Joe Henrich, Steven Heine and Ara Norenzayan are shaking up psychology and economics with their view of how culture shapes human thought and behavior.
Via Ana Cristina Pratas
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Rescooped by
David Hain
from Digital Delights - Digital Tribes
onto Positive futures |
Joe Henrich, Steven Heine and Ara Norenzayan are shaking up psychology and economics with their view of how culture shapes human thought and behavior.
Fascinating research on cultural paradigms, with counter intuitive conclusions.
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From
seapointcenter
Ask anyone about “conflict” and you’ll most likely hear negative descriptions such as: painful, damaging, draining, upsetting, disrespectful, demeaning and relationship-destroying.
David Hain's insight:
Healthy conflict is invariably a good thing - took me too long to realise this! Good article on why here.
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From
bigthink
This study is the first to offer evidence that intensive and continued meditation practice is associated with enduring improvements in sustained attention and response inhibition, with the potential to alter longitudinal trajectories of cognitive change across a person's life.
David Hain's insight:
Life is stressful - have you considered the benefits of meditation? There are many, asserts this study.
![]() It turns out that many organizations are deactivating the part of employees’ brains called the “seeking system,” which creates the natural impulse to explore, learn, and extract meaning from our circumstances, and releases dopamine—a neurotransmitter linked to motivation and pleasure—that makes us want to explore more. Exploring, experimenting, and learning is the way we’re designed to live and work, but it’s not the way most organizations are built. When our seeking system is activated we feel more motivated, purposeful, and zestful. We feel more alive.
David Hain's insight:
What stories do you tell yourself? Definitely worth thinking about the way you frame what you do!
![]() Today the world has about 7.6 billion inhabitants. Most demographers believe that by about 2050, that number will reach 10 billion or a bit less. Around this time, our population will probably begin to level off. As a species, we will be at about “replacement level”: On average, each couple will have just enough children to replace themselves. All the while, economists say, the world’s development should continue, however unevenly. The implication is that when my daughter is my age, a sizable percentage of the world’s 10 billion people will be middle-class.
David Hain's insight:
A big question for my children and their children. It starts now, and it starts where we are! How can we live more sustainably?
![]() Academic Rigor Without Barriers
David Hain's insight:
For those interested in the science of well being, this seems to be an excellent free source of academic psychology research.
![]() Supporting Kids to Thrive: Are Kids Thriving Equally?
David Hain's insight:
As kids get older, their wellbeing seems to decrease. We need to act at numerous levels on this increasingly common research finding.
![]() LinkedIn founder and Greylock investor Reid Hoffman counts among his friends Facebook's Mark Zuckerberg and Sheryl Sandberg, SpaceX and Tesla CEO Elon Musk, and also celebrities and some of theUnited States' most powerful Democrats.
David Hain's insight:
Networking - we all have to do it, many of us are full of reluctance and trepidation. Here's some of the best advice I have come across...
![]() We have all heard the cliche: Nice guys finish last. The idea behind the saying is that good deeds go unnoticed and you have to be selfish to succeed. After all, there are two kinds of people: a nice person and a selfish person.
David Hain's insight:
Thoughtful assessment of whether being nice works.
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From
ncase
An interactive guide to the game theory of why & how we trust each other.
David Hain's insight:
This game can teach you a lot about the pre-requisites of trust - makes you think. I'd turn the daft music off if I were you, though!
![]() There are mountains of research to support how important social ties are for well-being. Feeling connected to others gives meaning and purpose to all of our lives. Social ties can increase longevity, reduce stress, and even boost our immune system. By dedicating specific time to “hygge” we can create a safe space for families and friends to be together without stress. However, it takes everyone wanting this and working together to achieve it.
David Hain's insight:
Someone gave me "The Little Book of Hygge" for Christmas". Sounds easy, but like most 'secrets' it needs some structure, understanding ands context to be meaningful!
![]() The technology-driven world in which we live is a world filled with promise but also challenges. Cars that drive themselves, machines that read X-rays, and algorithms that respond to customer-service inquiries are all manifestations of powerful new forms of automation. Yet even as these technologies increase productivity and improve our lives, their use will substitute for some work activities humans currently perform—a development that has sparked much public concern.
David Hain's insight:
Future workforce implications - looks like a new industrial shift is afoot!
![]() Let’s assume that you think you have a choice of eight paths to follow (all pre-defined paths, of course). And let’s assume that you can’t see any real purpose in any of the eight. THEN— and here is the essence of all I’ve said— you MUST FIND A NINTH PATH.
David Hain's insight:
Great life advice from the great gonzo!
![]() Embracing digital culture, tools, and approaches
David Hain's insight:
Fascinating study of the work of the future and how to survive. Turns out, unsurprisingly, that culture is key!
Jerry Busone's curator insight,
November 11, 2017 7:41 AM
Not responding to your associates or a lack of transparency is a sign you are out of touch, Todays workforce requires more ... review the steps to a future workplace and compare that to the environment you deliver everyday... There is something here for every leader at every level. Nice work #deloitte #offthebenchleadership #adpelefy18 #hellowork #workhappy |
![]() At the beginning of every meeting, a question hangs in the air: Who will be heard? The answer has huge implications not only for decision making, but for the levels of diversity and inclusion throughout the organization. Being heard is a matter of whose ideas get included — and who, therefore, reaps the accompanying career benefits — and whose ideas get left behind.
David Hain's insight:
How to overcome the bias gremlins in our brains.
![]() Older workers may not be as jaded as you might think.
David Hain's insight:
Generational stereotypes are not always very helpful! It's not only the younger generation who want to make a difference in the world. Most humans do!
