When we talk about great leadership, we tend to focus on strategy, decision-making, and vision. But here’s the thing: the best leaders aren’t the ones with all the answers. They’re the ones who create space for the right voices, ask the right questions, and build teams where everyone feels like they belong. And no one explains this better than Kelli Lester.
Kelli is the co-founder and partner of Onyx Rising, a change management consulting firm that helps individuals, teams, and organizations rethink how they show up, lead, and create impact. In our recent conversation on Business Origin Stories, she shared why inclusive leadership is the key to running a business that actually works.
Why Inclusive Leadership Can’t Be an Afterthought
The workforce looks nothing like it did 10 years ago. People expect more. Employees want leaders who value them as whole humans, not just productivity machines. And when companies don’t meet that expectation? High turnover, disengagement, and missed opportunities become the norm.
But here’s the real kicker: Inclusive leadership isn’t just about creating a nice culture, it’s about better business. When teams feel heard and empowered, they contribute more. Kelli has seen companies save millions simply by creating environments where employees feel safe to speak up and share their ideas.
Making Inclusive Leadership Real (Not Just a Buzzword)
It’s easy to slap the word “inclusion” on a company website and call it a day. But Kelli works with leaders to actually put it into practice. That means:
- Building leadership development programs focused on emotional intelligence and cultural agility
- Creating real feedback loops so employees at every level feel heard
- Holding leaders accountable by making inclusion measurable, not just a talking point
Understanding Bias (Without Getting Defensive About It)
One of the biggest obstacles to inclusive leadership is unchecked bias. And let’s be honest: no one likes to think they have bias. But Kelli puts it plainly: bias isn’t something to eliminate (that’s impossible), but something to recognize and manage.
She shared a simple example: She’s from Indianapolis, so of course she roots for Indy sports teams. That’s bias. No harm there. But if that same bias influenced who she hired or promoted? That’s when it becomes a problem. Real leadership requires the awareness to spot those moments and make better choices.
Where to Start: Practical Steps for Leaders
If you’re thinking, “This all sounds great, but where do I even start?” Kelli has one word for you: exposure.
- Read books and watch films that challenge your worldview.
- Have real conversations with people whose experiences are different from yours.
- Seek out leadership training that goes beyond business tactics and digs into emotional intelligence and inclusion.
And if you’re a small business owner? Start embedding these values now. Put inclusion in your job postings. Make it part of onboarding. And look at your leadership style: are you making space for different perspectives? The earlier you start, the stronger your business will be.
Leadership That Actually Works
Inclusive leadership isn’t a trend. It’s the future. And the leaders who are actually making an impact are the ones who prioritize building environments where everyone has a seat (and a voice) at the table.
Want to learn more from Kelli? Check out Onyx Rising at www.onyx2rise.com. And if you haven’t listened to our full conversation yet, trust me, you’ll want to hit play.
🎧 Listen now on Apple or Spotify and start leading with real inclusion.
