Biased Boss Quotes

second related pressure stems from organizational biases—whereby employees become captured by the institutional culture that they experience daily and adopt the personal preferences of their bosses and workplaces more generally. Over a century ago, the brilliant economist and sociologist Thorstein Veblen illustrated how our minds become shaped and narrowed by our daily occupations:

One rule of thumb is to keep searching for options until you fall in love at least twice. If you’ve only identified one good candidate for a job, for instance, you’ll have the strong urge to talk yourself into hiring her, which is a recipe for the confirmation bias. You’ll start to make excuses for the flaws you see: She asked us not to call her old boss for a reference, but that’s probably okay, because the boss sounded like a real jerk …

I’m done being polite about this bullshit. My list of professional insecurities entirely stems from being a young woman. Big plot twist there! As much as I like to execute equality instead of discussing the blaring inequality, the latter is still necessary. Everything, everywhere, is still necessary. The more women who take on leadership positions, the more representation of women in power will affect and shift the deep-rooted misogyny of our culture—perhaps erasing a lot of these inherent and inward concerns. But whether a woman is a boss or not isn’t even what I’m talking about—I’m talking about when she is, because even when she manages to climb up to the top, there’s much more to do, much more to change. When a woman is in charge, there are still unspoken ideas, presumptions, and judgments being thrown up into the invisible, terribly lit air in any office or workplace. And I’m a white woman in a leadership position—I can only speak from my point of view. The challenges that women of color face in the workforce are even greater, the hurdles even higher, the pay gap even wider. The ingrained, unconscious bias is even stronger against them. It’s overwhelming to think about the amount of restructuring and realigning we have to do, mentally and physically, to create equality, but it starts with acknowledging the difference, the problem, over and over.

The undemocratic intent behind fascist propaganda is key. Fascist states focus on dismantling the rule of law, with the goal of replacing it with the dictates of individual rulers or party bosses. It is standard in fascist politics for harsh criticisms of an independent judiciary to occur in the form of accusations of bias, a kind of corruption, critiques that are then used to replace independent judges with ones who will cynically employ the law as a means to protect the interests of the ruling party. The

Nonconformity is an affront to those in the mainstream. Our impulse is to dismiss this lifestyle, create reasons why it can’t work, why it doesn’t even warrant consideration. Why not? Living outdoors is cheap and can be afforded by a half year of marginal employment. They can’t buy things that most of us have, but what they lose in possessions, they gain in freedom. In Somerset Maugham’s The Razor’s Edge, lead character Larry returns from the First World War and declares that he would like to “loaf.”23 The term “loafing” inadequately describes the life he would spend traveling, studying, searching for meaning, and even laboring. Larry meets with the disapproval of peers and would-be mentors: “Common sense assured…that if you wanted to get on in this world, you must accept its conventions, and not to do what everybody else did clearly pointed to instability.” Larry had an inheritance that enabled him to live modestly and pursue his dreams. Larry’s acquaintances didn’t fear the consequences of his failure; they feared his failure to conform. I’m no maverick. Upon leaving college I dove into the workforce, eager to have my own stuff and a job to pay for it. Parents approved, bosses gave raises, and my friends could relate. The approval, the comforts, the commitments wound themselves around me like invisible threads. When my life stayed the course, I wouldn’t even feel them binding. Then I would waiver enough to sense the growing entrapment, the taming of my life in which I had been complicit. Working a nine-to-five job took more energy than I had expected, leaving less time to pursue diverse interests. I grew to detest the statement “I am a…” with the sentence completed by an occupational title. Self-help books emphasize “defining priorities” and “staying focused,” euphemisms for specialization and stifling spontaneity. Our vision becomes so narrow that risk is trying a new brand of cereal, and adventure is watching a new sitcom. Over time I have elevated my opinion of nonconformity nearly to the level of an obligation. We should have a bias toward doing activities that we don’t normally do to keep loose the moorings of society. Hiking the AT is “pointless.” What life is not “pointless”? Is it not pointless to work paycheck to paycheck just to conform? Hiking the AT before joining the workforce was an opportunity not taken. Doing it in retirement would be sensible; doing it at this time in my life is abnormal, and therein lay the appeal. I want to make my life less ordinary.

