Advantages of Cultural Diversity in the Workplace August 8, 2018 by Sonia Johnson Cultural diversity in the workplace occurs when a company hires employees from a variety of backgrounds, race, gender, age, or religion. A diverse working culture benefits companies in countless ways. It can contribute to an organization’s efficiency and create a competitive advantage. Here are some benefits of a workplace that hires teams with cultural diversity in mind: Cultural Diversity leads to Higher Morale When diversity is managed well, and employees are subject to cross-cultural or diversity and inclusion training, the result is that all people feel validated and considered important no matter their differences. Giving employees the opportunity to work with people who bring different skills and views to the table helps them recognize that everyone is important for different reasons. Feeling valued improves the morale of each worker and promotes positivity in the workplace. Cultural Diversity gives you Different Perspectives When people from different backgrounds and cultures work together, they are exposed to varying viewpoints and ideas. This helps people become accustomed to hearing and sharing different perspectives and presenting their ideas. Allowing culturally diverse employees to brainstorm brings a wide variety of solutions to the table. Solutions based upon different experiences and schools of thought. With more ideas to choose from, the chances of finding the best possible final solution is improved. Cultural Diversity has a Global Impact In an increasingly globalized economy, workforces that are culturally diverse can help companies expand their business in. Being able to communicate effectively in different parts of the world is a key benefit, as well as knowing how to create relationships and understand the cultural nuances and differences in doing business in foreign countries. With a workforce that understands these concepts, you create the opportunity to effectively develop your business in a global market. Cultural Diversity increases your Community Relations Many communities are becoming increasingly culturally diverse. It’s important that companies recognize this and mimic the communities that they serve. Companies need to be able to communicate effectively with customers and understand their needs, no matter the customer’s language or culture. Having people on staff who have the background and skills to do so are vital to an organization. Communities and customers also prefer to engage with those that employ people who are similar to them. For this reason, hiring and managing diverse cultures is an advantage in a competitive market space. Culturally diverse workers are one of the greatest assets your business can have. Although workplace diversity comes with some challenges, the benefits more than outweigh the difficulties you may encounter, especially with the use of proper management techniques and training.
The 20 People Skills You Need To Succeed At Work April 5, 2018 by Sonia Johnson Do you think you’re qualified for a particular job, fit to lead a team, or entitled to a promotion because you have extensive experience and highly developed technical skills? Well, it turns out that while those things are crucial to your professional success, it’s imperative that you also have great soft skills–more commonly known as “people skills.” “People skills are, in short, the various attributes and competencies that allow one to play well with others,” explains says David Parnell, a legal consultant, communication coach and author. “While on the surface these may be summed up by notions such as ‘likeability,’ or having a ‘good personality,’ when you start to look at what makes one ‘likable,’ for instance, you’ve opened Pandora ‘s Box.” But more often than not, these attributes come in the form of effective, accurate and persuasive communication, he says. Teri Hockett, chief executive of What’s For Work?, a career site for women, agrees. She says: “People skills come down to how people interact with each other, from a verbal and/or non-verbal perspective; they are non-technical in nature. When we think of people skills, words such as personality, empathy, and tonality come to mind.” The Forbes E-book: Find And Keep Your Dream Job The Definitive Careers Guide From Forbes encompasses every aspect of the job hunt from interview to promotion. Written by some of Forbes’ best careers and leadership writers, it is available now for download. Having good people skills means maximizing effective and productive human interaction to everyone’s benefit, says Lynn Taylor, a national workplace expert and author of Tame Your Terrible Office Tyrant; How to Manage Childish Boss Behavior and Thrive in Your Job. “People want to connect on a humane level in the office; the alternative is a sterile environment with low productivity. So, the more you demonstrate these abilities, the faster your career will advance. It’s the ‘office diplomats’ with strong emotional intelligence who are most likely to be strong, effective corporate leaders. They realize that trusting relationships built on diplomacy and respect are at the heart of both individual success and corporate productivity. An ounce of people sensitivity is worth a pound of cure when it comes to daily human interaction and mitigating conflict. By developing these skills, you’ll reduce bad behavior in the office, and your positive approach will be contagious.” Wise managers know that they need a team with strong people skills, she adds. “Given the choice between a savvy job candidate or, similarly, an employee seeking promotion – the one with excellent people skills and less technical ability will usually win the prize versus the converse.” Having good people radar is harder to teach than technical skills, but is a requisite for long term, effective leadership, she says. YOU MAY ALSO LIKE Courtyard Hotels BrandVoice Transforming Students Into Entrepreneurs [Video] Forbes Insights Going Digital? Your Firstline Workers Will Pave Your Way To Success Whittier Trust BrandVoice Helping Yourself By Helping Others [VIDEO] Here are 20 “people skills” and attributes you’ll need to succeed at work: The ability to relate to others. “Having the ability to relate to others and their position or viewpoint is crucial in business,” Hockett says. “By having a well-rounded personality and set of experiences, it’s usually possible to relate to almost anyone.” Sometimes being able to relate to others simply means that you’re willing to agree to disagree with mutual respect; letting them know you understand their position. Strong communication skills. This is the most fundamental people skill because it encompasses your persona and ability to get along with other colleagues, persuade others to listen to your ideas, and much more, Taylor says. “If you have a gift for the spoken and written word, you will always put your best foot forward. Being articulate is highly prized in today’s workplace, when time is at a premium and technology requires constant communication.” Parnell says articulation is a very important “people skill.” “Illusory transparency refers to the notion that as we speak to others, we believe that they are of the same mindset as us, and are processing things exactly as we would. Even if this were possible – which it’s not – it would be incredibly challenging because of semantic ambiguity,” he explains. “Universal quantifiers