Our experience has consistently demonstrated how coaching and inclusion are the perfect partnership. Coaching provides the space for clients to explore their own biases and mindset in a supportive and non-judgmental environment, to openly discuss sensitive topics that they may feel that they cannot discuss elsewhere, free from shame or embarrassment and to identify and mitigate barriers to inclusion.
However, for coaching to ignite inclusive behaviour, we argue that three conditions must be met:
1. Ensure your coaches have knowledge of EDI so they can work with topics like power and prejudice.
An underlying assumption of coaching that does not naturally align with EDI (equity, diversity & inclusion) is the emphasis in coaching on individual accountability for achievement. While agency is a critical element of goal achievement, an overemphasis of agency coupled with a lack of understanding of the systemic barriers that minoritised groups face, will limit the potential of coaching in relation to inclusion. Therefore, coaches have a responsibility to develop their own knowledge and understanding of EDI topics such as prejudice, implicit bias, systemic barriers and trauma.
2. Pay extra attention in creating a safe space by normalising that inclusion is a sensitive and complex topic.
The importance of a safe space is fundamental to an effective coaching relationship and positive outcomes from coaching. When client’s feel safe, they are able to deeply reflect, facilitating learning during the coaching process. Coaches can create this safe space by demonstrating their own openness and curiosity to learn and maintaining a non-judgmental attitude. One way to address this when coaching for inclusion is to ensure sufficient time is spent during the contracting phase to acknowledge that inclusion is a sensitive and complex topic that can be difficult to discuss. Explicitly stating that your role as the coach is to provide an open forum to allow the client to explore inclusion, free from judgement and shame. Emphasising that it is natural to feel defensive, it is our challenge to remain as open and curious as possible to facilitate learning.
3. Encourage coaches to create a brave space so both the coach and client can get things wrong and learn from mistakes.
While safety is the critical foundation to an effective coaching relationship, safety alone is not sufficient for behaviour change. Clients also need to be brave to challenge their own assumptions, biases and deeply ingrained behaviours. Coaches also need to be brave to challenge and call out clients when necessary. Coaches must be active bystanders, bringing attention to client’s exclusionary language, assumptions or behaviour in the moment. Balancing the importance of being an ally without alienating your client is not easy, however, as it is often cited, coaching conversations are the forum where things can be said that cannot be said elsewhere. Therefore, if you cannot call our your clients behaviour, who can? Who will give them this feedback? Having some stock responses that you can adapt and tailor in the moment can help give you the confidence and the tools necessary to respond.
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Partner your coaching practice with the Inclusive Leadership Assessment
The Inclusive Leader Assessment is the perfect partner for coaches supporting their clients on how to work inclusively and how to be an effective leader.
Our Inclusive Leader Assessment is a combined self and 360˚ assessment that measures the critical elements that the scientific evidence indicates are essential to Inclusive Leadership. This includes:
- Leader wellbeing
- Leader mindset
- Leader lived experience
- Leader knowledge of EDI key concepts
- Leader inclusive behaviours (as rated by leader and raters)
An unique element of our Inclusive Leader Assessment is that it allows leaders to understand how inclusive their leadership is from raters who are different to the leader in at least one of the main protected characteristics.
We are experts in behaviour change and therefore we appreciate that the key to behaviour change is for individuals to feel empowered and inspired, not shamed or defensive. Our feedback report combines detailed and comprehensive feedback in an easy to interpret and accessible format.
To explore using the Inclusive Leader Assessment with your clients, contact us at enquiries@inclusiveleadershipcompany.com
