Microbehaviors: Understanding, Harnessing, and Leveraging. the Power of the Unconscious Mind

Transcription

1 Microbehaviors: Understanding, Harnessing, and Leveraging the Power of the Unconscious Mind US Office of Personnel Management

2 Table of Content Micro-inequities: Subtle Slights Section 1 - Diversity Diversity Defined pg. 4 3 Aspects of Diversity pg. 5 Diversity Basics. pg. 6 Section 2 - Foundations Micro-inequities defined...pg. 8 Classroom Activity pg. 11 Understanding the Brain. pg. 12 Section 3 - Signature Signals Signals.. pg. 14 Mental Signals pg. 15 Personal Signals.pg. 19 Social Signals..pg. 23 A Class Divided (Video) pg. 24 Section 4 - From Subtle Slights to Supportive Signals Objective: See-Do-Get Action..pg. 26 Planning Personal. pg. 27 Commitment pg. 28 Within this module we will review those subtle signals (messages) we send one another in the workplace that cause us to feel connected or disconnected, engaged or disengaged, included or excluded. We will also review how to become more aware of how these issues are often overlooked, and show the large impact they have on your organization. In addition, we will show you how to take action within your own organization and how the opportunity for change is easy to achieve. November

3 Section 1 Diversity Defined Diversity Three Aspects of Diversity Diversity Basics Objective: Within this section we will discuss what Diversity really means to us, the three identified aspects of Diversity, and the basic building blocks to better understand the topic of Diversity in your workplace. November

4 Diversity is defined as - Any relevant mixture of difference that helps achieve the mission. What does Diversity mean to you? Why Diversity? Connectiveness Because we are better together! It s time to make new connections! Stand up, wander around and make an effort to meet everyone in the room. Use simple introductions, about 2 or 3 minutes and try to meet everyone. If you have business cards, share them! Now list 3 people you have met and would like to get to know better! New Connection New Connection New Connection Name Name Name November

5 What are the 3 Aspects of Diversity? Functional Ethical Practical Diversity Ethical Diversity: Practical Diversity: Functional Diversity: If you want to bring your team together, you must have the systems in place to support that goal. Programs that can be affected might be interviews, promotions, retention or career development November

6 Understanding You We are all related 99.9% same DNA Skin color is related to the proximity to the equator Barriers Our Individual Dynamics: Genes Environment Unique Experience What makes us different? Barriers are what stop us from being successful with diversity. It s easier and more comfortable to stay where you are. November

7 Section 2 Micro-inequities Defined Foundations Understanding the Brain Objective: Within this section we define Micro-inequities, and show the impact these subtle slights have on an organization. Also, we look closely at the human brain and show its role in the development of these unconscious biases. November

8 Micro-inequities In 1973, while researching racial and gender exclusion in the workplace, Mary Rowe, Ph.D., discovered women and people of color were bothered by subtle, seemingly harmless messages of devaluation that kept them from flourishing. How Do Subtle Slights Impact Your Business? In 2006, companies lost $64 billion dollars from employees quitting their jobs due to unfair treatment. Damages your company s recruitment & retention efforts Lowers employee morale and productivity levels November

9 Better understanding of the different aspects of Micro-inequities Micro-Messages: Social Signals we send to one another through our behavior. They are called micro or subtle because the behaviors are small, however their impact can be enormous. Micro-inequities: Subtle slights we send other people, usually unconscious thoughts that may cause one to feel devalued, slighted, discouraged and excluded. Discrimination occurs in many forms; often people just shake it off until they can no longer take it. One can be singled out as a minority because of race, gender, weight, economic status and marital status. Most people send 2,000 to 4,000 micro-messages every day, in which a majority of those can be in the form of micro-inequities. Micro-Affirmations: Supportive signals that cause people to feel valued, included, and encouraged. November

10 Examples of Micro-inequities: Constantly being interrupted while you are talking Being left out of a discussion/project Trying to speak with someone who is reading/sending s during conversation Talking with someone who keeps looking at his/her watch Not being introduced in a meeting and then being ignored Avoidance of eye contact Rolling of the eyes Cutting down ideas before they can be entertained Staying on the cell phone with no explanation Mispronouncing your name or misspelling your name Change in voice pitch, volume, or rate Change in body posture Change in hand movements and gestures Fake, masked or forced smile Examples of Micro-affirmations: Giving positive feedback on a job well done Congratulating someone on their promotion or contribution Recognition of a coworkers importance to the team November

