One of my favourite principles in psychology is the cognitive dissonance theory. It suggests that we often perceive people in ways that align with our existing stereotypes, rather than seeing them as they truly are. In other words, we interpret reality through the lens of what we think is there, not necessarily what is there. This has significant implications for leadership.
Clear expectations
Human beings are deeply motivated by their social standing within groups. Recognition and acknowledgment are powerful tools to elevate an individual’s status, activating the brain's reward system, which encourages positive behaviours. Research shows that when people feel recognised, they are more likely to be engaged and supportive in their roles. On the other hand, uncertainty can trigger defensive behaviours as the brain perceives it as a threat. Providing clarity and predictability helps to reduce anxiety and create psychological safety. I think this allows individuals to focus on collaboration rather than self-protection, boosting performance and engagement.
Control the narrative
“The Courage to Be Disliked" is a popular self-help book by Ichiro Kishimi and Fumitake Koga that explores the concept of embracing our true selves and living authentically, even if that means being disliked by others. The book is based on the principles of Alfred Adler's psychology and offers practical advice on how to develop the courage to be ourselves without seeking validation from others.
Some key takeaways from the book include:
1. The desire to be liked by everyone is a major source of unhappiness.
2. You don't need to be liked by everyone to be happy.
3. Being disliked by others doesn't mean there's anything wrong with you.
4. Embrace your uniqueness and don't try to conform to others' expectations.
5. Take responsibility for your own life and choices.
6. Don't be afraid to express your own thoughts and opinions.
7. You can't control how others think or feel, but you can control how you respond to them.
I think "The Courage to Be Disliked" is a thought-provoking book that encourages readers to embrace their individuality and live a more authentic, fulfilling life.
A judgment one holds as true
In his “The Psychology of Persuasion,” Dr Robert Cialdini laid out six principles of persuasion: reciprocity, scarcity, authority, consistency, liking, and consensus. These principles illuminate the mechanics of persuasion, indicating that we're more susceptible when we perceive a sense of obligation (reciprocity), when rarity is implied (scarcity), when the persuader exudes credibility (authority), when our actions align with past behaviours (consistency), when we harbour positive feelings toward the persuader (liking), and when we observe others following suit. I think persuasion is an intriguing aspect of psychology and it entails guiding someone's beliefs, choices, or behaviours. Failure to engage in independent thinking renders one vulnerable to succumbing to external influences, be they religious, governmental, corporate, or monetary, perpetuating a cycle of ignorance.
Sources of convictions
A stereotype is a social perception that categorises individuals based on their membership in a particular group or their physical attributes. It involves making a generalisation about a group and then attributing those characteristics to individual members of that group. This process simplifies and often distorts the understanding of individuals within the group, potentially leading to biases and discrimination based on preconceived notions rather than individual merit or characteristics. Where do you think these stereotypical beliefs come from?
Why do you think men are better at science than women?
Why do you think overweight people are unhealthy?
Why do you think Muslims are more violent than Christians?
I think by delving into these questions we will prompt reflection on the complex interplay of cultural, historical, and psychological factors that shape our perceptions and attributions of certain traits or behaviours to specific groups. Contact me via e-mail and let’s explore the underlying assumptions and biases that influence your societal perspectives.
Three forms of empathy
According to psychologists Daniel Goleman and Paul Ekman empathy manifests in three distinct forms: cognitive, emotional, and compassionate.
1. Cognitive empathy is our ability to understand other people’s points of view.
2. Emotional empathy is our ability to respond physically and emotionally to what someone else is experiencing.
3. Compassionate empathy is what creates the bond between team members within an organisation as well as between companies and countries.
I think you can place concentration as the root of empathy, and the importance of the latter in solving individual, personal and general social challenges.