Franklin Covey Company · NYSE:FC
Franklin Covey — ATD 2021
22 slides from Franklin Covey's conference presentation, August 2021
Slide 1: Pamela Fuller, Global Managing Client Partner
Pamela Fuller | Global Managing Client Partner, Thought Leader, Inclusion & Bias – Author – Speaker pamela.fuller@franklincovey.com
Slide 2: What one word best describes your leadership?
Please call out what comes to mind. For example: • Thoughtful What one word • Focused best describes • Results-oriented your leadership? • Empathetic • Innovative
Slide 3: Many of us fancy ourselves great leaders
Many of us fancy ourselves great leaders. Fewer of us define ourselves as inclusive leaders.
Slide 4: What Is Bias?
• A preference in favor of or against a thing, person, or group What Is compared with another. Bias? • It may be held by an individual, a group, or an institution. • It can have negative or positive consequences.
Slide 5: Bias About Others
BIAS ABOUT OTHERS —_—_—_—___—" © Franklin Covey Co. All rights reserved.
Slide 6: Conscious and Unconscious Bias
CONSCIOUS UNCONSCIOUS BIAS BIAS EXPRESSED EXPRESSED DIRECTLY INDIRECTLY WE ARE AWARE WE ARE AWARE OF THE BIAS OF THE BIAS © Franklin Govey Co. All rights reserved.
Slide 7: Employees who perceive themselves to be the target of bias
Employees who perceive themselves to be the target of bias are: e 3x as likely to be disengaged. e 3x as likely to withhold ideas. e 3x as likely to leave their job within the year. DISRUPT BIAS, DRIVE VALUE, CENTER FOR TALENT INNOVATION.
Slide 8: Diverse teams that act inclusively
Diverse teams that act inclusively: e Make better business decisions 87% of the time. e Are 2x faster at decision making. e Have half the number of meetings. “HACKING DIVERSITY WITH INCLUSIVE DECISION MAKING,” CLOVERPOP
Slide 9: Impact of Behaviors
Impact of Behaviors LIMITING ZONE mS Ignored Tolerated Respected Harassed Abused » © Franklin Covey Co. All rights reserved.
Slide 10: Challenging bias matters because...
CHALLENGING BIAS MATTERS BECAUSE... There is no idea more fundamental to performance than how we see and treat each other as human beings.
Slide 11: Apply across the talent lifecycle
Apply across the talent lifecycle.
Slide 12: Getting Hired, Moving Up, Contributing and Engaging
GETTING HIRED MOVING CONTRIBUTING UP & ENGAGING
Slide 13: Where do biases come from?
Where do biases come from?
Slide 14: Our Experiences, Information
OUR EXPERIENCES. INFORMATION © Franklin Covey Go. All rights reserved,
Slide 15: How does identity relate to bias?
How does identity relate to bias?
Slide 16: Mindfulness
Mindfulness Almost everything will work again if you unplug it for a few minutes. Including you. ANNE LAMOTT, BESTSELLING AUTHOR OF B/RD BY BIRD
Slide 17: How do we cultivate connection?
How do we cultivate connection?
Slide 18: Empathy, Curiosity
l/n EMPATHY CURIOSITY %
Slide 19: Impact of Behaviors
Impact of Behaviors LIMITING ZONE mS Ignored Tolerated Respected Harassed Abused » © Franklin Covey Co. All rights reserved.
Slide 20: 71% of leaders pick protégés of the same race and gender
71% of leaders pick protégés of the same race and gender. KEY FINDINGS: SPONSOR DIVIDEND, CENTER FOR TALENT INNOVATION. MENTORSHIP SPONSORSHIP COACHING
Slide 21: Strategies for Cultivating Everyday Connection
5 Strategies for Cultivating Everyday Connection 1. Have a connecting conversation each day. 2. In meetings, close with a round robin. 8. In brainstorming or ideation meetings, disconnect person from idea. 4. Assign the role of active dissenter. 5. Complete a network audit.
Slide 22: Thank you!
Thank you! Pamela Fuller | Global Managing Client Partner, Thought Leader, Inclusion & Bias – Author – Speaker pamela.fuller@franklincovey.com