Abilene Paradox

  • Article's photo | Credit Jock Noble

Have you ever found yourself in a situation where everyone seems to be going along with a plan, but nobody actually wants to do it? Or spent hours working on a project when everyone secretly preferred grabbing a coffee? If your answer is "yes", you've encountered the elusive "Abilene Paradox"!

Unveiling the Paradox of Group Decisions

In the realm of decision-making, the Abilene Paradox stands as a cautionary tale for groups striving for consensus. Originating from an anecdote about a family trip to Abilene, Texas, the paradox highlights the irony that can arise when individuals within a group collectively decide on a course of action that none of them individually desires. It underscores the pitfalls of conformity and the importance of open communication in the pursuit of effective decision-making.

Defining the Abilene Paradox

The Abilene Paradox is a term coined by organizational psychologist Jerry B. Harvey in 1974. Harvey used a personal experience to illustrate the paradox, describing a situation where a group of people collectively makes a decision that is counter to the preferences of each individual in the group. This phenomenon arises when group members mistakenly assume that their preferences align with the group's, leading to a cascade of conformity that ultimately results in a decision that nobody truly supports.

Hypothetical Examples

The Abilene Paradox isn't just a family affair. It plagues workplaces, teams, and even romantic relationships. Its consequences can range from wasted time and resources to resentment and strained relationships.

  1. Corporate Decision-Making

    Consider a scenario in a corporate setting where a team is tasked with developing a new product strategy. If team members, out of a fear of dissent or a desire to please superiors, avoid expressing their genuine concerns or ideas, they may collectively agree on a strategy that none of them truly believes will lead to success.

    Practical Tip! 
    Encourage an open dialogue by implementing brainstorming sessions and anonymous suggestion channels to foster an environment where team members feel safe expressing their opinions.
  2. Family Vacation Planning

    Going back to the original Abilene Paradox anecdote, family vacation planning is a classic example. If each family member assumes that others want to visit a particular destination and, in an attempt to avoid conflict, agrees to the suggested plan, they might end up on a trip that none of them actually desired.

    Practical Tip! 
    Implement a transparent decision-making process, allowing each family member to voice their preferences and concerns. This can lead to a more enjoyable and satisfying vacation for everyone.

The Abilene Paradox, alternatively described as the inclination for individuals to withhold their authentic thoughts or emotions to appease others and sidestep conflict, finds its roots in a captivating tale that unfolded on a scorching July afternoon in Coleman, Texas. At the heart of this narrative are a married couple—Jerry Harvey and his wife—and the wife's parents. In the ensuing excerpt, Harvey himself unravels the full story, providing insight into the genesis of the Abilene Paradox.

We’d just done the opposite of what we wanted to do — Jerry Harvey (1988).
The day was hot and dusty, as was often the case in July in the small town of Coleman, Texas. Jerry Harvey, his wife, and his wife’s parents were fanning themselves on the back porch, playing dominoes and drinking lemonade. Suddenly, Jerry’s father-in-law suggested, “Let’s get in the car and go to Abilene and have dinner at the cafeteria” (Harvey, 1988, p. 13).

One member questioned the suggestion: Abilene? In the heat of the day, drive over fifty miles one way in a Buick with no air conditioning? The daughter agreed to go, provided the mother wanted to go who agreed to go, provided the son-in-law wanted to go. One-by-one each agreed to go provided that the other parties wanted to go too.

So off the group went, to Abilene, and as predicted, some four hours later, canvassed over one hundred miles of western Texas, battled soaring heat and blowing sand, all to eat marginal food. As the sun began to set, the four, exhausted and hot, sat in silence on the porch.

    we all sat back in silence. Here we were, four reasonably sensible people who—of our own volition—had just taken a 106-mile trip across a godforsaken desert in furnace-like heat and dust storm to eat unpalatable food in a hole-in-the-wall cafeteria in Abilene, when none of us had really wanted to go. To be concise, we’d just done the opposite of what we wanted to do. (Harvey, 1988, p. 14)

The silence was finally broken by the son-in-law who exclaimed that it was great trip. The mother was a little irritated and complained that she really had not wanted to go and would have rather stayed at home, but went along because the other three were enthusiastic about going to Abilene. She looked at her daughter and said that she would not have gone if she was not pressured into going, and considered her daughter the culprit.

The son-in-law exclaimed that he would have been delighted to stay at home, but went only because the father wanted to go. The father claimed that he really had not wanted to go, and only offered it because he thought everyone was bored. The daughter admitted that she went along with the Abilene trip only to be sociable.

The Abilene group found itself ensnared in a pronounced case of pluralistic ignorance—an occurrence wherein a minority stance on an issue is mistakenly perceived as the majority position, or vice versa (refer to Pluralistic IgnoranceOpens in new window). In this context, each group member mistakenly believed that their personal opinion regarding the Abilene outing differed from that of the others.

