Summary of Kim Scott's Just Work

By IRB Media

Please note: This is a companion version & not the original book.

Book Preview: #1 Bias is not meaning it, and comes from the part of our mind that jumps to conclusions, usually without our being aware of it. We can learn to slow down and question our biases. Prejudice is when we stop to think and come up with the wrong answer, and often we justify our biases rather than challenging their flawed assumptions and stereotypes.

#2 When dealing with bias, prejudice, and bullying, it is important to understand the different roles that people play. Understanding the other person’s perspective is crucial to creating a environment in which everyone can do better work and be happier while they are doing it.

#3 When we understand the perspectives of people playing the other roles, we can come up with better strategies for responding. We can take a broader view of ourselves and others as people who can always learn and improve.

#4 If you are on the receiving end of workplace injustice, your first instinct is to speak out. Yet, you may be silenced in a thousand different ways. Recognize the costs and benefits of both silence and confrontation, and choose one.

• Language: English
• Publisher: IRB Media
• Release date: Feb 23, 2022
• ISBN: 9781669351702

IRB Media

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Book preview

Insights on Kim Scott's Just Work

Contents

Insights from Chapter 1

Insights from Chapter 2

Insights from Chapter 3

Insights from Chapter 1

#1

Bias is not meaning it, and comes from the part of our mind that jumps to conclusions, usually without our being aware of it. We can learn to slow down and question our biases. Prejudice is when we stop to think and come up with the wrong answer, and often we justify our biases rather than challenging their flawed assumptions and stereotypes.

#2

When dealing with bias, prejudice, and bullying, it is important to understand the different roles that people play. Understanding the other person’s perspective is crucial to creating a environment in which everyone can do better work and be happier while they are doing it.

#3

When we understand the perspectives of people playing the other roles, we can come up with better strategies for responding. We can take a broader view of ourselves and others as people who can always learn and improve.

#4

If you are on the receiving end of workplace injustice, your first instinct is to speak out. Yet, you may be silenced in a thousand different ways. Recognize the costs and benefits of both silence and confrontation, and choose one.

#5

When you notice injustice, you have a responsibility to take action. You must not be passive, but rather an upstander who proactively finds a way to support people harmed.

#6

When you receive critical feedback, consider it a gift. It can help you learn to be more considerate, avoid harming others, and at the very least, correct your behavior before it escalates and causes greater harm.

#7

Creating a just working environment is about eliminating bad behavior and reinforcing collaborative, respectful behavior. That means teaching people not to allow bias to cloud judgment, not to allow people to impose their prejudices on others, and creating consequences for bullying and preventing discrimination, harassment, and physical violations from occurring on your team.

#8

The Just Work principle requires that each of us be clear about our role and our responsibility. We must all commit to creating a more just police and legal system.

#9

The five categories of workplace injustice are bias, prejudice, bullying, discrimination, and harassment. The people who can address these problems are leaders, upstanders, people who cause harm, and people who are harmed.

#10

It can be difficult to respond to people who make assumptions about you based on a stereotype. It is important to remember that silence does not protect you from this type of behavior.

#11

There are many reasons why people are rude to you, and it can be hard to know what to say in those situations to not offend or upset them further. Correcting them can make them feel even more insulted and angry, and if you don’t have the patience for that, just ignore it.

#12

I was confused about the attitude behind his behavior. Was it bias, prejudice, or bullying. And was I the person harmed, the leader, or an upstander. My silence was bad for everyone: it was bad for the staff, me, and Mr. Safety Pin.

#13

We all have moments where we feel excluded, and it can be difficult to understand why. These are called fist-bump moments for Derek, and safety-pin moments for me.

#14

The intersection of gender bias and heteronormative bias can be a big obstacle to sticking up for oneself. It is important to be aware of this