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By the end of World War II, however, American corporations were facing severe talent shortages. Their senior executives were growing old, and a dearth of hiring from the Depression through the war had resulted in a shortfall of able, well-trained managers. Finding people who had the potential to rise quickly through the ranks became an overriding preoccupation of American businesses. They began to devise a formal hiring-and-management system based in part on new studies of human behavior, and in part on military techniques developed during both world wars, when huge mobilization efforts and mass casualties created the need to get the right people into the right roles as efficiently as possible. By the 1950s, it was not unusual for companies to spend days with young applicants for professional jobs, conducting a battery of tests, all with an eye toward corner-office potential.

But companies abandoned their hard-edged practices for another important reason: many of their methods of evaluation turned out not to be very scientific.

this regime, so widespread in corporate America at mid-century, had almost disappeared by 1990. “I think an HR person from the late 1970s would be stunned to see how casually companies hire now,”

Many factors explain the change, he said, and then he ticked off a number of them: Increased job-switching has made it less important and less economical for companies to test so thoroughly. A heightened focus on short-term financial results has led to deep cuts in corporate functions that bear fruit only in the long term. The Civil Rights Act of 1964, which exposed companies to legal liability for discriminatory hiring practices, has made HR departments wary of any broadly applied and clearly scored test that might later be shown to be systematically biased.

about a quarter of the country’s corporations were using similar tests to evaluate managers and junior executives, usually to assess whether they were ready for bigger roles.

He has encouraged the company’s HR executives to think about applying the games to the recruitment and evaluation of all professional workers.

Knack makes app-based video games, among them Dungeon Scrawl, a quest game requiring the player to navigate a maze and solve puzzles, and Wasabi Waiter, which involves delivering the right sushi to the right customer at an increasingly crowded happy hour. These games aren’t just for play: they’ve been designed by a team of neuroscientists, psychologists, and data scientists to suss out human potential. Play one of them for just 20 minutes, says Guy Halfteck, Knack’s founder, and you’ll generate several megabytes of data, exponentially more than what’s collected by the SAT or a personality test. How long you hesitate before taking every action, the sequence of actions you take, how you solve problems—all of these factors and many more are logged as you play, and then are used to analyze your creativity, your persistence, your capacity to learn quickly from mistakes, your ability to prioritize, and even your social intelligence and personality. The end result, Halfteck says, is a high-resolution portrait of your psyche and intellect, and an assessment of your potential as a leader or an innovator.

When the results came back, Haringa recalled, his heart began to beat a little faster. Without ever seeing the ideas, without meeting or interviewing the people who’d proposed them, without knowing their title or background or academic pedigree, Knack’s algorithm had identified the people whose ideas had panned out. The top 10 percent of the idea generators as predicted by Knack were in fact those who’d gone furthest in the process.

What Knack is doing, Haringa told me, “is almost like a paradigm shift.” It offers a way for his GameChanger unit to avoid wasting time on the 80 people out of 100—nearly all of whom look smart, well-trained, and plausible on paper—whose ideas just aren’t likely to work out.

Aptitude, skills, personal history, psychological stability, discretion, loyalty—companies at the time felt they had a need (and the right) to look into them all. That ambit is expanding once again, and this is undeniably unsettling. Should the ideas of scientists be dismissed because of the way they play a game? Should job candidates be ranked by what their Web habits say about them? Should the “data signature” of natural leaders play a role in promotion? These are all live questions today, and they prompt heavy concerns: that we will cede one of the most subtle and human of skills, the evaluation of the gifts and promise of other people, to machines; that the models will get it wrong; that some people will never get a shot in the new workforce.

scoring distance from work could violate equal-employment-opportunity standards. Marital status? Motherhood? Church membership? “Stuff like that,” Meyerle said, “we just don’t touch”—at least not in the U.S., where the legal environment is strict. Meyerle told me that Evolv has looked into these sorts of factors in its work for clients abroad, and that some of them produce “startling results.”

consider the alternative. A mountain of scholarly literature has shown that the intuitive way we now judge professional potential is rife with snap judgments and hidden biases, rooted in our upbringing or in deep neurological connections that doubtless served us well on the savanna but would seem to have less bearing on the world of work.

We may like to think that society has become more enlightened since those days, and in many ways it has, but our biases are mostly unconscious, and they can run surprisingly deep. Consider race. For a 2004 study called “Are Emily and Greg More Employable Than Lakisha and Jamal?,” the economists Sendhil Mullainathan and Marianne Bertrand put white-sounding names (Emily Walsh, Greg Baker) or black-sounding names (Lakisha Washington, Jamal Jones) on similar fictitious résumés, which they then sent out to a variety of companies in Boston and Chicago. To get the same number of callbacks, they learned, they needed to either send out half again as many résumés with black names as those with white names, or add eight extra years of relevant work experience to the résumés with black names.

a sociologist at Northwestern, spent parts of the three years from 2006 to 2008 interviewing professionals from elite investment banks, consultancies, and law firms about how they recruited, interviewed, and evaluated candidates, and concluded that among the most important factors driving their hiring recommendations were—wait for it—shared leisure interests.

