Revision as of 18:57, 9 May 2023

Introduction

The purpose of this article is not to provide more information about how biases are harmful to us, or to explain why it is essential to check for biases when working with a team on projects that involve important decisions that carry risks. Rather, it intends to offer an alternative perspective by looking at the "other side of the coin". By doing so, can be demonstrated how this way of thinking may improve decision-making by taking into account other factors that are sometimes overlooked, such as passion, emotions, and deep knowledge of the subject matter and more.

Abstract

Biases are often mistaken for poor decision-making when dealing with tough decisions and uncertainties. However, they are often just misinterpretations of people who have previously made bad decisions in the wrong circumstances, which have led to the current understatement of bias. This article aims to show that biases can be used in a positive way by being passionate and thoughtful about a specific subject and then applying those biases to take projects to the next level.

Therefore, biases can become a different way of evaluating solutions, and perhaps even a better way of taking risks. When people look at things from their unique perspective and bring their own knowledge to a project, it can be an important upgrade to the project. Passion comes with a mix of important perspectives that are often missing from projects, which can bring alignment, satisfaction, and a sense of ownership to the project. People who like their job are much more willing to do everything to ensure the project becomes a success. Therefore, people with passion and understanding are more likely to make better decisions than those without it. This way of tackling decisions and problems can have a huge positive impact on how projects are developed.

However, passion can sometimes lead to unpredictability, and if not managed properly, it can lead to unsafe decision-making. Therefore, it is necessary to use other tools to counteract the "dark side" of biases. Although biases can sometimes lead to difficult and poor decisions, it is important not to ignore the potential of good ideas that can come from exploring projects in this way. Passion and knowledge are often ignored and left out of projects because decisions are not filtered properly, leading to problems that could have been solved.

To address the downsides, it is important to use useful tools to evaluate and reflect on decisions and filter them well enough to bring out the best aspects.

What is a Bias?

Bias is a phenomenon that is ingrained in human nature, as the Oxford Dictionary defines it as "a strong feeling in favour of or against one group of people or one side in an argument, often not based on fair judgement" ^[1]. This same dictionary acknowledges that bias is a negative aspect that all humans possess, stemming from the way we think, act, and feel about various matters. Our personal opinions on a subject often result from our upbringing, education, financial status, travel experiences, life experiences, and our openness to change. Although biases are inherent in every individual, it does not necessarily make an opinion wrong or bad.

However, biases can also have a negative impact, leading to harmful behaviour towards others. This is commonly referred to as the "dark side" of biases, and it can significantly affect the way we do things if not controlled or taken into consideration carefully. More information on this topic can be found in the article, "Biases in Project Management" ^[2]

It is crucial to strike a balance between our beliefs and what is right, as biases have been used in the past to justify a sense of superiority or supremacy, leading to harm and injustice. In modern society, it is essential to acknowledge and consider biases when striving for the best approach to doing things. Biases will always exist, so it is better to work with them than against them. By doing so, projects can become more unique, successful, and ultimately, have a greater impact.

Therefore, it is important for individuals and companies to recognize and understand their biases, creating an inclusive and diverse work environment that values different perspectives and experiences. By fostering an environment that encourages open communication and collaboration, individuals can work together to achieve common goals and make progress towards a better future.

What is the bright side ?

Bias can have a positive impact on a workplace by encouraging individuals to express themselves freely, leveraging their unique perspectives and experiences to enhance the way things are done. This can lead to a more diverse and creative work environment, where employees feel valued for their individuality.

Trust is another crucial element in creating a positive work environment. When managers trust their employees to do their job, it can increase motivation and productivity. Employees who feel trusted are more likely to take ownership of their work and make independent decisions, leading to better project development, improved products and services, higher customer satisfaction, and increased sales.

By valuing diversity, encouraging self-expression, and fostering trust, companies can create a workplace that is both productive and fulfilling for employees, ultimately leading to greater success for the company as a whole. ^[3]

To achieve a position where biases are embraced and the bright side of the coin is seen, several steps need to be taken.

• The process can commence by identifying the right candidates for a job or project, or by providing training to capable individuals who fulfil parts of the job application. This ensures that companies do not miss out on the opportunity to recruit workers who may be a perfect fit, but lack experience.

