Diversity And Bias: How to Hear ‘Different’ People Differently

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We all recognize diversity is important yet difficult to attain. We recognize that with diversity we’re capable of creating all that’s possible; without diversity we limit who gets heard, who gets to lead, what knowledge we deem important, what we teach our children. Indeed, mis- and under representing categories of people cost an unimaginable price in money, possibilities, and life.

People much smarter than I have evaluated the high cost of the lack of diversity. But I’d like to offer a modest way to begin the process of overriding our biases: we can shift how we listen.

Biases Are Silent, Stealthy Executioners

While researching my new book (What? Did you really say what I think I heard?) I learned that the listening process involves 1. our ears collecting and funneling the sounds of words spoken, then 2. our brain (using our unique, cultural, and historic beliefs, values, rules, etc.) interprets meaning from the sounds.

Biases and assumptions occur when our brain notices ‘differences’ it deems ‘unsafe’ (judged against our status quo), causing automatic prejudice outside conscious awareness. I heard Malcom Gladwell, the noted author of Blink say in an interview that when tested for unconscious racial bias, his results revealed something like a 53% bias against African-Americans – and he’s half black. We end up living and thinking in bubbles of our own making. The ideas, the capability, the innovation that gets lost is unimaginable.

At a dinner party once a man at my table discussed what I knew to be a naïve idea in my area of expertise. I ‘kindly’ explained to him the error of his ways. He merely smiled. Afterwards I learned that I had been admonishing a Nobel Laureate (in a different field than mine). Had I known that, I might have listened to his ideas as merely different or even interesting. Ditto if he knew I was a noted expert on the topic. Maybe together we could have changed the world in a unique and wonderful way. Instead, we listened to the other with biased, judging, ego-filled ears. What would we each have needed to believe differently to be able to hear each other without restriction?

On another occasion my biases potentially kept the world from glorious music. Visiting an ill friend at a nursing home recently I chatted with the orderly on staff. Whatever he heard me say motivated him to ask me to mentor him. I’m embarrassed to admit I declined. Thankfully he persisted. I went to his place for a lovely dinner, serenaded by a CD of his wonderous compositions! I coached him going forward, to find funding to make his music available to the public. But I almost missed that opportunity because I immediately judged him negatively.

Listen Without Bias

Realizing a part of the problem in judging others as ‘different’ lies with how we interpret what we hear, we can take steps to recognize when we are judging, biasing, or assuming, and then supersede our brain’s natural tendencies and listen neutrally:

  • Enter conversations with a bias of listening for all that’s possible.
  • Notice when we begin hearing differences or an internal judgment, and return to concentrating on what’s really being meant.
  • When our internal voice begins judging, reducing, disparaging, or condemning, pose the question to your internal self: what would I hear if I only heard what this person wants to share with me?

It’s not easy, as our brains are neurologically designed to hear what keeps us comfortable. But if we can at least aspire to hearing what others have to share, we can be further along the path of diversity and avoiding limitations.

About the Author

Sharon Drew Morgen is founder of Morgen Facilitations, Inc. (www.newsalesparadigm.com). She is the visionary behind Buying Facilitation®, the decision facilitation model that enables people to change with integrity. A pioneer who has spoken about, written about, and taught the skills to help buyers buy, she is the author of the acclaimed New York Times Business Bestseller Selling with Integrity and Dirty Little Secrets: Why buyers can’t buy and sellers can’t sell and what you can do about it.

To contact Sharon Drew at [email protected] or go to www.didihearyou.com to choose your favorite digital site to download your free book.

Tips for Conducting Business Across Continents

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StrategyDriven Business Communications ArticleceIf you’re looking to conduct cross-continent business, know that you can, but the task is not easy. Managing one location has it’s own challenges like keeping up with all of your departments including Human Resources, sales, marketing and the like. Now, think about doing that, but all over the world where there are different time zones, cultures and expectations. Those of you that already run a multi-location enterprise know how difficult this can be. Again, it might not be simple, but with the right frame of mind and the best practices in place, you’ll be able to grow and strengthen your cross-continental presence and allow your business to truly thrive. The following are some tips that will enable you to conduct your global business successfully.

