We are our own worst critics, aren't we? Think about the last time something didn't go well, be it a work problem or a social situation. Can you come up with an explanation? I'd be willing to bet you can link that outcome to something you knew about yourself in hindsight. Sometimes, this knowledge is the result of repeated instances of the same outcome that stands out in your mind, even when there have been even more instances that had the opposite outcome. However, sometimes these expectations end up aligning with a stereotype that exists for someone "like you". This can be even more problematic.
We are exposed to stereotypes from the moment we are born, and they crystalize in our minds over time. We come to understand that others assume certain behaviors and certain outcomes based solely on an individual's identity. These stereotypes can be incredibly dangerous when they cause others to treat us differently and not take into account our actual behavior but rather their assumptions about us. However, sometimes we risk confirming those negative stereotypes about our identity group and it changes our behavior even when nobody else has said anything to us.
Claude Steele and Joshua Aronson coined the term "stereotype threat" in 1995 to describe "being at risk of confirming, as a self-characteristic, a negative stereotype about one's group." Since that research was presented, stereotype threat has been aggressively studied and continues to be found in a wide range out outcomes. Stereotype threat can be triggered when someone is the "only" person of their identity in a larger group, or they are being assessed by someone who is not a member of their stereotyped identity group, or even when an individual is being assessed and members of their identity group tend to perform less well. It becomes very easy for the behavior to become a self-fulfilling prophecy.
Knowing this to be a recognized occurrence, what are we left to do to ensure that individuals perform at their full potential and maintain confidence? This question is at the crux of every leaders aspirational goal for members of their team. Perhaps not unexpectedly, individuals that feel accepted and trusted are less likely to fall victim to stereotype threat. The power of authentic relationships and belonging within group settings continues to be central to the facilitation of effective teams and other workplace groups.
Belonging can be a challenge when an individual is part of a small minority within their larger organizational group with regard to a particular identity trait, which is why actively fostering acceptance and trust is so crucial. As these factors increase, we become more likely to latch on to them as binding characteristics, and less likely to succumb to the stereotype threat that we brought with us based on outside knowledge and experiences.
As leaders, managers, and educators, we have a responsibility to help mitigate stereotype threat in our organizational spaces. To do some means being aware of our own biases and recognizing the stereotypes that we have learned over time. It also means creating situations where others can develop trust and acceptance, recognizing that they may be entering a new role or relationship with expectations based on past experiences. We all do better when we more closely examine the "why" behind our assumptions, and remember that we have the opportunity to believe what we want at any given moment...just like everyone else.
