Leadership Out Loud Blog by Tara Harris. Reprinted by permission.

• Tara Harris
• Apr 21
• 4 min read

Set against the backdrop of organizational leadership, diversity stands as a pillar of strength, enriching teams with varied perspectives and fostering innovative solutions. Today, we delve into the realm of diversity in leadership, drawing wisdom from the experiences and insights of Cecelia Benford, a freelance leadership coach known for her dedication to promoting diversity and inclusivity.  

Cecelia Benford: A Profile in Leadership 

Cecelia Benford’s journey as a leadership coach through her Diverse Accountable Resilient Connected Leadership Coaching LLC, her weekly podcasts with her sister, and her involvement with PinkPassportSociety.org reflects her deep passion for developing individuals to their fullest potential. Rooted in her faith journey, Cecelia’s purpose shines through her commitment to building connections and using her voice to empower others.  

Unveiling Insights: A Conversation with Cecelia Benford 

How have you actively promoted diversity in your leadership roles? 

Cecelia’s approach to promoting diversity in leadership aligns with Harper and Brewington’s (2022) assertion that diverse leadership is crucial for a changing world. She emphasizes authenticity and integrity, viewing them as essential elements. According to Cecelia, being true to oneself and principles is key to fostering inclusivity. She actively seeks to include individuals who may be otherwise overlooked, ensuring that her team reflects a diverse range of backgrounds and perspectives. Cecelia’s approach is rooted in the belief that diversity drives innovation and success, echoing the sentiments of Harper and Brewington’s research.  

What strategies do you employ to ensure an inclusive environment within your team or organization? 

In line with Makino and Oliver’s (2019) findings on developing diverse leadership pipelines, Cecelia outlines her strategic approach to inclusivity. She emphasizes the need for a tailored strategic plan, starting from the onboarding process. Transparency and investment of time are central tenets of her strategy, aiming to create an environment where everyone feels valued. Regular 1:1 meetings and team gatherings serve as platforms for open communication and expectation setting, fostering a culture of inclusivity.  

Can you share an example where embracing diversity positively influenced decision-making or innovation? 

Drawing from both research and personal experiences, Cecelia highlights the transformative impact of embracing diversity. Harper and Brewington (2022) emphasize the positive impacts of diverse leadership, which Cecelia has observed firsthand. She recalls instances where diversity in thought and background led to innovative solutions and improved decision-making. By availing herself to learning and empowering others to lead, Cecelia has seen how embracing diversity can lead to enhanced productivity and engagement. 

How do you address challenges related to diversity, and what lessons have you learned from those experiences?  

In tackling challenges related to diversity, Cecelia’s approach aligns with Makino and Oliver’s (2019) insights on fostering inclusivity. She emphasizes the role of leadership in driving inclusivity initiatives and changing the narrative around diversity. Cecelia’s involvement in the DEI taskforce initiative with OneSource Center for Nonprofit Excellence exemplifies her commitment to addressing challenges head-on. She seeks to make discussions on diversity relatable and engaging, emphasizing the ripple effect of inclusivity on productivity and engagement within organizations.  

What advice would you give leaders aiming to create a more diverse and inclusive work environment? 

Cecelia encourages leaders to not give up on their efforts to create diverse and inclusive workplaces. Drawing from the works of authors such as John C. Maxwell and Omar L. Harris, she emphasizes the importance of continuous learning and empowerment. By nurturing diverse talent and prioritizing transparency, leaders can create environments where everyone feels valued and empowered. Cansoy (2017) delves into the effectiveness of leadership skills development programs for university students, emphasizing the importance of cultivating diverse leadership pipelines. The study suggests that such programs contribute to the development of leadership qualities needed for success in the 21st century. 

Integrating Research and Insights 

As we explore the theme of diversity in leadership, it’s crucial to integrate scholarly research and peer-reviewed sources. Harper and Brewington (2022) highlight the urgent need for diverse leadership in a changing world, particularly in fields like nursing. Their research underscores the positive impacts of diverse leadership in healthcare settings, aligning with Cecelia’s advocacy for inclusivity. Furthermore, Makino and Oliver (2019) shed light on the importance of developing diverse leadership pipelines for 21st century success. Their insights highlight the strategic advantages of diverse leadership teams, including enhanced creativity and adaptability. Cecelia’s emphasis on empowering others to lead resonates with the notion of nurturing diverse talents within organizations.  

 

In conclusion, Cecelia Benford’s journey and insights serve as a beacon of inspiration for leaders striving to cultivate diversity and inclusivity within their organizations. Consider the diversity within your own leadership team. How can you leverage diverse perspectives to drive innovation and foster inclusion? By integrating research-backed strategies and personal anecdotes, we can pave the way for a future where diversity not only thrives but also fuels innovation and success. In our next blog post, we delve into effective communication strategies for leaders navigating diverse teams.

 

References

Cansoy, R. (2017). The Effectiveness of Leadership Skills Development Program for University Students. Journal of History, Culture, & Art Research / Tarih Kultur ve Sanat

Arastirmalari Dergisi, 6(3), 65-87.  

https://doi-org.ezproxy.libraries.wright.edu/10.7596/taksad.v6i3.899

Harper, K.J., & Brewington, J.G. (2022). Diverse Leadership Needed for a Changing World.  

Nursing Economics, 40(1), 46-48.  

Makino, K., & Oliver, C. (2019). Developing Diverse Leadership Pipelines: A Requirement for  

21st Century Success. Organization Development Review, 51(1), 4-10.