"Design Leadership" by Richard Banfield explores the role of design in organizations and provides insights on how to effectively lead and manage design teams. The 2016 book is targeted towards design professionals, managers, and leaders who want to understand the strategic value of design and how to leverage it within their organizations.

Richard Banfield is a renowned author, speaker, and expert in the field of design and design leadership. He has a diverse background with extensive experience in leading design teams and fostering design-driven cultures within organizations. He is the CEO and co-founder of Fresh Tilled Soil, a Boston-based design firm that specializes in designing digital products and services. Under his leadership, Fresh Tilled Soil has collaborated with numerous clients ranging from startups to Fortune 500 companies.



Summary & Key Learnings

Chapter 1 - Culture
Chapter 2 - Talent
Chapter 3 - Office Space and Remote Working
Chapter 4 - Personal Growth and Finding Balance
Chapter 5 - Planning for the Future
Chapter 6 - Leadership Styles
Chapter 7 - Sales and Marketing
Chapter 8 - Learning from Our Biggest Mistakes

Banfield emphasises the importance of design thinking and its impact on business outcomes. He delves into various aspects of design leadership, including building and scaling design teams, fostering a design culture, and aligning design with the overall business strategy. The book also covers topics such as hiring and retaining talented designers, facilitating collaboration, and advocating for design within the organization.

By drawing on his own experiences and those of other design leaders, Banfield offers practical advice, case studies, and actionable strategies for individuals looking to enhance their design leadership skills. The book provides insights into the challenges faced by design leaders and offers guidance on how to overcome them, ultimately helping organizations harness the power of design to drive innovation and achieve business success.


Chapter 1 - Culture

Banfield starts by emphasising the transformative power of design and how it goes beyond aesthetics. He explores the role of design in driving innovation, problem-solving, and creating exceptional user experiences. Banfield highlights the importance of design leadership in fostering a design-driven organization where design is recognised as a strategic asset.

Whether you believe culture can be created or merely guided, the consensus is unanimous - culture is critically important to company success. The people you hire have the biggest impact on your culture. Knowing this and taking the time to invest in the right hires results in a better business. Design leaders often point to the fact that although their jobs revolve around the design and development, their work is to bring the best team together. America's Test Kitchen's John Torres says it best. "Ultimately, as design leaders, we're building teams and companies, not product and things."

Key takeaways:
  • Culture is definitely a high priority for successfully running design businesses.
  • To create culture, leaders need to construct the container and fill it with the right people. The container is made of the vision and values of the organisation.
  • Healthy culture can be thought of as learning cultures, which have a growth mentality and a desire to challenge themselves.
  • You can't create culture with ping-pong tables and beanbags.
  • The people in your organisation have the biggest influence on the culture.
  • Even though can't control every aspect of the culture, don't ignore it.
  • Healthy culture appears to increase staff retention and loyalty.
  • Team structures influence company culture. Select and combine teammates carefully.
  • Teams with mature attitudes toward personal growth are more likely to create a healthy culture.
  • Growing successful teams and people is the ultimate goal of the design leader.


Chapter 2 - Talent

Banfield goes to mention that almost none of the companies that him and his team interviewed used external recruiters to find new talent. He found this surprising considering the high volume of calls and emails they receive from recruiters at his own firm. However, the majority of the companies they spoke to either have a strong reputation in the community - which, by default, will attract talent - or run internal programs to develop junior talent, and in these ways are consciously nurturing the talent pipeline. Banfield's firm have also never relied on recruiters, which shows it's possible to grow your team without the help of external recruiters. The caveat to this is that a few of the larger companies that were interviewed used an internal recruiter or human resources person to fill that void. Jennifer Dary leaves us with some key questions to keep in mind about retaining talent. "Companies spend a lot of money hiring people. From the job postings, to the hours spent interviewing, to the referral fees, it really adds up. Hiring, frankly, is a boring and expensive problem to solve. What is more interesting is retention and the strategies put together in this area. Why are you losing bring people? How would your culture need to evolve to keep them? How are you tackling career paths (or not)? These are vital questions that need to be answered in any retention strategy." This chapter provides insights into these questions. 

Key takeaways:
  • A talent pipeline is just like a sales pipeline - invest in it constantly.
  • Hire people who are smarter than you.
  • When possible. hire people with great soft skills and train the hard skills.
  • Diversity adds to the creativity and wisdom of the team.
  • Coachable people are often better than knowledgeable people.
  • Hiring young or inexperienced people isn't always a cost saving.
  • Hire when capacity is consistently at its maximum, but not before.
  • Consider freelancers to buffer for the ups and downs of your business cycles.
  • Apprenticeships are invaluable and an alternative to expensive recruiting models.
  • Apprentice programs can be great talent pipelines and profit centers.


