Leaders who practice optimal inclusion — that is, deploying the right people for the right jobs — can create more efficient, effective teams.
If leaders can make their organization a psychologically safe place to speak up, they can tap into a wellspring of new ideas from people who otherwise keep quiet.
Ahead of an upcoming Facebook Live discussion on gender myths in performance and leadership, we want to hear which questions you'd like addressed on-air.
Everyone knows the pain of feeling left out, but fewer discuss the dread of needlessly being left in. This is what we at the NeuroLeadership Institute call "over-inclusion."