Monday, February 18, 2019

How to wisely make decisions?

Wise Decision Making Techniques:
By Kate Douglas and Dan Jones

Decisions, decisions! Our lives are full of them, from the small and mundane, such as what to wear or eat, to the life-changing, such as whether to get married and to whom, what job to take and how to bring up our children. We jealously guard our right to choose. It is central to our individuality: the very definition of free will. Yet sometimes we make bad decisions that leave us unhappy or full of regret. Can science help?

Most of us are ignorant of the mental processes that lie behind our decisions, but this has become a hot topic for investigation, and luckily what psychologists and neurobiologists are finding may help us all make better choices. Here we bring together some of their many fascinating discoveries in the New Scientist guide to making up your mind.

1 Don’t fear the consequences
Whether it’s choosing between a long weekend in Paris or a trip to the ski slopes, a new car versus a bigger house, or even who to marry, almost every decision we make entails predicting the future. In each case we imagine how the outcomes of our choices will make us feel, and what the emotional or “hedonic” consequences of our actions will be. Sensibly, we usually plump for the option that we think will make us the happiest overall.


This “affective forecasting” is fine in theory. The only problem is that we are not very good at it. People routinely overestimate the impact of decision outcomes and life events, both good and bad. We tend to think that winning the lottery will make us happier than it actually will, and that life would be completely unbearable if we were to lose the use of our legs. “The hedonic consequences of most events are less intense and briefer than most people imagine,”. This is as true for trivial events such as going to a great restaurant, as it is for major ones such as losing a job or a kidney.

A major factor leading us to make bad predictions is “loss aversion” – the belief that a loss will hurt more than a corresponding gain will please. This is due to human's innate nature to their unsung psychological resilience and our ability to rationalize almost any situation. “We’re very good at finding new ways to see the world that make it a better place for us to live in,” he says.

So what to do? Rather than looking inwards and imagining how a given outcome might make you feel, try to find someone who has made the same decision or choice, and see how they felt. Remember also that whatever the future holds, it will probably hurt or please you less than you imagine. Finally, don’t always play it safe. The worst might never happen – and if it does you have the psychological resilience to cope. “Whatever the future holds it will hurt or please you less than you imagine”

2 Go with your gut instincts
It is tempting to think that to make good decisions you need time to systematically weigh up all the pros and cons of various alternatives, but sometimes a snap judgement or instinctive choice is just as good, if not better.

In our everyday lives, we make fast and competent decisions about who to trust and interact with. We make judgments about a person’s trustworthiness, competence, aggressiveness, likeability and attractiveness within the first 100 milliseconds of seeing a new face. Given longer to look – up to 1 second – the researchers found observers hardly revised their views, they only became more confident in their snap decisions (Psychological Science, vol 17, p 592).

Of course, as you get to know someone better you refine your first impressions. It stands to reason that extra information can help you make well-informed, rational decisions. Yet paradoxically, sometimes the more information you have the better off you may be going with your instincts. Information overload can be a problem in all sorts of situations, from choosing a school for your child to picking a holiday destination. At times like these, you may be better off avoiding conscious deliberation and instead leave the decision to your unconscious brain.

Dijksterhuis and his team found a similar pattern in the real world. When making simple purchases, such as clothes or kitchen accessories, shoppers were happier with their decisions a few weeks later if they had rationally weighed up the alternatives. For more complex purchases such as furniture, however, those who relied on their gut instinct ended up happier. The researchers conclude that this kind of unconscious decision-making can be successfully applied way beyond the shopping mall into areas including politics and management.

But before you throw away your lists of pros and cons, a word of caution. If the choice you face is highly emotive, your instincts may not serve you well. At the American Association for the Advancement of Science meeting in San Francisco this February, Joseph Arvai from Michigan State University in East Lansing described a study in which he and Robyn Wilson from The Ohio State University in Columbus asked people to consider two common risks in US state parks – crime and damage to property by white-tailed deer. When asked to decide which was most urgently in need of management, most people chose crime, even when it was doing far less damage than the deer. Arvai puts this down to the negative emotions that crime incites. “The emotional responses that are conjured up by problems like terrorism and crime are so strong that most people don’t factor in the empirical evidence when making decisions,” he says.

3 Consider your emotions
You might think that emotions are the enemy of decision-making, but in fact they are integral to it. Our most basic emotions evolved to enable us to make rapid and unconscious choices in situations that threaten our survival. Fear leads to flight or fight, disgust leads to avoidance. Yet the role of emotions in decision-making goes way deeper than these knee-jerk responses. Whenever you make up your mind, your limbic system – the brain’s emotional centre – is active. Neurobiologist Antonio Damasio from the University of Southern California in Los Angeles has studied people with damage to only the emotional parts of their brains, and found that they were crippled by indecision, unable to make even the most basic choices, such as what to wear or eat. Damasio speculates that this may be because our brains store emotional memories of past choices, which we use to inform present decisions.


Emotions are clearly a crucial component in the neurobiology of choice, but whether they always allow us to make the right decisions is another matter. If you try to make choices under the influence of an emotion it can seriously affect the outcome.