Create relationships and ask for help

Whether you have an established global business or are looking to expand to new markets, you don’t have the advantage of being everywhere at once to meet and connect with your teams and customers. You’ll have to work hard to maintain your relationships, so you should be setting up regular calls to access the tone and satisfaction of those employees at the location. You can even go the extra mile by making sure you’re present for important events at different global offices or utilize video calls for a more in-person feel. You should also be leveraging your connections in the various continents you’re looking to grow in. If you’re looking to expand in a location where the native language is not in your skillset, have a contact or service in place in order to spread awareness about your products and services.

Stay connected with the cloud

The best advice I can give you is to keep your global business connected. With the development of modern business management solutions, it is easier than ever to stay connected with your teams all over the world. The right software will unite your workforce whether they are in finance, distribution or manufacturing so that everyone is up-to-date on all processes. It will allow employees to access data anywhere, at any time making their working hours match up with yours regardless of time zone. With cloud implementation you’ll be able to go wherever your business takes you by accessing it from different technologies, too. You’ll be able to give the right people the information they need in real time in order to spot anomalies and correct any discrepancies.

Do global business but act local

Conducting global business requires businesses to act like a local. Customs, traditions, and legal compliance vary across geographies. Be aware of the legal compliance needs and requirements in the locations you are conducting business in so you are able to continue doing business legally. By learning the area’s customs and traditions, you are able to relate with locals better and establish a positive reputation.

Communicate often and clearly

We all know that communication is key, but are you taking that to heart when it comes to conducting business across continents? Take a minute to think about how often you have a conversation with your various teams and the way in which those discussions are orchestrated. Can it be improved? The business management solution I suggested should also allow you to cultivate and maintain productive communications with your global business. Another crucial part of your conversation is being able to use the right language. Barriers in language are detrimental to your productivity and waste time, so it is important to be succinct so your employees and customers can understand you. This is where language localisation will be a must for your cloud-based solution. Not only will you be able to clearly communicate with your team, but you’ll also be able to better service your international customers by avoiding miscommunications from suppliers or partners. Being able to clearly communicate strategy to your workforce in all markets will aid your strategic confidence and your business’ ability to stretch.

Remain flexible for growth

As a global business, the ability to maintain control over efficiencies—especially in terms of importing and exporting goods—is a must. You can increase your sales by utilizing an interface that is intuitive regardless of language or device, and is flexible enough to track and make adjustments on the spot. The market in one of your locations can change at any moment, and you’ll want to be agile enough to adapt and change with it. This is where keeping an open dialogue with your location will help, as well, because you’ll be aware of any structural changes you need to make. It’s essential that your global employees have mobile capabilities, and staying connected with cloud-based business management solutions can give you the flexibility you need to move forward.

Expanding to new markets and managing your global business is in your forte. For you business leaders who currently conduct business across continents, you know the unique perspective you gain by maintaining a presence around the world. As long as you create strong relationships, stay connected, communicate frequently, and remain flexible for growth, you’ll have everything you need to take control of your cross-continental business.

About the Author

Benoit GruberBenoît Gruber joined Sage in 2008 and is the Vice President of Corporate Communication for Sage Enterprise Market and Sage X3. He is responsible for Product Management & Marketing for Sage X3 globally, and is in charge of ensuring that the Operating Company (OpCo) teams are aligned behind the product strategy. He also serves as the Sage X3 solution expert in relationships with thought leaders, analysts and press. Prior to working at Sage, Benoît worked at SAP (from 2000-2008), where he held a variety of marketing and product management positions before becoming Sr. Industry Principle (Product & Business Development). He was a member of the EMEA Manufacturing Industries Business Group. Prior to working at SAP, Benoît worked for management consulting and technology services companies dedicated to ERP, Business Intelligence and new technologies. Benoît has also owned a company in the Media and Publishing sectors.

Can Collaboration Work?

