Alyceum

Igniting Leaders, Inspiring Revolutions

Alicia Curtis

Finding the right board role for you

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I can’t tell you the joy you can get from finding the right board role for you. It can give you energy, new networks, new learning and understanding, the opportunity to connect to a higher purpose, not to mention the impact that you can create!

Board roles are also a long term commitment. Many board roles come with a 2 or 3 year commitment (check the terms of reference!) and it can be expected that you take on more than one term. So before you run into that long term commitment you might want to do some thinking about the right board position for you.

So where do you start? What should you think about? How do you find the right board position so you can make a difference in the world?

“To move forward, you have to give back”
Oprah Winfrey

There are many considerations to take into account when finding the right board role for you. These considerations can include your passions and interests, the time you have available, the skill set you can bring, the size and age of the organisation and the core business of the organisation.

Let’s explore these considerations further.

Passions and Interests

Ultimately it is useful if you have a passion for the NFP you are supporting. So what gets that fire in your belly? You may have this passion before you get involved or you may develop this passion from getting to know more about the cause. Consider the issues that affect you, your family, your local community or explore the issues that you see in the media. Most often board positions are a voluntary effort so it must be something you are willing to dedicate significant time and effort. Let’s explore what you’re passionate about!

What passions and interests do you have?

Time Available

It’s handy to do a personal audit of the time you have available to commit to a board role each month.. Some board roles may take 5 – 10 hours a month while others might need this per week. Understand the time required by the board. In the latest NFP Governance and Performance Study, the majority of board directors suggested time needed for their board role was 2 to 5 days a month (about 17 – 40 hours). Consider if you can be flexible and utilise some of your work week to do the board tasks necessary – this may be a conversation to have with your manager. Otherwise, what days/evenings do you have free to commit to meetings, events and board preparation?

What time do you have available for a board role?

Skill Set and Mix

Board composition is a key issue for many boards. Bringing together the right skills, demographics, diversity, networks and value. What value can you bring to a board and is it required for the organisation you are interested in? Some boards will require more traditional skills such as governance, legal or accounting whereas other boards might need more emerging skill sets such as entrepreneurship, marketing, culture and funding models. Check out the current board, chair and management team as these are the people you will be working closely with on your board journey. Consider if it is the right fit for you.

What value can you contribute?

Size and Age of the organisation

Smaller or start up organisations might require a more hands on director who might deliver on some operational tasks within the organisation such as running events or writing fundraising applications. Maybe you want to be involved in the evolution of a totally new organisation or perhaps you’d prefer an established organisation with a rich history and tradition. Depending on the age of the organisation can mean a very different experience at a board level. It can take a lot of personal insight to consider what the right organisation might be for you. Consider what experiences give you energy and think about the board to match that.

What organisation would suit you?

Core Business of the Organisation

Depending on your interests you may be best suited to different types of NFPs. There is such a range of organisations that you can volunteer for. Have you thought about service delivery organisations, business associations, fundraising, advocacy or industry peaks. You can contribute to organisations in your local area, state, national or even international organisations. There are a range of causes too – environmental, youth, elderly, disabilities, friendship, mental health, arts, sport just to name a few. There is such a depth and breadth of organisations out there – go and explore the diversity of the NFP sector! Read, network, connect and volunteer to gain insight and experience.

What type of activity interests you?

It’s time for some serious reflection now!

Don’t run into the first position that’s offered your way if it’s not the right fit. Spending some time to find the right match will be better in the long run for you and the organisation.

Ready to step into your full leadership potential?

GET THE FREE GUIDE:
15 WAYS TO FIND AN NFP BOARD POSITION
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How to use your influence for good

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Most change-makers I know are keen to have a positive impact on the world in some way. Traditionally you may have had to be a Prime Minister or wealthy CEO to influence and impact the world.

But the world has changed! You don’t need to be in a position of authority to have the power to positively influence those around you. Tools such as the internet have levelled the playing field and allowed everyday people to have a voice, gather people together for a cause and create momentum. Think about Malala Yousafzai or the #Metoo movement.

What types of power increase your influence?

Social psychologists John French and Bertram Raven discovered that there are six types of influential power and, of those, there are two that everyone has the ability to harness regardless of their standing.

1. Expert Power – Having advanced levels of knowledge about a subject gives you power because people trust you as an expert in your subject area and look to you for guidance. Develop this power by taking courses, reading, attending conferences, finding mentors who challenge your assumptions and constantly stretch your knowledge and understanding.

