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10 Ways Your Brain Makes you Dumb

10 Ways Your Brain Makes you Dumb

The human brain is an impressive yet bewildering thing. Although it only weighs about three pounds, this organ processes information amazingly fast. The slowest speed is 260 mph. That’s the same speed as the fastest car on Earth! Our highly evolved brains are what differentiate us from other animals. However, as much as our brains help us function, we’re still susceptible to being tricked.

Here are 10 ways our brains make us surprisingly “dumb.”

1. You Filter Out More Information Than You Realize

We all want to think that we are aware of everything, all the time. However, the truth of the matter is that we are not. Our brains use about 20-25% of our body’s energy, so it’s important that our brains act as efficiently as possible. In order to do this, the brain filters out a lot of “noise” in our environment, focusing our attention on the things we deem important by using the reticular activating system (RAS).

Have you ever considered buying a particular car and then noticed it everywhere? It’s not that everyone bought that same exact car the same day, your RAS was in action and was focusing your attention on that specific car. Since your brain was focused on the new car purchase, your RAS took note of it, making you even more aware of that car in your environment.

The RAS is an essential network in the brain that helps us parse through the massive amount of information we are exposed to everyday. Since it’s such a great tool, it’s surprising to realize that you’re filtering out a lot of information.

2. Your Brain Can Be Primed

Do you ever go shopping, flip over a tag, and find a great deal you can’t resist? The shirt you’re considering buying used to be $200, now it’s only $20 — it’s a no brainer! Is it really a good deal, or is your mind primed to think so because you saw the giant “x” over the original price? This shows how an initial stimuli can have huge affects on our subsequent decisions or behaviors.

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In an interesting study, subjects were primed with words related to elderly people. After hearing those words, the subjects were found to walk slower when leaving the experiment compared to the control group who wasn’t primed. The same study showed that when subjects were primed with words related to rudeness, they were more likely to interrupt the experimenter.

3. Too Many Options Lead To Indecision

You may think that having a variety of options is a great thing — it’s not. Although it may seem advantageous to have a variety of options to make the best decision, your mind actually gets overwhelmed, thus decreasing your odds of actually making a choice.

Have you ever been browsing Netflix at night and just felt totally paralyzed? We’ve all been there, flipping through the endless choices presented to you. That’s the paradox of choice in action.

A fascinating experiment in a grocery store examined a stand with 24 different varieties of jams for shoppers to test and buy. Those who sampled got a $1 coupon towards any purchase. The 24 jam display got a lot of interest as people wanted to taste-test different flavors. A similar table was set up the next day, but this time it only had six jams to try. Although the smaller table wasn’t as popular, when it came to buying the jam, people who saw the smaller display were ten times more likely to purchase.

Why is that? Having too many options can lead to indecision or inaction. Even worse, when we face too many options we feel even less satisfied with the choice we made.

4.  You View Your “Future Self” As A Stranger

Do you ever pig out on a Friday, then justify eating your way through your weekend because on Monday you’re going to start that new diet? We tend to think of our future selves as totally different people, causing us to weaken the connection of the pain or sacrifice that our “future self” will have to go through just to burn off those weekend calories.

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Numerous studies have shown that our brain thinks of our future selves as entirely different people. So much so, we may as well be thinking of a celebrity! In a study conducted by Hershfield and his colleagues, when imagining their future selves a subject’s neural activity was similar to when they described celebrities like Matt Damon! The experimenters took this a step further, asking their subjects to either look at themselves in the mirror or look at a photo of their future selves (by way of digitally making their face look older). Afterwards, they were asked how they’d spend $1,000, those exposed to their “older self” said they’d put twice as much money into a retirement account compared to those who saw their current self in the mirror.

5. You Grow Attached To Objects You Touch More Often

Every try spring cleaning but get stuck holding onto things with sentimental value because you just can’t fathom throwing them away? Research has shown that the more often you touch something or spend time with it, the more value you place on it.