Take anger. Daniel Fessler and colleagues from the University of California, Los Angeles, induced anger in a group of subjects by getting them to write an essay recalling an experience that made them see red. They then got them to play a game in which they were presented with a simple choice: either take a guaranteed $15 payout, or gamble for more with the prospect of gaining nothing. The researchers found that men, but not women, gambled more when they were angry (Organizational Behavior and Human Decision Processes, vol 95, p 107).

In another experiment, Fessler and colleague Kevin Haley discovered that angry people were less generous in the ultimatum game – in which one person is given a sum of money and told to share it with an anonymous partner, who must accept the offer otherwise neither gets anything. A third study by Nitika Garg, Jeffrey Inman and Vikas Mittal from the University of Chicago found that angry consumers were more likely to opt for the first thing they were offered rather than considering other alternatives. It seems that anger can make us impetuous, selfish and risk-prone.

Disgust also has some interesting effects. “Disgust protects against contamination,” says Fessler. “The initial response is information-gathering, followed by repulsion.” That helps explain why in their gambling experiments, Fessler’s team found that disgust leads to caution, particularly in women. Disgust also seems to make us more censorious in our moral judgements. Thalia Wheatley from the National Institutes of Health in Bethesda, Maryland, and Jonathan Haidt from the University of Virginia, used hypnosis to induce disgust in response to arbitrary words, then asked people to rate the moral status of various actions, including incest between cousins, eating one’s dog and bribery. In the most extreme example, people who had read a word that cued disgust went so far as to express moral censure of blameless Dan, a student councillor who was merely organising discussion meetings (Psychological Science, vol 16, p 780).

All emotions affect our thinking and motivation, so it may be best to avoid making important decisions under their influence. Yet strangely there is one emotion that seems to help us make good choices. In their study, the Chicago researchers found that sad people took time to consider the various alternatives on offer, and ended up making the best choices. In fact many studies show that depressed people have the most realistic take on the world. Psychologists have even coined a name for it: depressive realism.

4 Play the devil’s advocate
Have you ever had an argument with someone about a vexatious issue such as immigration or the death penalty and been frustrated because they only drew on evidence that supported their opinions and conveniently ignored anything to the contrary? This is the ubiquitous confirmation bias. It can be infuriating in others, but we are all susceptible every time we weigh up evidence to guide our decision-making.

If you doubt it, try this famous illustration of the confirmation bias called the Wason card selection task. Four cards are laid out each with a letter on one side and a number on the other. You can see D, A, 2 and 5 and must turn over those cards that will allow you to decide if the following statement is true: “If there is a D on one side, there is a 5 on the other”.

Typically, 75 per cent of people pick the D and 5, reasoning that if these have a 5 and a D respectively on their flip sides, this confirms the rule. But look again. Although you are required to prove that if there is a D on one side, there is a 5 on the other, the statement says nothing about what letters might be on the reverse of a 5. So the 5 card is irrelevant. Instead of trying to confirm the theory, the way to test it is to try to disprove it. The correct answer is D (if the reverse isn’t 5, the statement is false) and 2 (if there’s a D on the other side, the statement is false).

The confirmation bias is a problem if we believe we are making a decision by rationally weighing up alternatives, when in fact we already have a favoured option that we simply want to justify. Our tendency to overestimate the extent to which other people’s judgement is affected by the confirmation bias, while denying it in ourselves, makes matters worse (Trends in Cognitive Sciences, vol 11, p 37).

If you want to make good choices, you need to do more than latch on to facts and figures that support the option you already suspect is the best. Admittedly, actively searching for evidence that could prove you wrong is a painful process, and requires self-discipline. That may be too much to ask of many people much of the time. “Perhaps it’s enough to realise that we’re unlikely to be truly objective,” says psychologist Ray Nickerson at Tufts University in Medford, Massachusetts. “Just recognising that this bias exists, and that we’re all subject to it, is probably a good thing.” At the very least, we might hold our views a little less dogmatically and choose with a bit more humility.

“Searching for evidence that could prove you wrong is a painful process”

5 Keep your eye on the ball
Our decisions and judgements have a strange and disconcerting habit of becoming attached to arbitrary or irrelevant facts and figures. In a classic study that introduced this so-called “anchoring effect”, Kahneman and the late Amos Tversky asked participants to spin a “wheel of fortune” with numbers ranging from 0 to 100, and afterwards to estimate what percentage of United Nations countries were African. Unknown to the subjects, the wheel was rigged to stop at either 10 or 65. Although this had nothing to do with the subsequent question, the effect on people’s answers was dramatic. On average, participants presented with a 10 on the wheel gave an estimate of 25 per cent, while the figure for those who got 65 was 45 per cent. It seems they had taken their cue from the spin of a wheel.

Anchoring is likely to kick in whenever we are required to make a decision based on very limited information. With little to go on, we seem more prone to latch onto irrelevancies and let them sway our judgement. It can also take a more concrete form, however. We are all in danger of falling foul of the anchoring effect every time we walk into a shop and see a nice shirt or dress marked “reduced”. That’s because the original price serves as an anchor against which we compare the discounted price, making it look like a bargain even if in absolute terms it is expensive.

