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It’s not about “if” bias exists; it’s about where. Bias doesn’t always announce itself; it often operates quietly, influencing decisions and interactions without us realizing it. Spot which of these 8 biases you are most likely to fall into so you can be on guard when you're at work. 1. Racial bias Refers to the prejudicial attitudes or discriminatory behaviors based on race or ethnicity. ? In the workplace, racial bias can manifest in various ways, from hiring decisions and promotion opportunities to daily interactions and team dynamics. 2. Gender Bias Making assumptions about roles and capabilities based on gender. ? For instance, assuming women are inherently better at caring roles or men at technical tasks can lead to unequal opportunities and pay disparities. 3. Sexual orientation bias Sexual orientation bias can affect individuals who identify as lesbian, gay, bisexual, transgender, queer/questioning (LGBTQ+), as well as those who are perceived to be part of these communities, regardless of their actual sexual orientation. 4. Ageism Younger and older employees facing stereotypes that they are either too inexperienced or too set in their ways, respectively. ? This can affect hiring decisions, promotions, and the assignment of responsibilities. 5. Disability Bias Involves prejudiced attitudes or discriminatory behaviors towards individuals with disabilities. ? This can often leading to unfair treatment in hiring, promotions, and daily workplace interactions. 6. Affinity Bias Preferring people who are like oneself in terms of personal background, experiences, or characteristics. ? This can lead to homogeneous teams and hinder diversity and inclusion efforts. 7. Name Bias Judging people based on their names, including ethnic, gender, or class assumptions. ? Studies have shown that resumes with traditionally White or male-sounding names tend to receive more callbacks than those with ethnic or female-sounding names. 8. Microaggressions Subtle, often unintentional, actions or comments that convey prejudice against members of marginalized groups. ? For example, frequently mispronouncing a foreign name or expressing surprise at a person of color's eloquence. Or even asking someone “where are you really from?” during casual conversations. ?? Bias isn’t always intentional, but its effects are very real. By identifying these tendencies, we can take steps to understand what’s shaping your workplace culture. ?Take 5 minutes today to reflect on where bias might show up in your work.

??Not a "Born Leader"? Outperform them in 4 steps. You don’t need natural leadership skills to lead effectively. Focus on continuous growth and reflection, and you’ll gain the people management skills that great managers have. Here's your blueprint: ??Self-assess honestly ? Rate yourself: Score each skill on a scale of 1-10 ? Seek feedback: Get anonymous input from colleagues/team members ? Reflect on crucial skills: Identify the ones that need immediate attention. ??Create your Individual Development Plan ? Prioritize 1-2 key skills: Tackle those that will most impact your performance ? Set goals: Outline clear, achievable goals and steps ? Be specific: Include resources, timelines, and metrics to track your progress. ?? Carve out growth time ? Schedule sessions: Dedicate weekly study and practice sessions ? Hold yourself accountable:?Be consistent and find an accountability partner ? Reflect and adjust: Regularly review progress and make tweaks. ??Practice and improve ? Set action items: Outline specific actions to put your skills into practice ? Build habits: Repeat actions to make it easier to follow over time ? Use Waggle AI: Get real-time coaching to refine your skills. Remember: When you commit to growth, "natural talent" becomes irrelevant.

What would it be if you had to compare your management style to an animal? Welcome to "Grown, Not Born," our leadership interview series. Sarah Touzani spoke with Huw Bevan, a seasoned leader in scaling fast-growing companies, about his journey from stockbroking to tech operations and leadership. Huw emphasizes that becoming a high-performance team is less about casual chats and more about deliberate practices, like: ?? Regular retrospectives to reflect and grow. ??Co-creating ambitious yet clear goals ????????Building team culture, whether remote or in-person, by focusing on how the team functions together. He shared how his “foundational four” framework enables leaders to diagnose, track, and enhance team effectiveness. Curious about his leadership style? Let’s just say Huw likens himself to an elephant: calm, thoughtful, and always learning. ?? ??What has been your biggest game-changer in terms of leadership and learning? #Leadership #TeamCulture #HighPerformance?

