1 Identify your biases

The first step to avoid biased leadership decisions is to recognize your own biases and how they affect your thinking and behavior. You can use self-assessment tools, such as the Implicit Association Test (IAT), to measure your implicit biases on various topics, such as race, gender, age, or disability. You can also solicit feedback from others, such as your peers, mentors, or coaches, to gain different perspectives and insights. By identifying your biases, you can become more aware of your blind spots and triggers, and challenge your assumptions and stereotypes.

2 Seek diverse input

The second step to avoid biased leadership decisions is to seek diverse input from your team and other stakeholders. You can create a culture of psychological safety, where people feel comfortable to share their opinions, ideas, and feedback without fear of judgment or retaliation. You can also encourage constructive dissent, where people can challenge your decisions and offer alternative solutions or viewpoints. By seeking diverse input, you can avoid groupthink, confirmation bias, and overconfidence, and make more informed and balanced decisions.

3 Use objective criteria

The third step to avoid biased leadership decisions is to use objective criteria and data to guide your decision-making process. You can establish clear and transparent standards and metrics to evaluate your options and outcomes, and avoid relying on intuition or gut feelings. You can also use structured methods, such as decision matrices, SWOT analysis, or pros and cons lists, to compare and weigh the pros and cons of each option. By using objective criteria, you can reduce ambiguity, bias, and emotion, and make more rational and consistent decisions.

4 Monitor your actions

The fourth step to avoid biased leadership decisions is to monitor your actions and their impact on your team and organization. You can track and measure your decisions and their results, and assess whether they align with your goals and values. You can also solicit feedback from others, such as your team members, customers, or partners, to evaluate their satisfaction and engagement. By monitoring your actions, you can identify and correct any mistakes or gaps, and improve your performance and outcomes.

5 Learn and grow

The fifth step to avoid biased leadership decisions is to learn and grow from your experiences and feedback. You can reflect on your decisions and their consequences, and identify what worked well and what didn't. You can also seek opportunities to learn from others, such as mentors, coaches, or experts, who can offer you advice, guidance, or best practices. By learning and growing, you can enhance your skills and knowledge, and develop a growth mindset that embraces challenges and feedback.

6 Promote diversity and inclusion

The sixth step to avoid biased leadership decisions is to promote diversity and inclusion in your team and organization. You can foster a culture of respect, trust, and collaboration, where people feel valued and appreciated for their differences and contributions. You can also support initiatives and programs that aim to increase diversity and inclusion, such as mentoring, training, or networking. By promoting diversity and inclusion, you can leverage the strengths and talents of your team and organization, and create a positive and productive work environment.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?