How to Interrupt Bias in Teams

 

By Sunday

This week we talk about the recent Harvard Business Review article, "How the Best Bosses Interrupt Bias on Their Teams" - and why.

Today we are going to talk about

1. Why would they do that intentionally
2. How do they do it

But before we do that, I am delighted to announce that I have created a QUIZ for you to determine where you really are in your career based on your experience, influence, and impact. So be sure to check out the quiz and invest one minute to get your results right away. 

Let’s begin.

First, why should you interrupt bias on your team?

It’s simple, because “well managed diverse groups outperform homogenous ones and are more committed, have higher collective intelligence, and are better at making decisions and solving problems.”

Second, how do they do it? This is divided into three sections - hiring, managing, and developing.

When hiring, they:

• insist on a diverse pool,
• reject shared backgrounds,
•...

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When Male Managers Won't Work with Women

 

Sixty percent of male managers now say they are uncomfortable participating in work activities with women - activities including  socializing, mentoring, and working one-on-one.  In other words, they don't participate in work activities with women. By process of elimination, it is apparent that these same managers DO participate in those work activities with men.

What happens when managers invest time in talent? Workers get better projects, better exposure to high level leaders, they are more likely to have executive ambitions, and are more exited about staying with the company. This is equally true for both men and women. 

What happens when workers don't get this attention? They don't get assigned to the better projects, they don't get exposure to leaders, they hold back and back off.  

Why is it a bad business decision to continue the status quo? Not only is it a terrible use of expensive recruitment spend, but also women tend to perform better, make teams more...

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