Group items tagged

Now, antagonistic people didn’t claim to like these traits in other people. They rated them as traits of average likability in other people, but this was much higher than the resounding disapproval of the trait given by people who did not claim to be antagonistic. A person with a generally negative trait will tend to tolerate their own trait in others.

Questions remain with this data, all of the subjects self-reported their tendencies to these personality traits. Would a person who doesn’t know they are antagonistic still think of it as an average trait? Were the subjects honest? The study also only asked about likability, there was no inquiry into if they would interact with people who had those traits.

We conducted two online surveys of a total of 1,258 adults in the United States. Each participant completed a variety of standard questionnaires to measure his or her impulsiveness, ethnocentrism and personal insecurity. (Professors Chua and Rubenfeld describe insecurity as “a goading anxiety about oneself and one’s place in society.” Since this concept was the most complex and counterintuitive element of their theory, we measured it several different ways, each of which captured a slightly different aspect.)Next, the participants completed a test of their cognitive abilities. Then they reported their income, occupation, education and other achievements, such as receiving artistic, athletic or leadership awards, all of which we combined to give each person a single score for overall success. Finally, our participants indicated their age, sex and parents’ levels of education.

First, the more successful participants had higher cognitive ability, more educated parents and better impulse control.

This finding is exactly what you would expect from accepted social science. Long before “The Triple Package,” researchers determined that the personality trait of conscientiousness, which encompasses the triple package’s impulse control component, was an important predictor of success — but that a person’s intelligence and socioeconomic background were equally or even more important.

Our second finding was that the more successful participants did not possess greater feelings of ethnocentrism or personal insecurity. In fact, for insecurity, the opposite was true: Emotional stability was related to greater success.

Finally, we found no special “synergy” among the triple package traits. According to Professors Chua and Rubenfeld, the three traits have to work together to create success — a sense of group superiority creates drive only in people who also view themselves as not good enough, for example, and drive is useless without impulse control. But in our data, people scoring in the top half on all three traits were no more successful than everyone else.

To be clear, we have no objection to Professors Chua and Rubenfeld’s devising a novel social-psychological theory of success. During the peer-review process before publication, our paper was criticized on the grounds that a theory created by law professors could not have contributed to empirical social science, and that ideas published in a popular book did not merit evaluation in an academic journal.We disagree. Outsiders can make creative and even revolutionary contributions to a discipline, as the psychologists Amos Tversky and Daniel Kahneman did for economics. And professors do not further the advancement of knowledge by remaining aloof from debates where they can apply their expertise. Researchers should engage the public, dispel popular myths and even affirm “common sense” when the evidence warrants.

it did not stand up to direct empirical tests. Our conclusion regarding “The Triple Package” is expressed by the saying, “What is new is not correct, and what is correct is not new.”

For those of us seeking to appear friendly and trustworthy to others, a new study underscores an old, chipper piece of advice: Put on a happy face.

the relevance of facial expressions to perceptions of characteristics such as trustworthiness and friendliness.

for those faces lacking structural cues, people could no longer perceive strength but could still perceive personality traits based on facial expressions.

An analysis revealed that participants generally ranked people with a happy expression as friendly and trustworthy but not those with angry expressions.

rank faces as indicative of physical strength based on facial expression but graded faces that were very broad as that of a strong individual.

In the first variation, for faces lacking emotional cues, people could no longer perceive personality traits but could still perceive strength based on width

perceptions of abilities such as physical strength are not dependent on facial expressions but rather on facial bone structure.

As might be expected, participants picked faces with happier expressions as financial advisors and selected broader faces as belonging to power-lifting champs.

Most of the participants found the computer-generated averages to be good representations of trustworthiness or strength — and generally saw the average “financial advisor” face as more trustworthy and the “power-lifter” face as stronger.

he findings suggest facial expressions strongly influence perception of traits such as trustworthiness, friendliness or warmth, but not ability (strength, in these experiments).

facial structure influences the perception of physical ability but not intentions (such as friendliness and trustworthiness, in this instance)

this new work reveals how perceptions of the same person can vary greatly depending on that person’s facial expression in any given moment

The findings above come with a big caveat: Only male faces were shown to subjects.

Studies of facial width and height in females have shown mixed results, so presenting study subjects with a mix of male and female faces would have yielded inconclusive results.

