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F Is for Feedback

December 7, 2016 by Joycelyn Campbell Leave a Comment

loop

Any action you take generates some type of feedback. The result can be monumental or tiny, desirable or undesirable, expected or wildly surprising. If you’re paying attention, you might notice what happens after you do something and use that feedback to determine what to do next. If you’re driving along a snowy road and your car begins to skid, the skid lets you know conditions require some type of adjustment. You don’t want to get into an accident, so you slow down. Maybe you slow down intentionally, but maybe you’ve done this a thousand times and adjust your speed automatically without even noticing.

Your brain has criteria for evaluating the data provided by physiological feedback loops (in order to maintain your body temperature and signal when you need to eat or drink—or stop eating or drinking). It also has criteria for evaluating the data provided by your mental, emotional, and behavioral feedback loops. The problem is that these criteria are part of your mental model of the world, much of which is unconscious, which means you’re not aware of it.

David DiSalvo calls feedback loops “the engines of your adaptive brain.”

Day in and day out, we make decisions based on the results of feedback loops that run in our minds without our noticing. None of us stops to think through each stage of the loop—how the data we’ve gathered is being processed to lead us to our next action. And yet, even without our conscious monitoring, the loops just keep moving.

The Four Stages of a Feedback Loop

Science writer Thomas Goetz described feedback loops in Wired Magazine:

Evidence
First comes the data: A behavior must be measured, captured, and stored.

Relevance
Second, the information must be relayed to the individual, not in the raw-data form in which it was captured but in a context that makes it emotionally resonant.

Consequence
But even compelling information is useless if we don’t know what to make of it. The information must illuminate one or more paths ahead.

Action
There must be a clear moment when the individual can recalibrate a behavior, make a choice, and act.

After that action is measured, the feedback loop can run once more, every action stimulating new behaviors that inch us closer to our goals.

As DiSalvo says, we make decisions based on the results of feedback loops, but even in cases where we’re making decisions rather than simply reacting, it would be more accurate to say we make decisions based on our interpretation of the results of feedback loops. The apparent result of an action we’ve taken—the evidence—has to be interpreted for relevance and consequence before we can determine how to react.

alphabet-changeYour brain does not necessarily objectively evaluate the data presented to it. Because you perceive the world through your particular mental model, you’re predisposed to interpret the results of your actions in certain ways. This can be problematic especially when you’re presented with negative evidence. Things didn’t work out the way you planned; you did something other than what you intended or wanted to do; or you’re faced with unexpected obstacles. The most useful way to respond to such information is to look at it objectively: you tried something and it didn’t work. You can then try to figure out why it didn’t work and decide whether to try it again or to do something else.

Your Brain Prefers to Maintain the Status Quo

Let’s say you normally dine out with a group of friends once a week at which time you tend to overindulge a bit. You’ve now decided to cut back on the calories and have a vague idea of ordering something from the lighter side of the menu. But once you’re at the restaurant, menu in hand, you find yourself quickly scanning the lower-calorie items  and then ordering what you always order.

You’re disappointed in yourself, especially when you think about it afterward. You’ve had similar experiences before, so you interpret it as just another example—more proof—of how little willpower you have.

Confirmation bias is powerful. If you believe you lack willpower, you’re likely to view the negative results of your actions as confirmation of your preexisting belief. Once you interpret your result as proof of a preexisting belief, you’re much less likely to attempt to figure out what didn’t work and what to do next and much more likely to give up. At that point, the habit or behavior you were trying to change becomes even more entrenched and the goal you were trying to achieve seems even more distant.

But if you looked at this situation objectively, in terms of gathering data (feedback) so you could decide what to do next time, you might see it differently.

You might remind yourself that your brain prefers to maintain the status quo. So when you went to a familiar restaurant where all the familiar cues and triggers kicked in, the result you got—ordering the usual—was really quite predictable. The feedback to store is that going into this situation with a vague idea but no plan doesn’t work. Next time, you could try deciding ahead of time what you’re going to order so you don’t have to be tempted by the menu. If that doesn’t work, you could suggest meeting your friends at a different restaurant that doesn’t have the same kind of food-related associations.

How you perceive and interpret what happens after you take, attempt to take, or fail to take action strongly affects your chances of success. Not everything you try is going to go smoothly or work out the way you hoped it would. Sometimes the road is slippery, under construction, or takes a detour. Noticing that what you tried simply didn’t work will allow you to use the information to help you determine the best action to take next—as will noticing when what you tried did work.


