02 - Howard Ross - Author of "Our Search for Belonging"
Howard Ross: Episode NotesWelcome to our second episode of Create Belonging. This is my interview with Howard Ross, author of “Our Search for Belonging: How Our Need to Connect is Tearing Us Apart”About Howard:Howard Ross is a lifelong social justice advocate and is considered one of the world’s seminal thought leaders in identifying and addressing unconscious bias. He authored and co-authored many books on diversity and inclusion, including, Our Search for Belonging: How Our Need to Connect is Tearing Us Apart, which won the 2019 Nautilus Book Award Gold Medal for Social Change and Social Justice. Howard’s writings have been published by the Harvard Business Review, the Washington Post, the New York Times, Fast Company Magazine, Diversity Women Magazine, Forbes Magazine, Fortune Magazine, and dozens of other publications. Howard has served on numerous not-for-profits boards, including the Diversity Advisory Board of the Human Rights Campaign, the board of directors of the Dignity and Respect Campaign, and the board of directors for the National Women’s Mentoring Network. Howard has been the recipient of many awards, including the 2009 Operation Understanding Award for Community Service; the 2012 Winds of Change Award from the Forum on Workplace Diversity and Inclusion; the 2013 Diversity Peer Award from Diversity Women Magazine; the 2014 Catalyst Award from Uptown Professional Magazine; the 2014 Catalyst for Change Award from Wake Forest University; the 2015 Trendsetter in HR by SHRM Magazine; and the 2016 Leadership in Diversity Award by the World Human Resources Development Conference in Mumbai, India. He was also named an Honorary Medicine Man by the Eastern Cherokee Reservation in N.C., and given Medicine Holder designation by the Pawnee Nation. Howard founded Cook Ross Inc., one of the nation’s leading Diversity and Inclusion consultancies. He sold the company in July 2018 and founded Udarta Consulting, LLC. Question (Q): “The essential dilemma of my life is between my deep desire to belong and my suspicion of belonging.” What does this quote by Jhumpa Lahari mean?Answer (A):- We are encoded to belong as a human imperative for survivalYet in modern times we are taught to be independent, and we focus on being individualistic. For this reason, we tend to go towards the groups where we have a lot in common so that we are able to express our individuality within the group.Q: Udarta is the name of your current organization, where does the name come from?A: The name is a Hindi word roughly translated as “Generosity and Kindness”. More than half the work we do at Udarta is pro-bono and charitable. Q: Where did you get started to work for a more equitable and fair society?A: His origins in activism are a result of his family’s history, with his parents being the fleeing worn-torn eastern Europe for the united states and he considers social justice work a “family business”, with over 35 years of experience working in this field. Q: How has exclusion and discrimination evolved over the decades? What has changed in the last decades?A: History repeats itself, and MLK jr. said “The arch of history bends towards justice”. So society has improved over the long history. However more recently, things have been changing quickly.- The role of new media in cultivating more tribal belongingThe shift in politics from an “issue orientation” to an “identity orientation”. The role of fear, and how people retrieve to their “tribes”. Tribal belonging is more clearly defined and fear of being excluded causes us to act “against others that are outside our tribe”We shift from an “issue orientation” to an “identity orientation”. Othering is a lot easier when we are reduced to our tribesDaniel Goldman, father of emotional intelligence and the amygdala hijack. Fear gets in the way of rationality, causing people to act in the subconscious bias that keeps them safe. How fear makes things Personal, Persistent, and PermanentQ: Why did you use 3 fictional characters to explain your points?A: Using 3 archetypes to explain the complexity of relationships - why identity and affiliations are not so clear-cut.