Podcasts about blindspot hidden biases

In this episode, Elena Armijo and Jason Frazzell dive deep into the concept of blind spots and how they affect our daily lives. Blind spots are not just limited to driving situations, but exist in all aspects of our lives, including communication, decision-making, and self-awareness. By understanding the psychological mechanisms behind blind spots, individuals can start recognizing and addressing them. Check out Elena's website to learn more about how she can support you in seeing and using the power that resides within you. Jason shares his personal journey from a sales-focused career to becoming an executive coach and facilitator. He opens up about the challenges he faced when starting his own business and the need to separate his identity from the work. Jason also expresses his desire to delve deeper into men's work, exploring vulnerability, emotional expression, and the importance of men connecting with their spirituality and plant medicine. He envisions a world where men feel seen, heard, and validated, breaking free from societal pressure to conform to traditional masculine norms. Providing a thought-provoking conversation on blind spots, self-awareness, and the evolving landscape of identity and masculinity, this episode emphasizes the importance of creating a more inclusive and empowered world for individuals of all genders. Jason recommends resources such as the "Anti-Racism Daily" newsletter and books like "Blindspot: Hidden Biases of Good People" and "How to Be an Anti-Racist".   Let's Get Social!  Want to hear more from Elena? Click here! Learn more about The C-Suite Collective Follow The C-Suite Collective on Instagram Connect with Elena on LinkedIn Jason Frazzell: Instragram  |  LinkedIn  |  Facebook  |  Website  |  Podcast   This podcast was produced by the following amazing team: Alan Meaney, Audio Engineer Aaron Boykin, Musician & Artist (Get updates about Aaron's music via Instagram) Jo van Eeden, Project Manager

“The search for daunorubicin's sister really led to this discovery of doxorubicin, which is an analog with much greater activity. The discovery of doxorubicin can be coined kind of as, ‘one of the best drugs born in Milan, Italy.' And after that, a few analogs were developed and tested, and two that we currently use today, are idarubicin and epirubicin,” Puja Patel, PharmD, BCOP, clinical oncology pharmacist at the Delnor Hospital Northwestern Medicine Cancer Center in Geneva, IL, told Jaime Weimer, MSN, RN, AGCNS-BS, AOCNS®, manager of oncology nursing practice at ONS, during a discussion about anthracyclines and other antitumor antibiotics. This episode is part of a series about drug classes, which we'll include a link to in the episode notes.  You can earn free NCPD contact hours after listening to this episode and completing the evaluation linked below.   Music Credit: “Fireflies and Stardust” by Kevin MacLeod  Licensed under Creative Commons by Attribution 3.0  Earn 0.75 contact hours of nursing continuing professional development (NCPD), which may be applied to the nursing practice, oncology nursing practice, symptom management, palliative care, supportive care, or treatment ILNA categories, by listening to the full recording and completing an evaluation at myoutcomes.ons.org by January 26, 2026. The planners and faculty for this episode have no relevant financial relationships with ineligible companies to disclose. ONS is accredited as a provider of NCPD by the American Nurses Credentialing Center's Commission on Accreditation.  Learning outcome: The learner will report an increase in knowledge of anthracyclines and antitumor antibiotics.  Episode Notes  Complete this evaluation for free NCPD.   Oncology Nursing Podcast: Pharmacology 101 series  ONS Voice oncology drug reference sheets  IV Cancer Treatment Education Sheets  ONS Voice articles:  The Evidence Is Building for ACE Inhibitors in Anthracycline-Associated Cardiotoxicity  Outpatient Oncology Drug Series: Doxorubicin Is the Infamous Red Devil  Clinical Journal of Oncology Nursing articles:  Nursing Alchemy: Transforming R-CHOP Information Into Essentials  Dyspnea: Common Side Effect  Cardiac Toxicity: Using Angiotensin-Converting Enzyme Inhibitors to Prevent Anthracycline-Induced Left Ventricular Dysfunction and Cardiomyopathy  Oncology Nursing Forum article: Symptom Clusters in Lymphoma Survivors Before, During, and After Chemotherapy: A Prospective Study  ONS Huddle Card: Antitumor Antibiotics  Additional healthcare professional resources:  Blindspot: Hidden Biases of Good People  Harvard University Implicit Association Test  OncoPharm Podcast  ASCO Education Podcast  Additional patient resources:  National Comprehensive Cancer Network patient resources  National Comprehensive Cancer Network patient webinars  National Cancer Institute resources for patients   To discuss the information in this episode with other oncology nurses, visit the ONS Communities.   To find resources for creating an ONS Podcast Club in your chapter or nursing community, visit the ONS Podcast Library.  To provide feedback or otherwise reach ONS about the podcast, email pubONSVoice@ons.org.  Highlights From Today's Episode  “Anthracyclines are kind of categorized as topoisomerase II inhibitors, and these agents are very powerful in that they have—it's really like three drugs in one—they have various mechanisms.” TS 3:55  “We need to create a stable environment, and so we actually cut one of the cords, and that's exactly what topoisomerase is doing. It's cutting one of the DNA strands. And in this case, it's cutting two strands, and that's why it's called topoisomerase II, so it's cutting both of the strands. It's cutting the DNA, releasing some of that tension, allowing for replication, and then rejoining that portion. So, it's a very important enzyme, and it'll go about doing this for the entire strand of DNA.” TS 4:50  “The other second mechanism is kind of the effect on DNA. So, you'll come across reading the term ‘DNA intercalation.' So, what does that word mean? When you take the word ‘intercalate,' the definition of it means ‘intrusive inserting of something in an existing series or sequence.' The analogy that I could think of here is simple: It's thinking about too many passengers squeezing in the backseat of your car. There could be safety issues, there's weight issues, there's instability maybe while driving. And that's what this doxorubicin is doing. It's sliding right in between the base pairs of the DNA double helix, destroying hydrogen bonds between those two bases, which then change the shape of that double helix. And by changing the shape, topoisomerase II, which we just talked about, can no longer go in and bind to DNA. It can't relax that super coil. And so, DNA synthesis doesn't happen.” TS 6:02  “So, the main toxicity that our listeners might be familiar with is cardiotoxicity. And also with cardiotoxicity, breaking it down a little bit, there's an onset that occurs during treatment or even years to decades, and that's kind of this delayed cardiotoxicity. Signs and symptoms of acute cardiotoxicity could vary from EKG changes present as tachycardia, tachyarrhythmia. Delayed cardiotoxicity is anything from heart failure to left ventricular ejection fraction decrease.” TS 9:41  “We're worried about heart failure in these patients. So, we might see EKG changes, we might see LVEF [left ventricular ejection fraction] changes, and we're kind of tracking these agents based on what is called cumulative dose tracking or lifetime dose. So, all of these agents have specific lifetime maximums that we need to be aware of.” TS 14:53  “So, smoking, hypertension, diabetes, dyslipidemia, obesity, or you're older in age, or perhaps you have a compromised cardiac function—you're at greater risk for developing these cardiotoxicities. An example that I've had in my clinic is I've identified some of these patients that have these risk factors, and we go into a little bit more aggressive monitoring for the echocardiogram or MUGA [multigated acquisition]. And when we put in those orders, we often get denials from insurance. We submit the guidelines in, kind of, appeals to help those patients kind of proactively realize if we're putting them in a greater cardiac risk.” TS 15:47  “One of the biggest things is for nurses to kind of look over their policies for administration for vesicants and specifically checking blood return for these agents, because many of them are given, you know, IV push. So, checking blood return every 2–5 ml is really important to make sure that you are in the right space. And then these agents, some of them can also be given continuously. So, you're thinking about, first of all, you should have a central line in for these agents because they're vesicants. But if it's being given continuous, there is something that's called anthracycline streaking, and it's not the same as an extravasation. So, I think being able to decipher the difference between the two is really, kind of, comes with experience.” TS 20:36  “I think awareness is really essential. And thankfully, you know, thankfully or not, I guess, you were with the patient for this entire time, right? Because you're pushing every 2–5 ml, you're checking. So, it's a very kind of intimate experience in and of itself. So, I think just being very vigilant is very important.” TS 22:24  “So, to talk about bleomycin here, for example, kinetically, two-thirds of this drug is eliminated renally. And so, we would think that there would need to be renal adjustments if there's renal changes. So, for creatinine clearance greater than 50, there are no renal dose adjustments. But after that, every 10 ml per minute decrease in GFR [glomerular filtration rate], there are dose reductions that are required. And this drug, in particular, has a lot of gradations in terms of renal dysfunction that I've seen.” TS 27:30  “Thinking about bleomycin, it's IV over 10 minutes, and you want to think about the lifetime maximum dose. So, when you are working up your patient, that's something to kind of think about. Dactinomycin is highly emetogenic, so making sure that there's antibiotics on board. It's also a vesicant, so thinking about vesicants precautions. Cold compresses is how you would help treat that if there is an extravasation.” TS 33:14   “I think trust is the foundation oncology really because we are asking our patients to do so many things outside of our infusion center, picking up medications, taking medications, calling us about signs and symptoms, going and getting all these imaging know. So, if there isn't that foundation of trust, having this perfect curative treatment plan may be more challenging to really be carried out.” TS 38:06  “We've developed these very powerful agents, and they're non–cell specific. So, I think the next step would be, how can we reformulate them to make them less toxic and provide more of a targeted approach? And so, perhaps an antibody-drug conjugate that is specifically attacking the lymphoma or the breast cell can deliver this chemotherapy with a cytotoxic payload is there in the horizon.” TS 39:07  “I think the misconception that ‘I will develop heart damage' is really important. Doxorubicin has the infamous name of the red devil, but I think it's important to let your patients know that heart failure increases with cumulative dosing. You know, talking to them about 300 mg/m2 is associated with a 1.5% heart failure risk. Whereas going all the way across to 500 mg/m2, now you're looking at 6%–20% probability of developing heart failure.” TS 42:30  “I think taking the time and understanding the literature. Typically, we don't start these agents with LVEF less than 50–55. There's some great review articles in JCO [Journal of Clinical Oncology] that kind of define what cardiomyopathy decrease looks like and decreases in LVEF over 10% to a value below the institutional limit of normal, I think, is a nice point to have as a value, a number to kind of work with.” TS 43:53  “Working with your nurse educator and leader to help achieve OCN®, oncology certified nurse, certification is really important. And I think live simulated experiences are really beneficial, maybe even looking at extravasations or having an infusion-related reaction, because here in the acute setting, we're really kind of in this like responsive mode. But if we practice, we can respond more deliberately and more calmly.” TS 45:05 

