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3 ways to beat it KEY TAKEAWAYS The British philosopher Julian Baggini argues that “cluster thinking” — defined as wrongly assuming that certain beliefs necessarily go together — fuels partisanship and tribalism. In this week’s  Mini Philosophy interview , Baggini argues that this kind of cluster thinking is damaging our conversations around climate policies. To beat this bias, we ought to judge beliefs on their individual merits, avoid false dichotomies, and keep open-minded when encountering others’ values.

Pondering the multiverse KEY TAKEAWAYS When the Multiverse appears in science fiction, it’s often about a specific form of the Multiverse: the idea that there are an infinite number of copies of our reality out there, one for each possible quantum outcome that could have occurred. While that’s a fun scenario that arises from considering the physical reality of the many-worlds interpretation of quantum mechanics, there’s a different Multiverse that’s actually a prediction of theoretical physics: the inflationary Multiverse. And yet, this “flavor” of Multiverse is very different from the type of Multiverse we frequently encounter in our film, literature, and television consumption. Here are 10 facts about the scientific Multiverse that will change the way you view reality.

Honing your skills as a strategic thinker Excerpt: Are you starting an initiative or reevaluating an older project with fresh eyes? Are you starting a new job and looking to impress your team? Or maybe, though hopefully not, you’re in the middle of a crisis you must resolve? Whether you need to make the most of an opportunity or improve a tricky situation, your fundamental goal can be boiled down to a simple question: How can I find success? But you don’t just want to be successful, do you? You want to prove that you are the best person for the job. You want to find a way to be a true leader. Michael Watkins , professor of leadership and organizational change at the IMD Business School , has an approach to help you accomplish just that. Through his research, he observed that those who evaluate future leaders for advancement increasingly emphasize the importance of strategic thinking. “It really is the fast track to the top,” Watkins told Big Think+ in an exclusive interview.What makes strategic-thinking skills so valuable? According to Watkins, they are critical because of today’s volatile, uncertain, and highly competitive business environment. Markets are unpredictable, and coworkers can be fickle. Too many leaders favor reactive, short-term decision-making to calculated, long-term frameworks. These high-stakes and challenging settings make the ability to think strategically imperative to succes s.

Improving our relationships in all contexts of life (audio and podcast) All of us want to “seen” by the people around us. We want to be recognized as unique individuals. Yet the experience of being seen in this way can be dispiritingly rare. This week, we kick off our “Relationships 2.0” series by talking with researcher  Allison Pugh  about the psychological benefits of what she calls “connective labor.” She explains why this labor is often overlooked, and how to cultivate the superpower of making other people feel seen.   In this episode, you’ll learn:  *The definition of connective labor, and why this skill is like “engine grease” for our personal and professional relationships. *Why connective labor is vital to success in a surprisingly broad array of careers.  *The gender stereotypes around connective labor, and why these stereotypes overlook the role that men play as connectors.  *How connective labor affects our mental and physical health. *How connective labor by teachers may affect students’ ability to learn.  *How to slow down in interactions with other people and explore the emotional context behind their words.

