Overview: Unconscious bias. It’s affect. It’s defeat.
By: Cynthia Kyriazis, Chief Experience Officer, The Culture Think Tank
My employees will never go for that.
Our employees don’t find that valuable.
I don’t believe they really mean this.
Oh, they won’t be happy with our resolution.
Are you sure these calculations are correct?
These are the types of statements I’ve encountered over the past 3 years from both clients and prospects alike. Their opinions. Their beliefs. Their unconscious bias.
I usually ask… How do you know this? Have you asked your employees this before? Have you had open discussions about this topic?
Unfortunately, the answer is frequently ‘No, but I just know my employees’. Hmmmmm.
We define bias as an opinion that favors the person’s thinking without any exploration or evidence. It is frequently unrecognized or unconscious and can stop a leader from uncovering valuable information about the needs within their organization that directly impact their culture.
Just look at the 2023 survey from PcW on Trust to see the statistics that reflect a disconnect between what employees think and then what the employer thinks. It’s telling. Unmet employee needs unmet are valuable lost opportunities to grow and strengthen your culture.
This scenario might ring a bell with you personally or professionally because it requires a change in thinking. Sometimes the concept of there being a need for change isn’t even on our radar. Because we are all human. And we know change requires effort. Which isn’t always fast. Or easy.
I remember a book where the author’s reflection stuck with me…
For individuals to make change requires an open admission of the truth, a commitment to change.
The failure first to ask yourself for the truth and then to commit to change is a lost opportunity. For the organization and the leader.
Unconscious bias tends to permeate just about everything we do. Yet it’s a human trait and won’t just go way without commitment to change.
If you want to check yourself in this area, here are 3 things to consider in the future:
Challenge yourself to see if your opinion is interfering with an opportunity or decision.
1. Openly acknowledge your belief. And commit to making a change.
2. Ask your source for their input to uncover the unsaid.
3. What about you? Do you have some thoughts, opinions…biases…that you need to explore?
Are you ready to own this challenge? If so, it’s a valuable step in strengthening your organization’s culture.
You can do this first, by asking yourself to put your beliefs on a brief hiatus, and second, listening with an open mind to what your employees say they need. And then taking action to address those very same needs.
Your bias doesn’t come into play and that is a game changer. For everyone.
Cynthia Kyriazis is the Chief Experience Officer for The Culture Think Tank. Her experience includes executive coaching, consulting, and training.
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