2. Referent Power – This is the type of power that people wield when they are well-liked and respected. You have this power if you are well-known in your community. Earn this power by always leading with integrity, doing good work, building strong relationships and take bold actions.

As change-makers, we can work on developing these powers to influence our workplaces or communities. Challenge yourself to lead not through position, fear or demands but through something which is far stronger than these – shared values!

Shared values are guiding beliefs that groups and organisations rally around to inspire change and keep people committed to their causes. These are beliefs that excite, guide people’s actions and help define identities. Most importantly, they’re the emotionally-charged fuel that enables leaders to influence their followers.

Tap into Emotions and Get Personal

According to Harvard Business researcher Dr. John P. Kotter, most people fail to be influential because they try to influence others using logic, convinced that facts will make others listen to them.

However, research shows emotional appeals can be more persuasive. This is because the same part of your brain that you use to make decisions also controls emotions, causing the two to be intertwined. If you want to influence people to take action or adopt new ideas, you can’t just tell them why they should do it; you have to make them feel it. So, basically, how you make people feel will impact your ability to influence and make change.

How do you make people feel?

Consider these avenues of power you can exert everyday

1. Speak up – consider how you communicate with those who you know, including your family, friends and colleagues. Can you raise awareness about an issue? Can you support an event through sharing it? Consider the ways you can share more – perhaps on social media, in your workplace or just with your friends.

2. Share your expertise – can you use your knowledge, networks and expertise to support a cause by sitting on a community organisation board?

3. Consumer power – every time you purchase something, you are supporting it. Choose carefully and support business and brands that contribute something to the world.

4. Philanthropy – philanthropy is just a fancy word for carefully considering how to give funds (or time) to have a positive impact in the world. You don’t have to be rich and famous to make a donation. Just start with a small goal of thoughtfully giving 1% of your earnings this year.

5. Resources – what resources do you have at your disposal? Can you influence your workplace to support a charity, offer a space to an event or meeting or use your profile to help build momentum for a cause?

I really do believe that people just don’t know how influential they can be. We have everything at our fingertips – access to knowledge, access to platforms to have a say, access to resources.

Don’t Forget!

In a Harvard Business Review article, Ben Laker and Charmi Patel outline a number of ways that you can increase your influence with one on one.

1. Build rapport – building rapport with the people that you want to influence will strengthen the interpersonal connections and trust that you have with them. Get to know people, dig a little deeper then you usually would – find out their purpose and passions in life, consider how you can support them.

2. Be an active listener – influencing isn’t just about telling people what to do or buy, it’s about understanding what will make them want to do these things. To learn this, you must first listen to them, understand what their motivations are and be empathetic about what they tell you. Practice asking good questions and listening.

3. Be focused and set an example – you can’t influence someone to change if you have not made that change yourself. Often I’ve found this is the best way to influence. Great influence comes from sharing your own experiences, and showing someone that the change you made could be great for them too.

The real question is: Are you ready to step up?

Get this Free Guide: 6 POWERFUL SECRETS TO FIND YOUR HIGHEST PURPOSE IN LIFE

The world needs more purpose-driven people. But where do you start? This inspiring guide will give you powerful insights to find and refine your own purpose in life.
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Hot tip to get a board appointment

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Many people ask me…

  • What networking events should I attend to meet board directors?
  • How do I learn more about the NFP sector? and
  • How can I understand more about board governance?

Well, I’ve got ONE suggestion for an event that answers all three questions above!

All NFPs (associations) have this event and most will host this event every year (many will run them Aug/Sept/Oct every year).

Have you guessed what it is yet?

It’s an Annual General Meeting or AGM!

Now, what’s your first thought when you hear the word AGM? Boring? Pass? Or something similar?

Trust me, I’ve been to my fair share of yawn worthy AGMs but to be honest, I’ve also been to AGMs where the organisation has at least tried to be interesting. Some organisations will try and have their AGMs done in 30 minutes flat and other organisations involve lunch and a keynote speaker.

BUT…

What is one of the main orders of business at an AGM?

Board nominations and elections!

Who attends AGMs?

Board directors!

So AGMs can be a very interesting place to network, observe and learn. There will usually be copies of the Annual Report where you can read about the achievements of the last year and plans for the future. You might also learn more about the organisation’s constitution such as what’s the objectives of the organisation, who can be a member, who can be a board director and how are board directors voted in.

So what AGMs can you attend?