for instance – all, any, every, etc. – are systematic violations of accurate communication in that they are rarely true in a literal sense, and leave significant room for translation. Effective communicators are very careful to understand these systematic violations, and avoid them or accommodate them when necessary.” Patience with others. “If you’re patient with others and can keep a level head in stressful situations, it will definitely be noticed by management and perceived as a very strong asset,” says Amy Hoover, president of Talent Zoo. “When your boss is forced to deal with a situation where people have lost their cool he or she will certainly remember the troublemakers when the next promotion comes available.” The ability to trust others. You can only accelerate your career if you’re trustworthy. “Without it, you can’t get projects done or get cooperation,” Taylor says. “No one can operate in a vacuum for long.” Knowing how and when to show empathy. “Having the ability to place yourself in someone else’s shoes is a key people skill,” says Ryan Kahn, a career coach, founder of The Hired Group, star of MTV’s Hired! and author of Hired! The Guide for the Recent Grad. It allows us to create relationships with others, provides insights into people’s motives and allows us to predict responses. “Offer support, sympathy and feedback in your daily business life,” Taylor suggests. “It will bring you positive emotional returns – part of ‘corporate karma.’” If you contribute to a dehumanized company, both you and your employer will have limited growth potential, she says. Hockett reminds us that things are not always black and white, and in order to have effective relationships with others we need to show compassion where appropriate. “In a perfect world there would be no hiccups, but life happens and knowing when to show compassion when others face challenges is important.” Active listening skills. Hearing someone and actively listening to them are two different things, Hockett explains. Most people hear someone speak and start to form a response in their mind (or worse, starting talking) before the person finishes what they’re saying. “The key is to actively listen, which takes more time but produces better results. It means you listen without interruption and then take the time to think and form a response before replying. It takes practice, but it pays off.” Taylor says the axiom “we were given two ears and one mouth” speaks volumes. “Be a good listener and remain sensitive to the needs of your workers and boss. This people skill can be practiced; and once honed, you’ll see the difference in the positive reaction of those around you.” Genuine interest in others. People know when you’re truly interested in them, Kahn says. “If you’re not showing a genuine interest – asking thoughtful questions and considering about their answers – your interaction can actually have an opposite effect to the one intended. Take care to remember names, dates and important life events.” Flexibility. Being “likable” or having a “good personality” are highly contingent and context dependant attributes, Parnell explains. “Your prison-bound uncle’s personality may not be likeable at the Thanksgiving table, but it may serve him well once incarcerated. Supreme communicators have a keen ability to shift gears when the context calls for it, and a deep well of communication options to choose from. This way, they can respond accordingly to what the current situation requires.” Taylor agrees. She adds: “If you can bend your own rules and beliefs, you are by definition a ‘good people person.’” Good judgment. Good judgment is a key people skill that comes directly from learning, listening to others and observing the world around you, Kahn says. “It allows you to wisely select friends and associates, determine reactions and responses, and make sound decisions.” Parnell adds: “Pay attention to your gut – it often has something valuable to say.” The ability to persuade others. There’s a good chance that at some point in your career you’ll have to sell others on your ideas, products or services. Whether you’re up for a promotion, pitching a project, or selling clothing in a retail store, you need to be able to form a strong, convincing argument for why you, or your products, are the very best, or the “right” one. Negotiation skills. Good negotiating skills are beneficial with both internal and external discussions, Hoover says. “Internally, job offers and salary discussions greatly benefit from solid negotiating, as well as when it’s time to pitch a new idea or sway coworkers to your way of thinking. Externally, both vendors and customers often require negotiations and you can really become the hero when you are successful in either scenario.” The ability to keep an open mind. “To create trust and respect in others, people need to know that their point of view and feedback will be considered and used,” Kahn says. Being known as someone who keeps an open mind also makes you more approachable and easier to work with. A great sense of humor. “Who doesn’t enjoy laughing? It’s ‘the great diffuser’ of tension and conflict. If you can jam the system of tension or routine with levity, you will thrive in your job,” Taylor says. “It was once said that ‘nobody ever died of laughter,’ and if you can retain some lightheartedness in your job, you’re likely to get more air time during meetings and overall.” Knowing your audience. Knowing what, how, and when to say things to others is critical. For example, if someone just loss their job, it’s probably not a good idea to talk about your promotion. This seems trivial, but it’s one of the primary reasons why people encounter communication breakdowns with each other, Hockett explains. Honesty. The saying, “honesty is the best policy” is not only true, it’s essential in building trust among your colleagues, Taylor says. “Once you lose it, it’s almost impossible to regain. Kahn agrees and says people want to work with those that they know they can trust. “Honesty is the foundation of any relationship, particularly in business.” Awareness of body language. The importance of body language cannot be emphasized enough, since it makes up the majority of how we communicate with others. “The reality is, we’re communicating with people all the time even when we’re not speaking. Being mindful of what our gestures, expressions, voice, and appearance are communicating can greatly help or harm our people skills,” Hockett says. Proactive problem solving. Work is a series of problem solving situations, but if you’re proactive, you’ll take the pressure off your boss and colleagues, Taylor says. This is a great people skill to have in the workplace. Leadership skills. If you can motivate a team and help those around you do their best work, you’ll be more successful even if you’re not in management, Hoover says. Good manners. “Using ‘please’ and ‘thank you’ goes a long way in the realm of people skills,” Taylor explains. While seemingly obvious, some need little reminders. Keeping a post it with a smile or another icon can remind us that work is more than getting something accomplished, it’s how we get it accomplished. The ability to be supportive and motivate others. “People want others to believe in them, regardless of how successful they might be. By showing support in the form of encouragement, you can put someone back on track or keep them headed in the right direction,” Hockett explains. Taylor says: “Not only should you praise and recognize your staff, all the while being accessible and upbeat. You should also be motivational around your boss and colleagues. Employees at all levels want to be around enthusiastic people with drive and high energy.” “When workers know how to conduct themselves with people sensitivity, their career outlook is much more enhanced,” Taylor says. “Employees who are aware of the ‘human factor’ in the workplace understand how to get things done.” Assuming the work is satisfying, it’s how people feel at work that will determine their loyalty and contributions. Hockett concludes: “Nowadays many of us live in two worlds, the real and digital one. Make sure that your people skills are consistent across both.” –Article From Forbes (By Jacquelyn Smith)
