11/7/2022 0 Comments Royal buffet![]() ![]() When you feel really certain about any decision, especially involving team members who are “different” from you, consider that this is a great time to practice “deliberate disruption.” Ask yourself: “How might my biases be influencing this decision?” Consult a trusted ally who sees the world differently from you to see if they detect any unfavorable or “like-me” biases driving your choices.This “clears out” some of the fast brain chatter and stress and allows you to be more present with your colleagues. Take 5 conscious breaths before giving feedback to your team members.The good news is that we are able to strengthen the bridge that connects these two brain functions. We are the only mammals who have this ability. ![]() It’s where “meta-cognition” lives, the ability to think about our thoughts. It’s where conscious decision making resides. Slow brain, or system two thinking, is the home of our intention to be fair, impartial and inclusive. When the other person is “different,” or when they trigger negative past associations, the inadvertent impact is to exclude that person. The amygdala, which has no doubt evolved from protecting us from attack by animals, gives us signals about other humans. In Thinking, Fast and Slow, Daniel Kahneman explains that the same fast brain, or system one thinking, which allows us to leap to safety from a speeding car, can trigger our biases at work. They become aware of what their impulsive brain is telling them and take a few seconds to change course and act with intention and control. Inclusive leaders try to be conscious of this instinct.
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