EBOOK DOWNLOAD (The End of Average: How We Succeed in a Wolrd That Values Sameness) ´ Todd Rose

The End of Average: How We Succeed in a Wolrd That Values Sameness

review Ô eBook, ePUB or Kindle PDF ☆ Todd Rose

Ost nothing about individual experience and capacitiesMr Rose cites how Sir Francis Galton agreed with uetelet that the average was the basis of scientific understanding of people Galton didn t see average as perfection He saw average as mediocre For him deviation from the average wasn t error but rankRanking is a prime attribute of one dimensional thinking It s a perspective that permeates ust about every aspect of life today from medical dosages designed for the average patient to ranking likes on FacebookFor Galton people were essentially eminent mediocre or imbecilic He divided these three categories further And here s where it gets whacky According to Galton if you re mediocre then you re mediocre in every aspect of life If you re eminent you are superior in every way Sir Francis Galton was an upper class chap living at the height of the British Empire Could this have been self serving stuffToday Galton s thinking is no stranger to us If Tiger Woods is a superior golfer then according to popular opinion he should be better in every other way If you have excellent academic credentials you ll be a better employee perform well in anything you choose live a happy life and be admired by the less fortunate We know this isn t true Yet it s a widespread cultural blind spotMaking it humanStories make this book hard to put down They re well researched and range from business to the military But most compelling are those stories the author tells of his own struggle When Mr Rose was 18 he dropped out of high school with a D minus average and scratched a living at menial obs Today he is director of the Mind Brain and Education program at HarvardIn high school he played the class clown so he wouldn t be harassed by a group of boys When he went to college he purposely signed up for classes than he intended to take He wanted to avoid his old high school classmates If they were in a class he would drop it His contextual criterion was adaptive personal and pragmatic He wanted distraction free studyIn another instance he tells of studying for the Graduate Record Examination a reuirement for science programs He does well on verbal and math but not so called analytical reasoning His father points out to him that he has poor working memory and that he should write down the problem Awareness of our limitations opens possibilities for functional personal adaptationThree principlesThe End of Average is organized into three principles aggedness context and pathwayJaggednessOver simplifying leaves out necessary complexity Average is one smooth number derived from varying Thank You God For Everything jagged data points Jaggedness restores accuracy as an individual signature One graphic in the book shows a tall thin man and a short stout man Both might weigh the same but that s about all you can say Simplicity is the enemy of accuracyEach individual is better adapted to some things and not to others A person may be a nurturing mother poor at economics and a proficient computer programmer The data points are a person s individualagged signature And this has profound implications for business Employee hiring methods are fundamentally flawedRelying on past achievements in college grade point averages and resumes come at a great cost to employers Instead Mr Rose suggests focusing on what the company wants done He goes on to show how innovative companies are finding loyal and enthusiastic talent where averagarian companies wouldn t consider lookingContextTrait theorists believe we re either introvert or extrovert But humans aren t fixed entities Nor are we disembodied abstractions We re influenced by situations we find ourselves in context Moreover personalities aren t consistent What one person finds exciting another finds anxiety provoking Personal experience and behavior are linked to situation The same individual is going to respond differently at an IRS audit than on the dance floorPersonality typing such as Myers Briggs Type Indicator and Enneagram don t take situation variability into account This might seem obvious But as a culture we are still influenced by Galton s fixed and simplistic categories smart people and not so smart people successful and not so successfulPathwayMr Rose s third principle is pathway His own path wasn t linear While some occupations demand a rigid pathway not all do Not everyone who passes a bar examination goes through law school You ust need to pass the examinationAnd then there is the issue of pace One dimensional thinkers see only one right path and only one right speed No matter what undergraduate degree you take you have to take "AT LEAST FOUR YEARS TO ACHIEVE IT SUCCESS MEANS "least four years to achieve it Success means seat time and not failing reuired courses An averagarian mindset limits individual potentialMr Rose advocates not for diplomas but short term credentials and the ability to stack them Some employers agree with him An increasing number of innovative companies are throwing away the resume to make room for functional hiring decisions These are not based on average scores