Stop Begging To Be Hired! March 8, 2018 by Sonia Johnson The hiring process is a one which is beneficial to both the organization and job applicants. By its bi-directional nature it is a mutual assessment of two prospective partners. The fact that one party, the corporate entity has deep pockets does not diminish their need for YOU the applicant. It is employees that create, occupy and drive the success of the legal entity, the organization. This is a critical reminder to enhance and enrich the course of your job search. When you reduce yourself to nothing, despite your years of education and/or hard work, the consequences of demeaning yourself and groveling from work lingers with you negatively. It has been shown to have a long term adverse effect on the candidate’s internal dialogue and belief in themselves, even when they get hired for positions. Be confident and strategic. If you don’t have the qualifications and experience, get it, or create a clear narrative of how what you possess works for the position that you seek. Begging and desperation can get you the job, but data shows that you are unlikely to enjoy it and will probably lack the respect of your hiring manager, especially if you were hired based on your pleading and begging. In the past I participated in various HR, Law and Employment research funded by groups of companies in all sectors. One of my stunning finds remains the HR lag, in terms of keeping pace with business evolution. The other most shocking thing was the eight (8) year long Hiring Project that we executed. We applied to companies, were interviewed, and used our experiences, and additional data provided by senior management to improve their hiring processes. It was astounding to find the qualifications and experience for recruiters in many organizations is not sufficient. Further, most times, recruiters and hiring managers are not well trained, and are placed at the lower end of the importance spectrum. Although, recruiters and hiring managers have a disproportionately critical effect on companies, too many organization still treat recruitment without the respect, training and attention it needs. Thus frequently, the outcome, except for the more exceptional recruiters and hiring managers, is that you are sitting across from a hiring manager or recruiter that is unaware of the biases and limitations, they often unconsciously have about candidates. Begging does not help increase respect for your skills, as it elevates recruiters biases against you— even if you get hired based on your pleas. Please note that if you have sought work for more than two years without success, it is imperative that you seek career guidance from an experienced Career Coaching professional. Such a professional should have a record of success, and the education and experience to provide you a robust guideline on how to succeed in your search. Preparation for the job interview, and the use of constant research to improve your interviewing process, cannot be over emphasized. Interviews are conducted with humans with as much or more implicit and other biases as you possess, and they making the decisions about you. To the extent possible, do all that you can to neutralize existing biases, by avoiding things that are distracting and unique to you. For example, I wear four rings on my right hand. When I am attending certain meetings, I do not wear those rings. I like my rings. I identify with them as they were gifts I was given for excellence in professional, and other personal achievements. But they could distract from the conversation, and could cause more implicit or explicit biased associations by the interviewer. So, it’s not worth it. Make sure it is a bi-directional discussion. You should determine if the company deserves you. Yes, internal confidence manifests externally too. Know your worth If you know you are suited for the job, and are not hired for it, move on. Review, Strategize and Move on. For Job Applicants, here are some signs that you might be interviewing with the wrong company: If the recruiter does not know the goals of the organization and cannot explain how your position fits into the macro picture of the organization’s needs. DO NOT ACCEPT A FOLLOW UP INTERVIEW, AND DO NOT CALL THEM TO FOLLOW UP. If the hiring manager appears not to know core components of the job very much or seems intimidated by your experience or astute preparation for the interview –you will not enjoy working for such hiring manager. If the hiring manager is hostile or distracted, END THE PROCESS QUICKLY. If the number of candidates being interviewed for the same position exceeds four or five applicants and/or the applicants are all from the same industry— do not expect to be challenged and excited by such a job, if hired. Only unprogressive companies in this era of creativity and ingenuity, hire people from the “same” industry (except where they have specific, verifiable and near incontrovertible reasons). If you are interviewed more than three times, and it is not a senior executive position, AND the reason for numerous interviews explained to you during the recruitment process as such– RUN AWAY. If ninety (90%) percent of the organization looks the same, and diversity seems to be a by line that no one executes, at least based data on the staff composition–PAUSE! Companies that lack DIVERSITY or lack leadership diversity, often prove very problematic for even non-diversity candidates. It is most likely operating out of a 19th century business model. It might be a tasteless and meaningless work experience. LOOK ELSEWHERE FOR MEANINGFUL WORK. Nothing, including a job, or search for it, is worth sacrificing your personhood, or Self-worth. You are a whole person, and your life should be far more than just work. Don’t diminish yourself. Seek EFFECTIVE AND SEASONED professional guidance. There is a new spate of people who claim to be masters and experts at coaching and everything imaginable, most are not! Verify before you dole out money and/or time to them. Most times, the girth and success of service you obtain, is a direct result of the quality, pricing, experience and knowledge of the company or professional you hire for this purpose. Choose wisely. Now, go forth confident and powerful for that job for which you are qualified. Never allow anyone or circumstance to stop you from achieving your goal. Author: Sonia Johnson Esquire
