We overestimate how much attention people pay to our words and appearance. But in reality, everyone thinks what others think of them. Ex: Ankur is worried that everyone will hate his new shoes.

1. 🔦Spotlight effect

We believe that others are more influenced by social media and mass media than we are. And we often judge them. Ex: "You are clearly watching a lot of news"

2. 👀Third-person effect

We prefer things to stay the same; change is mostly considered a negative thing. And often change is uncomfortable Ex: "Ankur continues to be friends with toxic people because they are childhood friends."

3. 💰Status Quo bias

We assume that the stories of those who survived are the entire story. Because the "dead" are not there to share any story and hence we don't really know of them... Ex: "So many unicorns are being made every day. Entrepreneurship must be really awesome."

4. 💪Survivorship Bias

We remember incomplete tasks more than completed tasks. It also applies to our successes and failures. Ex: "Ankur continues to feel guilty that he hasn't finished those 2 tasks, ignoring that he has finished 10 others."

5. 📝Zeigarnik Effect

We tend to place a higher value on things that we have worked on ourselves. Ex: "Isn't the cake awesome? I made it."

6. 🍥Ikea Effect

We tend to overestimate the probability of bad outcomes. Because by default our brain leans toward negative probability. Ex: "I am sure I won't find a cab in time for the interview."

7. 😔Pessimism Bias

We draw different conclusions from the same information, basis how the information is presented. And that makes all the difference. Ex: "Only 5% of Indians invest in the stock market. There must be something wrong with it.Only 5% of Indians invest in the stock market. Imagine the potential."

8. 🖼️Framing Effect

We tend to think that the past was better than the future will be. Ex: "In our times, we had a lot more patience."

9. 🔮Declinism

We invest more in things that have cost us something, even if we face negative outcomes. The sunk cost fallacy occurs because we are not purely rational decision-makers and are often influenced by our emotions. Ex: "Ankur is still holding on to that stock investment with a -80% return. In fact, he is investing more."

10. 📉Sunk Cost Fallacy

We think future possibilities are affected by past events, even though they are independent. Ex: "Ankur is tossing the coin and heads have come up 9 times. Now it will tail for sure."

11. 💰Gambler's Fallacy

We tend to forget things that we can easily search for. Ex: "What was that movie name? God, I just read about it yesterday!"

12. 🔍Google Effect

Once we know something, we think that everyone else also knows it. Ex: "I shouldn't share this content. It's so basic. Everyone knows this."

13. 📖Curse of knowledge

Our failures are sensational, but our success is our hard work. Ex: "I passed that exam because I worked hard. I failed that interview because I got late."

14. 👨‍🦰Self-serving Bias

We judge others on their personality or behavior, but we judge ourselves on the situation. Ex: "Ankur is poor. He must be lazy. I am poor because I did not get the right opportunities."

15. 🧑‍⚖️Fundamental Attribution Error

We tend to agree more with folks in our group, than outside of our group. Ex: "Ankur is from Delhi, so I like him more than someone from Mumbai. Because I am from Delhi."

16. 🧑‍🤝‍🧑In-group favoritism

We don't think we have biases. But we see it in others. Ex: "I am not biased."

17. 🧑‍🦯Blind Spot Bias

Awareness of these biases is the first step then."The eye sees only what the mind is prepared to comprehend."

I wish we were taught about these biases in school, in addition to what school taught us. These biases prepare us for life in more ways than the curriculum does. - Ankur Warikoo

17 Ways Our Mind Plays Tricks On Us🧠

Belonging. It’s the archetypal experience we all seek. When it’s not there, we know that it’s missing, and when we feel it, we really feel it.But what actually is belonging? And how does it relate to HR buzzwords that have all had a massive uptick in recent years: diversity and inclusion?Belonging is an experience that can only happen however, if organisations have both diversity and inclusion. If there’s diversity in the workplace and there are inclusive behaviors, then it’s likely you’ll feel belonging in that workplace

If you really want to create belonging, consider these four key approaches to establishing diversity and inclusion in your workplace:<ol><li>Work to build a Diverse Team</li><li>Help to Ensure Team Cohesion</li><li>Dismantle Structures that Distribute Power </li><li>Model Up-stander, Ally and Accomplice Behaviors</li></ol>

Four Key Approaches to Establishing Diversity and Inclusion

As a leader, your unconscious biases may cause you to build a team in your own likeness. Resist the temptation to surround yourself with others who have similar skills, backgrounds and experiences to your own. Focus on “culture add” rather than “culture fit” when hiring. Difference is strength, and an acceptance of difference opens up avenues towards belonging and inclusion.

