Hi Leaders,
Let me be clear: Inclusion isn’t a value. It’s a skill.
And like any skill, it can be learned, refined, and practiced.
Especially in the moments when it feels hardest.
Because here’s the truth: most leaders are great when things are smooth.
But when differences surface…when the feedback cuts deeper than expected…when someone challenges your “tried and true” approach?
That’s when inclusion is either proven, or exposed.
The real question isn’t: Do you believe in inclusion?
The real question is: Can you lead it?
Let’s dive into what that looks like in action…
Turning Inclusion into Action
This is where the ALLY model becomes your playbook:
Ask. Listen. Learn. You take action.
Notice…this isn’t philosophy. It’s process.
When tension rises, when perspectives collide, the ALLY model keeps inclusion from collapsing under pressure.
ASK:
Most leaders don’t ask until there’s a blow-up. By then, the damage is done. Instead, ask proactively:
“How is this landing for you?”
“What am I missing?”
“What’s one thing I could do differently next time?”
LISTEN:
Not just hearing. Listening without rehearsing your defense. If your listening doesn’t lead to change, it’s not listening, it’s performance.
LEARN:
This is where many leaders tap out. They get defensive instead of curious. The best leaders learn in real time. They notice. They adapt. They grow.
YOU TAKE ACTION:
Without action, the whole process breaks down. Surveys, town halls, and feedback forms mean nothing if nothing changes.
Here’s the data:
More than 50% of employees say their employers do little or nothing with feedback (Seramount).
75% of HR leaders admit they don’t have an action plan for every survey question.
Nearly two-thirds of U.S. employees say their engagement surveys don’t lead to meaningful change (Business Insider).
When feedback leads to silence, trust erodes. And when trust erodes, your team stops speaking up altogether.
But when leaders act…even in small ways, naming the changes they’re making, something shifts. Inclusion moves from intention to impact. And trust, collaboration, and performance rise with it.
If you’re ready to lead inclusion with confidence, here are three ways to take your next step:
👉 Discover Your Leadership Type
Your leadership shows up differently than you think. Get clarity on your natural style and how it impacts your team.
👉 Build the Skills Most Leaders Skip
Most leaders stumble not because they don’t care about inclusion—but because they never learned how to lead through differences. My course, How to Lead People Who Are Not Like You, built on the E.A.R.N. system, equips you with the tools to lead effectively across backgrounds, generations, and perspectives. The first 50 leaders to enroll also receive an exclusive live Q&A with me.
👉 Bring Me Into the Room
From founder teams to Fortune 500s, I help organizations build cultures of trust, ownership, and performance. Whether it’s a keynote, a workshop, or a team intensive, I’d love to serve your leaders.
You’ve got this,
Stephanie
Your Ally in Leadership
