How to become an inclusive leader | Meagan Pollock, PhD | TEDxWolcottCollegePrep

Summary

In her powerful talk, Megan shares her journey of overcoming doubt and exclusion in the engineering field. On her first day as a full-time engineer, she faced harsh criticism that planted seeds of self-doubt. Inspired by her experiences, she aims to change the culture of engineering through inclusive leadership. Megan emphasizes the importance of belonging and feeling valued, advocating for a human-centered approach and accountability in leadership. She introduces the Inclusive Leadership Development Model, which encourages self-awareness and systemic thinking to create equitable environments where diverse voices are heard and everyone can authentically contribute.

Takeaways

• 😀 The speaker faced gender bias on her first day as an engineer, which instilled doubt about her worth in the field.
• 😀 Pursuing a PhD became a mission to change the culture of engineering and advocate for inclusivity.
• 😀 The experience at the Engineers Without Borders conference provided a profound sense of belonging among diverse peers.
• 😀 Belonging and feeling valued are fundamental human needs, crucial for personal and professional fulfillment.
• 😀 The Inclusive Leadership Development Model consists of self-awareness, social consciousness, and actionable practices.
• 😀 Understanding one's identity is essential for recognizing how personal experiences influence perspectives.
• 😀 Developing a social consciousness enables leaders to recognize bias, discrimination, and barriers faced by others.
• 😀 A human-centered approach and lifelong learning are critical for fostering accountability and inclusivity in leadership.
• 😀 Culturally intelligent communication and inclusive collaboration enhance workplace culture and belonging.
• 😀 Everyone, not just those in management, has a role in promoting inclusion and creating environments where all individuals feel they belong.

Q & A

What was the initial challenge the speaker faced on her first day as an engineer?

The speaker encountered a colleague who questioned her presence in the engineering field, implying that she was hired solely for her looks, which planted seeds of doubt in her mind about her worthiness.

How did the speaker's experience at the Engineers Without Borders conference differ from her previous experiences with women in engineering?

At the conference, the speaker felt a sense of belonging and did not engage in typical conversations about work-life balance or survival in a male-dominated field, which contrasted with her prior experiences.

What realization did the speaker have regarding belonging and feeling valued?

The speaker recognized that belonging and feeling valued are fundamental human needs, essential for personal and professional fulfillment.

What does Maslow's hierarchy of needs indicate about belonging?

According to Maslow's hierarchy, belonging is a crucial need that comes after basic safety and physiological needs, highlighting its importance for self-esteem and self-actualization.

What are the key components of the inclusive leadership development model introduced by the speaker?

The model involves self-awareness, understanding social constructs, a human-centered approach, and accountability as a lifelong learner.

What is the significance of developing a human-centered approach in leadership?

A human-centered approach emphasizes recognizing the value and beauty of diversity, fostering inclusive environments that prioritize the experiences and contributions of all individuals.

Why is accountability important for leaders in the journey of becoming inclusive?

Accountability is vital because it encourages leaders to recognize their mistakes and continuously learn from them, which respects the dignity of the people they serve.

What are the desired outcomes of the inclusive leadership model?

The desired outcomes include culturally intelligent communication, inclusive collaboration, and a workplace culture that enhances belongingness and reduces marginalization.

How does the speaker describe her own transformation in the context of authenticity in the workplace?

The speaker shares that she felt inauthentic while trying to fit in and eventually liberated herself from those constraints, allowing her true self to emerge.

What call to action does the speaker make at the end of her presentation?

The speaker invites everyone to reflect on their lived experiences, recognize and remove barriers, and focus on inclusion to create cultures where everyone feels they belong.