Avoiding biases with ‘Turn and Learn’

Brown gets her team to participate using the ‘Turn and learn’ process to help avoid the ‘bandwagon effect’ and the ‘halo effect’, ensuring they get their teams’ real thoughts and opinions.

The Bandwagon effect is “feeling like you have to hop on-board with the consensus, even if you might disagree, strongly or mildly. This often happens when you’re the only objector, or you’re the last to share and the group is already excited about an idea.”

The Halo effect refers to “when team members see what the person with the most influence in the room wants and tells them what they want to hear, even if it defies their perception of company priorities and what’s feasible in a certain amount of time.”

The importance of genuine input

This approach made me reflect on past conversations with various people, including my own. Often, I left these discussions feeling clear on the next step but sensing something was missing, like crucial points were left unsaid, things had not been discussed or challenged. There was an elephant in the room! Despite asking for honest opinions, people frequently echoed the group’s sentiments.

Creating a psychologically safe environment where team members feel comfortable sharing their thoughts and feelings is vital for building healthy team climates. The cost of missed opportunities due to people not feeling they can be honest is huge.

Overcoming social conformity

However, creating a climate of transparent dialogue and encouraging pushback against groupthink is tough. Humans naturally seek belonging and want to fit into the group (social conformity) making it difficult to voice differing opinions, even in the right team climate!

Brene’s ‘Turn and learn’ approach tries to avoid (interrupt) the ‘bandwagon’ and ‘halo’ effects. It allows everyone to share input simultaneously, without being influenced by others’ opinions or answers.

Everyone writes down their thoughts on a question or concept and then reveals them simultaneously. Once everyone has written an answer, count to three and everyone reveals their answers at the same time. Everyone’s answers are used to come to consensus.

The benefits of ‘Turn and Learn’

Using this strategy protects against being overly influenced by the person with the most influence and the bandwagon effect.

There are no right or wrong responses with the ‘Turn and learn’. It’s a method for understanding others’ perspectives, giving everyone a voice, and clarifying expectations. It is also a meaningful connection tool—it sends the message that everyone’s input matters.

This approach allows leaders to see what their teams truly think, rather than assuming consensus when people might just be telling them what they want to hear.

Conclusion

Great leaders inspire, motivate, and drive great team climates. They are able to get the best out of their people. Great conversations, ones that are honest and open, are critical to team cohesion.

Leaders need to create climates where vulnerable and honest conversations are had and people are listened to. Implementing effective team meeting strategies, like ‘Turn and Learn’, can greatly enhance team dynamics and outcomes.