Lacking “reliable predictors of future performance,” Rivera writes, “assessors purposefully used their own experiences as models of merit.” Former college athletes “typically prized participation in varsity sports above all other types of involvement.” People who’d majored in engineering gave engineers a leg up, believing they were better prepared.

the prevailing system of hiring and management in this country involves a level of dysfunction that should be inconceivable in an economy as sophisticated as ours. Recent survey data collected by the Corporate Executive Board, for example, indicate that nearly a quarter of all new hires leave their company within a year of their start date, and that hiring managers wish they’d never extended an offer to one out of every five members on their team

In the late 1990s, as these assessments shifted from paper to digital formats and proliferated, data scientists started doing massive tests of what makes for a successful customer-support technician or salesperson. This has unquestionably improved the quality of the workers at many firms.

In 2010, however, Xerox switched to an online evaluation that incorporates personality testing, cognitive-skill assessment, and multiple-choice questions about how the applicant would handle specific scenarios that he or she might encounter on the job. An algorithm behind the evaluation analyzes the responses, along with factual information gleaned from the candidate’s application, and spits out a color-coded rating: red (poor candidate), yellow (middling), or green (hire away). Those candidates who score best, I learned, tend to exhibit a creative but not overly inquisitive personality, and participate in at least one but not more than four social networks, among many other factors. (Previous experience, one of the few criteria that Xerox had explicitly screened for in the past, turns out to have no bearing on either productivity or retention

When Xerox started using the score in its hiring decisions, the quality of its hires immediately improved. The rate of attrition fell by 20 percent in the initial pilot period, and over time, the number of promotions rose. Xerox still interviews all candidates in person before deciding to hire them, Morse told me, but, she added, “We’re getting to the point where some of our hiring managers don’t even want to interview anymore”

Gone are the days, Ostberg told me, when, say, a small survey of college students would be used to predict the statistical validity of an evaluation tool. “We’ve got a data set of 347,000 actual employees who have gone through these different types of assessments or tools,” he told me, “and now we have performance-outcome data, and we can split those and slice and dice by industry and location.”

Evolv’s tests allow companies to capture data about everybody who applies for work, and everybody who gets hired—a complete data set from which sample bias, long a major vexation for industrial-organization psychologists, simply disappears. The sheer number of observations that this approach makes possible allows Evolv to say with precision which attributes matter more to the success of retail-sales workers (decisiveness, spatial orientation, persuasiveness) or customer-service personnel at call centers (rapport-building)

There are some data that Evolv simply won’t use, out of a concern that the information might lead to systematic bias against whole classes of people

the idea that hiring was a science fell out of favor. But now it’s coming back, thanks to new technologies and methods of analysis that are cheaper, faster, and much-wider-ranging than what we had before

what most excites him are the possibilities that arise from monitoring the entire life cycle of a worker at any given company.

Now the two companies are working together to marry pre-hire assessments to an increasing array of post-hire data: about not only performance and duration of service but also who trained the employees; who has managed them; whether they were promoted to a supervisory role, and how quickly; how they performed in that role; and why they eventually left.

What begins with an online screening test for entry-level workers ends with the transformation of nearly every aspect of hiring, performance assessment, and management.

I turned to Sandy Pentland, the director of the Human Dynamics Laboratory at MIT. In recent years, Pentland has pioneered the use of specialized electronic “badges” that transmit data about employees’ interactions as they go about their days. The badges capture all sorts of information about formal and informal conversations: their length; the tone of voice and gestures of the people involved; how much those people talk, listen, and interrupt; the degree to which they demonstrate empathy and extroversion; and more. Each badge generates about 100 data points a minute.

he tried the badges out on about 2,500 people, in 21 different organizations, and learned a number of interesting lessons. About a third of team performance, he discovered, can usually be predicted merely by the number of face-to-face exchanges among team members. (Too many is as much of a problem as too few.) Using data gathered by the badges, he was able to predict which teams would win a business-plan contest, and which workers would (rightly) say they’d had a “productive” or “creative” day. Not only that, but he claimed that his researchers had discovered the “data signature” of natural leaders, whom he called “charismatic connectors” and all of whom, he reported, circulate actively, give their time democratically to others, engage in brief but energetic conversations, and listen at least as much as they talk.

His group is developing apps to allow team members to view their own metrics more or less in real time, so that they can see, relative to the benchmarks of highly successful employees, whether they’re getting out of their offices enough, or listening enough, or spending enough time with people outside their own team.

Torrents of data are routinely collected by American companies and now sit on corporate servers, or in the cloud, awaiting analysis. Bloomberg reportedly logs every keystroke of every employee, along with their comings and goings in the office. The Las Vegas casino Harrah’s tracks the smiles of the card dealers and waitstaff on the floor (its analytics team has quantified the impact of smiling on customer satisfaction). E‑mail, of course, presents an especially rich vein to be mined for insights about our productivity, our treatment of co-workers, our willingness to collaborate or lend a hand, our patterns of written language, and what those patterns reveal about our intelligence, social skills, and behavior.

people analytics will ultimately have a vastly larger impact on the economy than the algorithms that now trade on Wall Street or figure out which ads to show us. He reminded me that we’ve witnessed this kind of transformation before in the history of management science. Near the turn of the 20th century, both Frederick Taylor and Henry Ford famously paced the factory floor with stopwatches, to improve worker efficiency.

“The quantities of data that those earlier generations were working with,” he said, “were infinitesimal compared to what’s available now. There’s been a real sea change in the past five years, where the quantities have just grown so large—petabytes, exabytes, zetta—that you start to be able to do things you never could before.”