Male power and patriarchy are clearly part of the picture. Men historically created the workplace rules and influenced social norms that overlooked sexual harassment. An evolutionary perspective highlights an underlying sexual psychology that influences these male-biased practices. Studies by psychologist John Bargh and his colleagues, for example, explored the unconscious links between power and sex.25 One study found that men experienced an unconscious association between the concepts of power and sex, but this occurred only for men who scored high on a “likelihood to sexually harass” scale. In these men’s minds, concepts like “authority” and “boss” were automatically linked with concepts like “foreplay,” “bed,” and “date.” Their second study primed men to think about power and subsequently asked them to rate the attractiveness of a female confederate in the room who the men believed was just another study participant. Again, only men scoring high in likelihood to sexually harass viewed the woman as especially attractive and expressed a desire to get to know her. In short, power and sex are linked, but primarily in the minds of a subset of men. This may explain why only a minority of men in positions of power over women sexually harass them; many men with power do not.

When he took the Implicit Association Test (IAT) that measures unconscious bias, his scores revealed him to have essentially no unconscious bias.

For example, your employee, Duane, writes in his plan that his one-year goal is to be promoted to a manager. You think that Duane needs more than a year to gain the skills required for a promotion. The development plan allows you to start having conversations early in the year with Duane about the likelihood of promotion or what skills are required to get to the next level. This helps to prevent Duane from being sorely disappointed when promotion time comes around, and prevents you from being shocked that Duane actually thought he was ready for promotion! (Remember overconfidence bias? You’ll repeatedly be floored by team members who think they are ready for promotions.)

Confirmation bias can cause bosses to make excessively glowing judgments about people they have invested a lot of time and money in or who they simply find to be likable or admirable. Even if your judgment is generally sound, confirmation bias can blind you to mediocre or even downright rotten performance displayed by your favorites.

Plan as you go” to respond to the changing needs of your customers but launch your business as soon as possible, with a bias toward action.

When you steal other people’s belongings, you become a thief. This is very simple and clear. But people’s today think one becomes a criminal only after being arrested by a policeman, investigated by a prosecutor, sentenced by a judge, and confined in a prison. Therefore, corrupt politicians think they are men of virtue and skill if they can cover up their deeds and escape getting caught. They are heavily influenced by “group stupidity.” Alexander the Great, Julius Caesar, and Genghis Khan were nothing other than great thieves, Hitler and Mussolini where greater robbers than the legendary thieves Ishikawa Goemon and Tenichibo. Although these dictators operated on a much larger scale, they were not fundamentally different from Kunisada Chuji, who said, “Let’s go as far as we can, no matter what.” And hey the henchmen of thieves think their bosses are respected. We’re always falling into ruts. Politicians and their followers, many schoolteachers, and opinion leaders work hard to manipulate people into biased, habitual ways of thinking. The ways we’re distorted are subtle, deliberate, and complicated. When we’re liberated from this distortion, we will find the true wisdom of Buddhism.

The long-hours bias is particularly acute in Japan where it is not unusual for employees to stay in the office past midnight. This is in part because promotion tends to be based on hours worked, as well as the length of time an employee has spent at a company.119 It also doesn’t hurt to take part in ‘nomunication’, a play on the Japanese word for drinking (nomu), and the English word communication.120 Technically of course women can do all these things, but it’s much more difficult for them. Japanese women spend an average of five hours a day on unpaid labour compared to men who spend about an hour: it’s clear who will be free to impress the boss by staying in the office till late, followed by back-slapping drinks at a local strip club.

Underpromise and Overdeliver Whether you and your boss agree on expectations, try to bias yourself somewhat toward underpromising achievements and overdelivering results. This strategy contributes to building credibility. Consider how your organization’s capacity for change might affect your ability to deliver on the promises you make. Be conservative in what you promise. If you deliver more, you will delight your boss.

