You are a start-up with a couple of founders working furiously to get your idea to market.
Question: Is it time for inclusion development?
Company X Answer: “Who cares about inclusion if you can never get the business off the ground and hire employees? Maybe later, when the business is on its feet.”

The market thinks your product is the best next thing and it goes off the charts. You have to staff like mad to take advantage of your current popularity. A sales office in every major city is needed yesterday.
Question: Is it time yet for inclusion development?
Company X Answer: “Who has time to take their already stretched team out of the field to be developed on leadership skills when you need them 100% focused on securing market share? Maybe later, when we are not so stretched.”

The field is staffed and you are now a couple thousand employees strong. Your estimated revenue chart has an almost vertical arrow. Customer relationship systems, product improvements, sales methodology training, and IT expansion are all top priorities.
Question: Is now the time for inclusion development?
Company X Answer: “Does developing leaders on how to create an inclusive environment beat out any of these priorities? Maybe later, when we don’t have so many competing priorities.”

Competitors have flooded the field. New market innovators have made your product less than cutting edge. Revenue growth has not only stalled, but is now predicted to be on a steady decline.
Question: Is it time yet for inclusion development?
Company X Answer: “Who can afford to develop leaders if we might not have enough money to pay them? Maybe later, when we get thru this rough patch.”

Your best employees have left to join your competitors. You have had to manage a couple of layoffs. The company is actively seeking an exit strategy.
Question: Should we even ask if now is the time for inclusion development?
Company X Answer: “Why should we care about developing leaders that might not be here tomorrow? Maybe later, if we don’t file for bankruptcy.”

So when is the best time to develop an inclusive environment? The simple answer is, “Now.”

• Developing an inclusive strategy from the start will help the company embed it into the culture. As companies start to hire their first round of employees, they will have these inclusive skill sets to make sure the foundational team is grounded in a sound welcoming and diverse environment. Now is the time.
• As the company experiences rapid growth, a small investment in leadership development will pay off in big dividends as the bulk of your team is hired by these leaders. Now is the time.
• When the company hits economic speed bumps (and every company does), developing leaders on creating a welcoming diverse environment will pay off with employee retention and greater innovation. Now is the time.

If you would like to discuss if now is the time to start or continue your inclusive leadership development, contact us.