People analytics will unquestionably provide many workers with more options and more power. Gild, for example, helps companies find undervalued software programmers, working indirectly to raise those people’s pay. Other companies are doing similar work. One called Entelo, for instance, specializes in using algorithms to identify potentially unhappy programmers who might be receptive to a phone cal

He sees it not only as a boon to a business’s productivity and overall health but also as an important new tool that individual employees can use for self-improvement: a sort of radically expanded The 7 Habits of Highly Effective People, custom-written for each of us, or at least each type of job, in the workforce.

the most exotic development in people analytics today is the creation of algorithms to assess the potential of all workers, across all companies, all the time.

The way Gild arrives at these scores is not simple. The company’s algorithms begin by scouring the Web for any and all open-source code, and for the coders who wrote it. They evaluate the code for its simplicity, elegance, documentation, and several other factors, including the frequency with which it’s been adopted by other programmers. For code that was written for paid projects, they look at completion times and other measures of productivity. Then they look at questions and answers on social forums such as Stack Overflow, a popular destination for programmers seeking advice on challenging projects. They consider how popular a given coder’s advice is, and how widely that advice ranges.

The algorithms go further still. They assess the way coders use language on social networks from LinkedIn to Twitter; the company has determined that certain phrases and words used in association with one another can distinguish expert programmers from less skilled ones. Gild knows these phrases and words are associated with good coding because it can correlate them with its evaluation of open-source code, and with the language and online behavior of programmers in good positions at prestigious companies.

having made those correlations, Gild can then score programmers who haven’t written open-source code at all, by analyzing the host of clues embedded in their online histories. They’re not all obvious, or easy to explain. Vivienne Ming, Gild’s chief scientist, told me that one solid predictor of strong coding is an affinity for a particular Japanese manga site.

Gild’s CEO, Sheeroy Desai, told me he believes his company’s approach can be applied to any occupation characterized by large, active online communities, where people post and cite individual work, ask and answer professional questions, and get feedback on projects. Graphic design is one field that the company is now looking at, and many scientific, technical, and engineering roles might also fit the bill. Regardless of their occupation, most people leave “data exhaust” in their wake, a kind of digital aura that can reveal a lot about a potential hire.

professionally relevant personality traits can be judged effectively merely by scanning Facebook feeds and photos. LinkedIn, of course, captures an enormous amount of professional data and network information, across just about every profession. A controversial start-up called Klout has made its mission the measurement and public scoring of people’s online social influence.

Mullainathan expressed amazement at how little most creative and professional workers (himself included) know about what makes them effective or ineffective in the office. Most of us can’t even say with any certainty how long we’ve spent gathering information for a given project, or our pattern of information-gathering, never mind know which parts of the pattern should be reinforced, and which jettisoned. As Mullainathan put it, we don’t know our own “production function.”

Over time, better job-matching technologies are likely to begin serving people directly, helping them see more clearly which jobs might suit them and which companies could use their skills. In the future, Gild plans to let programmers see their own profiles and take skills challenges to try to improve their scores. It intends to show them its estimates of their market value, too, and to recommend coursework that might allow them to raise their scores even more. Not least, it plans to make accessible the scores of typical hires at specific companies, so that software engineers can better see the profile they’d need to land a particular job

Knack, for its part, is making some of its video games available to anyone with a smartphone, so people can get a better sense of their strengths, and of the fields in which their strengths would be most valued. (Palo Alto High School recently adopted the games to help students assess careers.) Ultimately, the company hopes to act as matchmaker between a large network of people who play its games (or have ever played its games) and a widening roster of corporate clients, each with its own specific profile for any given type of job.

When I began my reporting for this story, I was worried that people analytics, if it worked at all, would only widen the divergent arcs of our professional lives, further gilding the path of the meritocratic elite from cradle to grave, and shutting out some workers more definitively. But I now believe the opposite is likely to happen, and that we’re headed toward a labor market that’s fairer to people at every stage of their careers

For decades, as we’ve assessed people’s potential in the professional workforce, the most important piece of data—the one that launches careers or keeps them grounded—has been educational background: typically, whether and where people went to college, and how they did there. Over the past couple of generations, colleges and universities have become the gatekeepers to a prosperous life. A degree has become a signal of intelligence and conscientiousness, one that grows stronger the more selective the school and the higher a student’s GPA, that is easily understood by employers, and that, until the advent of people analytics, was probably unrivaled in its predictive powers.

the limitations of that signal—the way it degrades with age, its overall imprecision, its many inherent biases, its extraordinary cost—are obvious. “Academic environments are artificial environments,” Laszlo Bock, Google’s senior vice president of people operations, told The New York Times in June. “People who succeed there are sort of finely trained, they’re conditioned to succeed in that environment,” which is often quite different from the workplace.

because one’s college history is such a crucial signal in our labor market, perfectly able people who simply couldn’t sit still in a classroom at the age of 16, or who didn’t have their act together at 18, or who chose not to go to graduate school at 22, routinely get left behind for good. That such early factors so profoundly affect career arcs and hiring decisions made two or three decades later is, on its face, absurd.

I spoke with managers at a lot of companies who are using advanced analytics to reevaluate and reshape their hiring, and nearly all of them told me that their research is leading them toward pools of candidates who didn’t attend college—for tech jobs, for high-end sales positions, for some managerial roles. In some limited cases, this is because their analytics revealed no benefit whatsoever to hiring people with college degrees; in other cases, and more often, it’s because they revealed signals that function far better than college history,

Google, too, is hiring a growing number of nongraduates. Many of the people I talked with reported that when it comes to high-paying and fast-track jobs, they’re reducing their preference for Ivy Leaguers and graduates of other highly selective schools.

