Challenging Conformity in Meetings

When it comes to conformity bias, it is easy to observe it in meetings. After all, the idea of sharing a different opinion or—dare I say it—challenging individuals with authority may intimidate even the most fearless! How can we manage this bias and stand against the status quo? Fortunately, I propose there is a simple solution to addressing this problem of conformity: start by asking five questions.

At the end of every meeting, 5-10 minutes can be dedicated to reviewing the following five questions, each of which targets certain facets of conformity bias. Straightforward, right? Let’s walk through each!

1. During the meeting, did we actively encourage the sharing of alternate perspectives and opinions?

The key to combating conformity bias is the solicitation of opposing viewpoints and of alternatives to existing responses. In doing so, we ensure diversity of thought and the active inclusion of every participant!

2. Were all team members offered equal opportunity to share their ideas during the meeting?

Related to the previous question: it is important not only to encourage the sharing of different viewpoints but also to ensure all meeting attendees are being granted this opportunity to share. Remember, this sharing may manifest in different ways! Someone more introverted, for example, might feel more comfortable with sending in their thoughts via email prior to the meeting, and thus their higher-ups can integrate those ideas into the conversation.

3. Were there any moments during the meeting where you felt pressured to conform to a particular idea or perspective?

Peer pressure, unconscious or no, cannot be extricated from conformity bias. By recognizing the power of a group to sway someone’s opinion—or at least the opinion a person may voice aloud—we can potentially nip this issue in the bud, helping ensure our decision-making processes are informed more by honesty than conformity.

4. Throughout the discussion, did we continually challenge our biases and assumptions?

Remember, conformity bias is not only about following the group! It also refers to how we might accept certain perspectives or beliefs without questioning them. In other words, we may find ourselves unconsciously conforming to a dominant social mindset. To address this difficulty: openly discuss the biases and assumptions that come up during the conversation!

5. Did we consider potential pitfalls or weaknesses in our possible solutions or decisions?

In other words, it is crucial that we constantly consider what evidence we have to support our own perspectives and the final decisions we make. Regularly circling back to the “why”—why the conversation has moved a certain way, why this is the path we want to take, etc.—is key to preventing conformity bias from taking hold.

The facilitation of these five questions will depend on the specific organization and the group at hand. While discussing responses aloud can be valuable, I would encourage first giving people a way to respond privately—maybe they jot down a few responses, or maybe each question is followed with two check boxes: YES and NO, with a space below to expand on their response if people so desire.

At the end of the day, conformity bias means it is too easy for us to agree with others and to doubt ourselves. As leaders, we need to recognize that not all of our team members may feel confident speaking against dominant opinions. These questions, this end-of-meeting ritual, is therefore a way to address such a challenge.

So, what do you think? Are we ready to dive into this informal Q&A at the end of each meeting?

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Dima Ghawi is the founder of a global talent development company with a primary mission for advancing individuals in leadership. Through keynote speeches, training programs and executive coaching, Dima has empowered thousands of professionals across the globe to expand their leadership potential. In addition, she provides guidance to business executives to develop diversity, equity, and inclusion strategies and to implement a multi-year plan for advancing quality leaders from within the organization.

Reach her at DimaGhawi.com and BreakingVases.com.