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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more than just hearing

Most of the time when we claim to be listening to someone as they speak, we are at least partially passive—if not showing a total lack of interest—or gathering our thoughts to respond to them. But as Richard M Harris points out in The Listening Leader, if listening is made an active, influential activity rather than a passive, compliant one, it can build more dynamic and trusting relationships that benefit all*—a lesson most apt for leaders who have to take everyone along in their journey.

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