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both parents display the same work ethic has an amplified influence, but only in the case of calling-oriented offspring. As our capitalist society favors money and professional achievement, a child with two calling-oriented parents is more likely to have the confidence to ignore these societal pressures and pursue her dreams.

Children can affect their parents’ work ethic, too. Allowing people to bring their children into the office has been shown to boost efficiency and productivity—and could help raise that next generation of career-oriented workers.

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.”

She identifies herself as having just started her second postdoc in the lab of the adviser trying to look down her shirt. A postdoctoral researcher already has a Ph.D., and frequently has her own funding, but does not yet have a permanent position or the institutional affiliation and (relative) job security that goes with it

Postdocs rely on the forbearance of an adviser who gives them lab space (and usually some other resources), an institutional affiliation, and, one hopes, some mentoring in how to succeed as a member of their scientific community.

terrible advice

postdoc wants an adviser that engages her as a scientist, someone committed to helping her gain both the competence and the confidence to become a full-fledged colleague in the scientific community. These are not goals that are fostered when the adviser regularly tries to look down the postdoc’s shirt.

Huang’s column suggested that, because workplaces are part of life, they are also places where we ought to expect people’s libido to influence their behavior. She wrote, “the kind of behavior you mention is common in the workplace.”

postdoc may have more power than a graduate student, she has significantly less power than her adviser, especially given the importance of networking in building one’s scientific reputation, establishing future collaborations, and locating a permanent position.

Huang offered her opinion that the adviser in question had not crossed that legal line. On that basis, Huang argued that even though leering is inappropriate workplace behavior, the postdoc should “put up with it, with good humor if you can.”

It matters not a whit whether the behavior rises to the level of unlawful sexual harassment. It

Telling this early career scientist to grin and bear unprofessional behavior from her adviser, rather than doing something to mitigate it, leaves her stuck in a professional relationship where it may never be possible to engage the adviser’s scientific interest without concerns about engaging his carnal interest

It will be hard to get mentoring without wondering if there are unspoken strings attached.

It will be hard for the postdoc to believe her adviser sees her as a colleague — or for her to see herself as one

So “Bothered” probably doesn’t want to confront her adviser in a way that comes across as accusing, and she should almost certainly have back-up from someone else in her scientific community with enough power to protect her

If it doesn’t look like there’s a reasonable way to ask the adviser to stop without repercussions, the postdoc’s confidants can help her develop an escape plan so “Bothered” can receive the mentoring (and salary and benefits) she needs without the hassle of an adviser’s unprofessional behavior.

Students will be able to substitute a tech sequence and local test for one of the history exams, however the Regents did not present, design, or even describe what the tech alternative will look like. Although it will be implemented immediately, the Regents left all the details completely up to local initiative.

Under the proposal, students can substitute career-focused courses in subjects such as carpentry, advertising or hospitality management rather than one of two history Regents exams that are now required

In June 2010 the Regents eliminated 5th and 8th grade social studies, history, and geography assessments so teachers and schools could concentrate on preparing students for high-stakes Common Core standardized reading and math assessments.

Mace reports his middle school students have no idea which were the original thirteen colonies, where they were located, or who were the founders and settlers. The students in his honors class report that all they studied in elementary school was English and math. Morning was math; afternoon was ELA. He added, "Teachers were worried that this would happen, and it has."

Debate over the importance of teaching history and social studies is definitely not new. During World War I, many Americans worried that new immigrants did not understand and value the history and government of the United States so new high school classes and tests that developed into the current classes and tests were put in place.

Mace describes his students as the "common core kids, inundated with common core, but they do not know the history of the United States." The cardinal rule of public education in the 21st Century seems to be that which gets tested is important and that which does not is dropped.

"By making state social studies exams optional, we have come to a point where our nation's own history has been marginalized in the classroom and, with it, the means to understand ourselves and the world around us. America's heritage is being eliminated as a requirement for graduation.

I am biased. I am a historian, a former social studies teacher, and I help to prepare the next generation of social studies teachers.

But these decisions by the Regents are politically motivated, lower graduation standards, and are outright dangerous.

The city is under a lot of pressure to support the revised and lower academic standards because in the next few weeks it is required to present plans to the state for turning around as many as 250 schools that are labeled as "failing."

Merryl Tisch, Chancellor of the State Board of Regents, described the change as an effort to "back-fill opportunities for students with different interests, with different opportunities, with different choice."

The need to educate immigrants and to understand global issues like ISIS and Ebola remain pressing, but I guess not for New York State high school students. Right now, it looks like social studies advocates have lost the battle and we are finally witnessing the end of history.

more than half the respondents consider expressing views beyond a certain consensus in an academic setting quite dangerous to their career trajectory.

various people insisted that I was, essentially, lying; they simply do not believe that anyone remotely reasonable has anything to worry about.

in July I tweeted that I (as well as my Bloggingheads sparring partner Glenn Loury) have been receiving missives since May almost daily from professors living in constant fear for their career because their opinions are incompatible with the current woke playbook.

