The Best Persuasive Phrase

Posted on 2013/03/202013/03/21 by Jason Hensel

There’s a great, simple phrase to use for anyone looking to persuade others. In fact, it’s so easy it’s hard to believe it isn’t used more often (then again, it might lose its power). The phrase is, “But you are free.”

PSYBlog explains it:

This simple approach is all about reaffirming people’s freedom to choose. When you ask someone to do something, you add on the sentiment that they are free to choose.

By reaffirming their freedom you are indirectly saying to them: I am not threatening your right to say no. You have a free choice.

The exact words used are not especially important. The studies have shown that using the phrase “But obviously do not feel obliged,” worked just as well as “but you are free”.

What is important is that the request is made face-to-face: the power of the technique drops off otherwise. Even over email, though, it does still have an effect, although it is somewhat reduced.

I’ve always believed that freedom is the best way to keep someone. Consider this: If someone gave you complete freedom to do what you want, wouldn’t you stay with that person as opposed to being controlled by someone else? Autonomy is an amazing aphrodisiac.

Give it a shot. Include “but you are free” when putting up a persuasive argument, and let me know in the comments how it worked for you.

(h/t to Farnam Street. Image via Flickr: AskMeAboutLoom/Creative Commons.)

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Facebook Use Can Increase Cognitive Performance

Posted on 2013/03/202013/03/20 by Jason Hensel

Jokes about elderly people using technology are plentiful. Yes, it can be humorous to tease those that have a hard time with technology. But the truth is that there are benefits if the elderly (really, any age) are willing to learn something new. Let’s take Facebook, for instance.

Janelle Wohltmann, a psychology graduate student at the University of Arizona, found that people over the age of 65 who learned to use Facebook saw an increase in cognitive performance and became more connected socially.

Yes, you read that correctly. Being connected socially increases cognitive skills. The kicker is that it doesn’t necessarily have to be a face-to-face connection.

“The idea evolved from two bodies of research,” Wohltmann said. “One, there is evidence to suggest that staying more cognitively engaged – learning new skills, not just becoming a couch potato when you retire but staying active – leads to better cognitive performing. It’s kind of this ‘use it or lose it’ hypothesis.

“There’s also a large body of literature showing that people who are more socially engaged, are less lonely, have more social support and are more socially integrated are also doing better cognitively in older age,” she continued.

More research is needed to determine if Facebook’s social aspect truly contributed to better cognitive performances. Still, Wohltmann feels that the site’s complex interaction is a key component in boosting cognitive behaviors.

“The Facebook interface is actually quite complex,” she said. “The big difference between the online diary and Facebook is that when you create a diary entry, you create the entry, you save it and that’s all you see, versus if you’re on Facebook, several people are posting new things, so new information is constantly getting posted.

“You’re seeing this new information coming in, and you need to focus on the new information and get rid of the old information, or keep it in mind if you want to go back and reference it later, so you have to constantly update what’s there in your attention,” she continued.

This gives hope to anyone that isn’t able to get out and meet people, either by situation or choice. If you can be social online, then you can boost your cognitive abilities. And I’m sure this can expand to include anyone who plays games such as Call of Duty, where you’re playing alongside or against other players.

No, this doesn’t take away from the value of face-to-face interaction and its many benefits, but it does show that our brains can clearly define “social” in more ways than we usually allow in our minds.

(Story materials from the University of Arizona/Alexis Blue. Image via Flickr: Sean Dreilinger/Creative Commons.)

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How an Us-Versus-Them Attitude is Key to Motivation

Posted on 2013/03/182013/03/19 by Jason Hensel

I’m very competitive. Now, I can be a good sport about losing (most of the time), but if I’m told I can’t do something, or that I’m bad at an activity, then I’m dead set to prove the person wrong.

This drive to prove another wrong is something recently studied by researchers at the University of Exeter, Amherst College, and the University of Stirling. In their study, they found that people increase performances after receiving external criticisms in an effort to prove critics wrong.

“Careful management of performance following failure is of key importance in a range of areas such as sport and business,” said lead author Dr. Tim Rees of Sport and Health Sciences at the University of Exeter. “The study shows that simple, low cost, measures that exploit the effects of intergroup dynamics can reverse downward performance spirals by encouraging a ‘them and us’ mentality.”

Study participants threw darts blindfolded and then received feedback from a university researcher or an external researcher. Participants who received feedback from the university researcher acted on what they heard: if it was bad, they threw badly during the next attempt; if it was good, they had better aim. However, feedback from external researchers was a different story. Praise from them did not help, and criticism caused them to want to prove the external researchers wrong.