Only 1 in 10 people are born with management talent. The rest of us? We build it, step by step. Here’s the blueprint to gain management talent. Focus on these 5 areas and 12 key competencies to transform yourself at work. ??1. Essential Skills ? Adaptability: Embrace change and pivot with confidence. ? Communication: Share clear, consistent expectations. ? Listening: Build trust by creating a psychologically safe space. ??2. Motivator Skills ? Coaching: Empower growth through personalized feedback. ? Conflict Resolution: Turn distractions into opportunities for progress. ??3. Multiplier Skills ? Strategic Thinking: Envision and drive a compelling future. ? Delegation: Strengthen trust by focusing on priorities. ??4. Enabler Skills ? Project Management: Plan timelines and budgets to meet key goals. ? Financial Management: Manage resources with precision. ? Data Analysis: Let insights guide smarter decisions. ??5. Persuasion Skills ? Business Writing: Make complex ideas simple and compelling. ? Public Speaking: Inspire action with powerful storytelling. How can you take your first steps today? 1. Reflect on your leadership style and seek honest feedback 2. Focus on skills that directly impact your team’s success metrics. 3. Block time for 1-on-1 check-ins. 4. Track your progress and revisit your approach regularly. 5. Master written and spoken communication to amplify your influence. ??The truth about leadership? Great leaders never stop learning. Start building your blueprint today, and you’ll be surprised where it takes you. ?? Which skill are you focusing on now? Do share! ?? Read our full article to dive deeper into each skill (Link in the comments)

What country comes to mind when you think of saunas? Finland of course! And that's exactly where Waggle AI co-founders Sarah Touzani and Saad Zniber are headed for Slush 2024! We're thrilled to be going to Helsinki, to connect with innovators, learn, and be inspired. Let us know if you're going to Slush too, and see you next week! #slush2024 ?

4 ways to plan better meetings Efficient meetings start with smarter planning. Here are 4 ways to take the stress out of meeting prep with Waggle AI. 1?? Custom agendas Did you know that 62% of employees often attend meetings without a clear goal? (Source: Atlassian). Yet, 79% agree that agendas lead to more productive meetings. Waggle AI makes agenda creation pain-free, generating custom agendas for each meeting type- from 1:1s to team standups. This way, everyone can enter the meeting knowing what to expect and be free from the stress of last-minute planning. 2?? Shared space Scattered notes and manually shared agendas can make collaboration stressful and inefficient. Waggle AI’s shared space centralizes all pre-meeting resources, allowing everyone to view, contribute, and keep items secure- even private notes. By keeping the attendeed aligned before, during, and after each meeting, Waggle takes the hassle out of collaboration. 3?? Action items It’s easy to lose track of action items from previous meetings, which can stall progress. Waggle AI removes this stress by keeping past decisions and tasks front and center, helping your team build on previous discussions and stay on course. 4?? Skills focus Every meeting presents a chance to strengthen key skills. Instead of juggling too many skills, Waggle AI helps you zero in on just 1-2 impactful areas that move the needle toward more efficient meetings. By practicing these targeted skills, you’ll make steady progress in the right direction, ensuring every meeting becomes a bit more effective. What’s one thing that would make your meeting planning less stressful? Share your thoughts in the comments!??

Ready to lead with vulnerability? ?? These aren’t about big moments; they’re small actions that make vulnerability part of daily interactions. Here are 8 simple ways to create a culture of openness in your team- everyday! 1. Be kind to yourself Show your team it’s okay to admit when things are tough. ?? “This week’s been a lot, so I might be a bit slower to respond.” This lets them know it’s okay not to be “on” all the time. 2. Seek feedback After each project, ask, “What could I have done differently to support you better?” This shows you’re open to learning and growing, just like they are. 3. Lead by example Share a time when things didn’t go as planned. ?? “I remember handling a project like this for the first time; it didn’t go perfectly…”. Opening up like this encourages others to share their own challenges. 4. Coach during one-on-ones If someone seems hesitant, try saying, “It seems like you have something on your mind—want to talk it through?” This gentle approach shows you’re ready to listen without pressure. 5. Don’t play victim Instead of venting about another team, reframe the issue: “There seems to be a miscommunication; let’s work together to get everyone on the same page.” This keeps the focus on solutions, not blame. 6. Acknowledge vulnerability When someone shares openly, thank them. ?? “Thanks for sharing that; it takes courage.” This lets them know they’re safe to be honest. 7. Take risks together When trying something new, let your team know, “This is new for me too, but I’m excited to see what we can learn together.” Showing you’re open to the unknown encourages others to take smart risks too. 8. Develop a growth mindset In team or project retrospectives, focus on learning, not just results. Try questions like, “What did this teach us?” or “What would we do differently next time?” This keeps the focus on growth. ??How do you bring vulnerability into your team’s day-to-day? If you found these tips helpful, follow for more on building a people-centered team culture. #TeamCulture #Leadership #VulnerabilityAtWork #WaggleAI