- The characters are an archetype of “intersectionality” (Kimberlé Williams Crenshaw)It explains the difficulty of categorizing people and how one person can be in an in-group and out-group a the same time. Jon Robert Tartaglione collaborated with the research and studies included in this book. Q Why is belonging in the workplace so important?A: Most of us cannot choose who our workmates and we are somehow “forces us” to find ways to relate with others and work together towards a common work. Solving belonging in the workplace can have a deeper impact on society since many of the lessons from the workplace can be transplanted to society.Q: Why company culture cannot be “like a family”A: -the workplace is more like a community The importance of contribution for belonging in the workplace. Q: How can leaders accelerate the move towards becoming more diverse and inclusive?The problem with always trying to “fix” things, or “fix people” causes people to be reactive.Changemakers become fatigued by “fixing things” always trying to figure out what is wrong. People don’t want to be fixed and fixing things require a lot of energy Instead, having a vision can help address many of the root causes and helping people unite under a common vision.To be proactive, it’s necessary to have a vision of “belonging”. All great change-makers managed to act behind a vision: MLK, Nelson Mandela, Gandhi. Having a vision is 1 of 8 “Pathways for belonging”[In chapter 9 of his book “Bridges to Bonding”, Howard provides the 8 pathways to belonging]The 8 pathways to belonging are: A Clear Vision and Sense of PurposeCreating a ContainerPersonal Connection, Vulnerability, and ConsciousnessInclusion and EnrolmentCultivate Open-Minded ThinkingDevelop Shared Structures and Forms of Communication Honoring NarrativeTools for Negotiation and Conflict ResolutionExploring #7: Honouring NarrativeUnderstanding the narrative, the story we tell ourselvesIf we are aware of the narratives that we are raised in, we can find a different story for ourselves. Leaving our own identity is incredibly difficult. Understanding Bridging vs. Bonding relationships- Robert Puttnam - Bowling alone on Social CapitaSome people believe they are bonding when in fact they might only by bridging. The example is bonding amongst women, with the black women, are not bonded, but rather bridging. How bridging can lead to bonding relationships. “Rapid Fire” questions What is one country to visit?China and TibetFavorite meal?PizzaWhat’s a movie or show that you are currently watching that would recommend?“13th” by Ava DuVernay about the 13th amendment. I am in my element when…“When I am with my family”Final words:We are in a very “special” time. Many refer to this time as a Syndemic. During these time it is especially easy to slip us into an “othering” and seeing others as a threat. This opportunity also opens up the opportunity to become more compassionate and empathy is important. Here is the Google Talks Video of Howard talking about his book: “Everyday Bias”: https://www.youtube.com/watch?v=v01SxXui9XQAcknowledgments:Thank you to Aidan McCullen (host of “The Innovation Show” podcast) for your support and for making this interview happen. Thank you James Robinson, Emmy® Award-Winning Sound Designer & Engineer for helping me salvage the audio quality.Music by Ergy, aka Hugues Coudurier, Facebook——————————-Thank you for listening! I would love your Feedback: Please send me an email at firstname.lastname@example.org and let me know what you thought of the episode. You can also follow us on Instagram: https://www.instagram.com/createbelonging/ or on Linkedin: https://www.linkedin.com/company/create-belonging See acast.com/privacy for privacy and opt-out information.