Chapter 3 - Office Space and Remote Working

If one thing's clear, it's that there's no single answer to how an office should be set up. The design leaders have their personal preferences, but they all agree that having a physical space to collaborate in can be a huge benefit. Even permanently remote teams meet a few times a year to discuss strategies and process. These annual or semiannual gatherings are a reminder that design teams need social interaction. In spite of the new telecommuting economy, humans still value each other. Whether the team is all in a single office or spread across the world, the key element is having the team connected in a way that improves collaboration. Even companies with proven models have to consider other organisational models.

Key takeaways:
  • There are no black-and-white solutions to physical space - they are more like shades of grey.
  • Successful office layouts tend to have healthy combinations of both open and closed, as well as casual and formal spaces.
  • The company's personality and brand should be allowed to shine through in the choice of location, space layout, and decor.
  • When moving to a new location, consider how that will affect culture, and try to preserve the elements that work.
  • Something as simple as providing extra seats for staff to engage in informal conversation around desks can increase communication between team members.
  • Don't be afraid to move people around the office from time to time. This allows new connections between team members to be created.
  • Remote teams need frequent and routine communication to stay bonded and aligned.
  • Hiring people that are already good self-managers makes remote working easier.


Chapter 4 - Personal Growth and Finding Balance

Sarah Testa pointed out, leadership is a work in progress. For leaders, their personal growth is not separate from the team's growth. Their advances reflect on the organisation that they build and nurture. The organisation they create in turn influences the growth of the people that work there. It's all connected. Aim to build an organisation that respects that dynamic in people's lives and allows them to create the professional sphere of that harmony in a way that respects other things that are happening in their lives. For these type of design leaders, there is a virtuous circle that connects their attitudes toward growth. The more they seek challenges that help them grow and learn, the more their teams do too.

Key takeaways:
  • If you are the leader, they your primary customer is your team.
  • Having personal and professional purpose gives your growth strategies focu and clarity.
  • Leaders invest in people and processes to keep distractions at bay.
  • Surround yourself with advisors and mentors that provide insight into areas of growth.
  • Most leaders need to constantly be developing their soft skills, like negotiation, presentation, and conflict resolution.
  • Protect your personal and family time by communicating to your team when you're unavailable. Use your calendar to book this time before it's too late.
  • Use design strategies to design an ideal life. Mapping out your days, weeks, months, and years gives you amazing amounts of control over your time.
  • Exercise is the primary method for reducing stress and building reserves for a busy schedule. Walking, running, cycling, and yoga top the lie fo activities.
  • Carving out time specifically to spend time with friends and family is considered by design leaders to be a critical part of harmonious life.
  • Work partnerships can be the source of harmony or stress. Find partners that complement your strengths and weaknesses so there's balance among you.
  • Life comes in waves. Use the ebbs to recharge for the times when things will be busy.
  • You are the average of the 5 people you spend most time with.


Chapter 5 - Planning for the Future

Planning isn't a solitary exercise. Design leaders can't be expected to take on the challenges of the future without help. The best plans happen when the design leaders get input from their team, their advisors, and their partners. Our interviews confirms that the most successful design leaders rely on outside input. 

Key takeaways:
  • Great plans first require a clear vision, guiding principles, values, and action steps.
  • Creating plans allows you to focus the business activities and avoid distractions.
  • Planning is a team sport. Get help from partners, advisors, mentors, and team members.
  • The future is ambiguous so plans never survive intact. Make plants that are flexible enough to adjust to an ever-changing future.
  • Planning for the future is often about finding a way to keep a culture that works.
  • Big goals are worth getting up for but can only achieved when you have clear plans.
  • Companies and teams don't grow linearly. Plan for spurts of fast growth with slow periods in between.
  • Long-term planning is not fashionable, but it's still the best approach to return value to the company and the team.
  • Geoff Wilson mentions, "One thing that I really want to get into as an agency, is to be able to develop our own products and start to have product revenue... to complement our service revenue. I think that's really important for our long-term survival. I think that to have a diversified stream of income, so it's not 100% client-services-focused, is whether I want to see us get to." 
  • Relying too much on one market sector or trend is dangerous.
  • Change is going to be constant.
  • "It's more about making connections. I have to expose myself to ideas and technologies."
  • The future is ambiguous so plans never survive in tact. Make plans that are flexible enough to adjust to an ever-changing future.


Chapter 6 - Leadership Styles

Leadership styles might be complex and varied, but underneath it all they all strive for the same outcome: getting the best out of the people they lead. Guiding people to being their best selves is the role of the design leader. How they get there is almost always a deeply personal journey. Your leadership style will be a complex collection of personal characteristics and experiences. There isn't going to be an ideal leadership style because each business is different.