In this episode of Partnering Leadership, host Mahan Tavakoli reconnects with his longtime friend Howard Ross, renowned thought leader and author of the acclaimed books Our Search for Belonging: How Our Need to Connect is Tearing Us Apart and Everyday Bias: Identifying and Navigating Unconscious Judgments in Our Daily Lives. With over 25 years of collaborating to help organizations foster inclusion, they have a powerful discussion on Ross' motivations for driving positive change, his wisdom on belonging versus polarization, and practical ways leaders can sustain diversity progress. Some Actionable Takeaways:- Hear Howard Ross' guidance to leaders in balancing employee belonging with complex stakeholder needs.- Discover how storytelling and sharing narratives can strengthen connections and understanding.- Find out Howard Ross' perspective on political polarization, social media impacts, and having courageous conversations across divides.- Get Howard Ross' advice on sustaining organizational diversity progress rather than short-lived reactions.Recommended Resources: - Our Search for Belonging: How Our Need to Connect is Tearing Us Apart by Howard Ross- Everyday Bias: Identifying and Navigating Unconscious Judgments in Our Daily Lives by Howard Ross - Blindspot: Hidden Biases of Good People by Mahzarin R. Banaji and Anthony G. Greenwald -Partnering Leadership conversation with Howard Ross on his leadership journey Connect with Howard Ross:Howard Ross Website Howard Ross on LinkedIn Connect with Mahan Tavakoli: Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website

“Accessible and authoritative . . . While we may not have much power to eradicate our own prejudices, we can counteract them. The first step is to turn a hidden bias into a visible one. . . . What if we're not the magnanimous people we think we are?”—The Washington PostI know my own mind.I am able to assess others in a fair and accurate way.These self-perceptions are challenged by leading psychologists Mahzarin R. Banaji and Anthony G. Greenwald as they explore the hidden biases we all carry from a lifetime of exposure to cultural attitudes about age, gender, race, ethnicity, religion, social class, sexuality, disability status, and nationality.“Blindspot” is the authors' metaphor for the portion of the mind that houses hidden biases. Writing with simplicity and verve, Banaji and Greenwald question the extent to which our perceptions of social groups—without our awareness or conscious control—shape our likes and dislikes and our judgments about people's character, abilities, and potential.In Blindspot, the authors reveal hidden biases based on their experience with the Implicit Association Test, a method that has revolutionized the way scientists learn about the human mind and that gives us a glimpse into what lies within the metaphoric blindspot.The title's “good people” are those of us who strive to align our behavior with our intentions. The aim of Blindspot is to explain the science in plain enough language to help well-intentioned people achieve that alignment. By gaining awareness, we can adapt beliefs and behavior and “outsmart the machine” in our heads so we can be fairer to those around us. Venturing into this book is an invitation to understand our own minds.Brilliant, authoritative, and utterly accessible, Blindspot is a book that will challenge and change readers for years to come.Praise for Blindspot“Conversational . . . easy to read, and best of all, it has the potential, at least, to change the way you think about yourself.”—Leonard Mlodinow, The New York Review of Books“Banaji and Greenwald deserve a major award for writing such a lively and engaging book that conveys an important message: Mental processes that we are not aware of can affect what we think and what we do. Blindspot is one of the most illuminating books ever written on this topic.”—Elizabeth F. Loftus, Ph.D., distinguished professor, University of California, Irvine; past president, Association for Psychological Science; author of Eyewitness Testimony

Kadie Ward, Commissioner and CAO of Ontario's Pay Equity Commission, and Dr. Anthony Greenwald, Professor Emeritus, University of Washington, and co-author of “Blindspot: Hidden Biases of Good People”, discuss hidden or implicit biases that contribute to the gender wage gap. Together, they review possible approaches to remedying discriminatory biases.The papers referred to in this episode can be found at: Project Implicit (Implicit Association Tests) Implicit-Bias Remedies: Treating Discriminatory Bias as a Public-Health Problem To see the full Level the Paying Field series, visit www.levelthepayingfield.ca.

Inclusion starts with each of us.This episode is part of the series: The Practice of Building a More Inclusive Community. In this episode, we explore the practice area we call Self Work. Along the way, Emma Winiski and I will discuss and share ideas for how each of us can progress on our personal journey toward inclusion and equity and why our practice of Self Work is essential to building a more inclusive community. Full transcript HERE. Related State of Inclusion Podcasts:The Practice of Building a More Inclusive Community: Part 1 (an overview)The Practice of Building a More Inclusive Community: Part 2 (an overview) Additional Resources:Do the Work! An Anti-Racist Activity Book, by W. Kamau Bell and Kate Schatz (Links to my Bookshop.org site)Explore your own biases at Project Implicit.Belonging: A Weekly Practice  This is a weekly practice session over ZOOM that is sponsored by the Othering & Belonging Institute.Resources for White Allies, from the University of Wisconsin - MadisonLearn more about Life After Hate.The End of Bias: A Beginning, by Jesica Nordell (Links to my Bookshop.org site)Blindspot: Hidden Biases of Good People, by Mahzarin R. Banaji and Anthony G. Greenwald (Links to my Bookshop.org site)Inclusion Starts With I: Eight Steps to Inclusion: The Personal Journey, by Dr. Mary-Frances Winters (Links to Amazon.com, Please note this is a tiny book. I bought my copy used, given the current pricing.)The Essentials of Theory U: Core Principles and Application, by Otto Scharmer (Links to my Bookshop.org site)Inner Development Goals Model, developed in partnership with the UN. Emma's Bio:Emma Winiski is a second-year Master in Public Policy candidate at the Harvard Kennedy School. Previously, she worked as a researcher in the Health Policy Center at the Urban Institute, where her work focused on substance use disorders. In 2018, Emma started working with Ame at State of Inclusion as she finished her undergraduate degree at Furman University.

Creating a diverse, equitable, and inclusive classroom requires dedication and effort. But the efforts are well worth the results. California educator, Marjorie Duffy, has seen the results firsthand.  Marjorie has been teaching Microsoft apps for over 20 years at Cosumnes River College (CRC) in Sacramento.  CRC is one of the most ethnically diverse two-year colleges in the country and Marjorie believes that adding specific, measurable skills to her students' resumes is an important part of her work. She's been delighted to be able to offer certification opportunities to her students since 2015.  During this episode, we talked with Marjorie about what it's like to work with such a diverse group of students. We talk about all different kinds of diversity (in age, in race and ethnicity, in economic standing) and the impact that diversity has on the classroom. Marjorie talks about how she's evolved her teaching approach over the years, to provide students a more inclusive learning experience. Plus, she shares how she's learned from her students. In her words, “If you want to help learners, you have to be a learner.”  Learn more about how you can empower students of color here: https://certiport.pearsonvue.com/Blog/2020/August/Empowering-Students-of-Color.  Find ways to create more gender diversity in your classroom: https://certiport.pearsonvue.com/Blog/2021/March/Closing-the-Gender-Technology-Gap.  We asked Marjorie to share her favorite books and resources that have helped her expand her views of diversity and inclusion. Here are some of her recommendations:  Blindspot: Hidden Biases of Good People The Vanishing Half Kindred Waking Up White: and Finding Myself in the Story of Race Just Mercy: A Story of Justice and Redemption Harlem Shuffle Ready to connect with your fellow educators for new ideas for your classroom? Join educators like Marjorie in the CERTIFIED Educator Community: https://www.linkedin.com/groups/8958289/.  And of course, don't miss your chance to network with new teachers at our CERTIFIED Educator Conference this June! Get all the details here: https://certified.certiport.com/.

