To grow our leadership, we must work to recognize bias in our thoughts and perspective. It’s easy to say, “let’s eliminate bias and be open minded to everything,” but it is a complicated issue. We were all raised with various values and different traditions. What I consider important may not be important to a person on my team.
I’m a sports fan, but not everyone is. It’s hard for me sometimes to understand why people don’t enjoy watching baseball or football, but it is each person’s individual decision. If I make a sports reference to my team, it may not be understood as I intended. Some people may feel left out.
Bias definition: “An inclination of temperament or outlook especially a personal and sometimes unreasoned judgment” – Merriam-Webster
We all look at the world through a lens that filters and alters our view of people, situations, messaging, facial expressions, body language and more. This lens is determined by how we were raised, our friends and family, our teachers, our heritage and religious beliefs to name a few influences. We must strive to appreciate that people are different in their thinking, assumptions, and world view.
Every person has the capacity to bring value to a team even though it may be in a different way than we are used to. Be open to great opportunities to learn and grow from those with different backgrounds. Maximize differences to develop some great ideas.
We can all identify our personal bias by following this guidance:
- Acknowledge that everyone has bias. Every human being is looking at situations with a bias built around how they were raised, their friends’ values, their spouse’s values, and the values centered around their religious and political beliefs. No one escapes this, and there are no excuses for ignoring your bias.
- Our bias, filters and perspective come from many sources. How we were raised affects how we view our world and other people. We are the sum (maybe product) of our influences, and what we allow into our thinking. Choose wisely what influences you.
- Our words can be misinterpreted and hurtful. Even if we mean humor when lightly talking and joking with our team members, our words may mean something differently across cultures. Think and understand first, before speaking or acting.
- We must be careful about assumptions. Be aware of what assumptions you are making. Be slow to speak and quick to listen. Frame your thoughts carefully.
- See your team members as people with many complicated pieces. We are not simple beings. We have strengths, flaws, fears and various viewpoints that can make us happy or sad. We derive motivation from different sources and have different views on what is important in life. For some, work is most important while many others believe that community service and devotion to family are the sources of our real purpose.
- Approach differences with professionalism. As leaders, we create a common ground around treating people with dignity and respect. That includes how to deal with correction and how to let people go when they no longer fit in the company culture. We don’t judge with our filters. Be respectful of differences.
“Labels bias our perceptions, thinking, and behavior.” ― Michael J. Cohen, nature author
We must continue to know each team member better. How do they think and perceive the world, so we can understand how our communication ability affects them? Always be ready to listen with great focus and think first before we speak or take any action.
How can we better acknowledge our bias to become better leaders?
Please comment or email me at comment@stephenmclain.com.
Copyright 2018 – Stephen McLain
