Everything You Need to Know about Software ROI

While not all projects or organizations are alike, there are many different elements of technology acquisition that have different value propositions and hence, need to be evaluated differently.

Here’s everything you need to know about software ROI… Let’s get to it…

People at office laptops

Software Value Proposition

Software is unique – it can run on almost anything, comes on a disk, CD, DVD, download, Cloud… It can do almost anything – from organize your day, inventory, plant, office, people, customers… you get the idea – it is somewhat ubiquitous – because you can never use that work too much.

Software value proposition aligns directly with the big three ROI elements reviewed in my previous blog:

  • Increased Revenue/Gross Margin
  • Increased Bottom Line/Efficiency
  • Improved Customer Experience

But how do you measure these (without hiring a team of financial specialists and accountants)? Let’s get back to the KISS principle.

Some software has an acquisition cost in either license costs or development costs. This licensing model typically has some form of maintenance or upgrade cost associated – you may also want to incorporate some component for infrastructure costs. Subscription [OK I’ll use the Cloud word] based software has a monthly or annual fee. All of these models can fairly easily allow you to find a long term direct cost of ownership – I would suggest you span this out past 5 years for acquisition licensing model with a 10-year life span or 5 years for the subscription model.

You now have a handle on the long term investment in the solution – sadly that may be the easy part…

In order to measure the returns, it can get a little more complicated. Let’s look at the big 3.

1) Revenue/Gross Margin

If you can you attribute specific revenue increases to the functions the software provides, then it simplifies things. It may not always be so easy. New geographies, increased penetration into existing accounts, cross selling metrics can be functions of many things. Additional revenue from online transactions is easier to quantify. Ultimately, it will be important to quantify these to your best ability. If you can attribute the reduction in direct Cost of Goods to the revenue, this number becomes somewhat obvious.

2) Increased Bottom Line

Generally, this is one of the somewhat easier parts to quantify – If you are in a position where you need to hire additional resources to complete tasks that automation can address, you can offset these net costs directly. Ultimately if you have operational costs that are labour intensive, eliminating the inefficiencies of these tasks through automation will reduce costs through increased production without increased labour and deliver an improved bottom line.

3) Improved Customer Experience

In a world where customers will pay for a premier experience, this may be one of the most important aspects of ROI, but perhaps one of the hardest to quantify. Through an improved experience, your “customers:”

  • Have a higher degree of loyalty
  • Purchase more from you because you are always open or have tools to purchase when they need it (impulse)
  • Have access to information to do their jobs from anywhere without interrupting their jobs
  • Rely on your organization because you are an extension of them

Ultimately the goal here is to attempt to quantify (in real dollars) the gains from these activities.

The rest is just math…

Person typing on a keyboard

A Simple Approach to Calculating ROI/ROI%

(Recognizing there are no factors for NPV for the financially oriented readers)

Calculate all direct costs for the useful life of a project (Development, Licensing, Support):

  • e.g. $ 50k initial development + 5k support annually for 10 years = 100k direct costs

Calculate the increased bottom line contribution through increased revenue, decreased cost:

  • e.g. Reduce hiring requirement of a $60k person, increase revenue by $ 50k annually through efficiencies = ($ 60k + $50k) * 10 = $ 1,100k
  • ROI (months) = 100k/1,100k*120 = 11 Months
  • ROI% = 1,100/100*100 = 1,100% or 110% annually

Chat with CoreSolutions about Delivering Tangible Results

Our rule of thumb for the viability of a project is fairly simple. When you invest in a project, the project should pay for itself within 18-36 months through increased returns. After that period you will receive these increased financial returns for the balance of the software’s useful life. Typically, this results in a 40-80% annualized ROI% – very few financial investments can boast these levels of return.

I would welcome the opportunity to chat with you about how we might assist in optimizing and growing your business and delivering tangible results. So, connect with us via telephone at 1-800-650-8882 or fill out a contact us form on our website.

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9 Essentials to Honing Your Leading Edge and Boosting Team/Culture Performance

Many leaders feel they can’t do much to change behaviors and culture. But overwhelming research shows that’s not true. Leaders have a major impact on “the way we do things around here.” A team or organization’s culture ripples out from its members and leaders. The single biggest key to transforming a team or organization’s culture starts with its leaders defining and developing their behaviors.

Teams and department/divisions with exceptionally strong leaders build thriving peak performance local cultures even if the bigger culture they’re part of, and leader they report to, are weak. Organizational culture exists simultaneously and independently at three levels: the unit/team, department/division, and entire organization, and those micro or main cultures can be enriched at any level.