Andrea Ross's curator insight,
April 17, 6:39 AM
No surprises that the older generation are looking for roles that are meaningful....I'm not sure about you but when you've been around the block a bit you do strive for opp's that give you a sense of purpose. I think there is still a long way to go with companies embracing seasoned individuals and seeing the experience & maturity they bring to a company than putting them on the shelf....
![]() WHY YOUR BRAIN LIKES TO THINK STUFF IS TRUE
David Hain's insight:
Looks like we need to spend more time questioning our beliefs in light of new information, instead of fitting the new information into our previous world view.
![]() And, after 30 years in business, I am proud of a company based on the core belief that people are good. Believe the best, we have found, and great things result.
David Hain's insight:
Henry Stewart on how to build a sound and ethical business from the principles of happiness.
![]() I continually emphasize that the future of work is for us to create. Nothing is inevitable. Enormous positive possibilities are open to us.
David Hain's insight:
Well-known and respected futurist on the future of work.
Ian Berry's curator insight,
February 5, 8:21 PM
I love this and included it in my research into the new world of work over the past year. You can download part of my conclusions with my compliments via https://www.linkedin.com/pulse/essential-skills-thriving-new-world-work-ian-berry/
![]() Our limits are rarely what we think they are. And seldom what others tell us they are.
David Hain's insight:
When someone tells you your goal is impossible, that doesn't need to be the end of the story!
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From
eand
What does rebellion really mean? If it means anything, it means scorning the false idea that the past must ever be like the future, because that is what the fates and furies and gods ordain, and we, miserable mortals, are limited by blood and tribe to death and dust. History’s great teaching is precisely that none of that has ever been true: there is a thing called the future, in which progress has stumbled onwards, but creating it is the most difficult work of all, because it is elusive, made of things we cannot touch or even see: human possibility.
David Hain's insight:
Wise thoughts on rebellion and changing the world, from Umair Haque.
![]() With a new generation poised to enter the workforce, organizations are simultaneously forced to combat two converging trends. First, Generation Z (Gen Z), consisting of those born after 1995, is entering the workforce. While Gen Z is anticipated to bring an unprecedented level of technology skills to the workforce, they also express apprehensions about their interpersonal communication skills. Throughout the article we will be following a prototypical Gen Z member, Emily, to illustrate the shifting experiences and expectations Gen Z brings to the workplace. (See sidebar: Meet Emily, a prototypical Generation Z member).
David Hain's insight:
What do organisations need to do today to integrate Generation Z (born after 1995) effectively? A fair bit, suggests Deloitte....
![]() Although breakthroughs have been made in explaining why people think and behave as they do, these insights have in general been applied to business only piecemeal and haven’t had a widespread effect. Recently, however, several companies have found that linking all of the major discoveries together in programs to improve performance has brought about startling changes in the behavior of employees—changes rooted in new mind-sets. Performance-improvement programs that apply all of these ideas in combination can be just as chaotic and hard to lead as those that don’t. But they have a stronger chance of effecting long-term changes in business practice and thus of sustaining better outcomes.
David Hain's insight:
Four timeless pillars that underpin behaviour change programmes. ![]()
Daniel Tremblay's curator insight,
January 9, 11:47 AM
Quatre conditions pour mener une transformation culturelle:
1) Donner du "sens" au changement et y croire 2) Renforcer les comportements désirés 3) Développer les nouvelles compétences requises 4) Tous les niveaux de gestion doivent montrer l'exemple
![]() Sharing your strengths is not bragging – it’s crucial, says The Strengths Book.
David Hain's insight:
Don't be overly modest and self-effacing. First, know your strengths, second share them with those who need to know!
![]() When you expect to see something, you are more likely to notice it. The reticular activating system in our brains causes us to notice the things we expect to see, and not notice things we are not looking for.
David Hain's insight:
Focusing on positives is hard much of the time, but not doing so is such a pernicious habit! Good reminder from @jesselynnstoner!
OurLivesTold's curator insight,
November 30, 2017 5:11 AM
They really do change how you see the world.
![]() It seems a reader can barely go a week without seeing at least one news headline about how Millennials are "killing" some industry or product. Generation Y is purportedly wiping out casual dining, golf, diamonds, homeownership, and bars of soap, among other consumer products; news items have also characterized the generation as lazy, vain, and always looking for a handout.
David Hain's insight:
Don't blame the Millennials! We've given them a bad deal as well as a bad rap! |
IN THE SUMMER of 1995, a young graduate student in anthropology at UCLA named Joe Henrich traveled to Peru to carry out some fieldwork among the Machiguenga, an indigenous people who live north of Machu Picchu in the Amazon basin. The Machiguenga had traditionally been horticulturalists who lived in single-family, thatch-roofed houses in small hamlets composed of clusters of extended families. For sustenance, they relied on local game and produce from small-scale farming. They shared with their kin but rarely traded with outside groups.
While the setting was fairly typical for an anthropologist, Henrich’s research was not. Rather than practice traditional ethnography, he decided to run a behavioral experiment that had been developed by economists. Henrich used a “game”—along the lines of the famous prisoner’s dilemma—to see whether isolated cultures shared with the West the same basic instinct for fairness. In doing so, Henrich expected to confirm one of the foundational assumptions underlying such experiments, and indeed underpinning the entire fields of economics and psychology: that humans all share the same cognitive machinery—the same evolved rational and psychological hardwiring.
The growing body of cross-cultural research that the three researchers were compiling suggested that the mind’s capacity to mold itself to cultural and environmental settings was far greater than had been assumed. The most interesting thing about cultures may not be in the observable things they do—the rituals, eating preferences, codes of behavior, and the like—but in the way they mold our most fundamental conscious and unconscious thinking and perception.