“Downward performance spirals can be readily observed in every domain of human performance,” said co-author Jessica Salvatore of Amherst College. “Our research shows that the ‘us-versus-them’ mindset isn’t always a destructive force – sometimes it can be the key to re-motivating yourself and turning your performance around.”

“The research not only highlights ways to improve performance but also demonstrates the positive and negative impact that encouragement and criticism from fellow group members can have,” said co-author Pete Coffee from the University of Stirling. “This work points to the need for people like sports coaches and business leaders to think carefully about the way they deliver performance-related feedback.”

Now that you know one of my motivation secrets, please let me know one of yours. How does criticism affect your performance?

(Story materials from the University of Exeter. Image via Flickr: Morgan Rindengan/Creative Commons.)

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Chew on This

Posted on 2013/03/08 by Jason Hensel

Here’s some news to chew on.

According to a new study from Cardiff University, chewing gum can help you stay focused on long tasks. The researchers used an audio task and short-term memory recall to determine if chewing gum would help with concentration.

The study involved 38 participants being split in to two groups. Both groups completed a 30 minute audio task that involved listening to a list of numbers from 1-9 being read out in a random manner.

Participants were scored on how accurately and quickly they were able to detect a sequence of odd-even-odd numbers, such as 7-2-1. Participants also completed questionnaires on their mood both before and after the task.

Results showed that the gum chewers had quicker reaction times and better results compared to participants who didn’t chew gum. And even though the non-chewers started off better in the task, the chewers overtook them by the end.

(Story materials from Cardiff University. Image via Threadless.)

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Passivity Kills Face-to-Face Meetings

Posted on 2013/03/052013/03/06 by Jason Hensel

I work in an industry that places a high value on face-to-face interactions, which made me more attuned to Amanda Palmer‘s recent TED talk, “The Art of Asking.” What struck me was the natural notion of making a human connection to receive and give.

“…through the very act of asking people, I’d connected with them, and when you connect with them, people want to help you” she said.

In the industry I’m in, this is most often accomplished through a format called an “un-conference.” Basically, people gather in small groups to discuss problems and search for solutions to challenges. As you can guess, it’s quite popular, primarily because it’s interactive and because of the face-to-face networking.

That networking is nothing, though, if you’re afraid to ask for help. I think that’s why smaller groups work so well. A large, lecture-style situation is intimidating, whereas, a small group gathering is comforting.

Technology is helping this process, Palmer says. Sure, we may be part of a large group, but the weird thing is that we can feel connected more than ever using the Internet. Maybe it’s just me; I feel like I have more of a chance of communication with a celebrity (use that term loosely) through social media than I do at a huge event.

“Celebrity is about a lot of people loving you from a distance, but the Internet and the content that we’re freely able to share on it are taking us back,” Palmer said. “It’s about a few people loving you up close and about those people being enough.”

Technology can only go so far. It’s a means to an end, and that destination is face-to-face interaction.

“Now, the online tools to make the exchange as easy and as instinctive as the street, they’re getting there,” Palmer said. “But the perfect tools aren’t going to help us if we can’t face each other and give and receive fearlessly, but more important, to ask without shame.”

This brings me to my main point: There’s no reason to meet face-to-face if we’re passive in our interactions. The days of lecture learning are waning. We’re not going to solve problems, find solutions, or change directions if we’re just sitting, nodding our heads and crossing our arms. To me, that’s Palmer’s main point. Even if she is focusing on music, the overall soul of her speech is about enacting change in giver and receiver. That can’t be accomplished by one party being passive. Both need to be active.

Please watch her TED talk, and let me know what you think about it in the comments below

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Do You Know What’s Expected of You at Work?

Posted on 2013/02/252013/02/26 by Jason Hensel

A new study from Florida State University shows that less than 20 percent of employees feel certain they know what is expected of them at work. The majority of respondents reported different levels of accountability, anywhere from “some” to “complete” ambiguity.

Assessing more than 750 blue- and white-collar workers in a variety of jobs, the researchers asked first how many employees don’t know what they’re accountable for, and second, what work was like for those who knew what was expected of them compared to those who didn’t. There were considerable differences between those who knew and those who didn’t.

For example, employees uncertain of work expectations reported:

60 percent higher levels of mistrust with leadership as it relates to communication.
50 percent higher levels of overall work frustration.
45 percent less control regarding the best way to complete their work.
40 percent higher levels of work overload.
35 percent fewer work accomplishments to the organization.
33 percent less social and resource support from one’s immediate supervisor.
33 percent greater likelihood of searching for a new job within the next year.
25 percent more job neglect (slacking off, slowing down).

“When employees aren’t sure what’s expected of them, the results simply just cannot be positive, especially when the complexity of work and the pace of change is taken into consideration,” said research associate Allison Batterton.

The reason workers don’t understand what’s expected of them is because of management’s failure to be forthcoming and proactive with communication, most employees say.