Part of the series A-Z: An Alphabet of Change.

Filed Under: Alphabet of Change, Beliefs, Habit, Making Different Choices, Unconscious Tagged With: Brain, Change, Feedback, Feedback Loops, Mental Model, Mind

D Is for Desired Outcome

November 23, 2016 by Joycelyn Campbell Leave a Comment

desired-outcome

We repeatedly begin projects, large or small, start working on goals, long- or short-term, say yes or no when asked to do something or to participate with others, and make choices about how to spend our time. And far too often, we don’t stop to consider what we hope will happen as a result of the actions we’re about to take.

This isn’t to say we can’t come up with an explanation as to why we’re doing something—or at least why we think we’re doing it. Explaining ourselves to ourselves comes naturally to us. But having a reason for doing something isn’t the same thing as identifying the desired outcome.

You could be going on a job interview because you hope to get hired or because you’re thinking about quitting your current job and are testing the waters or because a relative hooked you up and you feel obligated…or…or…or. Those are some reasons you might have for keeping the appointment for that interview.

Let’s say you’re hoping to get hired. What’s your desired outcome? Maybe it’s simply to have a job so you can pay your bills. Or maybe you want to move up into a more challenging or more prestigious position. Maybe you’re looking for a congenial group of co-workers so you can expand your circle of friends. Or you might want a calmer work environment with less stress than you have now—or a more stimulating environment. It could even be a combination of factors.

If you’re clear about what you hope will happen as a result of getting the job, you’ll be better able to evaluate whether or not to take it if it’s offered to you. At the interview itself, you’ll be able to ask more informed questions and pay attention to things that are relevant to your concerns. Knowing the desired outcome you’re looking for is pretty important since it increases your chances of getting it. But if you accept the job offer without having identified your desired outcome, you set yourself up for being disappointed. Sure the money’s extremely good and the work is interesting enough but you don’t get to interact with very many other people and, as it turns out, the social aspect is really important to you. In fact, you realize you’d be willing to earn less in exchange for having more interpersonal interaction.

So you have the new job, which looks good on paper, but it isn’t as satisfying as you thought it would be.

Reality Check

In addition to changing jobs, we get into or out of relationships, take up hobbies, move from one part of the country to another, decide to go back to school (or drop out), sign up for a gym membership, start a diet, buy a complete new wardrobe—or a set of patio furniture or an expensive camera or a car. We not only fail to identify our desired outcome, we also fail to identify potential obstacles we’re likely to face along the path to getting it.

Included in the “Reality Check” exercise my clients complete when filling out a Goal Action Plan are these three questions.

  1. Imagine a positive vision (fantasy) of achieving your desired outcome and describe it. How will your status quo be changed?*
  2. Describe your current reality in regard to your desired outcome.
  3. Compare your positive vision of success with your current reality.

*Please note, though, that if all you do is generate a positive vision of your desired outcome and focus on that without doing anything else, you are less likely to be successful in achieving it because you’ve actually tricked your brain into thinking you’ve already got it.

Answering all three questions is a form of mental contrasting that can help you see your situation more realistically and identify the obstacles to achieving your desired outcome. If you know the obstacles you’re likely to face, you can figure out how to deal with them ahead of time instead of being blind-sided by them. Or you may realize there’s an obstacle big enough to be a deal-breaker, at least for now.

When we perform mental contrasting, we gain energy to take action. And when we go on to specify the actions we intend to take as obstacles arise, we energize ourselves even further. —Gabriele Oettingen, Rethinking Positive Thinking

Evaluate and Motivate

The more clearly you can visualize your desired outcome the better you’ll be able to evaluate how likely it is that the action you’re contemplating is the best path to getting there. If it is, great! That clarity can be highly motivating. If it isn’t, that’s great, too, because you can change or revise your plan and save yourself the time, energy, and effort of going off on a wild goose chase.

The longer-term your goal is or the more entrenched the habit you want to change or the more difficult or complicated the course of action you’re contemplating, the more imperative it is to identify your desired outcome. The unconscious part of your brain is hooked on instant gratification. Changing the status quo tends to be gradual, mundane, repetitious, and tedious. Being able to remind yourself not only what you’re aiming for but also why it’s important to you can get you through the slog.

