Managing Challenging Conversations

⚠️ Warning: Don’t follow the OpenAI prompting advice released yesterday unless you want biased outputs that reinforce gaps between your students. Yesterday, OpenAI released a K12 prompting guide (in comments). It scaffolded ‘okay’, ‘good’ and ‘great’ prompts, and celebrated the success of those labelled as “great”. But there’s nothing to celebrate here. In fact, there’s more to fear. Many of the “great” examples rely on asking GenAI to produce 'engaging activities'. That sounds harmless. But when left open, the word “engaging” brings in all kinds of bias from the training data. Take this example prompt from the guide: “Create a lesson plan for a high school history class on World War II. Include an engaging activity, discussion questions, and suggestions for multimedia resources. Tailor the content for students with a basic understanding of 20th-century history.” The outputs this kind of prompt generates often favour dominant norms: here Western-Centric, neurotypical, gender under-representation, privileged. Thousands of teachers, lecturers and teacher educators are working every day to narrow these gaps in attainment. But vague prompts like “make it engaging” can quietly widen them, unless we know how to guide these tools with care. In my research on physics outputs from GenAI, I’ve started to categorise how this bias appears. It shows in how explanations are framed, who is represented, and which learners are centred. Over the next few weeks, I’ll be sharing a series that explores ten common forms of bias in GenAI lesson outputs, and how we can mitigate against them through more intentional prompting. The topics are: ➡️ Accessibility Bias ➡️ Cognitive Style Bias ➡️ Modality Bias ➡️ Cultural Bias and Western-Centric Defaults ➡️ Identity-Neutral Design ➡️ Participation Bias ➡️ Home Context and Privilege Assumptions ➡️ Gender Bias and Role Stereotypes ➡️ Neurodiversity Bias ➡️ Teacher-Centric Power Dynamics These patterns affect more than just content. They shape who feels seen, supported and challenged in the learning process. ⬇️ Check out my simple analysis of bias in OpenAI's recommended 'great' prompt - link in comments. If you have examples, experiences or questions, please drop them in the comments or message me directly, so we can build this set of mitigations together as educators.

Often, it’s easy to “call out” people when we notice their microaggressions or biased behaviors. But it can be equally challenging to recognize and acknowledge our own unconscious biases. That said, becoming aware of your shortcomings can help you hone your leadership style, especially when you’re a new manager. The first step is to acknowledge that you have biases and educate yourself to do better. Ask yourself: Do I hold stereotypes or assumptions about a particular social group? As a manager, do I acknowledge and leverage differences on my team? Use your answers to help you unlearn your unconscious assumptions. When someone calls out your unconscious biases, try not to get defensive. Rather, assume positive intent and use their feedback as an opportunity to learn. Reach out to a diverse group of peers to understand how they perceive you, and seek continuous feedback. These peers can also become “accountability buddies” who help you stay on track when you decide to change your behaviors. Embrace diverse perspectives. If your close circle “looks” just like you, it’s time to build a more diverse network. Join an employee resource group or look to connect with colleagues whose backgrounds are different than your own.close. #diversity #equity #inclusion #belonging

