In today’s polarized world, inclusion can feel like a difficult conversation for leaders to navigate. Yet, as Mike Lynch explains, creating inclusive workplaces does not have to involve blame or politics. It requires courage, awareness, and accountability.
In this episode of the Strategy and Leadership Podcast, host Anthony Taylor speaks with Mike Lynch, executive coach, author of From Ally to All In, and former HR leader at Capital One. Together they explore what it means for leaders, especially those in positions of privilege, to move beyond performative allyship and become active participants in building belonging.
Watch or listen below to discover how leaders can take practical steps toward inclusion without fear, shame, or division.
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Key Topics Covered
- Why allyship is not enough and what it means to go all in
- How inclusion strengthens innovation and business performance
- The five stages of Mike’s Ally to All In Framework
- How leaders can use awareness and feedback to create belonging
- Why inclusive leadership benefits everyone, not just underrepresented groups
Allyship Is Not Enough
As Mike explains, many leaders view themselves as allies because they care about fairness or have diverse relationships. But good intentions are not the same as action.
“Allyship is not enough. We need to push beyond allyship and really go all in on these conversations.”
Mike’s approach calls on leaders to move from symbolic support to meaningful engagement that drives real culture change. This shift begins with recognizing that inclusion is not an HR project or a side initiative. It is a leadership responsibility that impacts every part of an organization.
The Five Building Blocks of Inclusive Leadership
Mike’s Ally to All In Framework helps leaders identify where they are on their inclusion journey and what to do next. The model includes five stages: Awareness, Acknowledgment, Atonement, Accountability, and Amplification.
He shares that awareness often starts with small realizations, like noticing unspoken power dynamics in meetings or who feels comfortable speaking up.
“Your privilege walks in the door five minutes before you do.”
By becoming aware of these dynamics, leaders can begin to rebuild trust, create systems for feedback, and ensure that all voices are heard and valued.
Awareness Starts With Feedback
A key theme in Mike’s conversation is the importance of seeking and receiving feedback. Leaders often assume silence means success, but silence can also signal avoidance.
“If you’re not getting feedback about your inclusive leadership, check your ecosystem. Why are you not hearing it?”
Creating psychological safety begins with leaders inviting honest dialogue. This feedback loop allows organizations to adapt, learn, and grow together.
“Leadership is a mountain with no top. The work of inclusion never ends. It evolves with every conversation and every action.”
Work With Us
Inclusive leadership is a journey, not a destination. Whether you are a CEO, manager, or team facilitator, the first step is awareness, followed by the courage to act.
If your organization is ready to strengthen its culture and align around a shared vision, we can help.
Work with us to facilitate your next strategic plan:
https://courses.smestrategy.net/courses/Leading-Strategy-Execution
Learn more about our courses and consulting services:
https://www.smestrategy.net/strategic-planning-facilitator
About the Guest
Mike Lynch is an executive coach, facilitator, and author of From Ally to All In: The Guide to Moving Beyond Privilege and Becoming a More Inclusive Leader. With over 30 years of experience, including 24 years at Capital One, Mike helps organizations build inclusive cultures that drive performance and connection. Through his firm, MJL Consulting Group, he partners with leaders to turn intention into impact.
Learn more: mjlconsultinggroup.com
Connect with Mike on LinkedIn: https://www.linkedin.com/in/michaeljlynchms/
Podcast produced by: Rednyne Productions
