How to Be an Inclusive IT Leader without Including Everyone

Gaining support and having a consensus amongst a group is often the make-it or break-it factor in implementing change. However, reaching agreement with a large group of people is not always possible because of time constraints. In an article for The Enterprisers Project, Peter Weis explains how to be inclusive without including everyone.

Close-Enough Inclusion

Different situations demand for varied leadership styles. For example, in a scenario where there are many large decisions that all need to be made in a timely manner, being democratic is not practical. Possessing a visionary leadership style can, according to Weis, “increase speed without compromising organizational support during the inevitable difficult times.” For Weis, he embraces this by enlisting a small group of people who will be candid with him during decision time. Smaller groups of people can arrive at better decisions without spending excessive time in discussion.

In order for this to work best, you will need your A team. Sometimes these decisions will have impact for years, so you are going to want the best of the best making them. Weis also explains, “When stakes are high, being right trumps being fully inclusive.” During the decision-making process everyone may not be included, but that does not mean they do not play an important role. After you have made the decision in your small group, you are going to have to work to sell the idea to everyone who did not get a voice in the initial process. Having a solid change management process will help tremendously to sell them on it.

People will want to know how the changes will directly affect them and their role in the company. Visionary leaders who take the time to hear everyone out and spend time in the field seeing firsthand how the changes will affect everyone will be the leaders who successfully include everyone.

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