Summary of Kim Scott's Just Work

Everest Media

Description

Please note: This is a companion version & not the original book.
Sample Book Insights:
#1 Bias is not meaning it, and comes from the part of our mind that jumps to conclusions, usually without our being aware of it. We can learn to slow down and question our biases. Prejudice is when we stop to think and come up with the wrong answer, and often we justify our biases rather than challenging their flawed assumptions and stereotypes.
#2 When dealing with bias, prejudice, and bullying, it is important to understand the different roles that people play. Understanding the other person’s perspective is crucial to creating a environment in which everyone can do better work and be happier while they are doing it.
#3 When we understand the perspectives of people playing the other roles, we can come up with better strategies for responding. We can take a broader view of ourselves and others as people who can always learn and improve.
#4 If you are on the receiving end of workplace injustice, your first instinct is to speak out. Yet, you may be silenced in a thousand different ways. Recognize the costs and benefits of both silence and confrontation, and choose one.

Informations

• Publié par: Everest Media LLC
• Date de parution: 08 mars 2022
• Nombre de lectures: 0
• EAN13: 9781669351702
• Langue: English
• Poids de l'ouvrage: 1 Mo

Extrait

Insights on Kim Scott's Just Work
Contents Insights from Chapter 1 Insights from Chapter 2 Insights from Chapter 3
Insights from Chapter 1

#1

Bias is not meaning it, and comes from the part of our mind that jumps to conclusions, usually without our being aware of it. We can learn to slow down and question our biases. Prejudice is when we stop to think and come up with the wrong answer, and often we justify our biases rather than challenging their flawed assumptions and stereotypes.

#2

When dealing with bias, prejudice, and bullying, it is important to understand the different roles that people play. Understanding the other person’s perspective is crucial to creating a environment in which everyone can do better work and be happier while they are doing it.

#3

When we understand the perspectives of people playing the other roles, we can come up with better strategies for responding. We can take a broader view of ourselves and others as people who can always learn and improve.

#4

If you are on the receiving end of workplace injustice, your first instinct is to speak out. Yet, you may be silenced in a thousand different ways. Recognize the costs and benefits of both silence and confrontation, and choose one.

#5

When you notice injustice, you have a responsibility to take action. You must not be passive, but rather an upstander who proactively finds a way to support people harmed.

#6

When you receive critical feedback, consider it a gift. It can help you learn to be more considerate, avoid harming others, and at the very least, correct your behavior before it escalates and causes greater harm.

#7

Creating a just working environment is about eliminating bad behavior and reinforcing collaborative, respectful behavior. That means teaching people not to allow bias to cloud judgment, not to allow people to impose their prejudices on others, and creating consequences for bullying and preventing discrimination, harassment, and physical violations from occurring on your team.

#8

The Just Work principle requires that each of us be clear about our role and our responsibility. We must all commit to creating a more just police and legal system.

#9

The five categories of workplace injustice are bias, prejudice, bullying, discrimination, and harassment. The people who can address these problems are leaders, upstanders, people who cause harm, and people who are harmed.

#10

It can be difficult to respond to people who make assumptions about you based on a stereotype. It is important to remember that silence does not protect you from this type of behavior.

#11

There are many reasons why people are rude to you, and it can be hard to know what to say in those situations to not offend or upset them further. Correcting them can make them feel even more insulted and angry, and if you don’t have the patience for that, just ignore it.

#12

I was confused about the attitude behind his behavior. Was it bias, prejudice, or bullying. And was I the person harmed, the leader, or an upstander. My silence was bad for everyone: it was bad for the staff, me, and Mr. Safety Pin.

#13

We all have moments where we feel excluded, and it can be difficult to understand why. These are called fist-bump moments for Derek, and safety-pin moments for me.

#14

The intersection of gender bias and heteronormative bias can be a big obstacle to sticking up for oneself. It is important to be aware of this and think consciously about how to get some clarity.

#15

Bias is when you make incorrect assumptions about a person based on their race, gender, religion, or ethnicity.

#16

Bias can manifest itself in many ways, from making incorrect assumptions about expertise to ignoring one person’s idea and celebrating the exact same idea from a different person moments later.

