In both business and society, we see leaders facing multiple demands to adapt their approach to be more inclusive.

The Covid pandemic and a more empathetic approach to flexibility and autonomy have changed the way we work, accelerating changes that might previously have taken ten years. Leaders are being challenged to adapt at the same pace, and the consequences of not adapting are significant.

Top performers leave, staff burn out, and claims of harassment and bullying increase, all contributing to lowering employee engagement. These outcomes will be evident to clients and show up in financial performance. We believe these instances can be avoided with the right mindset, coaching and support.

Enter Samsas

Our name comes from a Swedish word meaning to work together towards a shared outcome in a collaborative, inclusive and friendly way.

We believe that leaders want to lead more inclusively and are looking for new ways that enable them to make that happen.

What is inclusive leadership?

Inclusive leadership is an approach that ensures all voices are heard. It means being simultaneously curious and self-aware about differences. It involves fostering high levels of trust, articulating a clear purpose, and seeking out different views to inform better decision-making. Inclusive leaders create psychological safety, which enhances motivation and drives business performance.

Why is this approach important?

Better outcomes for everyone.

The case for employees to be treated equally and with respect should not require a performance justification, but for many CEOs and boards, it does require a business case.

It has been demonstrated that inclusion contributes to long-term business success. Companies who treat people as people have seen this repeatedly, as this list illustrates (FT list of most inclusive companies). Employees who work in a climate of inclusion are more connected to their work and have a greater sense of belonging. This leads to higher levels of well-being and resilience across the organisation, which are critical inputs for the sustainability of business performance.

Psychological safety – the leader matters

Bourke and Espedido found that the most critical element determining whether an individual feels included in the team is the leader’s behaviour. A recent McKinsey study of 15,000 professionals found that “when employees feel comfortable asking for help, sharing suggestions informally, or challenging the status quo without fear of negative social consequences, organisations are more likely to innovate quickly, unlock the benefits of diversity, and adapt well to change.

Samsas works with leaders and teams to develop an inclusive leadership practice that is right for them.