23 Principle centered leadership for a better world with Howard Ross | Greater Washington DC DMV Changemaker
In this episode of Partnering Leadership, Howard Ross, Author of Reinventing Diversity, Everyday Bias, and Our Search for Belonging, talks about his background, how he started his own consulting firm, and his work on unconscious bias.Some highlights:The story of Howard Ross’ journey of reinventing himselfThe influence of his Jewish heritage and the value of his parents in shaping his life and leadershipWhat inspired Howard Ross to write a book about unconscious biasHoward Ross on the importance of being open to guidance from other leadersAlso mentioned in this episode:Michael Amilcar, CEO of Cook Ross Inc.Dr. Johnnetta B. Cole, National Chair of the National Council of Negro WomenJohn Griffin, Former Head of Washington Suburban Sanitary CommissionBooksThe Practice of Adaptive Leadership by Ron HeifetzConnect with Howard Ross:Howard Ross Official WebsiteUDARTA Official WebsiteHoward Ross on LinkedInConnect with Mahan Tavakoli:MahanTavakoli.comMore information and resources available at the Partnering Leadership Podcast website: PartneringLeadership.com
SUMMARY Howard Ross, a lifelong social justice advocate, has authored the Washington Post bestseller, Everyday Bias: Identifying and Navigating Unconscious Judgments in Our Daily Lives. Smashing long-time myths we hold dear, Ross addresses the many faces of unconscious bias. His book offers a plethora of data and anecdotes illustrating the urgency to develop a greater awareness of our own irrational beliefs and leanings. In short, Ross lays out a strong case for watching ourselves more carefully to notice and at least neutralize our biases. SOME KEY TERMS Unconscious Bias - comes from social stereotypes, attitudes, opinions, and stigma we form about certain groups of people outside of our own conscious awareness; can be fed by snippets of information that we might get from biased media or social media or other sources, which are often taken out of context Theory of Mind - the ability to attribute beliefs, intentions, wants, and knowledge to others, and to understand when others have beliefs that are the same or different from our own Superego - the civilizing facet of the personality structure, controlling the id through rules that we have picked up during our life Selective Attention - a mental process through which we see some things but not others, depending upon our point of focus Diagnosis Bias - the propensity to label people, ideas, or things based on our initial opinions Pattern Recognition – the tendency to sort and identify information based on prior experience or habit (includes stereotyping) Confirmation Bias - a tendency for people to gather information or respond to a circumstance in a way that confirms their already established beliefs or ideas Priming - the implicit tendency to respond to something based on expectations created by a previous experience or association Anchoring Bias (AKA focalism) - the common tendency to rely too heavily or “anchor” on one trait or piece of information when making decisions Mirror Neurons – cause us to feel a deep connection to the experiences of others; sometimes called “the basis of civilization” QUOTES FROM ROSS “Unconscious influences dominate our everyday life. What we react to, are influenced by, see or don’t see, are all determined by reactions that happen deep within our psyche. Reactions which are largely unknown to us.” “We are constantly making decisions that are influenced by unconscious biases. In fact, even when our biases seem conscious, they may be influenced by a pattern of unconscious assumptions that we have absorbed throughout our lives.” “Whether you think they should or not, qualifications rarely have anything to do with Presidential elections. In fact, since 1950 arguably the least qualified candidates won more often than they lost! Whether we should or not, we vote for president based on how the person makes us feel.” “We are trained to think we can talk people out of their points of view if we give them the right ‘evidence.’ But…political biases actually distort our ability to reason logically. In the battle between emotion and rationality, emotion usually wins!” “Most people I know like to think of themselves as ‘good people.’ We like to think that we treat everybody around us fairly, at least most of the time, and we shudder to think that we might be biased in our nature. And yet it is apparent that to be biased is almost as normal as breathing, and that our hidden fears and insecurities often get expressed in the various ways we react and respond to each other.” “We like to think we are rational, and that our emotions are secondary. This is not unusual in Western cultures. We have a long history of valuing the rational over the emotional.” “We tend to have much greater empathy for people who are similar to us, particularly racially.” RECOMMENDATIONS BUY Our Search for Belonging: How Our Need to Connect Is Tearing Us Apart BUY Factfulness: Ten Reasons We're Wrong About the World--and Why Things Are Better Than You Think Begin to identify your own biases, take the free, computer-based Implicit Association Test (IAT). Connect with us! Facebook Instagram Twitter YouTube Website Special thanks… Music Credit Sound Editing Credit
Howard Ross on the impact of bias on our perspective
Crafting Solutions to Conflict
Our unconscious bias shapes our perspective in ways we don’t easily recognize or accept.Just days after the 2020 election in the U.S., we discuss how we all are affected by bias – in ways that we find hard to manage and hard to believe. Our emotional reactions are so fast and our commitment to our rationalizations so strong that it is difficult for us to change our own minds or to see that others may have their own values and perspectives that seem completely legitimate to them. The first steps to communicating with each other are accepting our humanity and being open to at least hearing an opposing point of view. Howard mentioned his three books: Reinventing Diversity, Everyday Bias, and Our Search for Belonging. You can learn more about his work and contact him through LinkedIn, https://www.linkedin.com/in/howardjross/ , https://howardjross.com/ , or https://udarta.com/Do you have comments or suggestions about a topic or guest? An idea or question about conflict management or conflict resolution? Let me know at email@example.com! And you can learn more about me and my work as a mediator and a Certified CINERGY® Conflict Coach at www.dovetailresolutions.com and https://www.linkedin.com/in/janebeddall/.Enjoy the show on your favorite podcast app or on the podcast website: https://craftingsolutionstoconflict.com/And you can follow us on Twitter @conflictsolving.
