Working with Humans joe gerstandt SHRM 2016

#SHRM16

@joegerstandt

#SHRM16

@joegerstandt

#SHRM16

@joegerstandt

#SHRM16

@joegerstandt

#SHRM16

@joegerstandt

#SHRM16

@joegerstandt

#SHRM16

@joegerstandt

#SHRM16

@joegerstandt

#SHRM16

@joegerstandt

#SHRM16

@joegerstandt

#SHRM16

@joegerstandt

#SHRM16

Working with Humans

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Coffee ClubPrice:

• Coffee (with or without milk) 50p

• Tea (with or without milk) 30p

• Milk only (in your own coffee or tea) 10p

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Please put your money in the blue tin.

Thanks, Melissa

Melissa Bateson, Newcastle University

Melissa Bateson, Newcastle University

Medical school applicants

interviewed on rainy days received scores equivalent to a 10% lower mark on the MCAT than those

interviewed on sunny days.

Donald Redelmeier, MD and Simon Baxter, BSc, University of Toronto Medical

School, 2009

Adrian North, David Hargreaves, and Jennifer McKendrick, University of Leicester

in the United Kingdom

76.9% 73.3%

Behavioral science builds understanding of how people psychologically react and behaviorally respond to interventions, environments and stimuli.

Behavioral science:

…is a relatively new field.

…insights often run counter to conventional wisdom and common practice.

…can help us challenge misguided interventions or even flaws in the basic set-up of people management.

To the cubes!

Behavioral economics examines how social and regulatory systems create incentives and constraints, thus shedding light on what influences individual and group behavior.

Cognitive psychology looks at behavior and thought processes and how people respond to stimuli. Here the emphasis is more on individuals than social systems.

Behavioral or social neuroscience looks at brain activity, (fMRI, EEG) and links this to mental processes and tasks. It can illuminate similarities in how we respond to situations and sheds light on how mental processes are prioritized.

team-building

change

selection & recruitment

employee

engagement

ethics

conflict

learning

&

development

performance

management

pay & reward

MT

engineers

MT

management

MT

engineers

MT

management

MT

engineers

NASA

management

MT

management

MT

engineers

NASA

management

MT

management

MT

engineers

NASA

management

Tuesday

morning

January

28th

1986

MT

management

MT

engineers

NASA

management

MT

management

NASA

management

groupthink:

mode of thinking that happens when the desire for harmony in a decision-making group overrides a realistic appraisal of alternatives. Group members try to minimize conflict and reach a consensus decision without critical evaluation of alternative ideas or viewpoints.

consider

decision

making… 1 - 10

What

makes it

better?

groupthink

Solomon Asch, 1953

“…being excluded from a group triggers activity in the same regions of the brain associated with

physical pain.”

Fear of Being Different Stifles

Talent

Harvard Business ReviewMarch 2014

Kenji Yoshino, Christie Smith

29% altered their attire, grooming or mannerisms to make their identity less obvious

40% refrained from behavior commonly associated with a given identity

57% avoided sticking up for their identity group

18% limited contact with members of a group they belong to

35

36

37

38

39

40

pygmalion effect

Based on research by Robert Rosenthal and Lenore Jacobson, showing that biased expectations

affect reality and create self-fulfilling prophecies as a result.

confirmation bias

Our tendency to search for or interpret new information in a way that confirms preconceptions and

avoids information and interpretations which contradict

prior beliefs.

fundamental attribution error

An unjustified tendency to assume that a person’s actions depend on what kind of person that person is

rather than on the social environmental forces influencing

the person.

good person

This is a good person.

good person bad person

This is a good person.

bad person

It requires no hatred or fear to assign meaning to (or judge) the

things that we see, we do it automatically.

The problem is that we forget, do not realize, or deny that this even

happens.

What does a

pilot look like?

amygdala:

processing

and memory of

emotional

reactions,

especially fear

anterior

cingulate cortex:

autonomic

functions, rational

functions

(decision-making,

empathy, reaction

to reward,

emotion, etc.)

System

One

Thinking

“Fast

Brain”

System

One

Thinking

“Fast

Brain”

automatic, incredibly fast, with

little or no effort and no sense

of voluntary control:

• detect that one object is more

distant than another

• orient to the source of a sound

• complete the phrase “bread

and…”

• detect hostility in a voice

• answer 2+2=?

• drive a car on an empty road

• automatic responses

Fast. Efficient.

Not terribly accurate.

pre-frontal

neocortex:

perceptual

awareness,

thought,

language, and

consciousness

System

Two

Thinking

“Slow

Brain”

System

Two

Thinking

“Slow

Brain”

allocates attention to the

effortful mental activities that

demand it…concentration,

effort, intention are involved:

• look for a woman with white

hair

• monitor the appropriateness of

your own behavior

• fill out a tax form

• answer 97+23+19=?

• park in a narrow space

• intentional responses

Slow. Inefficient. Very accurate.

System

Two

Thinking

“Slow

Brain”

System

One

Thinking

“Fast

Brain”

stereotype

An idea or image; a mental framework that contains our

knowledge, beliefs, expectations and feelings about a social group.

Stereotypes allow for no individuality.

smoke

bowl

eat hamburgers

smoke

bowl

eat hamburgers

knit

wear glasses

eat salad

Using data from actual auditions for 8 orchestras over the period when screens were introduced, auditions with screens substantially increased the probability that women were advanced (within the orchestra) and that women were hired. These results parallel those found in many studies of the impact of blind review of journal article submissions.Caffrey, M. (1997, May 12). Blind auditions help women. Princeton Weekly Bulletin. Based on Goldin, C & Rouse, C. (2000). Orchestrating impartiality: The impact of “blind” auditions on female musicians. American Economic Review, 90, 715–741.

1.Clear outcomes.

2.Consider the human experience.

3.Become a student of human behavior.

4.Experiment.

69

Predictably Irrational, Dan Ariely

Thinking Fast and Slow, Daniel Kahneman

Nudge, Thaler & Sunstein

Mistakes Were Made (But Not By Me), Tavris & Aronson

The Social Animal, Elliot Aronson

The Hidden Brain, Shankar Vedantam

Drive, Dan Pink

Switch, Dan and Chip Heath

joe.gerstandt@gmail.com

twitter.com/joegerstandt

slideshare.net/joeg

402.740.7081

joegerstandt.com