  • Think about all the organisations of which you are a member of such as community organisations, industry associations, member-based organisations or sporting clubs. You should receive notice of the upcoming AGM as a member.
  • Think about organisations you could become a member of. Once you are a member, you will receive the newsletters, invitations to events and you will have the opportunity to vote in the board elections.
  • Some organisations may open their AGMs to the public and you will be able to observe the proceedings such as peak bodies. These events are great as they may have CEOs and board directors of a number of organisations attending.

With AGM season looming for many organisations, get yourself to a few and see what happens!

Now over to you: Have you been to an AGM before? Or are you planning on attending one this year? Head to the Alyceum Leaders group to share your thoughts!

Ready to step into your full leadership potential?

GET THE FREE GUIDE:
15 WAYS TO FIND AN NFP BOARD POSITION
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How to be a change maker

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“All of us are needed for a moral revolution.  It doesn’t matter where you live, the size of your bank account, or what you do for a living.  The world needs you to flex, to stretch to uncomfortable levels, to build your moral imagination, to listen more deeply, to reckon with your sense of identity, and to open yourself up to understand the layered inconsistencies and differing perspectives of others.  It requires each of us to partner better, to tell stories that matter and embrace the beautiful struggle.”
– Jacqueline Novogratz

I definitely know that I am at my happiest when I’m working with a team of people to make the world just a little better in some way. I love new ideas and I love a project that challenges that status quo. I love inspiring others to think about the change we can make together.

Last year – 2020 – commemorates 25 years since the start of my journey in leadership and community change making. Back in 1995, I was 12 years old, I was given a beautiful gift. I was chosen to attend the first International Children’s Conference (ICC) on the Environment run by the United Nations. 800 kids from 90 different countries were chosen to attend and experience 3 days of speakers, workshop and kinship.

There is no doubt in my mind that this conference was an immense catalyst in my life and one that I feel very fortunate to have. At 12 years old, my attention was diverted away, absorbed by my own teenage life and focused on others, my local community and world.

At this conference, I connected with the three other Perth delegates and we came back to Perth and formed our own group. Supported by our parents and a supportive teacher, we decided to run our own kids conference! This was probably one of the first examples of the ‘youth-led’ movement. It took us 13 months and in 1996, we ran the first Kids Helping Kids conference with 150 kids from around Western Australia and our ICC friends from Malaysia. In 1999, the group became incorporated as Millennium Kids and still runs today.

Since 1995, I have been a keen volunteer, a change maker and voice for the issues that matter. I look back with huge gratitude for the experiences I had, the people I met and most importantly, the mindset that was formed. It was a mindset that change can happen, we can achieve great things in our community when we come together and we have more power and influence than we think!

So in this post, I want to share 7 lessons I’ve learnt about creating change!

1. Lead now

“Leader is not a title that the world gives to you—it’s an offering that you give to the world.”
– Abby Wambach, two-time Olympic gold medalist and FIFA Women’s World Cup champion

You can lead right where you are – with your knowledge, experience, ideas and passion!

Don’t wait to be asked, don’t wait until you’re old enough or experienced enough. Get in there, join the team, shadow the leader, meet new people, share your ideas – start learning on the job! We all have the capacity to lead change – to make the world a little bit better than how we found it.

You have to be willing to be brave and give ideas a go, put yourself out there, make mistakes, learn and realise you have some value to give to the world.

2. Don’t doubt the crazy ideas!

“The day before something is a breakthrough, it’s a crazy idea.”
– Peter Diamandis, author and founder, Singularity University

It’s often the crazy ideas that can make the biggest difference!

Kids running their own conferences, young people being board directors on aged care organisations, everyday people joining together to become philanthropists…all of these crazy ideas became successful projects. Many people scoffed at these ideas and took a lot of convincing of their worth. Hang in there, it gets a little easier!

Give yourself time for thinking and talking about crazy ideas too. We can all too often get caught up in the busyness of life. Give yourself time to really think about what the world most needs now.

3. Diversify your network

“Inclusion is not a matter of political correctness. It is the key to growth.” 
– Jesse Jackson, Politician and Civil Rights Activist

Get out and make as wide networks as you can.  A broad network is an advantage when it comes to creating change. You can’t do it all by yourself! When I was 21 years old, I ran as an independent candidate for the Federal Senate of Australia. I loved the experience because it truly pushed me out of my comfort zone. I committed to going to a wide range of events with people I had never met before. Not only did it help during my campaign, but through the rest of my career and community work. The friendships I made, the organisations I came across, the people I connected with have held me in great stead.