In a bid to project an image of cooperation within the family, each member publicly adhered to what they perceived as the group's norm, erroneously assuming they were the sole dissenter.

Jerry, like the others, reluctantly journeyed to Abilene because he thought it was the unanimous choice. Unfortunately, a paradox unfolded as everyone else was grappling with the same misconception, leading to a mismanagement of the group's consensus (Miller & McFarland, 1991).

Compounding the issue, the group swiftly committed to its decision without revisiting it, even as negative consequences—such as the oppressive heat, escalating costs, and overall discomfort—mounted. This unwavering commitment, termed entrapment, represents a unique form of commitment escalation where the group expends resources beyond what external standards would deem justifiable (Pruitt & Kim, 2004, p. 165).

The Abilene Paradox bears certain similarities to groupthink, a concept coined by Irving Janis to describe an extreme form of normative influence, where the pursuit of consensus and harmony within the group overrides any information that might reveal the potential disastrous consequences of the intended decision (see GroupthinkOpens in new window).

However, unlike groupthink, which involves active participation of group members, the Abilene Paradox is more passive, reflecting an inability to effectively manage agreement, leading to significant organizational dysfunction.

Historical examples of this "groupthink" mentality include the Challenger space shuttle disaster, Pearl Harbor, Watergate, and various other calamitous group decisions.

The Abilene Paradox extends its influence across organizational behavior in various sectors, be it in business, politics, or education. Numerous organizations have fallen prey to the web of the Abilene Paradox, diverting from their intended course or inadvertently embarking on a collective journey to Abilene when an entirely different destination was initially sought. The repercussions of such decisions for organizations are often measured in terms of both human suffering and economic losses.

The invaluable lesson derived from the Abilene Paradox is the recognition that individuals within groups tend to agree on courses of action even when they individually recognize the inherent lack of sense. Sometimes, this agreement stems from a desire for social acceptance or a need to conform to the group, despite harboring serious reservations about the chosen course of action.

Causes of the Abilene Paradox: Navigating the Pitfalls of Group Decision-Making

Groups occasionally find themselves making decisions that stray far from the plans, desires, and preferences of their individual members. The Abilene Paradox, as articulated by organizational expert Jerry Harvey, vividly illustrates this phenomenon, shedding light on four key factors that can lead members to mishandle their group's consensus:

  1. Action Anxiety:

    Individuals within the group may experience anxiety about taking actions that run counter to the current happenings within the organization or group. This apprehension often stems from a fear of disrupting the status quo or deviating from established norms.

  2. Negative Fantasies:

    Group members may harbor anticipations that exclusively focus on negative outcomes if they were to take the correct course of action. These pessimistic projections can paralyze decision-making as individuals become fixated on potential adverse consequences.

  3. Real Risk:

    Taking the right action may pose a genuine risk to the individual, potentially placing them in a worse position (e.g., facing termination) than if they were to allow the current circumstances to unfold without intervention. This fear of personal repercussions can stifle proactive decision-making.

  4. Fear of Separation:

    Individuals may be reluctant to take actions that could lead to ostracization by their colleagues and others. This fear of social isolation is a palpable concern, especially for individuals facing situations akin to whistleblowing, where exposing misconduct could result in alienation.

The Abilene Paradox can also manifest when individuals within the group adopt strong positions, inadvertently enticing others to follow without thoroughly contemplating the implications of their actions. Often, individuals transfer responsibility to presumed leaders, assuming that these leaders have meticulously researched and considered their recommendations and decisions.

Few people are impervious to the effects of the Abilene Paradox, making it imperative for individuals to pause, reflect, and assert their objections to a proposed course of action, irrespective of potential consequences. Speaking up can be challenging, particularly when the repercussions may impact one's career or lead to social ostracization. However, recognizing and addressing the factors that contribute to the Abilene Paradox is essential for fostering a culture of open communication and informed decision-making within groups.

So, how do we escape the Abilene trap?

  • Open Communication: Speak your truth! Encourage open dialogue, voice your reservations, and listen actively to others.
  • Direct Questions: Don't rely on unspoken cues. Ask clarifying questions to gauge genuine enthusiasm and identify alternative options.
  • Respectful Disagreement: It's okay to say "no" without feeling guilty. Express your dissent constructively and offer solutions.


Understanding and addressing the Abilene Paradox is crucial for fostering effective group decision-making. By encouraging open communication, promoting an environment where diverse opinions are valued, and providing mechanisms for individuals to express their true preferences, groups can avoid falling into the trap of consensus that nobody truly supports. In the ever-evolving landscape of collaboration, mastering the art of decision-making is not just about reaching an agreement but ensuring that the chosen path is genuinely embraced by all.

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