Point Lookout: a free weekly publication of Chaco Canyon Consulting
Volume 9, Issue 41;   October 14, 2009: Logically Illogical

Logically Illogical

by

Discussions in meetings and in written media can get long and complex. When a chain of reasoning gets long enough, we sometimes make fundamental errors of logic, especially when we're under time pressure. Here are just a few.
Well-wishers greet physicist Stephen Hawking (in wheelchair) at the Kennedy Space Center Shuttle Landing Facility

Well-wishers greet physicist Stephen Hawking (in wheelchair) at the Kennedy Space Center Shuttle Landing Facility after a zero gravity flight in 2007. On July 31, 2009, Investor's Business Daily ran an editorial warning that adoption of a particular proposal for healthcare reform in the United States would lead to chaos. It read, in part, "People such as scientist Stephen Hawking wouldn't have a chance in the U.K., where the National Health Service would say the life of this brilliant man, because of his physical handicaps, is essentially worthless." This argument is fallacious on multiple grounds, but many debunkers focused on the fact that Professor Hawking has received almost all of his medical care from the UK National Health Service. As Hawking told the Guardian, "I wouldn't be here today if it were not for the NHS."

If participants in the current debate about US healthcare reform were to use this incident as evidence in favor of their proposals, they might be committing the error here called the sand castle fallacy, because they would be rejecting the conclusion, put forth by Investor's Business Daily, that the proposals are unsound, on the basis that the IBD editorial included a false premise. The reform proposals might be sound or unsound, but one cannot determine which on the basis of this unsound editorial. However, the incident might indeed serve as part of a case that the editorial opinions of Investor's Business Daily ought to be taken with more than a grain of salt. Photo credit: NASA/Kim Shiflett.

Faulty logic is one reason why groups make defective decisions. In long discussions, spanning many meetings, email messages and other postings, a chain of logic emerges. Usually, the chain is valid and coherent, but when the conversation becomes complex, when the stakes are high, or when time is short, a group can make logical errors. Here's a small collection.

The fallacy fallacy
If the argument used to reach our conclusions is later found to be flawed, we sometimes believe that the conclusion produced by that argument must also be false.
Not so. That we reached a particular conclusion by faulty logic doesn't mean that the conclusion itself is false. The conclusion might be true, or it might be false.
Sand castle fallacy
If the argument is founded on premises that later prove to be false, or partly false, we sometimes believe that the conclusion produced by that argument must also be false.
Not so. That we reached a particular conclusion based on faulty premises doesn't mean that the conclusion is false. We might have built a castle on sand, but it might still be a castle. If we can find a better foundation for that castle, it might yet prove durable.
Affirming a disjunct
If we know that A or B is true, and it turns out that A is true, we sometimes conclude that B must be false.
The fallacy here arises in instances when A and B are both true. In informal conversation, we often use "or" in the exclusive sense: either A or B, but not both. But in many situations, "or" actually is valid in the inclusive sense: A or B or possibly both A and B.
Affirming the consequent
When a conversation becomes
complex, when the stakes
are high, or when time
is short, a group can
make logical errors
In this error, sometimes called the converse error, we conclude incorrectly that a premise must be true if the conclusion is true. That is, when we know that P implies Q, and we know that Q holds, we wrongly conclude that P must also be true.
The problem here is that the converse of a true statement isn't necessarily true. The contrapositive is true, though: if not Q then not P.
Denying the antecedent
This formal fallacy, sometimes also called the inverse error, is committed when we know that if P, then Q. If we later find that P is false, we then sometimes conclude erroneously that Q is false.
All we can say for sure is that Q might be false when P is false; Q might also be true.

Keeping these errors and their names straight can be difficult, but learning to recognize and avoid them is certainly easier. There is a trap, though. Once you notice that a group has committed one of these errors, remember that it's often possible that their conclusion is correct. To forget that possibility is to commit the fallacy fallacy. Go to top Top  Next issue: The Attributes of Political Opportunity: The Basics  Next Issue

101 Tips for Managing Conflict Are you fed up with tense, explosive meetings? Are you or a colleague the target of a bully? Destructive conflict can ruin organizations. But if we believe that all conflict is destructive, and that we can somehow eliminate conflict, or that conflict is an enemy of productivity, then we're in conflict with Conflict itself. Read 101 Tips for Managing Conflict to learn how to make peace with conflict and make it an organizational asset. Order Now!

Your comments are welcome

Would you like to see your comments posted here? rbrentSgXnAlNVWlhxNIJner@ChacAtZoEYrrmofzZnjPoCanyon.comSend me your comments by email, or by Web form.

