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Attention Span & Productivity – Book Recommendation

My main take-aways from Gloria Mark’s book: “Attention Span”
A Groundbreaking Way to Restore Balance, Happiness and Productivity

In her book “Attention Span“, Gloria Mark explores the impacts of today’s fast-paced technology on our attention spans, productivity, and happiness. She presents a lot of research done both by her own and other teams. Based on that, she offers advice, not only on how to gain more control over our attention, but also on finding balance between productivity and happiness.

Attention Span: A Groundbreaking Way to Restore Balance, Happiness and Productivity by Gloria Mark (2023). [1]

Here are just a few of the findings and insights I found helpful.

Fun facts about attention and productivity
Have our attention spans really decreased?

Maybe you are feeling it yourself? Or maybe you’ve heard humans’

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Bias and Noise in Hiring Decisions

How can companies reduce not only bias, but also noise, in their hiring and other decisions?

The problem of bias in corporate decisions, such as hiring, promotion and salary decisions, is well-known. However, there is another type of error that has not been talked about as much – perhaps because it is harder to see, and harder to fit into a narrative: noise.

What is noise in corporate decisions, and how is it different from bias?

Noise is a random error in our decisions. Research has confirmed that in many tasks, experts’ decisions are highly variable. Professionals often make decisions that deviate significantly from those of their peers, from their own prior decisions, and from rules that they themselves claim to follow. This is the case even when the stakes of those judgments are high,

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Heuristics and Biases in Early Responses to Pandemic Uncertainties

Decisions under uncertainties are driven to a large extent by heuristics and biases. How can policymakers take advantage of this knowledge in order to communicate more effectively?

I’m happy to share the publication of a new commentary article by Raffaella Misuraca’s team that addressed this question in depth. It’s been a pleasure to be included in this collaboration:

Heuristics and biases in early responses to pandemic uncertainties

Can We Do Better Next Time? Italians’ Response to the COVID-19 Emergency through a Heuristics and Biases Lens
by Raffaella Misuraca *, Ursina Teuscher, Costanza Scaffidi Abbate, Francesco Ceresia, Michele Roccella, Lucia Parisi, Luigi Vetri, and Silvana Miceli
* Author to whom correspondence should be addressed.

ABSTRACT:
During the outbreak of COVID-19 in Italy, people often failed to adopt behaviors that could have stopped, or at least slowed down,

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Summer Reading List 2021: Five Books that Changed my Mind

This past year gave me a fair amount of time to read and listen to audiobooks. Here are five books I found truly impactful, in that they managed to change some of my fundamental previous assumptions and opinions.

Steven Pinker (2018). Enlightenment Now: The Case for Reason, Science, Humanism, and Progress.

Steven Pinker presents a passionate and persuasive defense of reason, science and progress. He shows with an abundance of data how a commitment to humanitarian values has kept winning – in the long run – dramatically and consistently over the destruction and chaos that would be the easier and more natural course. It is an uplifting as well as urgent perspective that challenges lazy dogmas from both the left and the right of the political spectrum.

To get a first impression and hear his own voice,

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Who Should Make Which Decisions in Your Team?

A practical tool and downloadable template to help determine decision authority.

For the most part, my work focuses on helping people figure out HOW to make good decisions. However, in an organization (or family! or any other group of people), the more urgent and conflict-prone question is often WHO should make which types of decisions, rather than how they should make them.

During a conversation with a client lately, I realized that this, too, is a decision that we can approach with the same frameworks and questions that are helpful for other decisions. In this case, the “alternatives” are people within the organization. In other words, each potential decision-maker is one option, and the main challenge is to define which criteria the decision-maker should fulfill in order to bear that responsibility. Once you have defined those criteria, it becomes much more straightforward to assign the right person the responsibility for any type of decision.

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Should You Become an Intrapreneur?

Could you make your job better by becoming an intrapreneur? Intrapreneurship means to think and work like entrepreneur, even though you are still a part of a large organization.

For example, you might have an idea of how to improve a product, and suggest those changes to your boss. Or, you might look for ways to make a specific service more profitable for your company. Maybe you discover a new opportunity to market a product or a service. You might find ways to communicate better within your team, and with that, speed up the workflow. Or you might go the extra mile to increase customer satisfaction. In other words: whatever your role within the organization, you actively drive innovation and keep looking for opportunities to improve your company.

Good employers realize how valuable intrapreneurs are to their organization, and a lot of research is being done in the attempt to understand how different leadership styles and company cultures can encourage intrapreneurship among employees.

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Ask Three Questions to Refine Your Career Decisions

[Guest post by Bruce Hazen.]

Whether a career transition is one of your own choosing or one that is done to you, beware of a premature rush to job search tactics. For most people this premature rush means updating their resume and starting to patrol the internet job sites. If they’re a bit more extraverted, they may start to network with colleagues, friends and acquaintances. But this is when they start to realize something strategic is missing.
No, it’s not the fact that they haven’t defined the bulls-eye that they’re targeting, although this step is going to be crucial. With a defined target they can move to the next critical step in a well designed search – the personal marketing plan. But it’s not yet time for that either.

