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How can you help healthcare leaders overcome their own biases?

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As an executive coach, you can help healthcare leaders overcome their own biases by applying some effective strategies and techniques. In this article, you will learn how to identify and acknowledge your own biases and those of your clients, use questioning and feedback to challenge and reframe biased assumptions and beliefs, create a safe and supportive coaching environment that fosters openness and curiosity, incorporate DEI principles and practices into your coaching goals and actions, and evaluate and measure the impact of your coaching on reducing bias and improving DEI outcomes. Bias is an unavoidable part of human cognition; however, with the right strategies, it can be managed in a way that benefits healthcare leaders and their teams.

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1 Identify and acknowledge biases

The first step to overcoming bias is to recognize and admit that you and your clients have them. Biases are often unconscious, automatic, and influenced by various factors, such as personal experiences, social norms, stereotypes, and emotions. To identify and acknowledge your own biases, you can use self-assessment tools, such as the Implicit Association Test (IAT), or reflect on your own reactions, judgments, and behaviors in different situations. To help your clients identify and acknowledge their biases, you can ask them to share their perspectives, stories, and challenges related to DEI, and listen actively and empathically.

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Prashant Srivastava

Operations Manager at Wood Chop
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Raise Awareness: Start by raising awareness about the existence and impact of biases in healthcare. Provide education and training sessions to help leaders understand the different types of biases, how they manifest in healthcare settings, and their implications for patient care and outcomes. Encourage Self-Reflection: Encourage healthcare leaders to engage in self-reflection and examine their own biases, beliefs, and attitudes. Provide opportunities for introspection through exercises, journaling, or facilitated discussions that encourage leaders to identify and confront their biases in a non-judgmental environment.

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Amancio Ojeda Saavedra

Autor de 4 libros de Liderazgo | Coach de líderes y directivos | Facilitador de procesos de aprendizaje Organizacional. ?Tienes claro por qué y para qué viniste al mundo a liderar? ... Te acompa?o a descubrirlo.
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Como coach, para identificar los sesgos no he conseguido nada mejor que usar "Cuentáforas", es un juego de barjas, que permiten crear cuentos y metáforas, muy "inocentes" y a partir de ese relato creado por el coachee, se pueden identificar los sesgos y prejuicios que salen del inconsciente.

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Christopher Orecchio

Kingdom ERM by LeadFirst is an Employee Relationship Management Software that organizes employee care like CRMs organize customer care.
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Your biases will limit your ability to lead people with diverse backgrounds and beliefs. How do you know if this is happening? Well, where and with whom are there conflicts in your relationships? And, the more difficult situation to assess is, where and with whom are there people actively withdrawing from you? Leaders should be personally interacting with their top 5 to 8 direct reports on a weekly one-on-one basis... while those direct reports are doing the same with their top 5 to 8 direct reports... and so on. Creating a culture of connection, not merely communication, is the key. Encourage people to tell their story so we can know who they are and who they desire to become in the future, in this work, in this organization.

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Jonathan Evans ?? MA, PCC, PMP, CEC, CLC, CSM

?? Coaching Indigenous & Social Profit Leaders ????????♀? Wedding Officiant ?? ?? Awarded Leader ?? Certified Executive Leadership, Team & Career Coach
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Healthcare leaders are instrumental in cultivating organizational culture and effectiveness. Key strategies to overcome biases include: Active Listening and Support: Engaging with frontline workers enhances trust and decision-making through diverse insights. Ask where have you been challenged to think differently? Promoting Psychological Safety: Fostering an environment where team members can voice ideas and concerns freely is essential for mitigating biases and improving collaboration. Awareness of Unconscious Biases: Recognizing and addressing these biases lays the groundwork for diversity and inclusivity. Transformational Leadership Practices: Inspirational leadership influences healthcare outcomes and drives positive changes.

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2 Challenge and reframe biases

The second step to overcoming bias is to challenge and reframe the assumptions and beliefs that underlie them. Biases can distort reality, impair decision-making, and create barriers to communication and collaboration. To challenge and reframe your own biases, you can seek feedback from others, expose yourself to different viewpoints and experiences, and question your own logic and evidence. To help your clients challenge and reframe their biases, you can use powerful coaching questions such as “How do you know that this is true or accurate?”, “What are some alternative explanations or interpretations for this situation or behavior?”, “How might this bias affect your actions and outcomes?”, and “What would you do differently if you had a different perspective or belief?” Seeking feedback from others, exposing yourself to different views, and questioning your own logic are all effective ways to challenge and reframe biases.

