The Bright Side Of Bias

Introduction

Biases have long been considered an obstacle in the way of objective decision-making. This belief has been so ingrained in our minds that we often forget to look at the other side of the coin, where biases can actually be an asset. While biases can indeed cloud judgment and lead to bad desition making, but they can also be a source of motivation, inspiration, and innovation. The purpose of this article is not to dismiss the importance of objectivity, but rather to demonstrate how biases can be utilized in a constructive manner to improve decision-making and produce better outcomes.

By acknowledging and embracing biases, is possible to unlock and direct passion and emotions, and channel them towards achieving goals. For instance, someone with a bias towards environmental sustainability may be more inclined to develop eco-friendly products or advocate for policies that reduce carbon emissions. This bias can be a driving force behind innovation, as it leads to a deep understanding of the subject matter and a desire to create something that aligns with people's values and beliefs.

Then biases can also create a sense of ownership and commitment towards a project. Then people truly invest time and energy into something and are more likely to see it through and do whatever it takes to make it a success. This level of dedication and persistence can be invaluable when working on complex projects that require a lot of effort and resources to achieve a positive outcome.

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?

Implicit 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" . 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"

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.

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 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.

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

• The decision Matrix decision making process is a critical aspect of project management and organizational success. One tool that can be particularly useful in making decisions is the decision matrix. This tool offers a structured and logical approach to weigh different alternatives and identify the best course of action. The decision matrix works by creating a table with the available options or solutions as rows, and the criteria or factors that are relevant to the decision as columns. Each criterion is assigned a weight based on its importance, and each option is rated on a scale based on how well it meets the criterion. The scores are then multiplied by the weight, and the total is calculated for each option, resulting in a final score for each alternative. The alternative with the highest score is considered the best option.

• Robust decision making (RDM) is an organisational decision-making process that aims to identify effective strategies for dealing with high uncertainty. RDM is often used in situations where the decision-maker is faced with incomplete or contradictory information, or where there is a high degree of uncertainty about the future. The RDM process involves several phases: formulating the problem, developing alternative strategies, evaluating these strategies under different or assumed scenarios, and selecting the most robust strategy based on its performance under a range of possible future scenarios.

CBA Steps

• The Choosing Advantages (CBA) method is a decision-making system that involves evaluating 7 key elements: Identifying alternatives, defining factors, establishing criteria for each factor, describing attributes for each alternative, determining advantages for each attribute, evaluating the importance of each advantage, and assessing costs. Although it may appear complex, this method utilizes a simple matrix to compare different solutions and explore each one in-depth. By eliminating similar options and focusing on the most promising ones, this process helps to determine the optimal solution.

These decision tools are just a few of the wide variety available to project teams, each with its advantages and disadvantages. Effective decision-making is a critical component of the success of any project or enterprise. To ensure harmony and minimise errors, it is important to use a variety of decision-making tools.

One of the biggest challenges in decision-making is avoiding biases and beliefs that can skew the process. It is essential to be aware of potential biases and to work with teams to filter out any decisions that may be based on personal beliefs rather than objective criteria. By establishing clear decision-making processes and working collaboratively to understand the perspectives and backgrounds of all team members, the risk of biased decision-making can be minimised.

Trust and communication are also vital components of sound decision-making. When team members work together in a supportive and collaborative environment, they can establish mutual trust in each other's capabilities. This creates a more open and transparent decision-making process, where everyone's opinions and perspectives are valued and taken into account. But all this will only be fluent if the team really knows each other and understand the why behind every comment and decision.

Example to follow

Here is a specific example where we can find that the light biased can be a kickstart to achieve great things.

Beosound Level

Bang & Olufsen is a company that has been known for years for producing high-end electronics made with the finest materials. While they have always been committed to creating products that are durable and long-lasting, they also understand that the impact their products have on the environment and society as a whole is important. In recent years, the company has taken a step towards sustainability and circularity, focusing on recyclability and upgradability with the direction of one of its project managers which brings Beosound Level to live. "Level is the world's first Cradle to Cradle Certified speaker (bronze level). Cradle to Cradle is the global standard for products that are safe, circular and responsibly made. That means you can easily upgrade it as technology evolves, if the battery runs out or if you want to change the colors. Next year or a decade from now. That's part of future-proofing our products".

The launch of the Beosound Level marked a turning point for the company, as it was the world's first Cradle to Cradle Certified speaker, achieving a bronze level certification. This means that the product is safe, circular, and responsibly made, and is designed to be easily upgraded as technology evolves or if the user wants to change the colors or replace the battery. The Beosound Level is a game-changing electronic product that can be recycled, repurposed, and upgraded, and it represents a significant step forward not only for Bang & Olufsen but for the entire electronic products industry.