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We enter into collaborations assuming we’ll succeed as teamwork partners. Yet we rarely achieve true partnership:

  • Because we listen uniquely and through biased filters we sometimes mistakenly presume intent or misconstrue what’s been said and agreed upon. Problem: Flawed assumptions, wasted time and relationship capital, and restricted scope.
  • There is often not enough diversity to enable maximum creativity and unrestricted solution options. Problem: Similar ideas and options constrain possibility and maintain the status quo.
  • Agendas and goals are often established with less than the full set of essential participants. Problem: Hidden agendas and inadequate preparation.
  • Not all vital collaboration partners are present. Problem: Incomplete input and limited output.
  • Collaborators often enter with specific (albeit unconscious) goals and limited tolerance for risk. Problem: Restricted possibility and inspiration.

As a result, we end up with little real change, spend time waiting for takeaways that don’t occur, expend considerable relationship capital, or overlook the full range of possibilities:

  1. Biased communication. After spending 3 years researching and writing a book on the gap between what’s said and what’s heard, I now appreciate it’s nearly impossible for collaboration partners to all walk away with the same understanding. Therefore, 1. Tape each session. 2. Get group agreement on what’s been said and action items before moving on to the next topic.
  2. Gender, age, and ethnic diversity are necessary. Consider your goal. Think about who you might invite to offer different perspectives. Invite Troublemakers.
  3. Make sure everyone has access to the agenda well before the meeting. There can be no hidden agendas; too much is lost that ends up being problematic later on.
  4. Everyone must attend meetings. If anyone can’t come to the meeting, cancel it or there will be a voice, an idea, an annoyance missing that would counteract the reasons underlying the collaboration. Anyone who will touch the final solution must be present to move forward or there will be fallout, sabotage, and resistance: there is no way to compensate (as per creativity or consensus) once a meeting is held with folks missing.
  5. No restrictions. Collaborators must enter with no assumptions. Collaboration means you either meld disparate ideas, or cultivate something new among you that’s never existed.

We all bring our natural biases and assumptions to the collaboration table, thereby restricting possibilities. Yet until we confront, challenge, and defy the status quo with new thinking, there can’t be change. And that’s the problem: Our results are in direct proportion to our ability to override our biases and assumptions.

Bias Restricts Collaboration

Since researching and writing my new book (Free download What? Did you really say what I think I heard?) I have realized it’s pretty impossible to accurately comprehend what others mean to convey. Here’s a summary of what I learned:

  • Not only do our eyes merely take in light that our brains then translate (through our filters uniquely developed since birth) into what we think we see, our ears merely take in sound that our brains then translate (through our filters) into what we think others mean – hence we each experience the world uniquely, through our personal translations. To make it truly pernicious, our brains only offer us the translation itself: we never know how far from the Truth we are, potentially causing misplaced resistance and misinterpretation.

For effective collaborations, we must move beyond our filters to hear others without bias during meetings:

  1. Notice resistance, feelings, annoyances, or immediate negativity the moment it happens and ask yourself: How can I hear what’s just been said in a different way?
  2. Since you don’t actually know if what you think you’ve heard is accurate, tell your collaboration partners what you think you heard and ask them if they heard the same thing.
  3. Make sure there are no strong feelings left unsaid after each discussion topic.
  4. At the start of a session, everyone must agree to goals/outcomes for each topic; as each topic is completed, everyone must agree on action items that will match the original goals. Everyone.
  5. At the end of the session, agree to all action items and take-aways. Do a review of what’s been accomplished according to original goals. Ask if anyone else needs to be included for the next session.

By minimizing biases, by including a full range of thought-partners, and by checking in with the other collaborators as to what’s been said and heard, it’s possible to form effective collaborations. Otherwise, we’re merely doing more of the same.

About the Author

Sharon Drew Morgen is founder of Morgen Facilitations, Inc. (www.newsalesparadigm.com). She is the visionary behind Buying Facilitation®, the decision facilitation model that enables people to change with integrity. A pioneer who has spoken about, written about, and taught the skills to help buyers buy, she is the author of the acclaimed New York Times Business Bestseller Selling with Integrity and Dirty Little Secrets: Why buyers can’t buy and sellers can’t sell and what you can do about it.