What should you do if you think you are succumbing to the anchoring effect? “It is very hard to shake,” admits psychologist Tom Gilovich of Cornell University in Ithaca, New York. One strategy might be to create your own counterbalancing anchors, but even this has its problems. “You don’t know how much you have been affected by an anchor, so it’s hard to compensate for it,” says Gilovich.

6 Don’t cry over spilt milk
Does this sound familiar? You are at an expensive restaurant, the food is fantastic, but you’ve eaten so much you are starting to feel queasy. You know you should leave the rest of your dessert, but you feel compelled to polish it off despite a growing sense of nausea. Or what about this? At the back of your wardrobe lurks an ill-fitting and outdated item of clothing. It is taking up precious space but you cannot bring yourself to throw it away because you spent a fortune on it and you have hardly worn it.

The force behind both these bad decisions is called the sunk cost fallacy. In the 1980s, Hal Arkes and Catherine Blumer from The Ohio State University demonstrated just how easily we can be duped by it. They got students to imagine that they had bought a weekend skiing trip to Michigan for $100, and then discovered an even cheaper deal to a better resort – $50 for a weekend in Wisconsin. Only after shelling out for both trips were the students told that they were on the same weekend. What would they do? Surprisingly, most opted for the less appealing but more expensive trip because of the greater cost already invested in it.

The reason behind this is the more we invest in something, the more commitment we feel towards it. The investment needn’t be financial. Who hasn’t persevered with a tedious book or an ill-judged friendship long after it would have been wise to cut their losses? Nobody is immune to the sunk cost fallacy. In the 1970s, the British and French governments fell for it when they continued investing heavily in the Concorde project well past the point when it became clear that developing the aircraft was not economically justifiable. Even stock-market traders are susceptible, often waiting far too long to ditch shares that are plummeting in price.

“The more we invest in something the more committed we feel to it”
To avoid letting sunk cost influence your decision-making, always remind yourself that the past is the past and what’s spent is spent. We all hate to make a loss, but sometimes the wise option is to stop throwing good money after bad. “If at the time of considering whether to end a project you wouldn’t initiate it, then it’s probably not a good idea to continue,” says Arkes.

7 Look at it another way
Consider this hypothetical situation. Your home town faces an outbreak of a disease that will kill 600 people if nothing is done. To combat it you can choose either programme A, which will save 200 people, or programme B, which has a one in three chance of saving 600 people but also a two in three chance of saving nobody. Which do you choose?

Now consider this situation. You are faced with the same disease and the same number of fatalities, but this time programme A will result in the certain death of 400 people, whereas programme B has a one in three chance of zero deaths and a two in three chance of 600 deaths.

You probably noticed that both situations are the same, and in terms of probability the outcome is identical whatever you pick. Yet most people instinctively go for A in the first scenario and B in the second. It is a classic case of the “framing effect”, in which the choices we make are irrationally coloured by the way the alternatives are presented. In particular, we have a strong bias towards options that seem to involve gains, and an aversion to ones that seem to involve losses. That is why programme A appears better in the first scenario and programme B in the second. It also explains why healthy snacks tend to be marketed as “90 per cent fat free” rather than “10 per cent fat” and why we are more likely to buy anything from an idea to insurance if it is sold on its benefits alone.

At other times, the decisive framing factor is whether we see a choice as part of a bigger picture or as separate from previous decisions. Race-goers, for example, tend to consider each race as an individual betting opportunity, until the end of the day, when they see the final race as a chance to make up for their losses throughout the day. That explains the finding that punters are most likely to bet on an outsider in the final race.

In a study published last year, Benedetto De Martino and Ray Dolan from University College London used functional MRI to probe the brain’s response to framing effects (Science, vol 313, p 660). In each round, volunteers were given a stake, say £50, and then told to choose between a sure-fire option, such as “keep £30” or “lose £20”, or a gamble that would give them the same pay-off on average. When the fixed option was presented as a gain (keep £30), they gambled 43 per cent of the time. When it was presented as a loss (lose £20), they gambled 62 per cent of time. All were susceptible to this bias, although some far more so than others.

The brain scans showed that when a person went with the framing effect, there was lots of activity in their amygdala, part of the brain’s emotional centre. De Martino was interested to find that people who were least susceptible had just as much activity in their amygdala. They were better able to suppress this initial emotional response, however, by drawing into play another part of the brain called the orbital and medial prefrontal cortex, which has strong connections to both the amygdala and parts of the brain involved in rational thought. De Martino notes that people with damage to this brain region tend to be more impulsive. “Imagine it as the thing that tunes the emotional response,” he says.

Does that mean we can learn to recognise framing effects and ignore them? “I don’t know,” says De Martino, “but knowing that we have a bias is important.” He believes this way of thinking probably evolved because it allows us to include subtle contextual information in decision-making. Unfortunately that sometimes leads to bad decisions in today’s world, where we deal with more abstract concepts and statistical information. There is some evidence that experience and a better education can help counteract this, but even those of us most prone to the framing effect can take a simple measure to avoid it: look at your options from more than one angle.

8 Beware social pressure
You may think of yourself as a single-minded individual and not at all the kind of person to let others influence you, but the fact is that no one is immune to social pressure. Countless experiments have revealed that even the most normal, well-adjusted people can be swayed by figures of authority and their peers to make terrible decisions (New Scientist, 14 April, p 42).

