Archive for the ‘Beliefs & values’ Category
We’ve written a lot about other kinds of self-appointed experts on your jury (and how to dethrone them) but today’s work is a reflection of another aspect of perceived expert status.
When you think you already know a lot about something, you can become closed-minded. You finish the testimony before the witness does. A closed mind is a problem everywhere, but in a jury room it is dangerous.
We’ve seen this a lot in pretrial research (like this post about a retired teacher named ‘Victoria’) but today’s research tells us that when you see yourself as a relative expert on an issue—you are less likely to be open to other information and/or opinions.
It’s an assumption that is somewhat counter-intuitive since “real experts” need to be open to new information in order to remain “experts” as new knowledge is identified. Yet, these “self-appointed” experts, became quite dogmatic across all six experiments the researchers conducted. The researchers label this tendency the “earned dogmatism effect”—likely a close relative of the Dunning -Kruger effect.
A relatively easy example is when someone (for example, a doctor or a nurse in a personal injury case) is required to set aside their professional knowledge and rely solely on the testimony offered in trial. Their training and experience is not evidence, so if they believe something to be true that is inconsistent with the evidence, they are to rule out their experience, not the evidence.
Of course, humans rarely can do that. Typically, such actual ‘experts’ are stricken from the jury. The greater problem are informal ‘experts’, who think that because they can fix cars they know why a jet engine failed, or because they are married to a bookkeeper they understand the nuances of complex tax fraud. These informal experts are often much more difficult to identify, especially in courts where attorney voir dire is limited or prohibited.
From a litigation advocacy perspective, you want jurors to be listening to new information you are presenting and we’d encourage you to review our earlier posts on how to maximize the chances of that happening and how to teach jurors to disrupt this self-appointed expert during deliberations. Self-appointed experts can range from retired schoolteachers like Victoria to shade tree mechanics and everything in between—you often don’t know they are there until they make themselves known verbally.
Ottati, V., Price, E., Wilson, C., & Sumaktoyo, N. (2015). When self-perceptions of expertise increase closed-minded cognition: The earned dogmatism effect. Journal of Experimental Social Psychology, 61, 131-138 DOI: 10.1016/j.jesp.2015.08.003
We often do these combination posts when we do not want to devote an entire post to a single article but think the information is worth sharing (or simply too odd not to share). So read on and be a scintillating (or perhaps simply odd) conversationalist.
Smartphone alerts increase both inattention and hyperactivity
This is one of those titles that makes us think, “They had to do research to figure that one out?” Well, yes. Perhaps they weren’t sure about it, or perhaps they didn’t have a lock on tenure quite yet. You can read a summary over at ScienceDaily but the gist of it is that students were asked to put their phones on either silent, vibrate or ring for two weeks and to also report their symptoms of inattention and hyperactivity. As you may have guessed (hey, you too could have tenure!) those who had their phones on vibrate or ring (as opposed to silent) had more symptoms of inattention and hyperactivity. We all know what it feels like to be waiting for the phone to ring. Well, most of us anyhow.
On nasal diversity, or, Why your nose is shaped like that
You may have always thought you inherited your nose shape from your parents but that is very short-sighted thinking on your part. And while you also may have thought there was likely a gene that chooses the shape of your nose—new research shows us that as many as four genes interact to determine the ultimate shape (what these researchers describe as the “overall width and pointiness”) of your nose. There is a brief writeup on this new study looking closely at more than 6,000 noses over at NatureWorld News. If this seems like useless information, you have been reading carefully. Extra credit for anyone who can report a way to work this information into a social conversation without offending anyone!
Talk about climate change so people will listen
We’ve written about climate change before but here’s another strategy to consider. Instead of appealing to the individual—appeal to the collective (or ‘royal’) “we”. A new study in the journal Climatic Change tells us that people are willing “to donate up to 50% more cash to the cause when thinking about the problem in collective terms”. For comparison, thinking about climate change from an individual perspective produced “little to no change in behavior”. And, for reasons the researchers cannot explain, the effect seems to persist.
This actually has relevance for litigators, since it involves motivating people to action. The ‘golden rule’ bar on argument obliges attorneys not to make it relate to the lives of jurors personally, but this research suggests that you will be more successful if you argue on a broader basis (the benefit of society, et cetera) anyway. If you cannot access the journal article itself, you can read an accurate translation over at ScienceDaily.
Sexist behavior: Can neuroscience tell us why it happens?
Christian Jarret (known to us from his long-time reign over at BPS Research Digest) is a consistently clear and accurate translator of even dense and confusing material. His recent translation of the article titled Amygdala and cingulate structure is associated with stereotype on sex-role is a good example of his ability to take incomprehensible research and make it understandable and even interesting. [Yes, we knew you were waiting on tenterhooks for this one.]