11 Activity It s time to use the new connections you made earlier today. Pair up and come up with some interesting examples of micro-inequities you have experienced and share them! Share an example of a micro-inequity you ve experienced that bothered you. What did you do in response to the micro-inequity? Did you speak about it directly to the person, stay silent, or complain to others...? What impact has the slight had on you long-term? November

12 The Brain is Us! Reptilian Brain Responsible for breathing, motion, digestion Wants repetition, predictability, ritual, routine Reactions: fight-flight-freeze Can shut down after functions when threatened Mammalian Brain Responsible for emotions Acceptance, connectedness, relationship, love approval Reactions: bond, protect pack, be a part of a group Acts as bridge between Reptilian and the Neocortex part of the brain Our Human Computer: The Neocortex Includes right and left hemispheres Responsible for language, analysis and problemsolving Relies on words, experiences, ideas, possibilities Reactions: logic, creativity, organization, holistic thinking, change Adaptable but can be overridden November

13 Section 3 Siganture Signals The Primary Sources of Subtle Slights Objective: Within this section we take a closer look at Signature Signals. What types there are, how to identify them, and what they mean to us. November

14 Signals Signals from each other and the environment activate our respective biases, thereby causing subtle slights/micro-inequities Most of these signals are not noticed by our conscious, but instead are directed to our subconscious The 3 Signals Mental Signals How you see the world based on your life story. Personal Signals The way you send and interpret signals from others due to your unique personality. Social Signals The way you send and interpret signals from others due to your unique personality. November

15 Mental Signals: The World Through Our Life Story Our Mental Signals are a result of how we see the world. And how we see the world is a direct result of our own unique story, paradigm, perspective, or world view. Our stories are built in often unconscious but systematic ways. First, we take in information. We experience the worldsights, sounds, and feelings. Second, we interpret what we see, hear, and feel; we give it all meaning. Then we draw conclusions about what s happening. At each step, there is an opportunity for different people s stories to diverge. 3. Our Conclusions 2. Our Interpretations 1. Our Observations Available Information Put simply, we all have different stories about the world because we each take in different information and then interpret this information in unique ways. In difficult conversations, too often we trade only conclusions back and forth, without stepping down to where most of the real action is: the information and interpretations that lead each of us to see the world as we do. November

16 Who were your parents? Grandparents? History? What were the 3 events growing up that impacted you the most? When were you born? Generational memories? November

17 Where were you born? Spent most of your time growing up? Memories? How were you raised? Parents or Grandparents? Strict? Religious? In your opinion, why do good or bad things happen to people? November

18 If you really knew me, you would know. Find someone who you think you have the least in common with and share your story with them. Then listen to their story. Do you have anything in common? What were the major events that shaped them? How has your view of this person been enhanced? November

19 Personal Signals: The Power of Personality Your personality is the primary way you send subtle signals both conscious and subconscious to others. These signals are the general source of personal slights. The Big Five Personality Traits 1) Conscientiousness: You re organized and disciplined, dedicated and loyal - especially at work. Excellent performance and strong commitments are standard. Of all the Big Five Personality Traits, this one will take you far in your career. 2) Agreeableness: You re friendly, pleasant and easy to be around; your relationships are mostly strong. You re a social creature, and get your energy from being around other people. This Big Five Personality Trait opens many doors! 3) Neuroticism: You feel anxiety, and you worry often. Your anxiety can make you emotionally unstable, and you re more likely to struggle with depression and sadness. This Big Five Personality Trait can lead to physical ill health. 4) You love adventure and trying new things; you re insightful and imaginative. Creativity adds spice to your life, and you re not afraid to take risks. People with this Big Five Personality Trait are often risk takers. 5) Extroversion: You re assertive, talkative, and don t mind being the center of attention (in fact, you prefer it)! Being alone isn t your favorite activity; in fact, the more the merrier. This Big Five Personality Trait is found in extroverts all over the world. Fill out the Big Five Personality questions on the following page at your table or with someone you someone you may know to guess your Big Five. November

