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No Triangles

Harmony may seem to be too enticing a prospect to be ignored, but it is hardly the mark of a robust organization. Leaders who pursue it mindlessly risk losing the value integrity and respect can bring. Integrity is critical to

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Bend, Blend, Break, Build…

Amidst the multiple debates about its efficacy and perceived superiority vis-a-vis human intelligence, AI seems to assume a ‘non-human’ dimension. What is perhaps being lost upon many is: the focus has to be on how to combine AI with human

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Symbiotic Relationship

No doubt AI has made massive strides and is continuing its relentless march. But those who extol its deep impact tend to forget there is no AI without HI. AI is but an artificial version of human intelligence, less impactful

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The unconscious impact

Psychologist Joseph LeDoux refers to bias as our human “danger detector,” as it provides a quick way to insure our safety. We make fast judgments about what is “normal” and what isn’t and often this works in our favor.1 As humans, unconscious biases are formed at an early age—we make categories and sort people into groups. These biases operate outside logic and heavily influence the way we make decisions.

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How bias got a bad name

Bias is hardwired in us; it pervades our very being, our conversations, our actions, and decisions. In organizations, driven by decisions made by various people at multiple levels, it could make a deep impact. So, how can they keep bias out of the sphere of action? By ensuring that everyone becomes aware of it, accept it, and then challenge themselves to overcome it.

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Diversity dividend

“The capacity to discern ‘us’ from ‘them’ is fundamental in the human brain,” wrote David Amodio, associate professor of psychology and neural science at New York University, in his 2014 paper, The neuroscience of prejudice and stereotyping. “Although this computation takes just a fraction of a second, it sets the stage for social categorization, stereotypes, prejudices, intergroup conflict and inequality,” he wrote.*
Many organizations, even those who consider themselves to be fair and judicious, have hiring policies rooted in this neural reality; they continue to follow age-old practices without realizing it would not take them too far in their growth journey.

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Bias for action!

Decision-making is never an easy exercise. Some overly focus on the possible outcomes and delay action without knowing it does not bring in any additional value. The focus has to be on timely action and if you are not inclined to do so, a conscious effort could make a huge difference.

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You can’t listen, if you don’t stop talking

Listening is most often not an inborn skill. It takes a conscious effort to train your mind to ‘hear’ others.

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Listening to understand

Research in the past has indicated that employees who don’t believe their bosses are listening to them are less likely to offer helpful suggestions and new ideas. This makes it imperative for leaders to stop hearing and start listening, actively.*

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Listen up

In his book, One Second Ahead: Enhance Your Performance at Work with Mindfulness, author Rasmus Hougaard says, “Mindfulness is about you. It’s about overcoming the multitasking trap, and entering the attention economy, being one second ahead of your wandering mind and external distractions. It’s about being the best version of yourself every day.” Listening mindfully is an overlooked tool that leaders should use to combat conflict.

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