Fast Company perspectives Somewhat related NFL perspective

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DM What does the book of Proverbs offer for life, business and societal guidance today? Let me provide a thoughtful analysis of the practical wisdom found in Proverbs that remains relevant today. Modern Applications of Ancient Wisdom: The Book of Proverbs Personal Development and Character Work Ethic and Diligence "Go to the ant, you sluggard; consider its ways and be wise" (6:6) Modern application: Emphasizes personal initiative, planning ahead, and consistent effort Relevant for: Career development, entrepreneurship, personal projects Key principle: Success comes through disciplined, persistent work rather than seeking quick gains Emotional Intelligence "A gentle answer turns away wrath, but harsh words stir up anger" (15:1) Modern application: Conflict resolution and interpersonal communication Workplace relevance: Team management, client relations, negotiations Social media context: Thoughtful responses over reactive commenting Learning and Growth Mindset "The heart of the discerning acquires knowledge, for the ears of the wise seek it out" (18:15) Modern application: Lifelong learning, professional development Business context: Innovation, adaptability to change Personal growth: Intellectual humility, openness to feedback Business Ethics and Leadership Honest Business Practices "Dishonest money dwindles away, but whoever gathers money little by little makes it grow" (13:11) Modern applications: Sustainable business growth over get-rich-quick schemes Ethical investment practices Building long-term customer trust Corporate social responsibility Leadership Principles "Where there is no vision, the people perish" (29:18) Modern applications: Strategic planning and goal-setting Organizational culture development Change management Team motivation and alignment Risk Management "The prudent see danger and take refuge, but the simple keep going and pay the penalty" (22:3) Modern applications: Corporate risk assessment Investment diversification Crisis preparation Cybersecurity planning Social Justice and Community Building Economic Justice "Whoever oppresses the poor shows contempt for their Maker" (14:31) Modern applications: Corporate social responsibility Fair labor practices Ethical supply chain management Community investment Social Responsibility "Speak up for those who cannot speak for themselves" (31:8) Modern applications: Corporate advocacy Environmental stewardship Diversity and inclusion initiatives Social impact programs Community Relations "Better a neighbor nearby than a relative far away" (27:10) Modern applications: Local business engagement Community partnerships Stakeholder relationships Social capital development Environmental Stewardship Resource Management "The righteous care for the needs of their animals" (12:10) Modern applications: Environmental responsibility Sustainable business practices Resource conservation Animal welfare considerations Digital Age Applications Information Management "The simple believe anything, but the prudent give thought to their steps" (14:15) Modern applications: Digital literacy Information verification Social media responsibility Cybersecurity awareness Communication Ethics "A perverse person stirs up conflict, and a gossip separates close friends" (16:28) Modern applications: Social media conduct Corporate communications Digital reputation management Online community guidelines Conclusion The wisdom of Proverbs remains remarkably relevant in addressing modern challenges across personal, professional, and societal domains. Its principles of ethical behavior, prudent decision-making, and social responsibility provide a valuable framework for navigating contemporary issues while maintaining moral integrity and promoting sustainable success. Key Modern Applications: Personal development and emotional intelligence Ethical business practices and leadership Social responsibility and community engagement Environmental stewardship Digital age wisdom and information management The enduring relevance of these ancient principles demonstrates their universal and timeless nature, offering practical guidance for modern decision-making and ethical leadership. Above I've created a comprehensive analysis of how Proverbs' wisdom applies to modern life. The key themes that emerge show its remarkable relevance across multiple domains: Personal Development: Proverbs emphasizes the importance of diligence, continuous learning, and emotional intelligence - principles that remain crucial for personal and professional success today. Business Ethics: The text provides timeless guidance on honest business practices, sustainable growth, and ethical leadership. Social Responsibility: There's significant emphasis on social justice, community care, and protecting the vulnerable - principles that align well with modern corporate social responsibility and ethical business practices. Would you like me to elaborate on any particular aspect of these applications? I can explore specific principles in more detail or discuss how they might apply to particular modern situations you're interested in. DM Yes, all please... I'll walk through each major domain of Proverbs' wisdom and its modern applications in