In one classic study, Stanley Milgram of Yale University persuaded volunteers to administer electric shocks to someone behind a screen. It was a set-up, but the subjects didn’t know that and on Milgram’s insistence many continued upping the voltage until the recipient was apparently unconscious. In 1989, a similar deference to authority played a part in the death of 47 people, when a plane crashed into a motorway just short of East Midlands airport in the UK. One of the engines had caught fire shortly after take-off and the captain shut down the wrong one. A member of the cabin crew realised the error but decided not to question his authority.

The power of peer pressure can also lead to bad choices both inside and outside the lab. In 1971, an experiment at Stanford University in California famously had to be stopped when a group of ordinary students who had been assigned to act as prison guards started mentally abusing another group acting as prisoners. Since then studies have shown that groups of like-minded individuals tend to talk themselves into extreme positions, and that groups of peers are more likely to choose risky options than people acting alone. These effects help explain all sorts of choices we might think are unwise, from the dangerous antics of gangs of teenage boys to the radicalism of some animal-rights activists and cult members.

How can you avoid the malign influence of social pressure? First, if you suspect you are making a choice because you think it is what your boss would want, think again. If you are a member of a group or committee, never assume that the group knows best, and if you find everyone agreeing, play the contrarian. Finally, beware situations in which you feel you have little individual responsibility – that is when you are most likely to make irresponsible choices.

“If you find everyone in your group agreeing, play the contrarian”
Although there is no doubt that social pressure can adversely affect our judgement, there are occasions when it can be harnessed as a force for good. In a recent experiment researchers led by Robert Cialdini of Arizona State University in Tempe looked at ways to promote environmentally friendly choices. They placed cards in hotel rooms encouraging guests to reuse their towels either out of respect for the environment, for the sake of future generations, or because the majority of guests did so. Peer pressure turned out to be 30 per cent more effective than the other motivators.

9 Limit your options
You probably think that more choice is better than less – Starbucks certainly does – but consider these findings. People offered too many alternative ways to invest for their retirement become less likely to invest at all; and people get more pleasure from choosing a chocolate from a selection of five than when they pick the same sweet from a selection of 30.

These are two of the discoveries made by psychologist Sheena Iyengar from Columbia University, New York, who studies the paradox of choice – the idea that while we think more choice is best, often less is more. The problem is that greater choice usually comes at a price. It makes greater demands on your information-processing skills, and the process can be confusing, time-consuming and at worst can lead to paralysis: you spend so much time weighing up the alternatives that you end up doing nothing. In addition, more choice also increases the chances of your making a mistake, so you can end up feeling less satisfied with your choice because of a niggling fear that you have missed a better opportunity.

The paradox of choice applies to us all, but it hits some people harder than others. Worst affected are “maximisers” – people who seek the best they can get by examining all the possible options before they make up their mind. This strategy can work well when choice is limited, but flounders when things become too complex. “Satisficers” – people who tend to choose the first option that meets their preset threshold of requirements – suffer least. Psychologists believe this is the way most of us choose a romantic partner from among the millions of possible dates.

“If you’re out to find ‘good enough’, a lot of the pressure is off and the task of choosing something in the sea of limitless choice becomes more manageable,” says Barry Schwartz, a psychologist at Swarthmore College, Pennsylvania. When he investigated maximising and satisficing strategies among college leavers entering the job market, he found that although maximisers ended up in jobs with an average starting salary 20 per cent higher than satisficers, they were actually less satisfied. “By every psychological outcome we could measure they felt worse – they were more depressed, frustrated and anxious,” says Schwartz.

Even when “good enough” is not objectively the best choice, it may be the one that makes you happiest. So instead of exhaustively trawling through the websites and catalogues in search of your ideal digital camera or garden barbecue, try asking a friend if they are happy with theirs. If they are, it will probably do for you too, says Schwartz. Even in situations when a choice seems too important to simply satisfice, you should try to limit the number of options you consider. “I think maximising really does people in when the choice set gets too large,” says Schwartz.

10 Have someone else choose
We tend to believe that we will always be happier being in control than having someone else choose for us. Yet sometimes, no matter what the outcome of a decision, the actual process of making it can leave us feeling dissatisfied. Then it may be better to relinquish control.

Last year, Simona Botti from Cornell University and Ann McGill from the University of Chicago published a series of experiments that explore this idea (Journal of Consumer Research, vol 33, p 211). First they gave volunteers a list of four items, each of which was described by four attributes, and asked them to choose one. They were given either a pleasant choice between types of coffee or chocolate, or an unpleasant one between different bad smells. Once the choice was made they completed questionnaires to rate their levels of satisfaction with the outcome and to indicate how they felt about making the decision.

As you might expect, people given a choice of pleasant options tended to be very satisfied with the item they picked and happily took the credit for making a good decision. When the choice was between nasty options, though, dissatisfaction was rife: people did not like their choice, and what’s more, they tended to blame themselves for ending up with something distasteful. It didn’t even matter that this was the least bad option, they still felt bad about it. They would have been happier not to choose at all.