Overall I found it alarming how many of the letters sound as if they were written from Stalinist Russia or Maoist China.

A statistics professor says: I routinely discuss the fallacy of assuming that disparity implies discrimination, which is just a specific way of confusing correlation for causality. Frankly, I'm now somewhat afraid to broach these topics … since according to the new faith, disparity actually is conclusive evidence of discrimination.

The new mood has even reached medieval studies; an assistant professor reports having recently just survived an attack by a cadre of scholars who are “unspeakably mean and disingenuous once they have you in their sights,” regularly “mounting PR campaigns to get academics and grad students fired, removed from programs, expelled from scholarly groups, or simply to cease speaking.”

Being nonwhite leaves one protected in this environment only to the extent that one toes the ideological line. An assistant professor of color who cannot quite get with the program writes, “At the moment, I’m more anxious about this problem than anything else in my career,” noting that “the truth is that over the last few years, this new norm of intolerance and cult of social justice has marginalized me more than all racism I have ever faced in my life.”

The charges levied against many of these professors are rooted in a fanatical worldview, one devoted to spraying for any utterances possibly interpretable as “supremacist,” although the accusers sincerely think they have access to higher wisdom. A white professor read a passage from an interview with a well-known Black public intellectual who mentions the rap group NWA, and because few of the students knew of the group’s work at this late date, the professor parenthetically noted what the initials stand for. None of the Black students batted an eye, according to my correspondent, but a few white students demanded a humiliating public apology.

This episode represents a pattern in the letters, wherein it is white students who are “woker” than their Black classmates, neatly demonstrating the degree to which this new religion is more about virtue signaling than social justice

let’s face it: Half a dozen reports of teachers grading Black students more harshly than white students would be accepted by many as demonstrating a stain on our entire national fabric. These 150 missives stand as an articulate demonstration of something general—and deeply disturbing—as well.

A history professor reports that at his school, the administration is seriously considering setting up an anonymous reporting system for students and professors to report “bias” that they have perceived.

So no one should feign surprise or disbelief that academics write to me with great frequency to share their anxieties. In a three-week period early this summer, I counted some 150 of these messages. And what they reveal is a very rational culture of fear among those who dissent, even slightly, with the tenets of the woke left.

The result is academics living out loud only in whispers

A creative-writing instructor:

The majority of my fellow instructors and staff constantly self-censor themselves in fear of being fired for expressing the “wrong opinions.” It’s gotten to the point where many are too terrified to even like or retweet a tweet, lest it lead to some kind of disciplinary measure … They are supporters of free speech, scientific data, and healthy debate, but they are too fearful today to publicly declare such support. However, they’ll tell it to a sympathetic ear in the back corner booth of a quiet bar after two or three pints. These ideas have been reduced to lurking in the shadows now.

Some will process this as a kind of whining, supposing that all we should really be concerned about is whether people are outright dismissed. However, elsewhere a hostile work environment is considered a breach of civil rights, and as one correspondent wrote

“It isn’t just fear of firing that motivates professors and grad students to be quiet. It is a desire to have friends, to be part of a community. This is a fundamental part of human psychology. Indeed, experiments examining the effects of ostracism highlight what a powerful existential threat it is to be ignored, excluded, or rejected. This has been documented at the neurological level. Ostracism is a form of social death. It is a very potent threat.”

Especially sad is the extent to which this new Maoism can dilute the richness of a curriculum and discourage people from becoming professors at all

Very few of the people who wrote to me are of conservative political orientation. Rather, a main thread in the missives is people left-of-center wondering why, suddenly, to be anything but radical is to be treated as a retrograde heretic

It is now no longer “Why aren’t you on the left?” but “How dare you not be as left as we are.”

One professor committed the sin of “privileging the white male perspective” in giving a lecture on the philosophy of one of the Founding Fathers, even though Frederick Douglass sang that Founder’s praises. The administration tried to make him sit in a “listening circle,” in which his job was to stay silent while students explained how he had hurt them—in other words, a 21st-century-American version of a struggle session straight out of the Cultural Revolution.

The goal, they suggest, is less to eliminate all signs of a person’s existence—which tends to be impractical anyway— than to supplement critique with punishment of some kind.

One professor notes, “Even with tenure and authority, I worry that students could file spurious Title IX complaints … or that students could boycott me or remove me as Chair.”

