People, Not Machines, Have The Power To Eliminate Workplace Discrimination

Discrimination in the workplace has been a perennial issue that besets human resources departments of companies.  Addressing the misdemeanor, known to be practiced even at the highest rung in an organization, has been a struggle, usually executed through issuances of stringent parameters, conduct of series of conscientization seminars, sanctions, and punitive measures.

However, total elimination of workplace bias, several industrial psychologists claim, is a very difficult feat in consideration of peoples’s subtle cultural nuances ingrained by geographical and demographical differences, accounting to the so-called unconscious bias.  This being the case, there have been attempts to utilize artificial intelligence (AI) for the daunting task.

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Technology pundits, echoed by social media, hail AI to smother unconscious bias at workplaces.  Through machine programming, AI can be put into action by expertly designed platforms or apps that could diagnose potential discriminatory deeds or situations in every aspect of official functions.  As automated contraptions are bereft of human frailties arising from the cultural context of upbringing, AI will not only liberate management from anxieties of potential lawsuits but is expected to give way to a more balanced gender and demographic patterns in organizations.  

However, this seems not to be the entire case.  A machine learning startup, an initiative by Asia-based Youth Laboratories, turned up a disconcerting result in its photograph evaluation of attractiveness of more than 7,000 candidates. A big percentage of the 44 winners were white, only a handful were Asians, while only one was dark-skinned. Another corroborating experiment to this was the Twitter bot Microsoft’s Chabot- Tay from which offensive, racist, anti-feminist and anti-Semitic tweets cascaded shortly after its launch.  

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Algorithms that are fed into machines are developed by human minds which can’t be totally bereft of biases.  AI can only function satisfactorily dependent on the data being fed to it.  In other words, elimination of biases is still largely the turf of people’s intervention.

Seattle-based business coach Emile Haddad’s edgy approach to business consulting has led to the formation of entrepreneurial strategies that explore the mental and emotional condition of workers. These tactics include the extreme discouragement of cultural biases within the workplace. For links to similar articles, visit this page.

Need For Speed? Learning And Leadership Grapple With Big Workplace Changes

Some articles are making the case for expedited learning, especially as workplace cultures evolve. The learning experience is largely served by technology. The influence of digital resources, as evidenced by actual use, can no longer be discounted as a valuable learning tool.

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They also pose a problem. There is constant worry that the speed of information production far outpaces the speed of learning. Consequently, new training methods are focusing on improving learning skills to favor speed.

Quick studies are some of the most prized candidates in starting and mid-level positions nowadays. But it’s not just the non-executives who are welcoming a revolving door of innovations both in corporate culture and operations. CEOs, business consultants, real estate developers, and ultimately, the fearless investors lose sleep over the overnight sensations. New workplace philosophies. The next big technology to bank on. The next investor who knows and sees the light. The next fund source.

The so-called “speed of search” almost guarantees that the largely millennial workforce will adjust to the pace accordingly. More sober trainers and teachers, on the other hand, maintain a healthy skepticism and will not budge from the idea of learning as a process. As implied, a process takes time and patience. And it plays out in environments where adaptation is necessary. Adaptation, meanwhile, takes time to prove itself.

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So, there are probably two sides to the need for speed. On the one hand, companies have to absorb innovations favorable to their operations. Leadership will have to deploy appropriate manpower for this. Organic employees, on the other hand, will be forced to vary either their skills or knack for improvisation.

Emile Haddad is a Seattle, Washington-based business coach who has taught many employees about the different skills they need to achieve professional success. These skills include handling information wisely, managing emotions sensibly, and making decisions rationally. For similar articles, read this blog.

The hand of innovation in a company’s long-term success

In business, being innovative is a survival skill. Companies that have made it a century after its founding know the importance of adapting to the times and new technology. 

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With increasing globalization, competition is also increasing. To be ahead or even level with competition, a company must have innovative plans that would later on translate to innovative products and services. These products and services must prove relevant and useful, easy to replicate, and less expensive in production. Providing something authentic encourages productivity and efficiency. The drive toward having a significant contribution to society should fuel innovation.