In our everyday lives this study and others make clear that although we might try to influence others’ perceptions of us with photos showing us donning sharp attire or displaying a self-assured attitude, the most important determinant of others' perception of and consequent behavior toward us is our faces.

Moreover, using the child-rearing questionnaire, African-Americans score as far more authoritarian than whites

what, exactly, is an “authoritarian” personality? How do you measure it?

for more than half a century — social scientists have tried to figure out why some seemingly mild-mannered people gravitate toward a strongman

the philosopher (and German refugee) Theodor Adorno collaborated with social scientists at the University of California at Berkeley to investigate why ordinary people supported fascist, anti-Semitic ideology during the war. They used a questionnaire called the F-scale (F is for fascism) and follow-up interviews to analyze the “total personality” of the “potentially antidemocratic individual.”

The resulting 1,000-page tome, “The Authoritarian Personality,” published in 1950, found that subjects who scored high on the F-scale disdained the weak and marginalized. They fixated on sexual deviance, embraced conspiracy theories and aligned themselves with domineering leaders “to serve powerful interests and so participate in their power,”

“Globalized free trade has shafted American workers and left us looking for a strong male leader, a ‘real man,’” he wrote. “Trump offers exactly what my maladapted unconscious most craves.”

one of the F-scale’s prompts: “Obedience and respect for authority are the most important virtues children should learn.” Today’s researchers often diagnose latent authoritarians through a set of questions about preferred traits in children: Would you rather your child be independent or have respect for elders? Have curiosity or good manners? Be self-reliant or obedient? Be well behaved or considerate?

a glance at the Christian group Focus on the Family’s “biblical principles for spanking” reminds us that your approach to child rearing is not pre-political; it is shorthand for your stance in the culture wars.

“All the social sciences are brought to bear to try to explain all the evil that persists in the world, even though the liberal Enlightenment worldview says that we should be able to perfect things,” said Mr. Strouse, the Trump voter

what should have been obvious:

“Trump’s electoral strength — and his staying power — have been buoyed, above all, by Americans with authoritarian inclinations,” wrote Matthew MacWilliams, a political consultant who surveyed voters during the 2016 election

The child-trait test, then, is a tool to identify white people who are anxious about their decline in status and power.

new book, “Prius or Pickup?,” by ditching the charged term “authoritarian.” Instead, they divide people into three temperamental camps: fixed (people who are wary of change and “set in their ways”), fluid (those who are more open to new experiences and people) and mixed (those who are ambivalent).

“The term ‘authoritarian’ connotes a fringe perspective, and the perspective we’re describing is far from fringe,” Mr. Weiler said. “It’s central to American public opinion, especially on cultural issues like immigration and race.”

Other scholars apply a typology based on the “Big Five” personality traits identified by psychologists in the mid-20th century: extroversion, agreeableness, conscientiousness, neuroticism and openness to experience. (It seems that liberals are open but possibly neurotic, while conservatives are more conscientious.)

Historical context matters — it shapes who we are and how we debate politics. “Reason moves slowly,” William English, a political economist at Georgetown, told me. “It’s constituted sociologically, by deep community attachments, things that change over generations.”

“it is a deep-seated aspiration of many social scientists — sometimes conscious and sometimes unconscious — to get past wishy-washy culture and belief. Discourses that can’t be scientifically reduced are problematic” for researchers who want to provide “a universal account of behavior.”

in our current environment, where polarization is so unyielding, the apparent clarity of psychological and biological explanations becomes seductive

Attitudes toward parenting vary across cultures, and for centuries African-Americans have seen the consequences of a social and political hierarchy arrayed against them, so they can hardly be expected to favor it — no matter what they think about child rearing

— we know that’s not going to happen. People have wicked tendencies.”

as the social scientific portrait of humanity grows more psychological and irrational, it comes closer and closer to approximating the old Adam of traditional Christianity: a fallen, depraved creature, unable to see himself clearly except with the aid of a higher power

The conclusions of political scientists should inspire humility rather than hubris. In the end, they have confirmed what so many observers of our species have long suspected: None of us are particularly free or rational creatures.

