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How can you address leaders' unconscious biases in coaching sessions?

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As a coach, you have the opportunity to help leaders develop their skills, achieve their goals, and overcome their challenges. However, you also have the responsibility to address any unconscious biases that may affect their performance, decision-making, and relationships. Unconscious biases are the implicit assumptions, stereotypes, or preferences that influence our behavior and perception of others, often without our awareness. They can create barriers to diversity and inclusion, as well as limit the potential of leaders and their teams. In this article, you will learn how to address leaders' unconscious biases in coaching sessions, using four effective strategies.

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1 Identify your own biases

Before you can help leaders recognize and manage their unconscious biases, you need to be aware of your own. As a coach, you may have biases based on your background, experience, education, or values. These biases can affect how you listen, question, challenge, and support your coachees. To identify your own biases, you can use self-assessment tools, such as the Implicit Association Test (IAT), or seek feedback from others. You can also reflect on your coaching practice and ask yourself if you have any assumptions, expectations, or preferences that may influence your coaching approach or outcomes.

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Anne-Marie Sevenster

Business Owners: Supporting You To Escape The Owner's Trap And Scale Your Business | Business Coach | 1-On-1 Coaching | Move From Surviving To Thriving.
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It ss a great question. As an external coach I would not specifically ask about unconscious biases or anything else, for that matter. I believe my clients are infinitely wise, resourceful and able to come up with the answers to the challenges they face. I partner with them to establish the goals they want to achieve and then I am their thinking partner to work with them to find their answers. If I do see a pattern like, an unconscious bias, not delegating or anything else I will give them the feedback that this is what I am experiencing or seeing. From there I will partner with them again to establish what the goal is they want to achieve around this and then be their thinking partner again to achieve what ever they set out to do.

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Ana Raluca Radut

HRBP, Facilitator and Trainer, Prompting engineer, AI Literate, Growth Mindset Coach
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Getting aware and accepting the fact that I have biases. Because I am human. This is the first step. Accepting humanity in all its worderful imperfection and feeling ok about it. Then the mind opens to new possibilities and perspectives.

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2 Create a safe and trusting space

One of the key elements of effective coaching is creating a safe and trusting space for the coachee to explore their thoughts, feelings, and actions. This is especially important when addressing unconscious biases, as they can be sensitive and uncomfortable topics to discuss. To create a safe and trusting space, you need to establish rapport, respect, and confidentiality with your coachee. You also need to communicate the purpose and benefits of addressing unconscious biases, and how it can help them achieve their goals and improve their performance. You should avoid judging, blaming, or shaming your coachee for their biases, and instead focus on helping them understand and overcome them.

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Ana Raluca Radut

HRBP, Facilitator and Trainer, Prompting engineer, AI Literate, Growth Mindset Coach
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Learn about biases. Know them in a very specific way in order to recognize them in yourself or others: most common biases are: confirmation biase or hindsight bias (i knew it, I was right, people told me), stereotyping or labeling, negativity bias, overconfidence, halo effect, etc.

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3 Use powerful questions and feedback

One of the most effective ways to address leaders' unconscious biases in coaching sessions is to use powerful questions and feedback. Powerful questions are open-ended, curious, and challenging questions that help the coachee gain insight, awareness, and perspective. For example, you can ask your coachee to reflect on how their biases may affect their behavior, decisions, or relationships, or how they can learn from different perspectives or experiences. Feedback is another useful tool to help the coachee recognize and correct their biases. For example, you can provide feedback on how their biases may impact their communication, collaboration, or leadership style, or how they can improve their skills or behaviors.

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Nathalie DREAN ??????

?? Enseignement supérieur pluridisciplinaire , RH, Management, Communication, Digital, Projet Pro, Personnel Branding, Entrepreneuriat. Facilitatrice et top 1% LinkedIn ? Ecoles d'ingénieurs, de Management, Universités.
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Lors des séances de coaching, il est essentiel d'aborder les préjugés inconscients des leaders de manière subtile et efficace. L'utilisation de questions et de commentaires percutants peut être un outil puissant pour identifier ces préjugés et les remettre en question. En posant des questions stratégiques, le coach peut amener le leader à réfléchir sur ses croyances et à les remettre en perspective. De plus, des commentaires percutants peuvent être utilisés pour faire prendre conscience au leader de l'impact de ses préjugés sur ses décisions et sur son équipe. L'objectif est de favoriser une prise de conscience et une remise en question constructive afin de favoriser la croissance et le développement du leader.

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4 Support action and accountability

The final step to address leaders' unconscious biases in coaching sessions is to support action and accountability. Action means helping the coachee translate their awareness and insight into concrete and realistic actions that can reduce or eliminate their biases. For example, you can help them set SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals, identify resources or strategies, or plan for potential obstacles or challenges. Accountability means helping the coachee monitor and evaluate their progress and results, and celebrate their achievements or learn from their failures. For example, you can use follow-up sessions, check-ins, or feedback to track and review their actions, and provide encouragement, recognition, or guidance.

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5 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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How can you address leaders' unconscious biases in coaching sessions?

1

2

3

4

5

1 Identify your own biases

2 Create a safe and trusting space

3 Use powerful questions and feedback

4 Support action and accountability

5 Here’s what else to consider

Training & Development

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How can you address leaders' unconscious biases in coaching sessions?

1

2

3

4

5

1 Identify your own biases

2 Create a safe and trusting space

3 Use powerful questions and feedback

4 Support action and accountability

5 Here’s what else to consider

Training & Development

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