Self-Less: How servant leadership can foster inclusive business meetings and help people thrive
I can still remember the first business meeting I was invited to attend. I was excited to be included, yet nervous at the same time. It was exciting because this was an opportunity to help solve for businesses challenges, but my nervousness was fueled by thoughts of others not finding value in my ideas or not being able to answer a question I might get asked. I wanted to show well and even though I came prepared, there was an experience in showing up for me that I didn’t take into consideration. It was the feeling that came over me when I entered the conference room for the first time. The space felt vast and the room engulfed me, which made focusing on the context of the meeting a little more difficult. I didn’t recognize most of the people in the room either, which didn’t make things easier. Thankfully, there happened to be one person I knew sitting at the table and luckily there was an open seat next to him. I made a beeline for that seat to help me settle into the room. I didn’t acknowledge anyone else around the table, but it certainly wasn’t intentional. I was just trying to claim my space and get prepared to show others my ability to problem solve and think critically.
Even though I don’t experience the same feelings when attending business meetings today, I am still consistently faced with first time experiences or situations that take me out of my comfort zone, and I can easily find myself being self-consumed and uninviting amongst the people around me. Not only is it important to recognize this behavior in myself, but it also serves as a reminder that when I see others being exclusive it is most likely unintentional and they are unaware of how it is impacting the people around them.
For people and organizations to grow within the confines of human nature, they must be open and willing to take a personal inventory to see where they can be better. Just like a company takes stock of its inventory if they want to grow, people must do the same. Doing this work not only allows you see where you can help others succeed, but you also will come to learn how you can be a stronger, more competent leader in your own career.
I have included a few tactical examples below of how I have practiced going against my unconscious behaviors and being more self-less in my actions to exhibit more inclusive behaviors in my work environment. Particularly, when it comes to business meetings.
• Showing up a few minutes early (in-person or virtually) and introducing myself to people I don’t know in the meeting. Even though this may seem like a given, it is still worth mentioning because it’s a simple gesture that goes a long way.
• Reviewing the agenda prior to a meeting helps me think ahead about how I can contribute to the discussion and support the meeting organizers objectives. If there is no agenda, I will ask the meeting organizer if they can create one. This is a win/win for all, as it allows everyone to prepare for a cohesive and meaningful discussion.
• If I know someone has a good idea or opinion about the topic at hand, I make it a point to share a comment that will help tee off their idea. If I know that I plan to do this prior to the meeting because the agenda is insightful, I will give this person a heads up so they are not caught off-guard.
• If someone is struggling to execute what it being asked of them and I can help, I connect with them after the meeting. People will sometimes suffer in silence because they are afraid to speak up and they feel like they need to figure things out on their own. Initiating help might give people to confidence to speak up at another time and this helps breaks down people working in silos.
• If they lack resources, I will share ideas or point them in the direction of someone else in the organization that can help them deliver on their commitment that was expected out of the meeting.
• Take a pulse on your environment and practice empathy. This allows me to tune into the people around me and understand how to engage effectively with others.
The greatest value this list provides is, it can be demonstrated by anyone in your organization. These are leadership behaviors that don’t require you to hold a particular title in order to practice them. People who can take a pulse on their environment, identify where they can add value and respond accordingly to a person or situation, is how emerging leaders gain exposure, current leaders grow stronger and an inclusive culture is fostered.
The more you step outside of yourself and think of others, the more you get in return and grow, making this “self-less” notion quite the paradox. The question then becomes, are you willing to do the work and take your own inventory, so you and countless others can succeed?
