Now we move on to predominantly slow-paced styles, with more indirect communication, meaning they carefully consider what they are going to say. These styles are more reflective, thoughtful, and reserved when expressing emotions.

Leaders who use the Inclusive Leadership style tend to be diplomatic, very patient, and methodical. They feel more comfortable in stable and conflict-free environments where they can approach their goals safely and where they can see the entire roadmap from start to finish.

They are also optimistic but cautious in their dealings with people and their approach to goals or decision-making processes.

Best qualities: loyal and faithful to a cause or a leader, sincere, leaders who collaborate with others to make decisions where everyone wins.

Barriers: passive, excessively confident leaders who allow others to take advantage of their patient and supportive nature.

Main Characteristics of Inclusive Leaders:

• Goals: harmony and stability in the environment.
• Under stress: avoid conflict or expressing their real opinion.
• Fears: changes in the environment.
• Need: needs to contribute and seeks social acceptance.
• Judges others: based on trust and sincerity.
• Pace: slow.
• Communication: indirect, does not show emotions.
• Response to rules: moderate, they accept those that have been proven by themselves.

Disadvantages:

• Too modest.
• May react slowly.
• Avoids conflict.
• By not showing their emotions and having a slower pace, they may frustrate other fast-paced styles.

Where they may also need reinforcement:

• Show more self-assurance.
• Show more of their true feelings.
• Be more open to change

Strengths:

• Tend to be very people-oriented.
• Are very good at mediating conflicts.
• Create pleasant, stable, and secure climates.
• Do not usually focus on people’s flaws.
• Are very good listeners.
• Are patient.
• Are committed to their work.
• Tend to easily show appreciation for others’ contributions.

With this profile, we begin the “west” quadrant of our octagon where the 8 dimensions of leadership are displayed. A totally opposite profile, for example, would be Directive Leadership;  among them, there are marked differences in orientation, pace, communication, and approach to people. This is why in modern leadership, there is noone-size-fits-all approach. We cannot lead everyone equally with just one style. If DISC teaches us anything,it is to change the golden rule we have all grown up with “treat others as you would like to be treated” to the platinum rule: “Treat others as they like to be treated.” This dramatically changes any human interaction for the better, I can assure you.

So in the next POST, we will discuss:

HUMBLE LEADERSHIP