SFH #124 Identifying & Addressing Unconscious Bias with Howard Ross of Udarta Consulting
The NTM Growth Marketing Podcast
Howard Ross is lifelong social justice advocate, and is considered one of the world’s seminal thought leaders on identifying and addressing unconscious bias. Howard has delivered programs in 47 states and over 40 other countries to audiences including Fortune 500 companies, colleges and universities, and major institutions within healthcare, government, and non-profit sectors. His latest book, Our Search for Belonging: How the Need for Connection Is Tearing Our Culture Apart, published by Berrett-Koehler in 2018, received the Nautilus Gold Medal for Social Change and Social Justice. In this episode, I speak with Howard about his mission and the impact he is making in the world. Let’s dive in! https://cookross.com/howard/
Getting Past Our Bias and Unconscious Judgements – Howard Ross
A New Direction
No one wants to admit it. In fact we get defensive when accused of it. In most cases we go into denial and rationalize it. What am I talking about: Bias. The fact of the matter is bias comes with being human. Every single person in the world has bias. You in fact are biased! Did you notice how you felt as you read that? You are biased. It may have made you mad. It may have had a "knee jerk" reaction of "no I am not!". You may have wanted to stop reading. That's how powerful bias can be. Hold on, before you stop reading on, let me explain that bias is a built in mechanism in our brains that actually has some value. In side our brain more toward the middle of it actually are these physical structures called the amygdala and the hippocampus. They are built in to help us deal with potential danger and memory among other things. As we develop a life time of memories these structures turn on as we encounter different people and situations to help us quickly deal with the issues at hand. The problem is that we will find that we are more often wrong that right when it comes to our judgement and what we thought was dangerous, was in fact a false perception.In this episode of A New Direction Howard Ross helps us not only understand how we develop our biases, but how we can over come them. In his book "Every Day Bias: Identifying and Navigating Unconscious Judgements in Our Daily Lives" Howard not only explains how we get to become biased, but then the complicated challenge of changing our bias. By the way if you think logic is the answer to changing someone's bias...think again...logic doesn't work and Howard explains this in his book. So what does it take to change ourselves and our bias? Take a listen to the show, you will find it both enlightening and informational. But I will tell you this as Howard Ross says over and over again...the first thing is stop beating yourself up with guilt for feeling biased because guilt doesn't change you it only distresses you.Please reach out and thank the awesome sponsors of A New Direction:EPIC Physical Therapy the facility with the most cutting edge equipment and the certified staff to help you recover from an injury or surgery, work with professional and amateur athletes, or just those of us who want to move and feel better. When you want EPIC relief, EPIC recovery, and EPIC results then start with EPIC Physical Therapy by going to www.EPICpt.comLinda Craft & Team, Realtors when you are looking to sell your home or buy a new home start with what their clients refer to as “the legends of customer service”. Whether you are in the Greater Raleigh Research Triangle Park area of North Carolina or any where in the world they can help you with your home dreams. Contact our friends Linda Craft & Team at www.LindaCraft.com
Breaking Through Emotional Impact with Howard Ross
The #SpeakEasy Podcast
Advocacy takes on different roles in order to empower the voice and impact the lives of people. In today's episode, I had the opportunity to speak with Howard Ross about the past, present, and future of advocacy. Education will always be what inspires change and action will be the driving force. We see it throughout history. "My whole life I've come to realize that if you're going to spend your life shaking the trees, occasionally a coconut is going to hit you on the head."Fighting for the rights of others means fighting for a better society. Howard went to his first Civil Rights at the age of 15 and with over 55 years of advocating for others, you can see that it made a huge impact