Right, so I’m back after almost 6 weeks. What did I miss? Other than a new PM in Australia, more gun violence in the US…and the fact that, according to the OECD, Australia has the second tightest skills market in the world.

You may have noticed that I haven’t been posting much over the last 5 – 6 weeks because I’ve been in the US speaking at the annual Association for Talent Development (ATD) conference (funnily enough about employee retention).


Following that,...

We change the oil and rotate the tires on our car to keep it from breaking. We call this preventative maintenance. And research shows that regular, meaningful conversations do the same thing for our teams.

Yet so many managers complain they don’t have enough time to do this.

How much time would they save by avoiding problems by having proactive conversations to correct performance or behaviour and to find out what their team needs to be fully motivated, engaged and productive?


How much...

I’m curious, what has your experience been with implicit bias training?

Having spent 15 years working as a professional recruiter and 11 years teaching hiring managers how to hire more effectively and efficiently I’ve always felt that implicit bias training was a waste of time.


There is more and more research now backing up my gut feel. Here are two articles that unpack this pretty nicely.

Even worse, there is consistent evidence that bias training done the “wrong way” (think lukewarm diversity training) can actually have the opposite impact, inducing anger and frustration among white employees. What this all means is that, despite the widespread calls for implicit bias training, it will likely be ineffective at best; at worst, it’s a poor use of limited resources that could cause more damage and exacerbate the very issues it is trying to solve.
Read More: https://www.igniteglobal.com/2020/08/the-problem-with-implicit-bias-training/