The Leader's Guide to Unconscious Bias
How To Reframe Bias, Cultivate Connection, and Create High-Performing Teams
Pamela Fuller, Mark Murphy, Anne Chow
- 304 pagine
- English
- ePUB (disponibile sull'app)
- Disponibile su iOS e Android
The Leader's Guide to Unconscious Bias
How To Reframe Bias, Cultivate Connection, and Create High-Performing Teams
Pamela Fuller, Mark Murphy, Anne Chow
Informazioni sul libro
A "profound" (Cynt Marshall, CEO of the Dallas Mavericks), timely, must-have guide to understanding and overcoming bias in the workplace from the experts at FranklinCovey. Unconscious bias affects everyone. It can look like the disappointment of an HR professional when a candidate for a new position asks about maternity leave. It can look like preferring the application of an Ivy League graduate over one from a state school. It can look like assuming a man is more entitled to speak in a meeting than his female junior colleague.Ideal for every manager who wants to understand and move past their own preconceived ideas, The Leader's Guide to Unconscious Bias is a "must-read" (Sylvia Acevedo, CEO, rocket scientist, STEM leader, and author) that explains that bias is the result of mental shortcuts, our likes and dislikes, and is a natural part of the human condition. And what we assume about each other and how we interact with one another has vast effects on our organizational success—especially in the workplace. This book teaches you how to overcome unconscious bias and provides more than thirty unique tools, such as a prep worksheet and a list of ways to reframe your unconscious thoughts.According to the experts at FranklinCovey, your workplace can achieve its highest performance rate once you start to overcome your biases and allow your employees to be whole people. By recognizing bias, emphasizing empathy and curiosity, and making true understanding a priority in the workplace, we can unlock the potential of every person we encounter.
Domande frequenti
Informazioni
Part 1: Identify Bias
Everybody’s biased. The truth is, we all harbor unconscious assumptions that can get in the way of our good intentions and keep us from building authentic relationships with people different from ourselves. By becoming more self-aware, we can control knee-jerk reactions, conquer fears of the unknown, and prevail over closed-mindedness. In the end, our central message is that you are not the problem—but you can be the solution.—Dr. Tiffany Jana, author, CEO, and social entrepreneur
Frame/Reframe
Frame: | Reframe: |
---|---|
I am not biased. I view things objectively. | Bias exists in everyone, including me. I actively think about how bias is at play in the choices I make. |
The Principle of Self-Awareness
Chapter 1: Explore Identity
Identities come, first, with labels about why and to whom they should be applied. Second, your identity shapes your thoughts about how you should behave; and third, it affects the way other people treat you. Finally, all these dimensions of identity are contestable, always up for dispute: who’s in, what they’re like, how they should behave and be treated.I—Kwame Anthony Appiah, professor of philosophy and law, New York University
- Information. What we listen to, what we read, what we hear, what we watch—all of that information shapes our world views, perspectives, and biases. With the use of artificial intelligence and algorithms in social media—plus our brains’ inherent confirmation bias—we’re getting more and more information thrown at us that affirms our existing beliefs, rather than taking in a wide swath of information.
- Education. An attorney thinks about things differently than someone who went to school for criminal justice does. A scientist looks at everything through the lens of the scientific method; an MBA is trained to solve strategic problems. Our level of education (be it a high school diploma, a trade degree, a bachelor’s degree up through a doctorate or other certification), our field of study and the specific educational institutions we attended contribute to our sense of self—and our preferences and biases.
- Context. Identity can change as our situation changes: where we live, our religious practice, our situational contexts at work—for example, moving to a new organization or team. My identity today as a professional and a parent is certainly different from my view of myself when I was a college sophomore. Veterans and others who serve in uniform often experience this sharp change in context. The uniform can form a core part of their identities, an indication of the service they’re performing for their nation and their role as warriors. Moving into civilian contexts can challenge that identity, for example.
- Culture. This could be race, religion, ethnicity, or geography. Those cultural elements can have significant bearing, whether you’re from a state with a big, bold personality like Texas or from a relatively small ethnic group like the Hmong Americans.
- Innate Traits. Some of us are risk-takers; some of us are cautious. Some of us are nurturers; some of us aren’t. As an introvert, I usually order room service and go to bed after a long day of interacting and consulting with clients, and that, as a result, impacts my experiences of travel for work. We have innate preferences that also can contribute to bias and to the way we see circumstances and situations.
- Our Experiences. How many stories have you started with “Remember the time when…”? Our experiences stay with us, leaving a lasting impression. The experience of relocating across the country or traveling to a new one, of completing an ultramarathon, or of working for an incredibly inspirational leader—these varied experiences influence how we see fu...