in his life. He shared with us significant impacts that his family has made when it came to advocacy. Being Jewish during the Holocaust, 43 members of Howard's family were murdered. His own grandfather was living in a village where 100 Jews were killed by Nazis. The emotional impact of what we see, hear, and live through can be the spark to initiate change. It can become a heavy shadow on the families, communities, and generations that are connected to it in some way. We see a huge shift as younger generations are taking the reigns and demanding results in a similar way that we saw Baby Boomers do when they were younger. On one hand, it can make you proud that they have the motivation to do so but on the other, it can be saddening that we are still fighting the same fight.Howard dropped nuggets about we can do better when it comes to understanding and or being part of the current wave of advocates. I stumbled into advocacy because of my personal experiences with homelessness, abuse, molestation, and divorce. Prejudice against a certain group of people usually comes from a disconnect between their story and your own. Howard's nuggets: ~ Remember those that came before you and the life the lived ~ Use the emotional impact as fuel but be strategic ~ Understand that change does not always happen immediately~ Do the research on what you hear~ Protests matter and have their place in initiating change ~ Anger and rage are valid emotions when you feel unheard or mistreated~ NEVER label the majority by the actions of the few This episode will be my most memorable because the current climate of the world is a tough one to navigate. I appreciate the advocates that stand up in the face of fear, miseducation, prejudice, and miscommunication to fight for something bigger than them. I think back to when I first watched movies like Freedom Writers and Lean on Me. It was significant for me because it was a seed of understanding that we each can do something that matters. We each have the power to make an impact. To the advocates who consistently fight for change...we see you! Thank you! Meet Howard Ross:Howard Ross is a lifelong social justice advocate and is considered one of the world’s seminal thought leaders on identifying and addressing unconscious bias. He is the author of ReInventing Diversity: Transforming Organizational Community to Strengthen People, Purpose and Performance, (published by Rowman and Littlefield in conjunction with SHRM in 2011), and the Washington Post bestseller, Everyday Bias: Identifying and Navigating Unconscious Judgments in Our Daily Lives, (published by Rowman and Littlefield in 2014). His latest book, Our Search for Belonging: How Our Need to Connect is Tearing Us Apart, released by Berrett-Koehler in May of 2018, won the 2019 Nautilus Book Award Gold Medal for Social Change and Social Justice.Howard has specialized in the synthesis of neuro-cognitive and social science research and direct application re Diversity, Inclusion, Equity, and Accessibility work. His client work has focused on the areas of corporate culture change, leadership development, and managing diversity. Ross has successfully implemented large-scale organizational culture change efforts in the area of managing diversity and cultural integration in academic institutions, professional services corporations, Fortune 500 companies, and retail, health care, media, and governmental institutions in 47 of the United States and over 40 countries worldwide. In addition, Howard has delivered programs at Harvard University Medical School, Stanford University Medical School, Johns Hopkins University, the Wharton School of Business, Duke University and Washington University Medical School, and over 20 other colleges and Universities. Howard served as the 2007-2008 Johnnetta B. Cole Professor of Diversity at Bennett College for Women, the first time a white man had ever served in such a position at an HBCU.Howard’s writings have been published by the Harvard Business Review, the Washington Post, the New York Times, Fast Company Magazine, Diversity Women Magazine, Forbes Magazine, Fortune Magazine, and dozens of other publications. He appears monthly on National Public Radio. Howard has served on numerous not-for-profits boards, including the Diversity Advisory Board of the Human Rights Campaign, the board of directors of the Dignity and Respect Campaign, and the board of the directors for the National Women’s Mentoring Network. Howard has