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Emma North
Professor Jackson-Frasier
HDF 413: Advanced Facilitation and Consulting Skills
28 October 2020
Inclusive Leadership Statement
Throughout my time with the Center for Student Leadership Development, I have learned about
my leadership skills, as well as how to facilitate and consult groups. As I am still learning, I continue to
see different types of models of leadership. With this ever changing world, it is important as a leader and
consultant for me to create my own inclusive leadership statement, and I will do this based off my
research regarding the theories of leadership we have learned, my past experiences, my personal
leadership style, and how I will use this knowledge to facilitate in the future. In learning about
Intercultural Sensitivity, as well as the Multicultural Organizational Model, I have seen how organizations
develop from being an exclusionary monocultural organization to a multicultural organization. My
inclusive leadership statement is that in order for consulting and leadership to be applicable to every
single person, you must be willing to accept diverse viewpoints and engage in behaviors that allow
individuals that are different than you to be a part of it.
In HDF 413, we have learned many different theories regarding leadership, and how
organizations grow, and how leaders are made. In the Relational Leadership Model, we learn about
leadership and the relationships we form. In Chapter 3 of our textbook, it is stated that, “leadership is a
relational and ethical process of people together attempting to accomplish positive change.” (Komives,
Lucas, & McMahon, 2013, p. 95). The Relational Leadership Model is key to understanding leadership in
teams and groups, and as a consultant, you will often be working with groups and organizations, so it is
crucial to have an understanding of this model. Another leadership theory we have learned about is the
developmental model of intercultural sensitivity. This model is a six-stage model that shows how
organizations develop emotionally and physically to become more inclusive. On page 202 in the textbook
the authors write, “Being an effective leader or participant in a diverse organization or being a leader who
brings diversity to the organization requires that we know more about developing an openness and
appreciation of various cultures and aspects of how others may differ” (Kommives, Lucas, & McMahon,
2013, p. 202) Both of these theories; the Relational Leadership Model and the Developmental Model of
Intercultural Sensitivity are important to having a strong inclusive leadership statement with your
understanding alongside them. This is because the RLM will only work if we are inclusive and
understanding in our relationships with others. If not, we are not able to develop and work cohesively.
Secondly, for groups to develop they must have an inclusive leadership statement that will work to
connect those who are different from them and make the group more cultural and accepting. Stage 6,
integration of difference, can only be reached in collaboration with a strong inclusive leadership
statement.
In my past experiences, I took part in SafeZone training at the University, where I learned about
gender and sexuality. In this workshop, I learned how to be a strong ally and an inclusive leader in terms
of gender and sexuakity, and how to respect others and provide support even if I have never been in that
position. I think that it is important when working with those who are different from you as a consultant
to learn about what they go through and the correct terms to work with. This workshop shaped my views
as an empath and a leader because although I will never truly understand what the LGBTQ+ community
may go through, I know how to lead them and be respectful and welcoming in every facilitation and
experience.
My leadership style is one that focuses on positivity, empathy, and encouraging the heart. I am a
big believer in building others up to reach their goals. I think that when we encourage others in a positive
way, the group comes together and becomes stronger. My inclusive leadership statement has affected my
leadership style because I learn from others when I lead, and the only way that I can grow and better
others is when I am open and welcoming to a diverse group of people that will allow me to become more
well versed in topics that I have never experienced before.
In future facilitation practices, my inclusive leadership statement will help facilitate organizations
that are stuck trying to reach new goals, and grow to become more inclusive and multicultural. Since I
have learned about different organizations and how they can move up in the ways to become more
inclusive, a strong inclusive leadership statement will show the organization in facilitation what is
important and how to accept others. I will work to create a safe space that allows others to grow in their
understanding of diversity and inclusion, and teach them how to work together and create a better place.
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References
Komives, S. R., Lucas, N., McMahon, T. R., Wagner, W., & Ostick, D. T. (2013). ​Exploring
leadership: for college students who want to make a difference​. Jossey-Bass.