A Conductor of Every Instrument
4 subtle ways highly successful executives encourage diversity.
Have you ever heard a rock band practice without their drummer? How about a choir without a tenor section? Or what about an orchestra without any wind instruments? The sound isn’t just incomplete — it’s totally off-kilter. There’s a richness and harmony to sounds that are diverse, and they almost always produce the most beautiful music.
The same could be said about the workplace. Organizations tend to thrive when their input and output is highly diverse, but that simply isn’t possible when leadership isn’t cultivating an environment that encourages a whole spectrum of thought and identity. After all, a conductor can’t simply hire a new flutist and hope for the best. They must conduct each player in turn according to their sheet music and their individual ability.
Successful executives are always encouraging diversity. Each part of their daily routine, from communicating to their team members to evaluating important metrics, is engineered to ensure that everyone in the room has a seat at the table. For these executives, diversity isn’t about one-time gestures or aggressive, sweeping initiatives. Instead, it is an integral part of their leadership mindset.
I’ve been advising executives for over two decades — many of them prime examples of these egalitarian leaders. After years of watching them succeed (and sometimes fail), these are the four subtle ways I’ve noticed they are always encouraging diversity.
❶ They actively listen to every voice.
For starters, successful executives understand the difference between passive and active listening. Active-empathetic listening is about actively seeking a deeper meaning and context to what the speaker is saying, either through intentional focus or follow-up questioning. Not surprisingly, recent research shows that supervisors who actively listen to their workers inspire higher levels of engagement across the board. That said, what’s even more important is that this active listening is applied to every employee — to every voice in the room. Depending on the situation, some of those voices might have disagreeable or unapproving things to say. Still, a successful leader listens in earnest.
Statistics to remember: Despite the fact that most people forget nearly half of what they hear almost immediately, 96% of us THINK we are great listeners.
❷ They align diversity initiatives with core business strategies.
There is a moral component to diversity, and its consideration sets the tone for everything. However, the most successful executives also communicate a clear picture of how and why diversity supports real business outcomes. Rhetoric is a logical place to start, but diversity of thought and identity won’t fully become a part of your organization’s routine until it’s directly connected to what the company achieves. How does your organization think about diversity? Is it connected or correlated with any performance metrics? Do you understand how diversity supports your business objectives?
Statistics to remember: Companies with leadership in the top quartile of both gender and cultural diversity routinely outperform their less diverse peers.
❸ They encourage open discussions about race and identity.
“Everyone’s the same” is no more or less true than “everyone is different.” Though we do share an unshakeable bond in our own humanity, there is absolutely no denying that the workforce is now full of widely different perspectives. According to the most recent report from the U.S. Chamber of Commerce, the American workplace is both aging and adding a greater mix of generational management. Women are slowly set to outnumber men, and Hispanics will account for 30% of the total labor force by 2030. Successful executives embrace this reality and allow space for their employees to talk about racial, cultural, and generational differences. Not only does this build trust and soothe tension, but it also gives everyone insight into what makes each point of view valuable.
Statistics to remember: Only 7% of workers in the U.S. strongly agree that communication within their workplace is “accurate, timely, and open.”
❹ They create clear channels for managing discrimination.
Prior to 1929, there were zero reported cases of an “offsides” penalty in the National Hockey League. Why? Because the rule hadn’t been invented yet. A leader has no right to boast about the inclusion within their workplace if there isn’t a highly effective and 100% anonymous means of reporting discrimination. Not only does the lack of such a system prevent the organization from becoming an authentic version of itself, but it also indirectly silences anyone who is experiencing prejudice under the status quo. When successful leaders look into the mirror, they want to see the truth.
Statistics to remember: A jaw-dropping 91% of U.S. employees have experienced some form of discrimination, but only 44% of employees feel comfortable reporting it.
Are You Open to a Full Orchestra?
Successful leadership should send the message that every perspective capable of contributing to the business is welcome. Every instrument capable of performing the chosen symphony has a seat in the ensemble. This is how highly successful executives produce the most beautiful music, and it’s now a natural part of how they conduct any orchestra.