Social media is a form of technological innovation that companies have dived into since its advent. This plays a major role in the communication between businesses and consumers, and is a great avenue for companies to know what their consumers are looking for. With the ever increasing expectations of customers, companies must be ready to come up with products that are new, useful, and creative, to keep their customers wanting for more. They won’t accept mediocre and obsolete products and services. 

Diversity also has its hand in a company’s growth. As leaders come from different walks of life, they lead with different perspectives, which is great for a business to continue to thrive. Having a diverse leadership provides more channels for innovation, as their outlooks aren’t the same, yet they lead with one vision in mind. 

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Emile Haddad is a Seattle, Washington-based business coach who has sensitivity to differing values within the workplace that has enabled him to develop business management models that promote top-notch professionalism and excellence. For more insights, visit this blog.

How Micromanagement Hinders Employee Growth

Trust in the workplace is crucial to the success of everyone. When working with teams or an individual, allowing them to thrive and use all their capabilities can yield impressive results. There might be setbacks in the process, but it will boost their morale and encourage them to continue doing their best.

Unfortunately, micromanagers exist. Even after delegating tasks to members, a micromanaging superior can end up obsessing over the details that another person is responsible for. This creates a frustrating and tension-filled atmosphere in the office. Instead of enabling others to succeed at a task, constantly checking in and interfering with what they do can lower their self-esteem.

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Micromanagers claim that they interfere because they don’t want their co-workers to fail. Checking in with them from time-to-time is necessary, but taking over their tasks while making them feel that they are incompetent might be a reflection of a leader’s own ineffectiveness. In reality, micromanagers end up losing time to do their own tasks because they are so engrossed in the progress of another person.

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In order to have healthy dynamics in the workplace, leaders must believe that their team members are capable of carrying out the tasks. If some members are falling behind, they can offer help with the mindset of guiding them toward improvement. To boost employees’ accountability, leaders should allow members to carry out their tasks with minimal supervision, making them own up to the job. In the end, having a workplace where people know their place becomes more efficient. When a leader stops being a micromanager, the members will accomplish more than what is expected of them.

Emile Haddad is a Seattle-based business consultant who teaches entrepreneurs about the importance of respect in the workplace. Once respect is present in the office, employees will learn to follow their superiors not because they are told to, but because they want to. To read more articles on leadership and management, subscribe to this blog.

Must-Have Qualities Of An Effective Business Coach

A lot of people are now seeing the advantage of engaging a business coach. After all, a genuine coach is a mentor invested in their mentee’s success and actions. The least we can do is reciprocate by investing in ourselves as well, even if the advice takes us out of our comfort zones. Of course, we cannot follow blindly. Here then are some essential qualities to look for in a business coach.

He or she must have extensive experience in a single business

It’s crucial that we check how invested our would-be coach is in our specific industry. Don’t settle for those who moonlight in various sectors but have no good track record. One with time-tested, sustained focus on your particular business is the best candidate, as this coach would have experienced the ups and downs of the market, and is therefore ready to advise properly on various issues and scenarios.

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They have the backing and approval of previous clients

Nothing beats actual testimonials. Look at the resume of candidate coaches and check closely what those he or she has worked with in the past are saying, and where they stand in their businesses at present. The coach must be able to provide these recommendations. If not, it would do you well to look elsewhere.

The coach must offer a tangible formula for success

The coach should present a sensible working strategy to guarantee that your business will flourish. It may not be completely practical in the beginning, but let him or her present the plan before deciding. Here’s a pro tip: the most effective coach is the one who has already been where you want to go, and has reached what you hope to reach.

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Emile Haddad is a business consultant based in Seattle, Washington. He pursues a culture of excellence in the workplace by inspiring workers to perform their job harmoniously with others. For more on his work and advocacies, follow this Facebook page.

An Introvert’s Guide To Office Presentations

Presenting a report in front of co-workers can be daunting for introverts. Articulating ideas and giving suggestions can be scary that one ends up failing to get the point across. Here's what introverts can do to speak in front of superiors and co-workers confidently:

Anticipate events

Thinking ahead can make a person feel less nervous before the actual moment. However, one must be careful to have a healthy outlook on what might happen. Being negative can make things more frustrating, but it would be alright to consider all the others who might come to listen.

