Elevate Your Leadership Game: A Quick Guide on Interpersonal Bias
In the workplace today, understanding and addressing biases is critical for fostering a safe and productive environment. Interpersonal biases are the unconscious stereotypes and attitudes we have about others, often leading to unfair judgments and decisions. As leaders and HR professionals, recognizing and mitigating these biases is crucial for ensuring equitable treatment and unlocking the full potential of your team.
BIAS IS ABOUT FEELINGS, NOT ABOUT FACTS
Implicit Bias = Implicit biases are deeply ingrained attitudes and stereotypes that influence our actions and decisions without our conscious awareness. These biases can stem from various sources such as upbringing, cultural influences, and media. As leaders and HR employees, it's vital to acknowledge that everyone possesses implicit biases. Harvard University's Implicit Association Test (IAT) offers a tool to help individuals identify their hidden biases, enabling better self-awareness and targeted efforts to counteract them.
This short article shares four implicit biases and ways to overcome them today.
Affinity Bias = Tendency to warm up to people like ourselves who have something in common.
Ways to Overcome Affinity Bias
Pause and create standard processes to help reduce unconscious bias
Standardization
Perception Bias = Is defined as "the tendency to form stereotypes and assumptions about certain groups that make it difficult to make an objective judgment about individual members of those groups” by the University of North Carolina Executive Development Program.
Steps to Overcome Perception Bias
Acknowledge problem exists
Spread Awareness
Resolve to do something about it
Hold yourself accountable
Halo Bias = Thinking everything about the person is good because of a good first impression.
Steps to Overcome Halo Bias
Be aware of bias
Look for specific evidence
Consider multiple perspectives
Use a structured evaluation process
Avoid making snap judgments
Confirmation Bias = Seeking out evidence that confirms initial perceptions, ignoring contrary information. This bias only allows us to accept what supports our argument, not contradictory perceptions.
Ways to Overcome Confirmation Bias
Review all available data
Ask others to review your conclusions
Use standard evaluation systems
By identifying and building awareness of our personal biases, we can change our perspectives and behaviors toward those we lead and work with. Diversity, equity, and inclusion is not just a choice; it's a necessity. As leaders and HR professionals, recognizing and confronting interpersonal bias is a crucial step toward creating a more equitable and productive environment. By acknowledging implicit biases like affinity, perception, halo, and confirmation bias, and actively working to overcome them through awareness and targeted strategies, you're not only elevating your leadership game but also fostering a culture of inclusivity and fairness. As you implement these insights, remember that small changes can lead to significant transformations in your team dynamics and organizational success. Embrace this journey of self-awareness and growth, and watch as your leadership flourishes!
This article was originally published by Associated Industries of MA at https://aimnet.org/elevate-your-leadership-game-a-quick-guide-on-interpersonal-bias/
Sarah Scala Consulting has supported many organizations as a DEI facilitator and consultant. This has included supporting the creation of DEIB councils/committees, advising on policy and facility changes, educating leaders and employees, and supporting inclusive community outreach. Learn more on our DEIB Consulting page.
“Over the course of two days, Sarah presented training sessions for the management and front-line staffs of Billings Farm & Museum and the Woodstock Inn & Resort. Centered on Psychological Safety, DEIB, and Unconscious Bias, the sessions were outstanding and extremely well received by participants. Sarah was lively, authentic, and inclusive as she engaged with the staff. Moreover, she expressed these same traits as we worked dynamically to craft these meaningful programs and to follow up in the weeks that followed. I highly recommend Sarah as a consultant and partner in the very best sense of the term; she's first-rate!”
- David Simmons, President, The Woodstock Foundation, Inc.
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Sources:
Joe Caccavale, https://www.beapplied.com/post/unconscious-bias-explained-and-how-it-affects-hiring
Stacey Gordon, Founder and CEO of Rework Work, LinkedIn learning: Unconscious Bias: https://www.linkedin.com/learning/unconscious-bias-14822310/why-identify-your-bias
University of North Carolina, Executive Education Program
Swedish Organization for Global Health
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About the Author:
Sarah Scala is a senior talent management leader and executive coach with 20+ years of experience providing organization development, change management, and leadership development solutions for diverse global and local industries. She is a collaborative consultant, coach, and educator supporting the performance transformation of executives, leaders, and teams. Sarah is a methodical, results-driven leader recognized for helping clients reach their highest potential, increase revenue, reduce turnover, elevate business profitability, build competencies, and improve performance.
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