Nine elements especially stand out from this latest review of best leadership and team/culture development practices:

  1. Lead, Follow, or Wallow – highly effective leaders make critical choices to proactively change, grow, and develop rather than being changed
  2. Strong Leadership Cuts Through the Management Maze – team/organization performance is dramatically improved when good managers learn how to become great leaders
  3. Yield of Dreams – highly effective leaders tap into this infinite and renewable energy source
  4. The Heart Part – courageous conversations, two-way communications, and openness, come from, and expand, trust
  5. Coach Diem – outstanding leaders seize key coaching moments to up everyone’s game
  6. Making Teams Work – too often managers build a “scream team.” Extraordinary leaders build dream teams by boosting collaboration, cooperation, and coordination
  7. Three Core Questions Defining Your Team or Organization’s Culture – too many vision/mission/values statements are lifeless gibberish and generate a high “snicker factor”
  8. Hitting the Shift Key – the best leaders and teams act on their understanding that their culture ripples out from what they do, not what they say
  9. Setting the Culture Compass – failing to map a route through the many swamps and sinkholes of team and culture change are why 70% of these efforts die out

Rate yourself on this checklist. How’s your leadership? How’s your leadership team?

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Practical Ways Leaders Can Model Culture Change

A department, division, or organization’s culture ripples out from its leadership team. A team that wants to change “them” needs to start with a deep look in the mirror to change “us.” Organizational behavior reflects leadership team behavior. This is much like an old parenting adage, “children are natural mimics; they act like their parents despite attempts to teach them good manners.”

In their 10-year global study of leadership and culture development (published in their book Beyond Performance: How Great Organizations Build Ultimate Competitive Advantage), Scott Keller and Colin Price report, “programs in which leaders model the desired changes are four times more likely to be successful. In an organizational context, the key elements of role modeling are transformation among senior leaders, symbolic acts, and developing a cadre of ‘influence leaders.’”

Here are just a few ways leadership teams can model the behavior they want to see rippling throughout their culture:

  • Bring customers, customer advocates (salespeople are excellent ones) and front line service deliverers to key planning and operational sessions.
  • Put on an apron or pick up the phone and serve customers without being introduced as top leaders. You’ll be sending important signals. And might even learn something.
  • Serve your producers and servers. Continually ask them what the leadership team can do to help them provide higher levels of service/quality. Hold managers accountable for serving their teams.
  • Overlook weaknesses unless they’re clearly causing problems and must be addressed. Develop and nurture strengths that align with the individual’s passions and what the organization needs from him or her.
  • Celebrate, honor, cheer, applaud, reinforce, laud, praise, extol, and otherwise reinforce all behaviors that exemplify your core values and desired culture.
  • Ensure leaders are first in line for leadership and key skill development. Model those skills in meetings, coaching activities, and team decision making and planning. And having senior leaders deliver those sessions to the next level of managers infuses the training with a whole new sense of priority.
  • Search out and destroy all executive status symbols, perks, or privileges that contribute to the “we/they” gap.
  • Agree on three or four Strategic Imperatives that will strengthen your culture. Establish cross-functional teams to lead those changes and set a rigorous follow through process with regular updates to the leadership team.
  • Get unfiltered and anonymous feedback on your leadership effectiveness with 360 assessments. Build personal and team development plans around that feedback that leverages strengths and addresses any “fatal flaws.” Involve others in your personal and team development process.
  • Hold regular meetings with team members in groups and individually to discuss your leadership and culture development progress.

The most effective communication is face to face. The most believable communication is behavior.

You can watch our recent Executive Team Building and Culture Development webinar for a deeper look.

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Coaching Matters: Are You a DIY Manager Choking Growth and Development?

Good managers often have strong technical expertise and analytical skills. They love to jump into the details and resolve tough problems. Effective leaders resist the quick-fix, I-can-do-it-better-myself temptation. He or she knows such do-it-yourself projects reinforce the upward delegation cycle (“Hey, boss. Here’s another one for you to solve”). This leads to him or her becoming ever busier while team members’ growth is stunted, and the organization slows down to the pace of the stressed-out manager.

The sad story of hard driving entrepreneurs or upwardly mobile and ambitious managers choking their organization’s growth is an all too familiar one. These entrepreneurs and managers become the barrier to the organization reaching its next level of growth. These managers don’t make the transition from running operations to building a team that runs operations. Their own stunted leadership growth prevents them from making the critical transition from driving and directing to coaching and developing.

