire their teams to achieve great heights together.