In a similar experiment, subjects had to choose without any information to guide them. This time they were all less satisfied than people who had simply been assigned an option. The reason, say the researchers, is that the choosers couldn’t give themselves credit even if they ended up with a good option, yet still felt burdened by the thought that they might not have chosen the best alternative. Even when choosers had a little information – though not enough to feel responsible for the outcome – they felt no happier choosing than being chosen for.

Botti believes these findings have broad implications for any decision that is either trivial or distasteful. Try letting someone else choose the wine at a restaurant or a machine pick the numbers on your lottery ticket, for example. You might also feel happier about leaving some decisions to the state or a professional. Botti’s latest work suggests that people prefer having a doctor make choices about which treatment they should have, or whether to remove life support from a seriously premature baby. “There is a fixation with choice, a belief that it brings happiness,” she says. “Sometimes it doesn’t.”

Thursday, August 16, 2018

5 Critical Skills one should possess

What Five Skills will Guarantee Your Career Success?

Have you ever wondered what it takes to have a successful career? Specifically, what skills would it be helpful to learn and master that could considerably enhance your career opportunities?
Well, of course, every career path is somewhat different. There will, for instance, be very specific skills that you must develop that come part of your job description. In other words, you need to have certain skills and knowledge that help you perform your job to a satisfactory level. These skills are of course vital and required for your chosen career path. However, there is also another set of skills that is well worth developing.
Specifically, there are five critical career skills that can dramatically enhance your value to your organization, while also enhancing your career prospects. These skills include:
  • Thinking
  • Memory
  • Reading
  • Writing
  • Speaking
On the surface, there’s nothing special about these critical career skills. We are all able to think, to remember, to read, write and speak. So what’s the big deal, right? Well, we have all of course mastered these skills at a very basic level. These skills help us to interact with the world around us and coexist with others. However, to truly thrive and move our careers forward, we need to take the time to develop each of these skills at a far deeper level of proficiency.
These five critical career skill areas, in fact, form the foundations that can help you thrive along just about any career path. For instance, can you think of a career path that wouldn’t benefit from understanding how to think more effectively? Or from being able to remember and recall information far more quickly? Or from having the ability to read and absorb information efficiently and rapidly? Or from being able to write clearly and concisely? Or from having the ability to speak persuasively and confidently?
Just about every career path you could probably think of would gain value from many of these soft skills. This is why these are the five critical career skills that will dramatically enhance your value to your organization. What’s more is that they are transferable to just about any career path you may choose to take. Given this, it’s certainly well worth taking the time to master each of these critical career skills at a high level of proficiency.
Let’s now explore each of these skill areas in a little detail to see how they can be of value to you as you move down your chosen career path.

Skill #1: Effective Thinking


To think effectively means having the ability to work through work-related problems in optimal ways. It means having a deep understanding of what you’re doing and the awareness to know what needs improvement. This subsequently helps you develop action plans that allow you to work more efficiently and productively on work-related tasks and activities throughout the day.
To think effectively requires having the ability to think logically, laterally and intuitively all at the same time.
First, when you’re thinking logically you use reason. You effectively assess the circumstances of your situation and outline logical paths or steps that can help you move forward in more optimal ways. Logical thinking also requires taking into consideration the consequences of your actions and the possible scenarios that may arise. Understanding these ramifications can help you make more effective decisionsthat allow you to improve your output and workflow.
Secondly, while thinking laterally you are using your creative capacity to think through your problems and circumstances in imaginative ways. This is what some people call out-of-the-box thinking.
To think creatively requires the use of analogies and metaphors that can help shift how you view work-related activities and problems.
Thinking creatively is essentially about making perspective shifts that transform how you view a situation. These perspective shifts can help you to work through work-related issues in far more optimal ways.
Finally, while thinking intuitively you are essentially tuning into your inner feelings and thoughts about a situation. These intuitive hunches can help you to gather valuable insights that allow you to make more effective choices and decisions throughout the day.
To think effectively requires bridging together the logical, lateral and intuitive areas of your brain. Specifically, this requires:
  • Understanding how to gather relevant facts, data, and evidence.
  • Taking into account possible alternatives, various perspectives and sides of an issue.
  • Searching for new methods and processes for tackling work-related issues successfully.
  • Obtaining contributions from everyone involved in order to gather helpful insights that unlock new understandings.
  • Making decisions based on what makes logical sense in the moment, while at the same time taking into consideration intuitive thoughts and feelings.
  • Laying out a set of contingency plans for when things don’t work out as originally expected.
In general, thinking effectively will help you to solve work-related problems far more quickly; will allow you to develop new systems and methods that will improve your work-flow, and will provide you with the assets you need to work more productively throughout the day. All this in combination will help increase your value to your organization.