This incredible product was developed by a manager with a strong circular perspective, who worked closely with SDGs and green products. He was supported by a team that trusted him and themselves, which allowed him to keep developing the product and work towards a game-changing electronic product that can be recycled, repurposed, and upgraded. Although the development of this product was not without its challenges, the team's trust and belief in their leader's vision allowed them to push through and create something that is not only significant for Bang & Olufsen but also for the entire electronic products industry.

The success of the Beosound Level is a perfect example of how bright biases, when combined with trust and teamwork, can lead to game-changing solutions that benefit society as a whole. Biases are often seen as negative traits, but when used in a positive and constructive way, they can become powerful tools to achieve great things. The professional backgrounds and expertise of the team members allowed them to combine their knowledge and ideas to further develop the product, and the trust they had in each other allowed them to create an environment where they could follow their beliefs and further develop as individuals.

This trust and freedom to develop as individuals is essential in today's fast-paced and competitive world, where individuals need to be given the chance to explore and pursue their passions. When companies create an environment that allows their employees to grow and develop in this way, they create a culture of innovation and creativity, where bright biases are seen as assets and not liabilities. This culture of innovation and creativity not only benefits the individuals and the company, but it also benefits society as a whole by creating game-changing products and solutions that are sustainable and beneficial for everyone. It is inspiring to see that when people are allowed to follow their beliefs, trust each other, and have the freedom to develop themselves, they can achieve great things. Biases are not something that we should avoid, but instead, they can be a tool to achieve success when combined with trust and teamwork.

Limitations

• Biases are an inherent part of human nature, and they can often manifest in ways that are not immediately apparent. One of the most common examples of this is the tendency to defend one's beliefs without considering the potential negative consequences. This can lead to a lack of openness and empathy towards others, making it difficult to evaluate situations objectively and make informed decisions.

In some cases, individuals may be so convinced of their own views that they are not interested in hearing alternative perspectives. This can be particularly problematic in team settings, where collaboration and communication are essential for achieving shared goals. When team members are not willing to listen to each other, it can lead to misunderstandings, conflicts, and ultimately, a failure to achieve the desired outcomes.

This issue is particularly common in hierarchical organizations where there is little room for dissenting opinions. In these contexts, individuals may feel reluctant to speak up or offer feedback, fearing retribution or criticism from those in positions of power. This can create a culture of silence, where problems are not addressed and opportunities for improvement are missed.

• While it may be easy to talk about finding the perfect fit for a company, actually achieving it is a much more challenging task. Many Danish companies are exploring different approaches to identify the ideal candidate, but in doing so, they risk overlooking candidates who may not be an exact match but have a lot of potentials to become valuable members of the team.

It's important to recognize that the concept of a "perfect fit" can be subjective and may vary depending on the company's culture, values, and goals. While some organizations may prioritize specific skills or experiences, others may place more emphasis on personal qualities, such as teamwork or creativity. Therefore, finding the right candidate requires a holistic approach that takes into account a range of factors.

However, in the pursuit of the perfect fit, companies may miss out on talented individuals who do not check all the boxes but have the potential to grow and develop within the organization. This is particularly true for semi-perfect candidates who possess many of the required skills and attributes but may lack certain qualifications or experience.

Anotated Bibliography

• Biases in Project Management “Biases in Project Management - apppm.”<http://wiki.doing-projects.org/index.php/Biases_in_Project_Management

Here, readers can gain an understanding of biases and the various types that exist. The intention behind referencing this bibliography was to acknowledge these biases and offer a fresh perspective by highlighting their potential benefits within managerial activities, teams, and projects.

• Positive organizational behaviour “Positive organizational behaviour: A reflective approach”</ref>

This article aims to demonstrate the benefits of embracing one's true self in the workplace and how it can help managers in achieving a better understanding of their team, leading to numerous advantages for the company and its projects. Additionally, it emphasizes the importance of exploring this scenario for both individuals and companies..

• DEI initiatives ”https://https://journals-sagepub-com.proxy.findit.cvt.dk/doi/10.1177/14705958221136707/"

This article emphasizes the significance of implementing Diversity, Equity, and Inclusion initiatives in companies and for individuals. These initiatives can bring about substantial changes in the way companies operate, leading to improved performance, greater employee involvement, and alignment with the company's goals, while also promoting individual freedom to be themselves.