"What exactly is implicit racial bias? How does it manifest in physician-patient interactions and what is the potential impact of such bias on oncology patient outcomes? In this ASCO Education Podcast episode, Dr. Lauren M. Hamel (Wayne State University) and Dr. Nimish Mohile (University of Rochester) share their insights and perspectives on these topics with host Alissa A. Thomas (University of Vermont). If you liked this episode, please subscribe. Learn more at https://education.asco.org, or email us at education@asco.org. Resources: Blindspot: The Hidden Biases of Good People by Mahzarin R. R. Banaji and Anthony G. Greenwald Implicit Associations Test 21-Day Racial Equity Challenge   TRANSCRIPT Dr. Nimish Mohile: We had a patient a few years ago who had presented to our clinic, who ended up having a diagnosis of primary central nervous system lymphoma, and she was a young black woman, and it took about nine months for her to get that diagnosis. She had gone into multiple emergency rooms, she was only 22, had not had prior interaction with the medical system, but based on some of her socioeconomic demographics, her skin color, she was never given the kinds of testing that any other patient I think should have gotten at that time.   Dr. Alissa Thomas: Hello, and welcome to another episode of ASCO Education podcast. Today's topic is, 'Implicit racial bias and its impact on patient care.' My name is Alissa Thomas, and I'm a Neurologist and Neuro-Oncologist at the University of Vermont College of Medicine. I'm delighted to introduce our two guest speakers; Dr. Lauren Hamel, who is an Associate Professor of Communication and Behavioral Oncology at Wayne State University, and the Co-program Leader of the Population Studies and Disparities Research Program of the Karmanos Cancer Institute. Her ongoing research explores racial attitudes in non-verbal behavior of oncology patients and physicians, and how those behaviors influence treatment decisions. Dr. Nimish Mohile is a Professor of Neurology and Oncology at The University of Rochester. He also serves as the Diversity Officer, Associate Chair for Career Development and Leadership, and Neuro-Oncology Division Chief. I'll get us started with the first question, really a definition. What do we mean by the term, ‘implicit racial bias'? Dr. Lauren Hamel: I'm happy to go first. I think understanding what the definition of what implicit racial bias is is really important. You know, for good or for ill, over the last few years, it's gotten a lot more attention. And I think what's important to remember about it is that it's not a cognizant or a conscious bias, and it really is implicit, and it really is more of an association than it is anything else. It's sort of like the built-up associations that we have for anything. You know, could be race, could be gender, any number of demographics, or other factors that make our lives as humans. So, you know, associating certain aspects of people with positive or negative valuations. I think when we're talking about implicit racial bias, it's kind of like the gut associations we have for members of different racial groups. So often, it's kind of paired with "white is good, black is bad." It's a very rudimentary description of it, but that's a real kind of basic association that this kind of definition is built around. Dr. Nimish Mohile: Yeah, I would agree with that. I think that's a great discussion of what this is. I think it's really important for us to remember that these are really ingrained behaviors. It's, based on, you know, how we've been socialized and conditioned. And I think it's helpful to also put it in the framework of knowing that we all have some biases, we all probably have racial biases, and age biases, and other kinds of biases, and there's no sort of good or bad about having these biases. And the important part of this is, how do we recognize some of the biases that we have so that we can be more conscious about how we might fix those or think differently about the patients that we're seeing so that it doesn't result in actions that can be harmful. Dr. Lauren Hamel: Yeah, I agree with everything that Dr. Mohile just added. It is these ingrained associations. Really, it isn't about blaming ourselves for them because it's kind of the result of how our brains are structured. But to his point, it's once we know that we have them, and you know, we have data showing how they affect our behavior, it's then on us to identify them and then work to mitigate them. Dr. Alissa Thomas: Thank you. How do racial biases in patients and physicians influence treatment decisions or ultimately, how does this affect patient outcomes in Oncology? Dr. Lauren Hamel: You know, I think the direct relationship between certain biases and outcomes is still kind of being uncovered and investigated. But there are some interesting patterns that have been uncovered in data, specifically in the Oncology context too, because as you can imagine, a variety of professional organizations and groups examine the influence of bias. But just within Oncology, we see physicians who have higher levels of implicit bias who tend to see their patients who are black as less trustworthy, less educated, and less adherent to treatment recommendations. We also know that higher levels of implicit bias may be associated with less aggressive treatment programs recommended for black patients. We see some associations between levels of implicit bias and verbal dominance. But what was I think, especially interesting, is that we also see patterns of kind of perceptions from the patients that these physicians are communicating with. So, we see some manifestations in behavior, but we also see patients kind of “picking up” on some of these, whether or not they can identify them as bias necessarily. But for example, we see that patients who are seeing a physician with higher levels of implicit bias tend to see their physicians as less patient-centered, and less trustworthy. And I think that's a really important piece to identify because these biases are by definition kind of operating outside of our own consciousness, but they're manifesting themselves in a way that the people that we're communicating with are noticing. Dr. Nimish Mohile: We had a patient a few years ago who had presented to our clinic, who ended up having a diagnosis of primary central nervous system lymphoma, and she was a young black woman, and it took about nine months for her to get that diagnosis. She had gone into multiple emergency rooms, she was only 22, had not had prior interaction with the medical system, but based on some of her socioeconomic demographics, her skin color, she was never given the kinds of testing that any other patient I think should have gotten at that time. That was a real sort of wake-up call for our clinic, because as some of you know, this is a disease that we can really treat, especially in younger patients. So, there's real consequences to these kinds of biases. And some of them are personal, the ways they're ingrained in us, but some of them are built into our systems, and it's based on; what our ERs are designed like, where our hospital systems are, what kind of relationships we have with primary care physicians in different communities, what kind of access some of our patients have to primary care physicians. This patient in particular didn't have great access to primary care, so she didn't have this other team of people to advocate for her and to say, "Hey, you know, this is something really different in this patient, and we need to take this seriously." So, I think it can get complicated as we think about biases in ourselves, in other people, in the whole health system, and then also as we get out of our health system, some of these things are so influenced by what's going on in our communities. Dr. Lauren Hamel: Yeah, I think that's a really important point. At least with my work, I examine kind of at the interpersonal level, but these biases, as Dr. Mohile points out, exist in all levels of our society, and they interact, and they're-- I don't want to say additive, it's probably much more exponential. But yeah, it's a layer, on top of layer, on top of layer problem. Dr. Alissa Thomas: So, Dr. Mohile, you commented earlier that part of it is recognizing these biases in ourselves. Can you discuss how we might approach this with the impact of an anti-racism education program has been in your department and applications for that? Dr. Nimish Mohile: So, we've worked on anti-racism in our department on a couple of levels. One of the main levels is just building awareness for individuals to understand that they have biases, that they have racial biases, and starting to understand why they have those. So, we've gone through exercises like book clubs and talks, for people to really do some of that self-reflective work to understand how they've been conditioned as they grew up. I've personally done that and have found it very revealing and understood some of the biases that I grew up with based on people I was around, and based on my schools, and based on segregation within my school systems. So, I think that that's one piece of it. I think another piece is we don't often get taught about the history of racism in the United States, and how widespread it is. It's a very small part of our curriculums, and I think we have to take it upon ourselves now in our medical systems to go through that education. Education that we probably should have had all through elementary school, high school, college, we have to do that learning now because then we can really start seeing that impact of race on our society. And I think for physicians specifically, what is that impact of racism on patient care in our medical systems and how it's been ingrained in US healthcare. Understanding that we had segregated hospitals right until the 1960s, those are all things that were in the lifetimes of still practicing Oncologists. One of the things we did for our other professional society that I belong to, The American Academy of Neurology, is we did develop an anti-racism education program that focused on understanding this history and this historical lens in healthcare, reviewing the impact that anti-racism has on our colleagues. So, what does that mean for black physicians or physicians from other underrepresented groups and how they interact with our health systems, how they're treated, what does it mean for their roles in academic departments? Then talking about how we can connect being anti-racist with the goals of health equity. So, how can we change the systems that we have control of to have healthcare that's more fair? And then finally, how do we engage trainees and physicians in really developing anti-racism action plans? One of the important things about anti-racism is that you really have to be active, it's not a passive experience. You have to take action to change all these systems around us that are embedded with racism. Dr. Alissa Thomas: Thank you. Along the same line, Dr. Hamel, you recently co-authored a study of a longitudinal implicit bias training curriculum. And can you tell us something about this project and what's come of it? Dr. Lauren Hamel: Yeah, so it came about a little more than a year ago and kind of coincided happily with an executive directive made by our state's governor requiring implicit bias training, so we were able to kind of design it so it met those requirements. But really what the goal is, is to approach implicit bias with a 360 view. So, what are all of the issues related to it? What are the scientific underpinnings? What are the measurements? What are the pros and cons of those measurements and what we've used, and what they've shown in terms of influence on our individual behavior, our decision-making, kind of how we relate to people who might be different than us. And certainly, expanding beyond racial groups — we've looked at gender, we're looking at age, things like structural racism. So, we're trying to kind of have a comprehensive view of it. And I think, you know, one thing, and it sounds like Dr. Mohile and his group have done a really nice job of tracking what happens after those. Because, you know, I think one-off sessions are better than nothing, certainly. Awareness is critical, but also, tracking like, what does this do for our attitudes, perceptions, and behavior? And that's not easy. And so really, you know, trying to invest in tracking how things change. So, we've had a full year of assessments, we've seen some improvements in people's attitudes and perceptions. But now what we really need to start doing is tracking certain behavioral aspects, and I think that's where the next step needs to be. Our next year is just about to kick off in a couple of weeks. So, I think that that's where we need to start putting our effort where it's—okay, we've gotten kind of institutional support, the leaders of both the University's School of Medicine and also the Cancer Institute have been encouraging this, which I think is really critical, because even though it's a lot of individual work if you want these changes, you really have to have the support and buy-in from the leaders of the institution. So, we've got that, we have interest, you know, we've established a really consistent and impressive participation in terms of each session. We've had upwards of 200 people attending each session, so people want this information. Now, according to the state, they also are required to have it. So, I think building up on that now, we've established a lot of good pieces of it, but now let's start doing a better job of tracking how does this affect long-term perceptions, attitudes, and behavior. Dr. Nimish Mohile: Every cancer center and department should be doing what Dr. Hamel is doing. The risk of the one-off trainings is that people come out of an implicit bias workshop and think, “Well, I'm fixed. I don't need this anymore, now I can go on and take care of patients without bias.” And you really need that time to really work on those things and start to fix some of those attitudes that we have. Dr. Lauren Hamel: Yeah. Because the associations get built up over a lifetime. You know, that's not something you're going to fix in an hour. It's a campaign, it's a marathon, to be sure. Dr. Alissa Thomas: So, you've both touched on something that a lot of this is about perception, and it's not just what we say verbally, but non-verbal behavior. It plays into implicit racial bias. Dr. Hamel, can you talk a little about your study of non-verbal synchrony, and can you describe differences between non-verbal behavior with doctors and patients of the same race compared to those of different races? Dr. Lauren Hamel: Yeah, absolutely. And you know, a lot of my work focuses on nonverbal behaviors. On the study you referenced, we were looking at something a little bit more kind of in line with how implicit bias acts. It sort of manifested unconsciously. So, this whole idea of non-verbal synchrony is kind of this non-conscious coordination of movement that happens between two people. And this is a construct that's been studied for decades in a number of settings, but we were the first to be able to examine it in an oncology setting, and also comparing diads of different racial makeup. We were able to take like real video-recorded data of naturally-occurring treatment discussions. We had a set of videos that included black patients in a similar set with white patients. And we used automated software to track their behavior and determine how coordinated they were over time. We actually observed more coordinated behavior between black patients and their physicians compared to white patients and their physicians. Some literature is non-verbal synchrony is sort of seen as always good, and there's also some new data showing that maybe it could be evidence of trying to repair a relationship. We're very early phases, I'm not in a position to offer kind of a best practice with this, but I think the point is, is that we do see differences. There is a coordinated behavioral difference between dyads. We're also starting to look at how that level of coordination is influenced by attitudes including implicit bias. So, I think identifying a difference is important, but now I think it's on us to now figure it out. Like, what is that the result of? And then, what does that do for the patient in terms of short and long-term outcomes? So, does that affect their perceptions of their physician? Does it affect their perceptions of the recommended treatment? Does it affect adherence to that treatment? Dr. Alissa Thomas: How can we do better? How can doctors improve non-verbal and verbal communication methods with our patients? Dr. Nimish Mohile: I can speak a little bit about verbal communication. I think this work on non-verbal communication is fascinating. I'd love to hear where that comes out because it's something I think we're not really thinking about very much, and I'm not surprised that there's differences there. I think sometimes with communication, just having an awareness in that you might be communicating differently with someone can be helpful. In many of our institutions, we sometimes go through coaching with our communication, particularly with Oncology patients, where you have someone witnessing how you're interacting with that patient, and what kind of verbal and non-verbal cues you're giving, how you make eye contact. I think there's models there that we could really be thinking about, not just focused on some of the stuff that oncology has been focused on, like, delivering bad news or end-of-life discussions, but also on these issues of racial bias or age bias, and see what we could do differently in those areas. Dr. Lauren Hamel: Yeah, I completely agree. And I think decades of research have shown that patient-centered communication skills are something that can be taught, learned, and improved upon. Maybe not just regarding the issues related to racial bias and other racial attitudes, but you know, for helping to improve a number of outcomes for patients. So, I think, that kind of focus, I mean there are very clear, well-established frameworks and methods around that, I think that was just, you know, something we already have in our toolbox that we can use. But I think also things like building up trust within a community, I think is critical, for really any kind of medical institution that operates within a community should be, you know, trusted by the community it's in. And there's a number of strategies that can be implemented to build up that level of trust. So, you're kind of looking at like the outside going in. A lot of these the data that I'm referring to right now are coming out of the primary care setting. But I think people like us that are in an Oncology setting are certainly well poised to start testing these in Outpatient Oncology clinics. And I think just like what we're doing right now, making the topic of race, racism, implicit bias, something that we can have in a number of settings. And I think Dr. Mohile made a really good point. Like, we're not taught this like we're taught like grammar, and, you know, math. This is a part of our lives too, and you know, it's having big effects on huge swaths of our population. So, I think normalizing these conversations is a really important step, too. Dr. Nimish Mohile: In the United States, we're particularly uncomfortable talking about racism. Even within our medical teams, we don't know how to do that. So, what do you do if you're on rounds and you see another provider have some kind of verbal or non-verbal communication that, you know, might not be appropriate, or you think that there's a racial bias in the way we're treating or talking to a patient? That's not something we know how to deal with. We don't know how to bring that up. And so, I think that that's something that within health systems, we need to start working on. We have great models for this. When we think about the transitions we've made over the last 20 years in patient safety, we have elevated these conversations about patient safety. If there's a medical error by anyone on a team, it's something we're open to discussing, not blaming, and then really having a conversation about how can we fix this next time. You know, can we work towards doing that with something like racial bias? One of the things we've started doing in our department is that one of our mortality and morbidity conferences each year is focused on racism. So, a scenario where we think that there might have been differing treatment to a patient based on race, and then having an open discussion about that, going through some of the literature about that, and just practicing some of those conversations with each other as faculty, and medical providers, physicians, nurses, advanced practice providers, of being able to name racism as one of these problems. And then we really try to model that behavior on teaching rounds, so that with our medical students and residents, and fellows, we're also having these conversations about how could racism be at play in this patient's story, and how they got to their diagnosis, and in their outcomes, and an acknowledgement that racism is having some effect on this patient's ability to get screened for cancer, and potentially, their ability to have the same survival as another patient. Dr. Alissa Thomas: Thank you. That's so helpful to think about how to elevate this through departments and people who may be less aware of the issue and raising awareness. You both have touched a lot on communication between patients and providers, and there's a theme here that it's not just the doctor-patient relationship, but also the patient's community, and the medical team, that support that physician. Can you elaborate a little bit more about that, about how we communicate to the patient and the community they represent, and the provider and the team that they represent? Dr. Lauren Hamel: Having active, mature, genuine involvement of community members within a cancer hospital or cancer institute, I think is really important. I know my work has benefited from those who have come before me that established really strong connections with people who are, either survivors, care caregivers, advocates, you know, people who are very devoted to their particular neighborhood, community, that work really closely with us and provide feedback on a lot of the interventions that we design. So, one thing that I work in with all of my research is, as I'm developing an intervention that I think will improve either communication with a physician or another care provider, I certainly would never implement that without getting that thoroughly vetted by the people who it's going to affect. My clinician colleagues are always really generous with their time. It's a little bit more challenging to get community member feedback, but I do believe that it is, I mean, not just worth it for my own research success, but also for the mission and the purpose of what we're trying to do here. So, if you seek out feedback from a community group or community members who are willing to give you their honest opinion, and you know, you have to be in a position to receive that feedback with grace and professionalism, I think that's an important piece of it. Like, you want to have that connection, you don't want to just kind of have a checkbox. You know, you really want them involved in what you're doing. I'm using my own personal experience, but I'm sure there's far greater levels of, you know, system-level issues where something similar could be implemented. Dr. Nimish Mohile: I agree with that. I think this is really hard, and I think our medical systems are just starting to learn how to do some of this work. So, I'd echo what Dr. Hamel said about really getting input from members of those communities. I think many cancer centers are trying to do more outreach into communities, and that's not that easy. We have to really start by kind of building that trust, and building a philosophy where it's really about helping that community, as opposed to getting more patients from that community, or getting more trial participants from that community, or being able to check off boxes for our NIH grants from those communities. It really needs to be a genuine approach of, what does this community need? Because we don't often know that answer. And so, we have to start with that curiosity, and then determine how can we help those communities with the resources that we have. And I think cancer centers can do this optimally if the entire health system does that, that's where you can really start building some of that trust. Dr. Alissa Thomas: Thank you. For those of us that want to know more, would you be able to share some practical tools or resources that are available for healthcare professionals who want to learn more about implicit racial bias, either on an individual or institutional level? Dr. Lauren Hamel: I think one of the first things someone can do is take an Implicit Association Test, or an IAT, as it's often referred to. They're all housed at Project Implicit, at Harvard's website - google IAT, it'll take you right there. No identifiable data are collected from the individual test taker, but it gives people a sense of what's being measured. You know, it's not a character assessment, it's a measure that's designed to test your associations. And I think just having that experience makes you a much more informed consumer of this kind of science because I think it's important to keep a critical eye. You know, if we're scientists, we have to be critical. And I think this really helps people kind of get to a point where they can understand the science a little bit more effectively, but maybe also can reduce a little defensiveness that inevitably comes up when these kinds of data are discussed. So, I would do that. And then the second thing would be, there's a wonderful book called, Blindspot: Hidden Biases of Good People, it's written by Doctors Greenwald and Banaji, and they are basically credited for creating the Implicit Association Test, as we know it. It's a relatively easy read, and it can really give you a sense of how these kinds of associations affect our decision-making and communications. I would take those two, as a way to start. Dr. Nimish Mohile: I agree with both of those. I'd say that many of our health systems have implicit bias workshops and trainings, and sometimes they're online, sometimes they're in person. They do have varying sort of quality. I encourage people to just look at those trainings a little bit differently than they look at all of the other trainings that we're forced to do. To go into those with a little bit of an open mind and a learning experience, rather than one to just sort of check boxes and move on. I think you can learn some things about yourself from them. One of the things I encourage folks to do if they're interested in more information about anti-racism is to do something like the 21-day Racial Equity Challenge - you can Google that. Kind of small bite-size openings, and then there's talks about biases, but also helps you sort of understand some of the foundations of racial inequity in this country. Dr. Alissa Thomas: Thank you so much. That's all the time we have for today. I really want to say thank you to Dr. Hamel, and Dr. Mohile for sharing your perspectives on addressing implicit racial bias in oncology, and tips for improving communication with patients and providing culturally-sensitive care. And thank you to ASCO for providing this platform for us to discuss. Thank you to all of our listeners, we appreciate you turning into this episode of ASCO Education podcast.   Thank you for listening to the ASCO Education podcast. To stay up to date with the latest episodes, please click," Subscribe." Let us know what you think by leaving a review. For more information, visit the Comprehensive Education Center, at: education.asco.org. The purpose of this podcast is to educate and to inform. This is not a substitute for professional medical care and is not intended for use in the diagnosis or treatment of individual conditions. Guests on this podcast express their own opinions, experience, and conclusions. Guest statements on the podcast do not express the opinions of ASCO. The mention of any product, service, organization, activity, or therapy, should not be construed as an ASCO endorsement.  