1) Work to build a diverse team

It’s been shown time and again that teams of diverse individuals are smarter than homogenous teams. This goes beyond skills or experience, but extends to diversity in sex, gender, ethnicity, race, ability, sexuality, socioeconomic backgrounds, age, religion and so on.

The connectedness felt amongst team members and the psychological safety that comes from that connectedness supports a sense of belonging. Team cohesion comes from having goal clarity, role clarity and decision-making clarity.

2) Help to ensure team cohesion

This involves establishing at the outset, why the team exists, what defines its measures of success and how it intends to work together to pursue those measures (goal clarity). It acknowledges the personal attributes each person brings to the team and what each person needs from others on the team in pursuit of their role (role clarity). And it ascertains what decisions a team member can make independently versus in collaboration (decision-making clarity). Establishing these parameters allows everyone to know their place and everyone else’s place, and allows everyone to feel included.

At a minimum, inclusive practices should involve training in understanding and exploring unconscious bias. But it needs to go further. As an HR leader, invite your employees (not just management level), into learning spaces that facilitate dialogue and education about the experience of minority and oppressed communities inside and outside of the workplace. Behavior matters. Workplace micro-aggressions are a fact in most organizations.

3) Dismantle structures that distribute power

Help your employees call in and process these occurrences by creating “safe rooms” where the delicate (and oftentimes messy), conversations that are necessary for processing the harm inflicted can take place. Consider bringing in a facilitator for the conversations.

Organizational leaders need to learn how to help team members go from being bystanders to up-standers, and create allies and accomplices A bystander is a well-intended onlooker who hears or witnesses micro-aggressions but doesn’t do anything about it, such as listening to a co-worker’s joke about gay people in front of a gay team member. They don’t join in, but they also don’t challenge it. An up-stander, on the other hand, calls people out on their micro-aggressions.

4) Model up-stander, ally and accomplice behaviors

An ally actively works at inviting other people into the conversation. A straight ally, for example, would invite a queer person into a forum where decisions are made. An accomplice is a person from a non-marginalized group who uses their unearned privilege to dismantle the structures and systems that oppress individuals or groups. Model these behaviors to demonstrate what you expect from others.

While you must have diversity to have inclusion, you must have inclusion to have belonging. When you facilitate diversity in hiring practices and instill inclusive policies, procedures and behaviors, your organization has its best chance of creating a culture that supports a sense of belonging for everyone.

Taking these in more detail, diversity is the fact that when one looks around one can note whether you’re among people who are, and are not like you. Inclusion, meanwhile, is a set of behaviors, frameworks or approaches whereby you’re able to leverage a diverse workforce by ensuring that the diversity is being utilized, invited and welcomed. It ensures that people with historically disempowered identities have an equitable seat at the table.

Why you need diversity and inclusion to create 'belonging' - TLNT

Everybody wants someone on their team that is a high performer and is highly trusted. The Navy seals put a considerable emphasis on trustworthiness. A high performer of low trust is a toxic team member. A medium performer of high trust or sometimes even a low performer of high trust is preferred over the high performer of low trust.

Performance vs trust

In business, we have many metrics to measure someone's performance but negligible to no metrics to measure someone's trust. You may have a selfish driven toxic team member who, if they're high performing, you may promote them. This toxic high performer may push other people to resign or cause the culture to crack, or the person will leave because they got a better job offer. They may be your highest performer, but they're not loyal.

Metrics to measure trust

Medium performance of high trust are often your best natural leaders. They are also trustworthy people who have your back and are always there to help you. When you notice a toxic high performer, they don't need to be fired but coached instead. Only let them go if they prove uncoachable.

