How can you recognize and overcome your own biases?

There are two types of baise , conscious and unconscious. Most of us are aware about our conscious bias, the challenges to acknowledge them unconscious bias, because unconscious bias with don’t even get to know that, however, the fact is there on your team decisions, giving promotions, etc.. Following are the ways to address the biases- 1. Acknowledge that we can get biased 2. Self awareness 3. Challenge your decisions 4. Take a feedback 5. Make data driven decisions 6. Celebrate your Unconcious biases by sharing with others

Identifying your biases is tricky. It relies on your ability to be self-aware. The trouble with most assessments is that they are self-reported, which means you’ve already got to have some degree of self-awareness in order to answer them in a way that isn’t self-fulfilling. But if you are going to use an assessment, then make sure that it has proven failsafes as part of the way it is used to minimise subjective judgements such as: multiple sources of data and norm groups. Other sources of data available to you are also what you notice about the impact of your behaviours on others, as well as the feedback provided to you from other people who see the impact your behaviour has on them; the good and not so good.

The first thing is to accept that you have biases. In fact, we all have it. These biases are programmed into us as we grow up from childhood to adults. We don’t address them as biases because we are “learning”, but the fact is everything that we learn is coming from a biased perspective. So, don’t try to escape it. Rather accept and then start to identify your biases. It’s not going to be easy because what we term as bias may be the normal for you. The most effective way to identify your biases is to start questioning those which are “facts” and “beliefs” for you. Most importantly the unconscious ones and to do that you need to work with a coach who makes you question and asks you questions that will disrupt the patterns of your thinking.

Take the time to deliberately slow down your decision-making process to confront and challenge your biases. Our brains are naturally inclined to favor what is familiar, but following our instincts isn't always the most accurate approach. By intentionally slowing down your thinking, decision-making, and problem-solving processes, you give yourself the opportunity to recognize and challenge any biases that may influence your judgments

One of the most helpful things I found to identify my bias was a visualization technique. You imagine you are boarding a plane and you see a pilot, you then land at your destination and get into a taxi, you then go out for dinner and you see a couple celebrating their anniversary. Now go back and check was the pilot you saw male or female, what did the taxi driver look like and the couple were they an old married straight couple or a gay couple. These visualizations with different stories can help you see your automatic bias.

In my TEDx Talk "Taboo Topics at Work," I discussed my D.A.R.E. model for having tough conversations. The acronym stands for Describe, Acknowledge, Review, and Engage. The Review means "Review the narratives you have accepted as fact," which is HARD. For many of us, our biases come from narratives we have accepted as factual for many years, sometimes decades. We want to change our thoughts but must recognize that the change begins with our behavior. We will change how we behave long before we change how we think or the initial thoughts that pop into our heads. What we must do is arrest our thoughts before they become biased behavior. We do this by asking ourselves, "What facts do I have to support that narrative I am believing right now?”

Los sesgos son consustanciales a nosotros. Nos parece "normal" lo que es "habitual", es decir los comportamientos que se repiten en nuestro entorno (familiar, profesional, etc.). Y claro, perdemos de vista dos cosas, la primera es que la "normalidad" no soy yo, la segunda a abrirnos a formas diferentes de hacer las cosas y de pensar. Un profesor me dijo que juzgamos a los otros por sus hechos (que vemos) y nosotros por nuestras intenciones. Si uno llega tarde, me está faltando al respeto. Si yo hago un esfuerzo por no llegar tarde y, de todos modos llego tarde, me quedo con el esfuerzo que he hecho. ?Que importante trabajar las conversaciones y la escucha para "romper" con los sesgos.

The first step with bias regulation is to build habits that helps you regulate your biases. One simple habit is to never do important decisions (where you know you are strongly influenced by biases, e.g. recruitment) alone without allowing some other opinions provide perspective.

Knowing and identifying your biases is the first step. There are great assessments available that can help you discover your biases. You can try the "Implicit Association Tests" on Project Implicit, which assess your subconscious attitudes. This can help you become more aware of your biases and how they affect your behavior.