From the same well is this same professor finding that the gay men in his class had no problem with his assigning a book with a gay slur in its title, a layered, ironic title for a book taking issue with traditional concepts of masculinity—but that a group of straight white women did, and reported him to his superiors.

degree of sheer worry among the people

the primary benefit of a diary as a purely pragmatic record of your workday productivity and progress — while most dedicated diarists would counter that the core benefits are spiritual and psychoemotional — it does offer some valuable insight into the psychology of how journaling elevates our experience of everyday life:

We can’t, however, simply will ourselves into better habits. Since willpower is a limited resource, whenever we’ve overexerted our self-discipline in one domain, a concept known as “ego depletion” kicks in and renders us mindless automata in another

the key to changing a habit is to invest heavily in the early stages of habit-formation so that the behavior becomes automated and we later default into it rather than exhausting our willpower wrestling with it. Young also cautions that it’s a self-defeating strategy to try changing several habits at once. Rather, he advises, spend one month on each habit alone before moving on to the next

a diary boosts your creativity

This is one of the most important reasons to keep a diary: it can make you more aware of your own progress, thus becoming a wellspring of joy in your workday.

The second reason is focalism. When we contemplate failure from afar, according to Gilbert and Wilson, we tend to overemphasize the focal event (i.e., failure) and overlook all the other episodic details of daily life that help us move on and feel better. The threat of failure is so vivid that it consumes our attention

the authors point to a pattern that reveals the single most important motivator: palpable progress on meaningful work: On the days when these professionals saw themselves moving forward on something they cared about — even if the progress was a seemingly incremental “small win” — they were more likely to be happy and deeply engaged in their work. And, being happier and more deeply engaged, they were more likely to come up with new ideas and solve problems creatively.

Although the act of reflecting and writing, in itself, can be beneficial, you’ll multiply the power of your diary if you review it regularly — if you listen to what your life has been telling you. Periodically, maybe once a month, set aside time to get comfortable and read back through your entries. And, on New Year’s Day, make an annual ritual of reading through the previous year.

This, they suggest, can yield profound insights into the inner workings of your own mind — especially if you look for specific clues and patterns, trying to identify the richest sources of meaning in your work and the types of projects that truly make your heart sing. Once you understand what motivates you most powerfully, you’ll be able to prioritize this type of work in going forward. Just as important, however, is cultivating a gratitude practice and acknowledging your own accomplishments in the diary:

Fields argues that if we move along the Uncertainty Curve either too fast or too slowly, we risk either robbing the project of its creative potential and ending up in mediocrity. Instead, becoming mindful of the psychology of that process allows us to pace ourselves better and master that vital osmosis between freedom and constraint.

Schwalbe reminds us of the “impact bias” — our tendency to greatly overestimate the intensity and extent of our emotional reactions, which causes us to expect failures to be more painful than they actually are and thus to fear them more than we should.

When we think about taking a risk, we rarely consider how good we will be at reframing a disappointing outcome. In short, we underestimate our resilience.

what you do every day is best seen as an iceberg, with a small fraction of conscious decision sitting atop a much larger foundation of habits and behaviors.

don’t let yourself forget that the good life, the meaningful life, the truly fulfilling life, is the life of presence, not of productivity.

As an economist, I look at it this way: Every profession produces both private returns — the fruits of labor that a person enjoys — and social returns — those that society enjoys. If I set up a shop on Etsy selling photographs, my private returns may be defined as the revenue I generate. The social returns are the pleasure that my photographs provide to my customers.

People in some professions provide a surplus of social returns. Inventors are a good example. Take the modern semiconductor. It made possible countless other inventions — nearly every piece of computing we interact with today.

countries suffer when talented people become what we economists call “rent seekers.” Instead of creating wealth, rent seekers simply transfer it — from others to themselves.

Job titles don’t tell you whether someone is primarily a rent seeker. A lawyer who helps draft precise contracts may actually be helping the wheels of commerce turn, and so creating wealth. But trial lawyers in a country with poorly functioning tort systems may simply be extracting rents: They can make money by pursuing frivolous lawsuits.

In this respect, finance is a vexing industry.

arbitrage is valuable only to a point. It has a gold rush element with prospectors racing to get to the gold first. While finding gold has value, finding gold before someone else does is mainly rent-seeking.

Booth, have shown in a study how extreme this financial gold rush has become in at least one corner of the financial world. From 2005 to 2011, they found that the duration of arbitrage opportunities in the Chicago Mercantile Exchange and the New York Stock Exchange declined from a median of 97 milliseconds to seven milliseconds

correcting mispricing at this speed is unlikely to have any real social benefit: What serious investment is being guided by prices at the millisecond level? Short-term arbitrage, while lucrative, seems to be mainly rent-seeking.

This kind of rent-seeking behavior is widespread in other parts of finance. Banks sometimes make money by using hidden fees rather than adding true value. Debt collection agencies may use unscrupulous practices. Lenders to poor people buying used cars can make profits with business models that encourage high rates of default — making money by taking advantage of people’s overconfidence about what cars they can afford and by repossessing vehicles. These kinds of practices may be both lucrative — and socially pernicious.

The poor face a tremendous problem every day juggling money and expenses. Their pay often fluctuates week by week, yet they must pay rent no matter what they earn. Right now, poor people often use expensive payday loans or must incur expensive late fees.

