The Hidden Impact of Bias in Your Leadership

Have you ever caught yourself or another leader favouring one team member over another? Understanding why this happens and how to manage it can transform your leadership effectiveness.

Why do we have bias and what does it help us to do?

Biases are a natural part of human cognition. They stem from the brain’s need to quickly process vast amounts of information and constant inputs. Cognitive biases are mental shortcuts that help us filter and categorise information so we can navigate the world efficiently by reducing cognitive load and allowing us to make quick decisions. These shortcuts, however, can lead to systematic errors in judgment and decision-making​ (Gild Collective)​​ (Hospitality Insights)​.

Our brain loves repetition, and once it has a seemingly effective way of completing a task (something that worked previously), it becomes our normal way of doing things.  This allows us to operate on autopilot to conserve energy.  The problem with this is that just because we did something one way before, doesn’t mean it’s going to serve us in the same way in the future.  This is where we need to increase our conscious awareness of our decision making.

Our internal filing system that we rely on can often lead to unconscious biases, which are influenced by our background, experiences, and societal norms. While these biases help in reducing the demands on our cognitive resources, they can also result in behaviours and decisions that affect our interactions and judgments as leaders.

For instance, the affinity bias makes us favour individuals who are similar to ourselves, the halo effect where we look for all the good things people do, while confirmation bias leads us to give more weight to information that confirms our pre-existing beliefs. These biases can affect various leadership decisions, from hiring and promotions to daily interactions with team members​ (Training Industry)​​ (GovTrain)​.

If you think you have no bias, think again.

Awareness is the first step in understanding and managing our biases.  If you are not sure where your biases may lie, there is a simple solution, ask your team.  Normally they will be able to tell you straight away where perceived biases exist.

Creating a culture where all team members can speak about their biases helps us to discover blind spots and improve our effectiveness in our roles.  It also helps us to keep each other accountable.

If you are looking for ways to get started for yourself or your team, here are some tips:

• Regularly reflect on your decisions and behaviours to identify patterns that may indicate bias.  Track decisions including who gets development opportunities, positive and constructive feedback or promotions, are there trends you need to become aware of and address?
• Consistently engage in open communication where team members can share their experiences and perceptions of fairness within the team.
• Actively seek out and consider diverse viewpoints and challenge your assumptions by engaging with individuals from different backgrounds​ and from different areas that you may not normally tap into, or that you know will challenge your way of thinking.

Where there are opportunities for bias to creep in, implement structured criteria for decision making and engage in ongoing discussions about bias and inclusivity to maintain a level of awareness.

By understanding the origins of bias and actively working to mitigate its effects, leaders can create more equitable and effective teams with more robust decision-making processes. Awareness and proactive strategies are key to ensuring that biases do not undermine leadership effectiveness and team cohesion. 

Get started today by reflecting on your own biases and creating an environment where your team can help you in this ongoing journey.