But developing the habit of identifying your desired outcome is useful in all kinds of situations, such as responding to a social media post, attending a staff meeting at work, choosing a book to read, or planning a vacation. I recently got together with a friend to work out details of an upcoming trip (the reason for our meeting). But a big part of my desired outcome—and hers, too—was the opportunity to spend time discussing subjects of mutual interest, including current events. Identifying my desired outcome affected both my frame of mind and the amount of time I reserved for the meeting.

It’s a truism because it’s true: it’s considerably easier to get what you want if you know what that is.


Part of the series A-Z: An Alphabet of Change.

Filed Under: Alphabet of Change, Attention, Clarity, Habit Tagged With: Brain, Change, Desired Outcome, Goal, Habit, Mind

C Is for Commitment

November 16, 2016 by Joycelyn Campbell Leave a Comment

home-run

When you set out to accomplish something significant or change a longstanding habit, do you stop to consider how committed you really are to doing it? You may have plenty of good reasons for wanting to do it. You may be able to rattle off the positive consequences that are likely to result if you succeed or the negative consequences if you fail. But altering the status quo isn’t easy. Reasons and potential consequences hold no sway over the unconscious part of your brain, which strongly prefers that you continue doing exactly what you’ve been doing up till now.

Making a commitment means binding yourself—intellectually, emotionally, or both—to a course of action. Some commitments in life are implied or assumed. For example:

  • following the rules of the road when you get a driver’s license
  • performing your job to the best of your ability after you’re hired
  • treating your employees fairly after you hire them
  • being considerate and faithful to your partner or spouse
  • providing for your children

Clearly some people “bind themselves” to these commitments more than others do. If you feel bound by your commitment, you’re more likely to follow through even if it’s inconvenient or uncomfortable to do so. Otherwise, you’ll find it easier to slack off and easier to come up with explanations and excuses as to why you did. The exigencies of the moment will feel more compelling than the course of action you never fully committed to.

Reality Check

alphabet-of-changeBefore my clients begin filling out a Goal Action Plan, I ask them to complete a “Reality Check.” Part of the reality check includes rating themselves in the following three areas on a scale from 1-10, 10 being the highest:

  1. certainty (how confident you are that you can achieve the goal)
  2. passion (how much you want it)
  3. commitment (how willing you are to bind yourself to the course of action)
Failure to Commit

People are unwilling to fully commit to a goal or a habit change for a variety of reasons.

Are you afraid of trying, failing, and disappointing yourself and/or others? The reality is that making a half-hearted commitment usually leads to half-hearted efforts which then lead to half-hearted results. This is a great example of a self-fulfilling prophecy.

Are you trying to keep your options open? It’s true that committing to one course of action generally means not pursuing other courses of action. And it’s true that you might miss out on something. But the reality is that trying to keep all of your options open doesn’t enhance your life; it prevents you from fully living it.

You can have what really matters to you or you can have the freedom to NOT have it, but you can’t have both.

Are you waiting to see how things turn out before making a full commitment? (I’ll give myself three months and if things aren’t panning out by then, I’ll give up or switch to Plan B.)  Although this sounds like a reasonable approach, it’s self-defeating. The reality is that we can’t single-handedly control the outcome, but we do have complete control over the extent of our commitment.

Going All-In

We often refuse to make a commitment, even to something we really want or that really matters to us.

Sometimes it’s hard to go “all in” when you don’t know how things are going to unfold. But fully committing yourself to a course of action actually has an effect on the outcome. When you’re fully committed to a course of action:

  • You don’t waste time rethinking your decision.
  • Instead of looking for ways to avoid taking action, you look for ways to take action—and by you, I mean your brain. Making a commitment alters your mental model and your perception. You literally see things differently—and see different things. Also your brain connects the dots in different ways.
  • You’re more likely to find your way around obstacles and to keep going even when you don’t feel like it.
  • You don’t have to rely as much on willpower and self-control in the face of temptation and the urge for immediate gratification.
  • You tend to view the results you get as feedback that you can use to adjust your course.

If you want to change your status quo, you need to take action, you need to be persistent, and you need to figure out how to overcome obstacles. But first you need to make the commitment to do those things. You won’t know ahead of time what your experience will be or how things will turn out. But making a commitment will increase your chances of success.

Are you holding back? Are you keeping something in reserve? For what?

If you’re not fully committed to a course of action, why are you taking it? If you set out to do something, be fully engaged in doing it instead of a sideline observer. Aim to get it done, not to wait and see how it all turns out.


This post is part of the series A-Z: An Alphabet of Change.

