Today, many companies invest heavily in unconscious bias training for leaders targeted at building awareness about bias. But unless the skill of ‘thinking about your thinking’ is applied to core organisational people processes, it is unlikely to make any material mindset shift in how inclusive leaders become of others’ ideas and contribution.

For example unless the ideas around bias, its occurence and its dangers are applied to day to day people processes such as determining who is talent and who is not (talent management), or who is performing or who is not (performance management) or who is worth investing in and who is not (succession planning and development), it will remain at an awareness level.

It is one thing to be aware of bias but quite another to become skilled at spotting it. We can all spot the biases of others but rarely our own! To ensure a payback for such training, companies have to go beyond just providing awareness training and shift their focus to skill building: for example building the skill associated with making intelligent choice and balanced judgements not only about people but also about the business.

Written by Meena Thuraisingham
Director and Principal, Talent Invest

Meena Thuraisingham is a consultant, author, executive coach and thought leader in the area of People and Culture. An organisational psychologist by training, she founded TalentInvest, a niche consulting practice, advising global clients in the UK, Asia and Australia in Capability and Culture. Meena is also a regular speaker internationally on leadership effectiveness and culture change.

Her published books are The Secret Life of Decisions, Careers Unplugged and Derailed!. Get Your Copy Today