Waggle AI

How should people at work be treated? In another "Grown, Not Born" interview, Sarah Touzani spoke with ZeShaan Shamsi, founder and leader in building strategic, people-first teams. ZeShaan believes leadership starts with treating people as adults: give them context, communicate effectively, and they can often work things out for themselves. But for ZeShaan, trust isn’t just a value; it’s the currency of leadership and the foundation of every high-performing team. His leadership philosophy is simple yet powerful: with trust, anything is possible. Through years of hands-on experience, ZeShaan developed a proven framework centered on four critical questions: ❓Are we truly communicating with transparency and purpose? ❓Are our individual and company goals aligned? ❓Are we actively investing in the growth of our people? ❓Are we empowering our teams with trust and respect? 💡What’s the one leadership question that’s transformed the way you manage your team?

Can you spot the workplace bias? 🕵️♀️ Every workplace has them; those subtle biases that creep into hiring, evaluations, and everyday decisions. Take a look at the visual and see if you can guess all 6 common workplace biases. Here’s a quick breakdown: 👎 Performance Evaluation bias: Judging employees on perceptions rather than results. (E.g., prioritizing visibility over productivity.) 😇 Halo effect: Letting one positive trait (like a prestigious degree) overshadow poor performance. 😈 Horns effect: The reverse of the Halo effect, where one mistake unfairly colors overall perceptions. 📆 Recency bias: Giving more weight to recent actions and ignoring long-term contributions. 🫵 Recruitment bias: Choosing candidates based on "cultural fit" instead of diverse talent. 👌 Confirmation bias: Noticing what confirms your beliefs and ignoring what challenges them. Bias often shows up in subtle ways. ❓What are some other examples of how it manifests in workplace processes or conversations?

Bias Bingo: How many boxes can your team check off? If you truly want to reduce implicit bias in the workplace, you’re going to need help from HR. With their broader influence and understanding of behaviors across the organization; from C-suite to new hires, HR can drive meaningful change. Here are 12 strategies to get started: 1. Embed blind hiring practices Use blind recruitment processes where possible to minimize racial and gender bias. This involves removing names and other identifying information from resumes and applications. 2. Establish mentorship programs Create programs that connect employees from underrepresented racial and ethnic groups with mentors and sponsors who can support their career growth and advocate for their advancement. 3. Promote awareness through training Implement comprehensive training sessions focused on understanding bias and strategies to combat it. 4. Educate about equity and inclusion Provide education that covers historical contexts and emphasizes the importance of equity and inclusion. 5. Address microaggressions Encourage employees to report unconscious bias incidents, and address these incidents promptly to foster a more inclusive environment. 6. Monitor microaggressions Educate employees about microaggressions, their impact, and ways to recognize and avoid them. 7. Promote diverse leadership Ensure leadership and decision-making roles are accessible to employees from diverse backgrounds. 8. Establish clear policies Develop transparent criteria for hiring, promotions, and performance evaluations to reduce subjectivity and bias. 9. Support Employee Resource Groups (ERGs) Empower underrepresented groups through ERGs, which offer mentorship, advocacy, and support to create a more inclusive workplace culture. 10. Regularly review workplace culture Continuously monitor workplace practices, policies, and culture to identify and address patterns of bias or discrimination. 11. Adapt practices Use feedback and data to make informed adjustments that foster equity and inclusivity. 12. Celebrate diversity Recognize and celebrate cultural events and diversity milestones to promote an inclusive workplace environment. Ensure these celebrations are authentic and avoid being seen as hollow check-box exercises. ✅Now it’s your turn! How many of these boxes can your team check off? Celebrate your wins and tackle what’s next.

