Ideas Worth Sitting With

Belief bias in leadership is why smart leaders accept bad arguments. Here's the science — and how to build a culture that thinks clearly under pressure.

Pattern-seeking bias is your brain doing what it was built to do: connect dots fast. Sometimes that saves you. Sometimes it turns two dots and a headache into a whole Netflix docuseries in your mind. The brain hates randomness. It would often rather invent a story than sit in uncertainty. That is not stupidity. That is survival code running a little too hot.

Why your most compelling story may be your worst data point. How base rate neglect destroys leadership decisions — and four ways to fix it.

The Barnum effect makes vague leadership feedback feel profound — and quietly stunts real growth. Here's the research, the risk, and the fix.

When everyone agrees too quickly... do not celebrate yet. That may not be unity. It may be fear wearing a team jersey.

Bias rarely announces itself. It hides in “gut feelings,” vague standards, and fast assumptions. Fair hiring takes more than good intentions. It takes structure, clarity, and the discipline to judge skill over comfort. Better process. Better decisions. Better outcomes.

Your brain decided who to trust before the meeting even started. That's not a character flaw — it's in-group bias, and it's running your workplace right now. Here's what the science says, what leaders keep getting wrong, and what actually works.

False dilemma in leadership happens when people are pushed to choose between two options that are not the only ones. This blog shows how either-or thinking distorts judgment, weakens teams, and blocks better decisions. Learn how cognitive flexibility, trauma-informed leadership, and a third-option mindset lead to smarter, evidence-based leadership.

A title is not evidence. Authority bias is what happens when position gets treated like proof — and that's how bad ideas survive decades. Leaders, pastors, CEOs, and influencers can be sincere, gifted, and still be wrong. The fix isn't distrust. It's better questions. Separate the claim from the credential. Ask for the data. Build cultures where truth can speak — regardless of who's in the room.

The loudest bias in the room is often the one nobody names. In-group bias does not need slurs or shouting. It just needs familiarity, favoritism, and a system that mistakes comfort for competence.

Fundamental Attribution Error causes leaders to blame character instead of circumstances. Learn how this cognitive bias harms teams and how leaders can interrupt it.

Confirmation bias distorts leadership decisions, workplace culture, and belonging. Learn the science behind it, how it harms teams, and evidence-based strategies leaders can use to mitigate it.