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Inspirational leadership — uncovering the roots of bias — a CEO’s quest for cultural change

The CEO of this international bank with over 7500 employees, was a true believer of Diversity, & in creating a thriving Inclusive culture.

Typically, the impression was that the bank was an inclusive place as outsiders would be greeted with diverse people working together, a lot of camaraderie, and happy faces

In reality, this was a half-truth & superficial.

The CEO knew that because his challenges started with male-dominated top management with rigid ideas on D&I.

This attitude percolated to employees who were rooted in bias around gender, generational, and culture.

Adding to the list of woes were the women employees who had adopted a “suffer in silence” stand.

It was in this background that the CEO guided by his inner compass & belief embarked on the DEI journey along with experts & few believers from the system.

The unfolding began with deep diagnostics to understand the depth of bias seeding & beliefs.

All were surprised by the findings around gender, generation & cultural aspects.

At the Top Management level: No buy-in that an inclusive culture is needed, no perceived benefits felt, lip service, etc.

At the Employees level:   

 Gender: language, imagery, gossip, attire, name-calling, slang terminology

 Generational: Prejudices, Bias, exclusion

 Cultural: not international but regional, sharp silos based on ethnicity, food choices, etc.

The diagnostics got people heckled & rumors’ flew thick and fast that men were going to be sacked, women would be given preference and major changes were in the pipeline. Interestingly the women employees got targeted & joined the murmurs of anxiety & unhappiness.

It was shocking to see how well-educated people from metros were unaware of the repercussions of their bias/ prejudices/non-inclusive behaviours

The CEO knew he had to have his management teams BUY IN first and coevolve the actions needed.

Study of the data threw up a common root: bias/ prejudice/ perceptions/

Addressing the BIAS story, without ruffling feathers was the next chosen step.

As bias is a sensitive topic the medium of “Interactive Theatre, uses professional and well-known TV artists playing real work-related scenarios, moving to introspection & conversations.

Random association, creativity, out of the box thinking are great tool to address the challenging left brained thought processes

These sessions moved from data rejection – denial – may be – possible – yes happens- reflection – now what next.

Five hundred employees participated in this DRAMA to REAL awareness sessions.

The real work started post the drama series, 100 catalysts of change were identified, to ensure leaders demonstrated new behaviors at the workplace. Deviations were dealt with gently but firmly.

The hero of this seeding of a bias-free culture of inclusion was the CEO, who stood his ground firmly despite strong opposition.

So once again it proves that if you believe in something with passion & commitment, it is possible to light a fire.

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Reasons for organizations to invest in Leadership Development as a compelling priority.

An organization’s success depends on its people, and people’s efficiency is directly linked to the effectiveness of leaders at all levels of the hierarchy. Leaders guide & lead their teams to upscale their performance which enhances efficiency & overall productivity.

This learning builds confidence to navigate the way to the top.

Let us look at some top-of-the-line benefits that cascade down the line when trained & developed leaders become CATALYSTS of empowerment.

1. Self-Mastery: Leading is not a checklist which can be pulled off the net. It is a continuous journey of imbibing Attitudes of excellence

Positivity, accountability, creativity

Appreciation, Gratitude, Humility, Grace

Unlearn, learn

Emotional Intelligence to manage own & others’ emotions

Personal gravitas & power

These are the foundational strong roots which enables people to navigate through the many challenges. Leadership training programmes help leaders to discover the Tatva and unlock their potential. Such developed leaders become rock-solid pillars in the organization

2. Employee Retention:

– For the leaders: higher levels of engagement as a systematic process for honing new skills/attitudes/competencies leads to a higher ability to manage new challenges

– At the employee level: when leaders invest time in developing their juniors to upskill, employees feel valued and are more likely to stay with the organization

3. Inclusive Work Environments: Trained & developed leaders can facilitate the creation of inclusive work environments, which in turn creates higher employee engagement & morale, increased job satisfaction leading to higher creativity, risk-taking & productivity

4. Team Performance: Inspirational leaders build teams that outshine. Trained leaders can manage conflicts through a culture of open communication, leverage individual strengths, align individuals to personal & organizational goals, give & receive feedback, which leads to happy employees & happier organizations. This further leads to collective & collaborative DECISION-MAKING

5. Increased risk-taking & innovation: In the current business scenario, businesses will not survive unless they take risks & innovate. Most employees are shy of walking on that path for fear of failure & rejection. Leadership training programmes build the risk-taking appetite & ability to take calculated risks for creativity & innovation. Innovation & creativity are components of organizational culture, which in turn are seeded by leaders through LEAD BY EXAMPLE

6. Impactful Communication: Leadership training programmes teach leaders the techniques & tools of communication they can communicate effectively with employees, customers, and stakeholders, which builds relationships thereby supporting business outcomes.

7. Future Leadership Pipeline: Investing in leadership development can help organizations identify and prepare high-potential employees for future leadership roles, reducing the risk of leadership gaps and ensuring a smooth transition when a leader leaves the organization.

8. Increased Customer Satisfaction: Strong leadership can help create a customer-centric culture that prioritizes delivering excellent customer service and meeting customer needs.

9. Competitive Advantage: Companies that invest in leadership development are more likely to be successful and gain a competitive advantage in their industry by developing a skilled and capable leadership team

We have been in the space of leadership development for more than two decades and are convinced that trained & developed leaders can create magic for themselves, their teams, their departments, their organization, their country, and the world at large.

This is one investment which will give you very warm & healthy returns.

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