#3 The Fresh Outlook: Articles and insights for founders and teams
Monthly Newsletter
In this edition:
One of my favourite questions to ask founders and teams is: “How can you create opportunities?” It encourages them to think proactively and expansively and empowers them to approach situations with a growth-oriented mindset.
Reading about opportunities also exposes people to new ideas and innovative approaches, expanding their perspective, stimulating creativity, and encouraging a proactive mindset.
The “Global 50: The Future Opportunities Report” by Dubai Future Foundation is a valuable resource that presents 50 opportunities for future growth, prosperity, and well-being.
I would like to share more on opportunity number 14, “Agreeing to Disagree as One: Global 50 2023” which emphasises the need for diverse perspectives and finding common ground while respecting differences. The report raises thought-provoking questions: How can we bridge cultural and ideological divides to achieve shared goals? What strategies can be implemented to foster cooperation among nations? The report also describes brain-mapping technologies that provide the benefits of better team and group structuring, leveraging diversity, and offering opportunities for enhanced collaboration and innovation. By mapping the cognitive processes and preferences of team members, these technologies enable the identification of complementary skill sets and areas of expertise. I am truly curious about how brain mapping technologies will impact the future of work.
Have you read about the 50 opportunities for future growth? I’m curious to know what drew your attention.
In my experience, I noticed several instances of unconscious bias that significantly affected individuals and team dynamics. Some common examples I observed while coaching managers are the Halo effect and Horn effect biases.
The Halo effect occurs when a manager overestimates an employee’s abilities based on a single positive trait or performance. For example, if an employee excels in one project, the manager might assume they are exceptional in all areas, leading to biased evaluations and favoritism.
Conversely, the Horn effect happens when a manager negatively assesses an employee based on one perceived weakness or mistake. For instance, if an employee makes an error in a presentation, the manager may unfairly judge them as incompetent in all aspects of their job.
Addressing unconscious bias in the workplace is crucial for creating a fair and inclusive environment. When employees feel overlooked or judged based on factors unrelated to their skills and qualifications, it can lead to decreased morale, job satisfaction, and ultimately higher turnover rates.
Therefore, coaching on unconscious bias plays a vital role in combating these issues. By raising awareness and providing tools for employees to identify and challenge their biases, organizations can foster a culture of inclusivity and respect. As individuals become more self-aware and attuned to their biases, they can actively work to interrupt biased thoughts and behaviors. This not only enhances the decision-making process but also promotes fair evaluations and opportunities for growth.
This video introduces the importance of recognizing and addressing the negative impact of biases at work.
Now, I’m curious to know, what are some unconscious biases you have recognized at your workplace?
Thank you for reading. If you liked it, share it with your friends, colleagues and everyone interested in growth opportunities in the technology space. Subscribe below and follow me on LinkedIn or X to never miss updates again.
