1. Conduct a communication audit: Map which team members might struggle with your default communication styles 2. Create communication contracts: Have each team member document their preferred feedback and interaction styles 3. Implement one psychological safety practice: Start with leadership vulnerability or failure celebration 4. Design an inclusive decision process: Use the DECIDE framework for your next major team decision 5. Shadow a different team member: Spend half a day understanding the experience of someone unlike you 6. Start measuring inclusion: Add at least one inclusion metric to your leadership dashboard
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