3 Habits of Inclusive Leaders

Inclusive leadership is something most leaders care about. What it actually looks like, day-to-day, is a much harder question.

That's part of the problem. Inclusive hiring is straightforward to formalise. Write the policy, follow the framework, apply it consistently. Inclusive leadership lives in habits, not documents, which makes it much harder to build and even harder to fake.

I wanted to understand what those habits actually look like, so I sat down with two leaders I've long admired: Shena Brien, CEO at IP Telecom, and Deirdre Connaughton, Site Head at Takeda Ireland in Bray. (You can watch the full conversation here.)

Here’s what stood out.

1. They listen and check in

For Deirdre, active listening is the foundation of inclusive leadership.

"If you aren't actively listening, it's a huge withdrawal from the emotional bank account. You won't garner the respect of your team."

That means making time for the everyday conversations that get lost when workloads pile up. Not just the work updates, but the small stuff too: birthdays, hobbies, family life. By asking and actively listening, you create moments that matter and show that you truly care. 

Shena reinforced the importance of approachability, particularly for entry-level employees. Generational differences and being new to the workplace can make people hesitant to engage with senior leaders. Making time for conversation creates space for fresh perspectives and fosters belonging.

2. They recognise and give feedback

Listening is only half the job. Inclusive leaders act on what they hear.

Formal reviews and 1:1s matter, but it’s often the small, everyday moments of recognition that make people feel truly seen. Shena makes a habit of looking for good work across the whole business, not just from the people who naturally speak up. She keeps an eye on customer query tickets to stay connected to what’s happening across the business, and makes a point of calling out great contributions when she sees them.

"I see diamonds from the minute they walk in the door."

Deirdre also made the point that career paths aren’t always linear, and personal circumstances can mean someone isn’t in a position to pursue a promotion when it comes up. That doesn’t diminish their ambition or value. Recognising and respecting individual circumstances with empathy is a hallmark of great leadership.

3. They’re self-aware

One point from Deirdre really stayed with me: inclusion is a leadership responsibility. Senior leaders need to model and reinforce inclusive behaviours to create the conditions for their teams to thrive.

She holds herself accountable with a daily reminder, asking herself questions like:

- Have I spoken to people beyond my immediate circle today?

- Have I walked around to say hello to the wider team?

- Is there someone whose idea I haven't heard yet?

These are small habits, but they all add up. Because really, that's what it comes down to. You don’t become an inclusive leader one day. You build it through the choices you make every day.

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I love having conversations like this because more often than not, they circle back to emotional intelligence. When leaders build trust and openness, people do their best work. Executive Coaching can add another layer to that work: building the self-awareness and confidence that inclusive leadership takes. Talk to us to find out more.