To contact Sharon Drew at [email protected] or go to www.didihearyou.com to choose your favorite digital site to download your free book.

Beware ‘Reply All’

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StrategyDriven Business Communications ArticleWe actually had an email system at my my first job with IBM in 1986. On day one they sat me down in front of a huge green screen and introduced me to PROFS. “This is your PRofessional OFFice,” they said, “and how we all communicate.”

In those days, email lived on a mainframe and could only be sent when you were actually in front of a mainframe terminal. Actually, it could be sent from any terminal in the whole IBM world, and there were hundreds of thousands of them. In hindsight, that was one of its greatest features. No email at home, no email in the car and no email on the plane. How life has changed.

Another feature that came from being mainframe based was how easy it was to backup and archive everything. Copies were kept—even when you thought you had deleted them. Just ask Oliver North. Congress subsequently examined his PROFS based email archive during the investigation of the Iran-Contra scandal.

Unfortunately, while email was designed to be a productivity enhancer, it has developed into something that is quite the opposite. One of the biggest culprits for this is the ‘Reply All’ option.

When I worked at StorageTek, we had no ‘Reply All,’ or ‘Reply to All,’ as it was known then. Somehow, our CEO discovered a way obliterate the option through Microsoft Office. Whenever I tell people this, they always ask two questions. First—how did he do it? Second—was it a good idea?

If you want to know how to remove ‘Reply All’ from your email, just Google it. The search will yield more than six million results – so it is obviously a highly desired course of action. Most of the advice reveals a step-by-step guide to remove the button from your menu.

But when it comes to whether or not you should do it, that is a harder question.

The reason why it is such a frustrating function is because there are often too many names on an email’s To or CC list. What’s worse? Someone on that list usually also hits Reply All. I do not mind getting company-wide emails, but I do not want to see every question that everyone has on it. We need to help ourselves and others reevaluate the instinct to Reply All.

It is really not hard to do. Before you press Send ask yourself 3 simple questions.

  1. Why am I sending this email?
  2. Why am I sending this email to the people I am sending it to?
  3. What do I want them to do when they get it?

If you do not know why you are sending the email – then do not send it. Often, a simple walk down the corridor or a quick ring on the phone can save many unnecessary emails.

If you do not know why you are sending it to all the people you are sending it to – then do not send it to them. I am not impressed by an email that should not come to me. I do not read them. I delete them. You are not impressing anyone with an email that is not really meant for them.

Finally, think about what you want your email to achieve. If you want something done, then it must appear in the first two sentences of your email. I may never read below that. Emails longer than a page often imply that you haven’t really thought about why you are sending it.

In the end, the convenience of Reply All probably outweighs its misuse. But the misuse is not the button’s fault. Blame the users. We need to have more discipline. We need to think about how, when and what we email.

When we say something to someone and they do not understand what we are saying, we need to find a better way to say it. Email is no different. A colleague’s failure to understand and execute our message often stems from our failure to clearly communicate.

About the Author

NigelDessauNigel Dessau is a nationally award-winning marketing professional with over 25 years of experience leading corporate marketing and communications for several multi-million and billion dollar companies. He began his career by working for IBM, serving customers and partners in the UK. Dessau decided to move to the U.S. following an assignment in New York, where he continued to work for IBM for nine years. Since leaving, Dessau has held senior executive and CMO roles at both private and Fortune 500 companies including StorageTek, Sun Microsystems, AMD, and Stratus Technologies.

Learn more about the 3 Minute Mentor and Become a 21st Century Executive at www.the3minutementor.com or www.nigeldessau.com and connect with him on Twitter at @3minutementor and @nigeldessau.

Meetings: The Purpose, The Pain, The Possibility

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As business folk, we hold meetings regularly. Yet often we don’t accomplish what we set out to achieve. Why?

The Purpose

Meetings are held to accomplish a specific, beneficial outcome requiring the attendance of the right people with the right agenda.