Allen Strouse is not the archetypal Trump voter whom journalists discover in Rust Belt diners. He is a queer Catholic poet and scholar of medieval literature who teaches at the New School in New York City. He voted for Mr. Trump “as a protest against the Democrats’ failures on economic issues,” but the psychological dimensions of his vote intrigue him. “Having studied Freudian analysis, and being in therapy for 10 years, I couldn’t not reflexively ask myself, ‘How does this decision have to do with my psychology?’” he told me.

their preoccupation with childhood and “primitive and irrational wishes and fears” have influenced the study of authoritarianism ever since.

t is true that race is a social construct. It is also true, as Dr. Lewontin wrote, that human populations “are remarkably similar to each other” from a genetic point of view.

this consensus has morphed, seemingly without questioning, into an orthodoxy. The orthodoxy maintains that the average genetic differences among people grouped according to today’s racial terms are so trivial when it comes to any meaningful biological traits that those differences can be ignored.

With the help of these tools, we are learning that while race may be a social construct, differences in genetic ancestry that happen to correlate to many of today’s racial constructs are real.

I have deep sympathy for the concern that genetic discoveries could be misused to justify racism. But as a geneticist I also know that it is simply no longer possible to ignore average genetic differences among “races.”

Groundbreaking advances in DNA sequencing technology have been made over the last two decades

Care.

The orthodoxy goes further, holding that we should be anxious about any research into genetic differences among populations

You will sometimes hear that any biological differences among populations are likely to be small, because humans have diverged too recently from common ancestors for substantial differences to have arisen under the pressure of natural selection. This is not true. The ancestors of East Asians, Europeans, West Africans and Australians were, until recently, almost completely isolated from one another for 40,000 years or longer, which is more than sufficient time for the forces of evolution to work

I am worried that well-meaning people who deny the possibility of substantial biological differences among human populations are digging themselves into an indefensible position, one that will not survive the onslaught of science.

I am also worried that whatever discoveries are made — and we truly have no idea yet what they will be — will be cited as “scientific proof” that racist prejudices and agendas have been correct all along, and that those well-meaning people will not understand the science well enough to push back against these claims.

This is why it is important, even urgent, that we develop a candid and scientifically up-to-date way of discussing any such difference

While most people will agree that finding a genetic explanation for an elevated rate of disease is important, they often draw the line there. Finding genetic influences on a propensity for disease is one thing, they argue, but looking for such influences on behavior and cognition is another

Is performance on an intelligence test or the number of years of school a person attends shaped by the way a person is brought up? Of course. But does it measure something having to do with some aspect of behavior or cognition? Almost certainly.

Recent genetic studies have demonstrated differences across populations not just in the genetic determinants of simple traits such as skin color, but also in more complex traits like bodily dimensions and susceptibility to diseases.

in Iceland, there has been measurable genetic selection against the genetic variations that predict more years of education in that population just within the last century.

consider what kinds of voices are filling the void that our silence is creating

Nicholas Wade, a longtime science journalist for The New York Times, rightly notes in his 2014 book, “A Troublesome Inheritance: Genes, Race and Human History,” that modern research is challenging our thinking about the nature of human population differences. But he goes on to make the unfounded and irresponsible claim that this research is suggesting that genetic factors explain traditional stereotypes.

139 geneticists (including myself) pointed out in a letter to The New York Times about Mr. Wade’s book, there is no genetic evidence to back up any of the racist stereotypes he promotes.

Another high-profile example is James Watson, the scientist who in 1953 co-discovered the structure of DNA, and who was forced to retire as head of the Cold Spring Harbor Laboratories in 2007 after he stated in an interview — without any scientific evidence — that research has suggested that genetic factors contribute to lower intelligence in Africans than in Europeans.

What makes Dr. Watson’s and Mr. Wade’s statements so insidious is that they start with the accurate observation that many academics are implausibly denying the possibility of average genetic differences among human populations, and then end with a claim — backed by no evidence — that they know what those differences are and that they correspond to racist stereotypes

They use the reluctance of the academic community to openly discuss these fraught issues to provide rhetorical cover for hateful ideas and old racist canards.

This is why knowledgeable scientists must speak out. If we abstain from laying out a rational framework for discussing differences among populations, we risk losing the trust of the public and we actively contribute to the distrust of expertise that is now so prevalent.

If scientists can be confident of anything, it is that whatever we currently believe about the genetic nature of differences among populations is most likely wrong.