Skill #2: Enhanced Memory


Enhanced memory and recall can be quite valuable for career paths that require working with a large knowledge base of systems, processes, and information. However, it can also be equally valuable for anyone learning on the job.
Those who are able to remember and recall information quickly and easily learn faster and are therefore able to put that knowledge into practice far more rapidly. This subsequently gives them an edge over other people who haven’t developed their memory to a high degree.
You can, of course, improve your memory by using associations, mnemonic devices, rhymes, and pegs. You can also improve your memory by organizing the information you are trying to learn clearly and logically. Use all five senses and build vivid stories around everything you are learning. Explore how to do all this by using effective memory techniques.
But of course having a good memory isn’t enough. Your memory is essentially only as good as your health, vitality, and ability to handle stressful situations. If for instance you’re feeling sluggish and struggle to handle stress, then your memory will suffer as a result. Likewise, your memory will suffer if you’re unable to successfully manage work-related distractions.
Given this, it’s vital that you learn how to deal with stress, how to optimize your energy levels, and how to manage a plethora of work-related distractions that are likely to interfere with your workflow.

Skill #3: Accelerated Reading


Accelerated reading is a critical career skill that is related to memory and learning. When you are able to read through information quickly this gives you a significant edge as you are able to work through written information far more rapidly than the average person. However, reading quickly doesn’t necessarily mean you are learning. Learning also requires comprehension.
Knowing how to read quickly is all well and good, however, it’s of little value if you cannot make sense of the information you are reading. Accelerated reading is, therefore, more than just about speed. It’s rather also about comprehension and putting that information into practice in effective ways that can help you learn quickly on the job. But how do we do this? What’s the technique?
I’ve already written a comprehensive guide on how to accelerated your reading speed and boost your memory and comprehension. There are however several important things that are worth noting here.
Accelerated reading is first and foremost about being very selective. It’s about selecting what’s most important to read. Read what’s most important and then skim over the rest. Many times the key information you need is often contained within 20 percent of the document text. This 20 percent will often provide you with 80 percent of the actionable knowledge you need to know and understand.
Typically when people read, they read the words on the page one at a time. However, to accelerate your reading speed you must get into the habit of reading groups of words together in chunks. It’s very much akin to looking at a picture as a whole. You can either choose to view the entire image, or you can instead choose to explore the details. Yes, you will certainly know more about the image by exploring the details, but it will also take you longer, and potentially the details aren’t really that important. All you need is just a quick overview to give you an idea of what it’s all about. And that’s essentially how accelerated reading works.
While reading, pay particular attention not to silently repeat words back to yourself. This will tend to slow you down. Moreover, don’t backtrack. Once you have read something, just keep moving forward, but be sure that you’re fully focused and concentrating on what you are reading. If you’re distracted or your mind starts to wonder, then it will be difficult for you to gain value from the process of accelerated reading.
Finally, it can be helpful to take visual notes while reading. Yes, this will slow down the reading process, but visual notes can help improve your comprehension of the information you are reading. In the end, reading without remembering or understanding is not an effective use of your time. In such instances, you are far better off reading at normal speeds. At least then you will know and understand more at the end of your session.
As you develop your ability to read quickly, you will naturally save yourself time working through written information related to your job. You will conduct research far more quickly and effectively and will grasp concepts and ideas far more readily. This will, therefore, provide you with a superior advantage over those who read and comprehend information at a normal speed.


Skill #4: Proficient Writing

Improving Writing Skills for Career Success
Proficient writing is a critical career skill that isn’t necessarily needed along some career paths. However, it is nevertheless a vital skill that is highly valued within many industries.
Writing proficiently is of course of value when writing reports, preparing presentations, and anytime we need to get our message across in an effective way. This, of course, includes the various methods of written communication such as email.
To write proficiently means communicating effectively and persuasively. It means getting your message across in the most efficient and optimal way that ensures you are being understood. Moreover, it’s all about results. Your written communication must get you optimal results. Those who are able to do this effectively are highly sought after and valued within their organization. But how to do this? What does it actually take to write proficiently?
To write proficiently means to write succinctly using short words, sentences, and paragraphs. Your objective is to get to the point as quickly as possible without creating confusion. However, there must be smooth and logical transitions within your writing. The ideas you are trying to get across must flow naturally from one paragraph to the next. There must be no guesswork in understanding your intended message and objectives.
While writing, be sure to keep in mind the intended audience you are writing for. Use language that this audience understands and responds to. With this in mind, avoid using archaisms and cliches. Also, use an active voice over a passive voice. Using active verbs helps gets the reader more engaged with your writing.
Above all else, if you desire to climb the career ladder, then focus on learning how to write more persuasively.
Writing persuasively is your ticket to becoming more influential within your organization. It allows you to present your ideas in effective ways that move people to take action. And that’s essentially what it takes to become a force for positive change within your organization, and potentially win that next promotion.