Filed Under: Alphabet of Change, Brain, Habit, Uncertainty Tagged With: Brain, Change, Commitment, Goal, Habit

A Is for Autopilot

November 2, 2016 by Joycelyn Campbell 2 Comments

autopilot

You can probably think of a few examples of operating on autopilot. An obvious one is driving a familiar route while you’re lost in thought and then being unable to recall the trip itself afterward. That can be a bit unsettling, but it happens all the time. It’s normal. Your brain knows how to operate your vehicle because operating your vehicle is a routine and your brain is wired to commit routines to memory. You can access them faster that way, and the conscious part of your brain is free to attend other things. Autopilot allows you to do one thing while you’re thinking about something entirely different.

Because your unconscious knows how to operate your vehicle, you don’t have to think about it while you’re doing it. It wasn’t that way when you were learning how to drive and you had to focus all your attention on it. And it isn’t that way now when you’re on a steep or dangerous road, trying to locate an unfamiliar address, or faced with a detour. But under ordinary circumstances, your unconscious can handle the task of driving, and many other tasks, just fine.

Estimates are that close to 80% or more of what we do every day we do on autopilot, which means without conscious intention or volition. It’s not just what we do, either. The majority of our thoughts, feelings, and behaviors are the result of automatic brain processes.

Our brains run mostly on autopilot, and the conscious mind has little access to the giant and mysterious factory that runs below it. —David Eagleman

The conscious part of our brain, which thinks logically, sets long-term goals, and can imagine things being different—the source of our desire for change—processes only about 40 bits of information at a time. However, the part of our brain that usually runs us, which is completely uninterested in our long-term goals and is intent not on change but on maintaining the status quo, processes a whopping 11 million bits of information at a time. So it’s just easier for us to follow the path of least resistance, go with the flow, and think, feel, and do whatever we’ve always thought, felt, and done before.

Get Me to the Church on Time

When you get into your car to go to work—or to the supermarket or to your friend’s house—you don’t need to think about how to start the car or back out of your garage or get to your destination because you do it on autopilot. Autopilot is less effective when you want to take a different route or make an extra stop. It can also take you somewhere you don’t want to go; for example, if you head out in the direction of your workplace and forget you need to turn left instead of right because you’re meeting a friend at a restaurant instead of going to work.

Your brain’s autopilot thinks it knows where you want to go, and it’s going to do its best to get you to the correct destination.

It does the same thing with other routine behaviors, such as opening a bag of potato chips. If you usually eat the entire bag of chips, once you open the bag, autopilot will get you to your destination of eating everything in it. You don’t need to tell it to do that. But if that’s not what you want to do, you’re going to have to tell it over and over again until it rewrites the chip-eating program.

alphabet-changeThe conscious part of your brain may clearly see the benefit of change and may want to make a change, but it’s slow, lazy, and easily depleted. Much of the time, it’s offline. The unconscious part of your brain—your autopilot—actively resists change, and it is fast, vast, and always on. Unless you make a persistent effort to convince it otherwise, your brain’s autopilot won’t take your half-hearted attempts to chart a new course seriously. It will keep “correcting” you back to the same old well-worn path, taking you to work when you want to go to the restaurant and taking you through the entire bag of chips instead of stopping after a handful.

Repetition and Persistence

Just as an airplane’s autopilot is a sophisticated navigational system that makes flying safer and more efficient, our brain’s autopilot is a sophisticated navigational system that makes living safer and more efficient. We can’t disable it, and we wouldn’t want to. But we need to know its limitations and how to work with it if we don’t want to simply be at the effect of it.

Think about how much repetition and persistence it takes to learn to play a musical instrument well or ride a bicycle or ice skate or dunk a basketball. You can’t become a pianist after a few sessions with a piano or by willing yourself to get better. It takes hours of practice, playing the same exercises over and over until both your hands and your brain know how to play them without your having to consciously think about every little movement.

You can get autopilot to work for you rather than against you, but only if you recognize that repetition and persistence—not willpower—is the key to lasting change.


This is the first post in the series A-Z: An Alphabet of Change.

Filed Under: Alphabet of Change, Brain, Consciousness, Unconscious Tagged With: Autopilot, Brain, Change

Upheaval Is Easy;
Sustained Change Is Hard

July 13, 2016 by Joycelyn Campbell Leave a Comment

change

Although we have a fundamental belief in human rationality, which our laws are based upon, the evidence is mounting that we are, as psychologist Dan Ariely says, “predictably irrational.” On the one hand, this explains quite a lot about the way things play out in the wider world. When you recognize how irrational we actually are, you’re less likely to be surprised by the things people do and say and think. On the other hand, if you’re in favor of fairness and justice, the situation is extremely troubling.

