How do you foster a culture of feedback and learning from internal communications mistakes?

1 Identify your biases

The first step to address unconscious bias in IC is to recognize and acknowledge your own biases. You may not be aware of how your background, experiences, preferences, and beliefs influence your communication style and decisions. To identify your biases, you can use self-assessment tools, such as the Implicit Association Test (IAT), or ask for feedback from your colleagues, managers, or external consultants. You can also reflect on your past IC projects and campaigns, and examine if you have made any assumptions, generalizations, or errors based on bias.

2 Challenge your biases

The second step to address unconscious bias in IC is to challenge and question your biases. You can do this by exposing yourself to different perspectives, opinions, and experiences, and by seeking to understand the needs, preferences, and expectations of your diverse audience. You can also use data and evidence to support your communication objectives and strategies, and to avoid relying on intuition or gut feelings. Additionally, you can use inclusive language and visuals, and avoid stereotypes, clichés, and jargon in your messages.

3 Learn from your mistakes

The third step to address unconscious bias in IC is to learn from your mistakes and improve your communication practices. You can do this by soliciting and accepting feedback from your audience, your peers, and your managers, and by being open to constructive criticism and suggestions. You can also monitor and measure the impact and effectiveness of your IC activities, and use the results to identify areas of improvement and opportunities for growth. Furthermore, you can seek professional development and training opportunities, and learn from best practices and examples of successful IC initiatives.

4 Foster a feedback culture

The fourth step to address unconscious bias in IC is to foster a culture of feedback and learning within your organization. You can do this by encouraging and facilitating dialogue and collaboration among your IC team and other stakeholders, and by creating a safe and supportive environment where people can share their opinions, experiences, and challenges. You can also promote and celebrate diversity and inclusion, and recognize and reward the efforts and achievements of your IC team and your audience. Additionally, you can model and demonstrate the behaviors and values that you want to see in your organization, and inspire others to follow your example.

5 Seek external support

The fifth step to address unconscious bias in IC is to seek external support and guidance when needed. You can do this by consulting with experts, mentors, or coaches who can help you identify and overcome your biases, and who can provide you with feedback, advice, and resources. You can also network and connect with other IC professionals and organizations, and learn from their experiences, insights, and best practices. Moreover, you can leverage the tools and technologies that can help you design and deliver more effective and inclusive IC messages and campaigns.

6 Keep learning and growing

The sixth and final step to address unconscious bias in IC is to keep learning and growing as a communicator and as a leader. You can do this by staying updated and informed about the latest trends, research, and developments in IC and in your industry, and by adapting and innovating your communication approaches and methods. You can also seek and embrace new challenges and opportunities, and by continuously evaluating and improving your communication skills and outcomes. Most importantly, you can acknowledge and appreciate the value and benefits of diversity and inclusion, and strive to make a positive difference in your organization and in your society.