Being a Workaholic Nearly Killed Me. Here’s What I’m Doing Differently January 8, 2018 by Sonia Johnson I’ve written about my heart attacks several times before, but bear with me, because I’m still in the long process of healing and understanding what it’s all about and how I need to change my life. Quick recap: Last July I had two heart attacks which led to the discovery that I had major heart disease, serious enough to need a sextuple bypass. I was in the hospital for three weeks, and even months later, I’m still recovering, physically and emotionally. When all that sh*t went down, I was astounded that I had heart disease because I lacked most of the warning signs: I wasn’t overweight, didn’t smoke, and had no history of heart disease in my family. However, I was under enormous stress–partly because of family issues (one of my two children is high-needs) but mostly because I was constantly anxious about work and therefore stressed all the time. What’s weird is that I was stressed even though: 1) I work my own hours, 2) I set my own workload, 3) I only work with people I like, 4) I make very good money, 5) I get to work from home, and 6) I do work that I generally enjoy. In other words, there was no objective reason for me to be stressed about work. In fact, I sorta fit the profile of the exact opposite of a workaholic. Or so I thought. According to a recent article in the Harvard Business Review, you are still a workaholic if you allow work to intrude into your thoughts all the time and if your feelings about work are tied up with anxiety, regardless of how many hours you actually spend on the job. So I was a workaholic and didn’t even know it. And it almost killed me. And when I say it almost killed me, I’m not exaggerating. All but one of seven my heart arteries were blocked, some of them 100 percent. I was literally on the edge of death and it’s a miracle that I’m still alive. In fact, due to the operation, I’m in better health than before the heart attacks. That’s the good news. But here’s the bad news: Even with my new regimen of heart medicines, those blockages may return. And because I’m not overweight and don’t smoke, there’s really not much “ballast” to throw overboard to keep my ship afloat. I eat heart-healthy, but I pretty much did that before the heart attack. I’ve also stopped drinking alcohol, but I’ve always been a “two or three glasses of wine a week” kinda guy. So even with heart medicine, I’m high risk for more heart problems. So you see, if I can’t lick my workaholism, it will literally kill me. I have a feeling that I’m not the only one who’s facing the challenge of way too much stress at work. So, in the hope that it might inspire, here’s specifically what I’m doing to prevent both the workaholism and the heart disease it causes: I’ve abandoned unrealistic goals. The root of much of my work-related stress was a deep-seated feeling that I wasn’t living up to my potential because I hadn’t fulfilled two goals I’d set for myself about 20 years ago: Write a NY Times nonfiction bestseller. Write a novel that would be made into a movie. In setting these ambitious goals, I was “shooting for the horizon.” However, while that might work for some people, I made myself miserable every time I failed to achieve those goals. So, even though I wrote several well-received and successful business books, I never hit the NY Times bestseller list. And while the novel I wrote did garner some Hollywood interest, nothing came of it in the end. So, even though most people would probably be proud to have done so well, I felt like a failure because I didn’t reach the horizon for which I’d aimed. So while “aim for the horizon” goals might work for some people, for me they’re toxic because I beat myself up when I think that way. So I’ve scaled down the goals, big time. I just can’t afford to think that way any longer because it will kill me. I’ve redefined who I really am. As you might have noticed, there was more than a little grandiosity behind those ambitious goals. Indeed, I had such a high opinion of my potential that I hated that I wasn’t fulfilling that potential. And that hate was a HUGE source of stress. For example, (and this is really embarrassing and I’ve never told anyone this) I used to have a little mantra: “I’m a famous author.” I’d repeat this silently to myself hoping that if I convinced myself it was true, it would become true in the real world. After the heart attack, I realized that I can’t think of myself that way, not if I want to stay alive. Rather than try to be somebody I’m not, I have to accept the fact that, at best, I’m a moderately talented writer. And a reasonably good father, husband, and friend. And that’s OK. I’ve stopped doing work I don’t enjoy. If there’s one thing that I KNOW I can do really, really well, it’s write compelling marketing messages, marketing copy, cold emails, email marketing chains, website copy, etc. I can usually double or triple the sales revenue of a typical client. Needless to say, clients have been more than willing to pay me big money to rework their marketing message. However, while I’m really good at it, I just don’t enjoy this kind of work. It’s too simple and too repetitive, like fishing with dynamite. Even when I make good money, I have to FORCE myself to hit deadlines. My desire to do a good job for my clients was in direct conflict with my desire to avoid doing this kind of work. That’s been a recipe for crazy stress. So no can do no more. I make health my No. 1 priority. Prior to my heart attack, I went through periods when I’d work out regularly, but in the past decade or so, I’d made working out a lower priority than “getting the job done.” As a result, I rarely worked out. Needless to say, this wasn’t a smart move, heart-wise. Today, regardless of how much work I might have on my plate, or what’s going on in my sometimes crazy home environment, I work out every day…before I do anything else. Just as important, I don’t get all frantic about working out because that would just create more stress, negating the purpose of working out. If I have to take a day off from working out because, say, I have an appointment, that’s OK. I’m filling my life with gratitude. As a workaholic, I was addicted to the ambitious goals, the grandiosity behind them and the stress that it caused. My addiction drove me to achieve more and more and more. And it was killing me. So now I’m jettisoning all of that, which leaves a huge metaphorical and metaphysical hole inside me. If I’m not that workaholic guy, who am I? I’m trying–really hard–to fill that hole with gratitude. I’m trying to use gratitude as a fuel that will keep me going, still writing and still creating. I’m not sure how to do that but, seriously, my life depends on it. I used to think it was me against the world and I was a self-made man. I now realize that I’ve been very, very lucky. Insanely fortunate. Hopefully, I’ll be able to stick around long enough to enjoy my good fortune. Anyway, if you stuck around long enough to finish this post, I’m open to any advice or suggestions as I go forward. Frankly, I’m sailing in what, to me, are uncharted waters. Wish me luck! Author: Geofrey James
