Cultivating Commitment

Did you know that organisational commitment actually reduces turnover? That’s exactly what Yasin and colleagues found in their 2023 meta-analysis. They also found that inclusive leadership might be the answer to creating a team of committed individuals. Their research indicates that inclusive leadership positively influences the alignment of goals between leaders and followers, subsequently enhancing their commitment levels.

We know that commitment shows up as one of the five cornerstones of a high-performing team, and the lack of commitment can result in devastating consequences for teams. From overlooked opportunities and erratic execution to misalignment in actions and efforts, the success of the team hangs in the balance.

Cultivating Commitment – Inclusive Leadership

Securing commitment from your team is vital, yet obstacles like consensus-seeking and the demand for certainty can hinder progress. Patrick Lencioni’s ‘5 Dysfunctions of a Team’ highlights these challenges, urging leaders to prioritise clarity and transparency. However, avoiding the trap of seeking unanimous agreement and absolute certainty, leaders should instead focus on clear communication and rationale behind decisions.

Inclusive leadership offers a path forward in overcoming these obstacles. It involves actively engaging with followers, prioritising their needs and expectations. Guided by the principle of collaborating with people rather than imposing decisions on them, inclusive leadership fosters an environment of mutual influence and contribution (Hollander, 2009) and is an effective way of gaining team buy-in.

By embracing inclusive leadership principles, leaders can encourage diverse perspectives and constructive dissent within their teams (as we explore in Encouraging Healthy Conflict), leading to stronger decisions that everyone can rally behind. Ultimately, effective leadership isn’t just about making decisions—it’s about inspiring genuine commitment.

Are you an inclusive leader? Ask yourself these questions adapted from the Inclusive Leadership scale (Carmeli et al., 2010). Better yet – ask your team!

• Am I open to hearing new ideas from my team members?
• Am I attentive to new opportunities to improve work processes suggested by my team?
• Do I engage in discussions with my team about desired goals and explore new ways to achieve them?
• Am I available for consultation when my team encounters problems?
• Do I maintain a consistent presence within the team, being readily available when needed?
• Am I accessible for professional questions that my team members may have?
• Am I willing to listen to and consider the requests of my team members?
• Do I encourage my team to approach me with emerging issues?
• Am I accessible for discussing and addressing emerging problems with my team?

How to be a More Inclusive Leader to Inspire Commitment:

Ready to achieve remarkable results with your team? Contact us today to discover how our expert guidance can empower your organisation. With our Elevate Programme, specifically designed for middle managers, unlock the full potential of your team and lead with confidence and innovation.

References

• Carmeli, A., Reiter-Palmon, R. and Ziv, E. (2010), “Inclusive leadership and employee involvement in creative tasks in the workplace: the mediating role of psychological safety”, Creativity Research Journal, Vol. 22 No. 3, pp. 250-260
• Hollander, E. (2009), Inclusive Leadership: The Essential Leader-Follower Relationship, Taylor Francis Group, New York.
• Lencioni, P. M. (2002). The five dysfunctions of a team. Jossey-Bass.
• Yasin, R., Jan, G., Huseynova, A., & Atif, M. (2023). Inclusive leadership and turnover intention: the role of follower–leader goal congruence and organizational commitment. Management Decision, 61(3). https://doi.org/10.1108/MD-07-2021-0925