I recently led a workshop with senior leaders on unconscious bias, one of the most subtle yet impactful forces shaping workplaces today. Here are some key, thought-provoking takeaways: Talent Pipeline: - Bias in "fit" over potential– We often seek candidates who feel like a "good fit," but this focus on familiarity limits diversity of thought and experience. By sticking with what feels comfortable, we may be missing out on the very perspectives that can push our business forward. - Meritocracy myths– Many of us believe we’re creating a merit-based environment, but unconscious bias can lead us to underestimate talent that doesn't mirror our own journey or leadership style. Thought: Could the future leaders of your organization be getting overlooked because they don't fit the traditional mold? What opportunities are we missing by favoring comfort over potential? Performance management - Critical vs. nurturing feedback– Studies show men often receive feedback that highlights their potential, while women and minorities are judged more on their current performance. This can lead to a self-fulfilling cycle where some are groomed for leadership, while others are held back. - Bias in “leadership traits”– We tend to associate leadership with traditionally masculine traits like decisiveness and assertiveness, while underappreciating qualities like empathy and collaboration. This limits the development of diverse leadership styles and stifles more inclusive forms of leadership. Thought: Are we unconsciously reinforcing outdated ideas of leadership that prevent diverse talent from rising? What if the traits we’re overlooking are exactly what the future of leadership needs? Bias as a leadership challenge Unconscious bias isn’t just an HR issue—it’s a leadership challenge that permeates every level of decision-making: - Awareness isn’t enough– Simply recognising our biases isn’t sufficient. We need strategies that actively challenge our instincts and foster fairer, more inclusive decision-making. - Courageous conversations– Creating an environment where it’s safe to talk about bias isn’t easy, but it’s essential. These discussions help us redefine how we view leadership, success, and talent. Addressing unconscious bias isn't a one-time fix—it's an ongoing commitment to redefining how we lead and make decisions. By fostering a culture that actively challenges bias, we don't just create a more inclusive workplace—we build a stronger, more innovative organization. The real challenge is: Are we willing to do the hard work to make it happen? #leadership #highperformance #DEI #inclusion

Are You Solving the Right Problem? As leaders & professionals, we're often under pressure to act quickly when challenges arise. Our instinct—or perhaps muscle memory—is to dive straight into solution mode. But over the years, I've found that one of the most important questions we can ask ourselves is: Are we solving the right problem? Consider the hybrid workforce. Organizations often roll out solutions like employee engagement activities, gift cards, virtual celebrations, enforcing video-on policies during calls, or hosting virtual team-building sessions. While these seem like good ideas, they may serve as quick fixes that don't address the real issue. So, what's the actual problem? ❓Is it a lack of engagement? ❓A drop in productivity? ❓Struggles with team cohesiveness? ❓Or could it be something deeper, like communication barriers? ❓Disconnect between leadership and employees? ❓Or even more fundamental issues like trust and culture? Getting to the heart of the problem is crucial. 🛠️ 3 Steps to Identify the Right Problem: Observe and Listen: Start by carefully observing the symptoms. What are the visible signs that something's not working? Gather data and listen to feedback from your team. This will help you understand the nature of the issue. Ask Deep Questions: Go beyond surface-level explanations. Use techniques like the "5 Whys" to dig into the root causes. If engagement is low, ask why—several times over—to uncover the core issue. The real problem often lies beneath the symptoms. Understand the Context: Consider the broader organizational environment, team dynamics, and culture. What seems like an issue in one area might be a symptom of a deeper problem elsewhere. Context is critical to accurate diagnosis. Once the right problem is identified, solving it effectively requires careful consideration. 💡 3 Considerations When Solving the Problem: Engage Multiple Perspectives: Involve diverse voices from across the organization. Different perspectives can reveal angles you might miss and lead to more robust solutions. Collaboration ensures broader acceptance and better outcomes. Resist the Quick Fix: It's tempting to go for quick solutions, but they often only address symptoms. Focus on sustainable solutions that tackle the root cause. This may take more time, but the long-term benefits are worth it. Reflect and Iterate: After implementing a solution, reflect on its impact. Did it address the problem effectively? Be prepared to iterate and adjust as needed. Continuous improvement is essential for long-term success. The most successful leaders don't just jump to solutions—they take the time to define the problem accurately. By doing so, they create a foundation for meaningful, lasting change. So, before you dive into solving what seems like an urgent issue, ask yourself: Am I truly solving the right problem? #Leadership #OrganizationalDevelopment #ProblemSolving #HybridWorkforce #Culture

