This is a summary of the book titled “The BRAVE Leader” written by David McQueen and published by Practical Inspirational Publishing in 2024. The author is a leadership coach who asserts that failing to model inclusivity has dire consequences for a leader no matter how busy they might get. They must empower all their people and create systems that serve a wide range of stakeholders’ needs. They can do so and more by following the Bold, Resilient, Agile, Visionary, and Ethical Leadership style.

The framework in this book tackles root causes and expands emerging possibilities. It helps to drive innovation while having a strategic thinking. Inclusive practices can be embed into the “DNA” of the organization. Honesty, transparency and a culture to drive antifragility  will help with a systemic change.

Good leaders inspire and empower others in various contexts, including community projects, sports games, and faith groups. Leadership is not just about management, but also involves understanding an organization's norms, values, and external factors. Leaders need followers to buy into their vision and actively participate in the work. Inclusive leadership involves attracting, empowering, and supporting talented individuals to achieve common goals without marginalizing them. To achieve this, leaders must be "BRAVE" - bold, resilient, agile, visionary, and ethical. This requires systems thinking and the ability to sense emerging possibilities. To be a BRAVE leader, leaders should focus on creating a culture where team members can develop their leadership qualities. They should resist the temptation to position themselves as an omnipotent "hero leader" and consider their decision-making approach. To align with the BRAVE framework, leaders should consider boldness, resilience, agility, vision, and ethicalness in their decision-making approaches.

BRAVE leaders use the "five W's" approach to problem-solving, which involves identifying the issue, identifying the business area, determining the deadline, identifying the most affected stakeholders, and determining the success of the problem. This approach helps in identifying the root cause of the problem and addressing it.

Strategic thinking is crucial for driving innovation and thriving amid uncertainty. It involves examining complex problems, identifying potential issues and opportunities, and crafting action plans for achieving big-picture goals. Inclusive leadership is essential for organizations to avoid homogeneous decision-making and foster a culture that combines inclusivity and strategic thinking.

Implementing inclusive practices into the organization's DNA includes rethinking recruitment, hiring practices, performance management, offboarding, and mapping customer segments. This involves rethinking the "best" applicants, updating hiring practices, and fostering a culture that combines inclusivity and strategic thinking. By embracing diversity and fostering a culture of inclusivity, organizations can thrive in the face of uncertainty and drive innovation.

Inclusive practices should be incorporated into an organization's DNA, including recruitment, performance management, offboarding, mapping customer segments, and product development. Expand the scope of applicants and provide inclusive hiring training to team members. Be more inclusive in performance management by asking questions and viewing performance reviews as opportunities for improvement. Treat exit interviews as learning experiences and consider customer needs and characteristics. Ensure stakeholders feel included in product development, ensuring they feel part of a two-way relationship.

Self-leadership is essential for effective leadership, as it involves understanding oneself, identifying desired experiences, and intentionally guiding oneself towards them. BRAVE leaders model excellence, embracing self-discipline, consistency, active listening, and impulse control. They prioritize their mental and physical health, taking breaks and vacations to show team members that self-care is crucial. Leadership coaching can help develop BRAVE characteristics and identify interventions for long-term changes.

Inclusive leadership requires a positive organizational climate, where employees feel valued, respected, and included. Building a BRAVE organizational culture involves setting quantifiable goals and holding managers and leaders accountable for meeting them. Diverse teams benefit from a broader range of insights, perspectives, and talents, and problem-solving more effectively by approaching challenges from multiple angles.

By embracing courage and overcoming fear, leaders drive systemic change, leading to courageous decision-making, better management, and a systematic approach to leadership. By cultivating positive characteristics like generosity, transparency, and accountability, leaders can drive sustainable growth and foster a more inclusive environment.

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