Avoid Herd Mentality – Only Dead Fish Go With The Flow
In ancient times, being part of a group helped keep us safe from predators and ensured we had more resources. In the modern world, it is estimated that it takes only 5% of individuals to influence 95% of a group. The dot.com bubble is a significant example of herd mentality, which led to a disastrous market crash.
Herd mentality affects decision-making, results in conformity, a lack of independent and critical thinking, and not questioning authority. Colleagues don’t speak up or are afraid to speak on other people’s ideas and instead synchronise themselves and adopt a group identity. Many follow without realising it because of a bias to walk in the shadow of people who we assume are more informed than we are. We give these ‘influencers’ adopted powers of being able to predict the future and believe the majority must be correct.
When Is Herd Mentality In Business Most Likely To Occur?
Herd mentality can occur in any industry. When there is a very dominant leader, colleagues can be afraid to challenge, even if they know the chosen direction isn’t the right one. Many of us follow societal norms and narratives and get sucked into social media, trends, or leadership narratives because of the sheer pace of information we are bombarded with.
Other factors that influence herd mentality include teams being short on time, workers not wanting to interrupt the flow, and pressure to shorten meeting times. When you hurry people to make decisions, it can narrow their perspective and limit their thinking space. We are often discouraged from questioning collective decisions. We are also inclined to make decisions that suit ourselves.
Herd mentality can feel reassuring when we are unsure which path to follow, especially during times of uncertainty when we feel unsafe and seek social cohesion and a sense of belonging. As we are currently increasingly seeing, instability and uncertainty lead to fear-based decisions and a reduced willingness to challenge poor behaviour.
What Sort Of Person Is Most Likely To Go Along With The Herd?
Those of us who have followed authority from early on (The Good Child) are used to doing what we are told and are more likely to obey orders than challenge them when needed. People suffering from trauma, who fear rejection, don’t like to take risks, actively avoid conflict, lack healthy boundaries and good self-esteem, and those who cannot endure judgment or criticism, are all more likely to follow the pack.
Some take on formal identities rather than work on their self-awareness. Some people identify as nouns, such as a ‘doctor’ or a ‘teacher’, rather than as individuals. Some jobs are more likely to require compliance and may discourage independence of thought and creativity treating outliers as mavericks. Teachers may be forced to do as they are told. Medicine is becoming more protocol-driven, and doctors are less likely to think independently, concerned about being sued. In the army, soldiers are told to follow orders. In Parliament, MPs are told to follow the whip and may often not read the legislation they are voting on, giving a standard reply to constituents’ enquiries. We are now asking AI to summarise documents that we need to give a verdict on, rather than read them in their entirety.
Herd mentality brings social acceptance that can be difficult to let go of. We fear social isolation, and that is why we look for ‘likes’, approval, appreciation, and acknowledgement. We want to be part of something, or want to avoid being left behind, and have FOMO. Some strongly follow social trends without ever questioning them. Others may even just be lazy and take the easiest route.
How Does It Affect Business?
Herd mentality can result in poor decision-making and a lack of creativity and critical thinking. It can lead to brain drain as creative people don’t like to be constrained. It stops people from growing professionally and personally. Colleagues can feel pressured as leaders of the pack may resort to manipulation and influence, creating a toxic culture. Workers can be forced to deliver or support a message even if they disagree with it. It means an inability to meet challenges and resolve conflicts appropriately.
Is There Any Advantage To Herd Mentality?
In a crisis, herd mentality could be advantageous when quick or critical decisions have to be made.
How To Reject Herd Mentality As An Organisation?
- Recognise it when it exists. Often herd mentality is flagged by someone new to the organisation, with a fresh pair of eyes, who identifies this toxic group psychology. It may be difficult for those who are used to following the herd to really see it.
- Offer flexible ways of working. As far back as the 1980s, Ricardo Semler of Semco was making a name for himself with a shared, participative leadership model, in which workers could choose their own hours as long as they got the job done and even set their own salaries. Flexibility reduces the chance of a herd mentality.
- Some board or team decisions are better made over several sessions rather than being pushed through. This gives people time to think deeply, differently and dangerously, and consider the question at hand carefully.
- As a board member, it is customary to make decisions that are in the company’s best interest. Set these decisions against agreed criteria, including group values (put them on a flip chart during important meetings), to guide decision-making. Clear guidance is needed.
How Can An Individual Stop Their Herd Mentality?
- Be prepared to question the accepted narrative. Use lateral thinking to see the bigger picture and go deeper with your questioning and test assumptions.
- Self-determination – make sure you are making the right decision. Uphold your principles and values and notice conflicts within yourself.
- Recognise attempts to manipulate and influence you, and stand up for who and what matters most, even if others have followed the pack. There will always be those who want to persuade you otherwise.
- Fully informed consent – have you considered all the relevant information to make the right decision, or are you cutting corners? Deep dive into controversial topics or things that don’t sit quite right with you.
- Avoid quick fear-based decisions.
- Ensure that board or team papers are provided in a timely fashion so they can be fully considered. Research things thoroughly and don’t rush, even if time restricted. Ask for an extension if you need it to make the right decision.
- At the end of the day, it’s up to you to make your own decisions. No one is coming to save you or solve your problems for you. Decide for yourself and trust your own mind and ability.
- Set your own goals. Have a bigger, longer-term picture.
- Choose independent analysis, critical thinking, and strategic planning.
- Don’t follow the crowd, especially if the crowd is wrong.
Written by internationally renowned mediator and conflict specialist Jane Gunn
A Global Leader in Who’s Who Mediation
and featured in Legal 500 Hall of Fame for 2025
www.janegunn.co.uk
