6 Strategies to Manage Cognitive Biases – conscious or Unconscious bias

Ulric (Dick) Neisser was the “father of cognitive psychology” and an advocate for ecological approaches to cognitive research. Cognitive biases were first used by Daniel Kahneman, a psychology professor at Princeton university and Amos Tversky, a Stanford Psychologist. These cognitive biases can be conscious or unconscious biases that we hold. An example of an unconscious bias is when someone may stereotype and generalise that “all men are boys at heart” meaning they are all immature children in adult bodies. However, this is due to their personal experience only. When we think about it, we will find examples of males who are mature, reasonable and behave in a non-childish manner. The same could be said about females. Again, it is down to personal experience. Unconscious biases can also help us process information to make fast and effective decisions based on previous experiences.

On the other hand, a conscious bias could be where someone has a fact & information bias. It is when someone pursues information that changes nothing about their behaviour and outcomes. The facts and information validates their words, behaviour, opinions, and thoughts. To facilitate cognitive change, it focuses on changing a person’s thoughts and actions. In turn, this changes their feelings and behaviours. There are generally six phases to managing cognitive change. These are the 6 strategies to manage cognitive bias (conscious or unconscious):

• Assessment – Evaluate what’s ‘wrong’ and understand the person’s current cognitive process.
• Re-conceptualisation – Work with the person and encourage them to explore their experience differently.
• Skills Acquisition – Help them learn to deal with issues, e.g., examine thoughts and identify which are logical and which are fear-based (thought monitoring).
• Skills Consolidation – Apply principles in real-time. This is the practical application of what’s been learned.
• Maintenance – Support them until new skills become habits and routines.
• Follow-up – Address any issues that arise and evaluate for growth, progress, or regression.

People must go through these 6 steps to facilitate cognitive change. In order to facilitate cognitive change, then we first must be the change in order to facilitate the change in others. If we hold cognitive distortions ourselves, how can we facilitate change in others?

As leaders, we must look at ourselves first and see what we need to change in order to “walk the talk” for others to follow. As leaders, this inner reflection helps us to look at things differently. What could you do to facilitate cognitive change?