It’s not about “if” bias exists; it’s about where. Bias doesn’t always announce itself; it often operates quietly, influencing decisions and interactions without us realizing it. Spot which of these 8 biases you are most likely to fall into so you can be on guard when you're at work. 1. Racial bias Refers to the prejudicial attitudes or discriminatory behaviors based on race or ethnicity. ⇢ In the workplace, racial bias can manifest in various ways, from hiring decisions and promotion opportunities to daily interactions and team dynamics. 2. Gender Bias Making assumptions about roles and capabilities based on gender. ⇢ For instance, assuming women are inherently better at caring roles or men at technical tasks can lead to unequal opportunities and pay disparities. 3. Sexual orientation bias Sexual orientation bias can affect individuals who identify as lesbian, gay, bisexual, transgender, queer/questioning (LGBTQ+), as well as those who are perceived to be part of these communities, regardless of their actual sexual orientation. 4. Ageism Younger and older employees facing stereotypes that they are either too inexperienced or too set in their ways, respectively. ⇢ This can affect hiring decisions, promotions, and the assignment of responsibilities. 5. Disability Bias Involves prejudiced attitudes or discriminatory behaviors towards individuals with disabilities. ⇢ This can often leading to unfair treatment in hiring, promotions, and daily workplace interactions. 6. Affinity Bias Preferring people who are like oneself in terms of personal background, experiences, or characteristics. ⇢ This can lead to homogeneous teams and hinder diversity and inclusion efforts. 7. Name Bias Judging people based on their names, including ethnic, gender, or class assumptions. ⇢ Studies have shown that resumes with traditionally White or male-sounding names tend to receive more callbacks than those with ethnic or female-sounding names. 8. Microaggressions Subtle, often unintentional, actions or comments that convey prejudice against members of marginalized groups. ⇢ For example, frequently mispronouncing a foreign name or expressing surprise at a person of color's eloquence. Or even asking someone “where are you really from?” during casual conversations. 🛑 Bias isn’t always intentional, but its effects are very real. By identifying these tendencies, we can take steps to understand what’s shaping your workplace culture. ⏳Take 5 minutes today to reflect on where bias might show up in your work.

🌱Not a "Born Leader"? Outperform them in 4 steps. You don’t need natural leadership skills to lead effectively. Focus on continuous growth and reflection, and you’ll gain the people management skills that great managers have. Here's your blueprint: 📊Self-assess honestly ↳ Rate yourself: Score each skill on a scale of 1-10 ↳ Seek feedback: Get anonymous input from colleagues/team members ↳ Reflect on crucial skills: Identify the ones that need immediate attention. 🏆Create your Individual Development Plan ↳ Prioritize 1-2 key skills: Tackle those that will most impact your performance ↳ Set goals: Outline clear, achievable goals and steps ↳ Be specific: Include resources, timelines, and metrics to track your progress. 📅 Carve out growth time ↳ Schedule sessions: Dedicate weekly study and practice sessions ↳ Hold yourself accountable: Be consistent and find an accountability partner ↳ Reflect and adjust: Regularly review progress and make tweaks. 🔁Practice and improve ↳ Set action items: Outline specific actions to put your skills into practice ↳ Build habits: Repeat actions to make it easier to follow over time ↳ Use Waggle AI: Get real-time coaching to refine your skills. Remember: When you commit to growth, "natural talent" becomes irrelevant.

What would it be if you had to compare your management style to an animal? Welcome to "Grown, Not Born," our leadership interview series. Sarah Touzani spoke with Huw Bevan, a seasoned leader in scaling fast-growing companies, about his journey from stockbroking to tech operations and leadership. Huw emphasizes that becoming a high-performance team is less about casual chats and more about deliberate practices, like: 📆 Regular retrospectives to reflect and grow. 🎯Co-creating ambitious yet clear goals 🫱🏽🫲🏽Building team culture, whether remote or in-person, by focusing on how the team functions together. He shared how his “foundational four” framework enables leaders to diagnose, track, and enhance team effectiveness. Curious about his leadership style? Let’s just say Huw likens himself to an elephant: calm, thoughtful, and always learning. 🐘 💡What has been your biggest game-changer in terms of leadership and learning? #Leadership #TeamCulture #HighPerformance 