9 Types of Unconscious Bias and the Shocking Ways They Affect Your Recruiting Efforts December 8, 2017 by Sonia Johnson How many decisions have you made today? 5? 10? 15? Chances are you won’t be able to put an exact figure on it. That’s because we make countless decisions every day without even realising it. Even as you sit here reading this you’re making decisions. Decisions about me, the content, the questions I’m asking you. And the answers to all of these questions are influenced heavily by something researchers refer to as “unconscious bias.” What is “unconscious bias”? “Ok, so what is unconscious bias and why is it influencing my decisions so much?“, I hear you ask. Well, simply put, bias is an inclination or prejudice for or against one person or group. In other words, unconscious bias are unconscious feelings we have towards other people – unconscious feelings that play a strong part in influencing our judgement of certain people and groups, away from being balanced or even-handed, in many different areas of life. One of the most prominent areas of life where bias can play out is the workplace. In fact, one of the strongest biases we have in the workplace is gender bias. Why? Well, our feelings about gender and the stereotypes we’ve all associated with gender are something we’ve developed throughout our whole lives. How we’ve been brought up, where we’ve been brought up, how we’ve been socialised, our socialisation experiences, our exposure to other social identities and social groups, who our friends are/were, as well as media influences, all affect how we think and feel about certain types of people – and especially about what makes a man a man and what makes a woman a woman. It’s important to mention however, that most bias stereotypes, do not come from a place of bad intent. It’s just a deep seated, unconscious stereotype that’s been formed in our brains through years of different influences we often had no control over. For example, just think about of all the phrases you’ve heard associated with women in the workplace over the years, like “The Glass Ceiling”, “The Maternal Wall” and the “Gender Pay Gap”. How does bias affect our actions? “Most of us believe that we are ethical and unbiased. We imagine we’re good decision makers, able to objectively size up a job candidate or a venture deal and reach a fair and rational conclusion that’s in our, and our organisation’s, best interests,” writes Harvard University researcher Mahzarin Banaji in the Harvard Business Review. “But more than two decades of research confirms that, in reality, most of us fall woefully short of our inflated self-perception.” Yes, in reality our biases affects us and our decision-making processes in a number of different ways: Our Perception – how we see people and perceive reality. Our Attitude – how we react towards certain people. Our Behaviours – how receptive/friendly we are towards certain people. Our Attention – which aspects of a person we pay most attention to. Our Listening Skills – how much we actively listen to what certain people say. Our Micro-affirmations – how much or how little we comfort certain people in certain situations. Whether we are aware of it or not, each and every one of these things will affect who we select to come in for an interview, how we interview them, who we hire and our reasons for hiring them. So, how do you stop yourself from falling prey to the dangers of unconscious bias? The first step is simple – make the unconscious, conscious. By acknowledging the different types of unconscious bias we can start to address them. 8 Types of Unconscious Bias and How They’re Affect Your Recruiting Process In recruitment, the following types of bias are all very common: 1. Conformity Bias Based on a famous study that’s been around for decades, conformity bias relates to bias caused by group peer pressure. In the study, a group of people is asked to look at the picture on the left and say which line in Exhibit 2 matches the line in Exhibit 1. One individual is told to say what they think. The rest of the group is told to give the wrong answer. We can see that line A of Exhibit 2 matches the line in Exhibit 1, but when the individual who doesn’t know this is a test gives the correct answer only to be informed that the rest of the group has said Line B, the individual decides to scrap their own opinion in favour of the groups’ opinion. A phenomenon that occurs in 75% of cases. Just think how this may play out in a panel talking about a candidate. If an individual feels the majority of the group are leaning towards/away from a certain candidate, they will tend to go along with the group thinks rather than voice their own opinions. 2. Beauty Bias This is the view that we tend to think that the most handsome individual will be the most successful. But this can also play out in terms of other physical attributes a person may have. For example, while 60% of CEOs in the US are over 6 foot, only 15% of the total population is over 6 foot tall. And while 36% of US CEOs are over 6.2 feet, only 4% of the US population is over 6.2 feet tall. So again, this shows some bias in terms of how we perceive a CEO should look like. In recruitment, it’s common that recruiters will look to fill a role with someone who shares similar physical attributes to the person who held that role before, or who they believe looks like the kind of person who should have the role based on their preconceived bias. 3. Affinity Bias This plays out a lot in terms of recruitment! Affinity bias occurs when we see someone we feel we have an affinity with e.g. we attended the same college, we grew up in the same town, or they remind us of someone we know and like. For example, when we interview someone we feel we have some affinity with, our micro-affirmations play out a bit more than they usually would with someone we felt we didn’t share an affinity with. For instance, if they tell us they’re a little nervous we may smile at them more, offer more words of encouragement etc. Whereas, if a person we shared no affinity with told us the same thing, we wouldn’t be quite as warm towards them as we had been to the candidate we felt we shared a connection with. After the interview, you’d then speak in much higher terms of the first candidate and how much you feel they’d “fit in” over and above the second candidate. 4. Halo Effect Halo is when we see one great thing about a person and we let the halo glow of that significant thing affect our opinions of everything else about that person. We are in awe of them due to one thing. For example, when looking through someone’s CV/resume we may see they went to a particularly highly regarded college where they received a certain high grade, or they had undertaken some very sought after work experience program. Upon seeing that, we tend to see everything else about that person surrounded by the glow of that achievement. 5. Horns Effect The Horns effect is the direct opposite of the Halo effect. The Horns effect is when we see one bad thing about a person and we let it cloud our opinions of their other attributes. For example, when interviewing someone we might be put off by the fact that they speak very slowly because our unconscious bias has caused us to assume that someone who speaks slowly is unintelligent. If we assume they’re unintelligent, everything they say or do for the rest of the interview will be clouded by our judgement. 