Cultivating Inclusive Leadership and Personal Growth
In today’s fast-evolving world—where AI, hybrid teams, and global complexity are shaping every industry—one quality stands out more than ever: inclusion. In Episode 72 of Talent Talk, I had a deeply meaningful conversation with Armanda Mealha from Microsoft Portugal. We explored how inclusive leadership isn’t just a “nice to have”—it’s a driver of personal growth, innovation, and long-term success.
🎧 Listen to the full episode on Spotify:Talent Talk – Episode 72
What Inclusive Leadership Means to Me
Inclusion isn’t about box-ticking or quotas—it’s about who feels safe, heard, and valued in a room. It’s about the everyday decisions that tell people, “You matter here.”
Armanda put it beautifully:
“Inclusive leadership is leading with intention, empathy, and openness.”
That’s exactly what I strive to help leaders cultivate—because inclusion and growth go hand in hand. When people feel safe, they stretch. When they stretch, they grow.
5 Practices I Coach Inclusive Leaders to Embrace
Here are five habits I’ve seen transform teams, especially when practiced consistently:
1. Active Listening
This isn’t just about nodding—it’s about pausing, asking, and creating space for input. When you truly listen, you build trust.
2. Representation and Visibility
Look around the table. Who’s there? Who isn’t? I encourage leaders to ask this often—and act on the answers. Advocate for underrepresented talent. Make room.
3. Empowerment, Not Permission
Inclusive leadership doesn’t mean making all the decisions yourself. It means sharing power—inviting your team to co-create, not just follow instructions.
4. Cultural Curiosity
Ask. Learn. Celebrate differences. Armanda shared how global teams at Microsoft highlight holidays, working styles, and customs—and how that deepens connection.
5. Self-Awareness
This one’s personal. What are your blind spots? What feedback are you resisting? I often coach leaders to reflect regularly and stay open to challenges.
How Inclusion Intersects with AI
Technology can either amplify inclusion—or undermine it.
That’s why inclusive leadership becomes even more important in the age of AI. Armanda and I talked through some of the risks and remedies:
Audit AI for bias: Algorithms are only as fair as the data behind them.
Design with diversity: Bring in different voices early—not just at launch.
Explain clearly: If people don’t understand how a system works, they won’t trust it.
“We challenge—AI doesn’t do that for us,” I said during our chat. And I meant it. Leadership is where ethical, inclusive choices start.
Personal Growth Isn’t Separate from Leadership
The best leaders I work with don’t just develop others—they develop themselves. And they do it intentionally.
Here’s what I often recommend:
Set your own learning goals—don’t wait for someone else to guide you.
Seek out real feedback—even when it stings.
Step into discomfort—because growth doesn’t happen in comfort zones.
Reflect often—through journaling, coaching, or even a quiet moment during your commute.
Leadership is personal. The more you grow, the more space you create for others to do the same.
Inclusion in Action
In the episode, we shared examples of what inclusive leadership looks like day to day:
A manager noticed one team member never spoke in meetings. Instead of pushing, they created asynchronous input opportunities—and that team member’s ideas flourished.
A hiring team diversified its interview panel and immediately saw better, more equitable outcomes.
School leaders invited students into conversations about tech tools—giving them voice in how they learn.
These aren’t dramatic shifts. But they matter. Inclusion lives in the small moments.
Avoiding the Common Pitfalls
Here’s what I often see getting in the way:
Performative gestures: Saying the right thing without doing the hard work.
One-and-done thinking: Inclusion isn’t a campaign. It’s a way of leading.
Avoiding discomfort: Inclusion often involves tension, but that’s where truth and trust are built.
“If you’re not growing as a leader, you can’t grow an inclusive culture.”
I said this during the episode—and I say it often in workshops. Inclusion starts from within.
Final Thoughts
Inclusive leadership is human leadership. It’s about helping people feel seen, valued, and safe enough to contribute their best. It’s also about growing yourself—because you can’t invite people into space you haven’t explored.
“People first. Tech second. Always.”
That’s what Armanda said, and I couldn’t agree more.
Go Deeper with Talent Talk
This blog wraps up my 5-part series based on Episode 72 of Talent Talk with Armanda Mealha.
🎧 Listen to the full episode here to explore how inclusive, adaptable, and responsible leadership is evolving alongside AI.
📣 If you’re ready to explore your own growth as a leader—or help your team build inclusive, AI-ready habits—visitThe Career Establishment. I’d love to help you create space where everyone can thrive.