• However, it's not just about finding the right people for the job. It's also important to create a work culture where biases are acknowledged and addressed. This involves promoting diversity, equity, and inclusion (DEI) practices, which can include training sessions, workshops, and mentorship programs. DEI initiatives^[4] help to create a safe and supportive work environment, where all workers feel valued and respected regardless of their background, race, gender, or any other characteristic.

• Creating a sense of ownership in workers towards the company and their projects is vital. Connecting people's purposes and hobbies with their work enables them to enjoy their work and feel empowered to execute their jobs in their own unique way, while also inspiring them to work harder to achieve goals and complete projects to the highest possible standard. This can be achieved by providing workers with autonomy and flexibility, allowing them to approach tasks in their preferred way, and by acknowledging their achievements and contributions to the project.

• Maintaining trust and involvement with workers is equally important. This can be achieved by providing them with the necessary tools to perform their duties, encouraging them to ask questions, and providing incentives based on job performance and meeting deadlines. Moreover, companies can inspire their workers by encouraging them to participate in other projects or activities that they are interested in, and which are related to their work. This can include attending industry events, training sessions, or other educational opportunities that can help to enhance their skills and knowledge.

• Building trust and involvement requires companies to invest time in getting to know their workers better. Basic information such as their hobbies, interests, and things they want to learn can help companies to understand their perspectives and potentially lead to the generation of innovative ideas to solve problems in their projects. Moreover, creating a working environment where people of different nationalities can work together and share their beliefs and ways of doing things is also essential. Companies can also organize weekly activities or create groups based on shared interests or hobbies, which can help to promote social interaction and improve team dynamics.

• The Danish flat non-hierarchical way of working is a significant advantage for developing a sense of involvement, respect, and a space where everyone is encouraged to contribute to the project. Companies should consider adopting this approach to improve their projects and products, as it ultimately yields great results. In conclusion, by embracing biases and promoting diversity, equity, and inclusion practices, companies can create a positive work environment where workers feel empowered to contribute their unique perspectives and talents to achieve success. ^[3]

How to be on the bright side?

Now that there is possible to see the other side of the coin, what can we possibly do to embrace biases and flip the coin towards its bright side view?

Here are some examples of tools that can be used to find the right track or to work with the bright biased side and how:

Decision Matrix^[5]

• The decision matrix is a simple tool which can help to understand the different possibilities in between different decisions that are needed to take. This is a fair tool because it allowed the complete team to get involved in the decision, which includes their way of thinking in the final solution ^[5] this tool can be optimized when every decision is weight depending on their importance/relevance and so decisions ended up being aligned with the project/company or towards a common goal.

• Robust decisions making is a much more complex tool and it could replace a risk assessment process because it analyzes pre-information that sometimes is superficially looked at, and that is definitively needed to be observed. ^[6]

• Choosing advantages ^[7]

• ^[8], all these tools can maintain harmony and the "down to earth" decision-making so errors can be avoided at maximum.

Examples to follow

Limitations

People jump straight to defend their beliefs without filtering the ugly side Perfect Fit worker

References

1. ↑ "Oxford dictionary"oxfordlearnersdictionaries.com/definition/english/bias_1?q=Bias.
2. ↑ “Biases in Project Management - apppm.”<http://wiki.doing-projects.org/index.php/Biases_in_Project_Management.
3. ↑ ^{3.0 3.1} “Positive organizational behaviour: A reflective approach”
4. ↑ “DEI”https://https://journals-sagepub-com.proxy.findit.cvt.dk/doi/10.1177/14705958221136707/
5. ↑ ^{5.0 5.1} “Decision Matrix - Template” https://venngage.com/blog/decision-matrix.
6. ↑ “Robust decision making - apppm” http://wiki.doing-projects.org/index.php/Robust_decision_making.
7. ↑ “Choosing by Advantages (CBA) - apppm” http://wiki.doing-projects.org/index.php/Choosing_by_Advantages_(CBA).
8. ↑ “Robust Decision Making under Deep Uncertainty - apppm” http://wiki.doing-projects.org/index.php/Robust_Decision_Making_under_Deep_Uncertainty.