Progress-focused

Cameron Hecht and colleagues have written an article about the importance of cultivating a growth mindset for reducing inequality in education. It provides an up-to-date insight into what growth mindset researchers are currently focusing on. Here are some key points from the article.

Recently I had a conversation with someone who eats a vegetarian diet. She asked me why I had chosen a vegan diet. I shared my arguments with her, namely that veganism is better for animals, is beneficial to health and reduces the burden on the environment . She was surprised that I mentioned health benefits of veganism, so I told her that there is a lot of scientific research that supports this. I offered to share some research data with her, but her response was unexpected. She said, 'No, never mind. I'm afraid that might leave me with no excuse not to go vegan.' A remarkable reaction, isn't it? Anyway, for those who do want to find out more, I've collected some recent studies here, all from 2023:

Below you will find an ordered overview of research updates from the past 3 months. The links point to 100 - 200 word summaries of the studies. They are in Dutch. To read them in English, use the translate button (upper right).

Through a post on LinkedIn , I came across an article by Nidhi Sachdeva about MicroLearning. As a researcher at the University of Toronto, she has focused on the need for concise and purposeful learning methods. In an ever-faster-moving world where we are bombarded with information, micro-lessons can help us learn with focus and effectiveness.

Canadian researchers Marlee Mercer and Duygu Biricik Gulseren investigated the potentially harmful consequences of negative feedback aimed at undergraduate students ( Mercer & Gulseren, 2023 ). Performance feedback is essential in higher education, especially to support students in their learning process. Giving negative feedback can also be necessary and useful. However, negative feedback can be unintentionally harmful, especially when it is more general than constructive criticism and does not target specific behaviors.

Feedback can be valuable. Feedback, information about the effects of our behavior, can help us become better at what we do. By definition, we ourselves have only a limited view of the effects of our actions. Other people look at what we do from a different perspective and can therefore see different things. In addition, they may have more or different knowledge and skills, so that their feedback can be extra instructive for us. Whether these positive effects of feedback are realized, however, depends on what the feedback is about and how effectively the feedback is provided. But when do you give feedback and how do you do it effectively? Read more about that question below.

Just over 10 years ago, there was a scandal about the psychologist Diederik Stapel, who had committed fraud on a large scale in his investigations. Recently, there have been some reports about scientists who probably did not act ethically. 

Difficult conversations play a central role in personal development, conflict resolution, and social progress. These conversations can range from parents discussing sensitive topics like death and racism to professionals needing to convey uncomfortable truths. A recent publication by Emma Levine, a University of Chicago honesty researcher, which she co-authored with several colleagues, sheds new light on the complex dynamics of awkward conversations.

  What values and goals young people embrace has a major impact on the identity they develop, how they function, and how good they feel. If so, then the next question is important: what kinds of values and goals are good for us and which are less good? Broadly speaking, there are two types of answers for which there is some evidence but which are at odds with each other: the self-determination theory ( Ryan & Deci, 2017 ) and the person-environment fit perspective ( Kristof-Brown et al., 2005 ).

  Do you know the following feeling? You go to a conference or a farewell reception, and you walk into a room full of strangers. You feel insecure and find it scary to approach people to start a conversation. You worry about whether they will like you and whether you will make a positive impression on them. Just because they look at you kindly doesn't automatically mean you like them. People are good at acting sometimes. If you recognize this kind of insecurity in yourself, read on. A study by Boothby et al. (2018) shows surprising findings that are important for the types of situations described above.

Behavioral change is a complex and challenging process that plays a central role in many aspects of life, from health to productivity and sustainability. Researchers Gail McMillan, Marina Milyavskaya, and Rachel J. Burns have recently explored this topic, with a focus on how contextual changes can influence the potential for behavior change. Their study sheds new light on behavior change, providing interesting insights that may be useful to individuals and policymakers.

 In 1997, American comedian Bob Newhart surprised the public with an absurd sketch about a therapist, Dr. Switzer, whose method of advice seems completely ridiculous at first glance. However, this humorous portrayal highlights a deeper truth about behavior change.

Recently, Itzchakov et al. (2023) examined the influence of listening quality on feelings of loneliness, especially in people who have shared an experience of social rejection. The researchers expected that high-quality listening, defined as behavior that conveys attention, understanding, and positive intentions, would have several positive effects on the person telling about the painful experience.

