How should an employee handle leadership bias when it’s detrimental to the team?
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Yesterday, in my post on leadership bias, todays question was asked by one of the respondents. I felt that it needed a bit more explanation than what I provided yesterday.

Handling leadership bias when it's detrimental to the team can be challenging, but there are some things the team can do to address the issue.

First, it's important that the team recognizes and understands the bias at play. What are the specific ways in which the bias is negatively impacting the team?

Keep a written record that supports your observations. Specific instances or examples where the bias has affected the leaders decision-making or team dynamics. Having these examples will strengthen your case when bringing up the issue.

Find an appropriate time and place to address the issue. Be respectful with your leader, don’t publicly confront them and don’t be confrontational.

In a calm, matter-of-fact manner, express your concerns and observations. Do this in a constructive manner. Focus on the impact of the team rather than attacking the leader.

Be prepared to offer alternative suggestions or solutions. Sometimes leaders get stuck and the suggestion you make could be what’s needed to right the ship again.

Unfortunately, there may be times that the leader is unresponsive. When that happens, consider discussing the issue with HR. If you company has another alternative before HR, by all means follow that process.

Never stop working on yourself. Seek opportunities to enhance your own skills, knowledge, and experience All of these areas will help you navigate the challenges.

Remember, addressing leadership bias requires persistence and patience. It may take time for changes to occur, so continue to advocate for fairness and inclusivity within your team.

Go and make a difference in someone’s life today!

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