Tackling Unconscious Bias

I can’t believe I’m touching this subject, but here it goes…

We all do it.

Whether you’re conscious or not, you judge people based on bias.

It can be because of past experiences, stereotypes, beliefs, values, etc.

I’d be a fool to tell you stop.

So instead let’s try bringing the unconscious to the conscious.

Here’s how to do it.

Most unconscious bias stems from assumptions.

Assumptions are defined as a thing that is accepted as true or as certain to happen, without proof.

Let’s focus in on “without proof.”

Quoting the Movie, Up In The Air, “I’m like my mother. I stereotype. It’s faster.”

We judge based on knee-jerk reactions.

Some of our thoughts may have ill-intent, but let’s not read into intentions right now (that’s a whole new newsletter).

The only way to counter assumptions is to ask questions.

Asking empathetic questions is a great place to start.

Try understanding another point of view (even if you don’t agree with it!)

The underlying impact of unconscious bias is the harm it causes.

By assuming we know why (attribution bias), we fill in the missing pieces of an incomplete puzzle.

In order to better manage unconscious bias, aim for self-reflection.

Self-evaluation is tough.

Sometimes it gets ugly.

It includes your motivations, intentions, behaviors, etc.

But that’s what leaders do.

They look in the mirror first before pointing fingers at others.

Take control of what you can control (you can’t control others - hate to break to you micromanagers).

So in this day and age where tolerance is demanded, but not always practiced…

Take the high road.

Managing unconscious bias requires self-growth.

• Knowing that your unconscious bias can be influencing your decision making is very insightful.

• When you address this elephant in the room it makes your workplace a more psychological safe environment for your people.

As a leader it’s the right thing to do.

For more proactive ways to deal with unconscious bias watch my LinkedIn Live Event below.

If you need someone outside your organization to address this in your workplace reply to this email and I’ll help.

God Bless,

Scott