25 years: Behavoural science & conduct
To conclude this series, Roger explains the importance of psychological safety, cognitive diversity and dealing with unconscious bias in promoting a healthier work environment, and increasing efficiency within your business.
To conclude this series, Roger explains the importance of psychological safety, cognitive diversity and dealing with unconscious bias in promoting a healthier work environment, and increasing efficiency within your business.
Subscribe to watch
Access this and all of the content on our platform by signing up for a 14-day free trial.
11 mins 55 secs
The greater the range of human experience you bring to bear on identifying a problem, the better you’ll be able to overcome it. Being able to draw on a resource of people with a wider range of ways of thinking and life experiences helps avoid the collective blindness brought on by ‘assumed framing’ of a topic and it prevents the onset of groupthink.
Key learning objectives:
Define cognitive diversity
Define unconscious bias, and how can we overcome it
Describe psychological safety
Determine some common conduct conversation questions
Access this and all of the content on our platform by signing up for a 14-day free trial.
As human animals, we evolved to be sociable creatures; our brains are wired in a way that’s best suited to living in a close social group. We find it comforting to be surrounded by people who think the same way, who reflect our points of view. At the level of small unconscious biases, our animal brain can end up hijacking the common purpose and cohesion that’s needed in a modern workplace.
E.g. When you're looking to hire a team colleague, is your own comfort zone nudging you to hire the person who fits your preconception of what a supportive member of the social group looks like?
We need to make a conscious effort to look beyond our automatic preference for more of the same. Also known as performance attribution bias. This is the thought that people who resemble me must be better than people who don’t resemble me. We need to get into a new habit, to actively welcome challenges from people who think differently to us.
Psychological safety is the freedom for example to ask a tricky question without fear of reprisal. This is likely to include traits such as:
Gender, ethnicity, sexuality, social origins, cognitive diversity.
This factor looks at how capable you are, as a firm, at considering problems in new ways, at freeing yourselves from preconceptions.
Being able to draw on a resource of people with a wider range of ways of thinking and life experiences helps avoid the collective blindness brought on by assumed framing of a topic, and prevents the onset of groupthink.
This could be as simple as putting a hand up when asking a question. It is vital to prevent overconfidence and to challenge the opinions held and decisions made by people who happen to speak the loudest. At its best, this kind of challenge transforms a business.
Where people exchange and merge ideas, sharing thoughts from different fields. The biggest leaps forward occur when groups of people engage in this concept.
Access this and all of the content on our platform by signing up for a 14-day free trial.
There are no available videos from "Roger Miles"