Tag: bias

Drama

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Organizations are perfect sets for dramas.

The problem is that drama is a great way to keep people busy and a poor way to keep people engaged, motivated, creative, purposeful.

While everyone is waiting for the next big reveal, no one will commit to a new idea.

While everyone is betting on which of the two executives will win the next argument, no one is listening to what customers are saying or grasping the emerging trend in the market.

While everyone is invested in wowing their managers, no one will buy into the vision and values that would make employees, shareholders, customers, and community better off.

That feeling of overwhelm, of tiredness, of pointlessness is not due to the job. It’s due to drama.

When you get rid of the spaces where drama flourishes – the hidden information, the decisions behind closed doors, the selected circles, the executive approvals, the vertical silos -, you can repurpose the resources to allow your people and your business to grow.

The inner critic

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If you can’t give credit to yourself, how do you expect to give credit to others?

If you can’t be compassionate with your feelings, give yourself room to think, appreciate what you have achieved and get excited for what comes next. How can you do all that for others?

All your world wants is for you to love yourself.

Go deeper

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What makes you unique is not that you are customer-focused and have great communication skills.

What makes you unique is that you enjoy the challenge of finding the right audience for the company you work at, and that you dedicate effort to buy everyone in the story you are going to tell.

Lazy adjectives and terminology are particularly harmful when you use them to present yourself in the job market. They are shortcuts that flatten the contribution you have to make. They just make you feel like everyone else.

When you are about to use any of them, ask yourself three questions.

  • What do I mean with that?
  • In what situation have I proved that?
  • How can I describe that to my friend?

It will help you go deeper and unlock what it is that make you truly stand out.

Ready to guide

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A father expects their kids to do what the father think it is best for them.

A mentor expects mentees to take and embrace the advice the mentor is giving.

A manager expects direct reports to be happy with the new project the manager is about to assign.

And until we can’t let go of the expectations that others will do as we please, we can’t say we are ready to guide.

Toxicity

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The most interesting finding in this new research by MIT Sloan is the fact that failing to promote diversity, equity, and inclusion is considered a signal of a toxic culture.

Our analysis found that the leading elements contributing to toxic cultures include failure to promote diversity, equity, and inclusion; workers feeling disrespected; and unethical behavior.

It’a no longer just a matter of being fair to others who don’t look like us, don’t think like us, don’t see the world like us.

It’s a matter of business continuity.

Wake up.