"Have you ever considered that?"

‍

Sometimes, that is all it takes.

‍

You have been puzzling over a tricky situation for weeks. You are not sure how to move forward. You have looked at it from every angle. And still, you are stuck.

‍

You analyse. You reflect. You try different approaches.

‍

Then a colleague asks one simple question. A question you would never have thought of yourself.

‍

Not because you lack experience. Not because you have overlooked something. But because, like everyone else, you see the world through your own lens.

‍

Your brain fills in the gaps

Our brains are surprisingly good at this. We interpret situations through our own experiences, beliefs and expectations. That helps us make quick decisions, but it also means we sometimes get trapped in our own perspective.

‍

Our brain also tends to confirm existing beliefs rather than question them. Researchers call this confirmation bias: we unconsciously look for information that matches what we already think.

‍

In other words: the more experience you have, the stronger that lens can be.

‍

We have blind spots too

That is exactly why, at Better Minds, we do not believe in the myth of the all-knowing expert.

‍

Our psychologists, coaches, consultants and facilitators have blind spots too. We doubt ourselves sometimes. We encounter complex situations for which there is no standard answer.

‍

That is why we deliberately make time for peer supervision.

‍

Peer supervision is not team coaching

In team coaching, group dynamics are central. An external coach guides the team towards better collaboration or stronger connection. In peer supervision, there is no coach at the head of the table. Everyone is equal. Everyone brings expertise. And everyone is both the one asking and the one responding.

‍

More than just a chat

Peer supervision is not a casual conversation by the coffee machine. There is a structure. Someone brings a concrete situation, a real case from practice. The others ask questions. No solutions, no advice, no judgement. Only at the end does the group search together for new insights. That structure is precisely what makes the difference.

‍

The question that shifts everything

Because often, the greatest value lies not in the answer someone gives. But in the question someone asks.

‍

During such a session, something remarkable happens. A situation that seemed completely stuck suddenly opens up to new possibilities. An assumption becomes visible. A pattern that was previously hidden suddenly stands out.

‍

Not because there is more knowledge at the table. But because there are more perspectives at the table.

‍

And that may be the most important lesson of all.

‍

Growth rarely happens in isolation

It happens when people are willing to set aside their own perspective for a moment and open themselves up to someone else's.

‍

Imagine this happening not just within a team of experts, but across your entire organisation. Leaders regularly coming together to discuss difficult situations. Colleagues helping each other to recognise patterns. Reflection not as an exception, but as part of how you work.

‍

Then you do not just get better decisions. You get stronger leaders, greater psychological safety, and a culture in which people keep learning.

‍

Because sometimes the solution is not in thinking harder. But in someone sitting down beside you and asking:

"Have you ever considered that?"

‍

Sources

Kahneman, D. (2016). Thinking, Fast and Slow. Penguin Books.

Kahneman, D., & Sibony, O. (2024). Noise: A Flaw in Human Judgement. William Collins.