“It seems the more that communication is needed, the less likely it is provided — no wonder so many employees feel completely lost at work these days,” said Wayne Hochwarter, the Jim Moran Professor of Business Administration in Florida State University’s College of Business.

The researchers offered four tips to deal with accountability issues:

Set up a formal communication system using the most current and user-friendly technology, and make sure all employees are able to use it effectively.
Make employee accountability part of both the supervisor’s and employee’s performance evaluation.
Develop informal accountability networks (i.e., buddy system) that allow employees real-time access to information needed to effectively focus attention on tasks considered most important for that particular day (or hour).
Make accountability proactive rather than reactive.

“Most employees want to do a good job and contribute to their organization,” Hochwarter said. “Perhaps it’s overly simplistic, but this can only take place when employees know what’s expected. Sadly, many do not, and the situation appears to be getting worse rather than better.”

Do you know what’s expected of you at work?

(Story materials from Florida State University/Barbara Ash. Image via Flickr: DailyM/Creative Commons.)

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Adaptability Linked to Staff Retention

Posted on 2013/02/222013/02/22 by Jason Hensel

Interests change over the course of a career. What you’re passionate about now, you may hate a year later. This change of focus shouldn’t be viewed negatively, though. It’s actually a sign of adaptability, and it should be considered in job evaluations, according to a study from the University of Toronto’s Rotman School of Management and published in Human Performance.

The study looked at statistics from professional basketball players for its data and conclusions.

Researchers assessed data on more than 700 members of the NBA to see how players shifted their focus on different on-court skills and tasks over several years. A player displaying high performance scoring baskets in one season might show a shift in focus towards rebounding missed shots in another season. That could be because they were responding to a shift in their team’s needs and/or a change in their coach’s instructions.

Researchers found that about 10 percent of players refocused their efforts over time and were more likely to play again for the league in the next season. The findings support the idea that refocusing among job tasks is an important component of employee adaptability and should be a part of overall performance assessments. As well, they suggest that adaptability is linked to staff retention.

“Our paper is drawing attention to the measurement of performance, that refocusing is something that’s important in the workplace, exists in the workplace, and for organizations to think about it as part of the job, ” said Maria Rotundo, a professor at the Rotman School.

Rotundo is aware of the differences between sports and workplaces.

But “there are parallels,” too, she says, including the fact that NBA athletes are focused on a goal and must work together as a team to achieve it as they confront the different opponents. In the same way, employees in a company must work together to face market competitors and achieve their company’s goals. And just like basketball players who go through changes in their team’s make-up, many workplace staff must adapt to changes brought on by restructuring or the adoption of new technologies, requiring a refocus in their job’s tasks.

How easily do you adapt to changes in the workplace? Does your focus change year over year?

(Story materials from University of Toronto’s Rotman School of Management. Image via Flickr: Keith Allison / Creative Commons.)

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Mediocre Managers Damage Staff Engagement

Posted on 2013/02/152013/02/16 by Jason Hensel

Imagine a Michael Scott (or if you like, David Brent) type of boss. Some of you may prefer him. Others may feel he’s a bit much. But would you rather work under his personality or a boss whose personality is mediocre?

According to new research from Kingston University in London, England, mediocre managers are just as bad as the Michael Scotts of the world.

A survey of 500 employees and 120 managers found that not owning up to mistakes, relaying stress, and telling rather than consulting with staff were some of the most harmful actions of mediocre managers. The researchers found that these types of behaviors eroded staff motivation and well-being.

“Many people will at some time in their working lives have been managed by someone whose over-the-top behavior [such as] telling offensive jokes and cultivating ‘teachers’ pets’ highlighted a lack of self-awareness and a major inability to manage people,” said Dr. Rachel Lewis, a lecturer at Kingston Business School. “However, our findings demonstrate that it’s actually the less obvious, mediocre managers who too often ‘fly under the radar’ in organizations, that may inadvertently cause stress and could actually be just as damaging to staff engagement over time.”

The research shows that, in order to get the best out of employees, managers should

Handle pressure with calmness
Take responsibility when things go wrong
Get to know staff as individuals
Be invested in an employee’s career development
Ask employees if they are OK

“The aim of this research is to support human resources departments, employers and managers by providing a behavioral framework that identifies what managers need to do in order to create long-lasting employee effectiveness,” Lewis said. “The framework can be used to support managers in developing the core people management skills to enable them to get their teams motivated and working at a consistently high level.”

(Story materials from Kingston University.)

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What It Takes to Persuade People

Posted on 2013/02/082013/02/08 by Jason Hensel

It’s Friday, and I feel like watching online videos. This is a really good one that explains, via Aristotle, what it takes to persuade people. I don’t want to give away the video’s content, but get ready to learn three means of persuasion. Don’t worry, it’s easy learning.