The path to correcting society’s most significant ills may need to begin with questioning some of our basic assumptions about human nature.

The Status Quo Is Status Quo

We have a hard time making behavior changes in our own lives, yet we’re often surprised that enacting social change is so frustrating, difficult, and time consuming. But the situation isn’t remotely surprising. Change is difficult and slow because our brain is wired to maintain the status quo, and it is we—people with brains wired to maintain the status quo—who put into place and are then affected by laws and social policies.

One part of our brain (System 2) can see the benefit of change and wants to make changes. The other part of the brain (System 1) actively resists change. The part of the brain that can see the benefit of change is slow, lazy, and easily depleted. Much of the time it’s offline. The part of the brain that resists change is fast, vast, and always on. When System 2 is depleted, we revert to operating not logically and rationally, but on autopilot.

Furthermore, laws and social policies are based on the idea that people are rational actors, who respond to incentives in straightforward ways. We believe that education, awareness, and clearly defined negative consequences are effective strategies. This is a very logical position to take. It’s also one of the reason why our laws and policies don’t work the way we expect them to work.

Many of our social institutions—and laws in particular—implicitly assume that human actions are largely the product of conscious knowledge and intention. We believe that all we need for a law-abiding society is to let people know what is right and what is wrong, and everything will follow from there. Sure, we make exceptions for people with grave mental disorders, but we assume most human behavior is conscious and intentional. Even when we acknowledge the power of unconscious influence, we believe it can be overcome by willpower or education.—Shankar Vedantam, The Hidden Brain

The hidden brain, as Shankar Vedantam refers to System 1, doesn’t operate logically or rationally. It isn’t necessarily up to the same thing the conscious part of our brain, System 2, is up to. For example:

  1. System 1 focuses on survival and detecting threats to our survival.
  2. System 1 can’t handle complexity, so it generalizes instead.
  3. System 1 is biased because biases make it easier to decide what we think.
Threat Detection

The brain is, first and foremost, a survival tool, and the way that it has found to be most effective at guaranteeing survival is through the threat and reward response. Put simply, your brain will cause you to move away from threats and move toward rewards. —Dr. David Rock, author of Your Brain at Work

This sounds reasonable and not particularly problematic until you realize that, in additional to actual survival needs (food, water, shelter, etc.) and actual physical threats, each of us has personalized our threat-detection system to include situations we have defined as threatening. And once the brain gets the idea that something is a threat, it responds as if it is facing a literal threat to our physical survival.

How logical do you tend to be when you’re facing a threat to your survival?

When the brain is under severe threat, it immediately changes the way it processes information, and starts to prioritize rapid responses. “The normal long pathways through the orbitofrontal cortex, where people evaluate situations in a logical and conscious fashion and [consider] the risks and benefits of different behaviors— that gets short circuited,” says Dr. Eric Hollander, professor of psychiatry at Montefiore/Albert Einstein School of Medicine in New York.  Instead, he says, “You have sensory input right through the sensory [regions] and into the amygdala or limbic system.”

This dramatically alters how we think, since the limbic system is deeply engaged with modulating our emotions.  “The neural networks in the brain that are involved in rational, abstract cognition— essentially, the systems that mediate our most humane and creative thoughts— are very sensitive to emotional states, especially fear.” So when people are terrorized, “Problem solving becomes more categorical, concrete and emotional [and] we become more vulnerable to reactive and short-sighted solutions.” —Maia Szalavitz , neuroscience journalist

When we feel threatened, logic and rationality go offline.

Generalization

Statistical facts don’t come to people naturally. Quite the opposite. Most people understand the world by generalizing personal experiences which are very biased. In the media the “news-worthy” events exaggerate the unusual and put the focus on swift changes. Slow and steady changes in major trends don’t get much attention. Unintentionally, people end-up carrying around a sack of outdated facts that we got in school (including knowledge that often was outdated when acquired in school). —gapminder.org/ignorance

System 1 processes data and information through association. It sees patterns and makes connections, whether or not the patterns and connections actually exist. It is, as Daniel Kahneman (Thinking, Fast and Slow) writes, “radically insensitive to both the quality and quantity of the information that gives rise to impressions and intuitions.” As a result, System 1 accepts anecdotal evidence as being as valid as verified evidence.

Seeing patterns and finding connections makes it easy to come up with sometimes sweeping generalizations.