Only 1 in 10 people are born with management talent. The rest of us? We build it, step by step. Here’s the blueprint to gain management talent. Focus on these 5 areas and 12 key competencies to transform yourself at work. 🔴1. Essential Skills ↳ Adaptability: Embrace change and pivot with confidence. ↳ Communication: Share clear, consistent expectations. ↳ Listening: Build trust by creating a psychologically safe space. 🔵2. Motivator Skills ↳ Coaching: Empower growth through personalized feedback. ↳ Conflict Resolution: Turn distractions into opportunities for progress. 🟢3. Multiplier Skills ↳ Strategic Thinking: Envision and drive a compelling future. ↳ Delegation: Strengthen trust by focusing on priorities. 🟡4. Enabler Skills ↳ Project Management: Plan timelines and budgets to meet key goals. ↳ Financial Management: Manage resources with precision. ↳ Data Analysis: Let insights guide smarter decisions. 🟣5. Persuasion Skills ↳ Business Writing: Make complex ideas simple and compelling. ↳ Public Speaking: Inspire action with powerful storytelling. How can you take your first steps today? 1. Reflect on your leadership style and seek honest feedback 2. Focus on skills that directly impact your team’s success metrics. 3. Block time for 1-on-1 check-ins. 4. Track your progress and revisit your approach regularly. 5. Master written and spoken communication to amplify your influence. 🌟The truth about leadership? Great leaders never stop learning. Start building your blueprint today, and you’ll be surprised where it takes you. 👉 Which skill are you focusing on now? Do share! 📖 Read our full article to dive deeper into each skill (Link in the comments)

What country comes to mind when you think of saunas? Finland of course! And that's exactly where Waggle AI co-founders Sarah Touzani and Saad Zniber are headed for Slush 2024! We're thrilled to be going to Helsinki, to connect with innovators, learn, and be inspired. Let us know if you're going to Slush too, and see you next week! #slush2024 ❄

4 ways to plan better meetings Efficient meetings start with smarter planning. Here are 4 ways to take the stress out of meeting prep with Waggle AI. 1️⃣ Custom agendas Did you know that 62% of employees often attend meetings without a clear goal? (Source: Atlassian). Yet, 79% agree that agendas lead to more productive meetings. Waggle AI makes agenda creation pain-free, generating custom agendas for each meeting type- from 1:1s to team standups. This way, everyone can enter the meeting knowing what to expect and be free from the stress of last-minute planning. 2️⃣ Shared space Scattered notes and manually shared agendas can make collaboration stressful and inefficient. Waggle AI’s shared space centralizes all pre-meeting resources, allowing everyone to view, contribute, and keep items secure- even private notes. By keeping the attendeed aligned before, during, and after each meeting, Waggle takes the hassle out of collaboration. 3️⃣ Action items It’s easy to lose track of action items from previous meetings, which can stall progress. Waggle AI removes this stress by keeping past decisions and tasks front and center, helping your team build on previous discussions and stay on course. 4️⃣ Skills focus Every meeting presents a chance to strengthen key skills. Instead of juggling too many skills, Waggle AI helps you zero in on just 1-2 impactful areas that move the needle toward more efficient meetings. By practicing these targeted skills, you’ll make steady progress in the right direction, ensuring every meeting becomes a bit more effective. What’s one thing that would make your meeting planning less stressful? Share your thoughts in the comments!  

Ready to lead with vulnerability? 🌱 These aren’t about big moments; they’re small actions that make vulnerability part of daily interactions. Here are 8 simple ways to create a culture of openness in your team- everyday! 1. Be kind to yourself Show your team it’s okay to admit when things are tough. 💬 “This week’s been a lot, so I might be a bit slower to respond.” This lets them know it’s okay not to be “on” all the time. 2. Seek feedback After each project, ask, “What could I have done differently to support you better?” This shows you’re open to learning and growing, just like they are. 3. Lead by example Share a time when things didn’t go as planned. 💬 “I remember handling a project like this for the first time; it didn’t go perfectly…”. Opening up like this encourages others to share their own challenges. 4. Coach during one-on-ones If someone seems hesitant, try saying, “It seems like you have something on your mind—want to talk it through?” This gentle approach shows you’re ready to listen without pressure. 5. Don’t play victim Instead of venting about another team, reframe the issue: “There seems to be a miscommunication; let’s work together to get everyone on the same page.” This keeps the focus on solutions, not blame. 6. Acknowledge vulnerability When someone shares openly, thank them. 💬 “Thanks for sharing that; it takes courage.” This lets them know they’re safe to be honest. 7. Take risks together When trying something new, let your team know, “This is new for me too, but I’m excited to see what we can learn together.” Showing you’re open to the unknown encourages others to take smart risks too. 8. Develop a growth mindset In team or project retrospectives, focus on learning, not just results. Try questions like, “What did this teach us?” or “What would we do differently next time?” This keeps the focus on growth. 💛How do you bring vulnerability into your team’s day-to-day? If you found these tips helpful, follow for more on building a people-centered team culture. #TeamCulture #Leadership #VulnerabilityAtWork #WaggleAI