Every leader wants to create a safe, inclusive team culture. We design team practices, structure communication, and make space for diverse voices. But even with the best intentions, harm still happens. People are excluded. Bias creeps in. Something is said – or not said – that chips away at psychological safety.

Perfection is a myth. What truly defines an inclusive leader is not flawless performance, but how they respond when inclusion breaks down.

Why Repair Matters More Than Getting It Right

Trying to “get it right every time” often leads to:

• Avoidance of difficult conversations
• Fear of feedback
• Defensive reactions when challenged

That mindset makes psychological safety brittle.

By contrast, teams that see their leaders model repair:

• Build trust through transparency
• Normalise accountability and reflection
• Feel safer naming harm and sharing honest feedback

“Inclusion doesn’t require perfection – it requires presence, humility, and willingness to make it right.”

How to Spot Moments That Call for Repair

You don’t need a major incident to practice repair. Watch for:

• A voice that gets ignored or interrupted
• A retro moment that feels dismissed
• A decision that unintentionally disadvantages someone
• An assumption that goes unchecked (e.g. technical fluency, cultural norms)

Silence or discomfort isn’t just awkward—it’s often a signal.

A Framework for Repair in Teams

Repair isn’t about rushing to fix. It’s about reconnecting. Here’s how:

1. Notice and Name

Acknowledge what happened – even if it wasn’t your intention.

“I realised I didn’t give space for quieter voices today. I’m sorry for that.”

2. Listen With Openness

Create space for others to share how they experienced it. Don’t centre your feelings – centre theirs.

“Would you be open to sharing how that moment felt for you?”

3. Take Responsibility

Avoid defensiveness. You’re not being asked to be perfect – just accountable.

“Thank you for trusting me with that. I understand I missed something important.”

4. Co-Create Repair

Ask what would help rebuild trust – then act visibly.

“Would changing the format of that session help next time?”

5. Grow Forward

Share what you’ll do differently – and follow through.

“I’ll offer clearer guidance in our next meeting to make sure everyone feels equally heard.”

Leadership Reflection Prompts

• When was the last time I repaired a moment of exclusion on my team?
• Have I made it safe for others to name harm – or just to stay polite?
• Do I respond to feedback with curiosity or defensiveness?

Inclusion is lived in the moments when things go wrong – and how we show up after.

The Invitation

As a Leader, your greatest leadership skill isn’t how seamlessly you plan – it’s how bravely you repair. Perfection isn’t the goal. Trust is.

So this week, ask: Where have I missed something – and what small repair could rebuild connection?