Session 3 - CQ Strategy (Metacognition) Flashcards
Our Brain
Prefrontal Cortex
Thinking brain, responsible for solving complex problems, making decisions
Limbic System
Old brain, responsible for baisc emotions and drives -> hunger
-> under threat, high level of uncertainity, very powerfull reactions
Amygdala
responsible for survival and the fight or flight response
System A vs System C
System A: Automatic
* fast
* effortless
* out of voluntary control
* heuristics & short cut
System C: Controlled
* Slow
* Deliberate
* influenced by choice
* deep thinking / anlaysis
Metacognition
3 main aspects
Planning
taking time to prepare for a cross-cultuural encounter - anticipating how to approach people, topic and situation
Awareness
being in tune with what’s going on in ourselves and others
Checking
monitoirng our interactions to see if our plans and ecpecations were appropriate
TRIGGER–THINKING–FEEDBACK LOOP
atuomatic reactions to experience
Trigger -> Thought -> Feeling
INATTENTIONAL BLINDNESS
How people can focus so hard on something that they become blind to the unexpected, and develops inattentional blindness
Stereotyping bias
“they are al the same”
* Tendency to see outgroup members as more similar to one another than we see
ingroup members.
* Tendency to stereotype outgroup members by thinking that every one of the them is
the same.
* cause us to look for only waht we experct
* overlook information that is unique to the individual
fixed vs growth mindset
growth Mindset
belief that we are born with a set of qualities
-> I can learn anything I want to.
When I’m frustrated, I persevere.
I want to challenge myself.
When I fail, I learn.
Tell me I try hard.
If you succeed, I’m inspired.
My effort and attitude determine
everything.
fixed Mindset
belief that with effort an practice, they can master anything and be good at it
-> I’m either good at it, or I’m not.
When I’m frustrated, I give up.
I don’t like to be challenged.
When I fail, I’m no good.
Tell me I’m smart.
If you succeed, I feel threatened.
My abilities determine everything
Biases
- Ingroup bias
- Outgroup bias
- Confirmation bias
- Avaibility bias
- Halo effect
- False Consensus Effect
- Fundamental Attribution Error
- Illusion of Transparency
- Affective Forecasting
- Sunk cost
Ingroup bias
Perceiving people who are similiar to yout more positively. (We can trust her, her hometown is near mine)
Outgroup bias
Perceiving people who are different from you more negatively. (We can’t trust him, look where he grew up.)
Confirmation bias
Seeking and finding evidence that confirms your beliefs and ignoring evidece that does not. (I trust only one news channel)
Availability Bias
Making a decsion based on the information that comes to mind most quickly, rather than on more objective evidence. (I’m not worreid about hear disease, but I live in fear of shark attects because I saw one the news.)
Halo Effect
Letting someone’s positive qualites in one are influence overall perception of that indivdual. (He may not know much about people, but he’s a great engineer, let’s but hin in charge of the team)
False Consensus Effect
Overestimating the unsiversality of your own beliefts, habits and opinions. (Of course I hate broccoli, doesn’t everyone)
Fundamental Attribution Error
Believing that your own errors or failure are dur to external circumstances, but other’s errors are due to intrinsic factor like character. (I made a mistake because I was having a bad day, you made a mistake because you’re not very smart.)
Illusion of Transparency
Overestimating the degree to which your mental state is accessible to others. (Everyone in the room could see what I was thinking, I didn’t have to say it.
Affective Forecasting
Judging your future emotional states based on how you feel know. (I feel miserable about it, and I alwys will)
Sunk Cost
Having a hard time giving up on someting (a strategy, an employee, a process) after investing time, money or training even though the investment can’t be recovered. (I’m not shutting this project down, we’d lose evverything we’ve invested in it)
Microaggressions Defintion
“brief and commonplace daily verbal, behavioral, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative (racial) slights and insults toward people
Taxnomy of microaggressions
- Microassaults (often conscious):
Conscious and intentional actions or slurs, such as using racial epithets, displaying swastikas or deliberately serving a white person before a person of color in a restaurant. [name calling e.g. Chinese virus, CCP virus] - Microinsults (often unconscious)
Verbal and nonverbal communications that subtly convey rudeness and insensitivity and demean a person’s racial heritage or identity. An example is an employee who asks a colleague of color how she got her job, implying she may have landed it through an affirmative action or quota system - Microinvalidations (often unconscious)
Communications that subtly exclude, negate or nullify the thoughts, feelings or experiential reality of a person of color. Asian-Americans where they were born, conveying the message that they are perpetual foreigners in their own land.
Stereotypes, Discrimination, Prejudice
Stereotypes -> Beliefs, Perceptions
Prejudice -> negative feelings
Discrimination -> negative actions
CQ Planning
Think ahead of potential cultural differences in situation
CQ Awareness
Directs our prefrontal cortex to notice when another trigger happens, Directs our prefrontal cortex to notice our feelings, label and dampen our limbic system
CQ Checking
Slows down automatic thinking,
1. Are my thoughts accurate?
2. Is this the best way?
3. Does this help or hurt?
4. What else can I do?
ACCEPT that we are biased
- We are mental misers
- Our mind creates categories
- Our brain creates images that are familiar
LABEL biases
- Know the Biases
- Know Triggers to Biases
- Practise Mindfulness - Notice Your Thoughts
and Look Out for “Phrases”
MITIGATE biases
- Acknowledge the Biases (if you/someone has been
“micro-aggressed”) - Be an ally to those “micro-aggressed” and foster
opportunities for change