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Christopher Orecchio

Kingdom ERM by LeadFirst is an Employee Relationship Management Software that organizes employee care like CRMs organize customer care.
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Challenging and reframing your own biases takes courage. It is not for the faint of heart. You will not be able to do this alone. You will need a trustworthy tribe around you who commits to one another and who are, themselves, from different backgrounds, habits of thought and beliefs. Whether this happens inside of your organization or outside of it will require your judgment. I would recommend this group is a personal one, outside of your organization and has been given permission to speak into the lives of this diverse tribe in honest ways. Begin with a book or a TED Talk while sharing perspectives and stories around the concepts learned. Get good at storytelling and encouraging others to share their stories and experiences. Then listen!

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3 Create a safe and supportive environment

Creating a safe and supportive coaching environment that encourages openness and curiosity is the third step to overcoming bias. Establishing trust and rapport with clients through respect, authenticity, and non-judgmental behavior is essential. Additionally, setting clear and realistic expectations and boundaries for the coaching process and relationship is key. Acknowledging and appreciating diversity and uniqueness of clients and their contexts will help foster a safe space. Positive and constructive language and feedback should be used to reinforce learning and growth, while providing emotional support and validation to clients as they explore their biases is also important.

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4 Incorporate DEI principles and practices

Incorporating DEI principles and practices into your coaching goals and actions is the fourth step to overcoming bias. DEI is not only a moral and ethical imperative, but also a strategic and competitive advantage for healthcare organizations. To do this, you should align your coaching objectives and outcomes with the DEI vision and values of your clients and their organizations, as well as help them develop DEI competencies such as cultural awareness, empathy, inclusion, and allyship. Additionally, you should encourage your clients to seek out diverse perspectives and inputs from their stakeholders and teams, guide them to implement and monitor DEI initiatives and policies in their areas of responsibility and influence, and model and promote DEI behaviors in your own coaching practice.

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5 Evaluate and measure impact

The fifth and final step to overcoming bias is to evaluate and measure the impact of your coaching on reducing bias and improving DEI outcomes. Evaluation and measurement are essential for assessing the effectiveness and value of your coaching, as well as for identifying areas for improvement and further development. To do this, you can use quantitative and qualitative methods such as surveys, interviews, observations, and feedback to collect data and feedback from your clients and stakeholders. Then, analyze and interpret the data to identify the changes that your coaching has contributed to, such as increased awareness, confidence, skills, performance, satisfaction, and engagement. Additionally, share and celebrate the successes of your clients’ organizations with regard to DEI. Finally, identify any challenges or gaps that remain or emerge in relation to bias and DEI and plan follow-up actions to sustain the impact of your coaching.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Jackie Ruka

Top LI Voice |Certified Harvard Success CoachI Biz AdvisorI Behavioral Therapist I Former VP $2B Sales I Best Selling Author| Motivational SpeakerI Reach Work/Life WellBeing
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We all have some type of bias whether conscious or unconscious. Empathy is a key component to forming objectivity and putting yourself in the other person’s position or shoes. Taking on a humanistic perspective as a healthcare leader or leader in general circles back to your why, the organizations mission and purpose and the positive impact you want to encourage from your team by exuding empathy, authenticity and understanding.

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How can you help healthcare leaders overcome their own biases?

1

2

3

4

5

6

1 Identify and acknowledge biases

2 Challenge and reframe biases

3 Create a safe and supportive environment

4 Incorporate DEI principles and practices

5 Evaluate and measure impact

6 Here’s what else to consider

Executive Coaching

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How can you help healthcare leaders overcome their own biases?

1

2

3

4

5

6

1 Identify and acknowledge biases

2 Challenge and reframe biases

3 Create a safe and supportive environment

4 Incorporate DEI principles and practices

5 Evaluate and measure impact

6 Here’s what else to consider

Executive Coaching

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