When you’re building a team, it’s integral to know your strengths and find people who strengthen the group through different mindsets, skillsets and networks. They will challenge you and that’s a good thing! It can be an easy trap to bring together people who mirror your own strengths, instead, push yourself to bring together different people.

In these increasingly polarised times that we are living in, it can be all too easy to be revolted by people who hold different opinions and close down the conversations completely. Try to keep the avenue open.

4. Failure is part of the process

“If you’re not prepared to be wrong, you’ll never come up with anything original.”
– Ken Robinson

Plant many seeds as not all will grow. Failure is not a reflection of you, it’s just part of the process. For every project idea that’s been successful, there have been three ideas that have failed. Don’t be disheartened by this. Ask yourself, what can I learn from this? The learnings might come years afterwards too.

See the obstacles not as a sign to stop but a sign to keep going! Embrace them. Rise to the challenge of them. Obstacles will only make you stronger so keep in there!

5. Cultivate your skills in learning, listening and leadership

If you want to make a positive impact on the world, here are three key skills – learning, listening and leadership. Since the very beginning of my journey, I’ve been honing these skills. I still get it wrong and there is still much opportunity for improvement!

Learning – you are also learning! Learning about the complex problems we are facing in society, how we can make a positive impact, how we can work together more effectively. Being a learner.

Listening – the greatest leaders I have observed are all incredible listeners. They listen for what is said, they listen for what is not said. They don’t just listen, they connect and see the world through the eyes of the speaker. Often, when we have ideas and knowledge, we can be too quick to talk all the time. A great leader sees the opportunity to ask questions and listen. They listen with great humility.

Leadership – be ready to learn more about yourself, your team, your community and society and uncover the assumptions and biases that may hold you back. This self awareness helps you to start building mastery in leadership. You will need it when you need to bring together a diverse group with a common vision, when you need to have a courageous conversation with a team member and when you get knocked down by failures.

6. Surround yourself with the people, places and beauty that inspires you

When I feel inspired, I feel like I can do anything. So I think deeply about what inspires me the most. I wonder about the times that inspire fresh thinking, innovative ideas and connections.

For me, it’s about people, places and creativity. I surround myself with inspiring people. I meet with them. I read their books. I listen to their videos and podcasts. I attend events that push my knowledge and networks and am inspired by the incredible people I get to meet. I’m also inspired by our beautiful natural environment, the blue oceans, the tall trees and the animals who inhabit these spaces. Art, creativity, music and movement also inspire me. I love different art forms and the creativity and dedication it takes to create.

What gives you energy? Take your inspiration seriously.

7. Focus on what you’ve achieved, not what’s still to be done

“Real change, enduring change, happens one step at a time.”
– Ruth Bader Ginsburg

This is an important one! When change is the goal, you can be so future focused that you don’t acknowledge your achievements along the way. And let’s face it, we often have big hopes and dreams! Don’t get disheartened that there is still so much to do, celebrate what you have achieved along the way – highlight it, the small wins, make them visible to all the team. Change, at the best of times, is slow but that doesn’t mean that you don’t celebrate the wins along the way. Sometimes change happens in a giant leap, most of the time it will be incremental. Stick with your goals and purpose for the long term and don’t forget to take the time to acknowledge what you have achieved.

Together we can effect real change, by joining together, sharing our talents and envisioning a better future. Often I reflect on my 12 year old self, who had their eyes opened by the possibilities of this. No matter what we face as a world or society, I try to remember this. Now I have children of my own who see the issues they would like to positively impact and I know it’s my turn to encourage them to see their role as a changemaker in society.

Here’s to another 25 years of changemaking impact.

 

Get this Free Guide: 6 POWERFUL SECRETS TO FIND YOUR HIGHEST PURPOSE IN LIFE

The world needs more purpose-driven people. But where do you start? This inspiring guide will give you powerful insights to find and refine your own purpose in life.
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Do you want to be a board director?

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I’ve spent so many years helping aspiring directors get onto their first community board and I can tell you, the feeling never gets old! There are now so many success stories from my course Board Ignition, it’s wonderful to follow their journeys onto the boards of their dreams!

 

Do you want to be a board director? | Alyceum

Meet Samantha

Sam is a passionate health advocate. She was worried that she didn’t have a lot of experience with Not-For-Profit organisations or governance and also wanted to know where to go to find a board position. She participated in my signature Board Ignition course and answered a few questions with me PLUS shared her insights through a video interview below too.

 

Why did you join the Board Ignition course?

