Why Most Leaders Fail at Inclusion (And How 'The Promises of Giants' Shows the Way)

Despite growing awareness of diversity and inclusion, many organizations find themselves stuck in a cycle of superficial efforts that fail to produce lasting change. John Amaechi’s The Promises of Giants offers a candid and insightful critique of these shortcomings and a compelling framework for leaders committed to authentic inclusion.

A key insight from the book is that unconscious bias training, while popular, often does not translate into improved workplace outcomes. This is because awareness alone does not change behavior. Leaders and employees alike must be equipped not only with knowledge but with the capabilities, opportunities, and motivation to act differently. Amaechi’s behavior change model emphasizes these four pillars, pushing beyond the surface to address the root causes of exclusion.

Bias is frequently covert and habitual—entrenched assumptions and schemas that operate below conscious awareness yet influence decisions and interactions. Recognizing this, Amaechi advocates for vigilance: a continuous, deliberate effort to observe, challenge, and correct biased behaviors in real time. This requires psychological safety, where individuals feel empowered to speak up without fear of reprisal.

Moreover, the book stresses the importance of seeing people as individuals rather than interchangeable roles. The looking-glass self theory reveals how leaders’ perceptions shape employees’ self-image and performance. When leaders hold high, positive expectations and invest emotional labor in understanding their teams, they unlock potential and foster trust.

Another transformative concept is the identification of six workforce mindsets: Vanguards, Reasoned Believers, Pessimists, Apathetic, Entrenched, and Insurgents. Each group requires a tailored leadership approach to engage effectively and mitigate resistance. Ignoring this diversity leads to disengagement and undermines inclusion efforts.

Finally, Amaechi links inclusion to culture and retention. Inclusive cultures are not accidental; they are actively shaped by leaders who model inclusive behaviors and hold the organization accountable. When employees feel genuinely valued and connected, they stay longer and contribute more creatively.

In sum, The Promises of Giants challenges leaders to move from passive awareness to active, vigilant inclusion. It provides practical tools and inspiring stories to help leaders create workplaces where everyone can thrive and no one feels left behind.

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