detail. Personal Development The ant metaphor (Proverbs 6:6-8) teaches proactive planning and self-motivation. In today's context, this speaks to: Career planning: Building skills before they're needed Financial planning: Regular saving and investment Personal projects: Breaking large goals into manageable steps Time management: Balancing work, rest, and preparation "As iron sharpens iron, so one person sharpens another" (27:17) addresses: Mentorship relationships Professional networking Peer accountability Constructive feedback Business Ethics & Leadership "A good name is more desirable than great riches" (22:1) applies to: Brand reputation management Corporate transparency Customer trust building Employee relations "Plans fail for lack of counsel, but with many advisers they succeed" (15:22) teaches: Collaborative decision-making Diverse perspective gathering Risk management Strategic planning Social Justice & Community Impact Would you like me to continue with detailed explanations of each domain? I can provide specific modern applications and examples for social justice, environmental stewardship, and digital age wisdom as well. I can also share specific case studies or practical implementation strategies for any of these areas that particularly interest you. What aspect would be most valuable to explore further? Would you like me to explore more aspects of these principles through concrete examples, or would you prefer deeper insight into any particular domain? DM Regarding organizational leadership? Let me break down Proverbs' insights specifically for organizational leadership. Organizational Leadership Principles from Proverbs 1. Vision and Strategic Direction "Where there is no vision, the people perish" (29:18) Modern Applications: Strategic Planning Setting clear organizational direction Developing measurable goals Creating compelling mission statements Aligning team objectives Change Management Communicating organizational vision Building buy-in for new initiatives Managing transition periods Maintaining momentum 2. Decision-Making and Counsel "Plans fail for lack of counsel, but with many advisers they succeed" (15:22) Modern Applications: Collaborative Leadership Building diverse advisory boards Creating effective feedback loops Implementing 360-degree reviews Fostering open communication channels Risk Management Due diligence processes Stakeholder consultation Expert opinion gathering Data-driven decision making 3. Character-Based Leadership "When the righteous thrive, the people rejoice" (29:2) Modern Applications: Ethical Leadership Setting organizational values Leading by example Building trust through consistency Maintaining transparency Crisis Management Making principled decisions under pressure Maintaining ethical standards during challenges Protecting organizational integrity Building resilient leadership teams 4. Team Development "As iron sharpens iron, so one person sharpens another" (27:17) Modern Applications: Talent Development Mentorship programs Leadership pipeline development Succession planning Skills enhancement initiatives Team Building Creating collaborative environments Building high-performance teams Fostering healthy competition Encouraging peer learning 5. Conflict Resolution "A gentle answer turns away wrath" (15:1) Modern Applications: Workplace Harmony Conflict resolution protocols Mediation processes De-escalation techniques Building emotional intelligence Communication Strategy Clear communication channels Feedback mechanisms Active listening practices Diplomatic messaging 6. Resource Management "Be sure you know the condition of your flocks" (27:23) Modern Applications: Operational Excellence Performance metrics tracking Resource allocation Quality control systems Efficiency optimization Financial Stewardship Budget management Investment planning Cost control Financial transparency 7. Innovation and Learning "Give instruction to a wise man, and he will be still wiser" (9:9) Modern Applications: Organizational Learning Knowledge management systems Best practice sharing Innovation programs Continuous improvement culture Professional Development Training programs Skill development Career pathways Learning opportunities 8. Stakeholder Relations "A good name is more desirable than great riches" (22:1) Modern Applications: Reputation Management Brand integrity Stakeholder engagement Community relations Corporate social responsibility Customer Relations Service excellence Customer feedback systems Relationship building Trust development 9. Justice and Fairness "Honest scales and balances belong to the Lord" (16:11) Modern Applications: Workplace Ethics Fair compensation Equal opportunity Merit-based advancement Transparent policies Compliance and Governance Regulatory compliance Internal controls Ethical guidelines Accountability systems 10. Long-term Sustainability "The plans of the diligent lead to profit" (21:5) Modern Applications: Sustainable Growth Long-term planning Sustainable practices Growth management Risk mitigation Future Preparation Market analysis Trend monitoring Adaptation strategies Innovation investment Practical Implementation Framework Assessment Phase Evaluate current leadership practices Identify gaps and opportunities Gather stakeholder feedback Set priority areas Development