3 types of meetings you should avoid at all costs. As a manager, it might feel like meetings dominate your calendar. Meetings are work, although not every meeting is productive. Here are the 3 worst types of meetings and how to eliminate them 1. The “Could Have Been an Email” Meeting If everyone’s just nodding, it’s time to reconsider. Next time, ask yourself if an email summary would work instead. What to do instead ? Ask if the meeting is truly necessary ? Create an an agenda and share it beforehand ? Invite only essential attendees (needed for decisions or will benefit directly from the outcomes). 2. The One-Way Conversation A meeting where one person talks the whole time? Unproductive! What to do instead ? Encourage interaction by asking questions ? Break into small groups. Your team will feel heard and you’ll get better ideas on the table. 3. The Endless Meeting When a meeting drags on, it’s a focus killer. What to do instead ? Set time limits per agenda item ? Take breaks if it’s a long one ? Have shorter, focused sessions to keep everyone engaged. With just a few adjustments, you can run effective, efficient meetings that respect everyone’s time and energy. See what your meetings are costing your team; Waggle AI can show you how.

November 13 reminds us that empathy is an every day necessity at work. With World Kindness Day approaching, it’s a great time to reinforce a culture of kindness. Here are ten ways to bring kindness to work: 1. Be kind to yourself ? Start with self-compassion; it’s easier to support others when you feel good. 2. Show enthusiastic support for someone’s idea ? Genuine encouragement can make others feel valued and motivated. 3. Organize a team-building activity ? Building personal connections helps create a friendly, collaborative environment. 4. Share a professional development book with a colleague ? Sharing resources shows you care about their growth. 5. Offer to be a mentor ? Guiding others builds trust and shows you have confidence in their success. 6. Say hello to a new team member ? A simple greeting makes a welcome warmer 7. Thank someone who helped you with a task ? Gratitude helps create a culture of appreciation and teamwork. 8. Give a shout-out to someone on another team ? Recognizing another team shows respect and encourages working together. 9. Share a compliment during the team meeting ? Positive words can make someone’s day and bring people closer. 10. Start and end meetings on time ? Respecting everyone’s time is a form of kindness that reduces stress. Small actions, big impact! ?? How are you celebrating kindness in your workplace? Let us know in the comments, or share how your team is making kindness a daily practice! ?? #WorldKindnessDay #KindnessAtWork #Leadership #TeamCulture #WaggleAI

Vulnerability in leadership is all about balance. Many leaders feel they need to be invincible, always putting on a “strong” face. On the other hand, others feel that being vulnerable means oversharing or losing control. But true vulnerability isn’t about either extreme- it’s about finding balance. Here’s what vulnerability in leadership really looks like day-to-day: → Admitting your mistakes and accepting others’ When you own up to errors, you create a culture where others feel safe doing the same. ???For example, "I should’ve handled that differently" or "let’s find a better way." → Acknowledging that you’re constantly learning and evolving Show that growth is a journey. ???You might say, "I’m still learning about this, and I appreciate your patience." → Reaching out to someone who seems down Take the time to check in on a team member who’s struggling. ???A simple, "I noticed you’ve been quiet, is everything okay?" goes a long way. → Opening up about struggles you’re having outside of work Being honest about challenges in your life can make you more relatable. ???For instance, "It’s been a tough week at home and I’m trying to balance everything." → Showing belief in your team while revealing challenges Let your team know you trust them, even in difficult times. ???You might say, "We’ve got a lot to tackle, but I believe we can handle it together." → Standing up and being counted Don’t shy away from speaking up for what’s right, even if it’s uncomfortable. ???For example, "I think we need to address this issue head-on, even if it’s challenging." → Taking people into your confidence Share insights or plans with your team to build trust. ???"I want to let you know where we’re headed and get your thoughts." → Participating in a tough conversation Lean into difficult discussions with an open mind. ???Start with, "Let’s talk about this openly, I value your perspective." → Sharing knowledge and ideas Openly sharing what you know fosters a learning culture. ??? "I read something that might help us with this project, let me share it with you." → Having a different viewpoint from your team about a decision or project Express your opinion respectfully and invite feedback. ???"I see it differently because.., and I’d like to hear what you think." → Telling someone that while something might not work, you’re willing to give it a shot Show openness to new ideas, even if you’re unsure. ???"I’m not certain this will work, but let’s try it and learn from the process." → Admitting you don’t know something or asking for help when you need it Show humility by acknowledging gaps in your knowledge. ???"I’m not sure about this, can anyone help me out?" True vulnerability is shown through actions, words, and intentions. When leaders show up like this, it builds trust and keeps things relatable. ?? What’s another way leaders can show vulnerability with their teams daily??