Seeing the Invisibles (3 of 5): Leadership Bias - Breaking Free from the “Golden Child” Syndrome
In the previous section, we explored the value of embracing quieter, reflective thinkers to fuel innovation and creativity. By intentionally seeking out diverse perspectives, leaders can unlock ideas that might otherwise go unheard. But as important as it is to elevate these quieter voices, it’s equally crucial to avoid over-relying on a select few individuals—the "go-to" performers or "golden children"—who often dominate conversations and projects. In this next installment, we’ll dive into how leaders can break free from this leadership bias, ensure balanced participation, and cultivate an environment where every voice can contribute to team success.
Many leaders, often unknowingly, fall into the trap of relying on a few key individuals—their “golden children” or “go-to” performers. These are the people who consistently deliver results, speak up in meetings, and often take the lead on projects. While they may excel in their roles, an over-reliance on them can create significant blind spots, limit team innovation, and inadvertently alienate other team members who may have valuable contributions to offer.
Why Relying on a Few Can Be Dangerous?
Over time, relying on the same individuals for ideas and solutions can lead to groupthink and stagnation. When the same voices dominate discussions, the team may stop challenging assumptions and miss out on fresh perspectives, leading to stagnation in creativity and problem-solving. When leaders constantly turn to their go-to people, other team members may feel undervalued, which decreases motivation and engagement. This can lead to missed opportunities for quieter or less assertive team members who have untapped potential. Moreover, constantly attaching “premiums” on the same people can create a perception of bias or favoritism, causing resentment and division within the team. This can harm team morale and, in some cases, even lead to higher turnover rates among overlooked employees.
Overcoming Bias: IDEO’s Collaborative Innovation Process
A great example of overcoming leadership bias and fostering diverse perspectives comes from IDEO, the global design and innovation consultancy known for its pioneering work in human-centered design. IDEO’s success is driven by their intentional practice of avoiding over-reliance on a few dominant voices. Instead, IDEO focuses on creating multidisciplinary teams where every voice—from the most experienced designers to the newest team members—plays a critical role in the innovation process.
At IDEO, brainstorming sessions are structured to ensure that even the quieter, less assertive individuals have space to contribute. Rather than defaulting to the loudest or most confident team members, IDEO’s process encourages everyone to contribute their ideas, no matter how unconventional. They use techniques such as silent brainstorming (where participants write down their ideas before sharing) and open critiques, which allow for more balanced participation. This structure reduces the chance of any single individual dominating the process and ensures that innovation comes from the team as a whole, not just a select few.
IDEO’s commitment to inclusive collaboration and avoiding leadership bias has been foundational to its success. As David Kelley emphasizes in his book Creative Confidence, creating space for everyone to contribute helps unlock the full creative potential of a team, driving innovation. Similarly, in Tom Kelley’s The Art of Innovation**, the importance of diversity of thought and ensuring that all team members are involved in the ideation process is a key driver of IDEO’s innovative culture.
By fostering an environment that values all voices—regardless of seniority or personality type—IDEO consistently generates breakthrough ideas across a wide range of industries, proving that real innovation often comes from the collective input of diverse perspectives.
Consider:
Rotate Leadership Roles and Responsibilities: Leaders should intentionally rotate who leads projects, brainstorming sessions, or meetings. By giving different team members the chance to step up and demonstrate their capabilities, you can uncover hidden talent and create a more dynamic, collaborative team environment. This practice also allows quieter or less visible employees the opportunity to shine in leadership roles, contributing fresh ideas and perspectives.
Develop a Balanced Feedback System: A common leadership bias is to rely on feedback from the same individuals, who may share your style or approach. To overcome this, establish a structured feedback system where input is sought from a diverse cross-section of the team. For example, implement 360-degree feedback to ensure you're hearing from all levels and perspectives, rather than defaulting to your “go-to” group.
Encourage Silent Brainstorming: One method to break free from bias and ensure all voices are heard is by incorporating silent brainstorming sessions. These are sessions where team members first write down their ideas individually before sharing them with the group. This gives quieter, more introverted team members the space to contribute ideas without being drowned out by louder voices. As a result, you’ll gain access to more diverse and thoughtful input.
Create Structured Speaking Opportunities: In meetings, employ strategies like “round-robin” or “popcorn” discussions, where everyone is given the opportunity to share their thoughts one by one. This reduces the risk of the more dominant voices controlling the conversation and ensures that even the quieter team members are invited to contribute their ideas.
Use Data to Drive Decisions, Not Bias: Leaders sometimes unconsciously rely on their go-to people for decision-making because of a perceived level of expertise. One way to break free from this bias is to use objective data to support decisions. This shifts the focus from personal preferences and gives weight to the merit of ideas based on facts, performance metrics, or data-driven insights, not just on the person who presents them.
Get to Know Your Team Individually: Engage with team members individually to learn about their goals, ideas, and perspectives. Regular one-on-one meetings with a diverse group of employees can help identify strengths and interests that may not surface in group settings. These meetings are crucial for understanding quieter team members' potential and for building stronger connections across the team.
Acknowledge and Celebrate Diverse Contributions: Publicly recognize the contributions of different team members in meetings, team updates, or company communications. Acknowledging successes—whether it’s a creative idea from a typically quiet team member or an insightful contribution from someone outside your usual go-to circle—encourages more balanced participation and motivates team members to continue sharing.
Breaking free from the “golden child” syndrome requires intentionality. By rotating leadership roles, creating structured opportunities for all voices to be heard, and building a feedback system that includes diverse perspectives, leaders can avoid the pitfalls of bias and favoritism. The result is a more engaged, innovative team where everyone has the opportunity to contribute and thrive.
What’s Next: The Power of Inclusive Leadership
As we’ve seen, breaking free from leadership bias and relying on diverse voices helps foster innovation and engagement. But to truly create a dynamic, collaborative team, leaders need to go beyond correcting biases—they need to actively practice inclusive leadership. In the next section, we’ll explore the power of inclusive leadership—how leaders can lead with observation, active listening, and thoughtful inquiry to create an environment where every team member feels valued, empowered, and inspired to contribute. Stay tuned for insights on how inclusive leadership strengthens team dynamics and drives success.
*Kelley, Tom, and Jonathan Littman. The Art of Innovation: Lessons in Creativity from IDEO, America's Leading Design Firm. Crown Business, 2001.
**Kelley, David, and Tom Kelley. Creative Confidence: Unleashing the Creative Potential Within Us All. Crown Business, 2013.
