When I became a manager for the first time, I had a clear vision of my leadership style: I wanted to value my team and treat everyone with respect. Once I took charge, I learned that leadership wasn’t as simple as I’d first imagined it.

A direct report, Bob, had joined the team right after high school (and before I’d joined). He had no college degree or certifications to his credit. Unconsciously, I assumed Bob was less capable than others on the team and began to assign him less challenging projects, because certifications show expertise, right?

“Why aren’t you assigning Bob on that new project?” a peer asked me one day. The more we discussed it, the more I realized that I’d assumed others to be more capable than Bob merely because they had a college degree. I was inadvertently discriminating against Bob and treating him differently.

As I worked to correct my behavior towards him, I realized how much I’d been unaware of his skills because of my biases. He was the to-go person for anyone who needed help in solving the most complex challenges, he was an avid learner, and he knew his stuff.

What I learned from this experience was that our intentions are worthless without thoughtful action. While I “intended” to create a team where everyone felt equal, I had failed to put that intention into practice. Recognizing I had biases unknown to myself but visible to others pushed me to investigate the other ways in which I might have been unintentionally undermining or holding back my team.

Often, it’s easy to “call out” people when we notice their microaggressions or biases. But it’s challenging to recognize and acknowledge these behaviors in ourselves. When we choose to become aware of our shortcomings, we can use what we discover to inform our leadership style and correct (or avoid perpetuating) discriminatory behavior.

Here are a few strategies that have helped me on my journey to becoming a more inclusive leader.

[Here’s the first.]

1) Acknowledge that you have biases. Then, educate yourself to do better.

It’s important to become aware of our unconscious biases and work towards change.

I grew up in a privileged environment where attaining a “higher education” was considered the path to success. For most of my life, I believed that expertise and capability were strongly correlated with your level of education. That harmful and limiting assumption clouded my judgment of Bob and his skills.

To become aware of your unconscious biases, start by educating yourself.

Paying attention to your thoughts and examining your beliefs can help you identify the assumptions you currently hold. For example, do you believe that people will always speak up when they disagree? Do you think that showing your emotions — or crying at work — is a sign of weakness? How do you feel when someone misses a deadline? Do you automatically assume that they are unproductive or incapable, or are you able to extend empathy and listen to their reasons?

The key is to slow down and investigate your beliefs and assumptions so that you can see the other person for who they truly are. As a leader, it’s easy to think that you don’t have time to pause. But taking a few minutes to question yourself can make all the difference to you and your team.