The original article is in Scientific Reports and currently is open-access but we think you’ll save a lot of time and frustration by reading Christian’s summary over at New York Magazine’s Science of Us blog! Basically he concludes that no—neuroscience isn’t able to explain sexism since there is no specific brain anatomy that points to sexist beliefs. But those who express sexist attitudes appear to be psychologically vulnerable individuals who are both fearful and competitive. [Score: Neuroscience 0, Psychology 1.]
Obradovich, N., & Guenther, S. (2016). Collective responsibility amplifies mitigation behaviors. Climatic Change DOI: 10.1007/s10584-016-1670-9
Almost five years ago, we wrote about research saying men with deep voices were more persuasive. Science has moved forward though and now, women can also be more persuasive when using a deeper voice. Some call it a “sultry voice”. New work tells us your voice doesn’t have be a deep and resonant baritone to be persuasive—you simply have to lower your speech pitch over the course of your interactions with others to be more persuasive. And—it works for both genders! If you don’t want to read the article itself, Scientific American has a nice summary that you can either listen to as a podcast or just read the full transcript.
Basically what the researchers did is recorded 191 undergraduate students (Canadian subjects, ranging in age from 17 to 52 years, 54% male) who debated in small groups about the equipment most useful after a disaster on the moon. [This is an old team-building exercise found on the internet under many different names but officially called “Lost on the Moon”] You are told you have crash landed on the moon and need to identify what items present in the spaceship will be most useful. The recorded discussions for the first study were held in same sex groups ranging in size from four to seven participants.
Researchers also did a second study online with 274 participants (ranging in age from 15 to 61 years and 60.58% female)—181 were recruited from a “large Canadian university and the remaining 93 participants were recruited from an online database of research volunteers. The reason for the second experiment being online was so they could be sure there were not visual factors interfering with persuasion by lowered voice pitch.
Results from both studies (that is, in person or online where the voice was heard but the person’s appearance was not seen) were consistent. Those participants, both male and female, who lowered their voice pitch during the negotiations required to rank 15 items in order of importance for survival on the moon were seen as more persuasive and given a higher “social ranking” in the group than those who kept their voice pitch the same or raised it.
It is a victory for women. You do not have to have a deep baritone voice in order to be persuasive. It is more a matter of shifting tonal ranges for effect—just go into negotiations or discussion with your ‘regular’ voice and then, over the course of discussion, lower your voice. Of course, it’s hard to recreate this finding in the real world since you are rarely negotiating in single-sex groups. On the other hand, it’s an interesting strategy to try. Does lowering your voice during day-to-day decision-making make you more persuasive? If it does, you might try it in lower stakes situations at work and if it still works try it out in other situations as well!
Note: If at any point during your practice, you are challenged about “faking” a deeper voice—you may need a bit more practice! It can also be thought to connote silly dramatics when overdone.
Cheng JT, Tracy JL, Ho S, & Henrich J (2016). Listen, follow me: Dynamic vocal signals of dominance predict emergent social rank in humans. Journal of Experimental Psychology, General, 145 (5), 536-47 PMID: 27019023
It’s tough to see the same old themes come up over and over again but—here we go again… Women who react emotionally are seen as less intelligent, but if they react in a “measured and manly way” they are thought not trustworthy. In other words, you can’t win for losing.
“Men were rated as both more emotionally competent and more intelligent in general when they showed restraint. For women, however, the opposite pattern emerged, in that they were perceived as more emotionally competent and intelligent when they reacted immediately.”
In other words, say the researchers, we expect men and women to act according to gender stereotypes and we are suspicious of those who fail to behave accordingly.
Participants in the first study (59 undergraduates from the University of Haifa in Israel—30 men and 29 women) were shown photos found to elicit both sadness and anger. Then they watched videos featuring different people allegedly reacting to those same images. Half of the actors reacted almost immediately (within 1/2 second) while others did not show an expression change for a second and a half. After viewing the videos of people reacting to the images, the participants rated each character for “emotional competence” and assessed their level of sensitivity, caring, and the appropriateness and authenticity of their reactions.
Men who paused for 1.5 seconds prior to changing their expression were seen as more emotionally competent. Women who paused were seen as less emotionally competent.
The second study (with 58 students) was much the same as the first but the participants also rated the perceived intelligence of the character in the video.
“Men who showed delayed reactions were perceived as significantly more intelligent than those who reacted immediately, whereas for women, delayed reactions resulted in less perceived intelligence.”
The authors say that these results reflect the strength of gender stereotypes about women as “more emotionally volatile but also more emotionally competent” and say that when women delay their reaction to an emotionally charged image they may be seen as “strategic rather than spontaneous”.
From a litigation advocacy perspective, this will be important when considering the impact of male and female witnesses, for preparation of parties, and even for attorney behavior in the courtroom. You are always being watched and evaluated. Assumptions are going to be made for better or worse.