This process is just beginning. Online courses are proliferating, and so are online markets that involve crowd-sourcing. Both arenas offer new opportunities for workers to build skills and showcase competence. Neither produces the kind of instantly recognizable signals of potential that a degree from a selective college, or a first job at a prestigious firm, might. That’s a problem for traditional hiring managers, because sifting through lots of small signals is so difficult and time-consuming.

all of these new developments raise philosophical questions. As professional performance becomes easier to measure and see, will we become slaves to our own status and potential, ever-focused on the metrics that tell us how and whether we are measuring up? Will too much knowledge about our limitations hinder achievement and stifle our dreams? All I can offer in response to these questions, ironically, is my own gut sense, which leads me to feel cautiously optimistic.

Google’s understanding of the promise of analytics is probably better than anybody else’s, and the company has been changing its hiring and management practices as a result of its ongoing analyses. (Brainteasers are no longer used in interviews, because they do not correlate with job success; GPA is not considered for anyone more than two years out of school, for the same reason—the list goes on.) But for all of Google’s technological enthusiasm, these same practices are still deeply human. A real, live person looks at every résumé the company receives. Hiring decisions are made by committee and are based in no small part on opinions formed during structured interviews.

Puett puts a fresh spin on the questions that Chinese scholars grappled with centuries ago. He requires his students to closely read original texts (in translation) such as Confucius’s Analects, the Mencius, and the Daodejing and then actively put the teachings into practice in their daily lives. His lectures use Chinese thought in the context of contemporary American life to help 18- and 19-year-olds who are struggling to find their place in the world figure out how to be good human beings; how to create a good society; how to have a flourishing life. 

Puett began offering his course to introduce his students not just to a completely different cultural worldview but also to a different set of tools. He told me he is seeing more students who are “feeling pushed onto a very specific path towards very concrete career goals”

Puett tells his students that being calculating and rationally deciding on plans is precisely the wrong way to make any sort of important life decision. The Chinese philosophers they are reading would say that this strategy makes it harder to remain open to other possibilities that don’t fit into that plan.

Students who do this “are not paying enough attention to the daily things that actually invigorate and inspire them, out of which could come a really fulfilling, exciting life,” he explains. If what excites a student is not the same as what he has decided is best for him, he becomes trapped on a misguided path, slated to begin an unfulfilling career.

He teaches them that:   The smallest actions have the most profound ramifications. 

From a Chinese philosophical point of view, these small daily experiences provide us endless opportunities to understand ourselves. When we notice and understand what makes us tick, react, feel joyful or angry, we develop a better sense of who we are that helps us when approaching new situations. Mencius, a late Confucian thinker (4th century B.C.E.), taught that if you cultivate your better nature in these small ways, you can become an extraordinary person with an incredible influence

Decisions are made from the heart. Americans tend to believe that humans are rational creatures who make decisions logically, using our brains. But in Chinese, the word for “mind” and “heart” are the same.

If the body leads, the mind will follow. Behaving kindly (even when you are not feeling kindly), or smiling at someone (even if you aren’t feeling particularly friendly at the moment) can cause actual differences in how you end up feeling and behaving, even ultimately changing the outcome of a situation.

In the same way that one deliberately practices the piano in order to eventually play it effortlessly, through our everyday activities we train ourselves to become more open to experiences and phenomena so that eventually the right responses and decisions come spontaneously, without angst, from the heart-mind.

Whenever we make decisions, from the prosaic to the profound (what to make for dinner; which courses to take next semester; what career path to follow; whom to marry), we will make better ones when we intuit how to integrate heart and mind and let our rational and emotional sides blend into one. 

Aristotle said, “We are what we repeatedly do,” a view shared by thinkers such as Confucius, who taught that the importance of rituals lies in how they inculcate a certain sensibility in a person.

“The Chinese philosophers we read taught that the way to really change lives for the better is from a very mundane level, changing the way people experience and respond to the world, so what I try to do is to hit them at that level. I’m not trying to give my students really big advice about what to do with their lives. I just want to give them a sense of what they can do daily to transform how they live.”

Their assignments are small ones: to first observe how they feel when they smile at a stranger, hold open a door for someone, engage in a hobby. He asks them to take note of what happens next: how every action, gesture, or word dramatically affects how others respond to them. Then Puett asks them to pursue more of the activities that they notice arouse positive, excited feelings.

Once they’ve understood themselves better and discovered what they love to do they can then work to become adept at those activities through ample practice and self-cultivation. Self-cultivation is related to another classical Chinese concept: that effort is what counts the most, more than talent or aptitude. We aren’t limited to our innate talents; we all have enormous potential to expand our abilities if we cultivate them

To be interconnected, focus on mundane, everyday practices, and understand that great things begin with the very smallest of acts are radical ideas for young people living in a society that pressures them to think big and achieve individual excellence.

