feel valued and appreciated, their cognitive problem solving and creative thinking skills can decrease by up to as much as 75 percent. “We can literally shut off our stakeholders’ brains if we don’t allow them to share their voice, ideas and perspectives,” she said. Conversely, Hadley said, when we include people from all walks of life — whether that be generationally, culturally, economically, or in terms of religion or lifestyle — we challenge our own assumptions and predictable ways of thinking. “Diversity is a gray zone. You have to be comfortable with not having things being black and white, right or wrong,” Hadley said. “It’s actually very freeing for all of us. The heart of creativity is freedom. The heart of diversity is freedom — freedom to be included.” DIVERSITY NEEDS TO BE AUTHENTIC In exploring what makes a great leader, Hadley pointed out that it is more than hiring people with different skin colors, lifestyles or cultural and religious backgrounds. It extends to thoughts and ideas. It has to come from an authentic place. “As humans, we naturally want to stay in our comfort zones,” Hadley said, “so we gravitate toward those who are most like us. It takes effort and discomfort to consciously put people and ideas around us that are different. But, man, when we really begin to understand how others see and approach life that might be different than us, there is this amazing gratitude and appreciation for them.” “I DON’T LIKE THAT MAN. I MUST GET TO KNOW HIM BETTER.” — ABE LINCOLN A great leader, Hadley pointed out, will set a vision for success and then cast a wide net on how to get there. A leader who is inclusive is always asking people, “How do we do this?” “What are your thoughts?” “Where are the answers?” “Who else should we be talking to?” “What do you think?” And they ask it with genuine curiosity and non-judgment or defense. Hadley makes a convincing case about why all of this matters. “Leaders who create a diverse work environment cultivate a workplace of respect,” she said. “Respect is a basic human need and dignity. When we provide this, we allow humans to reach their full potential and in turn the organization does as well.” So we have to ask ourselves, why is diversity of thought and ideas so often lacking in the workplace? At the end of the day, Hadley said, it has to do with fear. Fear of being different from others. “But what I have found,” she said, “is that when you truly get to know someone — especially someone who is different from you on the outside — we come to understand we actually are pretty much the same on the inside: wanting to love and be loved. Wanting to belong. Wanting to make a difference and showing up in the world in the best way we can and in the ways we know how.” For Joelle Hadley, traveling and teaching leadership and diversity with her company, The Culture Coaches, is all part of encouraging people, especially in the workplace, to become more emotionally intelligent. We all have the ability to lead like a genius. Sometimes we just have to get out of our own way. To hear my interview with Joelle Hadley, visit inspiredmedia360.com . Carey Peña CONTRIBUTING WRITER @CareyPenaTV CAREY ’ S CORNER CONTINUED 18 FRONTDOORS MEDIA | SEPTEMBER 2018

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