Inclusive Leadership : Real-Life Scenarios and How to Handle Them

Last year, a group of students gave a classroom presentation that didn’t quite hit the mark. It was unorganized, their roles weren’t clear, and one speaker dominated the conversation. Although it was supposed to be a group project, there was little visible collaboration—just one person delegating, with no real cohesion or shared effort. At that moment, I faced a leadership challenge: how could I critique the students without crushing their confidence? Rather than offering direct criticism, I chose a different path—I asked questions.

I started by saying, “Tell me more about your leadership process and how you arrived at this final product.” Then I asked, “Do you feel the presentation flowed, and did everyone have the opportunity to contribute?” Finally, “What did you learn about leadership through this group project?” By framing the conversation this way, the students could reflect and come to their own realizations. They admitted that the presentation lacked cohesion and that more team members could’ve had a stronger presence. Interestingly, they also realized that, as a group, they hadn’t discussed what motivated them to participate. It reminded me of therapy, where a therapist doesn’t tell you what you did wrong but asks questions to help you reach your own conclusions. That’s what leadership is about—offering constructive feedback in a way that empowers reflection and growth.

In leadership, especially when addressing real-world scenarios like this, offering feedback with a clear understanding of your audience and how you want them to feel afterward is crucial. You don’t want to diminish their confidence but help them improve. 

Here’s another real-world example to consider: A disagreement between two team members, Mary and Charley, has escalated into a larger team conflict, eroding trust among the entire group. As an inclusive leader, you must address the situation and rebuild trust within the team.

STOP----- Close your eyes and think about how you would respond before moving on.

If you’re managing a conflict between team members, you could begin by having individual conversations with each person to understand their perspective. Ask them what they feel happened and what their goals are for resolving the issue. This step is important because it helps you identify each person’s conflict management style, allowing you to approach the resolution in a way that mitigates potential tensions. Once you’ve gathered insights, facilitate a conversation between the two parties, encouraging them to discuss their issues and work together on possible solutions.

After resolving individual conflicts, it’s essential to address the entire team to rebuild trust and establish clear expectations moving forward. Reiterate the ground rules for how your team will handle conflict, and present the resolutions that both parties have agreed upon. Encourage team members to support one another as they implement these changes. To prevent future challenges, talk about conflict management regularly in team meetings and reinforce those ground rules. It’s also helpful to build team cohesion by creating positive energy—incorporating icebreakers, affirmations, or shoutouts that make people feel valued. Using “we” language also fosters a sense of unity and allows everyone to express their viewpoints without fear of judgment.

If you’re interested in exploring more real-world leadership scenarios like these, check out The Inclusive Leader’s Workbook. It’s full of real-world scenarios, reflection questions, assessments, and how-to guides to help you build a stronger, more inclusive team.