For example, my laboratory discovered in 2016, based on our sequencing of ancient human genomes, that “whites” are not derived from a population that existed from time immemorial, as some people believe. Instead, “whites” represent a mixture of four ancient populations that lived 10,000 years ago and were each as different from one another as Europeans and East Asians are today.

For me, a natural response to the challenge is to learn from the example of the biological differences that exist between males and females

The differences between the sexes are far more profound than those that exist among human populations, reflecting more than 100 million years of evolution and adaptation. Males and females differ by huge tracts of genetic material

How do we accommodate the biological differences between men and women? I think the answer is obvious: We should both recognize that genetic differences between males and females exist and we should accord each sex the same freedoms and opportunities regardless of those differences

fulfilling these aspirations in practice is a challenge. Yet conceptually it is straightforward.

Compared with the enormous differences that exist among individuals, differences among populations are on average many times smaller, so it should be only a modest challenge to accommodate a reality in which the average genetic contributions to human traits differ.

“What companies are looking for,” says Mary Jo King, the president of the National Résumé Writers’ Association, “is someone who can be all, do all, and pivot on a dime to solve any problem.”

The phenomenon is sped by automation, which usurps routine tasks, leaving employees to handle the nonroutine and unanticipated—and the continued advance of which throws the skills employers value into flux

Or, for that matter, on the relevance of the question What do you want to be when you grow up?

By 2020, a 2016 World Economic Forum report predicted, “more than one-third of the desired core skill sets of most occupations” will not have been seen as crucial to the job when the report was published

I asked John Sullivan, a prominent Silicon Valley talent adviser, why should anyone take the time to master anything at all? “You shouldn’t!” he replied.

Minimal manning—and the evolution of the economy more generally—requires a different kind of worker, with not only different acquired skills but different inherent abilities

It has implications for the nature and utility of a college education, for the path of careers, for inequality and employability—even for the generational divide.

Then, in 2001, Donald Rumsfeld arrived at the Pentagon. The new secretary of defense carried with him a briefcase full of ideas from the corporate world: downsizing, reengineering, “transformational” technologies. Almost immediately, what had been an experimental concept became an article of faith

But once cadets got into actual command environments, which tend to be fluid and full of surprises, a different picture emerged. “Psychological hardiness”—a construct that includes, among other things, a willingness to explore “multiple possible response alternatives,” a tendency to “see all experience as interesting and meaningful,” and a strong sense of self-confidence—was a better predictor of leadership ability in officers after three years in the field.

Because there really is no such thing as multitasking—just a rapid switching of attention—I began to feel overstrained, put upon, and finally irked by the impossible set of concurrent demands. Shouldn’t someone be giving me a hand here? This, Hambrick explained, meant I was hitting the limits of working memory—basically, raw processing power—which is an important aspect of “fluid intelligence” and peaks in your early 20s. This is distinct from “crystallized intelligence”—the accumulated facts and know-how on your hard drive—which peaks in your 50

Others noticed the change but continued to devote equal attention to all four tasks. Their scores fell. This group, Hambrick found, was high in “conscientiousness”—a trait that’s normally an overwhelming predictor of positive job performance. We like conscientious people because they can be trusted to show up early, double-check the math, fill the gap in the presentation, and return your car gassed up even though the tank was nowhere near empty to begin with. What struck Hambrick as counterintuitive and interesting was that conscientiousness here seemed to correlate with poor performance.

he discovered another correlation in his test: The people who did best tended to score high on “openness to new experience”—a personality trait that is normally not a major job-performance predictor and that, in certain contexts, roughly translates to “distractibility.”

To borrow the management expert Peter Drucker’s formulation, people with this trait are less focused on doing things right, and more likely to wonder whether they’re doing the right things.

High in fluid intelligence, low in experience, not terribly conscientious, open to potential distraction—this is not the classic profile of a winning job candidate. But what if it is the profile of the winning job candidate of the future?

One concerns “grit”—a mind-set, much vaunted these days in educational and professional circles, that allows people to commit tenaciously to doing one thing well

These ideas are inherently appealing; they suggest that dedication can be more important than raw talent, that the dogged and conscientious will be rewarded in the end.

he studied West Point students and graduates.

Traditional measures such as SAT scores and high-school class rank “predicted leader performance in the stable, highly regulated environment of West Point” itself.

