Chapter 2 Quiz: Bias and Determining Leadership Potential

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.

biases, judge

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.

sorting, experiences, effects

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.

confirmation bias, benefit

The word implicit is about us being ______________ or taking something ____________ as absolute.

implicit, subjective

The word bias is being ________________ or having a _____________.

non-neutral, preference

Implicit bias increases _______________ _____________, which is reoccurring extreme self-doubt and feelings of not being good enough.

imposter phenomenon

One of the ongoing challenges to the _____________ and effectiveness of determining leadership potential is ___________.

credibility, bias

When using the term ______________, the intent is to acknowledge all the ways in which are _____________ and ________________.

diversity, unique, different

Inclusion means that we ________________ and knowingly recognize and engage in the _______________ among us in a significant and ___________________ way.

actively, differences, intentional

Equity means that we have built a clear _________________ for people, everyone, to have access to _______________.

opportunity, opportunity

Based on identical resumes, men are called to interviews in ____________ proportions than women resulting in women being called to interviews _______________ less often than men.

higher, 30%

Regardless of specific data indicating women have bachelor’s degrees, master’s degrees, and PhDs, women remain ____________________ in ____________ level roles.

underrepresented, senior

The phrase “think manager – think male” is associated with the ______________ that leadership and ____________ behavior is ____________________.

belief, male, synonymous

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.

challenged, responsibility, domestic

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 __________________.

jobs, money, skills, experience

Physical biases exist in many forms, both by attributing more ____________________ feelings toward people who have various _________________ and __________________ feelings toward those who don’t.

positive, characteristics, negative

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.

intelligence, evidence

We often do not see how others ________________ us, both on the upside of our strengths and positive attributes and the downside regarding our _______________.

experience, deficiencies

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 ______________.

leadership, bias

There is bias in how we evaluate performance. Women typically receive ____________ performance reviews yet _____________ pay increases.

higher, lower

Chapter 2 of Determining Leadership Potential was co-authored by Dani Monroe.