Combating Negative Bias
Saber tooth tigers used to stalk and kill us. Watch the Croods for a good example as to why negative bias was important to pay attention to. However, as the world evolves and technology creates ease and adaptability for us, there are fewer tigers, but our brains want to make everything into a tiger, you know, to protect us.
Our brains are experts at identifying threats, but not as skilled in identifying the glory and wonder of the world. As we grow up, the negative experiences, touching a hot stove, a bad break up, getting lost or separated from a parent, these experiences stand out as neon signs flashing warnings at our future selves to WATCH OUT!
Taking an asset-based approach to life takes practice and time. It requires creating new neuron wiring and practice. Dr. Rick Hanson, a neuroscientist, in his 2013 Tedx Talk talks about how our brains, little by little, can counter the negativity bias and build a hard-wired positivity response. He indicates that over time, neurons will learn a new pathway and start to fill our brains with the positive versus negative, but we have to work at it, it is growing new patterns, developing new habits.
In our work cultures, we often perpetuate a negativity bias or weakness driven environment, We do annual reviews in which we are asked to reflect on our strengths and weaknesses, and create goals to increase our weak areas. It is ineffective and doesn’t stick. However, if we instead, learn about our CliftonStrengths® , how they are productive or unproductive, and learn how to best communicate and modify them, we start to increase a positive mindset that values what is right and good with ourselves and others versus seeing everyone, or ourselves as a tiger.
Asset framing is the first step to uncovering the beautiful way we are wired, which opens up endless possibilities for impacting the world around us in powerful, positive ways.
Asset Framing
Puberty messes us all up. All of the sudden we care what other people say and do, care about the words that come out of their mouths, and are not told that for the next four years, hormones will drive while we hold on for dear life trying to figure out if we are in a perpetual fight or flight cycle. Will the waves of emotion pull us fully under?
We don’t talk about how puberty robs us of our own confidence by introducing comparison, self-doubt, negative bias, and inexcusable behavior from usually decent humans. Every middle school needs a class called, “Why did I do that?” and the answer most likely will be puberty. Why did I trip that guy? Impulse control is shot as you consider, what would that look like? What would happen if? And then hormones take over and, there you have it. Puberty.
Because we don’t talk about it, we have so many adults unsure, uneasy of their role in the world. Because what puberty robs from us, we have to build back. We also don’t talk about that. We don’t talk about the power of words and for every tearing down comment we receive it takes four authentic positive comments from people we trust, to out power that one put down.
It takes work to bring back the brilliance dampened by puberty. It takes work to build a personage that is truly ours, truly asset-framed, and actively fighting negative bias. The good news, is we can. We can stand on our assets. Most importantly, we can equip our kids with what is right and good about themselves as they navigate the crazy waters of teen-dom.
CliftonStrengths shows us our leadership wiring. When we learn more about how our top five strengths show up and work together, it gives us a clearer picture of what we bring to the world in addition to our dazzling personality. We bring our wiring, we bring our brains, we bring assets. When we are able to articulate our strengths to others, we have a common language steeped in assets. Steeped in showing what is right and good about each of us and how we show up in the world.
We have to actively create an asset-framed perspective to best serve ourselves and those around us, and it is crucial as we move through these revolutionary times to bring the very best version of ourselves forward. It is critical for our future to have adults who model actively being asset-based, asset-framed, and confidently letting kids know that puberty sucks, but we can get through it with our best in place.
Wordsmith Challenge 2
If you could run the country for a day, what’s one change you’d like to make.
One day. Twenty four hours. In the middle of a partisan feud fueled by ego and righteousness. In the middle of a pandemic, fueling fear and anxiety. In the middle of an epoch shift that pushes away from individualism and leans into collectivism. That is a helluva time to enter leadership…for a day.
In this one day I get one change to make…systems work isn’t by magic. When the dominos fall, all we see is the result, but we do not see the hours it takes to set them up. The numerous times in which the table was bumped and they all fell. The restarts, the apologies, the anger, the resolve. We don’t see all the work, we just get to be an audience, wowed by the wonder of it. How did they do that? ingenuity, adjustments, tears, frustration, practice, and patience. How did they do that? Commitment to it. To the magic, to the result.
I would want to set up the first domino, and that starts with the people. I would bring in a host of therapy animals and trained coaches/community health workers to listen. To listen to how these staffers have devoted themselves to serving people through a pandemic. To listen to what it is that brought them to this government role, to serve the country, to serve the people.