Medium performance of high trust

We fight against things we hate. We fight for things we love. + + + Simon is an unshakable optimist. He believes in a bright future and our ability to build it together. Described as “a visionary thinker with a rare intellect,” Simon has devoted his professional life to help advance a vision of the world that does not yet exist; a world in which the vast majority of people wake up every single morning inspired, feel safe wherever they are and end the day fulfilled by the work that they do. Simon is the author of multiple best-selling books including Start With Why, Leaders Eat Last, Together is Better, and The Infinite Game. + + + Website: http://simonsinek.com/ Live Online Classes: http://simonsinek.com/inspireU Podcast: http://apple.co/simonsinek Instagram: https://instagram.com/simonsinek/ Linkedin: https://linkedin.com/in/simonsinek/ Twitter: https://twitter.com/simonsinek Facebook: https://www.facebook.com/simonsinek Simon’s books: The Infinite Game: https://simonsinek.com/product/the-in... Start With Why: https://simonsinek.com/product/start-... Find Your Why: https://simonsinek.com/product/find-your-why Leaders Eat Last: https://simonsinek.com/product/leader... Together is Better: https://simonsinek.com/product/togeth... + + + #SimonSinek

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What's more important: TRUST or PERFORMANCE?

The seven wastes are Transportation, Inventory, Motion, Waiting, Overproduction, Overprocessing and Defects. They are often referred to by the acronym ‘TIMWOOD’.

Muda - The original seven wastes

The 8th waste of non-utilized talent or ‘Skills’ of workers was later introduced in the 1990s when the Toyota Production System was adopted in the Western world.So the new acronym is ‘TIMWOODS’

Non-utilized talent or ‘Skills’

Includes movement of people, tools, inventory, equipment, or products further than necessary. Excessive movement of people and equipment can lead to unnecessary work, greater wear and tear, and exhaustion. Some of the countermeasures to transportation waste includes developing a U-shape production line, creating flow between processes, and not over-producing work in process (WIP) items.

Waste in transportation

Excess inventory can be caused by over-purchasing, overproducing work in process (WIP), or producing more products than the customer needs.In-office inventory waste could be files waiting to be worked on, customers waiting for service, unused records in a database, or obsolete files. Some countermeasures for inventory include:<ol><li>purchasing raw materials only when needed</li><li>reducing buffers between production steps</li><li>creating a queue system to prevent overproduction</li></ol>

Waste in inventory

Includes any unnecessary movement of people, equipment, or machinery.In the office, wasted motion can include walking, reaching to get materials, searching for files, sifting through inventory to find what is needed, excess mouse clicks, and double entry of data.Some countermeasures:<ol><li>making sure the workspace is well organized</li><li>placing equipment near the production location</li><li>putting materials at an ergonomic position to reduce stretching and straining</li></ol>

Waste in motion

This includes: 1) people waiting on material or equipment and 2) idle equipmentIn the office, waiting waste can include waiting for others to respond to an email, having files waiting for review, ineffective meetings, and waiting for the computer to load a program.Some countermeasures:<ol><li>designing processes to ensure continuous flow</li><li>leveling out the workload by using standardized work instructions</li><li>developing flexible multi-skilled workers who can quickly adjust</li></ol>

Waste in waiting

Occurs when manufacturing a product or an element of the product before it is being asked for or required.In an office environment, overproduction could include making extra copies, creating reports no one reads, providing more information than needed, and providing a service before the customer is ready.3 countermeasures for overproduction:<ol><li>using a ‘Takt Time’ ensures that the rate of manufacturing between stations are even</li><li>reducing setup times enables manufacturing small batches or single-piece flow</li><li>using a pull or ‘Kanban’ system can control the amount of WIP</li></ol>

Waste in Overproduction

Over-processing refers to doing more work, adding more components, or having more steps in a product or service than what is required by the customer.In the office, over-processing can include generating more detailed reports than needed, having unnecessary steps in the purchasing process, requiring unnecessary signatures on a document, double entry of data, requiring more forms than needed, and having an extra step in a workflow.One simple way to counter over-processing is to understand the work requirements from the standpoint of the customer.