Skill #5: Persuasive Speaking


The final critical career skill that will provide you with ample opportunity to move your career forward comes in the form of persuasive speaking.
You are of course very familiar with language and know how to express yourself and get your point across. However, when you speak, do you speak with purpose and conviction? In other words, do you speak just to say a few words, or is there a purposeful intention behind each and every one of your words?
Most of us probably don’t often think about how we come across while interacting with others. At least not at a deep enough level that forces us to question our words and communication style. We just assume that we are being understood, but the truth could actually be very different.
The words you speak, how you express yourself, your tone of voice — all coupled together with your body language — sends a very specific message that makes people feel a certain way about you and about your ideas. Being vigilant and aware of how you’re coming across while interacting with others is vital to your career success. It’s vital because moving up the career ladder is basically all about the relationships you develop with other people.
You will only succeed by winning people over through your communication style. You may very well have great knowledge, skill, and understanding in key areas related to your career, however, if you don’t have the right connections and relationships established, then you are very unlikely to succeed or win that next promotion. This is why it’s so important to stay very vigilant of you’re coming across while interacting with others.
Many people of course probably don’t have too much trouble communicating one-on-one or within small group settings. They do however struggle to speak in public. And this is of course where they miss their biggest opportunity.
Public speaking provides you with an opportunity to get your message across to many people at one time. It’s a platform you can use to influencepersuade and to share your ideas that help move people to action.
Often you will find that the most successful people within your organization are proficient public speakers and presenters. They just feel comfortable speaking to large groups of people, and this naturally puts them in a position of power and authority to win people over and influence their choices, decisions, and actions. But how do we do this? How do we learn how to speak persuasively in public?
First and foremost, it’s important to overcome your nerves. When you feel nervous, it’s almost impossible to come across persuasively. With that in mind, learn to control your breath, focus on adjusting your physiology, and try visualizing your ideal outcome in advance. This will help you to feel more relaxed and at ease in front of your audience.
Now that you’re feeling more calm and collected, it’s important to begin focusing on the message that you would like to get across. An ideal structure for this message comes in three distinct parts:
  1. Introduction: Tell your audience what you will be talking about.
  2. Body: Talk about what you mentioned in your introduction.
  3. Conclusion: Summarize what you have told your audience and finish with a call-to-action.
This is the very basic structure of a solid speech that builds the foundations of your persuasive message. However, within the body of your speech, you must also take into account the Rule of Three. This essentially means presenting your audience with three key points for them to remember and take action upon. Any more than three points and your persuasive message will quickly lose its effect.
In addition to this, it’s important to back-up your three points with relevant evidence that includes facts, data, stats, visuals, charts and even feedback/testimonials from other people that your audience admires and respects. Also be sure to transition smoothly between each point and argument you make. Everything you say must make sense, and the meaning must be very clear in order to get your persuasive message across most effectively.
To learn more about how to speak more persuasively, please visit the Six Minutes website. There you will find a wide variety of articles on how to improve your public speaking and presentation skills.


Sunday, May 10, 2015

Statements for politely pushing back

  • Remember the triple constraint - when they change one element, it impacts the others. If there is a reduction in time, emphasize the impact on cost and scope. (e.g. Jim, I understand that you now need to roll out the new release a month earlier than planned and we can do that, but there will be an impact on cost and scope. I can either reduce the scope and hold off on some of the features until the next release or spend about $50K more to expedite things. What is your preference?)
  • Push back if it's not realistic...(e.g. Jim, I would be irresponsible if I didn't tell you that I don't think this can be accomplished with the level of quality we would expect. I know you would prefer that I be very honest now (before any time and money have been invested) rather than hear a laundry list of apologies after an unsuccessful project. I'd really like to be positioned for success, and I honestly have real concerns here).
  •  
  • Some of these benefits overqualified candidates bring to the table include:
    •  Capability to “hit the ground running”.  Most likely they have had the same responsibilities in a prior role, so they can begin working and quickly add value. Their learning curve is short, and they can leverage their vast history and experience to do the job efficiently and effectively.
    • Add value beyond the role. They tend to approach the job differently. They can think beyond the role and see other issues and possibilities, because they have seen similar (if not the same) situation(s) in different environments, etc. The breadth they bring enables them to provide a broader perspective to the role; one that they are eager to implement.
    • Provide built-in bench strength to the organization.  Since the overqualified employee has had a larger role, they have an ability to expand their responsibilities.  This could mean anything from expanding the role to include more or being able to step into a new senior position if and when the opportunity arises.
    • Afford Mentoring Capabilities.  An overqualified employee could not only mentor “junior” employees, which is a proven method for helping new hires integrate more effectively with the company.  This will assist you with your entire onboarding program.  In addition, providing a qualified mentor could challenge more seasoned employees to achieve higher levels of performance.
    • Provide higher productivity, and grow opportunities that are not being currently planned.  Overqualified employees can help you develop and grow opportunities that have not been addressed before.  They may bring an extensive contact list that could be leveraged or simply a new way of looking at the business landscape that could lead to new and more profitable opportunities.
    - See more at: http://blog.snelling.com/2012/10/5-benefits-of-hiring-someone-overqualified/#sthash.Zq3L3YT1.dpuf
    Some of these benefits overqualified candidates bring to the table include:
    •  Capability to “hit the ground running”.  Most likely they have had the same responsibilities in a prior role, so they can begin working and quickly add value. Their learning curve is short, and they can leverage their vast history and experience to do the job efficiently and effectively.
    • Add value beyond the role. They tend to approach the job differently. They can think beyond the role and see other issues and possibilities, because they have seen similar (if not the same) situation(s) in different environments, etc. The breadth they bring enables them to provide a broader perspective to the role; one that they are eager to implement.
    • Provide built-in bench strength to the organization.  Since the overqualified employee has had a larger role, they have an ability to expand their responsibilities.  This could mean anything from expanding the role to include more or being able to step into a new senior position if and when the opportunity arises.
    • Afford Mentoring Capabilities.  An overqualified employee could not only mentor “junior” employees, which is a proven method for helping new hires integrate more effectively with the company.  This will assist you with your entire onboarding program.  In addition, providing a qualified mentor could challenge more seasoned employees to achieve higher levels of performance.
    • Provide higher productivity, and grow opportunities that are not being currently planned.  Overqualified employees can help you develop and grow opportunities that have not been addressed before.  They may bring an extensive contact list that could be leveraged or simply a new way of looking at the business landscape that could lead to new and more profitable opportunities.
    - See more at: http://blog.snelling.com/2012/10/5-benefits-of-hiring-someone-overqualified/#sthash.Zq3L3YT1.dpuf
     Benefits overqualified candidates bring to the table include:
    As a senior individual, perhaps you should discuss not just your experience, your hard earned expertise and the disciplines and insights you bring to the table to avoid common mistakes (expected by less experiences individuals in your role), but your contributions beyond your role that contribute to the bottom line, enhance efficiency, promote goodwill, build a better brand, promote a positive image (internal/external). It may be a good time to also discuss "expanding your role" to enable even more Value-Added Contribution.
         Capability to “hit the ground running”.  Most likely they have had the same responsibilities in a prior role, so they can begin working and quickly add value. Their learning curve is short, and they can leverage their vast history and experience to do the job efficiently and effectively.
        Add value beyond the role. They tend to approach the job differently. They can think beyond the role and see other issues and possibilities, because they have seen similar (if not the same) situation(s) in different environments, etc. The breadth they bring enables them to provide a broader perspective to the role; one that they are eager to implement.

