Breadcrumbs

The Leadership Shadow model is a self-reflection tool developed to help leaders focus on actions and behaviours found most likely to support progress on inclusion and diversity.

 

Inclusion 34% higherInclusion at work

Global Women and Deloitte recently partnered to discover how included New Zealanders feel at work and understand what the drivers of inclusion are. The research report found inclusion scores were 34% higher in organisations where senior leaders speak up and challenge the status quo. Further, inclusion scores were approximately 30% higher in organisations where senior leaders and managers hold others to account if what they say or do is not inclusive.
 

Read the inclusive workplaces report (external link)

 

 

It starts with us

Graphic 3Often, the critical missing link on inclusion and diversity for many organisations is strong CEO involvement. By putting our stamp on diversity initiatives as part of a proactive strategy, we strive to be enablers of change from the top down.

The Leadership Shadow exercise is part of our individual commitment as leaders, and as Champions for Change, in ensuring we show up as the best possible versions of ourselves – acknowledging that change starts with us. We encourage you to complete the exercise with an open mind and a willingness to take the feedback on board to support your growth as a leader. We also encourage you to share the exercise with others in your organisation, specifically your Senior Executive team, in an effort to extend the impact of the exercise for wider organisational change.

What is the Leadership Shadow?

The Leadership Shadow model is a self-reflection tool developed to help leaders focus on actions and behaviours found most likely to support progress on inclusion and diversity. It is based on the idea that the path to lasting performance improvement on any priority – like inclusion and diversity – starts at the top.

What we say, how we act, what we prioritise and how we measure, together determine what gets done (and what doesn’t). These four elements make up the Leadership Shadow model, which allows a self-reflective process to take place to determine whether the imprint of your words and actions is as clear and powerful as you want it to be.

The model is flexible. It is intended as a guide to prompt specific areas of focus, that when tweaked, can have a positive impact on your ability to lead an inclusive and diverse organisation. Insights and action points that come from this exercise will be unique for each individual and dependent on the quality of the conversations that take place.