One of Puett’s former students, Adam Mitchell, was a math and science whiz who went to Harvard intending to major in economics. At Harvard specifically and in society in general, he told me, “we’re expected to think of our future in this rational way: to add up the pros and cons and then make a decision. That leads you down the road of ‘Stick with what you’re good at’”—a road with little risk but little reward.

after his introduction to Chinese philosophy during his sophomore year, he realized this wasn’t the only way to think about the future. Instead, he tried courses he was drawn to but wasn’t naturally adroit at because he had learned how much value lies in working hard to become better at what you love. He became more aware of the way he was affected by those around him, and how they were affected by his own actions in turn. Mitchell threw himself into foreign language learning, feels his relationships have deepened, and is today working towards a master’s degree in regional studies.

“I can happily say that Professor Puett lived up to his promise, that the course did in fact change my life.”

“By obscuring this nation’s founding principles and promise, the College Board’s U.S. history guidelines will erode the next generation’s disposition to preserve what is best in the American political tradition.

sociologists at City University of New York and the University of Michigan, wanted to try to find out why it exists. In a new paper in the journal PNAS, they looked at whether it could be explained by socio-demographic factors (such as family income and parental education), cognitive ability (were these children simply more intelligent?), or work ethic. 

socio-demographic factors could not explain the achievement gap between Asians and whites. This is because recently arrived Asian immigrants with little formal education and low incomes have children that do better in school than their white peers.

Being brainier isn't the answer either. When the pair looked at cognitive ability as measured by standardised tests, Asian-Americans were not different from their white peers

 Instead Dr Hsin and Dr Xie find that the achievement gap can be explained through harder work—as measured by teacher assessments of student work habits and motivation.

What might explain harder work? The authors point to the fact Asian-Americans are likely to be immigrants or children of immigrants who, as a group, tend to be more optimistic. These are people who have made a big move in search of better opportunities. Immigration is a "manifestation of that optimism through effort, that you can have a better life"

Added to this mix is a general cultural belief among Asian-Americans that achievement comes with effort. We know that children who believe ability is innate are more inclined to give up if something doesn't come naturally. An understanding that success requires hard work—not merely an aptitude—is therefore useful.

“Tiger” parenting clearly has its place, but it is not everything, according to this study. Dr Hsin says that Asian-Americans also have some unique social and ethnic capital, such as good access to tutors and social networks that offer information about schools and college-admission routes. They also benefit from positive stereotypes which lead to wider expectations of success.

Should Ms Chua’s approach to child-rearing replace the American standard, which seems to emphasise self-esteem over test scores? Not necessarily. The report’s researchers point out that Asian-American children also suffer from poorer self-images and more conflicted relationships with their parents. Dr Hsin wonders if this may be the result of pressure to meet narrowly defined and high standards for success. Children who fail to meet these expectations end up feeling like failures, while those who succeed fail to feel satisfied because they are simply achieving what is expected.

Put simply, incompetent people think they know more than they really do, and they tend to be more boastful about it.

To test Darwin’s theory, the researchers quizzed people on several topics, such as grammar, logical reasoning and humor. After each test, they asked the participants how they thought they did. Specifically, participants were asked how many of the other quiz-takers they beat.

Time after time, no matter the subject, the people who did poorly on the tests ranked their competence much higher

On average, test takers who scored as low as the 10th percentile ranked themselves near the 70th percentile. Those least likely to know what they were talking about believed they knew as much as the experts.

Dunning and Kruger’s results have been replicated in at least a dozen different domains: math skills, wine tasting, chess, medical knowledge among surgeons and firearm safety among hunters.

Even though President Trump’s statements are rife with errors, falsehoods or inaccuracies, he expresses great confidence in his aptitude. He says he does not read extensively because he solves problems “with very little knowledge other than the knowledge I [already] had.” He has said in interviews he doesn’t read lengthy reports because “I already know exactly what it is.”

He has “the best words” and cites his “high levels of intelligence” in rejecting the scientific consensus on climate change. Decades ago, he said he could end the Cold War: “It would take an hour and a half to learn everything there is to learn about missiles,” Trump told The Washington Post’s Lois Romano over dinner in 1984. “I think I know most of it anyway.”

Whether people want to understand “the other side” or they’re just looking for an epithet, the Dunning-Kruger effect works as both, Dunning said, which he believes explains the rise of interest.

Dunning says the effect is particularly dangerous when someone with influence or the means to do harm doesn’t have anyone who can speak honestly about their mistakes.

Not surprisingly (though no less concerning), Dunning’s follow-up research shows the poorest performers are also the least likely to accept criticism or show interest in self improvement.

When I speak of elite education, I mean prestigious institutions like Harvard or Stanford or Williams as well as the larger universe of second-tier selective schools, but I also mean everything that leads up to and away from them—the private and affluent public high schools; the ever-growing industry of tutors and consultants and test-prep courses; the admissions process itself, squatting like a dragon at the entrance to adulthood; the brand-name graduate schools and employment opportunities that come after the B.A.; and the parents and communities, largely upper-middle class, who push their children into the maw of this machine.

Our system of elite education manufactures young people who are smart and talented and driven, yes, but also anxious, timid, and lost, with little intellectual curiosity and a stunted sense of purpose: trapped in a bubble of privilege, heading meekly in the same direction, great at what they’re doing but with no idea why they’re doing it.

“Super People,” the writer James Atlas has called them—the stereotypical ultra-high-achieving elite college students of today. A double major, a sport, a musical instrument, a couple of foreign languages, service work in distant corners of the globe, a few hobbies thrown in for good measure: They have mastered them all, and with a serene self-assurance

Like so many kids today, I went off to college like a sleepwalker. You chose the most prestigious place that let you in; up ahead were vaguely understood objectives: status, wealth—“success.” What it meant to actually get an education and why you might want one—all this was off the table.