“The study of Implicit bias asks are we doing our job as well as we can be? To be consistent with values, goals and intentions — we want to do something about it.“ Dr. Mahzarin Banaji is an award-winning experimental psychologist and professor at Harvard University and the author of “Blindspot: Hidden Biases of Good People.” Her research explores the human mind, why and how we think and feel, especially in social context. Dr. Banaji helped create world-renowned frameworks to better identify and address implicit human biases, and she's the co-creator of the Implicit Association Test, which has been used +40 million times worldwide. You'll learn how human beings think, the nature of subconscious human biases, and how individuals and organizations can combat implicit bias - and why it will make an outsized impact. But Dr. Banaji is not exactly a P&G Alumni, so what's the deal? Alongside our partners at P&G, we're thrilled to share another episode of P&G's “More Than Soap” podcast - available exclusively each week to P&G Employees at GetMoreThanSoap.com. On “More Than Soap,” P&G shares weekly conversations with Inspiring guests, unique perspectives, and unconventional ideas. “More Than Soap” is P&G's official internal podcast - available to all 100,000 P&G employees worldwide, and hosted by Dorion Positano, P&G's Director of New Business and Content Innovation. Interested in learning more about P&G's “More Than Soap” podcast, or P&G Studios, can reach out directly to Dorion on LinkedIn. GetMoreThanSoap.com

Your video and workplace media can have a big impact on users, but is it affecting everyone in the same way? Understanding how your media choices represent people and their experiences can help you select more diverse and inclusive images and videos that impact everyone more effectively. Jess Jackson, Racial Equity Strategist, and Megan Torrance, CEO, both of TorranceLearning, join this episode of The Visual Lounge to explain how to incorporate a diversity, equity, inclusion, and belonging (DEIB) mindset into your video and workplace media decisions. They also talk about the unique position and responsibility creators, instructional designers and those in learning and development roles have for instilling DEIB approaches within organizations. Learning points from the episode include: What is diversity, equity, inclusion and belonging? Why instructional designers and learning and development departments are vital to spreading the DEIB message How organizations (including small businesses) can embrace more inclusive and diverse practices Three key things to consider when making media choices Different approaches for tackling representation within your organization Recommended diversity, equity, and inclusion resources Important links and mentions: Resource guide: https://torrancelearning.ac-page.com/crew-workshop-access-your-resource-guide (https://torrancelearning.ac-page.com/crew-workshop-access-your-resource-guide) Torrance Learning: https://www.torrancelearning.com/ (https://www.torrancelearning.com/) Megan's Twitter: https://twitter.com/mmtorrance (https://twitter.com/mmtorrance) Jessica's Twitter: https://twitter.com/learnsjess (https://twitter.com/learnsjess) So You Want to Talk About Race by Ijeoma Oluo: https://www.amazon.com/You-Want-Talk-About-Race/dp/1580056776 (https://www.amazon.com/You-Want-Talk-About-Race/dp/1580056776) Blindspot: Hidden Biases of Good People by Mahzarin Banaji and Anthony Greenwald: https://www.amazon.com/Blindspot-Hidden-Biases-Good-People/dp/0553804642 (https://www.amazon.com/Blindspot-Hidden-Biases-Good-People/dp/0553804642) The Harvard Implicit Association Test: https://implicit.harvard.edu/implicit/takeatest.html (https://implicit.harvard.edu/implicit/takeatest.html) Camtasia asset library: https://library.techsmith.com/camtasia (https://library.techsmith.com/camtasia) Snagit asset library: https://library.techsmith.com/snagit (https://library.techsmith.com/snagit) Learn more about the TechSmith Academy https://academy.techsmith.com/?utm_source=podcast&utm_medium=social&utm_campaign=visuallounge&utm_content= diversityinclusioninvideo (here). To read the blog post on the topic or watch the video, go to: https://www.techsmith.com/blog/diversity-inclusion-in-video (https://www.techsmith.com/blog/diversity-inclusion-in-video)

Do you think of yourself as a “good” person? Most of us do. You probably show others kindness and respect—no matter their age, gender, sexuality, or race, right? But our unconscious biases are often more powerful than we realize. In fact, mountains of evidence show the extent to which implicit bias is ingrained in our police departments, doctor's offices and hiring committees, often to the detriment of marginalized groups. Our listener this week, Tim, has spent a lot of time thinking about his privilege as a cisgender white man and how it affects his work and his community. While he believes he no longer harbors any conscious prejudice, he's still struggling to uncover and combat his implicit biases. On this episode of How To!, guest host Celeste Headlee talks with Mahzarin Banaji, a psychologist at Harvard and the author of Blindspot: Hidden Biases of Good People. She has some tips on how to interrogate our gut feelings and consciously change the way we see people who are different from us.  If you liked this episode, check out “How To Fight Racism in Your Town.”  Do you have a problem you can't get out of your head? Send us a note at howto@slate.com or leave us a voicemail at 646-495-4001 and we might have you on the show. Slate Plus members get bonus segments and ad-free podcast feeds. Sign up now. Learn more about your ad choices. Visit megaphone.fm/adchoices