but on contextual fit individual interest and capabilitiesTechnology can now manage complexity the individual approach demands And not ust in hiring Technology enhanced individualistic medicine is still in its infancy but it s growing And on the education front alternatives to the rigidity of alma mater nurturing mother are becoming a realityThere s explosive growth in Massive Open Online Courses MOOCs where learning is flexible and often free Institutions educators and employers are missing something hidden in plain sight the complex individualOnly when employers change hiring practices and employers are missing something hidden in plain sight the complex individualOnly when employers change hiring practices look beyond diplomas and past employment will they discover they ve been looking for talent in the wrong places First employers need to change their thinking no small task But reading The End of Average by Todd Rose is a good startDisclaimer Christopher Richards is a business book ghostwriter and has no affiliation with this book or its author I read this for a faculty discussion group at work I find I agree with Rose s Observations On What Isn T on what isn t than on his proposed solutions but it has generated some interesting directions of thinking I enjoyed ruminating on my Post Traumatic Slave Syndrome: America's Legacy of Enduring Injury and Healing jaggedness too many books not enough kissing from the average and thinking about the Gallup StrengthsFinder in the scope of this book He s not a huge fan of tests like Myers Briggs but then talks about strengths basedob design and degree programs I m still thinking about where the line is between personality which he sees as situational and strengths wouldn t these also be situational but we have one discussion to go Everyone needs to read this book This is a must read for any parent or educator There is no such thing as an average person And to say that is not Mordecai Cubitt Cooke Victorian Naturalist Mycologist Teacher and Eccentric just fluffy be yourself sort of crap Rose really breaks down recent research on how kids learn differently test uniuely etc If you want the right employee for aob you need to consider what the ob demands and not use grades and standardized tests I have found this to be true in my own experiences hiring people but Rose provides some scientific and business backing for these findings The book is also a nice challenge to the way schools measure student performance through timed tests I have one child who excels at timed tests as I did and two others who can figure out any problem but not under pressure Schools have always rewarded the first sort of test taker even if there is no reason to believe that person is better or smarter It s one of those books where the author totally proved their point in the first couple of chapters And then had to bulk out the rest of the bookWould have been a great TED tal. This discovery led to simple solutions like adjustable seats that dramatically reduced accidents improved performance and expanded the pool of potential pilots It also led to a huge change in thinking planes didn’t need to be designed for everyone they needed to be designed so they could adapt to suit the individual flying themThe End of Average shows how success lies in customizing to our individual needs in all aspects of our lives from the way we mark tests to the medical treatment we receive Using principles from The Science of the Individual it shows how we can break down the average to create individualized success that benefits everyone in the long run It's time we stopped settling for average and in The End of Average Todd Rose will show you ho. ,
Measure of success a hallmark of averagarianism remains the best way to go along and get along That doesn t mean this is how it should be When you find those places and people who feed your best self while you do the same for them truly amazing things happen nb Learning to believe in this alternative paradigm with my current employer has been the hardest part of the ob and one I wholly agree with even though it s taking me years to accept itThis idea that everybody is trying to be a suare peg to fit a suare hole is a basically flawed perception of how a person has to operate I think it reflects how the author sees society and the path he took to get where he is but to borrow an idea he covers within the book his path is not the path Being your best self doesn t reuire a complete rethinking of society The Origin of Feces just a willingness to redefine your measures of success The book lays a solid framework provides uality references for each of the points he makes and the history lesson is succinct and reasonable I liked how he drew the connection from physics to social theory for the averagarian and while he didn t call it out I know the same connection exists between newer physics and social theory for the individual The proposal for change is good with three excellent anecdotes that suggest it might be a broadly applicable pattern But moving from one dimensional measures of success to multi dimensional success can uickly blossom into infinitely subdividing each axis until you re left with a population of individuals that have no defining character When everybody is a