Inclusive Leadership

      Are you surprised at the response to your blogs? When mine are read I am pleased. The icing on the cake is receiving comments and even suggestions. For several months I have reflected on the feedback from an old blog that stressed the need to engage new, younger members and at the same time re-engage long term members, including former chapter, state organization and even international leaders. 

     Several past state organization leaders and others who have served at the international level on committees, boards, etc. have shared concerns about their perception of member disengagement. Several expressed a feeling of  being dis-enfranchised once their own “leadership term” was over. 

     All organizations must engage new and inexperienced members in each biennium. Succession planning dictates that for DKG at the chapter, state and international levels. And, members who have paid dues for many years, served in various roles of leadership at all levels must recognize that with each biennium, changes in leadership and leadership styles occur.  

     It is understandable that new leaders want to do their own thing, make their mark, and demonstrate their leadership skills and many may still be using the antiquated  command and control style of leadership. Shirley Engelmeier, in one of her blogs in 2013, posted that "We are decades past that type leadership, where one, or even a few, are in command and control what is done." 

     Because of the changes in technology, the type of leadership now required must be more inclusive, broad based, horizontal and members must literally be allowed to engage and lead from any chair. In DKG we say every member is a leader but do we utilize the skills of all members? Equally important, communications must be honest, timely, and frequent, without the feeling of bureaucracy that so often plagues organization. Otherwise, those holding membership in our organization, both short and long term, will continue to opt out.

   With the advent of Email, Facebook, Twitter, and Blogs, we should not have to wait for information, announcements, changes, etc. Instant connectivity 24/7 is available and expected of an inclusive leader. DKG has long promoted increasing the use of technology and even though there is still a digital divide, it is shrinking and most members support the increased and instant connectivity technology affords.  

     In order to be truly inclusive, organizations also need to know what their members are thinking and the best way to find out is to ask them. Members are the ones who can tell leaders how best to partner with them, treat them, and help them. The Dropped Member Survey that is used to follow up on members who leave DKG is revealing some painful and uncomfortable responses, such as "I didn't belong to the clique," "I was never asked to do anything," and probably the most revealing, "I was initiated in the spring, but never received information about the fall meeting so I didn't attend and was informed that I was dropped for non- payment of dues."

    In July of 2015, DKG state organizations changed leaders. As we are preparing the process to make changes in our leaders at the chapter and international levels, should we ask ourselves how inclusive they might be? What is their motivation for the leadership position? Will they allow members to lead from any chair? Will they involve those who disagree with them?  Can they really see things from others' perspective or do they hear without listening? Are they self-serving or will they seek to serve the needs and interests of members? 

     Most organizations need inclusive leaders and should capitalize on the skills and talents of all members. DKG is no different. The 2016 International Convention in Nashville will afford more choices in several international leadership positions. If you aren’t able to attend make sure your thoughts are included in the thinking of your state organization president as she represents and votes for our future leaders whom we hope will represent the best in inclusivity.