It would be supremely ironic if the advance of the knowledge economy had the effect of devaluing knowledge. But that’s what I heard, recurrentl

“Fluid, learning-intensive environments are going to require different traits than classical business environments,” I was told by Frida Polli, a co-founder of an AI-powered hiring platform called Pymetrics. “And they’re going to be things like ability to learn quickly from mistakes, use of trial and error, and comfort with ambiguity.”

“We’re starting to see a big shift,” says Guy Halfteck, a people-analytics expert. “Employers are looking less at what you know and more and more at your hidden potential” to learn new things

advice to employers? Stop hiring people based on their work experience. Because in these environments, expertise can become an obstacle.

“The Curse of Expertise.” The more we invest in building and embellishing a system of knowledge, they found, the more averse we become to unbuilding it.

All too often experts, like the mechanic in LePine’s garage, fail to inspect their knowledge structure for signs of decay. “It just didn’t occur to him,” LePine said, “that he was repeating the same mistake over and over.

The devaluation of expertise opens up ample room for different sorts of mistakes—and sometimes creates a kind of helplessness.

Aboard littoral combat ships, the crew lacks the expertise to carry out some important tasks, and instead has to rely on civilian help

Meanwhile, the modular “plug and fight” configuration was not panning out as hoped. Converting a ship from sub-hunter to minesweeper or minesweeper to surface combatant, it turned out, was a logistical nightmare

So in 2016 the concept of interchangeability was scuttled for a “one ship, one mission” approach, in which the extra 20-plus sailors became permanent crew members

“As equipment breaks, [sailors] are required to fix it without any training,” a Defense Department Test and Evaluation employee told Congress. “Those are not my words. Those are the words of the sailors who were doing the best they could to try to accomplish the missions we gave them in testing.”

These results were, perhaps, predictable given the Navy’s initial, full-throttle approach to minimal manning—and are an object lesson on the dangers of embracing any radical concept without thinking hard enough about the downsides

a world in which mental agility and raw cognitive speed eclipse hard-won expertise is a world of greater exclusion: of older workers, slower learners, and the less socially adept.

if you keep going down this road, you end up with one really expensive ship with just a few people on it who are geniuses … That’s not a future we want to see, because you need a large enough crew to conduct multiple tasks in combat.

hat does all this mean for those of us in the workforce, and those of us planning to enter it? It would be wrong to say that the 10,000-hours-of-deliberate-practice idea doesn’t hold up at all. In some situations, it clearly does

A spinal surgery will not be performed by a brilliant dermatologist. A criminal-defense team will not be headed by a tax attorney. And in tech, the demand for specialized skills will continue to reward expertise handsomely.

But in many fields, the path to success isn’t so clear. The rules keep changing, which means that highly focused practice has a much lower return

In uncertain environments, Hambrick told me, “specialization is no longer the coin of the realm.”

It leaves us with lifelong learning,

I found myself the target of career suggestions. “You need to be a video guy, an audio guy!” the Silicon Valley talent adviser John Sullivan told me, alluding to the demise of print media

I found the prospect of starting over just plain exhausting. Building a professional identity takes a lot of resources—money, time, energy. After it’s built, we expect to reap gains from our investment, and—let’s be honest—even do a bit of coasting. Are we equipped to continually return to apprentice mode? Will this burn us out?

Everybody I met on the Giffords seemed to share that mentality. They regarded every minute on board—even during a routine transit back to port in San Diego Harbor—as a chance to learn something new.

Do not skip around. To evaluate each candidate add up the six scores ... Firmly resolve that you will hire the candidate whose final score is the highest, even if there is another one whom you like better — try to resist your wish to invent broken legs to change the ranking.

than if you do what people normally do in such situations, which is to go into the interview unprepared and to make choices by an overall intuitive judgment such as "I looked into his eyes and liked what I saw."

The advantage of having many different waves of data from the same people is that it enables researchers to speculate on whether changes in one characteristic cause changes in another. This can be done by asking whether changes at one time in one factor predict another more strongly than the reverse

irst, as we might expect, people’s personality characteristics and values are fairly stable. People’s responses to both the personality inventory and the values scale did not change much over time. However, the responses to the personality inventory changed less than the responses to the values survey.