special snowflake nobody is I bought this book after the speaker at last year s Diocesan curriculum conference lauded it as a life changing book t Averages are very convenient when used correctly but even when dealing with statistics they can be misleading when Bill Gates walks into a room of people who have no savings on average they re all millionaires and it gets even worse when we deal withobs and education As Todd Rose and Ogi Ogas make clear hardly anyone is an average person Whether someone is trying to devise an aircraft cockpit for the average pilot define the average kind of person to fit a ob or apply education suited to the average student it all goes horribly wrongIf I m honest there isn t a huge amount of explicit science in the book nor is it the kind of self help book suggested by the subtitle how to succeed in a world that values sameness but scientific thinking underlies the analysis of how averaging people falls down whether it s looking at brain performance or personality typing What Rose and Ogas argue powerfully is that the way we run business and education is based on a fundamentally flawed concept that you can do the right thing for everyone by applying an averaged approach This dates back to the likes of Galton who believed that individuals had inherent capabilities and should be ranked and statistically managed accordinglyAlong the way the authors demolish such concepts I have seen time and again as selecting for obs on having a degree performance management systems that reuire a fixed distribution of high performers average people and below average people companies based around organisation charts rather than individuals and education that simply doesn t work for many students I was particularly delighted to see the way that they pull apart the ridiculous approach of personality profiling with devastating statistics that show that the way we behave is hugely dependent on the combination of individual personality and context hardly anyone is an introvert or Guide to the Contemporary Harp judgemental or argumentative or whatever you like in every circumstanceThe authors admit that the averaging approach was useful in pulling up a 19th century population that had few educational andob opportunities but now especially when we have the kind of systems and information we have they argue that we should be moving beyond simple one dimensional concepts like I and SAT scores and exam results and using multidimensional approaches that take in far and which enable us to build employment and education around the individual rather than the system s idea of an average worker or student Of course there is work involved that with the old averaging but Rose and Ogas point out this benefits both the workers and the companies or the educators and the educated And they show that it is possible to take this approach even in apparently low wage impersonal cookie cutter obs like workers in a supermarket or manufacturing plantThere are a few issues There s an out and out error where they claim the word statistics comes from static values it actually comes from state an out and out error where they claim the word statistics comes from static values it actually comes from state in country And even the authors occasionally slip back into the "old norms of success when for instance they refer to Competency based credentialing "norms of success when for instance they refer to Competency based credentialing that really a word is being tried out successfully at leading universities Surely the concept of a leading university ust reflects the old norms of what constitutes success in education And I think the practical applications of these ideas will generally be a lot harder than they seem to think they have great examples of where a low level worker is given the chance to make a change that benefits the company for instance but not of what do when someone makes a change that makes things go horribly wrong Similarly they point out that individual treatment also risks dangers like nepotism but not how to deal with it However that doesn t in any way counter the essential nature of their argument Individuals work and learn and do everything better if treated as individualsI real Mr Rose s book could have been called How We Came to Have Screwed up Ideas and What to Do About ThemInstead of building systems to fit the individual organizations still try to fit people into systems In the industrial revolution this made sense because uneducated farmworkers were needed for routine factory work But today we have functional and exciting optionsWhat made sense to the father of scientific management Frederick Winslow Taylor now needs a rethink Taylor was against innovation by workers In his opinion an employee s Il metodo dell'ovulazione. Atlante job was to obey Today employers are crying out for people who can innovate Because of institutional one dimensional thinkingobs go unfilled while able people aren t considered for employment Most organizations are what Mr Rose disparagingly calls averagarian How we became averageOur culture is built around averageness an idea first introduced in the early nineteenth century by Adolphe uetelet a Belgian astronomer uetelet was trying to measure planetary speed He came up with the then