It was only after 24 years in the Ivy League—college and a Ph.D. at Columbia, ten years on the faculty at Yale—that I started to think about what this system does to kids and how they can escape from it, what it does to our society and how we can dismantle it.

I taught many wonderful young people during my years in the Ivy League—bright, thoughtful, creative kids whom it was a pleasure to talk with and learn from. But most of them seemed content to color within the lines that their education had marked out for them. Very few were passionate about ideas. Very few saw college as part of a larger project of intellectual discovery and development. Everyone dressed as if they were ready to be interviewed at a moment’s notice.

Look beneath the façade of seamless well-adjustment, and what you often find are toxic levels of fear, anxiety, and depression, of emptiness and aimlessness and isolation. A large-scale survey of college freshmen recently found that self-reports of emotional well-being have fallen to their lowest level in the study’s 25-year history.

So extreme are the admission standards now that kids who manage to get into elite colleges have, by definition, never experienced anything but success. The prospect of not being successful terrifies them, disorients them. The cost of falling short, even temporarily, becomes not merely practical, but existential. The result is a violent aversion to risk.

There are exceptions, kids who insist, against all odds, on trying to get a real education. But their experience tends to make them feel like freaks. One student told me that a friend of hers had left Yale because she found the school “stifling to the parts of yourself that you’d call a soul.”

What no one seems to ask is what the “return” is supposed to be. Is it just about earning more money? Is the only purpose of an education to enable you to get a job? What, in short, is college for?

The first thing that college is for is to teach you to think.

College is an opportunity to stand outside the world for a few years, between the orthodoxy of your family and the exigencies of career, and contemplate things from a distance.

it is only through the act of establishing communication between the mind and the heart, the mind and experience, that you become an individual, a unique being—a soul. The job of college is to assist you to begin to do that. Books, ideas, works of art and thought, the pressure of the minds around you that are looking for their own answers in their own ways.

College is not the only chance to learn to think, but it is the best. One thing is certain: If you haven’t started by the time you finish your B.A., there’s little likelihood you’ll do it later. That is why an undergraduate experience devoted exclusively to career preparation is four years largely wasted.

Elite schools like to boast that they teach their students how to think, but all they mean is that they train them in the analytic and rhetorical skills that are necessary for success in business and the professions.

Everything is technocratic—the development of expertise—and everything is ultimately justified in technocratic terms.

Religious colleges—even obscure, regional schools that no one has ever heard of on the coasts—often do a much better job in that respect.

At least the classes at elite schools are academically rigorous, demanding on their own terms, no? Not necessarily. In the sciences, usually; in other disciplines, not so much

professors and students have largely entered into what one observer called a “nonaggression pact.”

higher marks for shoddier work.

today’s young people appear to be more socially engaged than kids have been for several decades and that they are more apt to harbor creative or entrepreneurial impulses

they tend to be played out within the same narrow conception of what constitutes a valid life: affluence, credentials, prestige.

Experience itself has been reduced to instrumental function, via the college essay. From learning to commodify your experiences for the application, the next step has been to seek out experiences in order to have them to commodify

there is now a thriving sector devoted to producing essay-ready summers

To be a high-achieving student is to constantly be urged to think of yourself as a future leader of society.

what these institutions mean by leadership is nothing more than getting to the top. Making partner at a major law firm or becoming a chief executive, climbing the greasy pole of whatever hierarchy you decide to attach yourself to. I don’t think it occurs to the people in charge of elite colleges that the concept of leadership ought to have a higher meaning, or, really, any meaning.

The irony is that elite students are told that they can be whatever they want, but most of them end up choosing to be one of a few very similar things

As of 2010, about a third of graduates went into financing or consulting at a number of top schools, including Harvard, Princeton, and Cornell.

Whole fields have disappeared from view: the clergy, the military, electoral politics, even academia itself, for the most part, including basic science

It’s considered glamorous to drop out of a selective college if you want to become the next Mark Zuckerberg, but ludicrous to stay in to become a social worker. “What Wall Street figured out,” as Ezra Klein has put it, “is that colleges are producing a large number of very smart, completely confused graduates. Kids who have ample mental horsepower, an incredible work ethic and no idea what to do next.”

t almost feels ridiculous to have to insist that colleges like Harvard are bastions of privilege, where the rich send their children to learn to walk, talk, and think like the rich. Don’t we already know this? They aren’t called elite colleges for nothing. But apparently we like pretending otherwise. We live in a meritocracy, after all.

Visit any elite campus across our great nation, and you can thrill to the heart-warming spectacle of the children of white businesspeople and professionals studying and playing alongside the children of black, Asian, and Latino businesspeople and professionals

That doesn’t mean there aren’t a few exceptions, but that is all they are. In fact, the group that is most disadvantaged by our current admissions policies are working-class and rural whites, who are hardly present

The college admissions game is not primarily about the lower and middle classes seeking to rise, or even about the upper-middle class attempting to maintain its position. It is about determining the exact hierarchy of status within the upper-middle class itself.