Do you think of yourself as a “good” person? Most of us do. You probably show others kindness and respect—no matter their age, gender, sexuality, or race, right? But our unconscious biases are often more powerful than we realize. In fact, mountains of evidence show the extent to which implicit bias is ingrained in our police departments, doctor's offices and hiring committees, often to the detriment of marginalized groups. Our listener this week, Tim, has spent a lot of time thinking about his privilege as a cisgender white man and how it affects his work and his community. While he believes he no longer harbors any conscious prejudice, he's still struggling to uncover and combat his implicit biases. On this episode of How To!, guest host Celeste Headlee talks with Mahzarin Banaji, a psychologist at Harvard and the author of Blindspot: Hidden Biases of Good People. She has some tips on how to interrogate our gut feelings and consciously change the way we see people who are different from us.  If you liked this episode, check out “How To Fight Racism in Your Town.”  Do you have a problem you can't get out of your head? Send us a note at howto@slate.com or leave us a voicemail at 646-495-4001 and we might have you on the show. Slate Plus members get bonus segments and ad-free podcast feeds. Sign up now. Learn more about your ad choices. Visit megaphone.fm/adchoices

In this episode, we discuss the book "Blindspot: Hidden Biases of Good People", by Mahzarin Banaji and Anthony Greenwald. You may expect some new psychology vocabulary and a lot of discussion about stereotyping and its potential harms. If you wish to take the implicit association test (IAT) , here's a link where you can do so: https://implicit.harvard.edu/implicit/takeatest.html

Mahzarin Banaji is a professor of psychology at Harvard University. In the 90s, she and her colleagues pioneered the research in social psychology on implicit bias. They are perhaps best known for creating the Implicit Association Test (IAT), which purports to measure the preferences that people are unable or unwilling to say they have. Using this tool, psychologists have arrived at fascinating findings about bias, which have spawned a productive (and sometimes contentious) field of research. Together with Anthony Greenwald, Dr. Banaji wrote the popular book, Blindspot: Hidden Biases of Good People.I talked with Mahzarin about her early days studying psychology and what prompted her to study implicit bias. She also shared new research on how implicit biases have changed over time and what this means for how to achieve social progress.If you’re interested in the IAT—the test that researchers use to measure implicit bias—you can take one yourself at the official Project Implicit website.You can also check out one of Mahzarin’s recent projects: Outsmarting Human Minds. It’s a website devoted to bringing insights from social psychology to the public.Finally, I usually link to a bunch of primary articles that come up in the episode, but we covered a lot of ground in this one! However, we spent a lot of time on a recent paper led by Mahzarin’s graduate student, Tessa Charlesworth, on how implicit biases have changed over time (Charlesworth & Banaji, 2019). For an accessible summary of this research, check out their article in Harvard Business Review.For a transcript of this show, visit the episode's webpage: http://opinionsciencepodcast.com/episode/implicit-bias-with-mahzarin-banaji/ Learn more about Opinion Science at http://opinionsciencepodcast.com/ and follow @OpinionSciPod on Twitter.

On this week's podcast, Carl and special guest Dr. Randy Blazak will discuss unconscious bias and how mental processes we aren't even aware of often affect what we think and decisions we make. Understanding the role we each play in enabling systemic racism and racial injustice are critical in disabling them.

Teresa Coleman Wash is the Founder and Executive Artistic Director of the Bishop Arts Theatre Center in Dallas.  Together we're talking about racism in America and the tension that's at a boiling point.  We talk about how theatre plays a part, and how we can push ourselves in the theatre to be better. And we cannot forget about the current and upcoming programming that BATC is executing to continue their mission in this socially distant COVID-19 era.    BATC Virtual Summer Camp https://bit.ly/2C5PLHh BATC E-learning https://bit.ly/30DF09b Girl Trek Black History Bootcamp: https://www.girltrek.org/blackhistorybootcamp Blindspot: Hidden Biases of Good People by Mahzarin R. Banaji https://amzn.to/2ztgoVu              