Countless studies show leaders with highly developed coaching skills have a huge impact on their team or organization’s results. For example, less than 15% of employees with leaders rated in the bottom ten percent of coaching effectiveness rate their work environment as a place where people want to “go the extra mile.” However, when leaders are rated in the top ten percent of coaching effectiveness, “going the extra mile” leaps to nearly 50% — a threefold increase. A MetrixGlobal survey found that “business coaching produced a 788-per-cent return on investment and significant intangible benefits to the business.”

This month’s Harvard Business Review features an article on “The Best Leaders Are Great Teachers.” Management professor and author, Sydney Finkelstein, (his new book is Superbosses: How Exceptional Leaders Manage the Flow of Talent) reports,

“…the best leaders I studied were teachers through and through. They routinely spent time with employees, passing on technical skills, general tactics, business principles, and life lessons… and it had a remarkable impact: their teams and organizations were some of the highest-performing in their sectors.”

A manager sees people as they are. And they’re often a growth choke point. A leader sees people as they could be — and nurtures that potential through strong coaching and development.

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Communicating and Listening Non-Judgmentally: Tools for Dealing with Mental Health Issues in the Workplace

I am finding as I train, coach and mediate that the issues in the workplace are becoming more complex. In recent events, some high profile individuals have come to the attention of the media as a result of their actions. We are finding mental health issues are more of a concern and the means to address them is less easy. In this article, I am attempting to share some tools you may want to engage in when speaking with your colleagues or employees.

Communication is not just saying words; it is creating correct understanding. Active listening is an essential skill in the communication process. Dr Marius Pickering from the University of Maine identifies four characteristics of empathetic listening.

Continue reading

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Advantages of Progressive Web Applications

Progressive web apps are causing a paradigm shift for software development. Traditionally, the development of an app meant knowledge of native languages such as (but not limited to) Java, Objective-C or Swift. It also meant jumping through the hoops and hurdles of getting yourself listed on those pesky Apple and Android App Stores. Now however, the development of apps can be made accessible to us lowly HTML, CSS and JavaScript coders. Before we continue on about the benefits of progressive web apps, it may be beneficial to explore their predecessor: Traditional Web Apps.

Traditional Web Apps

Traditional web apps differ from native apps because rather than an app icon on your screen; they are made accessible through a web browser. They are beneficial because unlike native apps, they are easier to maintain due to their common code across various platforms. Most importantly however, they don’t require visiting an app store for download.

However, web apps are not without their own shortcomings; as they are not installed directly on your mobile device—without internet connectivity, a web app is relatively useless. Hybridizing mobile and traditional web apps however create a new entity, one that takes advantages of the strengths in both native mobile and web applications: Progressive Web Apps.

Progressive Web Apps

Progressive web apps are a hybridization between native, and traditional web apps. Progressive web apps are progressive because they work in old and new browsers, although they benefit from the use of modern browsers and features. They also deliver a more app-like user experience. Like native applications, PWA’s can have icons placed either on your desktop, or in your toolbar, providing easy application accessibility. By combining the native and traditional web applications, PWA’s are able to achieve the benefits of each, while mitigating their shortcomings. In fact, Pinterest – a popular image sharing site – experienced a 40% increase in time spent on their site, and 44% higher user generated ad revenue after implementing their new progressive web app.

Benefits

A major advantage to using progressive web apps is the avoidance of app stores, and their strict regulations. Another important benefit not to be overlooked, is the growing presence of “app fatigue”. The 2017 U.S. Mobile App Report revealed an astonishing 50% of smartphone users in the US download NO apps per month. By focusing more on the user experience, PWA’s can provide more value to your customers, and your organization.

Arguably one of the most important features of a progressive web app is its flexibility, although originally intended for mobile use, PWA’s function just as well on desktop, television, and tablet screens. Offline mode is also of benefit, as information a user has accessed previously is available for use and viewing without the need of an internet connection; something native apps have yet to accomplish.

In terms of maintenance, progressive web apps also boast simplicity over their app-store-distributed counterparts. Rather than having to submit an update packaged file to the app-store, PWA’s can simply be updated directly through the server.