novel idea to find the average of variable astronomical observations in the belief that the result would be accurate Astronomers thought the average of all the data points was the correct speed deviation was error The idea took hold Average became sought after perfectionuetelet analyzed chest circumferences of 5738 Scottish soldiers in his search for the average man In the 1940s researchers gathered data on ten anatomical dimensions of young men in the hope of finding the best cockpit design and then recruit pilots to fit in themAt the same time the search was on to find female perfection Dr Robert L Dickinson Chief of Obstetrics and Gynecology at the Brooklyn Hospital was known as the Rodin of Obstetrics Dr Dickinson and his collaborators took physical measurements of 15000 young adult women and created Norma a sculpture that can be seen today in the Cleveland Health MuseumThe trouble was that there were almost no pilots or young women who actually matched the average ideal There was too much individual variation Broad conclusions say alm. At the best way to run our institutions is by focusing on the average person But when you actually drill down into the numbers you find an amazing fact no one is average which means that our society built for everyone is actually serving no oneIn the 1950s the American Air Force found itself with a massive problem performance in expensive custom made planes was suffering terribly with crashes peaking at seventeen in a single day Since the state of the art planes they were flying had been meticulously crafted to fit the average pilot pilot error was assumed to be at fault Until that is the Air Force investigated ust how many of their pilots were actually average The shocking answer out of thousands of active duty pilots exactly zero were average Not one. A book which ought to be read by anyone involved in standardised systems teachers managers admissions officers pretty much everyone The solutions aren t easy but they are definitely worth itThe central premise of this book No one is average If you design a cockpit to fit the average pilot you ve designed it to fit NO ONEAverages have their place If you are comparing groups of people the average can be usefulBut the moment you need to make a decision about an individual to teach this child or hire that person the average is useless In fact it is worse than useless because it creates the illusion of knowledge while disguising what is most important about an individualFrom the early 1900s Francis Galton s idea that human worth could be measured by how far they were from the average had thoroughly infiltrated all social and behavioral sciencesTyping and ranking have become so elementary natural and right that we are no longer conscious of the fact that every such udgment always erases the individuality of the person being Investir dans l'or : le petit manuel pratique judged Frederick Taylor s Scientific Management put the system first forcing individuals to conform to the average as closely as possible or be like everyone else only betterBut standardisation left one crucial uestion unanswered who should create the standards that governed a business Thus the field of management was born And management consulting followed soon after this separation of thinking and planning from making and doing Its role To tell businesses the best way to manage employing the average as its key tool SOPs and manuals ensuedTaylorism contributed to a relatively stable and prosperous democracy at the cost of narrowing expectations of success and losing our dignity of individualityThe fallacy of uetelet and Lord and Novick assuming that measuring one person many times and measuring many people one time were interchangeable The three principles1 Jaggedness Jagged ualities consist of multiple dimensions that are weakly correlated Height is one dimensional size is not Eg People can have widely differing waist sizes and shoulder widths in different directions There is no simple answer to the uestion Which man is biggerWhen we are able to appreciate theaggedness of other people s talents we are likely to recognise their untapped potential And when we become aware of our own Yoga in the Workplace jaggedness we are less likely to fall prey to one dimensional views of talent that limit what we are capable of2 Myth of Traits We behave similarly across time in similar contexts When the context changes our behaviour can also change Fixed traits do not existCompanies always lament a shortage of talent that there s a skills gap but really there sust a thinking gap If you spend the effort thinking through the contextual details of the L'ORTHOGRAPHE FACILE - ORTHOGRAPHE D'USAGE, REGLES GRAMMATICALES, HOMONYMES, DICTIONNAIRE ORTHOGRAPHIQUE job you re going to be rewardedPeople s behaviour feels trait like because you usually observe them in the same context and when you observe them YOU are part of that context We simply do not see the diversity of contexts in the lives of our acuaintances or even those closest to us and as a result we makeudgments about who they are based on limited informationRemembering that there is to that person than the context that finds both of us together in that moment opens up the door for us to treat others with a deeper understanding