6. Similarity Bias Naturally, we want to surround ourselves with people we feel are similar to us. And as a result, we tend to want to work more with people who are like us. In terms of recruitment that may mean that we are more open to hiring individuals we see parts of ourselves in. 7. Contrast Effect This plays out regularly in recruitment, particularly amongst recruiters who spend large amounts of time sifting through CV after CV or conducting interview after interview. For example, if we’re looking at a number of CVs/interviews in a row, one after the other, we tend to compare each CV/interview to the one that came before it. We judge whether or not the person in front of us did as well as the person that came before them. When really, the only thing we should be comparing are the skills and attributes each individual has, to the skills and attributes required for the job, not those of the person that came directly before them. 8. Attribution Bias This is the most common form of bias in the recruitment process as it affects how we access other people. When we do something well we tend to think it’s down to our own merit and personality. When we do something badly we tend to believe that our failing is down to external factors like other people that adversely affected us and prevented us from doing our best. When it comes to other people, we tend to think the opposite. If someone else has done something well we consider them lucky, and if they’ve done something badly we tend to think it’s due to their personality or bad behavior. 9. Confirmation Bias This is one that recruiters have to be extremely careful about! When we make a judgement about another person, we subconsciously look for evidence to back up our own opinions of that person. We do this because we want to believe we’re right and that we’ve made the right assessment of a person. The danger of conformity bias in recruitment, is that our own judgement could be very, very wrong and could cause us to lose a great candidate for the job. Author: Siofra Pratt
Why The Best Leaders Are Fulltime Learners October 6, 2017 by Sonia Johnson Tell me something you’ve learned recently. It’s a question we ask in most interviews to determine whether a candidate has the intellectual curiosity we look for in team members. If she can’t tell me anything she’s learned in the last month, I know it won’t be a good long-term fit, simply because an eagerness to learn isn’t inherent. Last year, I wrote an article titled “Why Leaders Must Be Readers,” and while I still wholeheartedly believe this, my thinking was too limited. Reading is just one way to learn. Leaders must be learners. It doesn’t have the same ring to it, but it’s just as important. I respect leaders who are continuously learning because I know they’re challenging their own assumptions and bringing more knowledge to the table each time we converse. Learning can take many different shapes, so here are a few examples of ways that you can continuously be learning as a leader — and encouraging your team to do the same. Read!! Article by By Kelsey Meyer from Forbes Magazine Not to beat a dead horse, but reading really is important. Read the opinions of others, and discover the ways in which you agree or disagree. Debate topics you’ve read about with your team; I promise you’ll learn from them. Listen Listening to podcasts is another great way to learn. If you aren’t sure what you should be learning about, one of my favorite podcasts is “How to Do Everything.” You’ll learn about everything from bug drones to how to end a text conversation.
Stop Being Afraid, It Is Not Your Only Option May 24, 2017 by Sonia Johnson You are probably totally disengaged from your job, if you do not recognize the concern and undercurrent fear or concern of certain folks in the workplace. Human Resources Departments that have not conducted a culture and health check survey of employees in the light of new Legislation and the Social Media rumor mill, are close to committing professional malpractice in terms of their expected obligations to their employers and employees. Collection and review of cultural, performance and other related analytics, in times of internal and external change remains a mandatory practice, for effective Human Resources and Organizational Business success. The news media is replete with the usual sensationalism and hysteria. However, the underlying mood in many organizations has changed. And although the change is not immediately evident to some; the use of surveys and other methods of evidence analysis and related statistical review, will enable your organization to effectively prevent the permanent injection of this damage into the foundation of your workplace. A colleague with whom I have a great working relationship, a woman, recently wanted to know how I had made my way out of my family generational financial difficulties?? In addition, she also asked me about a litany of stereotypical assumptions, rife in some repeated sensational news cycles, about minorities of color. She assumed they applied in general, and specifically to me. She told me she thought that the wretched background sprinkled with a few successes, was the truth about most minority groups. We both laughed about it, after we discussed her untested assumptions and researched various verified statistical data, and robust evidence on the issue. She is a very kind and well-meaning colleague, but did not recognize how some repeated falsehoods from media outlets, and other untested generalizations, had crept into her implicit thought process. As we talked, I told her that both my parents are Lawyers. My grandparents were educated and very financially stable. Even further back than my grandparents, my family possesses a record of consistent and muscular education, hard work and documented financial success. My friends and I, many people of color, and large swaths of other minorities have such backgrounds. Interestingly, the lady who asked this question, with whose permission I am sharing her remark, is the first and only person to have graduated college in her family, to date. She was the one who needed accolades for struggling out of generational poverty. I celebrated her grit and determination for making her way out of rural and damaging poverty. She was appreciative of the recognition I gave her for her success. Based on our open and honest discussion, we continue to have a great and even closer working relationship. I am grateful that she permitted me to share our exchange on this topic, in this article. Thank you, L., I am sharing this experience to encourage employees to stop being hyper-vigilant and hypersensitive about the misconceptions of well-meaning people. The workplace is a microcosm of the real world. If someone has a misconception about you, don’t judge them, just correct it. Do not immediately label such a person as unthinking or ignorant, or run away in fear because you feel they are out to “get” you. If you do so, you are just as culpable in the whole implicit bias bonanza, and are a part of the problem. Instead, have an open dialogue about such matters. Consider each human as a person not as a group statistic. On another note– if you encounter malevolent and cowards and bullies, who attack you based on whatever distinguishing characteristics they perceive you possess, do NOT engage them. Their remarks are an index of their own inadequacies, as any seasoned Clinical Psychologist, and extensive research on the issue would affirm. On Social Media or elsewhere, use your energy to spread a positive and uplifting message about EVERYONE. Ignore the bullies, and refuse to be a target of the lack of self-worth, which many of them do not know they possess. It is worth noting, that we have seen a documented spike in the number of complaints received by many organizations, about harassment of Muslims at work. It is the job of organizations to be vigilant and ensure such behaviors are not tolerated. Most dynamic companies