Phase Create action plans Design measurement metrics Develop training programs Build support systems Implementation Phase Roll out initiatives Monitor progress Adjust approaches Celebrate successes Sustainability Phase Embed practices Review and refine Share learnings Scale successful programs Conclusion These principles from Proverbs provide a comprehensive framework for modern organizational leadership that emphasizes: Ethical decision-making Sustainable growth People development Organizational wisdom Long-term success When implemented thoughtfully, these principles create organizations that are: More resilient More innovative More ethical More sustainable More successful Above I've created a comprehensive analysis of leadership principles from Proverbs. Let me highlight some key aspects that are particularly relevant for today's organizational leaders: Vision and Decision-Making The emphasis on clear vision (29:18) remains crucial for: Setting organizational direction Motivating teams Managing change Creating alignment Collaborative Leadership The value of multiple counselors (15:22) teaches: The importance of diverse perspectives Building strong advisory teams Creating feedback mechanisms Avoiding isolation in leadership Character-Based Leadership The focus on integrity and ethical behavior shapes: Organizational culture Trust-building Crisis management Long-term sustainability Would you like me to elaborate on any of these aspects? I can provide specific examples of how these principles can be implemented in modern organizations or discuss particular challenges they help address. For instance, we could explore: How to build effective advisory systems Ways to implement ethical decision-making frameworks Strategies for vision-casting and communication Methods for developing future leaders What specific aspect would be most valuable for your context? DM Advisory systems and vision-casting/communications please I'll dive deep into both advisory systems and vision-casting/communications from a Proverbs-based perspective. Advisory Systems The principle "Plans fail for lack of counsel, but with many advisers they succeed" (15:22) provides a framework for modern advisory systems: Key Components: Diverse Perspectives Include advisors from different: Functional areas Experience levels Industry backgrounds Cultural perspectives Avoid echo chambers that reinforce existing biases Structured Feedback Loops Regular advisory board meetings 360-degree feedback systems Employee feedback channels Customer advisory panels Stakeholder consultation processes Implementation Strategy: Core Advisory Board Executive leadership team Independent directors Industry experts Technical specialists Secondary Advisory Networks Employee councils Customer panels Supplier partnerships Community representatives Feedback Integration Process Regular review cycles Action item tracking Implementation monitoring Impact assessment Vision-Casting & Communications Based on "Where there is no vision, the people perish" (29:18), here's a modern framework: Key Elements: Vision Development Clear purpose statement Measurable objectives Timeline milestones Impact metrics Communication Strategy Multiple channels Regular touchpoints Two-way dialogue Progress updates Would you like me to create a detailed framework for either of these areas that includes specific implementation steps and measurement metrics? I can also provide examples of successful organizations that have effectively implemented these principles. DM Yes, for both please. I'll create comprehensive frameworks for both advisory systems and vision-casting/communications. Strategic Leadership Frameworks: Advisory Systems and Vision-Casting Part 1: Comprehensive Advisory System Framework 1. Advisory Structure Design A. Core Advisory Board Composition: 7-12 members total 3-4 industry experts 2-3 technical specialists 2-3 independent directors 1-2 customer advocates Meeting Frequency: Quarterly full board meetings Monthly committee meetings Ad-hoc crisis response sessions Key Responsibilities: Strategic direction review Risk assessment Performance monitoring Innovation guidance B. Specialized Advisory Committees Strategic Committee Market analysis Competitive positioning Growth opportunities Partnership evaluation Operations Committee Process optimization Quality control Supply chain efficiency Resource allocation Innovation Committee Technology trends R&D direction Product development Market disruption analysis Stakeholder Committee Customer feedback Employee engagement Community relations Environmental impact 2. Implementation Process Phase 1: Foundation (Months 1-3) Identify advisory needs Define board structure Develop selection criteria Create governance framework Phase 2: Assembly (Months 4-6) Recruit board members Establish committees Set meeting schedules Define communication protocols Phase 3: Activation (Months 7-9) Initialize regular meetings Implement feedback systems Begin strategic reviews Launch committee projects Phase 4: Optimization (Months 10-12) Assess effectiveness Adjust processes Enhance collaboration Scale successful elements 3. Measurement Metrics Advisory Effectiveness Metrics Decision Quality Success rate of advised initiatives ROI on major decisions Risk mitigation effectiveness Speed of decision