Improve your brain power, mental health, learning and more (not simply IQ)

Posted on March 2, 2011 by robertahill

There are a number of sites where you can "test" your brain power but the best that I have come across is Lumosity. Here are ten things that they claim:

10 Things You Should Know About Lumosity.com

Lumosity.com has been shown to improve memory and attention in clinical trials.
98% of Lumosity.com subscribers say they would recommend us to others.
Over 10 million people have joined Lumosity.com.
Lumosity.com features over 30 brain games and exercises.
Lumosity.com's training program only takes 10 minutes a day.
People from over 180 countries have subscribed to Lumosity.com.
Lumosity.com is the exclusive provider of healthy games for The New York Times.
Lumosity.com costs less than a cup of coffee a day.
Lumosity.com partners with healthcare providers and media outlets.
Lumosity.com can change your life.

Designed by neuroscientists and based on extensive research, Lumosity's training program promotes cognitive health by selectively challenging cognitive faculties. They use the Brain Performance Index (BPI) to measureeach performance in a given cognitive function.

Lumosity improves brain health and mental functioning. Their brain training program selectively addresses five main brain areas: memory, attention, processing speed, flexibility and problem-solving skills. By focusing on all five, our training exercises steer you toward your peak performance. No matter what your age or educational background, Lumosity can help you stay mentally fit and at the top of your game.

You can use BPI to track your performance, and compare your ability in one cognitive area to another. Overall BPI is your average BPI across each of the five cognitive areas: attention, memory, speed, flexibility and problem solving. This number provides a concise measure of your overall brain performance. If you are weak in one area, it will bring down your overall score, so it’s a good idea to focus on the games where you scores are lowest.

While there are paid accounts, you can open a full functioning free one by going to their website. I highly recommend giving it a go. These are fun free and provide one place for an overall perpective on yur brain performance.

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ONe resource site that I like and have often mentioned in my blog is from the BBC Science: Human body and Mind. One example of a memory test can be found here. Check around there are lots more.

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Perhaps slightly more functional is Gild. Gild provides you with unique tools to certify your skills, find great jobs, and advance your career all while competing and sharing with friends and peers.

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WiZiQ helps you Learn and Teach Online.

These are just a few of many intersting sites. Please share any others that you think are worth a visit.

Multi Tasking and Distractions

Posted on June 10, 2010 by robertahill

Image via Wikipedia

I don't believe in multi-tasking. This is probably because I as grow older I am note acutely aware of how poorly I juggle too many things at one time. I like it when articles support the position that multi-tasking is not effective. While most research in the area is related to the brain, I can't help wondering if personality is also at play.

The New York Times this week has two interactive (tests) online for you to see how well you perform on a number of tasks. I will share with you one aspect of my results – while I did score well in getting the right answers – I was miserably hopelessly slower than both multi-taskers and non mulit-taskers. I blame the slowness of my computer.

Check your ability to switch between tasks and see how well you filter out distractions with a pair of tests.

How Useful is Knowing Learning Styles for Teams

Posted on April 8, 2010 by robertahill

Image via Wikipedia

I recently "trashed" learning style assessments on Twitter and now I am feeling a little bit badly about it. Don't get me wrong, I am still of the opinion that in most instances the use of learning style inventories are more beneficial to the "teacher" than the actual "learner". In a previous post from 2007, I discuss my concerns and refer to another harsher critic than myself.

@LeaderTalk put up an interesting post yesterday: Teams and Learning Styles. Becky is using Kolb's learning styles and the inventory with her students. Now don't get me wrong . . . I love Kolb's work as well as that of Honey and Mumford. Peter Honey and Alan Mumford developed their learning styles system
as a variation on the Kolb model while working on a project for the
Chloride
corporation in the 1970's. Their models and theories are invaluable. In fact, I first offered teleclasses on learning styles back in 2001. I think there is a place for studying learning styles in a "classroom setting" and I am sure that Becky is providing a very valuable learning opportunity. She is so right when she says:

Differences in the way we prefer to learn and organize our work
often leads to conflict on teams. Increased understanding of
ourselves and others may lead to increased appreciation and cooperation
among team members.

