Encouraging Open-Mindedness

Your competence at work is judged in seconds. Even when you over-deliver, you can be underestimated. Every day, false assumptions about you are made: — Polite = Weak — Older = Not agile — A foreign accent = Less capable — Introverted =  Not a strong leader — Woman =  Softer voice, less authority It's not just unfair. It's exhausting. So the question is: How do you beat biases without changing who you are? Here’s what I recommend: 𝟭. 𝗖𝗼𝗻𝘁𝗿𝗼𝗹 𝘁𝗵𝗲 𝗻𝗮𝗿𝗿𝗮𝘁𝗶𝘃𝗲 → Speak about impact, not effort. → Articulate your value proposition. →“Here’s the problems I solve. Here's how. Here’s the result."  If no one knows what you bring to the table, they won’t invite you to it. 𝟮. 𝗩𝗶𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝘀 𝗽𝗼𝘄𝗲𝗿 Silent excellence is wasted potential. → Speak up when it feels risky. → Build real not just strategic relationships. → Share insights where people are paying attention. You don’t need to be loud. You need to be seen. 𝟯. 𝗧𝘂𝗿𝗻 𝘆𝗼𝘂𝗿 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝗰𝗲𝘀 𝗶𝗻𝘁𝗼 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗶𝗮𝘁𝗼𝗿𝘀 The traits that trigger assumptions? Those are your edge. → Introverted? That’s deep listening. → Accent? That’s global perspective. Don’t flatten yourself to fit. Distinguish yourself to lead. 𝟰. 𝗢𝘄𝗻 𝘆𝗼𝘂𝗿 𝗽𝗿𝗲𝘀𝗲𝗻𝗰𝗲 → Say “I recommend” not "I think.” → Hold eye contact. Take up space. → Act like your presence belongs (even when others haven’t caught up.) Confidence isn’t volume. It’s grounding. Bias is everywhere. But perception can be changed. Don't let other people's false assumptions define you. Do you agree? ➕ Follow Deena Priest for strategic career insights. 📌Join my newsletter to build a career grounded in progress, peace and pay.

𝗠𝘆 𝗺𝗼𝗺 𝘁𝗮𝘂𝗴𝗵𝘁 𝗺𝗲 𝘁𝗵𝗲 𝗯𝗲𝘀𝘁 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗽𝗿𝗶𝗻𝗰𝗶𝗽𝗹𝗲, 𝘄𝗵𝗶𝗰𝗵 𝗵𝗮𝘀 𝗵𝗲𝗹𝗽𝗲𝗱 𝗺𝗲 𝗯𝗲𝗰𝗼𝗺𝗲 𝗺𝘆 𝗯𝗲𝘀𝘁 𝘃𝗲𝗿𝘀𝗶𝗼𝗻. 💞 To be a great Leader, you should understand that titles are temporary, but how you treat people is something they will never forget. Here are some key insights on why leaders should treat everyone with respect, regardless of their title 1/ 𝗜𝗻𝘁𝗿𝗶𝗻𝘀𝗶𝗰 𝗩𝗮𝗹𝘂𝗲: ↳ Every person holds intrinsic value. → Recognizing the innate worth of individuals fosters a culture of equality and empathy. 2/ 𝗠𝘂𝘁𝘂𝗮𝗹 𝗥𝗲𝘀𝗽𝗲𝗰𝘁 𝗕𝘂𝗶𝗹𝗱𝘀 𝗧𝗿𝘂𝘀𝘁: ↳ Mutual respect forms the foundation of trust in personal or professional settings. →Trust strengthens relationships and leads to more meaningful interactions. 3/ 𝗗𝗶𝘃𝗲𝗿𝘀𝗲 𝗣𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲𝘀: ↳ Individuals from all walks of life contribute unique perspectives. →Valuing these differences encourages innovative thinking. 4/ 𝗘𝗻𝗵𝗮𝗻𝗰𝗲𝗱 𝗖𝗼𝗹𝗹𝗮𝗯𝗼𝗿𝗮𝘁𝗶𝗼𝗻: ↳Respectful environments lead to better communication and collaboration. →When people feel respected, they're more likely to contribute, collaborate, and support each other. 5/ 𝗜𝗻𝗰𝗿𝗲𝗮𝘀𝗲𝗱 𝗠𝗼𝗿𝗮𝗹𝗲 𝗮𝗻𝗱 𝗣𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆: ↳ A respectful workplace boosts morale, leading to happier and more productive individuals. →When everyone feels respected, they’re motivated to perform at their best. 6/ 𝗣𝗼𝘀𝗶𝘁𝗶𝘃𝗲 𝗥𝗶𝗽𝗽𝗹𝗲 𝗘𝗳𝗳𝗲𝗰𝘁: ↳ Showing respect creates a ripple effect, inspiring others to act similarly. →It cultivates a positive culture and a stronger community. 7/ 𝗖𝗵𝗮𝗿𝗮𝗰𝘁𝗲𝗿 𝗢𝘃𝗲𝗿 𝗦𝘁𝗮𝘁𝘂𝘀: ↳ Respecting people regardless of their position emphasizes character and actions over status or title, promoting humility and compassion. 8/ 𝗜𝗺𝗽𝗿𝗼𝘃𝗲𝗱 𝗖𝗼𝗻𝗳𝗹𝗶𝗰𝘁 𝗥𝗲𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻: ↳ Respect fosters healthy communication, which is crucial for resolving conflicts effectively. →It helps in addressing disagreements with patience and understanding. 9/ 𝗘𝗺𝗽𝗼𝘄𝗲𝗿𝗺𝗲𝗻𝘁: ↳ Treating everyone respectfully empowers individuals to realize their potential, encouraging self-confidence and personal growth. 10/ 𝗦𝗼𝗰𝗶𝗮𝗹 𝗥𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆: ↳ Cultivating respect is a social responsibility that contributing to a fair and just society. → It supports human dignity and equality. By fostering a culture of respect, we create inclusive environments where everyone feels valued, leading to stronger communities and organizations. Have any of your parents ever been a role model for you?

