Sublime

b. Can we train our people better than the competition in a variety of technical or “counseling” skills so that they will be more valuable

In the summer of 1971, Zimbardo took healthy Stanford students, assigned them roles as either “guards” or “inmates,” and locked them in a makeshift “prison” in the basement of Stanford University. In just days, the “prisoners” began to demonstrate symptoms of depression and extreme stress, while the “guards” began to act cruel and sadistic (the exp

Labor economist Kirabo Jackson has demonstrated that even the dreaded administrative headache known as “teacher turnover” captures the value of informed switching. He found that teachers are more effective at improving student performance after they switch to a new school, and that the effect is not explained by switching to higher-achieving school

the so-called Big Five traits: Introversion-Extroversion; Agreeableness; Openness to Experience; Conscientiousness; and Emotional Stability. (Many personality psychologists believe that human personality can be boiled down to these five characteristics.)

Julius Wagner-Jauregg was a 19th-century psychiatrist with two unique skills: He was good at recognizing patterns, and what others saw as “crazy” he found merely “bold.”

As a social scientist, I started with the data: randomized experiments, longitudinal studies, and meta-analyses (studies of studies) that quantify cumulative results.

Rain Man and A Beautiful Mind, when it comes to autism and schizophrenia. In his book The Man Who Mistook His Wife for a Hat

the most useful mental model I have found to help understand what makes people tick is the one Barondes describes in his book. The model is called the “Big Five” or OCEAN: open-minded, conscientious, extroverted, agreeable, neurotic. The academics who developed the model clumped every English adjective that could be used to describe someone into ca