This chapter explores the often-overlooked organizational dimension of inclusion, focusing on onboarding and talent management systems. Drawing from case studies and coaching engagements, it reveals how even well-intentioned organizations falter when inclusive practices aren’t embedded at key moments in the employee lifecycle. Through real-world examples, we examine the high cost of disengagement, the overlooked power of informal networks, and the biases hidden within leadership frameworks. Using Nancy Kline’s Thinking Environment and David Maister’s listening principles, we offer a practical approach for coaching leaders to reshape meetings, talent conversations, and leadership assessments. Tools such as Organizational Network Analysis (ONA) and positive inquiry help reframe inclusion as a systems issue not a personality trait. The chapter culminates in a coaching guide for redesigning talent management, challenging culturally dominant views of leadership, and building inclusive listening practices that recognize and value different styles. At its core, this chapter invites us to pay deeper attention to listen beyond the familiar and reimagine inclusion as a structural, human, and business imperative.