have notified their employees that anti-Muslim rhetoric and discriminatory behavior will not be tolerated. All organizations should do the same. It is not a remotely financially beneficial practice to discriminate against anyone based on religion (or anything else). Such anti-religion discrimination reminders, also limit the probability of legal action on religious and other discrimination against any organization. It is also a helpful reminder to all employees, that as humans we should do the right thing to others, always. Make your fear constructive, and use it to propel yourself forward in your life. Please buy and read these books that I frequently recommend for self growth and professional success: “Fear” by J. Ibeh Agbanyim and “The Happiness Advantage” by Shawn Achor. The information in these two books will help most people develop a better sense of self, and provide guidance and sustained confidence on how to navigate their lives positively, both personally and professionally. Do your part, and get additional knowledge on how to thrive. Eleanor Roosevelt stated: “You have to accept whatever comes and the only important thing is that you meet it with courage and with the best that you have to give.” Live happy!
Stop Making Mondays Miserable For Yourself March 8, 2017 by Sonia Johnson Your approach to Mondays are an index of your approach to your entire life, whether you are aware of it or not. If you approach your Mondays and the rest of your week with expectation and verve, chances are that you approach your entire life in the same way. Very early in my career, as a freshly minted Employment and International Finance Attorney, the notion of Friday as the only day of joy was strange, and unacceptable to me. Therefore, I rejected it. That was one of the best decisions that I have ever made in my life. I believe that decision continues to fuel my passion and excitement about my professional life. At that time, as a new entrant into the workforce, I saw every work day as one full of possibilities, and worked expectantly on using my knowledge and skills. I continue to think of my work as my contribution to my organization and the world. My days, even when they do not go as planned, continue to challenge me to make the next day better. It is a choice that we can all make. Make each day worthwhile, including Mondays. I have to add a caveat about finding joy in work. I am not advocating that folks become workaholics because they enjoy their work. I view workaholics with compassion because they mostly do not work smart. A long time ago, I tried the workaholic route, and it was tasteless despite my touted successes. Now, I work smart. My balanced life continues to create more successes for me, than my brief experience as a workaholic. From the lives of most successful men and women, it is apparent that a balanced life is needed for true success. Mediocrity is frequently created by imbalance in one’s life. Therefore, I make time for my fitness competitions, and love of running, rowing and other sports, I create time for people I love, manage projects that I am passionate about, such as working with the underprivileged etc. I work smartly to have a good life. I encourage workaholics stop and rethink their strategies. It is better to work smarter as opposed to harder. PS: Jeff Bezos of Amazon, and Richard Branson as incredibly successful and hard working as they have become, worked smart to the echelon to their careers, and continue to do so to date, despite the categorization of these successful men by the media as workaholics. They are smart workers who are passionate about their personal and professional lives. Here are a few important guidelines to create a better work week as a whole, AND BETTER LIFE for yourself: 1. Review your personal goals and objectives for your life. If you have none, create them. Who are you and where are you going? Those two are no easy questions, so consider them regularly and carefully. Read GOOD books on self-improvement and watch clips on motivation and success. Associate with people who are seeking better and more meaningful lives. These will enable you better understand or review your abilities and personal characteristics. A knowledge of self is the beginning of any form personal or professional success. 2. Reassess your work life. You can make a valid assessment by using Analytical Tests available in GOOD Industrial and Organizational Psychology Instruments. Consult a good Employee Relations professional for assistance in choosing a good test. You can also contact an experienced Career Counselor to assist you with the dual task of reviewing your professional abilities, and assessing the best work environment for you. 3. Assess your associates at work and outside of work. People with whom you associate are typically an index of who you are. Are you friends with miserable folk who see nothing good about work, their lives or you? Sometimes, those closest to you might not see your full potential. In such instances, it is worth a conversation, and pursuit of counseling to repair that critical aspect of your relationship. As for other less intimate relationships/friendships lacking in compromises and lacking in a win win relationship, these are damaging for you. However, it is important to note that choosing such damaging and limiting relationships are about YOU. Why do you retain such friends? What do you really believe about your life? How can your work life be better and happier for you? You can and should do better for you. If you have good friends who value you, your life from Monday to Sunday will be more positive. 4. Lastly, be mindful about your utterances and actions. If you have damaging dialogue internally and externally, such as “Another day, another dollar”, “Life is hard and then we die”, “Work is all about kissing up to the boss”etc. etc. Stop it! Practice Metacognition, and control those thoughts. Your negative and hysterical thoughts will manifest in the way you view Mondays, and the excitement and lack thereof with which you view the rest of your work week, and your life. Change your dialogue by creating and speaking positive affirmations about YOU and your life, that you repeat throughout the day. Your internal positive dialogue will continue to provide you a very affirmative view of your professional and personal life. I worked for a long time in an organization where I was called “Sunshine Sonia”… I assumed it was because I was friendly with almost everyone. I had great relationships with people that I reported to, and those that reported to me. But, I later found out that the reason for my name was my attitude. It was consistently positive, professional and humane through the full gamut of my work day and outside of it, and remains the same to date. I believe that I am no different from anyone else with respect to creating a positive attitude about work and life in general. It starts with a decision to live well and happily, and to take actions that evince that decision. You can start today to embrace Mondays, enjoy everyday, and approach all that you do with positive expectation. Choose your job, organization, and professional and personal relationships wisely. Nothing is more important than making good choices in your professional and personal life. Your personal and professional choices are entwined, and determine the trajectory of your life. Make your Mondays and everyday positive for you. LIVE FULLY.