There are three career questions that must be addressed first.

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How To Make Better Decisions by Asking an Open Question

This or That? To Make Better Decisions, Ask a More Open QuestionOur most natural – and laziest – way to think about decisions is to see them as “either/or” questions:

“Should I do this, or that?”

In other words, we act as if we were in a game show, with only two doors to choose from. In fact, we often only recognize a decision once we see a specific new option, either as an opportunity, or as a solution to a problem. We then simply compare this new option to doing nothing.

That’s a very limiting perspective. If you want to think about your decision more creatively and find the best solution possible, you’ll want to open up your question.

How can we make better decisions by asking a more open question?

Try starting your question with:

  • “What would be the best thing I could do …

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How to Make Smart Group Decisions – Video



How to Make Better Decisions in Imperfect Communities
By Ursina Teuscher, PhD

This video is a short version (13min) of a keynote talk I gave at the at the XII° Convegno Nazionale S.I.P.CO Palermo, June 7-9, 2018 on how to make smart group decisions.

Summary

In communities that consist of diverse interest groups, it can be challenging to make decisions that are actively supported or at least accepted by all critical parties, despite their differing interests. Top-down decisions may face unexpected opposition, resulting in costs or delays.
This talk presents a process framework and practical tools to facilitate participatory decision processes. The suggested process is designed after a value-focused (Keeney, 1996) and multi-attribute model of decision making (e.g.,

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Employee Coaching ROI: Is It Worth It?

What is the return on investment (ROI) of employee coaching for an organization?

Offering coaching for employees – especially at the executive level – has become a widespread management tool. Companies often hire coaches with the goal to improve performance and develop talents, but also to keep high-performing people within an organization.

However, coaching is an expensive intervention: aside from the fees of the coach, there’s also the opportunity cost of the employee’s time spent with the coach during working hours. Therefore, companies who are paying for coaching for their employees will want to know whether it is a good investment. Does it improve the company’s bottom line enough to be worth the cost?

A look at the evidence

What effects does coaching have? I put together a selection of research articles investigating this question, including all the meta-analyses I could find that have been conducted in the past two decades.

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Summer Reading List 2017

My latest picks: (mostly) recent books about decision making and goal achievement.

The promise of a long summer ahead makes me very happy, and so does the knowledge that no matter how much I read, there will always be books out there that I haven’t read yet, as well as books I want to re-read. So, while the truth is that I spend a lot of time reading all year round, not just during the summer, I love the idea of a special “summer reading” list – maybe just because I love seeing two of my favorite words so close together.
So here’s my latest list of book recommendations. Most of these came out within the last year, and all except the last are non-fiction. That last one is very much fiction indeed – a special treat. It’s on my treasured list of books that I’ve read many times,

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Summer Reading List 2016

Some book recommendations on decision making, innovation and productivity:

Kayt Sukel (2016) The Art of Risk: The New Science of Courage, Caution, and Chance
A very readable overview of current research on the neuroscience of risk, illustrated with personal stories and some inspiring interviews with risk takers and scientists.

Charles Duhigg (2016). Smarter Faster Better: The Secrets of Being Productive in Life and Business.
Important insights into how organizations can foster better productivity and innovation. For my taste, the book relied very heavily on anecdotes though, to the extent that I found it difficult to identify key takeaways.

Philip Tetlock & Dan Gardner (2015). Superforecasting: The Art and Science of Prediction.
A convincing case that – while even experts usually make poor predictions about the future – forecasting is a skill that can be improved.

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“You Are on the Fastest Route”

Did you notice? According to the encouraging GPS voice, you are always “on the fastest route”.

It’s true though: as long as you know where to go next, none of the past detours, U-turns, or missed exits, change the fact that you are, NOW, on the fastest route.

FastestRoute

by Ursina Teuscher (PhD), at Teuscher Decision Coaching, Portland OR

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What Are Your Strengths? Review of Two Self-Assessments

I’m featuring two self-assessments here that focus on clarifying what your strengths are: the Clifton StrengthsFinder®, and the VIA Survey.

The Clifton StrengthsFinder® was developed by the Gallup Organization. Based on a lot of interview data, they came up with 34 distinct patterns of strengths, or what they call “talent themes”. The online self-assessment tells individuals which of those “themes” are most pronounced in them. From the perspective of management consulting, the assumption here is that by identifying people’s strengths, an organization’s overall performance can be improved.

The VIA Survey was created by Christopher Peterson and Martin Seligman, well-known researchers in the field of positive psychology. It is designed to identify a person’s profile of character strengths. The inventory informed the Character Strengths and Virtues Handbook (CSV), a counterpart to the Diagnostic and Statistical Manual of Mental Disorders (DSM) used in traditional psychology.

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