“For me, I believe that Black lives matter. That’s what I said. Anyone with a functioning brain understands that all lives matter. Anybody. But right now there is a portion of our community that is frustrated, and they are suffering, and they are hurting. So, as an empathetic Christian I’m gonna go and say I agree with the statement Black lives do matter. But I was glad some people disagreed with me, because I kept saying, do Black lives matter yes or no? yes but…I’m like there is no but. We disagree. Those are the same type of people that would have interrupted Jesus in the Sermon on the Mount. Jesus would have been like, blessed are the poor…no Jesus blessed are all people. Since when does highlighting one issue disparage another? Are we not secure enough to be able to sit here and go issue by issue and talk about one without disparaging another? Of course all lives matter, but it’s okay to say Black lives matter. What’s wrong with you? This is not rocket science. All lives matter. No kidding. That’s why Black lives matter, because until all lives matter equally, we need to focus on this.” -Carl Lentz, 2016   This is the most important episode I will ever release. I hope you approach it with an open heart.   Just recently: George Floyd was murdered by a police officer while three other police officers stood by and did nothing. Breonna Taylor was in her home in the middle of the night when police broke in, unannounced, and shot her to death. Ahmaud Arbery was out for a run when two men chased him and shot him to death. Christian Cooper was bird watching in Central Park when a woman threatened to call the police and say that an African American man was threatening her life. He was not.   It doesn’t stop there. The following Black men and women have been murdered by police: Philando Castile Atatiana Jefferson Eric Reason Natasha McKenna Botham Jean Walter Scott Bettie Jones Tamir Rice Michael Brown Dominique Clayton Eric Garner Trayvon Martin  Tanisha Anderson Sandra Bland Freddie Gray   THESE ARE JUST THE NAMES WE KNOW. Do you know how hard it is to find a full list of Black people who have been murdered at the hands of police brutality?    Here’s a brief history of the Black lives lost in our country over the past few years along with the #Blacklivesmatter gaining momentum:   ·      2013: #Blacklivesmatter first appears on twitter ·      7/17/14: Eric Garner dies in NY after being arrested ·      8/9/14: Michael Brown is killed during an encounter with police officer in Ferguson, MO. ·      11/22/14: Tamir Rice is killed by police in Cleveland while playing with a toy gun ·      11/24/14: Announcement that there will be no indictment in Michael Brown case ·      4/19/15: Freddie Gray dies in Baltimore while in police custody ·      6/17/15: Charleston church shooting kills 9 people ·      7/13/15: Sandra Bland is found hung in Texas jail cell   STATS ·      99% of killings by police from 2013-2019 have not resulted in officers being charged with crime. ·      Unarmed Black people were killed by police at 5x the rate of unarmed white people in 2015. ·      Police killed at least 104 unarmed Black people in 2015— nearly 2x a week. ·      1 in 3 young Black men will be incarcerated in their life (compared to 1 in 17 white men). ·      13TH DOC: “The film’s premise is that while the 13th Amendment to the Constitution eliminated slavery and involuntary servitude, it in effect had an unintentional loophole that asserted “except as a punishment for crime whereof the party shall have been duly convicted.”” ·      Black people make up 6.5% of the American population but make up 40.2% of the prison population. ·      Our prison population went from less than 200k in 1970 to 2.3m today. This is what we refer to when we talk about mass incarceration.   THERE ARE PROVEN STRATEGIES that significantly reduce police killings, but very few Police Departments have adopted them. These are: Requirements that officers use all means other than shooting (decreases death by 25%) Requires all use of force be reported (decreases death by 25%) Bans chokeholds + strangleholds (decreases death by 22%) Has use of force continuum (decreases death by 19%) Requires de-escalation (decreases death by 15%) Duty to intervene if another officer uses excessive force (decreases death by 9%) Restricts shooting at moving vehicles (decreases death by 8%) Requires warning before shooting (decreases death by 5%) *You can call your local representatives and demand these 8 things be instituted with your local law enforcement. Want to learn more? Click here: https://8cantwait.org   WHY DO BLACK LIVES MATTER? My Personal Reckoning: 2016 ·      I didn’t realize my own white privilege for a long time. I felt better than the other white people when it came to bias and racism because I grew up in a broken home filled with drugs, addiction, affairs, and even lived in a town where I was a minority. The reality is I have loved Black culture for most of my life, but I have done very little to be an advocate for justice for my Black brothers and sisters. I’m so sorry for this. ·      I received a DM from a Black woman who encouraged me to diversify who I was interviewing on The Refined Woman. Almost all of my collaborations and interviews for the first few years of The Refined Woman were with white women. I was a white girl blogger. ·      In 2016 I also wrote an All Lives Matter blog post that fortunately never went live. I didn’t understand what it meant that Black Lives Matter. As a Christian I assumed didn’t all lives matter? Thank God I have a team, and thank God I didn’t go live with that painful article. I was very, very wrong.    Black Lives Matter, and here’s why:   Jesus was a 1st Century Palestinian Jewish man. He had brown skin and was hated by the religious, and beaten and killed by law enforcement. If he was alive today in America, he’d be a minority immigrant who probably wouldn’t step foot inside white evangelical churches except to flip over tables. The Western Evangelical Church in America has become a religion for rich, advantaged, and privileged white people—which is the exact opposite of the roots of Christianity and the life of Jesus. Jesus hung out with the oppressed people of society, those ostracized, those who didn’t feel safe in the church—those who were judged and cast off. He fought for justice, restored dignity and humanity from the woman at the well, woman caught in adultery, to touching people with contagious diseases and engaging with people outside of the Jewish law which would have made him unclean in Jewish circles. But he didn’t care, because He was on a mission to do God’s work.   Friend, if you are a follower of Jesus and do not have a heart for justice, racial reconciliation and to see the systemic walls, pillars, and foundations of racism in our country to be dismantled, you are out of alignment with the heart of God.   Who does Jesus care about?   -       Prodigal Son returns: the jealous brother instead of the father rejoicing over the return + safety of his son. But don’t I matter—OF COURSE YOU MATTER, BUT YOUR BROTHER WAS LOST + NOW IS FOUND.    -       Luke 15: Jesus leaves the 99 to go after the one sheep. He cares about the individual.   It’s time to get back in touch with the heart of Jesus. Do all lives matter? YES. But until Black lives matter—we better go after that. Jesus went after the one.   What can you do?    #1: Acknowledge If we don’t heal our past, it will follow us. And ours is HAUNTING US. -Kat Harris   1.     Until we acknowledge the experience of what it means to be a Black person in America there is no chance at healing. 2.     When someone dies, you show up. 3.     “I don’t know the full story.” You don’t have to. 4.     “People are just reposting for attention…not for the right reasons.” You don’t know their hearts. And so what? Does that mean you get to stay silent? 5.     Here’s what’s true: in 1619 was when the first wave of Black people were kidnapped from Africa to become slaves in Jamestown. July 4th isn’t a celebration of independence for Black people. They weren’t free when those freedom bells rang. America was built on the backs of terrorism and genocide and slavery of Black people, people of color and indigenous people. 6.     If we don’t heal our past, it will follow us. And ours is HAUNTING US. 7.     We have to look back before we can move forward. 8.     One of the first things we can do is acknowledge our white privilege. What is white privilege and how do you know if you have it? Go through these statements.   #2: Get Curious I STARTED NOTICING + GETTING CURIOUS: ·      Why did I have so few Black friends? ·      Why were there some Black people and people of color at my church but none on staff or leadership or in the decision-making rooms? ·      I changed churches because I wanted to be a part of a community with women in leadership, then I noticed almost every week at church I could count on one hand the number of Black people at my church…why? ·      Why were influential Black Christian people like Lecrae + Andre Henry leaving the church? ·      How come at my favorite salad place every single person in line buying was white and all the people working in the buffet are Black? ·      How come the expensive gym I had a membership to had mostly white members, and yet almost every single one of the people working there from front desk to maintenance are Black? ·      This started making me very uncomfortable. I didn’t know what to do—so I’d talk with my friends about it…but really I didn’t do much about it. I deeply regret this. #3: PRAY + REPENT: ·      When have you been complicit, silent, and chosen ignorance out of comfort and convenience? Write it down, say it out loud, pray, and repent. ·      Psalm 13 is great to walk through lament. ·      Psalm 51 is great to walk through repentance. #4: ACTIVATE: ·      Sign petitions for racial justice. change.org is a great start for this! ·      Talk with friends and family. ·      When you see racism, call it out. ·      Post on your platforms. ·      Call your local representatives and demand justice. ·      Support Black-owned businesses. ·      Donate to Historically Black Colleges and Universities. ·      Go to https://www.grassrootslaw.org to find out how you can support policing and justice in America. ·      Read this: 75 Things White People Can Do for Racial Justice by Corinne Shutack    #5: ORGANIZATIONS TO SUPPORT: ·      Equal Justice Initiative (Bryan Stevenson) ·      Be the Bridge (Latasha Morrison) and her wonderful resource page, “Where Do I Start?” ·      WhereChangeStarted.com has a great anti-racism starter kit ·      The Innocence Project ·      To help pay bail for protestors in NYC, money can be Venmo’ed to @bailoutnycmay.  ·      City-specific bailouts. ·      ACLU ·      NAACP ·      UNCF   #6: READ: “Stop asking us to give you books. Stop asking us to do research. Listen y’all were able to do mathematic equations through some Black women and then your own stuff and to be able to go to the moon, and put a flag in it and dance around and do the west coast strut. How in the world can you go from the earth to the moon and you can’t do research on the racial history that we need to fight in this country. I don’t want to be traumatized by teaching you history. I want you to grow up in your spiritual maturity, and grow up in your faith, and go on the sanctifying journey of overriding the patriotic way that we’ve learned history in America.” - Pastor Eric Mason   1.     White Fragility by Robin DiAngelo 2.     So You Want to Take About Race by Ijeoma Oluo 3.     The Person You Mean to Be by Dolly Chugh 4.     We Were Eight Years in Power by Ta-Nehisi Coates 5.     How to Be an Antiracist by Ibram X. Kendi 6.     I’m Still Here: Black Dignity in a World Made for Whiteness by Austin Channing Brown 7.     Between the World and Me by Ta-Nehisi Coates 8.     Woke Church by Eric Mason 9.     The New Jim Crow: Mass Incarceration in the Age of Colorblindness by Michelle Alexander 10.  Jesus and the Disinherited by Howard Thurman 11.  Great Speeches by Frederick Douglass 12.  Waking up White and Finding Myself in the Story of Race by Debby Irving 13.  Ghetto by Mitchell Duneier 14.  More than Just Race: Being Black and Poor in the Inner City by William Julius Wilson 15.  Stamped from the Beginning: The Definitive History of Racist Ideas in America by Ibram X. Kendi 16.  A Testament of Hope by Martin Luther King Jr. 17.  Prejudice and Racism by James M. Jones 18.  Blindspot: Hidden Biases of Good People by Mahzarin R. Banaji 19.  Tears We Cannot Stop: A Sermon to White America by Dr. Michael Eric Dyson 20.  I Know Why the Caged Bird Sings by Maya Angelou 21.  All About Love by Bell Hooks 22.  Well-Read Black Girl by Glory Edim 23.  Go Tell it on the Mountain by James Baldwin 24.  Heavy: An American Memoir by Kiese Laymon 25.  There Will Be No Miracles Here by Casey Gerald 26.  Paradise by Toni Morrison 27.  Healing Racial Trauma by Sheila Wise Rowe 28.  Their Eyes Were Watching God by Zora Neale Hurston 29.  The Lies that Bind: Rethinking Identity by Kwame Anthony Appiah 30.  The Very Good Gospel by Lisa Sharon Harper 31.  The Prophetic Imagination by Walter Brueggemann 32.  Prophetic Lament: A Call for Justice in Troubled Times by Dr. Soong-Chan Rah 33.  Divided by Faith: Evangelical Religion and the Problem of Race in America by Michael O. Emerson and Christian Smith 34.  Just Mercy by Bryan Stevenson 35.  The Color of Law: A Forgotten History of How Our Government Segregated America by Richard Rothstein 36.  Human(Kind) by Ashlee Eiland 37.  A Day Late and a Dollar Short by Terry McMillan 38.  Kindred by Octavia E. Butler 39.  Beloved by Toni Morrison 40.  White Teeth by Zadie Smith 41.  Discerning the Voice of God by Priscilla Shirer 42.  Detours: The Unpredictable Path to Your Destiny by Tony Evans 43.  Unashamed by Lecrae 44.  Believe Bigger by Marshawn Evans Daniels   ARTICLE + WEBSITES 1.     Code Switch: Race in Your Face 2.     White Privilege: Unpacking the Invisible Knapsack by Peggy McIntosh 3.     NYTimes An Antiracist Reading List compiled by Ibram X. Kendi 4.     Goodgooodgood.co Anti-racism resources compiled by Sarah Sophie Flicker and Alyssa Klein 5.     Buzzfeed’s An Essential Reading Guide for Fighting Racism by Arianna Rebolini 6.     1619 Project (NY Times) – an article series on the history and legacy of slavery in America (also a podcast below). There is a book project in the works to expand on what they’ve started. 7.     The America We Need (NY Times) – a NYT Opinion series that touches on justice in the midst of the pandemic. 8.     “Walking While Black” by Garnette Cadogan   WATCH: 1.     Pastor Eric Mason: Don’t Lose Heart: Why It’s Worth It to Fight for Racial Harmony Even When We Don’t See Progress 2.     Pastor Carl Lentz: I said, “Black Lives Matter” 3.     Dr. Robin DiAngelo’s talk on White Fragility at the University of Washington 4.     How to Deconstruct Racism One Headline at a Time, TEDtalk, Baratunde Thurston  5.     How Racism Makes Us Sick, TEDtalk, David R. Williams  6.     Racial Reconciliation, Latasha Morrison’s sermon, National Community Church  7.     The Privilege Walk   8.     Jon Tyson and David Bailey, class, race, reconciliation, and the Kingdom of God   9.     Becoming Brave: Reconciliation Rooted in Prayer – “why do we need the church?” by Rev. Dr. Brenda Salter McNeil     Movies to watch on Netflix: 1.     13th 2.     American Son 3.     Dear White People 4.     See You Yesterday 5.     When They See Us   Movies to watch on Hulu: 1.     If Beale Street Could Talk 2.     The Hate U Give   Movies to rent: 1.     Black Power Mixtape: 1967-1975 2.     Clemency 3.     Fruitvale Station 4.     I am Not Your Negro 5.     Just Mercy 6.     Selma 7.     The Black Panthers: Vanguard of the Revolution 8.     BlacKkKlansman 9.     Burden 10.  The Color of Fear   Listen to these podcasts: 1.     NPR’s Code Switch 2.     Season 2 of In the Dark 3.     Hope & Hard Pills with Andre Henry 4.     Her with Amena Brown 5.     Truth’s Table Podcast 6.     Fights and Feelings with Joseph Solomon 7.     Anti-Racism with Andre Henry on The Liturgists 8.     Pod Save the People 9.     1619 Project Podcast 10.  Scene on Radio’s “Seeing White” 11.  Why Tho   The Refined Collective episodes on race: 1.     Anxiety, Race, and Healing Community with Nikia Phoenix 2.     I’m Still Here: Black Dignity in a World Made for Whiteness with Austin Channing Brown 3.     Why Being a ‘Good Person’ Prevents You From Being Better with Jeana Marinelli   People to follow: 1.     @austinchanning 2.     @theconsciouskid 3.     @blackcoffeewithwhitefriends 4.     @theandrehenry 5.     @colorofchange 6.     @rachel.cargle 7.     @ibramxk 8.     @mspackyetti 9.     @blklivesmatter 10.  @osopepatrisse 11.  @reformlajails 12.  @akilahh 13.  @showingupforracialjustice 14.  @tyalexander 15.  @tiffanybluhm 16.  @natashaannmiller 17.  @thefaithfeast 18.  @louisa.wells 19.  @abigaileernisse 20.  @jessicamalatyrivera 21.  @thegreatunlearn 22.  @laylafsaad 23.  @luvvie 24.  @pastorgabbycwilkes 25.  @elevateny 26.  @pastoremase 27.  @lecrae 28.  @whatisjoedoing 29.  @sarahjakesroberts 30.  @bishopjakes 31.  @devonfranklin 32.  @iammiketodd 33.  @amenabee 34.  @shaunking   You don’t have to read all 44 books in one day. You don’t have to start a non-profit. BUT YOU DO HAVE TO DO SOMETHING. I have not read every single one of these resources, but am making my way through them one by one. I am with you on the journey.   What are you committed to? How are you going to ensure that you are no longer silent? It’s time for white people to do something.   We are co-creators with God; it’s time to get to work.

