Over the weekend, I came across an article written by Professor Dan Ariely for a foreign newspaper. In it, Ariely highlights two psychological biases that keep leaders and their teams trapped in wars that seem to have no value, no clear end, and, most of all, no strategic sense of continuing.
While geopolitical conflict is a heavy topic, the biases themselves are highly relevant to all of us, especially those who feel stuck in roles or careers that no longer serve them. The same mental traps that keep leaders in unproductive conflicts also keep many professionals frozen in careers that feel misaligned or stagnant.
Let’s take a closer look.
1. Status Quo Bias
This is the tendency to remain in a situation, even if alternatives could offer improvements, simply because it's familiar.
Some of its common characteristics:
Risk Aversion – Change opens the door to loss, so staying put feels safer.
Regret Aversion – We fear the regret of making the wrong move more than the regret of inaction.
Cognitive Ease – In complex situations, leaving things as-is just feels easier.
For example, Many people stick with their default health insurance, not because it's better, but because it feels easier than reviewing other options.
2. Sunk Cost Bias
This bias leads us to continue investing in a decision because of the time, energy, or money we’ve already put into it, even when the evidence says it’s time to move on. It’s driven by the desire not to “waste” the investment.
For example, you feel sick but still go to the concert you bought tickets for, because you don’t want the money to go to waste.
The difference between the two lies in what’s motivating your resistance to change:
Status quo bias favors the familiar
Sunk cost bias clings to past investments
Together, they reinforce each other. Status quo offers the path of least resistance, while sunk cost adds emotional weight, “I’ve come this far, I may as well keep going,” even when you know the price is stagnation or burnout.
This is why so many professionals avoid real career changes. Even when they do consider switching, they often look for roles that are nearly identical to the ones they’ve already outgrown.
To quote Forbes:
“These biases explain why smart, capable professionals stay put in 'cages' they’ve outgrown, because leaving feels not just uncertain, but irrational or even disloyal to their past selves.”
But this isn't a cost-free decision. The cost of staying is a missed opportunity, delayed growth, and postponed fulfillment.
So, what can you do?
First, recognize the biases. Awareness is the first step to breaking their hold.
Assess the cost of inaction. Ask not just what you could lose, but what you’re already giving up by staying put.
Start small. Make a micro-shift: explore a new skill, talk to someone in a new field, or block one hour for “future you” planning.
Get outside perspective. A mentor or coach can help you see beyond your current frame.
Reframe the sunk cost. Everything you’ve done so far has been learning. Use it as a launchpad, not a life sentence.
If this resonates, you're not alone, and you don’t need to figure it out alone either. I work with high-achieving professionals at these exact crossroads. My coaching helps you design your next chapter with clarity, purpose, and a real plan.
Ready to get unstuck? DM me or email to: [email protected]
to subscribe to my newsletter: https://shimons-newsletter-aab63d.beehiiv.com/
#CareerChange #ExecutiveCoach #MidlifeCareer #CareerTransition #LeadershipDevelopment #Coaching #NextChapter #CorporateGraduation #CareerClarity #BehavioralScience #MindsetShift #ReframeSuccess