Then, after the people of whom those staffers serve joined our conversation, we would start looking at the inequities this pandemic has unearthed and risen to the forefront of our broken system. In the human service industry there is a mantra: “Not about us, without us.” and it seems that is a modern way of saying “of the people, by the people, for the people.” And isn’t that the role of elected officials? To represent the voice of all their constituents, not just those who voted for them. But I digress. My point, is together we would co-create a defined standard of living that is a basic right of all humans, dismantle a system built by and for white culture, and work toward a future in which every human has the ability and autonomy to reach their full potential.
One day doesn’t allow for much, unless I am given Hermione’s time turner, but this feels like a good place to start. Invest in those who are doing the work of the policies, and invest in the co-creation of something new and more appropriate for where we are now…and we are all equally human, now we need a country that represents and honors that.
Hottest Commodity on Earth
I asked a group of high school students what school was preparing them for and their answers varied from the deeply cynical, "success" to the question marked "college?" Not one said work.
When I asked what they were going to do after high school, shoulders shrugged and a jumble of thoughts carried through the room, "College? Move out? Uh, get a job?"
When I asked what kind of job, again, shrugs and question marks. And then I asked, "What do you think the hottest commodity on earth is?" Again, blank stares and then the brave soul, "What's a commodity?"
You, I answered. You are the hottest commodity on earth. Not gold, not processors, not lumber, and not corn. You, humans, you are the hottest commodity on earth, and every hiring organization needs you.
Work, job, career, workforce, careerforce, entrepreneur, business owner, manager, tradesperson, vocation, we need to be clear with our future that we are, indeed, preparing them to work. As long as they buy into the mythical money, they will make a transaction, a barter, a trade for it. The difference now, at the heart of technologically driven change, is the intersection of baby boomers retiring at a remarkable 10,000 per day until 2029. Leaving us now with .6 qualified workers per job opening in Southeast Minnesota.
It is a job seekers market in a market that is changing faster than our systems can adapt. Tom Fisher, University of Minnesota professor and Director of the Minnesota Design Center, presented the future of work at a Southeast Minnesota Together Summit. He says, "Jobs will be replaced, but work continues. What is the work that needs to be doing, and how do we figure out entrepreneurially to do that work?"
“Profit isn’t a purpose, it’s a result. To have purpose means the things we do are of real value to others.”
How do we change our education system to transparently prepare our future for work? I am all for standardized assessments if we can make sure we are assessing the right skills: Leadership, adaptability, creative thinking, problem solving, autonomy, enthusiasm, and self reflection. How do we train our managers to be mentors, gurus, and guides? How do we shift organizations from top down to project-based or flat organizations that promote leadership at every position? How do we encourage communities to develop systems that are adaptable and accessible? How do we help people see that showing up to work is a gift of time and talent and that paying for that is an investment? Simon Sinek says, "Profit isn't a purpose, it's a result. To have purpose means the things we do are of real value to others."
Photo by Mario Purisic on Unsplash
It isn't enough to design a great product and manage customer service through damage control on social media outlets. A company's first customer base is its employees. Tony Hsieh in Delivering Happiness says, "Your personal core values define who you are, and a company's core values ultimately define the company's character and brand. For individuals, character is destiny. For organizations, culture is destiny.” Ultimately, the companies who will weather this workforce storm are the ones who are willing to assess their company through the eyes of their employees, be proactive to opportunities, and build a culture that is clear, consistent, and builds community. These organizations will have strategy and action that aligns to vision, mission, and values, and will onboard for culture and skills.
An engaged and committed workforce is a business strategy, not a corrective action, not a nice-to-have, and not fluffy. Engaged people increase the bottom line because they want to do their best work, they believe in the vision, and consistently deliver on it. They are in alignment with their strengths, skills, and passion. There are so many ways to invest in meaningful ways, and your people will tell you. It is as simple as asking what Mary Oliver asks of us, "What will you do with your one wild and precious life" today? Tomorrow? and the following tomorrows? Or if that seems a bit big, then consider, "Are you working to your potential? Are their strengths and skillsets you would like to use more often? Do you feel supported and challenged? Have you taken time to reflect on your next best step? Ask to listen. Ask to act. Ask to engage the hottest commodity on earth.
Want to talk more about culture and how to become an employer of choice? Contact me.