Self-limiting beliefs (SLBs) are internal narratives that hold individuals back, distorting how they perceive themselves and others. Bias is one such SLB that can skew perspectives, leading to assumptions and judgments that hinder workplace harmony and collaboration. Left unaddressed, bias can create barriers to growth, trust, and effective teamwork.
Bias often manifests as fixed beliefs about people or situations. It can sound like, “No one cares about me,” or, “She never listens.” These statements generalise individual experiences into negative patterns, making it difficult for employees to see situations clearly. When bias takes over, it prevents openness and the ability to solve challenges constructively.
Recognising Bias in Employees
Bias in employees can often be recognised through their body language, tone, and choice of words. These indicators provide insight into how deeply the bias is rooted:
When employees exhibit bias, it affects workplace dynamics and productivity. For example, an employee convinced that a colleague "always causes problems" might avoid them entirely, resulting in missed opportunities for collaboration. As a leader, leaving bias unchecked can amplify misunderstandings, reduce team cohesion, and lower morale.
How Objectivity Builds Collaboration and Trust
The antidote to bias is objectivity. By fostering an objective mindset, employees can view situations based on facts rather than assumptions. Objectivity encourages fairness, promotes clarity, and builds trust within teams.
Objectivity helps employees shift their thinking from, “They never listen,” to, “When have they listened, and what made it work?” This subtle reframing opens the door for constructive dialogue and collaboration.
Here’s how objectivity fosters growth:
For instance, an employee who believes, “Nobody values my input,” might be encouraged to identify recent moments when their ideas were implemented. This shift in focus fosters a more positive and realistic view of their contributions.
Coaching Employees from Bias to Objectivity
As a leader, your role is to create an environment where employees feel supported in challenging their biases. Here’s how to guide this transition:
Steps for Developmental Conversations
When addressing bias, follow these steps during a coaching conversation:
- 1Start with Active Listening: Let the employee share their perspective without interruption, showing genuine interest in their concerns.
- 2Ask Questions: Use open-ended questions to guide the employee toward identifying assumptions and recognising alternative possibilities.
- 3Reframe the Situation: Help them see the bigger picture by connecting their experiences with factual observations.
- 4Encourage Actionable Changes: Guide them to identify specific actions they can take to build understanding and collaboration.
Coaching Questions to Foster Objectivity
Use these coaching questions to help employees shift from bias to objectivity:
- 1What specific examples can you think of that support your view?
- 2When has this person or situation surprised you positively?
- 3How might someone else interpret what you’re experiencing?
- 4What part of this situation can you observe without judgment?
- 5How often has this behaviour or event actually occurred?
- 6What other reasons might explain their actions?
- 7How could you approach this in a way that invites dialogue?
- 8What could change if you looked for something good in this situation?
- 9How might your feelings about this situation influence your judgment?
- 10What would you tell a neutral observer about this scenario?
- 11How can you test whether your assumption is accurate?
- 12What might this person say if they explained their side to you?
- 13How would you describe this in a more neutral way?
- 14What are you missing when you focus only on this assumption?
- 15What steps could you take to create a better understanding?
A Story of Transformation
Alex, an IT specialist, frequently complained that his manager never appreciated his efforts, saying, “She always overlooks my contributions.” His bias led to disengagement and limited communication with his manager.
During a coaching session, Alex’s leader asked, “Can you share a specific instance where your work went unacknowledged?” Initially hesitant, Alex reflected and realised that his manager had recognised his input during a recent project presentation. With guidance, he reframed his thinking to focus on the instances of acknowledgment rather than generalising the negatives. Over time, Alex began communicating more openly, and his relationship with his manager improved significantly.
Conclusion
Helping employees overcome bias by fostering objectivity is a powerful way to build trust, collaboration, and understanding within teams. By guiding employees to focus on facts, challenge assumptions, and embrace alternative perspectives, leaders can create an environment where individuals thrive. Objectivity not only improves decision-making but also strengthens workplace relationships, empowering employees to grow both personally and professionally.