I joined the Board Ignition course because it gave me an opportunity to explore my desire to serve my community, build good governance skills and understand what leadership prospects I was interested in pursuing. This program has provided me with far more than I could have anticipated the course, activities and networks has provided me with clarity of my skills, ambitions, confidence in my abilities and direction on the areas that I am lacking.

What surprised you most about the course?

It has been the flexibility of the course which allows participants to learn and action tasks at your own pace. I found this to be the most surprising and supportive aspect of the course.

What did you enjoy the most about the Board Ignition course?

The most valuable part of the course was the practical tasks that built confidence to build networks and ultimately to secure a NFP position

The modules are very comprehensive and action oriented. The course is designed to provide you with the core competencies and background of NFP’s. Then the confidence to network and get to action in gaining a board position.

In what ways did it really help you with your goal to become a board director?

This course has been so well thought out by Alicia. It provides a great mix of course work and practical experience, along with an active and supportive group online that can be contacted anytime. I would highly recommend this course to anyone considering NFP Boards or a desire to work in leadership roles.

And the results? What’s happened since you completed the course?

I have now been appointed to a NFP. I have joined the Health Consumers Council of WA as the Treasurer as of November 2018. Finally, this course provided me with personalised and supportive mentorship of Alicia Curtis and communities of leaders in the program. The confidence that this has instilled within me is immeasurable.

 

Check out my interview with Samantha

 

About Board Ignition

Board Ignition is a dynamic online course that helps you fast track your board journey to get your first board position and serve a community organisation. There are 8 modules to the course which you can complete at your own pace (while you also receive an 8 week email series to help you discover the modules). Check out the course here.

Join before 18th June and attend our next Board Ignition live Online Summit with current participants and alumni!

 

Ready to step into your full leadership potential?

GET THE FREE GUIDE:
15 WAYS TO FIND AN NFP BOARD POSITION
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Creating Inclusive Leaders

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In an ever-changing, diverse world, organisations require leaders to look beyond traditional ideas and frameworks to shape leadership expectations. Leaders, without consideration and reflection, can often gravitate toward people that reflect their own personality, values and opinions. With diversity becoming a developing trend, organisations are now looking for teams with people from varied backgrounds, personal experiences, personalities, and ideas. With diverse teams comes the need for diverse and inclusive leaders.

But what does it mean to be inclusive? And how do you foster inclusivity in an organisation? Inclusion requires people to feel respected by and connected to the organisation and their colleagues, feel able to contribute to wider discussions, and feel able to progress within the organisation. Diversity refers to the mixture of different people and identities coming together in an organisation. 

A report published in 2016 by Deloitte outlines “The six signature traits of inclusive leadership: Thriving in a diverse new world”. From 2011, they recorded and interviewed over a thousand global leaders, consulted experts and researchers in the field of inclusive leadership, and interviewed over 1500 employees about inclusion in the workplace around the world.

So what are the key traits you need to be an inclusive leader? 

They are:

  1. Commitment
  2. Courage
  3. Cognisance of bias
  4. Curiosity
  5. Cultural Intelligence
  6. Collaboration

Let’s explore those further.

1. Commitment – Are you dedicated to diversity?

Being a more inclusive leader requires you to be committed to diversity. This is not only in the interest of the organisation you work for, but because it aligns with your personal values. Fostering diversity doesn’t happen overnight; it requires a lot of time, energy, and hard work.

The combination of your own personal experiences with diversity and inclusion in the workplace and the rational argument from a business perspective shows your commitment to fostering diversity and inclusion in your workplace.

So how can you show your commitment to diversity as a leader?

  • Put yourself in situations where you are working with people with different backgrounds to you.
  • Take the time to read and listen to diverse information sources
.
  • Highlight that fostering diversity and inclusion in the workplace is a top business and personal priority and encourage everyone to join the learning journey
.
  • Talk about what inclusivity and diversity look like within your organisation and invite different opinions.
  • Ensure your workplace practices and processes are improving diversity and inclusivity in your workplace.

2. Courage – Are you ready to speak up?

Being an inclusive leader requires you to challenge your organisation, its practices, others, and yourself. It takes bravery to challenge entrenched organisational practices and frameworks, but doing so will mean your organisation has the chance to become more diverse. Being able to challenge others and recognise your own limitations also takes courage. This humility will help you listen to different perspectives and overcome your own limitations.

Have you got the courage to be an inclusive leader?

How can you be a more courageous leader?