Limitations

So far you might be thinking – “why would anybody choose native over progressive web apps?”. However, there are a few shortcomings associated with obtaining your own web app. The main downfall is the lack of support on iOS devices, limiting your applications reach. Secondly, unlike native apps downloaded directly onto your phone, these web applications are unable to sync with your phones functionalities. Things like GPS location, calendars, contacts, or any other features native apps typically interface with, are unavailable to PWA’s.

Conclusion

Progressive web apps are changing the face of software development. Not only do they experience a variety of user benefits, but they also improve performance overall—see Pinterest’s Progressive Web App Performance Case Study. Increased time spent on site, increased ad revenue, as well as conversions are just a few of the benefits you can expect from replacing your native application with a web application.

Overall, PWA’s are:

  • Easier to develop
  • More useful for users
  • Easier to install, maintain, and keep secure
  • Easier to grow as your company grows
  • Can be run on any type of device (desktop, mobile, tablet)

Let’s discuss your next web-based application. Contact us directly at 1-800-650-8882 or fill out a contact us form on our website and we’ll help you determine how to make your next progressive web app a massive success!

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Implementation of an Enterprise-wide Common Street Address Database for the City of Hamilton

Problem

The City of Hamilton has many service delivery applications utilizing and storing resident addresses. For example, street addresses are solicited from the resident in a free form method and are never validated against a common address database.  Thus, the City has numerous instances of address databases that are not accurate or consistent, which are used on a daily basis to communicate to the residents. In many cases, these address databases are misused and often invalid addresses cause breakdown of communications.  This has led to embarrassment for the City, anger by the residents and in some cases legal action.

Challenge

The challenge is to establish a single authoritative address database which all service delivery applications can valid against.  Establishing which is most correct and then comparing others to get the best of breed is the greatest challenge.  Other challenges are the adoption of a single authoritative database, “clean up” existing databases and encourage application stewards to use the single authoritative database as truth.

Resolution

The City engaged a subject matter expert to help collect business requirements, design a solution and implement this solution. The technical solution consisted of a consolidated database model, application database cleanup, address maintenance tool, redlining tool for identifying address issues and a method to deliver addresses to other service delivery applications.

Also a sustainability model to ensure that addresses were maintained accurately and on a timely basis by identified stewards. The address model would ensure that new or updated addresses would be available to other service delivery applications.

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Announcing New CAMA/muniSERV Partnership!

This is an exciting new partnership for both muniSERV’s professional and municipal members!

Our professional members immediately get more exposure for their professional profile and for their ads on muniSERV – and our municipal members who are CAMA members get access to more resources and discounts off muniSERV’s paid services. 

Here’s CAMA’s Official Release:

CAMA Announces New Partnership with muniSERV.ca

CP News Release – Released on: May 29, 2018

Municipal association partnership with muniSERV.ca will benefit members nationwide

FREDERICTON, New Brunswick, May 29, 2018 (GLOBE NEWSWIRE) — The Canadian Association of Municipal Administrators (CAMA) is pleased to announce a new partnership with muniSERV.ca – Canada’s leading online platform to connect municipalities and the businesses that serve them – that will benefit its members nationwide.

The partnership will allow CAMA members easily to find qualified consultants specializing in municipal matters, post a Request for Proposal, bid or tender, find a CAO, post a CAO job, see and submit events of interest to municipal administrators, and even sell surplus equipment.

The partnership also provides for some great discounts to other special services, including the following:

  • muniLEARN – an end-to-end collaborative learning management system platform with access to over 900 accredited digital courses for any size municipality and
  • muniJOBS – coming soon is the only online career and recruitment platform in Canada with a 100% municipal focus that provides candidates with both matching and searchable job postings.

Registration is free for CAMA members, and it takes less than a minute to join. Once a municipality is registered, any member of the team can also join and access the services available.

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Media Contacts:

CAMA: Stacey Murray, 506-261-3534, admin@camacam.ca

muniSERV: Susan Shannon, Founder & Principal, muniSERV.ca, 855.477.5095, sshannon@muniserv.ca

About muniSERV.ca

muniSERV is Canada’s leading online solution for helping municipalities and professionals connect.  We help municipalities save time and money searching for the consultants & CAOs they need, while offering professionals the opportunity to showcase their profile and services to get found and grow their business. www.muniserv.ca

About CAMA

The Canadian Association of Municipal Administrators (CAMA) is a national, non-profit association open to all Chief Administrative Officers / City Managers and any person employed in a senior management position that reports directly to a CAO. With a membership of over 600 senior municipal employees from all parts of Canada, CAMA collectively represents more than 70% of the nation’s population. www.camacam.ca

 

 

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The Benefits of a Website Built with Responsive Web Design

Responsive web design is a relatively new approach to web design that seeks to optimize the web browsing experience for multiple devices. With the rise of smartphone and tablet usage over the last decade, the importance of having a website that displays beautifully on any medium is not only an opportunity for increased revenue, but is crucial for surviving as a company over the next decade.