Unconscious bias: We all have it—but we don’t have to let it shape who we hire.   I’ve recently started Diversity in Recruitment training with the brilliant Jo Major (She/her), a 6-week course focused on inclusive, accessible, and equitable hiring. The training offers practical tools and insights to help embed DE&I into recruitment, giving me a clear, actionable approach. It will also help me support clients who want to review their recruitment process to ensure it’s truly inclusive and equitable.   Over the next few weeks, I’ll be sharing key learnings from the sessions, starting with bias in hiring.   Bias isn’t always obvious. It’s in the small moments—who we connect with, who we think will ‘fit in,’ or whose voice we hear most in a meeting.   Here are five things to think about when it comes to bias: ✔️ Everyone has bias – what matters is how we manage it. Recognising it is the first step to making better, fairer decisions. ✔️ It affects hiring, often without us realising. Structured processes help keep things fair. ✔️ Small, everyday actions can reinforce (or challenge) bias. Inclusion isn’t just a policy—it’s in the culture we create. ✔️ Diversity doesn’t happen by chance—it takes effort. Intentional hiring and workplace practices make the difference. ✔️ It’s an ongoing process—keep questioning your decisions. Self-awareness isn’t a one-time exercise. A more inclusive workplace doesn’t just ‘happen’—it’s built by people who commit to making fair, conscious choices. What are you doing to help your business tackle bias in hiring? #HR #Recruitment #Diversity #UnconsciousBias #Inclusion #equity

“I’m done talking!” “This isn’t going anywhere!” “Why do you always twist my words?” These are the phrases that mark the breaking point in so many conversations. As a psychologist, I’ve seen how difficult conversations can spiral into emotional battlegrounds, leaving frustration and resentment in their wake. But here’s the truth: it doesn’t have to be this way. Conflict feels like a storm - it’s intense, overwhelming, and messy. But with the right tools, that storm can clear. The shot in the arm here is Emotional intelligence. Look, here’s the thing about conflict: it’s rarely about what’s said. It’s about how it’s said and how it’s received. When emotions run high, logic tends to take a backseat. This is where emotional intelligence becomes your greatest tool. Here’s how I coach clients to bring EI into difficult conversations: 🟢Pause before you react. Emotional intelligence starts with self-awareness. Recognize your feelings before you let them dictate your response. Ask yourself, “Why am I feeling this way?” That pause can prevent reactive words you might later regret. 🟢Listen to understand, not to respond. Most people listen to counter or defend. But real resolution begins when you listen to truly understand the other person’s perspective. Ask open-ended questions like, “Can you tell me more about why this matters to you?” 🟢Accept emotions—yours and theirs. Often, it’s not the issue itself but the underlying emotions that fuel conflict. A simple, “I can see this is frustrating for you,” can defuse tension and pave the way for meaningful dialogue. Remember, difficult conversations aren’t meant to be easy, but they don’t have to be destructive. Emotional intelligence transforms conflict from a battle into a bridge, it’s a chance to strengthen relationships, deepen understanding, and build trust. So, the next time you find yourself in the heat of a challenging conversation, remember: it’s not just about what you say - it’s about how you listen, connect, and respond. Because conflict isn’t the end of the story. With the right ways, it’s could be the beginning of resolution. The onus is on YOU! #psychology #mindset #emotions #emotionalintelligence #mentalhealth

