Technical Expert to Inclusive Leader: How to Evolve Your Leadership Style

As a technical expert in a chemical facility, your knowledge is the backbone of operations. However, as your responsibilities increase, transitioning from a purely technical role to one in leadership can be challenging. Developing an inclusive approach not only strengthens team cohesion but also boosts overall performance.

Here are five tips for how to evolve from a technical expert into an inclusive leader.

1. Shift from Directive to Collaborative Leadership

Technical roles often require decisive actions, but leadership thrives on collaboration. Start by gradually shifting your communication style to invite input rather than delivering directives. For example: 

• Create Structured Input Sessions: Hold weekly sessions for team members to share updates and suggestions. Give each person time to speak and ensure quieter team members feel encouraged to contribute.
• Ask Open-Ended Questions: Move beyond “yes or no” questions. Instead, ask questions that encourage deeper thinking, like, “How would you approach this problem differently?” or “What do you think we could improve in this process?”

This collaborative approach allows team members to feel that their insights are welcomed and essential to the team’s success.

2. Embrace Empathy to Connect with Your Team

In a technical setting, empathy may not seem like a priority. Yet, empathy is critical for understanding your team’s challenges and motivations. Start with these practices:

• Observe and Listen Actively: Pay attention to body language and tone during conversations and look for subtle cues that something might be bothering a team member.
• Practice Inclusive Communication: Use language that recognizes diverse viewpoints, avoid jargon and check in with your team to test their understanding.
• Establish One-on-One Check-ins: Conduct regular, informal check-ins with each team member. This builds trust and shows that you care about their well-being.

3. Cultivate Psychological Safety

Psychological safety, where team members feel safe to voice opinions or admit mistakes without fear of ridicule or retaliation, is crucial in chemical facilities. Practical ways to build this safety include:

• Acknowledging Mistakes Positively: Share your own past mistakes and what you learned to make it clear that errors are part of growth.
• Avoiding Blame During Incident Review: Focus on “what happened” rather than “who did it” to foster an environment where people are open about issues.
• Encouraging Questions: Normalize questioning as a positive habit. When someone asks a question, thank them and engage with their point, demonstrating that inquiries are valued.

4. Value Diversity of Thought

As a leader, it’s important to recognize that diversity of thought — differences in how people process information or solve problems — is a strength. These differences can lead to innovative solutions and more robust decision-making by:

• Assigning Roles Based on Strengths: Learn each team member’s strengths and interests and delegate tasks accordingly.
• Rotating Roles When Possible: Rotating tasks within a team helps everyone understand each other’s roles, fostering respect for different skill sets.
• Seeking Input from Newer Team Members: Newer team members bring fresh perspectives and are less likely to have a “we’ve always done it this way” mindset.

5. Build Trust Through Transparent Communication

Trust is foundational for any team, particularly in high-risk environments. Establishing trust as a leader involves transparent communication and consistent actions such as:

• Sharing Decision-Making Processes: Whenever possible, explain the reasoning behind decisions. Even if you can’t share all the details, communicating the ‘why’ can help team members understand and buy into your decisions.
• Being Open About Challenges: Sharing difficulties allows the team to contribute ideas for overcoming them.
• Giving Honest and Constructive Feedback: Frame feedback around behaviors rather than personal attributes, and focus on how team members’ actions impact the team’s goals.

Transitioning from technical expert to inclusive leader is a transformative journey. Inclusive leadership isn’t about knowing everything; it’s about creating an environment where every team member feels respected, valued and motivated to contribute. The result is a cohesive team that collaborates effectively, enhances performance and drives innovation.