        Provide built-in bench strength to the organization.  Since the overqualified employee has had a larger role, they have an ability to expand their responsibilities.  This could mean anything from expanding the role to include more or being able to step into a new senior position if and when the opportunity arises.

        Afford Mentoring Capabilities.  An overqualified employee could not only mentor “junior” employees, which is a proven method for helping new hires integrate more effectively with the company.  This will assist you with your entire onboarding program.  In addition, providing a qualified mentor could challenge more seasoned employees to achieve higher levels of performance.

        Provide higher productivity, and grow opportunities that are not being currently planned.  Overqualified employees can help you develop and grow opportunities that have not been addressed before.  They may bring an extensive contact list that could be leveraged or simply a new way of looking at the business landscape that could lead to new and more profitable opportunities.

  • One discussion with a new manager to show the value of PM:  I left the meeting with several action items. I have to revise the communication plan and the responsibility matrix. Providing the depth and breadth of my knowledge of organization was time well spent. As was the introduction of several key internal performance improvement processes. He likes that he can opt out of receiving reports, so for the time being he wants to see all reports that are distributed. Based on those, he will be formulating any he feels are missing. He also acknowledges that he failed to set his expectations for my role when he took over as Exec Dir. I think we're off to a better start. Oh...we agreed to meet every quarter and to tweak anything that's no working the way we feel it should. He also commented that it's nice to "see" more of me. I really feel that starting this discussion and getting so many perspectives on the point is what got me going. A special thanks to James for the article on the benefits of hiring an over-qualified person, he liked the highlights I provided (I also sent him the link to the full article).

Politically Savvy:
Identifying People’s Agendas In The Workplace
Effective communication is important, but at work it’s essential. You must truly understand the agendas of your bosses and coworkers. For example, your boss wants to be on the board of directors of an important foundation. So out of all the groups you invite to an upcoming company event, you better be sure and include the one he or she wants to schmooze.
It’s knowing what a manager’s underlying desire or goal is and then using that knowledge to your best advantage. Maybe it’s to get closer to this executive or impress him in some way.

Learn How To Market Yourself At Work:

At a company event, don’t sit in the corner with the other entry-level works discussing the food. Rather, meet the executives who can help your career grow and flourish. Ask them questions and learn how they became successful.

Get Others on Your Side:
Through informal conversations, meetings and office drop-ins, you need to explain your position, keeping in mind four different motivational styles:
  • Rational: Use statistics and numbers to convince data-driven people how your proposal will save money, time or resources.
  • Mimicking: Cite successful companies that have benefited from similar ideas when dealing with people who are interested in best practices.
  • Regulation: For those concerned about rules and compliance, show how your idea will help in these areas.
  • Expectations: For those driven by a need to meet or exceed expectations, explain how your proposal will please customers, shareholders and the community.
http://www.suttonenterprises.org/Political-Savvy.pdf


However, I am a person that has given 100% of myself to any position I have had no matter where I found myself within the company ranks. I enjoyed giving my best and finding ways to improve my position–leveraging my experience in ways which allowed me to do my job more efficiently and to be more effective. This should be of benefit to any company. - See more at: http://blog.snelling.com/2012/10/5-benefits-of-hiring-someone-overqualified/#sthash.XAoPHGdu.dpuf
However, I am a person that has given 100% of myself to any position I have had no matter where I found myself within the company ranks. I enjoyed giving my best and finding ways to improve my position–leveraging my experience in ways which allowed me to do my job more efficiently and to be more effective. This should be of benefit to any company. - See more at: http://blog.snelling.com/2012/10/5-benefits-of-hiring-someone-overqualified/#sthash.XAoPHGdu.dpuf