Media

At first, they were skeptical. “We’ve already spent time prioritizing our work; you helped us with that a couple of offsites ago, remember? Why do we need to do it again?” It was a valid statement from a team I’ve been working with for over a year.

One of the delightful outcomes of publishing my book, Inclusionable: Transform How You Lead and Elevate Your Team’s Performance, is that I get to talk about the topic of inclusion as a leadership advantage with many people I’ve never met before.

I’m Christine, and I’ve spent my career at the intersection of leadership, organizational change, and the messy, beautiful reality of human behavior. I sometimes describe myself as a practitioner-scholar. For me, inclusion isn’t just a buzzword or a “nice-to-have” initiative—it is a core leadership strategy.

In the fast-paced world of organizational change, I’m met with the same question by frazzled leaders regularly: “How can I get my team to work faster, more strategically, or more independently?” They are looking for the magic “fill-in-the-blank” solution that will finally solve the problem.