{"id":622,"date":"2016-01-27T13:22:57","date_gmt":"2016-01-27T13:22:57","guid":{"rendered":"https:\/\/carolinegourlay.wordpress.com\/?p=567"},"modified":"2020-08-28T14:44:04","modified_gmt":"2020-08-28T14:44:04","slug":"three-management-fads-to-be-wary-of-in-2016","status":"publish","type":"post","link":"https:\/\/www.carolinegourlay.co.uk\/three-management-fads-to-be-wary-of-in-2016\/","title":{"rendered":"Three management fads to be wary of in 2016"},"content":{"rendered":"

So we\u2019re well into the New Year, your feet are back under the desk, Christmas is a distant memory and maybe you\u2019re thinking about things you might do differently at work in 2016. There\u2019ll be no shortage of people to advise you on exciting new approaches you might want to try but how do you know what works?<\/p>\n

Well here are three hot topics to be wary of:<\/p>\n

 <\/p>\n

1. Neuro-leadership<\/h2>\n

Neuro-leadership, neuro-management, neuro-marketing, even neuro-politics\u00a0\u2013 it seems sticking the prefix neuro- on to something makes it instantly more scientifically credible. It\u2019s all very 21st century, very now and, sadly it seems, very over-hyped. Actual neuroscientists are so frustrated with the way that their findings are distorted that they have coined the term \u2013 excuse my language, here \u2013 neuro-bollocks<\/a> to cover much of it.<\/p>\n

Yes, there are some fascinating developments coming out of neuroscience and it\u2019s good that people want to explore the real world implications. But often the evidence is stretched way too far. It can look highly convincing to say that this bit of the brain lights up or serotonin levels peak or electrical activity in the brain increases under certain conditions. But you really need to look carefully to see what it\u2019s really proving, if anything, to know how relevant it is to any situation you may be facing.<\/p>\n

Often neuro-leadership<\/a> seems to take sound principles of good leadership development and add some neurobabble to make it seem more scientific.\u00a0<\/a><\/p>\n

Maybe that\u2019s ok. Maybe there are people in senior positions who can\u2019t accept the message that, for example, people respond more positively if\u00a0you talk to them nicely but may accept it if shown that people\u2019s brains respond more positively if you talk to them nicely. Preferably with some convincing photos of before and after brain scans.<\/p>\n

If you want to see just how far people will stretch this, take a look at this neuroscientist\u2019s critique of a Porsche advert<\/a> purporting to prove that driving a Porsche is very nearly as exciting as flying a fighter jet.<\/p>\n

Treat neuro-leadership with similar scepticism. It\u2019s not that there\u2019s nothing in it. But how new is the message really?<\/p>\n

2. Unconscious bias testing<\/h2>\n

Unconscious biases \u2013 as the name suggests \u2013 are things which influence our decisions without us even being aware of them. \"Blindfolded\"We all have them, even when we vehemently deny that we do. Read Nobel-prize winner Daniel Kahneman\u2019s \u2018Thinking fast and slow\u2019<\/a> if you want to see how often your judgement is flawed.<\/p>\n

The bias that is a current hot topic is the preference we tend to have for people who are like us in some way. This one, of course, can be divisive. Most of us like to think that we are fair-minded; we don\u2019t make judgements based on ethnicity, gender, sexuality, age, weight and so on, do we? Well actually, we do.<\/p>\n

Researchers at Harvard University have developed a test which uncovers bias towards or against people of different race, sexual orientation, gender and so on, by measuring micro-second differences in response time, which are very difficult to fake. The Implicit Association Test (IAT)<\/a> is ingenious and incredibly simple. Whilst not without its critics, the science seems pretty robust. Research using it seems to suggest that most (though not all) of us have at least a mild bias towards people like ourselves.<\/p>\n

Now it\u2019s available as a commercial product. Fitting perfectly into a workplace culture concerned about fairness and diversity, it\u2019s heavily marketed as part of diversity awareness training. And here\u2019s where I think we should be wary. What do you do once you\u2019ve opened this particular Pandora\u2019s Box?<\/p>\n

As a bleeding heart liberal, I think it\u2019s incumbent on all of us to examine our own prejudices. I don\u2019t want a society which tolerates racist police officers, homophobic teachers or sexist CEOs. But neither am I comfortable with the idea of introducing the unconscious-thought police into the workplace. If most of us have some kind of bias towards people like us, then how strong a bias is acceptable? What happens if it\u2019s too high? Who is allowed to see the results? And can you do anything about it anyway?<\/p>\n

There\u2019s even some suggestion <\/a>that people might use the concept of unconscious bias to justify their own \u2013 extremely conscious \u2013 prejudices. You can imagine the argument: \u201cWell of course I\u2019m a white supremacist. Everyone has bias, why deny it?\u201d. Tread very carefully.<\/p>\n

3. Mindfulness<\/h2>\n

Mindfulness, a form of in-the-moment awareness, usually practised as meditation, is all the rage. \"yogaSuggested for everything from depression to insomnia to improved concentration, 2015 could be seen as the year meditation went mainstream. Regular readers may now be thinking \u201cHang on a minute, Caroline, didn\u2019t you write an article last year extolling the virtues of mindfulness?\u201d. Indeed I did <\/a>and I stand by it. Mindfulness is a technique that’s helped many people develop greater mental and emotional resilience.<\/p>\n

So why be wary of it now? Well I\u2019m thinking of mindfulness as an organisational level intervention not an individual choice. Let\u2019s imagine that people in your organisation are stressed. There\u2019s a spike in sick leave, morale is low, the atmosphere is tense. A well-meaning manager or HR person \u2013 perhaps someone who has tried mindfulness themselves \u2013 thinks they\u2019ll introduce a mindfulness programme to help people cope better. Sounds lovely. Might even help a bit.<\/p>\n

But if people are stressed out because they have way too much work, the IT system keeps crashing, the managers model themselves on Alan Sugar and there\u2019s a risk the operation may be relocated to Romania, then giving people a chance to sit in a quiet room for half an hour, while a welcome break, does not in any way solve the problem. There\u2019s even a risk that less well-meaning managers may introduce meditation as a way to squeeze an extra drop of efficiency out of their beleaguered workforce.<\/p>\n

Very recently there\u2019s been anecdotal evidence <\/a>that some people react badly to mindfulness. It\u2019s not that surprising \u2013 being made to slow right down and face yourself can be very difficult if you have something lurking in your past that upsets you. Being busy may be all that\u2019s holding some people together. People may choose to work through that kind of difficult stuff but that\u2019s a very personal decision. It not one that should be imposed on someone by sending them on a mindfulness course.<\/p>\n

In any case, you can lead a horse to water but you cannot make it drink mindfully.<\/p>\n

I’d be interested in your thoughts on the good, the bad and the ugly of new initiatives in management and HR: caroline@carolinegourlay.co.uk<\/p>\n

Photo credits<\/p>\n

Brain: cea+<\/a>
\nBlindfolded: marsmettn tallahassee<\/a><\/p>\n

Woman meditating \u00a9 Paha_l | Dreamstime Stock Photos & Stock Free Images<\/p>\n","protected":false},"excerpt":{"rendered":"

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