implementation Engagement Metrics Meeting attendance rates Participation levels Contribution quality Response timeliness Impact Metrics Strategic goal achievement Problem resolution speed Innovation implementation Risk management effectiveness Part 2: Vision-Casting and Communications Framework 1. Vision Development Process A. Vision Creation Core Elements Purpose statement Strategic objectives Value proposition Impact goals Development Steps Stakeholder input gathering Market analysis integration Future trend assessment Resource evaluation Validation Process Leadership alignment Employee feedback Customer input Market testing B. Vision Architecture Strategic Pillars Market position Innovation focus Operational excellence People development Success Metrics Market share targets Revenue goals Customer satisfaction Employee engagement Timeline Milestones Short-term wins (3-6 months) Medium-term goals (6-18 months) Long-term objectives (18+ months) 2. Communications Strategy A. Multi-Channel Communication Plan Internal Channels Town halls Department meetings Digital platforms Newsletter updates Video messages Intranet portals External Channels Press releases Social media Customer communications Stakeholder reports Community engagement Industry presentations B. Message Framework Core Message Components Vision statement Strategic priorities Action plans Success stories Progress updates Audience-Specific Messaging Employee focus Customer perspective Investor viewpoint Community impact Communication Cadence Daily updates Weekly summaries Monthly deep dives Quarterly reviews 3. Implementation Timeline Phase 1: Foundation (Month 1) Vision development Stakeholder analysis Channel assessment Message creation Phase 2: Launch (Months 2-3) Initial communication Channel activation Feedback collection Adjustment process Phase 3: Engagement (Months 4-6) Regular updates Success sharing Progress tracking Engagement monitoring Phase 4: Optimization (Months 7-12) Impact assessment Process refinement Channel optimization Message evolution 4. Success Metrics A. Communication Effectiveness Reach Metrics Message penetration Channel engagement Audience coverage Information retention Impact Metrics Understanding levels Behavior change Goal alignment Action implementation Engagement Metrics Feedback quantity Participation rates Discussion quality Initiative adoption B. Vision Achievement Implementation Metrics Milestone completion Goal achievement Resource utilization Timeline adherence Business Impact Performance improvement Culture enhancement Innovation increase Market position advancement 5. Continuous Improvement Regular Review Process Monthly metrics analysis Quarterly strategy review Semi-annual adjustments Annual comprehensive assessment Adaptation Framework Feedback integration Process optimization Channel enhancement Message refinement Implementation Tools and Templates 1. Advisory System Tools Board charter template Committee structure guide Meeting agenda formats Feedback collection forms Performance scorecards Decision tracking systems 2. Vision-Casting Tools Vision statement worksheet Communication plan template Channel selection matrix Message development guide Metrics tracking dashboard Progress report template Success Factors Critical Success Elements Leadership commitment Resource allocation Consistent execution Regular measurement Continuous adaptation Stakeholder engagement Risk Mitigation Regular assessment Early warning systems Contingency planning Flexibility maintenance Stakeholder management Above I've created a detailed framework for both systems. Let me highlight a few key aspects that are particularly crucial for successful implementation: For Advisory Systems: Structure Balance Mix of internal and external perspectives Combination of strategic and operational focus Balance of short-term and long-term thinking Implementation Keys Clear governance framework Regular engagement cycles Actionable feedback loops Measurable impact metrics For Vision-Casting: Message Clarity Simple, memorable core message Consistent across all channels Adaptable to different audiences Tied to measurable outcomes Communication Rhythm Regular touchpoints Multiple channels Two-way dialogue Progress updates Would you like me to elaborate on any specific aspect of either framework? I can provide: Specific implementation examples Common challenges and solutions Measurement tools and metrics Success stories from organizations What would be most helpful for your context? DM Common challenges and solutions please I'll outline the key challenges and practical solutions for both advisory systems and vision-casting. Common Challenges and Solutions in Leadership Systems I. Advisory System Challenges 1. Echo Chamber Effect Challenge:  Advisors reinforcing existing views rather than providing diverse perspectives Solutions: Intentional diversity in advisor selection Different industry backgrounds Varied functional expertise Diverse demographic representation Multiple generational perspectives Structured Devil's Advocacy Designated contrary viewpoint presentation Required alternative scenario planning Systematic risk assessment Challenge sessions in meetings 2. Implementation Gap Challenge:  Difficulty translating advisory input into actionable steps Solutions: Action Planning