Bias
What is it?
Bias refers to the tendency of individuals to make judgments or decisions based on preconceived notions, stereotypes, or personal preferences, rather than objective criteria. Bias can manifest in many forms, such as unconscious biases based on race, gender, age, or other factors, as well as explicit biases based on personal beliefs or opinions.
If we double-click on this, and accept that we all tend to have a bias to a dominant leadership style for us that we have developed or feel natural with, you can see we might open ourselves up to many specific variants of bias:
Confirmation bias: Leaders may be more likely to seek out information that confirms their pre-existing beliefs or opinions, rather than considering alternative viewpoints
Similarity bias: Leaders may be more likely to favor individuals who are similar to themselves in terms of background, personality, or experiences, rather than considering a diverse range of perspectives
Halo/horn bias: Leaders may form an overall impression of an individual based on one positive or negative trait, rather than considering the individual's full range of strengths and weaknesses
Affinity bias: Leaders may be more likely to favor individuals who they have a personal connection with, such as through shared interests or experiences, rather than considering qualifications and skills
Attribution bias: Leaders may attribute an individual's successes or failures to internal factors, such as personality or ability, rather than considering external factors, such as the role of luck or circumstances
These biases can lead to leaders making decisions that are not based on objective criteria or that are not in the best interest of the organization. It's important for leaders to be aware of their own biases and take steps to mitigate them, such as seeking out diverse perspectives, considering alternative viewpoints, and making decisions based on objective criteria.
How might you develop it?
As a leader, reducing bias and considering different points of view is crucial to creating a more inclusive and effective team. Here are some strategies you can use to reduce your bias and be more effective:
Acknowledge your biases: The first step to reducing bias is acknowledging that it exists. Be honest with yourself about your biases and how they might be impacting your decision-making
Seek out diverse perspectives: Actively seek out different perspectives and viewpoints. Encourage your team to share their opinions and ideas, and be open to feedback and criticism
Challenge your assumptions: Challenge your assumptions and biases by asking questions and seeking out evidence that supports different perspectives. Don't assume that your way of thinking is always correct
Practice empathy: Put yourself in the shoes of others and try to understand their perspectives. This can help you be more compassionate and less judgmental
Use data and evidence: Use data and evidence to support your decision-making. This can help you make more objective decisions and reduce the impact of biases
Educate yourself: Continuously educate yourself on different cultures, beliefs, and viewpoints
Hold yourself accountable: Hold yourself accountable for your decisions and actions. Seek out feedback and be willing to make changes when necessary
Build an inclusive culture: Create a culture of inclusion and respect by setting the tone from the top. Make it clear that different perspectives are valued and that bias will not be tolerated
Reducing bias and considering different points of view requires self-awareness, an open mind, and a willingness to challenge your own assumptions. By using these strategies, you can create a more inclusive and effective team that is better equipped to achieve its goals.