With responsive web design, as a screen size increases or decreases, images and text on a website scale to fit the to the user’s web browser, ensuring that the all web content is displayed in its best form. So whether you’re accessing the web via a smartphone, tablet, desktop computer and so on, responsive web design provides you with a seamless and fluid browsing experience.

Here are the top 5 advantages to having a website built with responsive web design:

CoreSolutions Devices with Responsive Web Design
    1. Website and Web Application Adaptability

Responsive web design offers a browsing environment that can accommodate any mobile product, along with the traditional desktop computer. With respect to mobile devices, responsive web design provides a web browsing experience with minimal pinching and resizing, as web content almost naturally fits with the shape and size of the screen size. The bottom line is that responsive frameworks dynamically adjust to the device that is being used to access the web application.

In today’s global market, characterized by a variety of mobile options and with that varying mobile device screen sizes, having a website or web application that is mobile-friendly and provides the best overall user experience, is crucial to generating new revenue for your business. Since responsive web design functions to optimize web browsing from any browsing device, there is no need to build dedicated websites and web applications for each web browsing demographic. Rather, a solution built on responsive web design will effectively and efficiently handle both desktop and mobile web browsing.

    1. Mobile Usability and a Lower Bounce Rate

With mobile web browsing set to overtake desktop web browsing in the not too distant future as the number 1 method for browsing the internet, it’s imperative that organizations upgrade their websites so that they’re mobile-friendly. Responsive web design is tailored for the mobile web browsing experience and as a result, will provide you with a lower bounce rate due to the ease-of-use navigating the internet on mobile devices. Compare this with the bounce rate for non-responsive web design based websites accessed via mobile devices and the difference is astounding. If your website is not optimized for this mobile web browsing demographic, then you risk increasing your bounce rate. By providing mobile users with a seamless and fluid browsing experience, responsive web design will keep visitors on your website for extended periods of time, thereby assisting in lowering your website bounce rate.

Lady with piggy bank
    1. Long Term Savings on Development Costs

Although the upfront development hours and costs are greater, the long term return on investment for websites and web applications built on responsive web design is abundantly clear – you will save time and money by avoiding the cumbersome process of managing and updating a mobile version and a desktop version of the same application. With responsive web design, organizations can make updates in one location that will accommodate for both desktop and mobile web browsing experiences.

    1. Maintain and Potentially Increase Google Rankings

On April 21st 2015, Google released its mobile-friendly algorithm update, also known as the “Google Mice Update” or “Mobilegeddon,”with the goal of increasing the visibility of mobile-friendly websites, while simultaneously, pushing mobile-friendly websites to the top of google search results from mobile devices. It’s abundantly clear that Google’s mandate in this update is to assist with shifting web-browsing into a mobile dominated world. With a mobile-friendly website, there’s also the opportunity to snag new mobile business from a competitor whose website is not up to mobile standards.

So what’s Google’s number one suggestion for adhering to this new mobile-friendly standard? It’s having a website built on responsive web design! Technically-speaking, on its own, complying with Google’s new mobile-friendly standard won’t directly increase your Google search rankings on mobile devices – on the contrary, it will allow you to maintain your position and you won’t be penalized – what will allow you to leap-frog the competition in mobile search results is being the first to take the jump to optimize your website or web application so that it’s mobile-friendly.

In addition, responsive web design will assist with increasing your SEO, as Google crawlers will only have to search one website for your information, as opposed to non-responsive web design web applications that force Google crawlers to search separate mobile and desktop websites to index content. This means that you can house and optimize all your metadata for SEO in one area, making life easy on Google crawlers, & as a result, organically driving traffic to your website.

    1. Your Company Will Be Prepared for the Shift into the Mobile Dominated Web Browsing World

With mobile web browsing set to surpass desktop web browsing as the preferred way of surfing the internet, updating your website so that it’s mobile-friendly will not only assist your company in the present, but it will prepare you for the shift into a mobile web browsing dominated world. Responsive web design will put your company in a position where you are ready for this change in demographics.

Why Use Responsive Web Design?