been the recipient of many awards, including the 2009 Operation Understanding Award for Community Service; the 2012 Winds of Change Award from the Forum on Workplace Diversity and Inclusion; the 2013 Diversity Peer Award from Diversity Women Magazine; the 2014 Catalyst Award from Uptown Professional Magazine; the 2014 Catalyst for Change Award from Wake Forest University; the 2015 Trendsetter in HR by SHRM Magazine; and the 2016 Leadership in Diversity Award by the World Human Resources Development Conference in Mumbai, India. He was also named an Honorary Medicine Man by the Eastern Cherokee Reservation in N.C., and given Medicine Holder designation by the Pawnee Nation.Howard is also a former Rock ‘n Roll Musician and has taught meditation and mindfulness for more than 20 years, including his role as co-founder and Lead Facilitator for the Inner Journey Seminars.Howard founded Cook Ross Inc., one of the nation’s leading Diversity and Inclusion consultancies. He sold the company in July 2018 and founded Udarta Consulting, LLC.Howard keynotes and speaks regularly at Conferences for SHRM, SHRM Diversity, the Forum for Workplace Inclusion, National Association of Corporate Directors, ATD, the World Diversity Forum, and dozens of others.He can be reached at firstname.lastname@example.org.Social Media Handles (LinkedIn, Facebook, etc.)Facebook.com/howardjross linkedin.com/howardjrosss
Bill Horan talks with Howard Ross, author of EVERYDAY BIAS. Howard will discuss what the definition of bias is, how we all have conscious and unconscious biases, how many of our daily decisions are influenced by unconscious bias, and what he means by loss aversion bias.
Diversity, Inclusion, Equality, and Why Our Need to BELONG is Tearing Us Apart (Howard Ross)
As leaders, we have an audience whether it’s through social media, an email list, a congregation, or even our own family. Howard Ross encourages us to re-establish integrity so that we can lead people well and speak up about important issues in a healthy and effective way. Connect with Howard Ross: https://howardjross.com/ QUESTIONS ASKED: How is our need to belong tearing us apart? What’s our personal responsibility in navigating change? How can we restore hope for this generation? FROM TODAY’s EPISODE: Being part of something bigger than yourself Changes in agreeing and disagreeing with others Connecting and supporting each other and recognizing unconscious bias RESOURCES: Text us! +1 (501) 214-4307 Join our Private Facebook Group: https://bit.ly/2lPut5A Youtube Channel: https://www.youtube.com/heatherparady BIO: Howard Ross is a lifelong social justice advocate and is considered one of the world’s seminal thought leaders on identifying and addressing unconscious bias. He is the author of ReInventing Diversity: Transforming Organizational Community to Strengthen People, Purpose and Performance, (published by Rowman and Littlefield in conjunction with SHRM in 2011), and the Washington Post best seller, Everyday Bias: Identifying and Navigating Unconscious Judgments in Our Daily Lives, (published by Rowman and Littlefield in 2014). His latest book, Our Search for Belonging: How Our Need to Connect is Tearing Us Apart, released by Berrett-Koehler in May of 2018, won the 2019 Nautilus Book Award Gold Medal for Social Change and Social Justice. Howard has specialized in the synthesis of neuro-cognitive and social science research and direct application re: Diversity, Inclusion, Equity and Accessibility work. His client work has focused on the areas of corporate culture change, leadership development, and managing diversity. Ross has successfully implemented large-scale organizational culture change efforts in the area of managing diversity and cultural integration in academic institutions, professional services corporations, Fortune 500 companies, and retail, health care, media, and governmental institutions in 47 of the United States and over 40 countries worldwide. In addition, Howard has delivered programs at Harvard University Medical School, Stanford University Medical School, Johns Hopkins University, the Wharton School of Business, Duke University and Washington University Medical School and over 20 other colleges and Universities. Howard served as the 2007-2008 Johnnetta B. Cole Professor of Diversity Professor of Diversity at Bennett College for Women, the first time a white man had ever served in --- Send in a voice message: https://anchor.fm/unconventionalleaders/message