How does embracing new perspectives lead to innovation and growth? 1. Fostering Creativity Seeing things differently can spark new ideas. Whether in problem-solving or brainstorming sessions, diverse viewpoints can lead to innovative solutions that we might not have considered otherwise. 2. Enhancing Collaboration When we actively seek out and respect different perspectives, we create an inclusive environment. This not only strengthens team dynamics but also encourages open communication and collaboration. 3. Driving Personal Growth Stepping outside our comfort zones allows us to grow. By understanding and appreciating different viewpoints, we expand our knowledge and become more adaptable in both our personal and professional lives. 4. Improving Decision-Making A broader perspective leads to better decision-making. By considering various angles, we can weigh the pros and cons more effectively, leading to more informed and balanced choices. 5. Cultivating Empathy Finally, looking through someone else’s lens fosters empathy. It helps us understand the challenges and motivations of others, which is crucial in building strong relationships.

Real confidence isn't about certainty. It's about self-trust. I used to think confidence meant having all the answers first. But confidence comes from trusting yourself to handle whatever shows up. Daniel Kahneman's research shows our brains crave certainty.  We want guarantees before we move. But Albert Bandura's work proves confidence comes from action, not information. Every time you navigate uncertainty, you build "tolerance for ambiguity." Your brain learns to trust your problem-solving ability. Here are 4 ways to build self-trust: 1️⃣ Start before you're ready ↳ Take the next smallest step without the full roadmap 2️⃣ Document your wins ↳ Keep a record of challenges you've overcome 3️⃣ Reframe uncertainty as opportunity ↳ See unknowns as space for creativity, not threats 4️⃣ Practice the "figure it out" mindset ↳ Ask "How will I solve this?" not "Can I solve this?" You've figured out countless things before. You'll figure out what comes next too. Self-trust isn't about knowing you'll succeed. It's about knowing you'll handle whatever happens. What's one thing you've been waiting to feel more confident about before starting? ♻️ Repost to help your network build unshakeable self-trust. 🔔 Follow Jyoti Patel for more Business Psychology insights

Celebrating Neurodiversity week is over but the work to create more a neuroinclusive society has not. 10 ways to improve communication in neuroinclusive workplaces Creating psychologically safe spaces for everyone starts with how we communicate. Here's a reminder: 1️⃣ Be clear and concise 2️⃣ Avoid jargon and idioms and acronyms 3️⃣ Share agendas and actions in advance - be clear what roles people will have if they need to prepare 4️⃣ Have multiple formats of information where possible (written, visual, verbal) 5️⃣ Allow processing time 6️⃣ Check understanding—don’t assume 7️⃣ Respect different communication preferences and consider your own 8️⃣ Use plain fonts and clear layouts 9️⃣ Encourage questions without judgment - problem solve together 🔟 Recognise non-verbal communication may vary across cultures, countries, and neurodiverse ways of communicating. Neuroinclusive communication benefits everyone #Neurodiversity #Inclusion #WorkplaceWellbeing #Neuroinclusion #Communication #Equity