Waste in Over-processing

Defects occurs when the product is not fit for use.4 countermeasures for defects:<ol><li>look for the most frequent defect and focus on it</li><li>design a process to detect abnormalities and do not pass any defective items along the production process</li><li>redesign the process so that does not lead to defects</li><li>use standardize work to ensure a consistent manufacturing process</li></ol>

Waste in Defects

The 8th waste is also described as the waste of unused human talent and ingenuity. This waste occurs when organizations separate the role of management from employees.The people doing the work are the ones who are most capable of identifying problems and developing solutions for them.In the office, non-utilized talent could include insufficient training, poor incentives, not asking for employee feedback, and placing employees in positions below their skills and qualifications.

Waste in Skills

VSM is a Lean management method for analyzing the current state and designing a future state.VSM is an effective tool for mapping out the processes involved, displaying the relationship between production processes in a visual manner, and for separating value-added and non-value-added activities.

Value Stream Mapping (VSM)

8 wastes of Lean can help you find bottlenecks in your organization's processes.

The seven wastes are Transportation, Inventory, Motion, Waiting, Overproduction, Overprocessing and Defects. They are often referred to by the acronym ‘TIMWOOD’.

The 8 Wastes of Lean

Failure isn't fatal, but failure to change might be.

Everything you want is on the other side of fear.

Success is most often achieved by those who don't know that failure is inevitable.

Only those who dare to fail greatly can ever achieve greatly.

The phoenix must burn to emerge.

If you're not prepared to be wrong, you'll never come up with anything original.

Giving up is the only sure way to fail.

If you don’t try at anything, you can’t fail… it takes back bone to lead the life you want

Failure should be our teacher, not our undertaker. Failure is delay, not defeat. It is a temporary detour, not a dead end. Failure is something we can avoid only by saying nothing, doing nothing, and being nothing.

When you take risks you learn that there will be times when you succeed and there will be times when you fail, and both are equally important.

It's failure that gives you the proper perspective on success.

There is no failure except in no longer trying.

Pain is temporary. Quitting lasts forever.

The only real mistake is the one from which we learn nothing.

You build on failure. You use it as a stepping stone. Close the door on the past. You don't try to forget the mistakes, but you don't dwell on it. You don't let it have any of your energy, or any of your time, or any of your space.

No human ever became interesting by not failing. The more you fail and recover and improve, the better you are as a person. Ever meet someone who’s always had everything work out for them with zero struggle? They usually have the depth of a puddle. Or they don’t exist.

With a hint of good judgment, to fear nothing, not failure or suffering or even death, indicates that you value life the most. You live to the extreme; you push limits; you spend your time building legacies. Those do not die.

I have not failed. I've just found 10,000 ways that won't work.

There is only one thing that makes a dream impossible to achieve: the fear of failure.

Success is not final, failure is not fatal: it is the courage to continue that counts.

We are all failures - at least the best of us are.

I'd rather be partly great than entirely useless.

Success is stumbling from failure to failure with no loss of enthusiasm.

When we give ourselves permission to fail, we, at the same time, give ourselves permission to excel.

What is the point of being alive if you don't at least try to do something remarkable?

Failure is so important. We speak about success all the time. It is the ability to resist failure or use failure that often leads to greater success. I've met people who don't want to try for fear of failing.

It’s not how far you fall, but how high you bounce that counts.

Every adversity, every failure, every heartache carries with it the seed of an equal or greater benefit.

Winners are not afraid of losing. But losers are. Failure is part of the process of success. People who avoid failure also avoid success.

Failures are finger posts on the road to achievement.

failure is only natural, but if you truly love it, don't give up. Writing this is easier, you need to experience real failure and learn how to emerge from it. The emotional battles are tougher than they sound on paper.

Whether we like it or not, failure is a necessary stepping stone to building our dreams. Here are 30 quotes that will hopefully inspire you to look at failure differently.

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17 Ways Our Mind Plays Tricks On Us🧠

Why you need diversity and inclusion to create 'belonging' - TLNT

It's time to

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What's more important: TRUST or PERFORMANCE?

The 8 Wastes of Lean

Powerful Quotes on Failure

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