Inclusive Leadership and Self-Acceptance

Inclusive leadership can be broadly understood as the process of bringing others in, widening the circle, integrating feedback and seeking divergence and convergence with intention.

An overlooked part of inclusive leadership is the micro-moment where a leader radically accepts themselves for who they are and what they can and cannot bring to a moment. For some, it starts with self assessment and full body scanning: where am I holding on, what am I covering for, where am I hooked, when have I been here before, what is new for me right now, what meaning do I bring to this moment, and what am I aiming for?? Lastly, am I okay, regardless of the outcome?

This last question is critical as it positions our self-worth in a category outside of attachment to outcomes. 

Here’s why this matters. Self-acceptance, in human psychology, is understood to be a foundational component in mental health and wellbeing.

Self-acceptance not a fixed state or an either/or. It is both a mindset and a somatic surrender into the humanity of our own leadership. We can choose to accept ourselves, radically, over and over again as part of training ourselves to lead beyond our ideas of who we are or should be. There are moments when we will radically accept ourselves in one domain, and still want to hold on to covering for other parts of ourselves. Self-acceptance is an iterative and progressive process. 

Love yourself through it.

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