In a new review article, Lemay, Le, Clark (2023) describe research into the impact of good listening on relationships. Here I will briefly discuss some things from their article.

In a new study, Crystal Hoyt, Jeni Burnette, Emma Nash, and Whitney Becker from the University of Richmond examine the societal implications of growth mindsets regarding anxiety (Hoyt et al., 2023) . They consider whether the personal benefits offered by such a mindset can have unintended adverse social effects.

Intuitively, we tend to stay in our comfort zones to feel safe and secure. But researchers Russo-Netzer & Cohen (2023) suspected that we would do well to regularly step outside our comfort zone. They investigated whether this could increase people's life satisfaction.

What is effective leadership? The effective leader was once seen as the undisputed, dominant authority who understood everything and made every decision. But our view of what constitutes effective and acceptable leadership has transformed significantly over the years. Ancient beliefs about leadership were heavily based on dogmas and intuitions. But we can no longer rely solely on our intuitions when it comes to determining leadership quality. Empirical research has proven its necessity in discovering what really works in leadership. Psychological science offers indispensable methods and crucial insights. In this article, I dive deeper into some of these studies, which illustrate how empirical science has fundamentally changed our view of leadership.

German researchers Emily Kleszewski and Kathleen Otto conducted a study to understand the effects of different forms of perfectionism on employee well-being. To design their research, they relied on a combination of the literature on perfectionism and the Self-Determination Theory (SDT) to investigate this. It turned out that different forms of perfectionism have different effects on our well-being at work.

Human behavior is a puzzle that scientists are trying to understand. A group of researchers, led by Kaitlyn M. Werner of the University of Toronto, recently looked at a peculiar piece of this puzzle: perfectionism. They wondered whether frustration with our basic psychological needs – autonomy, competence and relatedness – influences the degree of perfectionism we display.

How important is autonomy support in the workplace? A favorable working environment can have a significant impact on employee well-being. But what factors contribute to these favorable conditions? Recent research by Mokgata et al. (2022) shows that the degree of autonomy employees experience in their workplace is essential for their work performance and engagement. This article discusses the results of this important study, explains how different forms of support contribute to perceived autonomy and illustrates how these factors influence work behavior.

In 2020, after meeting Donald Trump and five others, American politician Chris Christie ended up seriously ill with COVID-19 in the hospital's intensive care unit. He barely survived. During his stay, he received a call from Trump, also infected, who asked that Christie not tell the press that he contracted the disease from him. Christie agreed, ignorant of who had infected whom. Later, Christie learned confidentially from two reporters that Trump had told them that Christie had given him COVID. It later turned out that Trump had already tested positive for COVID before the meeting with Christie ( source ). An intriguing paradox of our time is the phenomenon where leaders who have been publicly exposed as chain liars still retain a significant following. Striking examples are Donald Trump and Boris Johnson . It's as if their dishonesty has some sort of attraction, even after their lies are exposed. This paradox raises a pressing question: why do people continue to support dish

Growth mindset promotion through value alignment can lead to better school performance and less inequality. Education is constantly looking for ways to improve the school performance of students. Another important goal is to reduce inequality in education. The challenge is to discover how we can achieve this in the most effective way. Recent research by three American researchers offers a possible solution. They developed an intervention aimed at promoting a growth mindset in students.

We live in a world where technological progress is the order of the day. A remarkable book that explores this dynamic has recently begun to attract attention. Entitled ' Power and Progress ', the book explores the complex interaction between technological development, especially artificial intelligence (AI), and socio-economic change. Written by Daron Acemoglu and Simon Johnson, two economists from the prestigious Massachusetts Institute of Technology (MIT), the book is currently getting a lot of interest. Although I haven't read the book myself yet, the reviews I've seen make me curious.

Technological complexity and economic challenges are growing aspects of our time. Companies and governments are increasingly looking for help from consultants. These consultants provide strategic advice and operational expertise. However, economists Mariana Mazzucato and Rosie Collington warn in their book " The Big Con ". They signal the dangers of this growing dependency. This article describes some implications of their analysis, additions from the review of the English version of the book, and some possible solutions.