Overall, some personality characteristics and some values are related. Agreeableness was correlated with the value of being prosocial (that is, wanting to engage in positive actions for society). Conscientiousness was correlated with conformity (which reflects that conscientious people tend to want to follow rules including societal rules). Extraversion was related to the value of enjoyment. Openness correlated with the value of self-direction. There were no strong correlations between neuroticism and any of the values.

In addition, personality traits appeared to influence a variety of measures of well-being. People high in agreeableness, conscientiousness, extraversion, and openness tended to show higher measures of well-being while being high in neuroticism was linked to decreased measures of well-being.

First, in an era in which key findings fail to replicate, this study solidifies the relationship between personality characteristics and values that have been observed before. It also demonstrates that both personality characteristics and values change slowly.

Second, this work suggests that changes in personality characteristics (which reflect people’s underlying motivation) have a bigger impact on values than changes in values have on people’s personality characteristics.

Third, this work suggests that both personality characteristics and values are related to people’s sense of well-being. However, personality characteristics seem to have a broad impact. Changes in personality can precede changes in well-being, but it appears that changes in well-being may actually have an impact on people’s values.

That view is apparent in the new study's findings, such as a steep decline in concern for the environment. The study found that three times more millennials than baby boomers said they made no personal effort at all to practice sustainability. Only 51 percent of millennials said they tried to save energy by cutting down on electricity, compared with 68 percent of baby boomers and 60 percent of Gen X'ers.

The study also found a decline in civic interest, such as political participation and trust in government, as well as in concern for others, including charity donations, and in the importance of having a job worthwhile to society.

"The aphorisms have shifted to 'believe in yourself' and 'you're special,'" she says. "It emphasizes individualism, and this gets reflected in personality traits and attitudes."

Even community service, the one aspect where millennials' engagement rose, does not seem to stem from genuine altruism. The study attributes that gain to high schools in recent years requiring volunteer hours to graduate. The number of public high schools with organized community-service programs jumped from 9 percent in 1984 to 46 percent in 1999, according to the study.

His theory draws upon many of the most prominent views of how humans emerged. These range from our evolution of the ability to run long distances to our development of the earliest weapons, which involved the improvement of hand-eye coordination. Dramatic climate change in Africa over the course of a few tens of thousands of years also may have forced Australopithecus and Homo to adapt rapidly. And over roughly the same span, humans became cooperative hunters and serious meat eaters, vastly enriching our diet and favoring the development of more-robust brains. By themselves, Wilson says, none of these theories is satisfying. Taken together, though, all of these factors pushed our immediate prehuman ancestors toward what he called a huge pre-adaptive step: the formation of the earliest communities around fixed camps.

“When humans started having a camp—and we know that Homo erectus had campsites—then we know they were heading somewhere,” he told me. “They were a group progressively provisioned, sending out some individuals to hunt and some individuals to stay back and guard the valuable campsite. They were no longer just wandering through territory, emitting calls. They were on long-term campsites, maybe changing from time to time, but they had come together. They began to read intentions in each other’s behavior, what each other are doing. They started to learn social connections more solidly.”

“The humans become consistent with all the others,” he said, and the evolutionary steps were likely similar—beginning with the formation of groups within a freely mixing population, followed by the accumulation of pre-adaptations that make eusociality more likely, such as the invention of campsites. Finally comes the rise to prevalence of eusocial alleles—one of two or more alternative forms of a gene that arise by mutation, and are found at the same place on a chromosome—which promote novel behaviors (like communal child care) or suppress old, asocial traits. Now it is up to geneticists, he adds, to “determine how many genes are involved in crossing the eusociality threshold, and to go find those genes.”

Wilson posits that two rival forces drive human behavior: group selection and what he calls “individual selection”—competition at the level of the individual to pass along one’s genes—with both operating simultaneously. “Group selection,” he said, “brings about virtue, and—this is an oversimplification, but—individual selection, which is competing with it, creates sin. That, in a nutshell, is an explanation of the human condition.

“Within groups, the selfish are more likely to succeed,” Wilson told me in a telephone conversation. “But in competition between groups, groups of altruists are more likely to succeed. In addition, it is clear that groups of humans proselytize other groups and accept them as allies, and that that tendency is much favored by group selection.” Taking in newcomers and forming alliances had become a fundamental human trait, he added, because “it is a good way to win.”

