It's a fact: We tend to hire people like ourselves. And the only way to deal with that problem directly is to treat the solution as a deliverable for your team. Learn about hiring diversity and inclusion in this video.
- Now, it's a simple fact that traditional hiring practices…simply reinforce prior biases.…In a world of unbundled work,…you need to know how to remove those biases…yet still move quickly.…Whether we're aware of our own design criteria,…we tend to repeat our own experiences and insights…from prior work situations.…So, if we believe we've had a reasonable success…in the past hiring white American males,…we tend to unconsciously identify a pattern…that includes that profile,…and then we select candidates for hire accordingly.…
Now in nature, homogeneity is a risk,…a single dominant species in an ecosystem…that blocks out the light for diverse competitors…puts that entire ecosystem at risk.…If a new threat such as disease or climate change…threatens that dominant species…then the ecosystem can collapse.…It's only through diversity that the ecosystem…survives these shocks to the system.…The same is true for your team.…Divergent thinking means that completely new perspectives…can be brought to bear on problems.…
Now, when I coordinate design charettes for my clients,…
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- Dealing with disruptive change and the new rules of work
- Establishing a new contract with workers
- Rethinking job qualifications
- Hiring for diversity and inclusion
- Identifying key skills for adaptive workers
- Helping your team become lifelong learners
- Leveraging automation for your team
- Becoming an adaptive manager
- Making human resources a partner
- Recognizing when your adaptive strategy is working