This study shows that the more time someone spends with an object the more “pre-ownership attachment” they will associate with it. They figured this out by allowing subjects to examine and touch basic coffee cups prior to being auctioned. When they were auctioned off, those who spent more time examining the cup were more likely to overbid on the coffee cup. That’s why retailers want you to try clothes on, take a test drive, and eat taste-testers.

6. Lack Of Willpower Leads To Bad Decisions

Willpower is like a gas tank. It starts off full but gets depleted throughout the day, by either making decisions or exercising self control. What happens when that gas tank is running low? Well, you probably guessed it, it’s way harder to exercise self-control and make good decisions.

In a remarkable study, researchers studied over 1,000 court rulings regarding whether or not the judge granted a criminal parole. They found that the number one factor in whether the criminal would get parole or not was based on the time of day… not their crime or their record — the time of day!

They figured out that the earlier in the day the trial took place, the better chances the criminal had at getting parole. It turns out that the judges suffered from “decision fatigue” towards the end of the day. The easy decision to make after being fatigued was to simply say “no.”

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7. You Don’t Panic When You Should

Have you ever felt a minor earthquake in the middle of the night? You may wake up alarmed for a few seconds, but then you roll over and fall back asleep. That’s the normalcy bias at play. This bias occurs when there’s a disaster going on and instead of getting into “fight or flight” mode you convince yourself that everything is totally normal, leading to inaction.

This bias leads to a lot of unnecessary deaths and injuries such as Hurricane Katrina where residents never thought the levees would break. When they actually did, they were stuck at home, faring the worst.

Scientific hypotheses suggest this occurs because it takes our brains 8-10 seconds to process information. Adding stress to the equation slows this down even more.

8. You Make Bad Assumptions

The “availability heuristic” is a mental shortcut we take. It’s when we believe something is common place if we have an example to reference or are already familiar with it. For example, if we have a lot of friends with iPhones, we assume that everyone has iPhones!

An experiment from the University of Zurich showed that people who had been affected by flooding (or knew someone who was) were more likely to perceive higher risk about flooding probabilities in their neighborhood compared to those who never had such experiences. Those affected by flooding had memories “available” to them to reference, causing them to perceive a much higher risk than those who never experienced it, even though the probabilities were exactly the same.

9. You Use Emotions In Making Decisions

Even though we’d all like to trick ourselves into thinking we make decisions based on black and white logic, research shows otherwise.

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Thomas Damasio, a University of Iowa neurologist, has shown that decision-making happens in more than one part of your brain. Prior to his research, most neuroscientists believed that decision-making only occurred in the rational and most highly evolved part of our brains, the prefrontal cortex.

Although that is the case, there’s another interesting part of the brain at work: the limbic system. This area is a much older part of our brain responsible for emotions. It’s the part of our brain where we make value judgments regarding experiences and memories. These various parts of the brain work together to make decisions.

10. Your Memories Are Wrong

Do you and a friend ever recall a memory you shared, but argue over the details? When you guys first heard about 9/11 it was at your house… or was it at school… or the gym?

You’re 100% sure he was at your house, but he’s saying it was at school, and you are both sure of it. It turns out that the more emotional a memory is, the more confident we are around recalling that story accurately.

In 1986, the Challenger space shuttle exploded. It was a memorable day for many Americans. The next day, Ulric Neisser, a Professor at Emory, handed out a questionnaire to his students asking them to reflect on where they were and who they were with, as well as other details at the time of hearing about the Challenger explosion.

Two and a half years later, Professor Neisser handed out the same questionnaire to the same group of students. The average accuracy of these memories was a measly three out of seven. However, what was even more fascinating is that when asked about how “confident” they were in recollecting their memory the average rating was a whopping 4.17 out of five!

We tend to be confident about an event and the details surrounding it even though we are actually way off. This is because we tend to have “tunnel vision” on the major event and the minor details associated with the memory tend to be forgotten.