💡 As an ally, loved being part of the insightful roundtable session by AnitaB.org last week on the topic "𝐄𝐭𝐡𝐢𝐜𝐚𝐥 𝐀𝐈: 𝐖𝐨𝐦𝐞𝐧'𝐬 𝐂𝐫𝐢𝐭𝐢𝐜𝐚𝐥 𝐑𝐨𝐥𝐞 𝐢𝐧 𝐒𝐡𝐚𝐩𝐢𝐧𝐠 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐓𝐞𝐜𝐡𝐧𝐨𝐥𝐨𝐠𝐲." One of the most pressing topics we explored was the concern over 𝒃𝒊𝒂𝒔 𝒊𝒏 𝑨𝑰. 𝑨𝑰 𝒔𝒚𝒔𝒕𝒆𝒎𝒔 𝒕𝒉𝒆𝒎𝒔𝒆𝒍𝒗𝒆𝒔 𝒂𝒓𝒆 𝒏𝒐𝒕 𝒊𝒏𝒉𝒆𝒓𝒆𝒏𝒕𝒍𝒚 𝒃𝒊𝒂𝒔𝒆𝒅 - The bias we observe in AI stems from the 𝒖𝒏𝒅𝒆𝒓𝒍𝒚𝒊𝒏𝒈 𝒅𝒂𝒕𝒂 on which these systems are trained. When AI models learn from historical or imbalanced datasets that reflect societal prejudices, they inadvertently carry forward these biases in their outputs. 🔄 𝐀𝐈 𝐢𝐬 𝐧𝐨𝐭 𝐭𝐡𝐞 𝐩𝐫𝐨𝐛𝐥𝐞𝐦—𝐨𝐮𝐫 𝐝𝐚𝐭𝐚 𝐢𝐬. 🔍 While some suggest mitigating bias by introducing 𝒔𝒚𝒏𝒕𝒉𝒆𝒕𝒊𝒄 𝒅𝒂𝒕𝒂, we've seen recent incidents where this approach has 𝒄𝒐𝒎𝒑𝒓𝒐𝒎𝒊𝒔𝒆𝒅 𝒎𝒐𝒅𝒆𝒍 𝒂𝒄𝒄𝒖𝒓𝒂𝒄𝒚, creating more challenges than solved. Using artificially generated datasets is not a reliable solution. ❌ ✅ The true way to combat AI bias is by 𝒊𝒏𝒕𝒓𝒐𝒅𝒖𝒄𝒊𝒏𝒈 𝒅𝒊𝒗𝒆𝒓𝒔𝒆, 𝒓𝒆𝒂𝒍-𝒘𝒐𝒓𝒍𝒅 𝒅𝒂𝒕𝒂 that represents a broad spectrum of perspectives and experiences. AI models need to be trained on 𝒊𝒏𝒄𝒍𝒖𝒔𝒊𝒗𝒆 𝒅𝒂𝒕𝒂𝒔𝒆𝒕𝒔 that mirror the diversity of society as a whole. This ensures that the outcomes are both 𝒆𝒒𝒖𝒊𝒕𝒂𝒃𝒍𝒆 and 𝒂𝒄𝒄𝒖𝒓𝒂𝒕𝒆. There are also a few techniques that we can explore from a technical aspect to reduce this bias: 𝐌𝐨𝐝𝐞𝐥-𝐫𝐞𝐥𝐚𝐭𝐞𝐝 𝐭𝐞𝐜𝐡𝐧𝐢𝐪𝐮𝐞𝐬: 1. 𝑹𝒆𝒈𝒖𝒍𝒂𝒓𝒊𝒛𝒂𝒕𝒊𝒐𝒏 𝒕𝒆𝒄𝒉𝒏𝒊𝒒𝒖𝒆𝒔: L1, L2, dropout, and early stopping to prevent overfitting. 2. 𝑬𝒏𝒔𝒆𝒎𝒃𝒍𝒆 𝒎𝒆𝒕𝒉𝒐𝒅𝒔: Combine multiple models to reduce individual biases. 3. 𝑻𝒓𝒂𝒏𝒔𝒇𝒆𝒓 𝒍𝒆𝒂𝒓𝒏𝒊𝒏𝒈: Use pre-trained models and fine-tune on unbiased data. 4. 𝑨𝒅𝒗𝒆𝒓𝒔𝒂𝒓𝒊𝒂𝒍 𝒕𝒓𝒂𝒊𝒏𝒊𝒏𝒈: Train models to resist adversarial attacks 🤖 To build 𝒇𝒂𝒊𝒓𝒆𝒓 𝑨𝑰 𝒔𝒚𝒔𝒕𝒆𝒎𝒔, we ought to focus on addressing biases at the 𝒅𝒂𝒕𝒂 𝒍𝒆𝒗𝒆𝒍 and strive for 𝒎𝒐𝒓𝒆 𝒊𝒏𝒄𝒍𝒖𝒔𝒊𝒗𝒊𝒕𝒚 in how we design and deploy AI. #EthicalAI #BiasInAI #DiversityInTech #WomenInTech #AIandSociety #Gracehopper #AnitaB #WomenShapingAI #LeadershipInTech #FairAI