Surely we could do better. Finding ways to smooth out these shocks is the kind of important, socially valuable problem that finance could solve. Many other crucial social problems have finance at their root, from saving for college to insuring unemployment risk.

Instead of finding clever ways to hide fees, banking innovations could solve these real and important problems.

So how should I feel about my students going into finance? I hope they realize that they have the potential to do great good and not simply make money. It may not be how the industry is structured now, but idealism and inventiveness are two of the best traits of youth, and finance especially could use them.

But if you live for external achievement, years pass and the deepest parts of you go unexplored and unstructured. You lack a moral vocabulary. It is easy to slip into a self-satisfied moral mediocrity. You grade yourself on a forgiving curve. You figure as long as you are not obviously hurting anybody and people seem to like you, you must be O.K

I set out to discover how those deeply good people got that way.

I came to the conclusion that wonderful people are made, not born — that the people I admired had achieved an unfakeable inner virtue, built slowly from specific moral and spiritual accomplishments.

THE HUMILITY SHIFT We live in the culture of the Big Me. The meritocracy wants you to promote yourself. Social media wants you to broadcast a highlight reel of your life

But all the people I’ve ever deeply admired are profoundly honest about their own weaknesses. They have identified their core sin, whether it is selfishness, the desperate need for approval, cowardice, hardheartedness or whatever. They have traced how that core sin leads to the behavior that makes them feel ashamed. They have achieved a profound humility, which has best been defined as an intense self-awareness from a position of other-centeredness.

SELF-DEFEAT External success is achieved through competition with others. But character is built during the confrontation with your own weakness. Dwight Eisenhower, for example, realized early on that his core sin was his temper. He developed a moderate, cheerful exterior because he knew he needed to project optimism and confidence to lead.

THE DEPENDENCY LEAP Many people give away the book “Oh, the Places You’ll Go!” as a graduation gift. This book suggests that life is an autonomous journey

people on the road to character understand that no person can achieve self-mastery on his or her own. Individual will, reason and compassion are not strong enough to consistently defeat selfishness, pride and self-deception. We all need redemptive assistance from outside.

People on this road see life as a process of commitment making. Character is defined by how deeply rooted you are. Have you developed deep connections that hold you up in times of challenge and push you toward the good? In the realm of the intellect, a person of character has achieved a settled philosophy about fundamental things. In the realm of emotion, she is embedded in a web of unconditional loves. In the realm of action, she is committed to tasks that can’t be completed in a single lifetime.

The stumbler doesn’t build her life by being better than others, but by being better than she used to be. Unexpectedly, there are transcendent moments of deep tranquillity. For most of their lives their inner and outer ambitions are strong and in balance. But eventually, at moments of rare joy, career ambitions pause, the ego rests, the stumbler looks out at a picnic or dinner or a valley and is overwhelmed by a feeling of limitless gratitude, and an acceptance of the fact that life has treated her much better than she deserves.

That kind of love decenters the self. It reminds you that your true riches are in another. Most of all, this love electrifies. It puts you in a state of need and makes it delightful to serve what you love. Day’s love for her daughter spilled outward and upward. As she wrote, “No human creature could receive or contain so vast a flood of love and joy as I often felt after the birth of my child. With this came the need to worship, to adore.”

She made unshakable commitments in all directions. She became a Catholic, started a radical newspaper, opened settlement houses for the poor and lived among the poor, embracing shared poverty as a way to build community, to not only do good, but be good

THE CALL WITHIN THE CALL We all go into professions for many reasons: money, status, security. But some people have experiences that turn a career into a calling. These experiences quiet the self. All that matters is living up to the standard of excellence inherent in their craft.

THE CONSCIENCE LEAP In most lives there’s a moment when people strip away all the branding and status symbols, all the prestige that goes with having gone to a certain school or been born into a certain family. They leap out beyond the utilitarian logic and crash through the barriers of their fears.

Commencement speakers are always telling young people to follow their passions. Be true to yourself. This is a vision of life that begins with self and ends with self. But people on the road to inner light do not find their vocations by asking, what do I want from life? They ask, what is life asking of me? How can I match my intrinsic talent with one of the world’s deep needs?

Their lives often follow a pattern of defeat, recognition, redemption. They have moments of pain and suffering. But they turn those moments into occasions of radical self-understanding — by keeping a journal or making art. As Paul Tillich put it, suffering introduces you to yourself and reminds you that you are not the person you thought you were

The people on this road see the moments of suffering as pieces of a larger narrative. They are not really living for happiness, as it is conventionally defined. They see life as a moral drama and feel fulfilled only when they are enmeshed in a struggle on behalf of some ideal.

This is a philosophy for stumblers. The stumbler scuffs through life, a little off balance. But the stumbler faces her imperfect nature with unvarnished honesty, with the opposite of squeamishness. Recognizing her limitations, the stumbler at least has a serious foe to overcome and transcend. The stumbler has an outstretched arm, ready to receive and offer assistance. Her friends are there for deep conversation, comfort and advice.

