This post is here because some topics are simply too important to keep to one language. My recent conversation with Maria Anker Andersen on the Leadership in Motion (Ledelse i bevægelse) podcast explored diversity, inclusion, and purpose in leadership, and I came away truly inspired — and I believe you will be, too. Since the podcast is currently only available in Danish, I wanted to share the essence of our discussion with a broader audience. The insights Maria shared deserve the widest reach possible, especially as they address critical changes leaders must embrace to create more inclusive, empowered workplaces.
If you understand Danish, I highly recommend listening to the full episode to hear Maria’s thoughts in her own words. Her passion and unique vision come through powerfully, offering inspiration and actionable ideas for anyone in leadership. You can listen to Episode 7 of Leadership in Motion here.
Maria, co-founder of Female Leadership Academy (FLA) and Reign of Gaia, has a unique perspective on reshaping leadership. Her approach to empowering young women for leadership roles and advocating for diversity is timely and essential. This conversation raised topics that are central to the future of work, especially for leaders committed to making an impact that goes beyond their immediate goals. Here are some of the key insights Maria shared about building and sustaining diversity and inclusion, which any leader can apply to make a meaningful difference.
1. Reframing Leadership as Empowerment, Not Just Authority
Maria highlighted a crucial shift in how we can think about leadership. Rather than positioning leadership as a status to achieve, FLA encourages young women to view it as a platform for creating impact and supporting others. Many young women and underrepresented individuals may not see themselves in traditional models of leadership, which often emphasize authority. At FLA, leadership is redefined as a way to bring about change and empowerment—both for oneself and for others.
Leadership Takeaway: Leaders aiming to increase diversity should consider how they can frame leadership roles to be about purpose, empowerment, and impact, rather than merely authority. Emphasizing the purpose behind leadership can inspire a broader range of candidates and create an environment where diverse individuals feel that they can belong and thrive.
2. Building Clear Pathways and Networks for Development
FLA’s model is grounded in three pillars: empowerment, network, and development. Maria explained that young professionals, especially those from underrepresented backgrounds, benefit from clear pathways and structured development. FLA provides these pathways by offering mentoring, leadership workshops, and community events that build confidence and skills. Yet, the structure remains flexible and encourages autonomy, so each participant is free to take initiative and own projects.
Leadership Takeaway: Leaders can create a pipeline for diverse talent by establishing structured yet flexible development opportunities. Mentorship programs, clearly defined career paths, and early responsibility can support underrepresented employees as they progress in their careers.
3. Adapting to New Generational Expectations in Leadership
Maria discussed the shift in leadership expectations among younger generations, who tend to value authenticity, transparency, and empathy in their leaders. Unlike previous generations, today’s young professionals seek leaders who lead by example and prioritize psychological safety. FLA’s programs focus on these skills, ensuring that young leaders understand the importance of inclusivity, which goes beyond quotas and policies to create a truly supportive environment.
Leadership Takeaway: Leaders should invest in their own emotional intelligence and openness to understand and meet these evolving expectations. By fostering a culture of empathy and psychological safety, leaders can attract and retain diverse, engaged employees who feel valued and understood.
4. Cultivating Communities, Not Just Networks
A powerful insight Maria shared was the distinction between traditional networking and community-building. FLA’s focus is on creating meaningful connections that support genuine, long-term relationships rather than transactional networking. This approach is reinforced through events and programs, like the “Flat Runs,” where leaders and participants meet to run together, share stories, and build connections in a relaxed, inclusive setting.
Leadership Takeaway: Leaders should strive to cultivate communities within their organizations rather than focusing solely on networking. This can mean creating cross-functional teams where collaboration and support are prioritized, encouraging employees to form real connections that go beyond work-related interactions.
5. Aligning Purpose with Diversity Goals
Purpose is a powerful motivator, especially for younger employees, who want to work in organizations that align with their values. Maria pointed out that companies often miss the mark by focusing on surface-level diversity initiatives. FLA, on the other hand, embeds purpose into its programs, encouraging participants to find alignment between their personal values and their leadership journey.
Leadership Takeaway: Leaders should define and communicate a clear, purpose-driven mission that aligns with diversity goals. Employees who feel that their organization’s purpose resonates with their own values are more likely to engage fully and stay long-term.
6. Developing Emotional Intelligence as a Core Leadership Skill
Maria believes that emotional intelligence (EQ) is central to inclusive leadership. At FLA, young leaders are encouraged to build EQ skills, which helps them understand and respond to their team members’ unique needs. A high EQ allows leaders to create safe spaces for dialogue, where everyone feels comfortable sharing their perspectives.
Leadership Takeaway: Leaders can significantly impact inclusivity by developing their EQ. Practicing empathy, listening actively, and challenging biases fosters a culture where everyone feels valued, boosting team cohesion and morale.
7. Establishing a Set of Personal Leadership Principles
Maria emphasizes the importance of leaders defining a clear set of personal principles to guide their actions and decisions. At FLA, leaders are encouraged to reflect on their values and identify core principles that shape their leadership style. This not only promotes consistency and authenticity but also helps build trust with team members, who know what to expect from their leader. By staying grounded in these principles, leaders are better able to navigate complex situations and align their actions with their values.
Leadership Takeaway: Leaders can foster trust and credibility by defining and adhering to a personal set of leadership principles. Having a guiding framework helps leaders remain consistent, build stronger relationships, and make values-driven decisions, creating a more resilient and purpose-oriented leadership style.
Final Thoughts
A heartfelt thanks to Maria for sharing her vision and experiences in this conversation. Her work and the work of FLA is a testament to what true commitment to diversity and empowerment can achieve. I believe that the more leaders who adopt the takeaways outlined above, the better our workplaces and communities will become.
Finally, I would love to hear from you, if you know an inspiring leader whose perspective should be shared on the podcast, please reach out. I’d love to continue bringing these important stories to light!
