Embracing Ally Leadership with Stephanie Chung

In a rapidly evolving workplace, leadership isn’t just about guiding teams—it’s about fostering inclusivity, understanding privilege, and embracing diversity in all its forms. In this episode, we sat down with executive coach, aviation industry leader, and author Stephanie Chung to discuss her book Ally Leadership: How to Lead People Who Are Not Like You. Stephanie’s insights provide a powerful framework for leaders looking to create high-performing, diverse teams.

Redefining Diversity: It’s More Than You Think

One of the most compelling points Stephanie made in our conversation was the need to broaden our understanding of diversity.

So far, the narrative has very much made it a black, white, gay, straight, male, female issue. But when we talk about diversity, diversity is diversity of thought, diversity of communication skills… everything is about diversity.

Diversity is not just about race or gender; it includes generational, experiential, and neurodiverse perspectives. Leaders who embrace this mindset can build teams that are dynamic, innovative, and ultimately more effective. The best organizations recognize that having different viewpoints leads to better decision-making and problem-solving.

Stephanie uses the analogy of a basketball team: “You wouldn’t have a team with just forwards—you’d never win. You need diversity in positions and skills to succeed.” Similarly, in any business or team setting, diverse perspectives create strength.

Understanding Privilege: It’s a Tool, Not a Taboo

The term privilege often carries a negative connotation, but Stephanie challenges us to see it differently:

Privilege is a positive word. Everybody has privilege in some form. The question isn’t whether or not you have privilege—the question is, how do you use it for good?

She shares a personal story from her career in private aviation, where her proximity to influential leaders helped her navigate a personal crisis. Leaders must recognize their own privileges—whether it’s access, authority, or resources—and use them to uplift others.

Stephanie encourages leaders to ask themselves: What action am I taking to support those who don’t share my privileges? Leadership isn’t just about holding power; it’s about distributing opportunities to those who may not have the same access.

Allyship Requires Action, Not Just Intention

One of the core messages of Ally Leadership is that being an ally isn’t about self-labeling—it’s about tangible action. Stephanie breaks it down into four key steps: Ask, Listen, Learn, and Take Action.

When I’m speaking in public, someone will always come up to me and say, ‘I’m such an ally for women—I’ve got three daughters, I’m a girl dad.’ And I say, ‘Great! What have you done this week to show your allyship?’ And then… crickets.

Allyship isn’t passive. It requires active engagement, whether that means mentoring someone from a different background, advocating for diverse hiring practices, or simply amplifying underrepresented voices. Leaders must move beyond good intentions and take deliberate steps to foster inclusivity.

Takeaways for Leaders

Stephanie’s insights challenge leaders to rethink their approach to diversity, privilege, and allyship. Here are three key takeaways from our conversation:

1. Expand Your Definition of Diversity – Recognize that diversity isn’t just about identity categories; it’s about experiences, thoughts, and communication styles. Diverse teams are stronger teams.
2. Leverage Your Privilege for Good – Instead of feeling defensive about privilege, acknowledge it and use it to create opportunities for others.
3. Take Meaningful Action – Allyship is more than a label. Ask, listen, learn, and take tangible steps to support those who are different from you.

As Stephanie powerfully reminds us, “Diversity is a beautiful thing. We need leaders to embrace it, attack it head-on, and stand firm in creating inclusive, high-performing teams.”