External ambitions are never satisfied because there’s always something more to achieve. But the stumblers occasionally experience moments of joy. There’s joy in freely chosen obedience to organizations, ideas and people. There’s joy in mutual stumbling. There’s an aesthetic joy we feel when we see morally good action, when we run across someone who is quiet and humble and good, when we see that however old we are, there’s lots to do ahead.

ENERGIZING LOVE

Those are the people we want to be.

Our 21st century tools and technologies that seem to work miracles and make us feel invincible and powerful, are practically defenseless in the face of COVID-19. We are left with only the primitive weapons of cloth masks and keeping our distance.

Where we once dismissed people who bag our groceries, or drive our kids’ school buses, for example, now we realize they are “essential workers.” 

“There is enough.” As Buckminster Fuller, futurist, famed architect, and creator of the geodesic dome said, there is enough of every resource for everyone on the planet; it’s just a matter of distribution.

Competitors were in their corners, battling out for marketshare or geopolitical power and dominance.

We are experiencing that now, watching sharing be taken to an entirely new level to manage COVID-19.  

With literally everyone working from home and only “seeing” each other on Zoom or Skype, how we look, what we wear, and the usual vanity concerns are out the window.

The way women lead was (still) being undervalued and dismissed as “too soft” or second-rate in many powerful circles.

Women are the majority force in the healthcare battalions keeping us and our loved ones alive and giving comfort to those who lose their battles in our absence. 

There are many more shifts occurring from COVID-19 – from a greater appreciation for nature, to more kindness and compassion, a clearer sense of how we spend our time, to careers and businesses.

Graduate students will inevitably encounter failed experiments, failed teachable moments in the classroom, and time spent on research that never gets funded or never comes to fruition. Wilson counsels patience: “A strong work ethic is absolutely essential. There must be an ability to pass long hours in study and research with pleasure even though some of the effort will inevitably lead to dead ends.”

Scientists, he claims, tend to be introverted and prone to daydreaming. They reject authority and therefore dislike being told what to do. Their attention wanders. This pigeonholing made me uncomfortable, because I think science benefits from incorporating a diversity of personalities

Adams did not just stick to comics: he is the author of over a dozen books (not counting the comic compendiums), which advise and analyze not only on surviving the office but also on daily life, future technology trends, romance, self-help strategy, and more. 

In his earlier books, you can feel the weight of the 1990s pressing down on his work, flattening and numbing its potency; this was the period that social scientist Francis Fukuyama dubbed “the end of history”, when the Cold War had ended, the West had won, 9/11 was just two numbers, and there were no grand missions left, no worlds left to conquer. While for millions of people, both in the United States and abroad, life was still chaotic and miserable, a lot of people found themselves living lives that were under no great immediate threat: without bombs or fascism or the threat of eviction to worry about, there was nothing left to do but to go to the office and enjoy fast-casual dining and Big Gulps, just as the Founding Fathers envisioned.

This dull but steady life produced a sense of slow-burn anxiety prominent in much of the pop culture of the time, as can be seen in movies such as Office Space, Fight Club and The Matrix, movies which cooed to their audience: there’s got to be more to life than this, right?

In Dilbert the Pointy-haired Boss uses this type of thinking to evil ends, in the tradition of Catch-22 and other satires of systemic brutality, but the relatable characters use it to their advantage too—by using intellectual sleight of hand with the boss to justify doing less work, or by finding clever ways to look busy when they’re not, or to avoid people who are unpleasant to be around.

for someone who satirizes business bullshit, Adams is a person who seems to have bought into much of it wholeheartedly; when he explains his approach to life he tends to speak in LinkedIn truisms, expounding on his “skill stacks” and “maximizing [his] personal energy”. (You can read more about this in his career advice book, How to Fail at Almost Everything and Still Win Big;

Following his non-Dilbert career more carefully, you can see that at every stage of his career, he’s actually quite heavily invested in the bullshit he makes fun of every day, or at least some aspects of it: he possesses an MBA from UC Berkeley, and has launched or otherwise been involved in a significant number of business ventures, most amusingly a health food wrap called the “Dilberito”.

In the past few years, Adams has gained some notoriety as a Trump supporter; having slowly moved from “vaguely all-over-the-place centrist who has some odd thoughts and thinks some aspects of Trump are impressive” to full-on MAGA guy, even writing a book called Win Bigly praising Trump’s abilities as a “master persuader”.

this is a guy who hates drab corporatespeak but loves the ideology behind it, a guy who describes the vast powerlessness of life but believes you can change it by writing some words on a napkin. That blend of rebellion against the symptoms of post-Cold War society and sworn allegiance to its machinations couldn’t lead anywhere else but to Trump, a man who rails against ‘elites’ while allowing them to run the country into the ground.