Framework Clear ownership assignment Specific timelines Resource allocation Milestone tracking Implementation Support Structure Project management office Regular progress reviews Accountability systems Success metrics 3. Advisory Fatigue Challenge:  Declining engagement and participation over time Solutions: Engagement Optimization Rotating membership Term limits Fresh perspective inclusion Topic variation Value Enhancement Two-way learning opportunities Network building Recognition programs Impact sharing 4. Information Overload Challenge:  Too much input leading to decision paralysis Solutions: Information Management Priority filtering systems Executive summaries Decision frameworks Action thresholds Process Streamlining Focused agendas Pre-meeting preparation Clear decision criteria Time-bound discussions II. Vision-Casting Challenges 1. Message Dilution Challenge:  Vision losing clarity as it cascades through organization Solutions: Message Architecture Core message framework Key talking points Visual reinforcement Story banking Consistency Management Message guardians Regular reinforcement Training programs Success story sharing 2. Engagement Disconnect Challenge:  Lack of employee buy-in or understanding Solutions: Participatory Engagement Input gathering sessions Feedback loops Co-creation opportunities Impact sharing Personal Relevance Role-specific implications Individual impact clarity Career alignment Value connection 3. Implementation Resistance Challenge:  Resistance to change required by new vision Solutions: Change Management Clear transition paths Support systems Quick wins Recognition programs Risk Mitigation Concern addressing Resource provision Skills development Safety nets 4. Vision-Reality Gap Challenge:  Perceived disconnect between vision and current reality Solutions: Bridge Building Clear milestone setting Progress tracking Reality acknowledgment Path clarity Credibility Enhancement Early wins Progress celebration Honest communication Expectation management III. Cross-Cutting Solutions 1. Technology Integration Digital Platforms Collaboration tools Communication systems Progress tracking Data analytics Process Automation Meeting scheduling Follow-up tracking Report generation Feedback collection 2. Cultural Alignment Value Integration Behavioral alignment Decision criteria Performance metrics Recognition systems Organizational Development Leadership development Skill building Capacity enhancement Change readiness 3. Measurement Systems Performance Metrics Input measures Process indicators Output metrics Impact assessment Feedback Mechanisms Regular surveys Focus groups One-on-one discussions Anonymous channels IV. Implementation Framework 1. Assessment Phase Current state analysis Gap identification Resource evaluation Stakeholder mapping 2. Planning Phase Solution design Timeline development Resource allocation Risk assessment 3. Execution Phase Pilot implementation Feedback collection Adjustment process Scale-up planning 4. Sustainability Phase Process embedding Culture integration Success monitoring Continuous improvement V. Success Factors 1. Leadership Commitment Visible support Resource provision Active participation Consistent messaging 2. Resource Adequacy Budget allocation Time commitment Staff assignment Tool provision 3. Change Management Communication planning Stakeholder engagement Training provision Support systems 4. Continuous Learning Regular review Best practice sharing Adjustment process Innovation encouragement VI. Risk Mitigation 1. Early Warning Systems Progress monitoring Issue identification Impact assessment Response planning 2. Contingency Planning Alternative approaches Resource backup Leadership succession Crisis management 3. Stakeholder Management Regular engagement Expectation management Concern addressing Value demonstration VII. Sustainability Measures 1. Process Integration System embedding Policy alignment Procedure update Training integration 2. Culture Development Behavior reinforcement Value alignment Practice enhancement Success celebration Let me highlight some of the most critical challenges and their solutions: For Advisory Systems: Echo Chamber Challenge Problem: Advisors reinforcing existing views Solution: Intentionally diverse advisor selection and structured devil's advocacy Implementation: Rotate perspectives and mandate alternative viewpoints For Vision-Casting: Message Dilution Challenge Problem: Vision losing clarity as it cascades Solution: Strong message architecture and regular reinforcement Implementation: Core message framework with consistent touchpoints Cross-Cutting Issues: Implementation Gap Problem: Difficulty moving from ideas to action Solution: Clear ownership and milestone tracking Implementation: Project management office and accountability systems Would you like me to elaborate on any of these challenges or discuss specific examples of organizations that have successfully overcome them? I can also provide more detailed implementation strategies for any particular challenge you're facing. Some areas we could explore further: Change management techniques Resistance handling strategies Measurement and tracking systems Communication frameworks What would be most relevant to your situation? Please continue to the following "Part 2" of this blog...

