Everyone has some kind of bias. Our biases are based on how and where we were raised, what we heard growing up, and images and depictions of different groups in the media.

I’ve spoken countless times on how to prevent or break through conscious and unconscious bias. Too many people still believe we can’t do anything about them, but we can. Once we become aware of our biases, the next step is to reframe our internal messages and look at people and situations in different ways.

Flooded with messages and trainings on bias, we may sometimes think, "not another workshop, video or book on bias," but it’s essential that we are aware of our biases and the actions we take as a result.

Biases cause us to stereotype and label people who are different and only view them through a narrow dimension. We make assumptions of who they are, their intentions behind their actions, and we treat them accordingly.

Not questioning our beliefs and stereotypes of other people keeps us mentally lazy. We don’t get to know people who are different because we take the word of people who look like us, and default to their stereotypes.

This takes the work out of having to interact in meaningful ways or experience discomfort with people who are different. We don’t have to make decisions for ourselves or take the time to understand other people.

At work, we may miss seeing someone else’s hidden genius, miss hearing a great idea or getting help with a problem. In our personal life, we may miss making a new friend or learning about different groups.

In every industry and association, not paying attention to biases and assumptions and taking wrong actions can have serious individual and organizational consequences. Hotel and restaurants can lose guests, associations can lose valuable members, and retailers can lose sales. And of course, great employees can leave and work for your competitor.

Don’t take the easy way out.

Here are ways to prevent narrow mindedness and taking wrong actions based on wrong assumptions.

Stop and think

Stop and think before you put a label on another person based on generalizations and stereotypes. Biases and assumptions lead to stereotyping and excluding people from fully contributing to an organization. Labeling also stops us from having new experiences, learning and growing in new ways.

When you catch yourself making an assumption about someone without knowing them, remember a time when you were labeled. It was easy to get labeled but how easy was it to change that label? Not very.

Let go of the label

If a co-worker you like tells you that a new employee is arrogant, or a know-it-all, there is a tendency to assume that’s the truth, and you may find yourself looking for signs that the person fits the label.

Once we label others, we look for ways to confirm that label and the bias we have.

Think of someone that you labeled based on another person’s comment. How did you treat that person because of that label? What did you miss about that person? What opportunity did you lose? You may never know.

When you find yourself labeling someone, instead, become curious and talk to them. Don’t pre-judge them based on the word of someone else. We tend to give more weight to the opinions and judgments of people who are most like us or who we know and like. Unless we become aware of this, we default to old ways of thinking. It’s time to stop.

Take the time to get to know the whole person before you label him or her based on looks, accent, size, skin color, etc.

View situations from more than one vantage point

Everyone sees the world based on their own cultural values and personal experiences. When you interact with people who have different cultural values and experiences, try to imagine what the world looks like through that person’s eyes.

Think of two possible interpretations of a situation or issue besides your own. You’ll be able to better resolve conflicts, find common ground, and work effectively together when you are open to other points of view, even if you don’t agree with them.

Put yourself in someone else’s head to understand why he or she came to a certain conclusion. Listen to the person’s words and imagine yourself living those experiences.

This will help you understand why another person feels and acts a certain way. Understanding a person does not mean you agree on all issues; but you will work better with that individual. Seeing the world, workplace, and other people from someone else’s perspective may change yours, change theirs, or help you determine the best way to get the results you want.

Don’t just empathize with people’s feelings; try to understand why. Without understanding why, a co-worker might be feeling a certain way, it’s easy to tell her that she shouldn’t feel that way, or to discount her feelings, which can result in the other person feeling excluded, and not contributing her best work.

If you don’t want to get labeled, start setting the right example and refuse to label other people. Speak up when you see people getting labeled.