  • Reflect often on the biases and weaknesses that arise in your own behaviour and be willing to call them out.
  • Seek the advice and help of others to rise above your limitations, and acknowledge when you have made an error.
  • Encourage your team to respectfully identify when biases may be occurring in the team. Emphasize this is a learning journey for all. Make it safe for everyone to make mistakes and learn.
  • Question and dispute normative organisational values, processes and frameworks that encourage non-inclusive practices.

3. Cognisance of Bias – Are you aware of your blind spots?

Being an inclusive leader requires you to be aware of your organisation’s biases and of your own personal biases. These biases can range from unconscious bias, favouritism, confirmation bias, group-think, and attribution error. In order to improve the diversity within your organisation, you must develop your self-awareness and be prepared to act.

So how do you overcome personal and organisational biases?

  • Identify when you are most prone to your personal biases and organisational biases.
  • Take note of when organisational biases take over your better judgement during stressful situations or processes, e.g. recruitment processes.
  • Ask for feedback or more opinions when making or reflecting on key decisions.
  • Adapt processes to ensure that personal biases do not influence decisions about others.
  • Ensure transparency in decision-making processes, such as recruitment practices, and provide clear explanations to those affected by these decisions.

4. Curiosity – Do you have a thirst for knowledge?

To be an inclusive leader, you must constantly desire to learn and keep improving! To improve the organisation’s diversity, you must be open to different perspectives and to areas of knowledge that you are not personally familiar with. Asking questions and attentively listening to colleagues can help you understand multiple perspectives on issues that your organisation must deal with. This also means you have to be prepared for perspectives that can be vague and indefinite.

So how can you be more curious?

  • Do not be quick to judge those who hold different perspectives to you. Listen to what they have to say, and dig into understanding their perspectives.
  • Express your desire and openness to learning about new perspectives and ideas.
  • Ask for multiple perspectives from diverse people about choices or decisions to be made.
  • Anticipate change and actively encourage different ways of thinking. This can lead to opportunities to connect with diverse others.

5. Cultural Intelligence – how do you communicate with people from other cultures?

What exactly is cultural intelligence? This particular quality of an inclusive leader requires you to recognise how your personal experiences affect your perspective of the world. You must learn to look past stereotypes and be confident in your cross-cultural communications.

Cultural intelligence (CQ) is divided into four categories; motivational CQ, cognitive CQ, metacognitive CQ, and behavioural CQ.

  • Motivational CQ concerns how interested and enthusiastic a leader is in learning and developing cross-cultural communications.
  • Cognitive CQ concerns how much a leader knows about traditional norms, values, and stereotypes surrounding another culture.
  • Metacognitive CQ concerns how consciously aware of culture a leader is during communications with people from another culture.
  • Behavioural CQ concerns how appropriately a leader uses verbal and non-verbal cues when communicating with another culture.

So how can you become more culturally-intelligent?

  • Take the time to learn about other cultures, and create opportunities to do so.
  • Be prepared when leading a culturally-diverse team. This will include learning about individual members and their backgrounds, and changing how you approach certain situations or decisions.
  • Be open in your body language and succinct in your word use when communicating with
    people from different cultures and backgrounds.
  • Recognise your personal flaws and biases towards cultural stereotypes and differences.
  • Actively reflect and question your predisposed ideas about different cultures.

6. Collaborative – how well do you work with others?

Contemporary organisations require you to harness your team’s total intelligence to get to work, rather than individually strive to complete projects. In a team, you are more likely to meet and work with people who have completely different backgrounds, and maybe even opposing ideas to your own. The challenge here is to listen, be solutions-focused, and encourage independent, self-directed thought and debate.

How can you be a more collaborative leader?

  • Create an environment where team members will take responsibility and hold themselves accountable for mistakes they have made.
  • Ensure no one is left out of conversations or group discussions and activities. You should cultivate a safe and respectful environment so that your team members feel safe to speak up and discuss ideas.
  • Ask for feedback and questions about project progress from other team members.

In summary

Being inclusive is a non-negotiable. This gives us all a great opportunity to be learners and take our leadership skills to the next level.

Check out this link for the full Deloitte report. For further information about being a more
inclusive leader, check out this link to the SPACE2 Model developed by Include-Empower.
Where do you think you need to improve as a leader? Can you see yourself developing and
implementing the ideas we have discussed? I would love your feedback!

Ready to step into your full leadership potential?

GET THE FREE GUIDE:
15 WAYS TO FIND AN NFP BOARD POSITION
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