One example: Person A is similar to Person B in some particular way; therefore, Person B is probably similar to Person A in other ways. Since I know Person A, I now believe I also know and understand Person B. And I see all of the people who share some of these same characteristics as being alike. This leads me to believe I understand more than I do and know more than I know about Person B and other people who bear some similarity to Person B.

Another example: Extrapolating from my own personal experience to assume that everyone thinks the way I think, feels the way I feel, or would respond the way I respond.

Generalizing can be useful when we need to make quick assessments. But it’s a lazy way of thinking that can be dangerous when used in important or critical situations.

It’s easy to find examples of generalizing in the opinions we have and the alliances we form around hot-button social topics such as climate change, GMOs, vaccines, immigration, and Planned Parenthood. It can also be seen in how people line up in the pro- or anti-science camps.

When we generalize, we make assumptions and draw conclusions from limited data or evidence.

Implicit Biases

Critical thinking doesn’t come naturally. Since we need to make all kinds of assessments and decisions in the course of our lives—and since the part of the brain that can think critically is often offline—we use mental shortcuts instead of thinking most things through.

[Implicit] biases, which encompass both favorable and unfavorable assessments, are activated involuntarily and without an individual’s awareness or intentional control. Residing deep in the subconscious, these biases are different from known biases that individuals may choose to conceal for the purposes of social and/or political correctness. Rather, implicit biases are not accessible through introspection.

The implicit associations we harbor in our subconscious cause us to have feelings and attitudes about other people based on characteristics such as race, ethnicity, age, and appearance.  These associations develop over the course of a lifetime beginning at a very early age through exposure to direct and indirect messages. In addition to early life experiences, the media and news programming are often-cited origins of implicit associations.

A Few Key Characteristics of Implicit Biases

Implicit biases are pervasive. Everyone possesses them, even people with avowed commitments to impartiality such as judges.

Implicit and explicit biases are related but distinct mental constructs.They are not mutually exclusive and may even reinforce each other.

The implicit associations we hold do not necessarily align with our declared beliefs or even reflect stances we would explicitly endorse.

We generally tend to hold implicit biases that favor our own ingroup, though research has shown that we can still hold implicit biases against our ingroup.

Implicit biases are malleable. Our brains are incredibly complex, and the implicit associations that we have formed can be gradually unlearned through a variety of debiasing techniques.

Source: kirwaninstitute.osu.edu. Note: Harvard University has developed an implicit association test that is available online so you can test yourself for your own hidden biases.

Now What?

Change is hard because of the way we’re wired. If we can come to terms with the fact that we operate less rationally than we think we do, we might be able to create or modify laws and public policies to be more effective for more people.

Things to remember:

  • System 1’s agenda is to maintain the status quo, so most of the time that’s our agenda and everyone else’s, too. If it’s difficult for us to make personal changes, imagine how difficult it is to make changes that involve large groups of people—or to change other peoples’ minds.
  • System 1 is primarily a threat-detector. When we feel threatened, we are not going to be thinking or behaving logically, and we should expect the same to be true of others. People who feel threatened are easier to manipulate, and they may take actions that are not in their own best interest.
  • We generalize because System 1 doesn’t handle complexity well. Generalizing leads to a feeling of cognitive ease because we think we know more than we do and understand more than we do. That may not be a problem in trivial matters, but it has huge implications when it comes to laws and public policies.
  • We are all at the effect of implicit biases. Because we aren’t directly aware of them, it’s easy for us to deny we have them. That doesn’t make them go away, however. The best thing to do is to pay attention to how we act and react to other people so we can begin to recognize, acknowledge, and eventually neutralize some of these biases.

Making the unconscious conscious is difficult because the central obstacle lies within ourselves. But putting reason ahead of instinct and intuition is also what sets us apart from every other species that has ever lived. Understanding the hidden brain and building safeguards to protect us against its vagaries can help us be more successful in our everyday lives. It can aid us in our battle against threats and help us spend our money more wisely. But it can also do something more important than any of those things: It can make us better people. —Shankar Vedantam, The Hidden Brain

Note: This is a slightly modified version of my 10/16/15 post as a response to recent events not only in the U.S. but around the world.

Filed Under: Beliefs, Brain, Cognitive Biases, Living, Wired that Way Tagged With: and Save Our Lives, Brain, Change, Control Markets, Implicit Bias, Mind, The Hidden Brain: How Our Unconscious Minds Elect Presidents, Wage Wars

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