This system is exacerbating inequality, retarding social mobility, perpetuating privilege, and creating an elite that is isolated from the society that it’s supposed to lead. The numbers are undeniable. In 1985, 46 percent of incoming freshmen at the 250 most selective colleges came from the top quarter of the income distribution. By 2000, it was 55 percent

The major reason for the trend is clear. Not increasing tuition, though that is a factor, but the ever-growing cost of manufacturing children who are fit to compete in the college admissions game

Wealthy families start buying their children’s way into elite colleges almost from the moment they are born: music lessons, sports equipment, foreign travel (“enrichment” programs, to use the all-too-perfect term)—most important, of course, private-school tuition or the costs of living in a place with top-tier public schools.

s there anything that I can do, a lot of young people have written to ask me, to avoid becoming an out-of-touch, entitled little shit? I don’t have a satisfying answer, short of telling them to transfer to a public university. You cannot cogitate your way to sympathy with people of different backgrounds, still less to knowledge of them. You need to interact with them directly, and it has to be on an equal footing

Elite private colleges will never allow their students’ economic profile to mirror that of society as a whole. They can’t afford to—they need a critical mass of full payers and they need to tend to their donor base—and it’s not even clear that they’d want to.

Elite colleges are not just powerless to reverse the movement toward a more unequal society; their policies actively promote it.

The SAT is supposed to measure aptitude, but what it actually measures is parental income, which it tracks quite closely

U.S. News and World Report supplies the percentage of freshmen at each college who finished in the highest 10 percent of their high school class. Among the top 20 universities, the number is usually above 90 percent. I’d be wary of attending schools like that. Students determine the level of classroom discussion; they shape your values and expectations, for good and ill. It’s partly because of the students that I’d warn kids away from the Ivies and their ilk. Kids at less prestigious schools are apt to be more interesting, more curious, more open, and far less entitled and competitive.

The best option of all may be the second-tier—not second-rate—colleges, like Reed, Kenyon, Wesleyan, Sewanee, Mount Holyoke, and others. Instead of trying to compete with Harvard and Yale, these schools have retained their allegiance to real educational values.

Not being an entitled little shit is an admirable goal. But in the end, the deeper issue is the situation that makes it so hard to be anything else. The time has come, not simply to reform that system top to bottom, but to plot our exit to another kind of society altogether.

The education system has to act to mitigate the class system, not reproduce it. Affirmative action should be based on class instead of race, a change that many have been advocating for years. Preferences for legacies and athletes ought to be discarded. SAT scores should be weighted to account for socioeconomic factors. Colleges should put an end to résumé-stuffing by imposing a limit on the number of extracurriculars that kids can list on their applications. They ought to place more value on the kind of service jobs that lower-income students often take in high school and that high achievers almost never do. They should refuse to be impressed by any opportunity that was enabled by parental wealth

More broadly, they need to rethink their conception of merit. If schools are going to train a better class of leaders than the ones we have today, they’re going to have to ask themselves what kinds of qualities they need to promote. Selecting students by GPA or the number of extracurriculars more often benefits the faithful drudge than the original mind.

reforming the admissions process. That might address the problem of mediocrity, but it won’t address the greater one of inequality

The problem is the Ivy League itself. We have contracted the training of our leadership class to a set of private institutions. However much they claim to act for the common good, they will always place their interests first.

I’ve come to see that what we really need is to create one where you don’t have to go to the Ivy League, or any private college, to get a first-rate education.

High-quality public education, financed with public money, for the benefit of all

Everybody gets an equal chance to go as far as their hard work and talent will take them—you know, the American dream. Everyone who wants it gets to have the kind of mind-expanding, soul-enriching experience that a liberal arts education provides.

We recognize that free, quality K–12 education is a right of citizenship. We also need to recognize—as we once did and as many countries still do—that the same is true of higher education. We have tried aristocracy. We have tried meritocracy. Now it’s time to try democracy.

The hippocampus is crucial to many aspects of daily life. It allows us to orient in space and know where we are by creating cognitive maps. It also allows us to recall events from the past, what is known as episodic memory. And, remarkably, it is the part of the brain that neuroscientists believe gives us the ability to imagine ourselves in the future.

“when people use tools such as GPS, they tend to engage less with navigation. Therefore, brain area responsible for navigation is less used, and consequently their brain areas involved in navigation tend to shrink.”

avigation aptitude appears to peak around age 19, and after that, most people slowly stop using spatial memory strategies to find their way, relying on habit instead.

“If we are paying attention to our environment, we are stimulating our hippocampus, and a bigger hippocampus seems to be protective against Alzheimer’s disease,” Bohbot told me in an email. “When we get lost, it activates the hippocampus, it gets us completely out of the habit mode. Getting lost is good!”

practicing navigation is a powerful form of engagement with the environment that can inspire a greater sense of stewardship

And the biggest problem is this: While the content will be new, the underlying design will not change. The SAT will remain a “norm-referenced” exam, designed primarily to rank students rather than measure what they actually know.

Norm-referenced tests like the SAT and the ACT have contributed enormously to the “educational arms race” — the ferocious competition for admission at top colleges and universities. They do so by exaggerating the importance of small differences in test scores that have only marginal relevance for later success in college. Because of the way such tests are designed, answering even a few more questions correctly can substantially raise students’ scores and thereby their rankings. This creates great pressure on students and their parents to avail themselves of expensive test-prep services in search of any edge. It is also unfair to those who cannot afford such services. Yet research on college admissions has repeatedly confirmed that test scores, as compared to high school grades, are relatively weak predictors of how students actually perform in college.

