fuchsbau

Think Again, Adam Grant

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• Substrat: value curiosity, learning, mental flexibility, search for knowledge (i.e. be a scientist)
  • what you see as part of your identity, indicates what you're able to do
  • open minds respond to confusion with curiosity & interest
  • a rich relationship requires regular rethinking
• productive disagreements
  • expert negotiators find areas of agreement, express emotions & uncertainty, present fewer arguments, ask more questions
  • with contentious topics, "how" ("why") more likely to lead to task (personal) conflict
  • "how does it work?", "how do you know?", "what evidence would change your mind?" helps open minds
  • if exposed to nuances of complex issue (e.g. through presentation or enquiry), more likely to find shared perspective
• motivational interviewing: help others find motivation to change
  • 1) open-ended questions, 2) reflective listening, 3) affirm person's desire & ability to change, 4) summarise
  • difference between sustain talk & change talk; listen for change talk & ask about how & why they might change
  • righting reflex: desire to fix problems & offer answers; skilled interviewer resists it
• rethinking cycle vs overconfidence cycle
  • rethinking cycle: humility, doubt, curiosity, discovery
  • overconfidence cycle: pride, conviction, confirmation & desirability bias, validation
  • desirability bias: we see what we want to see
  • Dunning-Kruger effect: most likely overconfident when lack of competence
• as we think and talk, we often slip into preacher, prosecutor or politician mode
  • risk: we focus on preaching/prosecuting/politicking & don't rethink own views
• process accountability evaluates how carefully different options are considered (bad decision process is based on shallow thinking)
• visions for change more compelling when they include visions of continuity
• typically more variety within groups than between them; interacting with members of other group reduced prejudice in 94% of cases
• rethinking more likely to occur in learning culture, which thrives with psychological safety & accountability
• annual rethinking check-up: When did you form the aspirations you're currently pursuing and how have you changed since then? Have you reached a learning plateau in your role or your workplace, and is it time to consider a pivot?
• meaningful work question: if this job didn't exist, how much worse off would people be?