Beware: as I’m pretty sure Nietzsche said, when you gaze into Dilbert, eventually Dilbert gazes back into you.

I just think Adams is a guy who spent so long in the world of slick aphorisms and comic-strip logic that it eventually ate into his brain, became his entire manner of thinking

I knew that my audience wanted to feel authenticity from me. To give that to them, I revealed pieces of myself that I might have been wiser to keep private.

when metrics substitute for self-worth, it’s easy to fall into the trap of giving precious pieces of yourself away to feed an audience that’s always hungry for more and more.

In 2018, I impulsively released a video about my struggle with burnout, which featured intimate footage of my emotional breakdowns. Those breakdowns were, in part, a product of severe anxiety and depression brought about by chasing the exact success for which many other teenagers yearn.

I was entering adulthood and trying to live my childhood dream, but now, to be “authentic,” I had to be the product I had long been posting online, as opposed to the person I was growing up to be.

Online culture encourages young people to turn themselves into a product at an age when they’re only starting to discover who they are. When an audience becomes emotionally invested in a version of you that you outgrow, keeping the product you’ve made aligned with yourself becomes an impossible dilemma.

Sometimes, I barely recognize the person I used to be. Although a part of me resents that I’ll never be able to forget her, I’m also grateful to her. My YouTube channel, for all the trouble it brought me, connected me to the people who wanted to hear my stories and prepared me for a real shot at a directing career. In the last year, I’ve directed a short film and am writing a feature, which showed me new ways of creating that aren’t at the expense of my privacy.

Just like midlife, quarterlife can bring its own crisis — trying to separate from your parents or caregivers and forge a sense of self is a struggle. But the generation entering adulthood now faces novel, sometimes debilitating, challenges.

Many find themselves so mired in day-to-day monetary concerns, from the relentless crush of student debt to the swelling costs of everything, that they feel unable to consider what they want for themselves long term

“We’ve been constrained by this myth that you graduate from college and you start your life,” she said. Without the social script previous generations followed — graduate college, marry, raise a family — Ms. Byock said her young clients often flailed around in a state of extended adolescence.

nearly one-third of Gen Z adults are living with their parents or other relatives and plan to stay there.

Many young people today struggle to afford college or decide not to attend, and the “existential crisis” that used to hit after graduation descends earlier and earlier

Ms. Byock said to pay attention to what you’re naturally curious about, and not to dismiss your interests as stupid or futile.

Experts said those entering adulthood need clear guidance for how to make it out of the muddle. Here are their top pieces of advice on how to navigate a quarterlife crisis today.

She recommends scheduling reminders to check in with yourself, roughly every three months, to examine where you are in your life and whether you feel stuck or dissatisfied

From there, she said, you can start to identify aspects of your life that you want to change.

“Start to give your own inner life the respect that it’s due,”

But quarterlife is about becoming a whole person, Ms. Byock said, and both groups need to absorb each other’s characteristics to balance themselves out

However, there is a difference between self-interest and self-indulgence, Ms. Byock said. Investigating and interrogating who you are takes work. “It’s not just about choosing your labels and being done,” she said.

Be patient.

Quarterlifers may feel pressure to race through each step of their lives, Ms. Byock said, craving the sense of achievement that comes with completing a task.

But learning to listen to oneself is a lifelong process.

Instead of searching for quick fixes, she said, young adults should think about longer-term goals: starting therapy that stretches beyond a handful of sessions, building healthy nutrition and exercise habits, working toward self-reliance.

“I know that seems sort of absurdly large and huge in scope,” she said. “But it’s allowing ourselves to meander and move through life, versus just ‘Check the boxes and get it right.’”

take stock of your day-to-day life and notice where things are missing. She groups quarterlifers into two categories: “stability types” and “meaning types.”

“Stability types” are seen by others as solid and stable. They prioritize a sense of security, succeed in their careers and may pursue building a family.

“But there’s a sense of emptiness and a sense of faking it,” she said. “They think this couldn’t possibly be all that life is about.”

On the other end of the spectrum, there are “meaning types” who are typically artists; they have intense creative passions but have a hard time dealing with day-to-day tasks

“These are folks for whom doing what society expects of you is so overwhelming and so discordant with their own sense of self that they seem to constantly be floundering,” she said. “They can’t quite figure it out.”

That paralysis is often exacerbated by mounting climate anxiety and the slog of a multiyear pandemic that has left many young people mourning family and friends, or smaller losses like a conventional college experience or the traditions of starting a first job.

Stability types need to think about how to give their lives a sense of passion and purpose. And meaning types need to find security, perhaps by starting with a consistent routine that can both anchor and unlock creativity.

perhaps the prototypical inspiration for staying calm in chaos: Yoda. The Jedi master is “one of the few images we have of what feeling quiet amid extreme pain and apocalypse can look like,

Even when there seems to be little stability externally, she said, quarterlifers can try to create their own steadiness.

establishing habits that help you ground yourself as a young adult is critical because transitional periods make us more susceptible to burnout

He suggests building a practical tool kit of self-care practices, like regularly taking stock of what you’re grateful for, taking controlled breaths and maintaining healthy nutrition and exercise routines. “These are techniques that can help you find clarity,”

Don’t be afraid to make a big change.

