To create strong organizations we must create management systems using an appreciation of psychology. We must understand that people have tendencies that must be addressed by designing a management system built to take advantage of the strength those people bring and mitigate the risks the weaknesses (such as confirmation bias) that those people also bring.
One way to do this is to seek out voices in your organization that question and challenge accepted positions. Often organizations promote those that make things easiest for everyone, which correlates very well with supporting existing biases within the organization while making things difficult for those that challenge the existing thinking.
As I wrote previously in, How We Know What We Know:
the way people build up beliefs, is full of all sorts of systemic problems.
… [people] tend to think someone entertaining is more educational than someone not entertaining. They may be more entertaining, but taking the ideas of those who are entertaining and rejecting the ideas of people who are not is not a great strategy to build up a great system of knowledge.
To more effectively adopt good ideas and reject bad ideas, understanding the theory of knowledge (how we know what we know) and then applying that knowledge to how you learn is a better strategy. Learning to recognize confirmation bias and take steps to avoid it is one positive step. Learning to recognize when you accept ideas from those you like without critical judgment and reject ideas from those you find annoying and then learning to evaluate the ideas on the merits is another positive step…
I also wrote about these ideas in, The Importance of Critical Thinking and Challenging Assumptions:
Often we have created cultural norms that make it difficult for people to ask for evidence of claims. And the culture in many organizations can make those that seek evidence for claims as being difficult or even personally attacking those that support a certain course of action. However this is a dangerous attitude and it is directly counter to the fundamental aspects of management improvement efforts (evidence decision making, continual improvement, etc.).
Learning to challenge confirmation bias in your own thinking is hard. Often it is much harder to learn how to get the organization as a whole to change from one where confirming (and maybe ignoring anything that might make it difficult to maintain the existing belief) what most of us believe (or wish to be true) to one where challenging the assumptions underlying our thought process is appreciated.
Great benefits flow to organizations that encourage the challenging of beliefs, ideas and the lessons we draw from data. But such a culture can create friction in organizations without other strong management practices (respect for people, an understanding of what data does and does not reveal…). Often creating such a culture is something best left until the process of building the capability of the organization is well underway.