We all deserve to be respected at work. But never forget that we influence the respect that's shown to us. Something we don't talk about enough... ...One of the most powerful ways to earn respect is simple- GIVE respect, GET respect ( as we say in the GAA in Ireland). Climbing the ladder at work isn’t just about promotions or recognition, it’s about how you show up... how you treat people...and how much you’re willing to grow. Respect is something you cultivate! Yes- your manager and company should value you...but YOU can set the ball rolling ✅️ By trying to understand your employer’s goals...by showing that you care about the bigger picture, not just your own tasks. ✅️ By learning about your manager and team's likes and dislikes...not to flatter them but to collaborate better. ✅️ By showing up for your team. Be reliable. Be present. Strong working relationships aren’t built on job title, they’re built on mutual respect. ✅️ By avoiding gossip. Nothing erodes trust faster! ✅️ By staying positive, even on hard days. It shows emotional maturity and signals to others that you’re here to lift, not drag down. ✅️ By accepting feedback with grace. It’s not always easy, but how you respond says a lot about the kind of professional you are. ✅️ By folllowing through, being honest, and treating everyone, from interns to executives, with the same level of courtesy. ✅️ By going the extra mile. Be a problem solver. Take initiative. These aren't just performance strategies, they’re ways to show respect for your role, your team, and your shared goals. ✅️ By stretching your skill set. Volunteer for new projects. And when the time comes, become a mentor. Pay it forward. ............ Every step you take toward excellence at work is built on a simple truth: respect is a two-way street. When you give it consistently, you create the kind of workplace where everyone, yourself included, can thrive 🤷♀️ Image source: https://lnkd.in/eZrBybMp

Too often, I’ve been in a meeting where everyone agreed collaboration was essential—yet when it came to execution, things stalled. Silos persisted, friction rose, and progress felt painfully slow. A recent Harvard Business Review article highlights a frustrating truth: even the best-intentioned leaders struggle to work across functions. Why? Because traditional leadership development focuses on vertical leadership (managing teams) rather than lateral leadership (influencing peers across the business). The best cross-functional leaders operate differently. They don’t just lead their teams—they master LATERAL AGILITY: the ability to move side to side, collaborate effectively, and drive results without authority. The article suggests three strategies on how to do this: (1) Think Enterprise-First. Instead of fighting for their department, top leaders prioritize company-wide success. They ask: “What does the business need from our collaboration?” rather than “How does this benefit my team?” (2) Use "Paradoxical Questions" to Avoid Stalemates. Instead of arguing over priorities, they find a way to win together by asking: “How can we achieve my objective AND help you meet yours?” This shifts the conversation from turf battles to solutions. (3) “Make Purple” Instead of Pushing a Plan. One leader in the article put it best: “I bring red, you bring blue, and together we create purple.” The best collaborators don’t show up with a fully baked plan—they co-create with others to build trust and alignment. In my research, I’ve found that curiosity is so helpful in breaking down silos. Leaders who ask more questions—genuinely, not just performatively—build deeper trust, uncover hidden constraints, and unlock creative solutions. - Instead of assuming resistance, ask: “What constraints are you facing?” - Instead of pushing a plan, ask: “How might we build this together?” - Instead of guarding your function’s priorities, ask: “What’s the bigger picture we’re missing?” Great collaboration isn’t about power—it’s about perspective. And the leaders who master it create workplaces where innovation thrives. Which of these strategies resonates with you most? #collaboration #leadership #learning #skills https://lnkd.in/esC4cfjS

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

There’s a worthwhile interview in Greater Good Magazine this month with Lorraine Besser, author of the recently released The Art of the Interesting. I’ve written ad nauseam about the value of bottomless curiosity and constant learning within organizations. Besser’s book deep-dives into one aspect of that: the pursuit of “psychological richness.” It’s what she and her fellow researchers characterize as the third pillar of “the good life,” along with happiness and meaning. Living a psychologically rich life means forever seeking out challenging, novel, and complex experiences that engage us, shape our perspectives, and stimulate deep emotion. The lessons from the interview that resonate most with me: • Satisfying your curiosity about whatever or whoever strikes your interest forges connections, and those connections can create a sense of agency. When so many of us feel overwhelmed by the world’s challenges, it’s critical—not least for our mental health—to feel we can contribute to fixing things. Or at least moving them in a better direction. • Engaging with people and ideas in a nonevaluative way opens our minds to new perspectives—and may give us an “in” to change the perspectives of others. If there is one thing I have learned since joining PMI six years ago, it’s that you can’t change minds (or entrenched misperceptions) without first grasping the other party’s POV. • You’ve got to open up space for the interesting. I sometimes kick myself for falling down information rabbit holes in search of answers to things that may not be all that essential (to put it mildly). Besser reminds us that an exploration mindset allows us to explore not just new facts and realities but also unfamiliar emotions and ways of thinking. • There’s value in choosing to find encounters or information interesting rather than irritating or infuriating. It all comes back to the nonevaluative approach. By giving free rein to our curiosity, unencumbered by judgmentalism or bias, we may find things pique our interest and stretch our minds. We don’t learn a thing when we slam our mental doors shut in the face of conflicting views or personalities we deem offensive. I’ll be adding The Art of the Interesting to my autumn reading list. I’ll link to the article and book in Comments in case you’re, well, interested 😊