Embracing diversity requires learning from varied perspectives. Working alongside colleagues from entirely different backgrounds has broaden my thinking. Bias can sometimes lead us to misjudge others based on their communication style or preferences. Consider individuals with learning disabilities. Despite their challenges, they possess talents in some other area. Their unique perspectives can inspire creativity and innovation. Similarly, those with Asperger's syndrome their passion and dedication drive breakthroughs. These are just couple of examples. As we engage with diverse individuals, let's remain curious about their stories. By appreciating our differences, we can collectively build a more inclusive and understanding workplaces.

I like noticing my biases with curiosity. It beings up interesting things. "Hmm, why do I have that bias?" "How has it served me?" "What's the impact of my bias on me and others today?" Often, when accept that aspect of who we are, we are freer to let go of unwanted biases. . .I am a big fan of Arnold Beisser's short paper titled The Paradoxical Theory of Change. He suggests that trying to change before we are fully aware of what's going on can make us resistant to change. As he says, its' a paradox. I hope this is helpful.

Self awareness is key - admitting that everyone has some sort of biases. It is the lack of awareness that these exist that get us into trouble. Seek to learn and understand, develop open lines of communication and enjoy the learning process.

By introspecting yourself..finding out what bothers you...accepting your own flaws...is there any change in behavior that not only affecting you but also the people around you..the key is to understand your own self..work on yourself to be a better version of you each day.

Two sides of our brain come into play: confirmation bias, when we receive information that confirm our believes, and cognitive dissonance at the opposite, which even risks to dismiss validity of evidence. Being aware of these two natural conditions, helps in consciously keeping a balanced mindset, listening, understanding, and deciding with empathy, resilience and assertiveness.

Check out Thought as a system by David Bohm it majors on our ''thinkbox'' downloading old data as Thought versus real time now Thinking. Add in Felts as old emotions and Feelings as real time now experience providing a really useful lens for considering the bias that old thinkbox data delivers. Press your humble button when your 'thinkbox'' downloads the messages might be relevant to the present, or there again it might not !!

Assim como durante a medita??o, pensamentos vêm e v?o, e muitas vezes nos frustramos, achando que n?o somos capazes de meditar perfeitamente. No entanto, n?o existe a medita??o perfeita ou uma forma 100% correta de fazê-la. O fundamento da medita??o é estar consciente do seu ambiente, ou seja, tudo ao seu redor e, inclusive, tudo dentro de você. Ao estar consciente de seus pensamentos, simplesmente permita que eles venham e v?o. Quando um dos seus vieses surgir, filtre e deixe-o ir. Para isso, organize seu dia de modo a estar completamente presente e focado em suas atividades.

For me, this point resonates much more than the point suggesting ‘replacing our biases’ Unconscious bias is so called as we don’t always realise it’s at play. A big way we can monitor biases is by implementing practices and processes that encourage us to MITIGATE bias. Panel interviews, encouraging decision making from different groups, and employee support policies are just 3 ways we can monitor and mitigate bias

I have found a good way to monitor bias, is to create a gradient of thoughts and use micro-steps in expressing them. That way you can reevaluate as thoughts and ideas are conveyed and tweak any that might have a built in bias.

La importancia de la autorreflexión y el monitoreo continuo para abordar los sesgos. La sugerencia de establecer metas específicas y medibles es fundamental para impulsar un cambio real y medible en el comportamiento y las actitudes. Además, la inclusión de herramientas como retroalimentación y evaluación ofrece un enfoque holístico para mejorar la conciencia y la competencia en la gestión de sesgos. En general, es un enfoque práctico y bien informado para fomentar la equidad y la inclusión en entornos personales y profesionales.

On my own journey of confronting and overcoming bias I can share that I once believed traditional education was the sole path to further development, overlooking the value of diverse educational backgrounds. Engaging with individuals from varied paths challenged this bias, teaching me the importance of different perspectives in fostering innovation. This journey highlighted the need for openness and the rich contributions that come from embracing diversity. It's a reminder that growth often comes from confronting our biases, leading to more inclusive and creative environments. Let's embrace this continuous journey together, building a more equitable world.

This article could be 6 lines. I worked in 22 countries. The trick is to understand your biases. Accept them Some may do you no good so consider changing your view but not so you are no longer yourself

In general, I try to avoid being effected by a bias. Luckily I am more than less successful! I decided for me to talk freely about everything including bias. I share my thoughts, emotions and try to embrace the bias by trying to transform the bias into facts and proved knowledge. Conversations with colleagues and friends are a good way to calibrate your thoughts.