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The Real World Effects of Facebook Unfriending

Posted on 2013/02/072013/02/07 by Jason Hensel

I’ve never understood why people choose to crop their list of friends on Facebook. Sometimes, I’ll see statements like, “If you see this message, congratulations, you made the cut.” It makes me wonder if I really want to associate with someone who willy-nilly cuts friends out of his life.

Sure, I understand deleting friends because of personality issues. Deleting friends “just because”, though, is petty. It also can have real-world consequences.

A new study from the University of Colorado Denver shows that 40 percent of people surveyed would avoid anyone in real life that deleted them from a friends list on Facebook.

“The cost of maintaining online relationships is really low, and in the real world, the costs are higher,” said study author Christopher Sibona, a doctoral student in the Computer Science and Information Systems program at the University of Colorado Denver Business School. “In the real world, you have to talk to people, go see them to maintain face-to-face relationships. That’s not the case in online relationships.”

Sibona says that when a friendship ends in real life, it usually just fades away. It’s more abrupt on Facebook.

“Since it’s done online there is an air of unreality to it but in fact there are real life consequences,” he said. “We are still trying to come to grips as a society on how to handle elements of social media. The etiquette is different and often quite stark.”

Sibona conducted a study in 2010 on why people delete friends. He found four main reasons.

Frequent, unimportant posts.
Polarizing posts usually about politics or religion.
Inappropriate posts involving sexist, racist remarks
Boring everyday life posts about children, food, spouses etc.

He says that when people are socially excluded in real life, they experience lower self-esteem, depressed moods, and loneliness.

“People who are unfriended may face similar psychological effects…because unfriending may be viewed as a form of social exclusion,” Sibona said. “The study makes clear that unfriending is meaningful and has important psychological consequences for those to whom it occurs.”

Remember that the next time you get a hankering to chop down your friends list. You’re doing more damage than you think.

(Story materials from the University of Colorado Denver / David Kelly. Image via Flickr: Gina Trapani / Creative Commons.)

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Sunny, Flirty Days

Posted on 2013/01/282013/01/30 by Jason Hensel

When single, I conducted most of my flirting late at night in dark bars after a few drinks to stimulate courage. Any other time and I was a complete mute.

Perhaps, though, I should have attempted to flirt in the daytime, specifically when it’s sunny. According to a new study, women are more receptive and offer their phone numbers more often when approached during a sunny day.

“In a field quasi-experiment, 18–25-year-old women walking alone in the street were approached by an attractive 20-year-old male confederate who solicited them for their phone numbers,” Nicolas Guéguen wrote in the study‘s abstract. “The women were solicited on days that were evaluated as being either sunny or cloudy but care was taken to control for temperature and not to solicit participants when it rained. It was found that women agreed more often to the confederate’s courtship solicitation on the sunny days.”

Caution, though. The sunny day may have put the women in a better mood or caused more confidence in the men. Seriously, who wants to flirt when it’s overcast and rainy outside? Just go to a bar (and flirt there!).

Guéguen also offers another caveat: France.

“In this study, we examined the receptivity of women to a courtship request by a man because it was conducted in France where men traditionally approach women in romantic relationships,” he wrote.

Wait. Is he suggesting that French women are more open to extracurricular activities outside a steady relationship?

(Image via Flickr: Andy Cross / Creative Commons)

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Exhausted Women are Hypersensitive to Sound

Posted on 2013/01/25 by Jason Hensel

FYI, guys, if an exhausted woman is stressed out, keep the noise level to a minimum.

According a study from Karolinska Institutet and Stockholm University’s Stress Research Institute, women suffering from stress-related exhaustion show hypersensitivity to sounds.

The study exposed 208 women and 140 men, ages 23 to 71–all emotionally exhausted–to five minutes of physical stress, such as hands in ice, mental stress tests, and observational stress.

The researchers found that exhausted women found sounds–some as low as 60 decibel (level of normal conversation)–more uncomfortably loud than non-exhausted women. The same results were found in men, but the differences weren’t statistically significant. The researchers say that there was no difference in sensitivity to sounds between the groups before the stress exposure.

“When you are hypersensitive to sound, some normal sounds, such as the rattle of cutlery or the sound of a car engine, can feel ear-piercing,” said Dan Hasson, associate professor at Karolinska Institutet’s Department of Physiology and Pharmacology and affiliated with Stockholm University’s Stress Research Institute. “Given how common it is for people to work in environments with different kinds of disturbing sounds, this hypersensitivity can be really disabling for certain individuals.”

Do sounds disable you when you’re exhausted?

(Image via Flickr: Steve Hall / Creative Commons)

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