About Point Lookout

This article in its entirety was written by a 
          human being. No machine intelligence was involved in any way.Thank you for reading this article. I hope you enjoyed it and found it useful, and that you'll consider recommending it to a friend.

This article in its entirety was written by a human being. No machine intelligence was involved in any way.

Point Lookout is a free weekly email newsletter. Browse the archive of past issues. Subscribe for free.

Support Point Lookout by joining the Friends of Point Lookout, as an individual or as an organization.

Do you face a complex interpersonal situation? Send it in, anonymously if you like, and I'll give you my two cents.

Related articles

More articles on Personal, Team, and Organizational Effectiveness:

Dorothy, Scarecrow, Tin Man, Cowardly Lion, and Toto tooThe Hypothetical Trap
Politicians know that answering hypothetical questions is dangerous, but it's equally dangerous for managers and project managers to answer them in the project context. What's the problem? Why should you be careful of the "What If?"
A hummingbird feeding on the nectar of a flowerAnnoyance to Asset
Unsolicited contributions to the work of one element of a large organization, by people from another, are often annoying to the recipients. Sometimes the contributors then feel rebuffed, insulted, or frustrated. Toxic conflict can follow. We probably can't halt the flow of contributions, but we can convert it from a liability to a valuable asset.
Computer-generated image of the third stage ignition for Mars Climate OrbiterConfirmation Bias: Workplace Consequences: II
We continue our exploration of confirmation bias. In this Part II, we explore its effects in management processes.
Henri Laurence Gantt, inventor of the Gantt ChartThe Tyranny of Singular Nouns
When groups try to reach decisions, and the issue in question has a name that suggests a unitary concept, such as "policy," they sometimes collectively assume that they're required to find a one-size-fits-all solution. This assumption leads to poor decisions when one-size-fits-all isn't actually required.
A bottlenose dolphinWacky Words of Wisdom: V
Adages, aphorisms, and "words of wisdom" are true often enough that we accept them as universal. They aren't. Here's Part V of some widely held beliefs that mislead us at work.

See also Personal, Team, and Organizational Effectiveness and Personal, Team, and Organizational Effectiveness for more related articles.

Forthcoming issues of Point Lookout

A man in despair, as one might be following a layoffComing April 2: Mitigating the Trauma of Being Laid Off
Trauma is an emotional response to horrible events — accidents, crimes, disasters, physical abuse, emotional abuse, gross injustices — and layoffs. Layoff trauma is real. Employers know how to execute layoffs with compassion, but some act out of cruelty. Know how to defend yourself. Available here and by RSS on April 2.
A common image of bullying in actionAnd on April 9: Defining Workplace Bullying
When we set out to control the incidence of workplace bullying, problem number one is defining bullying behavior. We know much more about bullying in children than we do about adult bullying, and more about adult bullying than we know about workplace bullying. Available here and by RSS on April 9.

Coaching services

I offer email and telephone coaching at both corporate and individual rates. Contact Rick for details at rbrentSgXnAlNVWlhxNIJner@ChacAtZoEYrrmofzZnjPoCanyon.com or (650) 787-6475, or toll-free in the continental US at (866) 378-5470.

Get the ebook!

Past issues of Point Lookout are available in six ebooks:

Reprinting this article

Are you a writer, editor or publisher on deadline? Are you looking for an article that will get people talking and get compliments flying your way? You can have 500-1000 words in your inbox in one hour. License any article from this Web site. More info

Follow Rick

Send email or subscribe to one of my newsletters Follow me at LinkedIn Follow me at X, or share a post Subscribe to RSS feeds Subscribe to RSS feeds
The message of Point Lookout is unique. Help get the message out. Please donate to help keep Point Lookout available for free to everyone.
Technical Debt for Policymakers BlogMy blog, Technical Debt for Policymakers, offers resources, insights, and conversations of interest to policymakers who are concerned with managing technical debt within their organizations. Get the millstone of technical debt off the neck of your organization!
Go For It: Sometimes It's Easier If You RunBad boss, long commute, troubling ethical questions, hateful colleague? Learn what we can do when we love the work but not the job.
303 Tips for Virtual and Global TeamsLearn how to make your virtual global team sing.
101 Tips for Managing ChangeAre you managing a change effort that faces rampant cynicism, passive non-cooperation, or maybe even outright revolt?
101 Tips for Effective MeetingsLearn how to make meetings more productive — and more rare.
Exchange your "personal trade secrets" — the tips, tricks and techniques that make you an ace — with other aces, anonymously. Visit the Library of Personal Trade Secrets.
If your teams don't yet consistently achieve state-of-the-art teamwork, check out this catalog. Help is just a few clicks/taps away!
Ebooks, booklets and tip books on project management, conflict, writing email, effective meetings and more.