L'intelligence collective sur laquelle s'appuie la fresque du Facteur Humain permet justement ce partage, cette prise de conscience du poids des facteurs humains dont font partis les biais cognitifs, pour lever les freins au changement et accompagner les acteurs dans leur mobilisation, personnelle ou professionnelle.

I think sharing prejudices requires a safe, respectful space. Start by expressing your intent to learn and grow. Use "I" statements to own your biases without generalizing. Encourage open dialogue by listening actively and appreciating different perspectives. Be ready for discomfort; it's part of the process. Acknowledge the impact of your biases on others. Seek feedback and guidance to understand and overcome these biases. Remember, sharing is about learning and improving, not just confessing.

Practice Empathy: Put yourself in others' shoes. Consider the feelings and experiences of people who may be different from you. Actively listen to others without making quick judgments. Try to understand their perspective before forming opinions.

Understanding the root-cause of our biases, accepting that everyone is biased in their own way, is the cornerstone to transformation. What has served us in the past, may not be what will serve us in the future. Noticing this, will make the space to reconcile and convert. Biases that are in favor of our Purpose, with authentic acceptance of self and others, are those to be retained .

The fact that even when one tries to be self aware biases continue to appear is the quintessential nature of human beings, never ceases to surprise me. If anything I learn to be come more sympathetic towards others in their bias discovery journeys.

In my case learning about my prejudices involves introspection and openness (which is a very difficult task and I can say not yet there). Take implicit bias tests to uncover hidden biases. Seek feedback from diverse groups to understand how your actions are perceived. Reflect on your reactions in various situations to identify patterns. Engage with diverse media and narratives to challenge your viewpoints. Recognize that discomfort is part of the learning process. Embrace it as a sign of growth. Commit to continuous education and self-improvement to dismantle these biases.

I find recognizing others biases, makes me more aware of my own as many of us share similar leanings. It is helpful if I notice someone else's to be able to curb my own, as they are highlighted.Bias is an absolute for all of us but we can use our observation and awareness of it to be more effective in our communication and help others do the same.

Biases are brains way to help us decide fight or flight situations. It retrieves information of our past experiences and helps us process things quickly. Not all biases serve us well how do you quickly identify these? - beh level- you instantly dislike what you see & experience-it’s just an instant reaction -Though Level- Ask yourself “What about this is bothering me?” Be clinical abt your response & most likely the first thought that occurs in your head is real reason, ask -what bias am I dealing with? How has this served me in the past and today? If it is not serving me now, then why am I still holding on to it? What comfort is it giving me? -Feeling Level: check “ How am I feelin holdin on to this bias?” What emotion is it triggering?

Unhelpful biases thrive in echo chambers where people are surrounded by like-minded individuals, and everyone thinks in a similar way. This can reinforce and amplify biases. Diversity of thought is crucial because it introduces alternative viewpoints and in turn challenges organisational biases. Diversity improves critical thinking and reduces the risk of groupthink. Often hiring managers recruit in their own image. Challenging yourself on this is a critical step in increasing diversity and driving cultural change.

Years and years ago, I trained to become a Diversity facilitator (before it became standard practice). The first question we were asked as an “icebreaker” was to describe a Martian. Give yourself a minute to think how you would answer! We all immensely enjoyed contributing to the growing list of characteristics. The second question the Training Facilitator asked was who in the group had seen a Martian. Point aptly made. We all have biases, assumptions, frameworks, stereotypes that guide our thinking. Confirmation bias, unconscious bias…there are many names, the key is to focus on the end objectives and think about what is required to get there.

Like most things, education and practice is key to successfully navigating bias and promoting greater inclusion and belonging. I live by the line ‘if you do not proactively include, you will likely exclude’ We will get it wrong, we will make mistakes with good intention. But we must accept feedback with good grace and continually adapt when we misstep. Defending our errors with ‘I didnt mean it that way’ etc. Is not the answer. We must do the work??

We all have biases! They are part of the operating system in our brains. We have to be willing to own our biases and plan to mitigate them. As we’ve learned from the Neuroleadership Institute, create those “if-then” plans, as a way of insuring we are ready to actively challenge biases and choose a more effective response.