---
title: "From Vicious to Virtuous Cycles: A Leadership Shift"
description: Imagine walking into a room where everyone’s voice matters, where each person’s background is valued, and where diversity is not just a buzzword but a true, lived experience. Now, think further — what if YOU were the leader who created that room, that inclusive environment—one where inclusion isn’t a box to be checked but the very fabric of the workplace culture? As leaders, the journey toward building an inclusive workplace isn’t just an ideal; it’s a responsibility that, when embraced, transforms not only organizations but the lives of those within them.
image: https://blog.deettajones.com/hubfs/pexels-photo-935949.webp
---
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# From Vicious to Virtuous Cycles: A Leadership Shift
[inclusive leadership](https://blog.deettajones.com/tag/inclusive-leadership), [leadership](https://blog.deettajones.com/tag/leadership), [Inclusive Managers](https://blog.deettajones.com/tag/inclusive-managers), [values](https://blog.deettajones.com/tag/values), [CulturalCompetence](https://blog.deettajones.com/tag/culturalcompetence), [feedback](https://blog.deettajones.com/tag/feedback), [virtuous cycles](https://blog.deettajones.com/tag/virtuous-cycles)
Much of the work managers and leaders do involves shifting focus from what we don't want, to envisioning the outcomes we do want. A useful way to think about this is transforming vicious cycles into virtuous ones.
In a *vicious cycle*, events that seem isolated actually feed into each other in a negative feedback loop, causing outcomes to worsen over time. Without intervention, these cycles continue to spiral downward.
On the other hand, a *virtuous cycle* is built through positive reinforcement, where actions and responses lead to better outcomes over time.
Both types of cycles rely heavily on feedback loops, which can be:
- Direct, through explicit communication
- Indirect, through subtle cues or behaviors
These feedback loops influence how people respond and interact with each other. Let’s walk through two examples to illustrate both vicious and virtuous cycles.
**Moving Through Bias: From Vicious to Virtuous Feedback **
DeEtta Jones, 2017
**Example 1: The Vicious Cycle**
Consider this scenario:
- A white male manager sees himself as fair and open-minded.
- He receives feedback that his behavior is perceived as racially or gender biased.
- This triggers a shame response, an unhelpful and often unhealthy emotion because it attaches to his sense of identity. Not feeling control beyond what he perceives as a problematic sense of identity, he loses confidence that his efforts will be seen as genuine.
- He stops engaging, avoids understanding the feedback, and fails to explore solutions for more inclusive future behavior.
- This lack of engagement reinforces the initial perception and creates a downward spiral in the relationship.
- No effort is made to repair the dynamic, and the situation deteriorates over time.
*When leaders stop seeking to understand, relationships spiral, and *
*what could have been a moment of growth turns into a missed opportunity.*
**Example 2: The Virtuous Cycle**
Now, let’s consider an alternative:
- The same manager receives the same feedback about bias.
- Instead of reacting with shame, he feels guilt, a normal and healthy emotion when he perceives they may have done harm. This leads him to reflect on the behavior.
- He recognizes the need to explore how his actions were perceived, caring about the worldview and experiences of the other person.
- The manager takes the initiative to have a conversation with the person who gave the feedback, seeking to understand their perspective.
- He enters the discussion by apologizing, acknowledging his mistake, and expressing willingness to learn and be vulnerable.
- Together, they agree on new behaviors that reflect shared understanding and commit to checking in regularly to continue learning.
This approach nurtures a virtuous cycle, where mutual learning and future-focused behaviors lead to stronger relationships and better outcomes.
**Key Takeaways for Leaders**
The vicious cycle example shows how easy it is for misunderstandings to worsen without effort to address them. But by fostering a virtuous cycle, leaders can create positive change.
To encourage virtuous cycles, leaders should focus on:
- Emotional Intelligence: Recognize and manage your emotions in response to feedback.
- Cultural Competence: Understand where you are coming from, including your biases, and be open and curious about the worldview and experiences of others.
- Vulnerability: Be willing to apologize, acknowledge mistakes, give grace to yourself and others, and engage in uncomfortable conversations.
- Listening: Truly hearing what the other person is saying and genuinely seeking to understand.
- Future orientation: Look for solutions and behaviors that are agreed upon and satisfying to both parties moving forward.
By intervening in a way that builds connection and understanding, we can break negative patterns and create environments where growth and collaboration flourish.
Sending love,
*DeEtta*
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DeEtta Jones & Associates (DJA) guides leaders and organizations on a journey that builds capacity, strengthens innovation, and increases organizational performance by creating a more equitable, diverse, and inclusive environment.
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