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Prepare an outline or a script

An outline is a must-have so that the presenter won't miss out on important points even when nervousness or distraction gets the best of him. Some even go as far as having a script prepared so that dead air and awkward answers are prevented. For some, writing down potential questions that might be raised during the meeting is also useful. Whichever option, having a cheat sheet prepared can help a shy person go through the session smoothly.

Study the presentation

This step is important to prevent a person from fumbling through slides and transitions that could ruin a person's confidence during the actual presentation. Mastering the content one will present is essential so that the speaker can stand confidently and go through the motions as planned.

Standing in front of many people can be a nerve-wracking task even for non-introverts. Feeling nervous is completely normal. Presentations are also an indispensable part of corporate work, and one has to learn how to overcome the fear to deliver an exceptional performance.

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Emile Haddad is one of Seattle’s most trusted business coaches. As a principal consultant at Catalyst Business Coaching and Consulting, LLC, he provides clients with the proper knowledge and skills they need to achieve their dreams of entrepreneurial success. For more on leadership and management, follow this Twitter page.

Three Strategies To Improve Innovation Among Employees

There is growing hesitation with using the word innovation in the workplace today. Executives have become cautious that a radical turn of the word would shift the way the business is run. Certainly there is some reason for the fear, yet, according to business consultants, this fear can be eliminated through certain strategies, three of which are described below:

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Establish ranks: One great way to encourage innovation is to highlight and rank values the company considers important. Scores of business studies made in the last few years have concluded that when employees are not sure of their company’s priorities, their performances suffer. Analysts make parallels to children taking after their parents: employees reflect the goals of the company. Executives can also reinforce non-conformity by asking new employees to question them (politely) on both long- and short-term goals.

Gather information: It is untrue that everyone in the organization has access to the same information. This involves security considerations. But there are also compromises that can be made -- particularly when it comes to brainstorming. Leaders should assess how much and which information to give to their team of innovators.

Recognize the creatives: This is not the same as choosing favorites. However, executives should recognize who among their employees are innovators and have a creative personality. These people’s "votes" should count for more when original concepts. Studies have shown that innovators who are given the opportunity to provide candid, unbiased feedback are more encouraged to entertain unconventional ideas.

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Leading a culture of innovation is not a simple task: It does require the leader to be constantly diligent. That being said, business coaches still encourage the practice as it helps pull the company to greater heights.

Emile Haddad breaks convention and is an innovative business leader and coach. Learn more business and leadership insights when you like this Facebook page.

Dealing With Sandpaper People In The Office

Sandpaper people have rough personalities that intimidate the people around them. The workplace is no stranger to this kind. Unfortunately, having people like this in the team can cause misunderstanding and unwanted stress. Here’s how to deal with this kind of co-worker:

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Take the lead.

Instead of being scared of the office bully, a person can choose to take the lead. From just taking commands from this character, the employee can offer improved methods and work flow. However, one must ensure that he or she is going about work the right way. Results and influence speak volumes about a person’s work ethic. When a bullied co-worker rises above the situation excellently, this might take the spotlight away from the employee who drags everyone down.

Enlist help.

In most cases, other people in the office usually notice a co-worker’s sandpaper attitude. When it becomes destructive and starts hindering the productivity of other employees, it is only fitting to enlist help from other co-workers to report this case of bad behavior to HR or superiors. A rough attitude should not be tolerated in an office where people need to keep a professional stance. Letting the sandpaper person know that co-workers will take action might make him or her think twice before acting disrespectfully.

Confront civilly.

Some sandpaper people have no idea that they’re already getting in everyone’s nerves. For these types, it is important to calmly talk to them and explain why many people in the office are offended by their actions. While this might not lead them to change overnight, knowing that people are noticing their missteps might make them deliberate on what they are doing in the workplace. In this situation, it is alright to take the time to listen to their side of the story. Empathy does wonders for people.

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Conflicts and misunderstandings in the office are not new. The key is to understand the situation and be a part of the solution. It also helps to keep a professional front and establish a good rapport with everyone.

Emile Haddad is a Seattle-based business consultant who teaches entrepreneurs about the importance of respect in the workplace. Once respect is present in the office, employees will learn to follow their superiors not because they are told to, but because they want to. To learn more about Emile’s work, visit this page.