College admissions will never be perfectly fair and rational; the disparities are too deep for that. Yet the process can be fairer and more rational if we rethink the purposes of college-entrance exams.

since the 18th century “when people were happy to spout off about what men and women’s brains were like – before you could even look at them. They came up with these nice ideas and metaphors that fitted the status quo and society, and gave rise to different education for men and women.”

she couldn’t find any beyond the negligible, and other research was also starting to question the very existence of such differences. For example, once any differences in brain size were accounted for, “well-known” sex differences in key structures disappeared.

Are there any significant differences based on sex alone? The answer, she says, is no.

“The idea of the male brain and the female brain suggests that each is a characteristically homogenous thing and that whoever has got a male brain, say, will have the same kind of aptitudes, preferences and personalities as everyone else with that ‘type’ of brain. We now know that is not the case.

‘Forget the male and female brain; it’s a distraction, it’s inaccurate.’ It’s possibly harmful, too, because it’s used as a hook to say, well, there’s no point girls doing science because they haven’t got a science brain, or boys shouldn’t be emotional or should want to lead.”

The next question was, what then is driving the differences in behaviour between girls and boys, men and women?

“that the brain is moulded from birth onwards and continues to be moulded through to the ‘cognitive cliff’ in old age when our grey cells start disappearing.

The rules will change how the brain works and how someone behaves.” The upshot of gendered rules? “The ‘gender gap’ becomes a self-fulfilling prophecy.”

The brain is also predictive and forward-thinking in a way we had never previously realised.

the brain is much more a function of experiences. If you learn a skill your brain will change, and it will carry on changing.”

The brain is a biological organ. Sex is a biological factor. But it is not the sole factor; it intersects with so many variables.”

Letting go of age-old certainties is frightening, concedes Rippon, who is both optimistic about the future, and fearful for it.

On the plus side, our plastic brains are good learners. All we need to do is change the life lessons.

One major breakthrough in recent years has been the realisation that, even in adulthood, our brains are continually being changed, not just by the education we receive, but also by the jobs we do, the hobbies we have, the sports we play.

Once we acknowledge that our brains are plastic and mouldable, then the power of gender stereotypes becomes evident.

Beliefs about sex differences (even if ill-founded) inform stereotypes, which commonly provide just two labels – girl or boy, female or male – which, in turn, historically carry with them huge amounts of “contents assured” information and save us having to judge each individual on their own merits

With input from exciting breakthroughs in neuroscience, the neat, binary distinctiveness of these labels is being challenged – we are coming to realise that nature is inextricably entangled with nurture.

The 21st century is not just challenging the old answers – it is challenging the question itself.

Plato and Aristotle: What an accident of history that two such contrasting orientations toward the physical world, animated by two such different aesthetic sensibilities, should have been pedagogically entangled with each other.

To read some semblance of our science into these ancients requires charitably imaginative interpretations that clarify their obscurities with insights toward which they were themselves, perhaps, groping. Some of us are prepared to extend such interpretations toward Plato. Leroi extends them toward Aris­totle, so much so that he would vehemently reject my statement that Aristotle, like Plato, was not the finished scientific article.

Leroi follows closely in the footsteps of such generous elucidators. The modern understanding of genetically encoded information is applied not only to Aristotle’s formal cause, his “eidos,” and to his notion that all change is potentiality actualized, but also to his notion of the soul. “Aristotle’s belief that we should attend less to the matter than to the informational structure of living things makes him seem like a molecular geneticist avant la lettre.”

“I have kept Aristotle’s theos in the shadows. It may even be that I have done so deliberately; that I have been reluctant to reveal the degree to which my hero’s scientific system is riddled with religion. Yet it is.”

Dunning-Kruger “offers an explanation for a kind of hubris,” said Steven Sloman, a cognitive psychologist at Brown University. “The fact is, that’s Trump in a nutshell. He’s a man with zero political skill who has no idea he has zero political skill. And it’s given him extreme confidence.”

What happens when the incompetent are unwilling to admit they have shortcomings? Are they so confident in their own perceived knowledge that they will reject the very idea of improvement? Not surprisingly (though no less concerning), Dunning’s follow-up research shows the poorest performers are also the least likely to accept criticism or show interest in self improvement.

Someone who has very little knowledge in a subject claims to know a lot.

the Dunning-Kruger effect. It’s not a disease, syndrome or mental illness; it is present in everybody to some extent, and it’s been around as long as human cognition, though only recently has it been studied and documented in social psychology

“Obviously it has to do with Trump and the various treatments that people have given him,” Dunning said, “So yeah, a lot of it is political. People trying to understand the other side. We have a massive rise in partisanship and it’s become more vicious and extreme, so people are reaching for explanations."

Even though President Trump’s statements are rife with errors, falsehoods or inaccuracies, he expresses great confidence in his aptitude. He says he does not read extensively because he solves problems “with very little knowledge other than the knowledge I [already] had.” He has said in interviews he doesn’t read lengthy reports because “I already know exactly what it is.”

the Dunning-Kruger effect has become popular outside of the research world because it is a simple phenomenon that could apply to all of us

The ramifications of the Dunning-Kruger effect are usually harmless. If you’ve ever felt confident answering questions on an exam, only to have the teacher mark them incorrect, you have firsthand experience with Dunning-Kruger.