20 The Big Five The Big Five can now be measured with moderate accuracy, using a self-rating scale, in about one minute. The psychologists, Beatrice Rammstein and Oliver John, published a Big Five scale in 2007 called the BFI-10 that uses just ten questions. They found that people s scores on this very short scale were very reliable across a two-month period (with test-retest correlations about.82 with their scores on much longer personality scales). The BFI-10 scale is reprinted below in a slightly clearer form. Try it and see how you score. After each statement below, write down a number from 1 to 5. I see myself as someone who 1. Has an active imagination. 2. Has a few artistic interests. 3. Does a thorough job. 1= disagree strongly 2= disagree a little 3= neither agree nor disagree 4=agree a little 5=agree strongly 4. Tends to be lazy. 5. Is outgoing, sociable. 6. Is reserved. 7. Is generally trusting. 8. Tends to find faults with others. 9. Gets nervous easily. 10. Is relaxed and handles stress well. Continue to the following page and review the chart provided. November

21 Here s how to score yourself.: Item 1 and 2 concern openness; 3 and 4 concern conscientiousness, 5 and 6 concern extroversion,7 and 8 concern agreeableness, and 9 and 10 concern neuroticism. Scores can range from -4 (very low on the trait) to +4 (very high on the trait), with 0 being about average. To score your sheet, take the number you put on item 1 and subtract the response you put on item 2. For example, if you put a 4 on item 1 and a 1 on item 2, then you subtract 4-1, which comes to the answer of 3. Do this for each pair of items on your sheet. (Item 1 - Item 2, Item 3 - Item 4, Item 5 - Item 6, Item 7 - Item 8, and Item 9 - Item 10. November

22 The Big Five: Reflection Based on your Big Five scores, what are some unconscious biases you may exhibit? Think of a recent example when yours or someone else s personality negatively impacted a personal encounter. What sort of things could you do to ensure you send positive personal signals to others? November

23 Social Signals: The Power of Stereotype Threat Our workforce culture is a major source of subtle slights because it reinforces inequities through systems, processes, and policies. Stereotype Threat: The fear that one s behavior will confirm an existing stereotype of a group with which one identifies. This fear can sometimes affect performance. Examples: Women in leadership positions. Males in what are traditionally considered female positions. Test taking or other talent/intellectual pursuits. *For more information on Stereotype Threat go to November

24 Activity Please take a moment to watch A Class Divided Now take 3 minutes and write your thoughts on why the kids performed at a lower level in their multiplication game. Have you ever been impacted by Stereotype Threat? Now that we have watched the video, get into small groups and discuss. November

25 Section 4 Subtle Slights to Supportive Signals Stop Sending Micro-inequities Start sending Micro-affirmations Objective: Within this section we will review how to stop micro-inequities by focusing on micro-affirmations. November

26 See - Do - Get To reduce micro-inequities we must first change the way we SEE ourselves and the world. Your workplace is often one of the most diverse environments in your life; with different cultures all around...engage Them! See: Do: Get: Subtle slights are signals we send and receive that make us feel bad, devalued, disconnected, and disrespected. Many of the slights we receive from others are unintentional and subconscious. Think about how you can modify your view of others to reduce the impact these slights have on you. Take a couple minutes to reflect. November

27 Action Planning What is something you can stop doing that causes people to feel excluded or overlooked in your organization? What is something you can start doing to make people feel respected and valued in your organization? What YOU Must Do! The 5 ACTIONS: 1. Give the Benefit of the Doubt. 2. Put yourself in someone else s shoes. 3. Enlarge your circle of friends and colleagues. 4. Engage in positive activities. 5. Help someone see the good in someone else. November

28 Write your own Action Plan For each of the five acts, write a specific action you will take and the dates you will take the action by. 1. Give the benefit of the doubt. 2. Put yourself in someone else s shoes. 3. Enlarge your circle of friends 4. Help someone see the good in someone else. Find an Action Partner, and commit to encouraging each other to see the plan through. It is important that you both commit to contact each other for 21 consecutive days through , text message, phone call, or face to face. After this time frame has passed, your action plan will have become a common habit! List 3 people you think would be able to help you the most. Name: Name: Name: November

29 Micro-inequities Training Lab Course Satisfaction Survey 1. Was the subject of micro-inequities something you found interesting? No Don t Know Yes Did you walk away with a better understanding of what micro-inequities are? No Don t Know Yes Did you understand how the information presented can be applied to your workplace? No Don t Know Yes Can you describe what you will take away from this coursework? No Don t Know Yes On the scale below, please rate the effectiveness of the training lab. No Don t Know Yes Additional Comments: November