and respect than essentialist thinking ever allows us to And that understanding and respect are the foundation of the positive relationships that are most likely to lead to our success and happiness3 We all walk our own paths When learning skills eg learning to walk everyone has their own pathway to competenceEuating learning speed with learning ability is irrefutably wrong yet pervades the education system when time limits are imposed on exam papers By demanding that our students learn at one fixed pace we are artificially impairing the ability of many to learn and succeed What one person can learn most can learn if they are allowed to adjust their pacingFrom the author When I consider the decisions I made that contributed to my college success every one of them was rooted in the belief that a path to excellence was available to me but I was the only one who would be able to figure out what the path looked like And to do that I knew that I needed to know who I was first aggedness if then signaturesWhen you take individuality "seriously innovation occurs everywhere all the time at every link of the network because every employee is "innovation occurs everywhere all the time at every link of the network because every employee is into an independent agent tasked with figuring out the best way of doing her ob and contributing to the companyThe diploma as a basic unit of higher education has an unwieldy length 4 years and is insufficiently granular A better approach is credentials which emphasises awarding credit for the smallest meaningful unit of learning And this credit is passincomplete assessing someone s competency at a given taskThe present architecture of our higher education system is based on a false premise that we need a standardised system to efficiently separate the talented from the untalentedFit Creates Opportunity If the environment is a bad match for our individuality eg the cockpit doesn t fit the short pilot our performance will always be artificially impairedOpportunity has hitherto been defined as eual access where it aims to maximise individual opportunity on average by ensuring eual access to the same standardised system whether or not that system fits But only eual fit creates eual opportunity As with most books like this a ten minute TED talk would suffice But since we were reading it for a faculty book study I plugged through the whole thing Rose s point is compelling by trying to adapt to an average person we essentially make sure no one fits the mold This has obvious implications for education with grade level concerns uestions about age appropriateness IEP ualifications and those darn letter grades that are due from teachers next Wednesday at 11 pm However Rose spends 188 pages avoiding proposing a solution for K 12 education and when he does his advice is textbooks designed to the edges What does that look like How does a printed textbook adapt sentence structures to different readers needs Is all of the content the same Is the class of students with one teacher model also antiuated Rose might think so even if he doesn t outright say it He s a big fan of Khan academy and digitally available fully self paced learning Rose did a great ob describing how the system is broken and why it s a problem but now I feel sad and powerless and like I m failing my students by not restructuring all of societyOn the bright side though my students by not restructuring all of societyOn the bright side though learned a strange amount about the Morning Star tomato company
tl dr individuals 
dr individuals worth than a single axis of valueThe basic premise is that the explosion of data collection in the late 19th century led to the concept of an average person which was great for elevating culture out of the pre industrial age but hurt the individual because no human being is average The proposed solution is to embrace that individual on their own terms using a multi dimensional match of their mix of skills against the mix of needs from industry The power of averagarianism and statistics was born from aggregate then analyze and came at a cost This proposal for individualism and dynamic systems works when you analyze then aggregate and carries its own cost I agree with the book in that your best self shouldn t be defined against a mythical sense of average and that it happens anyway Mediocre schools mediocre businesses and mediocre people are all going to insist that you be ust like everybody else only better and in that context the single can learn fast. Each of us knows we’re different We’re a little taller or shorter than the average our salary is a bit higher or lower than the average and we wonder about who it is that is buying the average priced home All around us we think are the average people with the average height the average salary and the average houseBut the average doesn’t ust influence how we see ourselves our entire social system has been built around this average size fits all model Schools are designed for the average student Healthcare is designed for the average patient Employers try to fill average ob descriptions with employees on an average career trajectory Our government implements programs and initiatives to serve the average person For than a century we’ve believed th. ,