Con el objetivo de liberar el potencial de las personas y de las organizaciones a través de estrategias y soluciones en Capital Humano a la medida de las necesidades de sus clientes, TalentLab nace en 2013. Conoce la historia completa de Paola Carranco en esta edición de Maestros del Escalamiento junto a Daniel Marcos. PODCAST TIMESTAMPS   0:53 Daniel Marcos nos da bienvenida a una nueva edición de Maestros del Escalamiento junto a Paola Carranco, miembro del capítulo de EO Ciudad de México. 1:30 TalentLab es una compañía dedicada a liberar el potencial de las organizaciones por medio de su gente mediante soluciones para mejorar la cultura y el talento con herramientas como evaluaciones, aplicaciones, reconocimientos, experiencias de aprendizaje, etc. 2:17 Es miembro de EO Ciudad de México desde 2018. 2:33 En EO encontró una organización con personas que estuvieran en situaciones similares a las suyas, así como un lugar en donde crecer, hacer y hacer más como persona y como emprendedora. 2:57 En su opinión, EO le ha dado amigos, experiencias de otras personas, nuevas visiones, así como ese impulso a realizar cosas nuevas. 3:23 Paola nos comparte su fracaso favorito fue intentar traer una marca de moda argentina con una amiga como socia al salir de la universidad sin embargo en el transcurso se dio cuenta de que no sabía de la operación, distribución, almacenaje o contactos. 5:44 Por igual, nos comenta que tuvo un segundo fracaso favorito fue cuando trajo una franquicia de gimnasios 24/7 junto a otros 4 socios, pero ninguno de los 5 se dedicaba al 100% en el negocio pues tenían empleos fijos y no querían dejarlos hasta ver ganancias, no había manuales o guías para levantar la franquicia y finalmente comenta que modificaron el modelo de negocio a su gusto, invirtiendo así, más dinero del que tenían que. 8:12 Su día comienza haciendo ejercicio para después dedicarle tiempo a sus hijos. 9:31 Paola nos platica que los libros que más ha regalado son: “The power of habit” (Charles Duhigg, 2012), “Blindspot: Hidden Biases of Good People” (Mahzarin Banaji, Anthony Greenwald, 2013), “The power of WOW: How to Electrify Your Work and Your Life by Putting Service First” (Tony Hsieh, 2019) 14:17 La adrenalina de hacer cosas distintas, la emoción de explorar cosas nuevas, hacer alianzas, el poder liderar gente son algunas de las cosas que más disfruta de ser emprendedora. 14:50 Por igual considera que la responsabilidad sobre la gente que depende de la empresa es lo más complicado de ser emprendedor.  15:30 El tener a la gente correcta en su equipo, a quienes pueda delegar cada vez más y así, poder enfocarse en lo que ella hace mejor ha sido un factor clave para escalar su negocio. 16:49 ¿Cuál es la habilidad única de Paola? Conectar con la gente 17:10 Recomienda ampliamente ver “The pursuit of happiness” (Gabriele Muccino, 2006) 18:22 Para Paola, su propósito de vida transformador es hacer un mundo mejor. 19:58 “La felicidad no es un destino, es una forma de vida” es una frase que, en definitiva, define su vida. 20:50 En su opinión, un hábito absurdo es acostarse y abrazar a sus hijos antes de despertarlos. 22:33 Cree que una opinión errónea que tiene la gente de ella es que puede ser una persona muy “sangrona” o que es una persona que nunca tiene tiempo. 23:52 ¿Cómo es la cultura de su empresa? 25:00 Si pudiera darle un consejo a su versión de cuando empezó a emprender es que documente y anote todo para así, generar procesos. 26:03 Al pensar en éxito, Paola piensa en ser feliz y sentirse plena. 26:55 Cree que una de sus mejores decisiones ha sido casarse pues cree que su pareja, complementa su vida. 28:30 Cree que su mejor inversión, han sido los viajes que ha realizado sin importar el destino. 29:21 Al contratar a alguien se fija en su actitud, su forma de expresarse de experiencias pasadas o frustraciones y que tengan una buena intención. 31:23 A los nuevos emprendedores les recomienda ignorar esa voz interna que le dice que algo es imposible o que algo no se debe hacer. 32:41 Por igual, cree que la peor recomendación sobre emprendimiento que ha escuchado es que no dejara que otras personas hicieran cosas importantes de su negocio o delegar decisiones clave. 33:52 Para decir que no, nos aconseja tomarse su tiempo, así como recordar el enfoque en el objetivo principal para así, no divagar. 35:49 Cuando se siente abrumada o fuera de foco, Paola intenta respirar conscientemente en ciclos de 4x4, así como desconectarse de sus dispositivos. 37:25 Daniel menciona que el escalamiento es mental antes que físico, a lo que Paola responde que se mantiene en constante entrenamiento y venciendo los miedos. 38:23 a los nuevos emprendedores les recomienda juntarse con nuevos emprendedores que los impulse a seguir adelante y que estén o hayan pasado por experiencias similares, así como asesorarse de otros emprendedores. 39:11 Despedida y agradecimientos.     INFO FINAL   Conoce más de Paola Carranco en: LinkedIn   Conoce más de “TalentLab” en: Sitio Web LinkedIn   Conoce más de EO en: LinkedIn    

Curt and Katie talk about the ins and outs of intuition. We look at when you can trust your gut feelings and when you cannot. We sort through how to actually develop and use clinical intuition as well as the problems that can come into play when you do not follow the appropriate steps.       It’s time to reimagine therapy and what it means to be a therapist. To support you as a whole person and a therapist, your hosts, Curt Widhalm and Katie Vernoy talk about how to approach the role of therapist in the modern age. In this episode we talk about: Definitions of the 4 types of intuition: mystical, spurious, inferential, wholistic Confirmatory bias – how it can be known, but go unrecognized How operant conditioning might be supporting your feeling of being able to trust your gut Discounting affect (ignoring when your assumptions were wrong) Whether or not we should pay attention to Mercury in Retrograde The challenge of looking for evidence that both supports and challenges your assumptions The different individual characteristics that get in the way of evaluating things appropriately The importance of deliberate practice The two different thinking processes described by Daniel Kahneman in Thinking Fast and Slow The need to test our assumptions, even though it is potentially laborious or threatening Using the scientific method The problem with “mindbugs” like the availability heuristic and the misinformation effect in trying to actively improve our ability to assess data Deductive intuition versus inductive intuition Conditions required to use clinical intuition: regularity, practice, immediate feedback Looking for things that prove you wrong, hearing and sorting through both positive and negative feedback A danger of specialization where you fit every client into your area of focus The left brain/right brain fallacy When case examples or individual stories don’t honor all of the times that clinicians are wrong Unexamined bias is a constant challenge in trying to make sure you are evaluating the actual data and not what you are expecting to see Resources mentioned: We’ve pulled together resources mentioned in this episode and put together some handy-dandy links. Please note that some of the links below are affiliate links, so if you purchase after clicking below, we may get a little bit of cash in our pockets. We thank you in advance! Glyn Brokensha – Clinical Intuition: more than rational? Blindspot: Hidden Biases of Good People by Mahzarin R. Banaji and Anthony G. Greenwald Thinking Fast and Slow by Daniel Kahneman Awakening Intuition by Terry Marks-Tarlow   Therapy Reimagined 2020 Call for Speakers Therapy Reimagined 2020 Call for Sponsors   Relevant Episodes and Blog Posts: Saying “Trust Your Gut” Is Bad Advice Deliberate Practice episodes: Be a Better Therapist Finding Your Blindspots   Connect with us! Our Facebook Group – The Modern Therapists Group Get Notified About Therapy Reimagined 2020 (and TR2019 Virtual Conference)   Our consultation services: The Fifty-Minute Hour   Who we are: Curt Widhalm is in private practice in the Los Angeles area. He is the cofounder of the Therapy Reimagined conference, the CFO of the California Association of Marriage and Family Therapists, an Adjunct Professor at Pepperdine University, a former Subject Matter Expert for the California Board of Behavioral Sciences, and a loving husband and father. He is 1/2 great person, 1/2 provocateur, and 1/2 geek, in that order. He dabbles in the dark art of making "dad jokes" and usually has a half-empty cup of coffee somewhere nearby. Learn more at: www.curtwidhalm.com Katie Vernoy is a Licensed Marriage and Family Therapist, coach, and consultant supporting leaders, visionaries, executives, and helping professionals to create sustainable careers. Katie, with Curt, has developed workshops and a conference, Therapy Reimagined, to support therapists navigating through the modern challenges of this profession. Katie is also President of the California Association of Marriage and Family Therapists. In her spare time, Katie is secretly siphoning off Curt's youthful energy, so that she can take over the world. Learn more at: www.katievernoy.com A Quick Note: Our opinions are our own. We are only speaking for ourselves – except when we speak for each other, or over each other. We’re working on it. Our guests are also only speaking for themselves and have their own opinions. We aren’t trying to take their voice, and no one speaks for us either. Mostly because they don’t want to, but hey.   Stay in Touch: www.mtsgpodcast.com www.therapyreimagined.com Our Facebook Group – The Modern Therapist’s Group https://www.facebook.com/therapyreimagined/ https://twitter.com/therapymovement https://www.instagram.com/therapyreimagined/   Credits: Voice Over by DW McCann https://www.facebook.com/McCannDW/ Music by Crystal Grooms Mangano http://www.crystalmangano.com/

There are cultural overlays that influence our Enneagram Type. This panel talks about some of those factors. On this panel:Zahra Mohamed Ali: Yoga Teacher and Enneagram CoachTravis Matthews: Enneagram Student and Paralegal in AtlantaGabes Torres: Singer/songwriter, racial and post-colonial trauma researcher, speaker, and theologianMicky ScottBey: speaker, writer, activist, facilitator, pilgrimmage guide, movement chaplainMilton Stewart: Podcaster, Educator, Education Equity Advocate, Enneagram CoachBooks recommended in this podcast:Blindspot: Hidden Biases of Good People- Mahzarin R. BanajiPedagogy of the Oppressed- Paulo FreireSo You Want to Talk About Race- Ijeoma OluoMy Grandmother's Hands- Resmaa MenakemWhite Fragility: Why It's So Hard for White People to Talk About Racism- Robin J. DiAngeloSupport the show (https://www.facebook.com/Enneagram-Panels-506386706506495/)

Episode Overview For this episode, I'm speaking with Andy Paul. We had the opportunity to meet in person at the sales enablement conference in Denver, thanks to Nancy Nardin, Founder of Smart Selling Tools, who made the introduction.  Andy has several books out and has launched a new learning community for sellers and leaders called The Sales House. In this episode, Andy breaks down some essential learnings around his BALD framework.   Humans are Underrated We are in the era of AI, ML, and DL – and we are going to see a lot more automation in the economy. The people who can build relationships with other people and who can truly connect and collaborate with others - their value is going to increase. If you are not curious about what's going on, if you make yourself uninteresting, because you're not interested in other people and what's going on then, yeah, you're gonna be at a disadvantage. Those people who are learners and who want to stay on top of things and who are fascinated by automation – they are going to use it. It's not going to supplant us, and we are going to use it to be better humans! So, you just have to be curious about the other person. And that's going to lead you down a path. And if you need an app that says, hey, when you start this conversation, ask a question about them. That's fine. Use it if that's needed.   What is B.A.L.D.? The “B” stands for “be human.” The “A” stands for “ask great questions.” The “L” stands for “listen slowly.” And the “D” stands for “deliver value.” This model applies to any relationship in your life. I call it a “relationship operating system.” It doesn't matter whether it's in business or life.   Be Human If you want to connect with someone else, this is what you do. Be human. Don't just be present - be focused. Put your phone away; look somebody in the eye. Make sure they understand that you're there. You're in the moment.   Ask Questions Be curious. Ask great questions. By being interested in someone else's situation, you're making yourself interesting. And that's how the connection is formed. The science on this is pretty settled at this point. You do make people open up as people love to talk about what's important to them what they're passionate about. This includes small talk. Some might say busy executives don't have time for small talk. The science is incontrovertibly clear - small talk is key to making a connection with another person. “Where are you from?” is a great question. Just don't be scripted. Be authentic. You show up with scripted questions – you are likely to get scripted answers!   Listen Slowly Before you respond to questions. You have to listen as you think the person is - hear the words the person is really saying. This is where empathy starts coming in. This is where you've got to be in the moment. You need to slow yourself down. Just pause for a second. Listen, slowly pause and draw them out. Listen without judgment. One study highlights you have roughly 24 biases you have to filter out to accurately hear what the person is saying. These cognitive biases exist and impact how we hear people. There's a great book people can read called “Blindspot” (book link in show notes). The purpose of the book is to help us be conscious of these filters that we see and listen through impacting the way we receive people and project information.   Deliver Value Time is a limited and precious resource for people. They expect to receive a return on their investment of time. We all do. So, if a buyer gives us some of their time, and we give them nothing of value in return - we don't get more time. It's that simple. So, delivering value requires some forethought and some planning. This is the part about sales is hard for people to grasp. Selling is not purely instinctual. It's a deliberate act at every step of the way. We have to plan. In-person meetings, phone calls, emails, whatever - you have to deliver something of value in these interactions. You have to be aware before having  the interaction - what that value is that you're going to be delivering, and what they're going to do as a result of having received it. Value is a deliberate act. Instead of doing a “check-in call” for example, maybe send an email stating “Mr. prospect, I was thinking about you this morning, as I read this article about your business and how companies like yours are using technology similar to what we have been talking about. There are two key points in here I really think we should discuss. Are you available on Tuesday at 9am?”   Resources and Links for this Episode Connect Andy Paul on LinkedIn Visit Andy's new learning community, The Sales House Book Andy mentions, “Blindspot: Hidden Biases of Good People”   For More Great Content I would appreciate it if you would subscribe, rate, and review this show at Apple Podcasts. Here's a cool very short video that shows you how to do this. Your feedback is greatly appreciated and will help me promote the show to others who will benefit.   Credits Sound editing and show notes produced by – ChirpSound

