Thriving @ Work
Embracing Knowledge Humility: Navigating the Dunning-Kruger Effect in the Workplace
Getting the know-it-all to collaborate with the shrinking violet leads to better outcomes.
I often learn about exciting and new concepts from writers on writing platforms. For example, a recent article by Dr Mehmet Yildiz explored the Dunning-Kruger Effect. This concept was new to me, and despite actively following psychology literature, I hadn’t encountered this research before. However, what I read in the article resonated deeply because I’ve witnessed and experienced it firsthand as a change manager, personally and professionally.
Dr. Yildiz summarized it well:
People with minimal knowledge of a particular subject might mistakenly perceive themselves as experts due to a lack of awareness regarding their ignorance. Conversely, experts in a field may underestimate the challenges of a task, assuming its ease of execution for everyone.
Understanding the Dunning-Kruger Effect
The Dunning-Kruger Effect, named after psychologists David Dunning and Justin Kruger, highlights a fascinating aspect of human psychology.
It suggests that people with lower abilities overestimate their competence, while those with higher abilities may underestimate their own.
This phenomenon underscores the significance of recognizing our limitations and appreciating the vast knowledge beyond our current understanding.
The Impact on the Workplace
The Dunning-Kruger Effect can manifest in various ways in a professional setting, from overconfident decision-making to reluctance to seek advice or feedback. Recognizing and addressing these tendencies can contribute to a healthier work environment, fostering collaboration, innovation, and continuous improvement.
Fostering Knowledge Sharing
Encouraging colleagues to share their expertise and experiences openly creates a collaborative atmosphere where everyone can learn and grow. A culture of knowledge sharing not only leverages the strengths of each team member but also helps to counteract the harmful effects of the Dunning-Kruger bias by promoting a collective awareness of individual limitations.
Embracing a Growth Mindset
To navigate the Dunning-Kruger Effect effectively, it’s essential to cultivate a growth mindset — a belief that abilities and intelligence can be developed through dedication and hard work. Embracing a growth mindset encourages individuals to view challenges as learning opportunities and enables them to approach their work with curiosity and resilience.
Creating a Feedback-Friendly Environment
Constructive feedback plays a crucial role in combating the Dunning-Kruger Effect. By fostering a workplace culture that values feedback and views it as a tool for improvement rather than criticism, employees are more likely to be receptive to adjusting their beliefs and refining their skills. I encourage regular feedback sessions on my teams and try hard to frame critiques positively and constructively.
I want to share my unique perspectives from work in three parts.
What Does It Look Like? Part I: The Know It All
Jane said, “I’ve just finished the report for the client presentation, and I’m confident I’ve covered everything. I utilized all the available tools and am ready to submit it.”
I had looked at it earlier in the day. Knowing it needed more elements to prepare it for publication, I said, “That’s great to hear, Jane! I appreciate your dedication. However, having Sarah look at it before finalizing it might be beneficial. She has a unique perspective and might offer valuable insights.”
Jane did not have it, and she said, “Honestly, I’ve got it covered. I don’t think there’s anything Sarah can add that I haven’t already thought of. I used all the data and followed the guidelines meticulously.”
I hoped she saw my eyebrows raise, or perhaps she would note my long moment of silence. But she did not. She said, “I just don’t see the need for it. I’ve been doing this for years and know what I’m doing.”
In my head, I said, ‘Jesus, take the wheel.’ I did a deep (inaudible — I made sure) inhale and a long exhale.
And I pulled rank, saying, “I appreciate your experience, Jane. It’s not about questioning your expertise. We all benefit from different viewpoints. I’m confident that working together will elevate the quality of our output. Trust me on this. Please meet with Sarah today.”
In the dynamic and ever-evolving world of the workplace, acknowledging the limits of our knowledge while remaining open to learning is a skill that can set the stage for personal and professional growth.
What Does It Look Like? Part II: If I Can Do It…
So Jane begrudgingly went to Sarah. Their conversation went like this:
Jane said, “Hey, Sarah, have you looked at the project I created?” Sarah said, “Yes, I saw the report you’ve been working on. It looks impressive, but I don’t think I can add much. I’m not as experienced as you in this area.”
Jane said, feeling rather vindicated, “Thanks, Sarah! I appreciate that. I’ve covered everything thoroughly. It’s a bit technical, and I’ve been handling these sorts of reports for years.”
Sarah said with an apologetic tone in her voice, “I get it, but I’ve been researching a similar project recently, and I’ve come across some innovative approaches that might add a fresh perspective. The sponsors will likely be impressed if you include it. Maybe we can sit down together, and I can share some insights.”
Unfortunately, despite this new information from Sarah, Jane said, “I’m sure I’ve got it covered, but thanks for offering. I’ll let you know if I need anything.”
Sarah thinks, ‘Well, Jane knows her stuff and will probably include what I learned recently in her talking points.’
What Does It Look Like? Part III: Missed Opportunity
The next day, I opened a Slack huddle with Jane.
“Jane, I took a closer look at the project, and it seems there hasn’t been much change since our last conversation. I value your expertise, but we could benefit from incorporating new ideas and mindsets to make this project the best possible.”
Still not getting it, Jane said, “Well, I’m confident in my approach. I don’t see the need for significant changes.”
At this point, I realized that Jane was resistant to change, and as a team, we were running out of time to make an impactful presentation. So, I decided to take it out of Jane’s hands.
I said, “I appreciate your confidence, Jane, but our goal is to create the most impactful work possible. I’ve noticed a reluctance on your part to embrace collaboration and consider alternative viewpoints.”
She interjected, “I went to Sarah, but she — ”
I was done. I continued above her protests. “Please, allow me to finish, Jane. This project is a team effort, and I believe Sarah has valuable insights to enhance it. I will ask her to contribute and insist you co-lead on presenting the final version. Let’s use this chance to leverage the entire team’s strengths and ensure we deliver the best possible outcome for the client.”
At the End of the Day, What Can You Do?
Dr. Yildiz articulated his thoughts most effectively in his article, and I share his viewpoint: “It is essential to cultivate a culture of continuous learning and constructive feedback to counteract the pitfalls of individuals mistakenly perceiving themselves as experts due to a lack of awareness.”
His insights on developing metacognitive skills through reflective practices align with the belief that genuine mastery requires a balance between confidence and humility.
As individuals, let us acknowledge what we know and don’t know to remain modest, learn and grow. As leaders, let us foster a workplace culture that values self-awareness and open-mindedness to contribute to collective growth and success.
My story highlights the pivotal balance between confidence and humility in pursuing self-awareness. Moving from initial overconfidence to the humbling recognition of vast unknowns, our journey and discoveries manifest as perpetual learning and embracing humility for true mastery.
© 2023 K. Joseph, All Rights Reserved
꧁༒☬T͎h͎a͎n͎k͎ ͎y͎o͎u͎ ͎f͎o͎r͎ ͎r͎e͎a͎d͎i͎n͎g͎!͎☬༒꧂
Read Dr. Yildiz’s full article here:
Who is K. Joseph?
(She is not Joe.) I write creative non-fiction stories on Medium to share change management insights, learn leadership principles, and grow together in our workspaces. Follow. Subscribe. Comment.