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The Leader's Guide to Unconscious Bias
How To Reframe Bias, Cultivate Connection, and Create High-Performing Teams
1 of 1 copy available
Unconscious bias affects everyone. It can look like the disappointment of an HR professional when a candidate for a new position asks about maternity leave. It can look like preferring the application of an Ivy League graduate over one from a state school. It can look like assuming a man is more entitled to speak in a meeting than his female junior colleague.
Ideal for every manager who wants to understand and move past their own preconceived ideas, The Leader's Guide to Unconscious Bias is a "must-read" (Sylvia Acevedo, CEO, rocket scientist, STEM leader, and author) that explains that bias is the result of mental shortcuts, our likes and dislikes, and is a natural part of the human condition. And what we assume about each other and how we interact with one another has vast effects on our organizational success—especially in the workplace. This book teaches you how to overcome unconscious bias and provides more than thirty unique tools, such as a prep worksheet and a list of ways to reframe your unconscious thoughts.
According to the experts at FranklinCovey, your workplace can achieve its highest performance rate once you start to overcome your biases and allow your employees to be whole people. By recognizing bias, emphasizing empathy and curiosity, and making true understanding a priority in the workplace, we can unlock the potential of every person we encounter.
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Creators
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Publisher
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Release date
November 10, 2020 -
Formats
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OverDrive Listen audiobook
- ISBN: 9781797120010
- File size: 190646 KB
- Duration: 06:37:10
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Languages
- English
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Reviews
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July 27, 2020
Fuller, who works on leadership issues of bias and inclusion at consulting firm FranklinCovey (of The 7 Habits of Highly Effective People fame), debuts with a useful toolkit for organizations looking to face institutional- and individual-level unconscious bias. The first step, she writes, is discounting the idea that bias means one is “inherently ill-intentioned or morally flawed,” which makes people reluctant to acknowledge, and thus to take action against, their own biases. She then guides managers through ways to make workers feel “respected, included, valued,” and hence motivated to achieve at a high level, using FranklinCovey’s Bias Progress Model. This strategy calls for employers to “choose courage” by making a conscious commitment to diversity and inclusivity initiatives and to educate themselves about where bias comes from and cultivate the habit of being on the guard against it. Fuller’s tone is encouraging without letting readers off the hook, and she provides a plethora of tools for nurturing diversity and inclusion—worksheets, scripts, strategies, reflection questions, and so on. As those familiar with the FranklinCovey brand are likely to expect, this is a clearheaded, no-nonsense approach to addressing bias in all the places it may be found. Agent: Shannon Marven, Dupree Miller & Assoc.
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