If Wilson is right, the human impulse toward racism and tribalism could come to be seen as a reflection of our genetic nature as much as anything else—but so could the human capacity for altruism, and for coalition- and alliance-building. These latter possibilities may help explain Wilson’s abiding optimism—about the environment and many other matters. If these traits are indeed deeply written into our genetic codes, we might hope that we can find ways to emphasize and reinforce them, to build problem-solving coalitions that can endure, and to identify with progressively larger and more-inclusive groups over time.

ranslates to increases in academic performance

rating themselves on a "humble-ometer," people generally did not see themselves as others see them

other team members gave better evaluations to those they viewed as humble

Then they took tests -- first individually, then with fellow group members, who gave feedback on each member's work. Students earned credit for individual and group performances

They measured "intellectual humility," based on such traits as "open to criticism" and "knows what he/she is not good at." They also measured "intellectual arrogance," based on such traits as "is close-minded" and "believes own ideas superior to others' ideas.

Additional traits also were evaluated, among them assertiveness, intelligence, self-discipline, openness and sense of humor

intellectually arrogant whom they saw as being high in dominance, extraversion and wanting to be the center of attention, but low in agreeableness and conscientiousness

But it's more challenging for groups to recognize what behavior reveals another person's humility, as opposed to simply being shy or unsure

Learning something new requires first acknowledging your own ignorance and being willing to make your ignorance known to others

Humility is a relative newcomer to social and personality psychology, at least as a trait or behavior to be studied on its own. It arrived as part of the effort, beginning in the 1990s, to build a “positive” psychology: a more complete understanding of sustaining qualities such as pride, forgiveness, grit and contentment.

In another, ongoing study, Dr. Krumrei Mancuso had 587 American adults complete questionnaires intended to measure levels of intellectual humility. The participants rated how much they agreed with various statements, including “I feel small when others disagree with me on topics that are close to my heart,” and “For the most part, others have more to learn from me than I have to learn from them.” Those who scored highly on humility — not that they’d boast about it — also scored lower on measures of political and ideological polarization, whether conservative or liberal.

“These kinds of findings may account for the fact that people high in intellectual humility are not easily manipulated with regard to their views,” Dr. Krumrei Mancuso said. The findings, she added, may also “help us understand how humility can be associated with holding convictions.”

Now that humility is attracting some research attention, Dr. Van Tongeren said, there are a number of open questions, including whether it can somehow be taught, or perhaps integrated into psychotherapy. “One of the thorny issues is that the people who are the most open and willing cultivate humility might be the ones who need it the least,” he said. “And vice versa: Those most in need could be the most resistant.”

Between 10 and 15 percent of adults score highly on measures of humility, depending on the rating scale used. That’s at least 25 million humble people in this country alone.

we can trace the major disasters of 20th century politics to the impeccably optimistic doctrines of Marx, Lenin, Mao, and the many others for whom progress was the inevitable tendency of history. Pessimism, so obviously vindicated in retrospect, is almost always ineffective at the time. Why is this?

Our approaches to questions of that kind have been strongly influenced in recent years by evolutionary psychology, which tells us that we are endowed with traits of character and patterns of feeling that were “adaptive” in the conditions from which human societies first emerged. And what was adaptive then might be profoundly maladaptive today, in the mass societies that we ourselves have created. It was adaptive in those small bands of hunter-gatherers to join the crowd, to persecute the doubter, to go cheerfully forward against the foe. And from these traits have sprung certain patterns of thinking that serve the vital purpose of preventing people from perceiving the truth, when the truth will discourage them.

Substantial research has already been conducted in the realm of social trust, however, Freitag and Bauer contend that endemic methodological shortcomings have consistently yielded inconclusive data.

defined personality values using psychology's "Big Five" personality traits (agreeableness, openness to experience, extraversion, conscientiousness, and neuroticism-emotional stability)

The study results showed that people often trust total strangers more than they trust their friends.

Freitag and Bauer did highlight the limitations of their research. They expressly cautioned that the role of education, our networks, and our trust in institutions, matter and cannot be underestimated.

Technology has rewarded sprinters (people who can recognize and alertly post a message on Twitter about some interesting immediate event) and marathoners (people who can write large conceptual stories), but it has hurt middle-distance runners (people who write 800-word summaries of yesterday’s news conference).

Technology has rewarded graphic artists who can visualize data, but it has punished those who can’t turn written reporting into video presentations.

