Decision making is fraught with biases that cloud judgment, with both positive and negative consequences. Leaders can (and do) let their emotions and feelings turn a rational choice into an irrational one, particularly when under stress or mentally overloaded.

Our brains process some 400 billion bits of information per second, but we are only aware of approximately 2000 of these. Additionally, the average number of remotely conscious decisions made each day by an adult is roughly 35,000.

While a conscious bias is explicit, an unconscious bias is implicit. Both can impact decision making, either consciously or unconsciously. Importantly, unconscious biases are more likely to be predominant when leaders are multitasking, working under pressure, or tired.

Biases are not limited to ethnicity or gender. There are over 24 kinds of biases that have been identified as impacting decision making and thinking. Making a decision based on a conscious or unconscious bias goes astray when leaders make wrong assumptions about individuals and then take action or make decisions based on these wrong assumptions. To avoid doing this, leaders need to become more aware of the biases impacting their decisions and thinking.

Our half-day workshop on The Impact of Unconscious Bias on Decisions, Thinking, and Outcomes provides leaders at all levels of an organization with an insight into their own conscious and unconscious biases. It also teaches leaders how to hold those difficult discussions on bias in the workplace with team members and associates.

Most importantly, this is not a boring workshop that simply meets the compliance requirements for diversity and inclusion training. Rather, the focus of this workshop is how unconscious bias impacts thinking, decision making, and bottom-line results for teams, departments, and entire organizations.

Specifically, the workshop covers:

• The business impact of unconscious bias in the workplace on team and business results.
• What science tells us about unconscious bias.
• How cultural differences in communication impacts inclusion.
• The importance of managing the Cultural Fit vs. Diversity paradox when forming project teams or adding new members to an existing work team.
• How to recognize unconscious bias in ourselves and others.
• Checklist of common unconscious bias areas to self-monitor.
• Steps for recognizing unconscious bias in the workplace.
• Best practice steps for removing unconscious bias to help ensure diversity and inclusion in the workplace.

Contact us today ([email protected] or 760-835-7870) to discuss how to benefit from The Impact of Unconscious Bias on Decisions, Thinking, and Outcomes for your leaders, your own team, or your entire organization.