Who Are You, Where Are You Coming From, And Where Are You Going? January 29, 2017 by Sonia Johnson Every New Year people come up with New Year Resolutions. One of the greatest reasons people fail in following up on these resolutions, is because their resolutions are based on external motivations with NO in-depth knowledge of themselves. Most times, they do not create plans based on any real and tested desires. Instead, such resolutions are based on societal “expectations” of physical appearance, erroneous beliefs of the “drudgery of work” and general lack of robust knowledge about self and change. One lady told me recently that she was going to lose weight and get a new job as her two New Year Resolutions. However, in probing further, I found out that she had no strong or in-depth reasons for desiring these changes, and had no long term plans or methods of reaching her goals. She just did not like her weight or her job. Despite the fact that weight loss attached to appearance goals consistently fail, and leaving jobs without assessing your skills and abilities also fail, she repeatedly asserted that she would succeed. She could succeed, but her chances are very slim for any long term success. I did share with her the following ways to change one’s life to have meaning, purpose and joy: 1. Read BOOKS often. Read Good books on success, achieving professional improvement and self development etc. I always suggest a minimum of two books per month. The reason is simple. People, who write good books, spend time in providing information, guidelines and examples for success in your life or profession, in these books. The information in good books is mostly based on research and experience. Therefore, they enable you use such tested information to effect changes or improvements in your own life. Remember, year after year, you remain the SAME for the most part, except for the books you read (and a few other parameters). Nothing replaces learning for anyone who wants to be a success personally and professionally. Read good Books! 2. Assess the company that you keep. If you surround yourself with happy focused people at work, and away from work, you will probably have the same attitude as they do. Do not associate with toxic people whether they are overtly or covertly toxic, flee from them. I frequently assess my friendships and decide if they are working for me. Friends can bolster the quality of your life or decrease it. If any friendship, or relationship, does not provide mutually beneficial FOCUS and satisfaction to you both, it will not propel you forward to a life of meaning and joy. Assess it, and determine if it is worth retaining such relationships. 3. You cannot have lasting success at work, have good relationships, pursue your dreams, or live joyfully, if you do not know who you are. Trite as this may sound, it is critical to know yourself even as you improve your life— for you to have success and live a good life. Where do you start, if your perceived strengths and weaknesses are based on your upbringing, or rooted in the mindless societal screams spread by technology without basis in truth or fact? The quest for self knowledge is a consistent and constant one, and it is linked to a peaceful but determined commitment to examine your thoughts, knowledge and desires. Only people who know who they are can effectively determine where they will go and be successful. Your goals are strategically designed by you, based on your knowledge of you. So know yourself. Who are you? More than ever, we live in a society that is mob and conformity driven. This is because of the social media obsession with minutiae, lack of study and analysis of matters by many folks, a sensationalist media with little robust evidence based direction, and personal life styles which create little room for pursuing lasting purpose and meaning. In the midst of a society that sometimes is “zombie like” in behaviors, be brave, dare to be courageous in your quest for living a life of meaning, and affect others positively in the process. It is great to be different if you doing what you know is best for you. You will make mistakes, and have challenges, BUT your knowledge of you will give you the strength to regroup and move forward. It is okay to be visible, it is okay to think differently and it is okay to be analytical and focused. Quite simply, it is NECESSARY to be comfortable with positive behaviors, and meaningful use of your skills, that are uniquely you so that you can set achievable and meaningful goals for your life. Making a difference in the world starts with you. Let me end with this reminder. Everyday will run its course whether you decide to enjoy it or not. At the same time, your life is concomitantly running its course for the TERMINAL end, which all humans share. Is it not worth taking steps to know yourself, set professional and personal goals, and pursue the best life you can live? Can you not reject the mob cries and walk your own path? Is it not time to start reading good books regularly to craft a path for your life? Is the time not now? What are you waiting for? “The type of life you live daily, your daily happiness, sadness, and the quality of life you enjoy, are all defined by the choices you make in your thoughts and actions– every hour, every day.” Quote by Sonia Johnson Esquire—2010 (Law and Psychology Seminar—Sandra Day O’Connor College of Law, Arizona State University) Best wishes to you!