Help jurors see your female witness/party/self as thoughtful and competent but as having learned to stop and consider actions and consequences prior to reacting. That is done more by offering jurors some context for respecting the witness or party, rather than trying to train them to significantly change their response style. In other words, this time it has to be about teaching the jurors how to judge quality, rather than teaching the witness how to overcome the gender bias.
Hess, U, David, S, & Hareli S (2016). Emotional restraint is good for men only: The influence of emotional restraint on perceptions of confidence. Emotion
Here’s another sneaky way researchers try to figure out your real feelings rather than your politically correct and overtly verbalized feelings. This is research from Nextions showing bias still exists in the legal field and it’s about your grammar. Well, really, it isn’t about grammar—it’s about race. On the other hand, the sample size is low (slightly above 50 law partners returned the survey) so you could say this isn’t what you would do…and in fact, not everyone would do what was found among this research group.
Here’s what they did in this very simple study. Researchers had five attorneys cooperate in writing up a legal research memo on trade secrets at internet startup companies. The researchers then placed 22 errors of various kinds into the memo. The researchers sent the legal research memo to 60 partners in law firms who were asked to assess it as an example of the “writing competencies of young attorneys”.
Fifty-three of the partners actually returned the writing sample with comments (that’s an 88% return rate which is quite good). In the event you are interested, of the original 60 partners, 23 were women, 37 were men, 21 were racial/ethnic minorities, and 39 were White. The participating partners were asked to edit the memo for “all factual, technical and substantive errors” and then asked to rate the overall quality of the memo on a scale from 1 (“extremely poorly written”) to 5 (“extremely well written”).
So here is the catch: half of the partners were told the writer was Black and half were told the writer (one Thomas Meyer who was described as a third-year associate with a degree from the NYU School of Law) was White. In other words, the associate’s credentials were exactly the same—the difference was that half thought he was Black and half thought he was White. You have likely already figured out how this turned out but we’ll tell you anyway.
When the partners were told the associate was Black, they judged his written memo much more harshly.
The following descriptions of the way Black and White associates writing was critiqued is quoted from Nextion’s report:
“In regards to the specific errors in the memo:
An average of 2.9/7.0 spelling grammar errors were found in “Caucasian” Thomas Meyer’s memo in comparison to 5.8/7.0 spelling/grammar errors found in “African American” Thomas Meyer’s memo.
An average of 4.1/6.0 technical writing errors were found in “Caucasian” Thomas Meyer’s memo in comparison to 4.9/6.0 technical writing errors found in “African American” Thomas Meyer’s memo.
An average of 3.2/5.0 errors in facts were found in “Caucasian” Thomas Meyer’s memo in comparison to 3.9/5.0 errors in facts were found in “African American” Thomas Meyer’s memo.
The 4 errors in analysis were difficult to parse out quantitatively because of the variances in narrative provided by the partners as to why they were analyzing the writing to contain analytical errors. Overall though, “Caucasian” Thomas Meyer’s memo was evaluated to be better in regards to the analysis of facts and had substantively fewer critical comments.”
Vox did a nice summary of this study and translated Sexton’s narrative descriptions into a chart making it easier to ‘see’ the differences identified by law partners when they thought the writing sample was from a White associate or a Black associate.
Nextion says this study tells us that due to confirmation bias, law partners are more harsh when judging Black associates’ writing. The Vox review cautions us that we are talking about a fairly small sample here (53 partners in total) and each partner only reviewed one writing sample.
If, says Vox, the partners reviewed more than one writing sample and those who reviewed Black associates writing were always harsher—that would mean the partners were harsher for Black Thomas Meyer than they were for White Thomas Meyer. Since the partners only reviewed one writing sample—we cannot be sure if this is an artifact of some partners being harsher than others or if it is truly bias that tells us Black associates are judged more harshly. Or those who reviewed it might have been having a bad day. Maybe.
The qualitative comments shared from the partner’s reactions remind us of the inconsistent comments we often get from our mock jurors as they evaluate witnesses based on brief deposition excerpts. Remember—before reading these reactions to the writing samples—the law partners received identical memos—the only difference was whether they thought the writer was Black or White.
From the perspective of law office management—this study reminds us (again) to pay attention to making all of our evaluations as objective as we can so our subjective (and often biased) opinions do not enter into our evaluations. What that means is that you need to look at the specific expectations of the position and list objective criteria for evaluation related to hiring, raises, promotion, and assignments to various cases.
Our biases are almost always hidden from us (it’s called a bias blind spot) and studies like this one, if reliable, tell us we are not as open to diversity as we may want to believe. If you are concerned about managing diversity effectively and other aspects of leadership, you may want to visit our other posts under the Law Office Management category.
Nextions. (2016) Written in Black and White: Exploring confirmation bias in radicalized perceptions of writing skills. http://www.nextions.com/wp-content/files_mf/14468226472014040114WritteninBlackandWhiteYPS.pdf