4 Ways To Overcome The 'Dunning-Kruger Effect'
Overconfidence can backfire when you lack the skills needed to succeed. Here's how to save yourself from this bias, known as the 'Dunning-Kruger effect.'
By Mark Travers, Ph.D. | May 01, 2025
Ever felt like you totally nailed something, only to realize later you had no clue what you were doing? Or watched someone speak with absolute confidence about a topic they clearly didn't understand? This common psychological hiccup is called the "Dunning-Kruger Effect."
Coined by psychologists David Dunning and Justin Kruger in 1999, the Dunning-Kruger Effect refers to a cognitive bias where people with lower ability in a particular area overestimate their competence. But this is not necessarily intentional. People often don't know when they're doing a bad job because they lack the skills to recognize it.
To realize you're doing something poorly, you need enough understanding to recognize mistakes. In the absence of such knowledge, individuals not only perform inadequately but also remain unaware of their shortcomings, resulting in a "double curse."
Here are four ways to overcome this bias without shaming ourselves or others.
1. Shift From 'I know' To 'I'm learning'
Instead of seeking validation through having knowledge, try shifting your mindset toward growth. Approach conversations and challenges with curiosity rather than a rigid sense of certainty.
Saying, "I'm not sure. Let me look that up," is not a sign of weakness. In fact, it's a form of humility that often leads to genuine, solid expertise.
A 2019 study in The Journal of Positive Psychology found that people with higher intellectual humility, who have the ability to admit they don't know everything, were better at learning new facts. This was especially true for crystallized knowledge, or information gained over time.
This result is likely because they were more open-minded, curious and reflective. They were also intrinsically motivated to learn and less rigid or coercive with their beliefs.
2. Ask For Feedback And Listen To It
When someone points out where you're wrong, you might feel a painful and somewhat embarrassing sting, one that hurts especially hard when you were feeling confident. But receiving honest, constructive feedback is one of the fastest ways to grow.
The trick is to listen without defensiveness. If someone corrects you, listen to them and thank them. You don't have to agree right away but you can try to keep an open mind.
A 2013 study published in Medical Education helps explain why this mindset matters. Researchers found that the way people approach their goals plays a big role in how they handle feedback. The study lays out two main approaches:
- Learning goal orientation. This means you're focused on getting better, learning new things and building your skills. Mistakes, in this approach, are opportunities to improve.
- Performance goal orientation. This is about proving yourself. People with this mindset want to seem capable in front of others. They tend to avoid situations where they might mess up or appear less competent.
The study showed that people with a learning goal orientation are more open to asking for feedback. This is because they view feedback as a useful tool for growth and are less afraid of hearing something negative. They also believe effort leads to improvement. Because of this, they not only seek feedback more often, but also prefer the kind that actually helps them get better.
3. Remember That Confidence Does Not Equal Competence
Imagine a team meeting where two co-workers are asked the same question. One responds quickly and confidently — but gives a completely incorrect explanation. The other pauses, admits, "I'm not sure," and offers to double-check before responding.
While the first may appear more confident, it's the second who demonstrates true competence. Confidence doesn't always equate to competence. Taking a moment to verify facts before offering a definitive answer can actually save the team from wasting time and effort on a flawed plan that leads nowhere.
We tend to associate confidence with accuracy, but it's a common trap everyone falls for at some point in their lives. Some of the most competent people underestimate themselves, while some of the least competent can come across as incredibly sure of themselves. That's why it's important to separate how confident someone sounds from how much they know, including yourself.
4. Call Them Out kindly
If someone you know is falling into the Dunning-Kruger trap — talking over others, rejecting expertise or spreading misinformation — it's okay to nudge them gently in the right direction. You might say:
"Hey, I used to think that too, but I read something recently that changed my mind…" or "Interesting point! Do you mind if I share a different angle?"
The goal isn't to win an argument; it's to open a door to shared learning. But sometimes, people get defensive. Here's what you can do when that happens:
- Stay calm. You're planting a seed, not trying to change their mind on the spot.
- Don't escalate. If they're reacting with ego or emotion, matching that energy usually backfires.
- Know when to step back. If the conversation turns unproductive, it's okay to pause and revisit the topic later.
The more we learn, the more we realize how much we don't know. Creating an environment at work or school, where it's safe to ask questions, admit mistakes or say "I don't know" is key to countering the Dunning-Kruger Effect at a collective level.
If you're in a position to lead or teach, model that vulnerability. It sets a powerful tone and helps everyone feel safer to learn out loud.
We don't overcome this bias by pretending to be perfect, but by becoming better learners, better listeners and more compassionate communicators. In a world where confidence is often rewarded over clarity, choosing humility becomes a quiet form of rebellion and personal evolution.
How aware are you of your mistakes, and do you tend to dwell on them? Take the science-backed Mistake Rumination Scale to find out.
A similar version of this article can also be found on Forbes.com, here.