Many different assessment tools or models can provide this kind of insight: MBTI, DISC, Social Styles, KBDI, Birkman , I could go on and on. I have found using Thinking Styles InQ and the Kolbe particularly useful in this way. Some of these models are more applicable in the work environment. Some are more "sticky" than others. In my experience (generally speaking), learning styles (whether it is Kolb or VAK or others) are much lest applicable in the moment and certainly not as easily remembered.

In summary, I remain unconvinced that knowing the learning styles of team members has any practical application. However, appreciating our different preferences – in learning, thinking, communicating is extremely valuable. And ensuring that a variety of styles is represented is critical to high performing teams.

While a little dated, I still find the following a great summary resource on the topic: Conner, M. L.
"Introduction to Learning Styles." Ageless Learner,
1997-2007.

agelesslearner.com/intros/lstyleintro.html

The Eccentricity Quiz and other indicators

Posted on April 8, 2010 by robertahill

I recently wrote a post on my Eclectic Change blog about my own personal work in progress of Eccentricity being a slippery slope. I created a non serious quiz as part of the post. Here is an excerpt and the quiz.

In popular usage, eccentricity refers to unusual or odd behavior on
the part of an individual. It could be construed as a personality
that is bizarre: conspicuously or grossly unconventional or unusual.
But there is another far more powerful meaning: out of center or having
an axis or point of support that is not centrally placed. Off
center means that being eccentric can show up in different
extremes. The word extreme is a clue. Here are some questions to help
you decided your own eccentricity.

Eccentricity Quiz

Would you consider yourself grounded and anchored?
Are you so flexible that you don’t stand for anything?
Do you feel balanced? (Side note – it is my balance that shows up
problematic on my Wii Fitness.)
Do people find you unpredictable or predictable in your
unpredictability?
Seriously, do you care what people think about you?
Do you like to be convoluted?
Do you have more ideas than you know what to do with them?
Do your clothes never match on the outside but your underwear and
shocks do?
Do you like to be a “devil’s advocate” in debates?
Do others think you are rude but you think you are refreshingly
blunt?

Scoring

Give yourself a point for each question that you answered yes
except for questions 1, 3 and 5. Give yourself a point for question
1, 3 and 5, if you answered no. If you have a score of
6 or more, you may be eccentric. (By the way, these questions and the
scoring is totally off the top of my head and is meant for amusement
purposes only.)

Here is another view of the top five indicators of an eccentric personality taken from Martin Howard's recent article on "Why we need eccentricity". Source is Dr. David Weeks*.

•
A non-conforming attitude

• Creativity

•
Curiosity

• Idealism

• An obsession with a
hobby or hobbies

In Eccentrics, David Weeks & Jamie James summarize findings
from
a systematic study of "eccentrics": highly talented and unusual
people. They infuse comedy and entertainment into the often barren
landscape of
social science research while investigating the fascinating characters.
Eccentrics vary between genuine geniuses and charming crackpots. Their
defining
features are a refusal to hold commonly held beliefs and/or refusal to
act
according to the norms of society.

The concept of time as it relates to personality and The Marshmallow Experiment

Posted on March 18, 2010 by robertahill

Over the years, I have observed that if one truly understands, appreciates and "respects" another persons values around time, almost all communication problems and differences can be resolved. I am not saying that this is an easy task at all. How we view time is deeply ingrained not only in our personalities but in our cultural upbringing as well.

Robert Rohm, Ph.D.uses the DISC Model to explain Expectations About Being On Time but the exact same thing applies to The Platinum Rule, Social Styles, and True Colors. Each of the four styles has a unique and often different perception of time.

Here is another take on the subject as Professor Philip Zimbardo promoting his book describes the affects of present and future orientation in children.

New Survey: How do you define Success?

Posted on January 25, 2010 by robertahill

I have begun some research for my contribution to a new book and I could really use your help. Success is one of those interesting concepts. Like beauty it is in the eye of the beholder. It is not so much an end result as a value judgment of who one wants to be. Therefore it is different for every person.
There are four overall objectives, two of which make it quite unique:

How do people define success (for themselves personally)?
How does age influence how we see success?
Is there a difference between those that use social networks and those that don't?
Is there any correlation between "personality types" and how they define success?

Question 4 will be addressed in an optional section at the end of the survey for those respondents who are familiar with the five personality systems being used.
Since you read this blog, I am hoping that you will provide me with this data.