It’s important to identify what aspects of your life you have the power to alter, Dr. Brown said. “You can’t change an annoying boss,” he said, “but you might be able to plan a career change.”

That’s easier said than done, he acknowledged, and young adults should weigh the risks of continuing to live in their status quo — staying in their hometown, or lingering in a career that doesn’t excite them — with the potential benefits of trying something new.

quarterlife is typically “the freest stage of the whole life span,

Young adults may have an easier time moving to a new city or starting a new job than their older counterparts would.

Know when to call your parents — and when to call on yourself.

Quarterlife is about the journey from dependence to independence, Ms. Byock said — learning to rely on ourselves, after, for some, growing up in a culture of helicopter parenting and hands-on family dynamics.

there are ways your relationship with your parents can evolve, helping you carve out more independence

That can involve talking about family history and past memories or asking questions about your parents’ upbringing

“You’re transitioning the relationship from one of hierarchy to one of friendship,” she said. “It isn’t just about moving away or getting physical distance.”

Every quarterlifer typically has a moment when they know they need to step away from their parents and to face obstacles on their own

That doesn’t mean you can’t, or shouldn’t, still depend on your parents in moments of crisis, she said. “I don’t think it’s just about never needing one’s parents again,” she said. “But it’s about doing the subtle work within oneself to know: This is a time I need to stand on my own.”

Botton’s central obsession is the insane ways bourgeois postmoderns try to live, namely in a perpetual upward swing of ambition and achievement, where failure indicates character deficiency despite an almost total lack of social infrastructure to help us navigate careers, relationships, parenting, and death. But he seems uninterested in how those structures were destroyed or what it might take to rebuild them

Botton wants to keep bourgeois secularism and add a few new quasi-religious social routines. Quasi-religious social routines may indeed be a part of the solution, as we shall see, but they cannot be simply flung atop a regime as indifferent to human values as liberal capitalism.

Citizens see the structure behind the façade and lose faith in the myth of the state as a dispassionate, egalitarian arbiter of conflict. Once theological passions can no longer be sublimated in material affluence and the fiction of representative democracy, it is little surprise to see them break out in movements that are, on both the left and the right, explicitly hostile to the liberal state.

Western politics have an auto-immune disorder: they are structured to pretend that their notions of reason, right, and sovereignty are detached from a deeply theological heritage. When pressed by war and economic dysfunction, liberal ideas prove as compatible with zealotry and domination as any others.

Secularism is not strictly speaking a religion, but it represents an orientation toward religion that serves the theological purpose of establishing a hierarchy of legitimate social values. Religion must be “privatized” in liberal societies to keep it out of the way of economic functioning. In this view, legitimate politics is about making the trains run on time and reducing the federal deficit; everything else is radicalism. A surprising number of American intellectuals are able to persuade themselves that this vision of politics is sufficient, even though the train tracks are crumbling, the deficit continues to gain on the GDP, and millions of citizens are sinking into the dark mire of debt and permanent unemployment.

Critchley has made a career forging a philosophical account of human ethical responsibility and political motivation. His question is: after the rational hopes of the Enlightenment corroded into nihilism, how do humans write a believable story about what their existence means in the world? After the death of God, how do we account for our feelings of moral responsibility, and how might that account motivate us to resist the deadening political system we face?

The question is what to do in the face of the unmistakable religious and political nihilism currently besetting Western democracies.

both Botton and Critchley believe the solution involves what Derrida called a “religion without religion”—for Critchley a “faith of the faithless,” for Botton a “religion for atheists.”

a new political becoming will require a complete break with the status quo, a new political sphere that we understand as our own deliberate creation, uncoupled from the theological fictions of natural law or God-given rights

Critchley proposes as the foundation of politics “the poetic construction of a supreme fiction … a fiction that we know to be a fiction and yet in which we believe nonetheless.” Following the French philosopher Alain Badiou and the Apostle Paul, Critchley conceives political “truth” as something like fidelity: a radical loyalty to the historical moment where true politics came to life.

But unlike an evangelist, Critchley understands that attempting to fill the void with traditional religion is to slip back into a slumber that reinforces institutions desperate to maintain the political and economic status quo. Only in our condition of brokenness and finitude, uncomforted by promises of divine salvation, can we be open to a connection with others that might mark the birth of political resistance

This is the crux of the difference between Critchley’s radical faithless faith and Botton’s bourgeois secularism. Botton has imagined religion as little more than a coping mechanism for the “terrifying degrees of pain which arise from our vulnerability,” seemingly unaware that the pain and vulnerability may intensify many times over. It won’t be enough to simply to sublimate our terror in confessional restaurants and atheist temples. The recognition of finitude, the weight of our nothingness, can hollow us into a different kind of self: one without illusions or reputations or private property, one with nothing but radical openness to others. Only then can there be the possibility of meaning, of politics, of hope.