At one point the Fox News PR department dispatched an intern to strike up a relationship with me. We went out a couple of times in New York City—we went to the late great Coffee Shop restaurant in Union Square, we rode the subway uptown, we even spent a late evening on her rooftop. There were moments when I thought these were dates—but her flirtatiousness was all part of the ruse. Years later I found out the intern was assigned to take copious notes and feed information back to her bosses. One email I viewed, dated Tuesday, September 6, 2005, was delivered at 11: 30 p.m. and listed what I told her during our faux-date; who called me during dinner (a PR person from a rival network); and what I said on the phone. Early the next morning the young woman was hauled into Ailes’s office because he wanted a full debrief. She was also tasked with friending me on Facebook and scouring my page for any evidence of anti-Fox bias or other material that could be used against me.

GENDER AND GUIDANCE GENDER DIFFERENCES MAKE guidance harder to give for both men and women, but in very different ways. Both bias and what I call “gender politics” can foil efforts to be Radically Candid with someone of a different gender. I’m focusing on gender here because this book is rooted in my first-hand experiences and I’m a Caucasian woman. But there are important parallels in race, and any instance where relationships cross group boundaries.

In the summer of 1966, Seale was hired to run a youth work program at the North Oakland Neighborhood Anti-Poverty Center funded by the federal War on Poverty. Through his role as a social service provider, he came to understand even more clearly the economic and social needs of black youth. Beyond delivering services, Bobby brought his revolutionary nationalist theory to the job and used the opportunity to push up against the ideological bias in the government program. Rather than merely guiding young blacks into a government-prescribed path, he used his authority to help them stand up against oppressive authority, particularly against police brutality. One day Seale’s boss instructed him to take a group of young black men and women on a tour of the local police station. When the group arrived, the police officers pulled out notepads and pencils and started to interview the teenagers about the character of gangs in the neighborhood. Seale protested, instructing his group to remain silent and announcing that his program would not be used as a spy network to inform on people in the community. The officers claimed that they simply wanted to foster better relations with the community. In response, Seale turned the conversation around, creating an opportunity for the teenagers to describe their experiences with police brutality in the neighborhood. It was the first time the young people had had the opportunity to look white police officers in the eye and express their anger and frustration. One teenager berated the police for an incident in which several officers had thrown a woman down and beaten her in the head with billy clubs. “Say you!” said a sixteen-year-old girl, pointing at a policeman. “You don’t have to treat him like that,” Seale said to the girl. “I’ll treat him like I want to, because they done treated me so bad,” she replied. Bobby sat back as the girl grilled the officer about whether he had received proper psychiatric treatment. The officer turned red and started to shake. “The way you’re shaking now,” she said, “the way you’re shaking now and carrying on, you must be guilty of a whole lot! And I haven’t got no weapon or nothin.’”69 The poverty program provided a paycheck, some skills, and an opportunity to work with young people. But Newton and Seale were still searching for a way to galvanize the rage of the “brothers on the block.” They wanted to mobilize the ghetto the way that the Civil Rights Movement had mobilized blacks in the South. They dreamt of creating an unstoppable force that would transform the urban landscape forever. The problem was now clear to Huey and Bobby, but they did not yet have a solution. Huey and Bobby were not the only ones looking for answers.

One of the great victories of the civil rights movement is that, in America, it has become unacceptable to espouse racist views publicly, though many people harbor them, sharing their biases only with those they trust. Many whites do not care to sit next to Latinos in a restaurant, fly with an Asian pilot, or report to a black woman boss.

For many, however, it’s not just self-control issues that bias them toward the rhythmic philosophy, but also the reality that some jobs don’t allow you to disappear for days at a time when the need to go deep arises. (For a lot of bosses, the standard is that you’re free to focus as hard as you want… so long as the boss’s e-mails are still answered promptly.) This is likely the biggest reason why the rhythmic philosophy is one of the most common among deep workers in standard office jobs.

True followers are those who think without bias and act with integrity.