In the end, it can be boiled down to one major organizational advantage: web applications and websites created using responsive web design will, if assembled correctly, save you time and money in the long run. You won’t have to maintain two separate websites for desktop and mobile, meaning that you will only be required to update one application. Your application will also be optimized for all browsing experiences and compliant with Google’s new mobile-friendly standard. And since your website will be mobile-friendly, there is the potential to increase your Google rankings on searches from mobile devices, along with the opportunity to improve your SEO.

Let CoreSolutions develop your next website or web application using responsive web design. With our extensive experience in software development, we’ll take your project from initial concept through to full implementation and beyond. Contact us today at 1-800-650-8882 to learn more about how CoreSolutions can make your next web development project a success!

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Strategies to Overcoming Unconscious Bias in the Workplace

Unconscious bias is hitting the news. From Bay Street to Main Street to Starbucks the impact of unspoken bias is real and harmful to the workplace. Bias stands in the way of making correct decisions in hiring and promoting. It also has a vital impact on your staff and the workplace in general. Let’s explore how we can become aware of our own bias and stop it in the workplace?

 

First, let’s define it. “Unconscious bias refers to a bias that we are unaware of, and which happens outside of our control. It is a bias that happens automatically and is triggered by our brain making quick judgments and assessments of people and situations, influenced by our background, cultural environment and personal experiences. (ECU: 2013 Unconscious bias in higher education) 

 

We all have a bias. The question is, do we identify it and then what do we do about it? In addressing one of the most crucial training issues facing the workplace today, unconscious bias, employers can assist in creating an inclusive, civil and respectful workplace. 

 

Research indicates that unconscious biases are prejudices we have, yet are uninformed of. They are “mental shortcuts based on social norms and stereotypes.” (Guynn, 2015). Biases can be based on skin colour, gender, age, height, weight, introversion versus extroversion, marital and parental status, disability status (for example, the use of a wheelchair or a cane), foreign accents, where someone went to college, and more (Wilkie, 2014). If you can name it, there is probably an unconscious bias for it.

 

Hence if we think we are unbiased, we may have unconscious adverse thoughts about people who are outside our own group. If we spend more time with people from other groups, we are less likely to feel prejudice against them.

 

This universal tendency toward unconscious bias exists because bias is rooted in our brain. Research shows that our brain has evolved to mentally put things together to make sense to us. The brain sorts all the information it is blasted with and labels that information with universal descriptions that it may rapidly access. When we categorize these labels as either good or bad, we tend to apply the rationale to the whole group. Many of the conclusions are taken from previous experiences and learnings.  

In an article, “The Real Effects of Unconscious Bias in the Workplace”, a few of the known unconscious biases that directly impact the workplace include:

  • Affinity bias is the tendency to warm up to people like ourselves.
  • Halo effect is the tendency to think everything about a person is good because you like that person.
  • Perception bias which is the inclination to form stereotypes and assumptions about specific groups that make it awkward to make an objective judgement about members of those groups. 
  • Confirmation bias is the openness for us to pursue evidence that sanctions our pre-existing beliefs or experiences. 
  • Group think is a bias which occurs when people attempt to fit into a specific crowd by mirroring others or holding back opinions and views. This results in individuals losing part of their characteristics and causes workplaces to miss out on originality and creativity.

Horace McCormick’s research found more than 150 identified unconscious biases, making the task of rooting them out and addressing them daunting. For many organizations, however, identifying as many as possible and eliminating them has become a high priority.  

 

You can address discrimination issues by increasing your awareness of your unconscious biases, and by developing strategies that make the most of the talents and abilities of your team members. 

Unconscious behaviour is not just individual; it influences organizational culture as well. This explains why so often our best attempts at creating corporate culture change with diversity efforts seem to fall frustratingly short; to not deliver on the promise they intended.

 

What you can do: 

  • Be aware consciously of your bias 
  • Focus more on the people, on their strengths
  • Increase Exposure to Biases
  • Make small changes 
  • Be pragmatic 
  • Challenge stereotypes and counter-stereotypical information 
  • Use context to explain a situation 
  • Change your perception and relationship with out-group members 
  • Be an active bystander 
  • Improve processes, policies & procedures  

Also, managers can play a crucial role in unearthing these hidden biases by declaring their intentions to be non-biased. They can also provide transparent performance appraisals that emphasis on the employee’s exceptional abilities and skills, and grow a stronger mindfulness of their own unconscious principles.

 

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