It’s not that young women aren’t feminists, or don’t care about sexism. For college-age women — Mr. Sanders’s female base — sexism tends to be linked to sex.

Young women are neither ungrateful to their feminist foremothers nor complacent; rather, they are activists for feminist causes that reflect their needs.

College-educated women see only a tiny pay gap in their early- and mid-20s, making 97 cents for every dollar earned by their male colleagues.

That experience starts to change a few more years into the work force. By 35, those same college-educated women are making 15 percent less than their male peers. Women’s earnings peak between ages 35 and 44 and then plateau, while men’s continue to rise.

When women have children, they’re penalized: They’re considered less competent, they’re less likely to be hired for a new job and they’re paid less

one of the few female partners always seemed to be in charge of ordering lunch

For the many women who live at the center of that time crush, Mrs. Clinton’s emphasis on the wage gap, paid family leave and universal prekindergarten may be particularly appealing. Mr. Sanders, who also supports paid leave and universal pre-K, takes a different rhetorical tone, usually stressing affordable higher education and universal health care.

I watched as men with little or irrelevant experience were hired and promoted, because they had such great ideas, or they fit in better. “We want a woman,” the conclusion seemed to be, “just not this woman.”

in the now-common refrain about Hillary Clinton: “I want a woman president, just not this woman president.”

a 19-year-old aspiring lawyer who is volunteering for Mr. Sanders today will work for firms with more female partners and live in a world where the wage gap has shrunk. But the trends show that her experience in a decade is unlikely to be that different from mine.

Many more women over 25 are in the work force than those under, and women over 25 also do about twice as much unpaid domestic work as their younger counterparts.

I listened as some of my male colleagues opined on the need to marry a woman who would stay home with the children — that wasn’t sexist, they insisted, because it wasn’t that they thought only women should stay home; it was just that somebody had to, and the years in which they planned on having children would be crucial ones for their own careers.

Child care is just as expensive in many places as sending a kid to public university, but a college kid can get a part-time job. A toddler can’t.”

There are many other reasons women in the 30-and-over cohort may lean toward Mrs. Clinton. They’ve already seen promises of revolutionary change fall short. They may prefer a candidate with a progressive ideology but a more restrained, and potentially more effective, strategy for putting that ideology in place.

If it’s not this woman, this year, then who and when?

ThinkUp is something like Elf on the Shelf for digitally addled adults — a constant reminder that someone is watching you, and that you’re being judged.

“The goal is to make you act like less of a jerk online,” Ms. Trapani said. “The big goal is to create mindfulness and awareness, and also behavioral change.”

One of the biggest dangers is saying something off the cuff that might make sense in a particular context, but that sounds completely off the rails to the wider public. The problem, in other words, is acting without thinking — being caught up in the moment, without pausing to reflect on the long-term consequences. You’re never more than a few taps away from an embarrassment that might ruin your career, or at least your reputation, for years to come.

Because social networks often suggest a false sense of intimacy, they tend to lower people’s self-control.

Like a drug or perhaps a parasite, they worm into your devices, your daily habits and your every free moment, and they change how you think.Continue reading the main story Continue reading the main story

For those of us most deeply afflicted, myself included, every mundane observation becomes grist for a 140-character quip, and every interaction a potential springboard into an all-consuming, emotionally wrenching flame battle.

people often tweet and update without any perspective about themselves. That’s because Facebook and Twitter, as others have observed, have a way of infecting our brains.

getting a daily reminder from ThinkUp that there are good ways and bad ways to behave online — has a tendency to focus the mind.

More basically, though, it’s helped me pull back from social networks. Each week, ThinkUp tells me how often I’ve tweeted. Sometimes that number is terribly high — a few weeks ago it was more than 800 times — and I realize I’m probably overtaxing my followers

ThinkUp charges $5 a month for each social network you connect to it. Is it worth it? After all, there’s a better, more surefire way of avoiding any such long-term catastrophe caused by social media: Just stop using social networks.

The main issue constraining growth, the founders say, is that it has been difficult to explain to people why they might need ThinkUp.

your online profile plays an important role in how you’re perceived by potential employers. In a recent survey commissioned by the job-hunting site CareerBuilder, almost half of companies said they perused job-seekers’ social networking profiles to look for red flags and to see what sort of image prospective employees portrayed online.

even though “never tweet” became a popular, ironic thing to tweet this year, actually never tweeting, and never being on Facebook, is becoming nearly impossible for many people.

That may change as more people falter on social networks, either by posting unthinking comments that end up damaging their careers, or simply by annoying people to the point that their online presence becomes a hindrance to their real-life prospects.