The Einstellung Effect is a psychological bias resulting in a mechanized state of mind. This refers to a person’s or organization’s predisposition to solve a given problem in a specific manner even though better or more appropriate methods of solving the problem exist.
Einstellung translates to “attitude” in German. A given Aufgabe (“task”) is the situation that could potentially invoke the Einstellung Effect. It is a task that creates a tendency to execute a previously applicable behavior and mechanically reject a potentially better approach.
The Einstellung Effect has been studied in psychology since the 1940s and has been identified as a strong cognitive bias that can prevent some people or organizations from making progress, locking them into a repetitive, mechanical application of previous practices. Ironically, the more time in service someone has, the more they are prone to the negative impacts of Einstellung. The problem is assuming “experience” and “expertise” is equal to total time in the field. “I’ve been in the Army for 15 years and this is how we’ve always done it.” or “I’ve been a gun owner for 40 years so don’t tell me I don’t know.” are classic examples.
If you have ever heard a trainer (or you!) say, “We’ve always done it this way.” or “It worked for ten years, why would we change now?” they may have been influenced by Einstellung. Or, if a trainer does not question training, if they do not have a curious and explorative mindset, or if they lack the desire to validate and improve training practices, or they disregard outside sources and experiences, they may be experiencing Einstellung.
It is possible for someone to be genuinely skilled in the current best-known approach to also fall under Einstellung when a new or novel approach is presented. Of course, we also don’t want to rush down every available rabbit hole when a random notion is offered. But then again, that “crazy” new idea might just be an improvement we have not yet explored. And that’s why this is difficult.
There is a path to help. In Mindset: The New Psychology of Success, psychologist and researcher Carol Dweck points out that people either have a fixed mindset (Einstellung mind) or a growth mindset.
The Growth Mindset
Trainers with a growth mindset have an insatiable desire for learning. They explore new ideas and concepts. They view mistakes as opportunities for personal and professional growth. High effort and challenges are desirable, and change leads to advancement.
The Growth Mindset is critically important in training, especially as research into the human factors that impact assessments, decision-making, and performance continues to grow.
Qualifications typically found in military and law enforcement circles are examples of Einstellung mind: The same, rote course of fire is repeated annually for decades. The same standard that passed a brand new recruit during Academy/Basic/Initial Entry Training continues to pass “experienced” personnel with years and decades of service. Personnel are never required or even asked to perform better than a raw, new recruit. Requalification attempts are regularly offered with little or no consequence to the failing individual nor to his/her leadership.
Competition shooting is a good example of a Growth Mindset. Skill Classification is a tiered and progressive process as are other nationally-recognized awards. It’s open for anyone willing to try but never given. Upon completing one challenge, there is always another, more difficult rung even further up the ladder.
Organizations that don’t offer this form of Growth Mindset are failing their personnel and reinforcing Einstellung mind. Personnel involved in these events that aren’t helping provide local and easily-accessible opportunities for more personnel to also benefit are failing them as well.