An architect of the science of implicit bias. How our conscious minds are ahead of our less conscious minds. Letting go of “I’m a bad human being” — moving out of the realm of guilt, into the realm of good. How fast can we lose fear? The science of implicit bias is one of the most promising fields for animating the human change that makes social change possible. The social psychologist Mahzarin Banaji is one of its primary architects. She understands the mind as a “difference-seeking machine” that helps us order and navigate the overwhelming complexity of reality. But this gift also creates blind spots and biases as we fill in what we don’t know with the limits of what we do know. This is science that takes our grappling with difference out of the realm of guilt and into the realm of transformative good. Mahzarin Banaji is Richard Clarke Cabot Professor of Social Ethics in the department of psychology at Harvard University and a 2018 inductee into the National Academy of Sciences. She is the co-author of “Blindspot: Hidden Biases of Good People” and co-founder of Project Implicit, an organization aimed at educating the public on implicit bias.

Explicit statements of prejudice are less common than in the past (even if they are still easily found). “I see that as a mark of progress,” says social psychologist Mahzarin R. Banaji, the Richard Clarke Cabot Professor of Social Ethics at Harvard University. But peer a little below the surface, she adds, “even though you might reject an explicit bias, you actually have the implicit version of it.” “The brain is an association-seeking machine,” she tells interviewer David Edmonds in this Social Science Bites podcast. “It puts things together that repeatedly get paired in our experience. Implicit bias is just another word for capturing what those are when they concern social groups. “So, when I see that my mom puts out butter when she puts out bread, the two are associated in some way. But I also see other things in the world. I see as I walk down the street who the poor people are and who the rich people are, and where the one lives and where the other lives.” Banaji explains her work on implicit bias and the efforts she and her colleagues made in creating the widely recognized implicit association test, or IAT, which helps ferret out this "thumbprint of the culture on our brain.” (See and take the test here.) That thumb imprints on Banaji herself. She relates a time when she was scheduled for surgery and just assumed the young woman next to her wouldn’t be her anesthesiologist and must instead be a nurse – even though Banaji if asked would readily say that young women absolutely could be any sort of doctor. Still, she asked the “nurse” to relay a message to the anesthesiologist, only to learn the “nurse” was the anesthesiologist. “As I always tell my students when I came back from surgery, these stereotypes are not good for us: you do not want to be in surgery with an angry anesthesiologist working on you!” She credits the genesis of the IAT with a “stroke of genius” by her colleague Anthony Greenwald (with whom she wrote 2013’s Blindspot: Hidden Biases of Good People). “It’s based on the idea that two things that are routinely thought of as linked together will be easier to pair as a result, while things that aren’t commonly – or ever -- linked will require longer to pair them. The pairing in the initial implicit association test was with a deck of cards that include four suites – two with sets of faces, dark- and light-skinned, and two with words, positive and negative. In the classic result, test-takers can pair the white faces with positive words faster, as they can the peoples of color faces with negative words. Switch it up – people of color with good words, say – and there’s a measurable delay. It’s also been applied to many societal concerns, such as biases related to gender, body size, age, sexuality, and others. The IAT has shown some predictive power about how biases translate into action in individuals, but it’s no ‘test for racism,’ she stresses. “I would be the first to say that you can never use the IAT and say, ‘Well, we’re going to use it to hire somebody,’ or ‘We’re going to use it to put someone on the jury.’ One can have these implicit biases and also have a big fat prefrontal cortex that makes us behave in ways that are opposed to the bias.” Banaji’s contributions to society have been widely recognized in a number of notable fellowships, such as the Society for Experimental Psychologists, Society for Experimental Social Psychology, the American Academy of Arts and Sciences, the American Academy of Political and Social Science, and in 2016, the Association for Psychological Science’s (APS) William James Fellow Award for lifetime contributions to the basic science of psychology. (She was president of APS in 2010-11.)  

Cancel on your house cleaner? We've all had to do it once or twice. But before you cancel on your house cleaner listen to Evelyn's story. She is among the single parents relying on income from her cleaning clients. The Housse Cleaning Guru, Angela Brown says when you cancel on your house cleaner, it's like telling them to take the day off without pay. In Evelyn's case, she then has to send the babysitter home without pay. And there is a domino effect when you cancel your maid service. So, if you don't have clients you can count on, can you charge them a cancellation fee? Today's Ask a House Cleaner advice covers this house cleaning faq and the fact that bills didn't go away. THIS SHOW WAS SPONSORED BY SAVVY CLEANER - House Cleaner Training and Certification. COMPLETE SHOW NOTES for this episode found at https://askahousecleaner.com/show RESOURCES FROM THIS EPISODE: The Road from Contract to Close: How to Successfully (and Easily) Manage the Details without Losing Your Mind - Or Your Clients - http://amzn.to/2v9qmq9  The E-Myth Revisited: Why Most Small Businesses Don't Work and What to Do About It - http://amzn.to/2hzXS48  The E-Myth Contractor: Why Most Contractors' Businesses Don't Work and What to Do About It - http://amzn.to/2v91ZZx  The Most Successful Small Business in The World: The Ten Principles - http://amzn.to/2hz0yir  Profit First: Transform Your Business from a Cash-Eating Monster to a Money-Making Machine - http://amzn.to/2vurNQY  QBQ! The Question Behind the Question: Practicing Personal Accountability at Work and in Life - http://amzn.to/2wjIv31  Blindspot: Hidden Biases of Good People - http://amzn.to/2v9V4j6  DID YOU KNOW YOU CAN WATCH THIS EPISODE ON YOUTUBE? https://youtu.be/UsbUcCB6zYw  GOT A QUESTION for the show? There is a microphone at http://askahousecleaner.com/show click on the blue button and record. HOUSE CLEANING TIPS VAULT (VIP Premium Tips – Free) https://savvycleaner.com/tips  FOLLOW SAVVY CLEANER FOR TIPS AND TRAINING ON SOCIAL MEDIA https://Facebook.com/SavvyCleaner https://Twitter.com/SavvyCleaner https://Instagram.com/SavvyCleaner https://Pinterest.com/SavvyCleaner https://Linkedin.com/in/SavvyCleaner Ask a House Cleaner is a daily show where you get to ask your house cleaning questions and we provide answers. Learn how to clean and what chemicals to use on various surfaces. Learn the fastest way to start a cleaning business as well as marketing and advertising tips to grow your cleaning service. Ever wonder how to find top quality house cleaners, housekeepers, and maids? We’ve got you covered from recruiting to employee motivation and retention tactics. Discover strategies to boost your cleaning clientele and how to provide outstanding customer service. And we’ve got time-saving hacks for DIY home cleaners and more. Hosted by Angela Brown, 25-year house cleaning expert and founder of Savvy Cleaner Training for House Cleaners and Maids. DISCLAIMER: During the shows we recommend services, sites, and products to help you improve your cleaning and grow your cleaning business. We have partnerships or sponsorships with these companies to provide you with discounts, and savings. By clicking on and buying from these links we may receive a commission which helps pay for the production costs of the show. Support the show so we can continue to bring you free tips and strategies to improve your cleaning and help you grow your cleaning business. THANK YOU! SPONSORSHIPS & BRANDS: We do work with sponsors and brands. If you are interested in working with us and you have a product or service that is cohesive to the cleaning industry reach out to our promotional department info[at]AskaHouseCleaner.com

John 9:1-14  

Do good people discriminate more often than they think? That is exactly what a team of researchers found when they analyzed the thoughts and reactions of millions of people around the world.   Harvard University Professor of Social Ethics, Mahzarin Banaji, author of the book, Blindspot: Hidden Biases of Good People, shares surprising findings from Implicit Association Tests taken by over 18 million people from over 30 countries. What she reveals may surprise you. Banaji is the recipient of fellowships from the Guggenheim and Rockefeller Foundations, as well as the Radcliffe and Santa Fe Institutes. She and her co-author Anthony Greenwald, Professor at Washington University, have spent their careers uncovering the hidden biases we all carry when it comes to issues like race, gender, age, and socioeconomics. In this interview, we talk about: How knowing our blindspots can help us innovate How we can measure the extent of our biases with the Implicit Association Test How the implicit association test can launch a dialogue around bias Who we say is American versus who we really believe is American How our tendency is to be curious and to want to learn about ourselves How much we want to know is a measure of our smart we are The role competition and social knowledge play in motivation to learn and grow Why we need to get beyond learning about it to doing something about it The importance of what we are willing to do to address our biases Knowledge of bias helps us rethink hiring, law, admissions, medicine, and more Bias in our minds hurts us, too The fact that implicit bias starts as young as 6 years old Disappointing differences in explicit vs implicit love of our ethnic or racial group What is not associated with our groups in society gets dropped from our identities Bias and discrimination can come from who we help How referral programs can reinforce bias and lack of diversity A tip on how to ensure referral programs cultivate diversity The fact that we all like beautiful people and how that harms us Ways to outsmart our biases What symphony orchestras can teach us about overcoming bias in hiring The fact that good people can and do have bias How we will be perceived by future generations if we can address our biases Whether Mahzarin likes science fiction Selected Links to Topics Mentioned @banaji http://www.people.fas.harvard.edu/~banaji/ Anthony Greenwald Implicit Association Test Fitbit Inclusion Conference 2016 What Works by Iris Bohnet Social imprinting Group identity Stanley Milgram Abu Ghraib My Lai Massacre If you enjoy the podcast, please rate and review it on iTunes. For automatic delivery of new episodes, be sure to subscribe. As always, thanks for listening! Thank you to Emmy-award-winning Creative Director Vanida Vae for designing the Curious Minds logo, and thank you to Rob Mancabelli for all of his production expertise! www.gayleallen.net LinkedIn @GAllenTC

Angela Bahns reads from Blindspot: Hidden Biases of Good People, by Mahzarin Banaji and Anthony Greenwal, published by Delacorte Press. "One mind, two opposing preferences—one the product of her mind's reflective thinking, the other of the same mind's automatic associations."