#17

The way we are treated is a strong indicator of how others perceive us. The way we are treated is a reflection of how we behave, and how we behave is a reflection of our character. Belittling and insulting word choices are a sign that someone doesn’t understand you or your character.

#18

If you are confronted with bias, you have the choice of either confronting the person who is bias or letting it slide. If you choose to let it slide, you are not calling out the person, you are just letting them know their actions went uncalled for.

#19

It is important to be aware of the way you are perceived by others. It is easy to fall into the trap of conflating people of the same race or gender when they are the minority in a group.

#20

When confronted with bias, it is often best to respond by saying I instead of you. This affirms yourself, strengthens your sense of agency, and supports the notion that speaking up about bias is acceptable behavior.

#21

The constant fear of letting one’s feelings be known, even as one attempts to process them, is debilitating and exhausting. We must make sure that the standards of expressiveness and restraint are enforced equally across the board.

#22

When you are confronted with active prejudice, rather than unconscious bias, it is important to draw a bright line between your right to believe what you want and your right not to have that belief imposed upon you.

#23

If you want to engage with the person further, you must realize that the odds are against changing their mind or persuading them to abandon the prejudice. Yet, you must still try to find common ground.

#24

Sometimes, your opponent’s belief is so blatantly prejudiced that it leaves you stunned. You don’t know what to say.

#25

It is a HR violation to tell a woman she is harming her children by working. It creates a hostile work environment for women.

#26

Engaging with an opponent is more beneficial than disengaging. It takes time and emotional energy, but not engaging would have taken more out of both of them in the long run.

#27

Many people, both men and women, have prejudice against other women because of the old, persistent myth that men cannot be held accountable for their actions.

#28

I had to stop my classmates from objectifying me, and I did so by making them understand that they couldn’t control where my eyes or my mind went. I couldn’t control it.

#29

There is an ancient prejudice that it’s a woman’s fault if a man stares at her chest. This prejudice still exists today, and is responsible for a lot of harm.

#30

Confronting a person who is bullying you with a You statement is one way to stop the bullying. A You statement is a decisive action, and it can be surprisingly effective in changing the dynamic.

#31

You won’t always be able to offer immediate consequences. And don't take unnecessary risks. But the closer the consequence is to the behavior, the faster the person will learn that bullying doesn't work.

#32

It is important to be prepared with a you statement when dealing with bullying. Simply saying You are behaving like a bully is not enough, as the person might not understand what you are saying. It is important to focus on the person’s behavior, not their appearance.

#33

If you are being bullied, don’t ignore it. Say you statements to address the issue. For example, if a person asks you a rude question, say, You, are you uncomfortable having more women join this organization.

#34

You don’t want to expose your vulnerability to the bully, but that doesn’t mean you can’t show your vulnerability to anyone. Vulnerability is necessary to form relationships.

#35

When you are confronted with bias, prejudice, or bullying, respond as if it is bias. This puts you in the best position to point out the bias without eliciting a defensive response.

#36

The default response for many people when they experience bias is to stay silent. But that is not the only response. You can also speak up and share your story.

#37

When it comes to dealing with problematic behavior, silence is not always nice. It is usually a selfish attempt to avoid conflict. When we deliver critical feedback kindly and clearly, we help colleagues improve and, in some cases, avoid being fired.

#38

When it comes to giving feedback, we often worry about hurting someone’s feelings. This is called Ruinous Empathy. But we also tend to feel the pain of men and dismiss the pain of women.

#39

To combat the rationalization that such moments are not a big deal, I think about the cumulative impact that experiencing these attitudes and behaviors and then ignoring them will have on me. The one thing may not be a big deal, but when it happens over and over, ignoring it becomes like a repetitive stress injury on my sense of agency.

#40

When we are angry, we usually express it immediately. But when we are angry and afraid to express it, it can turn into a big thing. It’s better to express your anger early on so that it can be addressed quickly and easily.

#41

The fear of being punished for standing up to a bully is not irrational. However, the fear of retribution is not always justified. Ask yourself how likely it is that you will be punished for standing up to a bully.