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Last Updated on September 17, 2019

How to Delegate Work Effectively (Step-By-Step Guide)

How to Delegate Work Effectively (Step-By-Step Guide)

All managers and leaders must master the art of delegation. Understanding how and when to allocate responsibility to others is essential in maintaining a high level of productivity, both on a personal and organizational level. Knowing how to delegate is also essential for an effective leadership.

To learn how to delegate is to build a cohesive and effective team who can meet deadlines. Moreover, knowing when and how to delegate work will reduce your workload, thus improving your wellbeing at work and boosting your job satisfaction. Unfortunately, many leaders are unsure how to delegate properly or are hesitant to do so.

In this guide, you will discover what delegation really entails, how it benefits your team, and how to delegate work effectively.

The Importance of Delegation

An effective leader knows how to delegate. When you delegate some of your work, you free up your time and achieve more on a daily basis. Effective delegation also promotes productivity within a team by drawing on the existing skill set of its members and allowing them to develop new knowledge and competencies along the way. The result is a more flexible team that can share roles when the need arises.[1]

When you are willing to delegate, you are promoting an atmosphere of confidence and trust. Your actions send a clear signal: as a leader, you trust your subordinates to achieve desired outcomes. As a result, they will come to think of you as a likeable and efficient leader who respects their skills and needs.

Delegation isn’t about barking orders and hoping that your staff falls in line. A manager’s job is to get the very best from those under their supervision and in doing so, maximizing productivity and profit.[2]

Here’s an example of bad delegation:

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    Careful delegation helps to identify and capitalize on the unique strengths and weaknesses of the team members. Delegation also boosts employees’ engagement as it proves that the managers are interested in drawing on their talents.[3]

    The Fear of Delegating Tasks

    Delegation boosts productivity, but not all managers are willing or able to delegate.[4] Why? Here’re some common reasons:[5]

    • They may resent the idea that someone else may get the credit for a project.
    • They may be willing to delegate in principle but are afraid their team won’t be able to handle an increased degree of responsibility.
    • They may suspect that their staff is already overworked, and feel reluctant to increase their burden.
    • They may suspect that it’s simpler and quicker just to do a task themselves.
    • They dislike the idea of letting go of tasks they enjoy doing.
    • They fear that if they delegate responsibility, their own manager will conclude that they can’t handle their workload.

    Delegation vs Allocation

    Most people think that delegation and allocation are synonymous, but there is an important distinction to be made between the two.[6]

    When you allocate a task, you are merely instructing a subordinate to carry out a specific action. You tell them what to do, and they do it–it’s that simple. On the other hand, delegation involves transferring some of your own work to another person. They do not just receive a set of instructions. Rather, they are placed in a role that requires that they make decisions and are held accountable for outcomes.[7]

    How to Delegate Work Effectively (A Step-By-Step Guide)

    So what’s the best way to delegate work so you can fight the fear of delegation, build an efficient team and work faster? Here’s a step-by-step guide:

    1. Know When to Delegate

    By understanding how much control you need to maintain over a situation, you can determine the best strategy for empowering workers. There are 7 levels of delegation that offer workers different degrees of responsibility.

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    This brief video explains these levels and offers examples of when it’s appropriate to use each one:

    Delegation occurs along a spectrum. The lowest level of delegation happens when you tell other people what to do. It offers little opportunity for employees to try new approaches. The most empowering form of delegation occurs when you are able to give up most of your control over the project to the employee.

    Knowing how to delegate work helps you understand how to connect people with tasks that make the best use of their talents. When done properly, it ensures that you will get the best end-result.[8]

    When you’re deciding how to delegate work, ask the following questions:

    • Do you have to be in charge of this task, or can someone else pull it off?
    • Does this require your attention to be successful?
    • Will this work help an employee develop their skills?
    • Do you have time to teach someone how to do this job?
    • Do you expect tasks of this nature to recur in the future?

    2. Identify the Best Person for the Job

    You have to pass the torch to the right team member for delegation to work. Your goal is to create a situation in which you, your company, and the employee have a positive experience.

    Think about team members’ skills, willingness to learn, and their working styles and interests. They’ll be able to carry out the work more effectively if they’re capable, coachable, and interested. When possible, give an employee a chance to play to their strengths.

