What do you do if your team managers' decisions lack inclusivity and diverse perspectives?

Los sesgos dependen de la cultura de empresa, experiencia previas del líder y circunstancias específicas de la situación. Si las entiendes, entenderás los sesgos, si entiendes los sesgos entenderás las implicaciones y si entiendes las implicaciones entenderás las decisiones.

We all have biases, so the first step is acknowledging that unconscious biases might be influencing the manager's decisions. Research common biases like confirmation bias or affinity bias to understand how they might be impacting the situation. Once you're comfortable, try to have an open and respectful conversation with your manager. Express your concerns and highlight the value of diverse perspectives in decision-making. Suggest resources or training opportunities on unconscious bias and inclusive decision-making for your manager and the team

When team managers' decisions lack inclusivity and diverse perspectives, it's important to remember that feedback should flow both ways ↔️. Everyone has blind spots, so it's crucial to feel safe in highlighting to your manager that there may be another perspective worth considering. Tailoring how you deliver this feedback to their personality and thinking style is key. Additionally, timing is critical; address the issue in a timely manner rather than waiting for a scheduled meeting, as they may not recall their thought process by then.

Se empieza y se termina con respeto. El respeto de la convocatoria con agenda de una reunión, explicando los temas a tratar para que se puedan traer preparados. El respeto de conocer a tu equipo para adaptar la estrategia de comunicación en función de sus características, aunando perfiles más introvertidos y más extrovertidos. Y termina con el respeto de informar de las conclusiones y aplicar los acuerdos.

I strongly believe that people tend to not do the right things due to lack of awareness or knowledge, and for that reason to have a place where we can be candid and be open it is crucial. As long as we share feedback in a constructive way and we are open to receive feedback, this will lead to growth and will per si give room to a more inclusive environment. To make this possible it is important to develop our Emotional Intelligence (EI) Increasing your EI will lead to better results and better environment.

Una habilidad altamente necesaria es ...la comunicación. Existen multitud de talleres y profesionales que te orientan y potencian en ese aspecto. La comunicación efectiva es una habilidad, no basta con estudiarla, hay que ponerla en práctica y sacar conclusiones. Todos podemos cantar, pero no todos en el MET. Con la comunicación pasa igual, todos podemos hablar....pero, ¿transmitir efectivamente y persuadir?

Creo que politicas, visiones y misiones aportan una declaración de principios...pero la clave está en dotarlas de partidas presupuestarias y acciones concretas para poder ejecutarlas. De lo contrario, son papeles en un marcó en la pared.

Contar con otras opiniones, incluso que te convenzan y reconocerlo no te hace débil, al revés. La vulnerabilidad no es debilidad. La autocritica debe ser considerada una fortaleza y un signo de seguridad. Tus colaboradores deben entenderlo también así.

If team managers' decisions lack inclusivity and diverse perspectives, initiate a dialogue to emphasize the value of varied insights. Encourage policies and training that promote awareness and appreciation for diversity. Suggest the inclusion of team members from different backgrounds in decision-making processes. Implement a feedback mechanism that ensures all voices are heard. This can lead to more well-rounded decisions, greater team satisfaction, and innovation. Foster an open environment where everyone feels their input is valued and has an impact.