I am collecting input in three ways:

Through Social Networks directly – if you use Twitter, the definition has to be 140 characters or less. Please @robertahill and add #success (in case the first gets dropped)
Via comments and discussions below – so please join the dialogue.
A more in depth survey which I really hope that if you have read this far then you will take the survey by clicking the link below:

Also, would you will Retweet and pass this link along to others. Your support is greatly appreciated. Results will be posted here on my blog and through Twitter and LinkedIn.

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This survey will remain open until at least Feb. 5th.

Update Evening, Jan 25th:

Thanks to early responders, fix a typo AND put in additional theme that somehow was missed while entering the choices.

Update Jan 26th:

The survey has an optional area for you to add your name and email
should you want to retain credit for anything you write OR if you would
like me to get in contact with you. NO emails will be published or
shared. There is no link referral mechanisms - so unless you provide your info, it is completely anonymous.

Respondents are slowly coming in via all sources. Thanks for putting the word out.

Update Jan 29th:

I have not determined how I will use the data. Naturally, all
written comments would be quoted directly – with or without
attributions depending on what respondents have indicated. My
intention was not to offend by using the statement "relinquish of
rights. I simply wanted to be sure that I had permission without
having to negate confidentiality. Rather, I wanted to ensure that the
data – even if anonymous was not used with consent. Hence the opt out
section. I hope I have clarified my intentions by making some additions.

Someone pointed out that the survey takes much more than 3 – 5
minutes. I must have under estimated and apologize for those that felt
I was misleading. I have adjusted the intro accordingly.

TypeLabs presents Let’s Split the Difference / Q & A with Susan Nash

Posted on December 11, 2009 by robertahill

"Most people confuse the instrument with the theory."

In a follow-up to my previous post, I am so glad to not only tell you that the interview with Susan Nash was recorded but I am able to present it to you here below:

This is a very valuable presentation if you have some solid understanding of the MBTI or Type. I loved Susan's comparison of using three lens.; very helpful understanding some of the nuances of differences. While I haven't purchased the book (to date), I think this is a must have for one's bookshelves.

Simple and Clear Explanation of the MBTI

Posted on October 19, 2009 by robertahill

I recently came across a great Slideshow from Michelle Villalobos' workshop "You're Not Crazy… It's
Just Your Personality Type." This is a wonderful overview of personality type theory, MBTI,
and how it applies in business. This is a rather thorough review if you are willing to take the time.

Youre Not Crazy… Its Just Your Personality Type

View more documents from guest028b14.

My good friend and colleague, Mary Jo Asmus has just posted the second in her own series on leadership and the introversion / extroversion conundrum. You can read both here:

Introverted Leaders: Gifts and Cautions

Extraverted Leaders: Gifts and Cautions

Conflict Study: Warring Egos, Toxic Individuals, Feeble Leadership

Posted on January 22, 2009 by robertahill

Recent research about workplace conflict in the US and UK made Psychometrics Canada curious about the Canadian experience of conflict at work. To study this issue, they surveyed Canadian HR professionals to gather their thoughts about the type, frequency and causes of conflict.

Psychometrics Canada has just published their study of conflict in Canadian organizations and it is available. You can read and download the PDF research report, along with tips for managing conflict HERE.

Quote from the Executive SummaryImage by Mike Licht, NotionsCapital.com via Flickr

Our study found that almost all HR professionals (99%) deal with conflict. The most common causes of conflict are warring egos and personality clashes (86%), poor leadership (73%), lack of honesty (67%), stress (64%), and clashing values (59%).

However, there is a serious gap between the importance of conflict management skills and the effectiveness of current leaders. 18% of those surveyed indicated that current management and leadership is not at all effective at dealing with conflict, and 63% said that they are only somewhat effective. This finding shows that there is a lot of room for improvement in the management/leadership ranks when it comes to dealing with conflict.

If organizations invest in conflict management training, leaders can harness conflict’s creative energy.

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Category Archives: Research and Theories

Improve your brain power, mental health, learning and more (not simply IQ)

10 Things You Should Know About Lumosity.com

Multi Tasking and Distractions

How Useful is Knowing Learning Styles for Teams

The Eccentricity Quiz and other indicators

The concept of time as it relates to personality and The Marshmallow Experiment

TypeLabs presents Let’s Split the Difference / Q & A with Susan Nash

Simple and Clear Explanation of the MBTI

Conflict Study: Warring Egos, Toxic Individuals, Feeble Leadership