The Problem/Pain

Often we end up with miscommunication, wasted time, incomplete outcomes, misunderstanding, lack of ownership and ongoing personnel issues – sometimes an indication of internal power and faulty communications issues.

The Possibility

With greater success we can: stimulate thinking; achieve team building, innovation, and clear communication; and efficiently complete target issues. Here are some problem areas and solutions:

People. When outcomes aren’t being met effectively it’s a people- and management problem including: fall-out, sabotage, and resistance; long execution times; exclusion of peripheral people; restricted creativity and communication; exacerbated power and status issues. Are the most appropriate people (users, decision makers, influencers) invited? All who have good data or necessary questions?

  • Rule: unless all – all – relevant people show up for the meeting, cancel it. It’s impossible to catch people up or have them collaborate, add creative thoughts, or discuss annoyances. Once it’s known that meetings aren’t held unless all are present, the frequency, responsibility, and motives shift.
  • Rule: unless all – all – of the people who will touch the outcome from the meeting’s goals are in some way represented, the outcome will not reflect the needs of all causing fallout later, with resistance, sabotage or a diminished outcome.

Agenda. No hidden agendas! Recipients of potential outcomes must be allowed to add agenda items prior to the meeting.

  • Rule: unless all – all – of the items of ultimate concern are on the agenda, the meeting will be restricted to meet the needs of a few with unknown consequence (resistance and sabotage).

Action. Too often, action items don’t get completed effectively. How do action items get assigned or followed up? What happens if stuff’s not done when agreed? How can additional meetings be avoided?

  • Rule: put a specific, consensual, and supervised method in place to ensure action items get accomplished as promised.
  • Rule: as meeting begins, get consensus on what must be accomplished for a successful outcome. This initial discussion may change agenda items or prioritize them, detect problems, assumptions, resistance before action items are assigned.

Discussion. How long do people speak? How do conversations progress? How do the proceedings get recorded? What is the format for discussions? How is bias avoided?

  • Rule: record (audio) each meeting so everyone who attends can have it available later. Folks who didn’t attend are not privy to this audio. (See People above).
  • Rule: design a time limit for speaking, and rules for topics, presentations, discussions, cross talk.
  • Rule: include periods of silence for thought, notes, reflection.

Understanding. Does everyone take away the same interpretation of what happened? How do you know when there have been miscommunications or misunderstandings?

  • Rule: unless everyone has the same perception of what happened for each topic, there is a tendency for biased interpretation that will influence a successful outcome.
  • Rule: one person (on rotation) should take notes, and repeat the understanding of what was said to get agreement for each item before the next item is tackled. This is vital, as people listen with biased filters and make flawed assumptions of what’s been said/agreed.

Transparency. Agendas should be placed online, to be read, signed-off, and added to.

  • Rule: whomever is coming to the meeting must know the full agenda.
  • Rule: everyone responsible for an action item must be listed with time lines, names of those assisting, and outcomes.

Accomplishments. Are items accomplished in a suitable time frame? What happens when they aren’t?

  • Rule: for each action item, participants must sign off on an agreeable execution. A list of the tasks, time frames, and people responsible must accompany each item, and each completed task must be checked off online so progress is accountable.
  • Rule: a senior manager must be responsible for each agenda item. If items are not completed in a timely way, the manager must write a note on the online communication explaining the problem, the resolution, and new time frame.

Meetings can be an important activity for collaboration and creativity if they are managed properly and taken as a serious utilization of time and output. Ask yourself: Do you want to meet? Or get work accomplished collaboratively?

About the Author

Sharon Drew Morgen is founder of Morgen Facilitations, Inc. (www.newsalesparadigm.com). She is the visionary behind Buying Facilitation®, the decision facilitation model that enables people to change with integrity. A pioneer who has spoken about, written about, and taught the skills to help buyers buy, she is the author of the acclaimed New York Times Business Bestseller Selling with Integrity and Dirty Little Secrets: Why buyers can’t buy and sellers can’t sell and what you can do about it.

To contact Sharon Drew at [email protected] or go to www.didihearyou.com to choose your favorite digital site to download your free book.