You don't have to be in a formal leadership position to influence change and improvement. Influence comes from building a shared purpose and anyone can do this! Let's say you’ve spotted a way to make things better, faster, or smoother at work. You know this change could really help, but when you bring it up, the team pushes back or doesn’t seem interested. ⚠️ It’s easy to get frustrated or try harder to win people over. But pushing hard usually backfires. ❗ So instead, shift your focus to shared purpose and cooperation. 👉Let’s take a common example: the weekly team meeting. 👉The problem: you see issues with meetings- they run over, lack focus, and don’t result in clear outcomes. Here's a suggested response to influence improvement... 1️⃣ Ask Questions That Spark Reflection Get your team to reflect on the current meeting process by asking: ❓ “How do you feel about our weekly meetings — are they a good use of our time?” ❓ “What parts of our meetings feel most productive, and what parts feel like a time drain?” ❓ “Do we always leave meetings knowing who’s doing what?” (This will get people thinking...) 2️⃣ Highlight shared goals. Link your idea to something the whole team values: ❓ “I know we all want to have more time for focused work. What if we could cut our meeting time in half and still get everything done?” (Now, the focus isn’t on your idea — it’s on solving a shared problem) 3️⃣ Invite Ideas and Feedback Rather than presenting a fixed solution, co-create it: ❓ "I've made a suggestion but that's just one option- what ideas do you have?” (When the team helps shape the solution, they’re more invested in making it work) 4️⃣ Start Small and Test Together Propose trying a small, low-risk change, taking into account all suggestions: ❓ “How about next week, we try a 30-minute meeting with a strict agenda and clear action points documented? We can see how it feels, adjust if needed, and then try out other ideas?" (Small tests reduce the fear of change and show that you value collaboration) 5️⃣ Celebrate Progress as a Team If the new approach works, recognize the team effort: ❗ “Our meeting was only 30 minutes, and we still got through everything! ❗ “It’s great to see us using our time more effectively. Let’s keep this going.” You could apply these 5 steps to influencing any kind of change or improvement....oh and don't forget to be prepared, use data and work on those communication skills! What do you think? Could you try this to help build your #influence skills? Do you have any tips from your own experience? Leave your comments below 🙏

The 'Unbiasing Champion' Chronicles It's "people discussions" season at Google, and that means performance reviews and promotions are in full swing. But before we dive into the nitty-gritty, we kick off each session with a critical role: the Unbiasing Champion. And guess who usually gets to wear that hat? This gal! (No cape, sadly. Maybe next year? 😉) I take this responsibility seriously. It's about reminding everyone of those sneaky unconscious biases that can creep into evaluations. We talk about things like the "halo effect" (loving someone's work so much you overlook their areas for growth) or the "affinity bias" (favoring those who are similar to us). Throughout the session, we're all encouraged to call out any potential bias, ensuring we create an equitable playing field for everyone! Now, like many of you, I've been diving headfirst into the world of AI lately. And it's got me thinking: just as we train our AI models to be unbiased, we should be putting just as much effort into training ourselves! We're constantly bombarded with information and stereotypes that shape our perceptions. These unconscious biases can influence our decisions, even when we have the best intentions. The good news is that we can learn to recognize and challenge these biases. By being mindful of our thoughts and actions, seeking out diverse perspectives, and holding each other accountable, we can create a more fair and inclusive workplace for everyone. And that starts with training ourselves to be just as unbiased as the AI systems we aim to create. What are your thoughts on unconscious bias and its impact on the workplace? Share your insights in the comments! 👇 #BiasBusting #TechLeadership #lifeAtGoogle