Test your recall from chapter 2 of Determining Leadership Potential. Click on the arrows to reveal the correct answer.
We all have __________ that inform our efforts to __________ the world and people around us.
The reality is, we go through life _____________ based on our ________________, preferences, and ____________ of conditioning. Once we form categories or frameworks in terms of how we think about things, they are very hard to change.
Our brains, through mechanisms such as _____________ __________, enable us to perpetuate and spread ideas that are simply not accurate or make decisions that __________ one group over another.
The word implicit is about us being ______________ or taking something ____________ as absolute.
The word bias is being ________________ or having a _____________.
Implicit bias increases _______________ _____________, which is reoccurring extreme self-doubt and feelings of not being good enough.
One of the ongoing challenges to the _____________ and effectiveness of determining leadership potential is ___________.
When using the term ______________, the intent is to acknowledge all the ways in which are _____________ and ________________.
Inclusion means that we ________________ and knowingly recognize and engage in the _______________ among us in a significant and ___________________ way.
Equity means that we have built a clear _________________ for people, everyone, to have access to _______________.
Based on identical resumes, men are called to interviews in ____________ proportions than women resulting in women being called to interviews _______________ less often than men.
Regardless of specific data indicating women have bachelor’s degrees, master’s degrees, and PhDs, women remain ____________________ in ____________ level roles.
The phrase “think manager – think male” is associated with the ______________ that leadership and ____________ behavior is ____________________.
Matters are further complicated for women when determining leadership potential because they are _________________ with having to maintain _______________ outside of work, where most of the _________________ duties fall on their shoulders compared to their male counterparts.
Blacks are less likely to be employed than whites. Overall, they have much worse _________________ and earn less _______________ than white people even when comparing the same ______________ and __________________.
Physical biases exist in many forms, both by attributing more ____________________ feelings toward people who have various _________________ and __________________ feelings toward those who don’t.
Attractiveness also factors into this effort. More attractive people make more money than less attractive people because the former is viewed as being more ________________, regardless of any ________________ supporting that supposition.
We often do not see how others ________________ us, both on the upside of our strengths and positive attributes and the downside regarding our _______________.
Our blind spots influence our behaviors such that hitting the mark becomes a guessing game. As managers and leaders responsible for determining __________________ potential, it is essential that we recognize that we have ______________.
There is bias in how we evaluate performance. Women typically receive ____________ performance reviews yet _____________ pay increases.
Chapter 2 of Determining Leadership Potential was co-authored by Dani Monroe.