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    Inexperienced workers may need more guidance than seasoned veterans. If you don’t have the time to set the newer employee up for success, it’s not fair to delegate to them.

    You also have to consider how busy your employees are. The last thing you want to do is overwhelm someone by giving them too many responsibilities.

    3. Tell and Sell to Get the Member Buy-In

    After you’ve found the perfect person for the job, you still have to get them to take on the new responsibility. Let them know why you chose them for the job. [9] When you show others that you support their growth, it builds a culture of trust. Employees who see delegated tasks as opportunities are more likely to be invested in the outcome.

    When you’re working with newer employees, express your willingness to provide ongoing support and feedback. For seasoned employees, take their thoughts and experiences into account.

    4. Be Clear and Specific About the Work

    It’s critical to explain to employees why the project is necessary, what you expect of them, and when it’s due.[10] If they know what you expect, they’ll be more likely to deliver.

    By setting clear expectations, you help them plan how to carry out the task. Set up project milestones so that you can check progress without micromanaging. If your employee has trouble meeting a milestone, they still have time to course correct before the final product is due.

    This type of accountability is commonly used in universities. If students only know the due date and basic requirements for completing major research papers, they might put off the work until the eleventh hour. Many programs require students to meet with advisers weekly to get guidance, address structure, and work out kinks in their methods in advance of deadlines. These measures set students up to succeed while giving them the space to produce great work.

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    5. Support Your Employees

    To see the best possible outcomes of delegating, your subordinates need resources and support from you. Connect them with training and materials to develop skillsets they don’t already have.[11] It may take more time up front to make resources available, but you’ll save time by having the work done correctly. For recurring tasks, this training pays off repeatedly.

    Sometimes employees need a help to see what they’re doing well and how they can improve. Giving and receiving feedback is an essential part of delegation. This is also a good way to monitor the delegated tasks as a leader. While you can keep track of the progress of the tasks, you are not micro-managing the employees.

    Throughout the project, periodically ask your employees if they need support or clarification. Make it clear that you trust them to do the work, and you want to create a space for them to ask questions and offer feedback. This feedback will help you refine the way you delegate work.

    6. Show Your Appreciation

    During periodic check-ins, recognize any wins that you’ve seen on the project so far. Acknowledge that your employees are making progress toward the objective. The Progress Principle lays out how important it is to celebrate small wins to keep employees motivated.[12] Workers will be more effective and dedicated if they know that you notice their efforts.

    Recognizing employees when they do well helps them understand the quality of work you expect. It makes them more likely to want to work with you again on future projects.

    Bottom Line

    Now that you know exactly what delegation means and the techniques to delegate work efficiently, you are in a great position to streamline your tasks and drive productivity in your team.

    To delegate is to grant autonomy and authority to someone else, thus lightening your own workload and building a well-rounded, well-utilized team.

    Delegation might seem complicated or scary, but it gets much easier with time. Start small by delegating a couple of decisions to members of your team over the next week or two.

    More About Delegation

    Featured photo credit: Freepik via freepik.com

    Reference

    [1] BOS Staffing: 5 Benefits Of Delegation – Empower Your Team
    [2] Brian Tracy International: How to Delegate The Right Tasks To The Right People: Effective Management Skills For Leadership Success
    [3] MindTools: Successful Delegation: Using The Power Of Other People’s Help
    [4] Fast Company: The Three Most Common Fears About Delegation: Debunked
    [5] Leadership Skills Training: Delegation
    [6] Abhinav Jain: Delegation of work vs Allocation of work
    [7] Anthony Donovan: Management Training: Delegating Effectively
    [8] Management 3.0: Practice: Delegation Board
    [9] Focus: The Creativity and Productivity Blog: A Guide to Delegating Tasks Effectively
    [10] Inc.: 6 Ways to Delegate More Effectively
    [11] The Muse: The 10 Rules of Successful Delegation
    [12] Teresa Amabile and Steven Kramer: The Progress Principle

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