What are the common cognitive biases that lead to problems for us?
What are the common cognitive biases that lead to problems for us?
Savvy Psychologist is hosted by Dr. Monica Johnson. A transcript is available at Simplecast.
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I receive so many questions about the common thinking traps that people fall into. Why am I so judgmental? Why do people believe misinformation? Why do I have such a hard time letting go of this person that isn’t good for me? Well, today I’m going to fill you in on some of the cognitive fallacies that are common in human thinking so you can be aware and skillful around them!
Welcome back to Savvy Psychologist, I'm your host, Dr. Monica Johnson. Every week on this show, I'll help you face life's challenges with evidence-based approaches, a sympathetic ear, and zero judgment.
A cognitive fallacy, or cognitive bias, is when people make judgments or decisions in a way that's not entirely logical or rational. It happens because our brains try to make sense of the world quickly and easily, which sometimes leads us to take mental shortcuts that can lead to mistakes. Essentially, these fallacies can cause us to misinterpret what's happening around us, make wrong choices, or see things in a biased way based on our own perceptions rather than the actual facts.
These fallacies emerge because the human brain is wired to simplify information processing and this can lead to faulty conclusions or cognitive shortcuts that can prove to be mistaken. Cognitive fallacies can be pervasive and can have profound implications for individual decision-making, interpersonal relationships, and the policies enacted in various sectors of society.
Here are some of the most common cognitive fallacies:
Confirmation Bias: The tendency to search for, interpret, favor, and recall information in a way that confirms one’s preexisting beliefs or hypotheses, while giving disproportionately less consideration to alternative possibilities.
Ex: Imagine you hold a strong belief that left-handed people are more creative than right-handed people. When searching for information, you focus on articles and studies that confirm this belief and ignore or discredit evidence suggesting there is no significant difference in creativity between left- and right-handed individuals.
Fundamental Attribution Error: The tendency to overestimate the effect of personality or disposition and underestimate the effect of situational factors in explaining other people's behaviors. It's why we might label someone as rude for not holding a door open, without considering they might be in a rush or simply didn't see us.
Ex: You see a coworker snap at another colleague and immediately think, "What a jerk." You don't consider external factors that may have influenced their behavior, like having a bad day or receiving upsetting personal news.
Ingroup Bias (Ingroup Favoritism): The tendency to give preferential treatment and favor to members of our own group over those of an outgroup. This can manifest in various forms, including social, ethnic, or even arbitrary distinctions between groups.
Ex: During a team meeting, you agree with an idea proposed by someone from your team more quickly than with a similar idea presented by someone from another department, simply because you share a common group identity.
Outgroup Homogeneity Effect: The perception that members of an outgroup are more similar to each other than they really are, as well as more similar than members of the ingroup. This can lead to stereotyping and prejudice.
Ex: After moving to a new city, you might start to think "everyone here is the same" because they dress similarly or have similar hobbies, overlooking the diversity within the community. But if you have thoughts or make assumptions that for instance all Democrats/Republicans are the same or all Queer people are the same, it falls into this cognitive fallacy. The fact of the matter is, in most instances there is more diversity within groups than between groups.
Self-Serving Bias: The common habit of a person taking credit for positive events or outcomes, but blaming outside factors for negative events. This bias helps maintain self-esteem but can distort reality.
Ex: After receiving a high grade on a group project, you think to yourself, "We got a good grade because of my hard work and contribution." But if the grade were low, you might think, "We did poorly because the others didn't pull their weight."
Status Quo Bias: Status quo bias refers to the tendency for people to prefer things to stay the same by doing nothing or by sticking with a decision made previously. This bias can lead individuals to resist change, even when a change might bring benefits.
Ex: Let’s imagine a mom who has been taking her children to the same pediatrician since they were born. Over the years, she has noticed that the waiting times have significantly increased, the office has become overly busy, and she feels the care isn’t as personalized as it used to be. Her friends recommend a new pediatric clinic that has opened nearby, which is known for its innovative practices, shorter wait times, and a highly personalized approach to care.
Despite these potential benefits, the mom hesitates to switch doctors. She thinks about the history she has with the current pediatrician, the familiarity she and her children have with the doctor, and the effort it would take to transfer medical records and get accustomed to a new office routine. Consequently, she decides to stick with the current pediatrician, prioritizing the comfort and familiarity of the known over the potential advantages of making a change. This reluctance to switch, despite clear reasons to do so, is a classic example of status quo bias.
Halo Effect: The tendency for an impression created in one area to influence opinion in another area. For example, believing someone is inherently good because they are attractive.
Ex: You meet someone who is particularly attractive, and without knowing much about them, you assume they are also kind-hearted, intelligent, and fun, based on your positive reaction to their appearance.
Bystander Effect: The phenomenon where individuals are less likely to offer help to a victim when other people are present. The greater the number of bystanders, the less likely it is that any one of them will help.
Ex: You witness a person slip and fall in a crowded mall. Instead of rushing to help, you look around and see that no one else is making a move to help, so you also refrain from acting, assuming someone else will step in.
False Consensus Effect: The tendency to overestimate how much other people agree with us. It can lead to the belief that our beliefs, values, and habits are "normal" and that others share them to a greater extent than they actually do.
Ex: Imagine you are a person who is very passionate about environmental conservation. You actively participate in recycling programs, avoid using single-use plastics, and often speak out about these issues on social media. Because these activities are a significant part of your life and align with their values, you assume that most of your peers also care deeply about the environment and engage in similar behaviors.
One day, when a debate about environmental policies arises in class, you are surprised to discover that many classmates are either indifferent or less informed about environmental issues than expected. This revelation shocks you, because you have overestimated how much others shared your environmental concerns and behaviors, demonstrating the false consensus effect. Your assumption that others naturally think and act as they do led to an overestimation of how widespread their views and habits are among their peers.
Understanding these cognitive biases can help you become aware of short cuts your brain may make that can lead to difficulties for you. As I always say, awareness is a skill! Next week we will dig deeper into these biases and I’ll provide some tips on how to work around them.
Which cognitive fallacies trip you up the most? You can contact me via Instagram @kindmindpsych or via my email at psychologist@quickanddirtytips.com.
The Savvy Psychologist is a Quick and Dirty Tips podcast. It's audio engineered by Steve Riekeberg, with script editing by Brannan Goetschius. Our Podcast and Advertising Operations Specialist is Morgan Christiansen. Our Digital Operations Specialist is Holly Hutchings and Our Marketing and Publicity Associate is Davina Tomlin. Follow Savvy Psychologist on Apple Podcasts, Spotify, or wherever you listen to podcasts. That's all for this episode of Savvy Psychologist. Thanks for listening! I'll see you next week.