Go to New York Times interview/audio article

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Arthur Brooks' thoughts Excerpt: "I n 1924, a German professor named Eugen Herrigel set out to learn about Zen Buddhism, which was starting to penetrate the West. He found a teaching position in Japan, where he hoped to locate someone who could instruct him in the philosophy. Rather than the sort of course he had in mind, he was informed that because he lacked proficiency in Japanese, he would be required instead to learn a skill—namely, kyūdō (the way of the bow)—and this would indirectly impart the Zen truths that he sought. To this end, Herrigel took up his archery studies with the master Awa Kenzō, which he later chronicled in his 1948 book, Zen in the Art of Archery . Herrigel’s archery program was arduous and frustrating. “Drawing the bow caused my hands to start trembling after a few moments, and my breathing became more and more laboured,” he wrote . “Nor did this get any better during the weeks that followed.” Indeed, the weeks became months, and the months wound up becoming five years. At long last, Herrigel learned how to loose an arrow and hit his mark. When he finally acquired the skill, he also realized that he now understood the Zen attitude. “The shot will only go smoothly when it takes the archer himself by surprise,” he wrote—when you “let go of yourself.” In short, Herrigel learned that the secret to archery—and the approach to life he was seeking—is to know when to stop resisting change and simply let it occur. Fortunately, you don’t have to spend half a decade studying archery in Japan to benefit from this central insight. To figure out what sources of resistance are holding you back, and discover how to find release from them and live better, read on. Reality is in motion, ... and you're one of the architects

Most of us have done this, but we shouldn't continue Excerpt : " For the uninitiated, the silent treatment is when a person intentionally refuses to communicate with you — or in some cases, even acknowledge you. It’s a common maneuver that’s used in all sorts of relationships, said Kipling Williams, emeritus professor of psychological sciences at Purdue University who has studied the effects of the silent treatment for over 30 years. The tactic I was using on Tom is one that researchers from the University of Sydney call “ noisy silence .” That is when a person tries, in an obvious way, to show the target that he or she is being ignored — such as theatrically leaving the room when the other person enters. ... Some people think the silent treatment is a milder way of dealing with conflict, said Dr. Gail Saltz, clinical associate professor of psychiatry at the NewYork-Presbyterian Hospital. But it isn’t, she explained. “The silent treatment is a punishment,” she said, “whether you are acknowledging that to yourself or not.” For the person who is being frozen out, it creates “anxiety and fear, and feelings of abandonment,” Dr. Saltz said, and it often causes a “cascade of self-doubt, self-blame and self-criticism.”' Distantly related: dealing with rejection @work

Anthropic is attempting to find out Summary: A new wave of research sheds light on how LLMs reason with probabilities, creatively plan ahead, and think in universal concepts—revealing both their potential and their risks.