More generally, the age of brilliant machines seems to reward a few traits.

First, it rewards enthusiasm. The amount of information in front of us is practically infinite; so is that amount of data that can be collected with new tools. The people who seem to do best possess a voracious explanatory drive, an almost obsessive need to follow their curiosity.

Second, the era seems to reward people with extended time horizons and strategic discipline.

a human can provide an overall sense of direction and a conceptual frame. In a world of online distractions, the person who can maintain a long obedience toward a single goal, and who can filter out what is irrelevant to that goal, will obviously have enormous worth.

Third, the age seems to reward procedural architects. The giant Internet celebrities didn’t so much come up with ideas, they came up with systems in which other people could express ideas: Facebook, Twitter, Wikipedia, etc.

One of the oddities of collaboration is that tightly knit teams are not the most creative. Loosely bonded teams are, teams without a few domineering presences, teams that allow people to think alone before they share results with the group. So a manager who can organize a decentralized network around a clear question, without letting it dissipate or clump, will have enormous value.

Fifth, essentialists will probably be rewarded.

creativity can be described as the ability to grasp the essence of one thing, and then the essence of some very different thing, and smash them together to create some entirely new thing.

In the 1950s, the bureaucracy was the computer. People were organized into technocratic systems in order to perform routinized information processing.

now the computer is the computer. The role of the human is not to be dispassionate, depersonalized or neutral. It is precisely the emotive traits that are rewarded: the voracious lust for understanding, the enthusiasm for work, the ability to grasp the gist, the empathetic sensitivity to what will attract attention and linger in the mind.

Unable to compete when it comes to calculation, the best workers will come with heart in hand.

. DHEA is classified as a neurosteroid; in the same way that steroids help your body grow stronger from physical exercise, DHEA helps your brain grow stronger from psychological challenges. For several hours after you have a strong stress response, the brain is rewiring itself to remember and learn from the experience. Stress leaves an imprint on your brain that prepares you to handle similar stress the next time you encounter it.

Psychologists call the process of learning and growing from a difficult experience stress inoculation. Going through the experience gives your brain and body a kind of stress vaccine. This is why putting people through practice stress is a key training technique for NASA astronauts, Navy SEALS, emergency responders and elite athletes, and others who have to thrive under high levels of stress.

. (This is part of what makes the science of stress so fascinating, and also so puzzling.

Higher levels of cortisol have been associated with worse outcomes, such as impaired immune function and depression. In contrast, higher levels of DHEA—the neurosteroid—have been linked to reduced risk of anxiety, depression, heart disease, neurodegeneration and other diseases we typically think of as stress-related.

An important question, then, is: How do you influence your own — or somebody else’s — growth index?

This mindset can actually shift your stress physiology toward a state that makes such a positive outcome more likely, for example by increasing your growth index and reducing harmful side effects of stress such as inflammation.

Other studies confirm that viewing a stressful situation as an opportunity to improve your skills, knowledge or strengths makes it more likely that you will experience stress inoculation or stress-related growth. Once you appreciate that going through stress makes you better at it, it gets easier to face each new challenge. And the expectation of growth sends a signal to your brain and body: get ready to learn something, because you can handle this.

Everything about our lives is a process

Friedrich Nietzsche described greatness as being steeped in a process, and of great artists being tireless participants in that process:

In a 2014 paper, the Australian psychology professor Arthur E. Poropat cites research showing that both conscientiousness (which he defines as a tendency to be “diligent, dutiful and hardworking”) and openness (characterized by qualities like creativity and curiosity) are more highly correlated with student performance than intelligence is.

Some already have. “Grit” — which the psychology professor Angela Duckworth of the University of Pennsylvania and her co-authors define in a 2007 paper as “perseverance and passion for long-term goals,” and which they see as overlapping in some ways with conscientiousness — has become part of the curriculum at a number of schools.

We know that these noncognitive traits can be taught. We also know that it is necessary for success. You look at anybody who has had long-term sustainable success, and every one of them exhibited at some point this grit, this tenacity to keep going.”

One result of the class, which includes lessons on people, like Malala Yousafzai, who have overcome significant challenges: Students “are now willing to do the hard thing instead of always running to what was easy.” Ms. Benedix also coordinates a districtwide grit initiative — since it began, she says, the number of high schoolers taking advanced-placement classes has increased significantly.