Key takeaways:
  • Create an environment where failures can lead to personal and professional growth.
  • Being a teacher-style leader to your team can be a good way to become a student.
  • Lead by example. Get your hands dirty, but don't forget to also delegate.
  • Nobody wants a micromanager. Find ways to return authority and create trust.
  • One-on-one meetings are something you shouldn't delegate. The feedback is too valuable. 
  • Regardless of your style, ultimately it needs to motivate and empower your team.
  • Being a good communicator also means encouraging good communication.
  • Leadership means being considered as a part of the team and still being able to maintain your status as the leader.
  • Having a healthy mindset for growth means embracing failures and seeing challenges as a part of the path to something better. Learning mindset is being super adaptable. Create structures in which people can learn and figure things out. Craft an environment that supports learning when the teacher can't be around. Try to set an example in the work that you do that makes people look at you and say 'Yeah, I want to be like that."
  • When design leaders are open and transparent about themselves, their team member will often do the same.
  • The long-term style of leadership is oriented around thinking about things in the long-term. Steven Fitzgerald mentions, "We didn't want to create a lifestyle organisation. Unlike product companies that have a clear path to an exit, service companies tend to be in it for the long-term."
  • Warren Wilansky says, "Lead by example... I want my team to know that I am willing to do anything that they are doing. I am not above anything. I'm not above any task" (i.e. flat organisation). 


Chapter 7 - Sales and Marketing

Sales and marketing can be a complicated dance. In a digital world, the lines between these departments are becoming increasingly blurred. To make things more challenging, delivering on business development objectives requires finely tuned hard skills and boatloads of soft skills. The good news seems to be that these skills can be taught and improved on by almost any design leader. The critical skills are things you can't learn in a book. They are the enthusiasm and empathy that many successful great design leaders bring to the table. Even leaders with no formal sales training can bring home opportunities using just their excitement and desire to solve clients' problems. "I think the owner will always be the best salesperson because they not only have the passion, but they have the ability to make decisions." says Ben Jordan. "If you have someone who is passionate about the business and passionate about it moving forward and passionate about solving potential clients' problems, they're going to be good at sales." There's a strong link between passion for the business and sales performance. "A lot of salespeople say it, but I think it's important for people to know that they shouldn't sell things they don't believe in." 

Key takeaways:
  • Sales and marketing can't be seen as separate activities. They are linked at every step.
  • Successful design leaders think of themselves as their team's primary marketing and sales representative.
  • Transparency about process, skills, challenges, and insights is now considered the norm. No more black-box methodologies and processes.
  • Developing sales skills is possible for almost anyone as long as you have the enthusiasm and passion for your business.
  • Sales, done correctly, is nothing more than a series of conversations about a mutually beneficial relationship and set of outcomes.
  • Relying on referrals and word of mouth isn't enough. A structured lead generation process is what drives a healthy pipeline.
  • Developing a sales lens that speaks to your firm's focus and strengths ensures that sales efforts are dedicated to the right opportunities, and avoids dead-end negotiations. 
  • Sales is never done. Even when things are good, it's necessary to push work into the pipeline.
  • Having said that, be prepared for ebbs and flows. Realise that in spite of consistent efforts, your results will vary month to month and season to season. 
  • Leadership means being considered as a part of the team and still being able to maintain your status as the leader.
  • For most leaders, public writing and speaking comes with the role. Sitting in the shadows isn't an option for the leaders or the people who work for them.
  • Traditional sales pitches, "mad-men-esque" pitches don't work anymore.
  • Alignment between purpose and business outcomes is something that's noticeable in all the successful design firms. When companies are aligning with their core values, they have stronger sales pipelines, lower staff turnover, higher revenues, and wider margins. What was common to successful leaders was they all had a very clear vision. What's more, they knew how to translate that vision into action.
  • For all of the different inbound and outbound channels, you need to have 3 different tiers of individuals processing the incoming business. 
    1. So you have the head hunters who go out and bring in the leads. They don't necessarily close the business. but they go out there and establish those relationships and have the initial discussions.
    2. You have the closers, which are folks that are typically more mature and sophisticated in how they do things. They understand the strategy component much better.
    3. Then you have the last piece, which is the farmers, the individuals, typically like account execs and so on, who work within in the account to make sure the customer is happy and that they continue doing business, potentially even expanding the footprint within the organisation.
Breaking down the components of the business development funnel into layers is ideal, but not all organisations have the people to do that. Smaller firms need to have someone who can wear several hats and fill multiple roles.


Chapter 8 - Learning from Our Biggest Mistakes

Making mistakes is human. They cannot be avoided and from what we heard, it's clearly better to embrace these mistakes as learning experiences. What separates design leaders from others is the ability to tackle life knowing full well that the mistakes will come. Having the courage to lead knowing that you'll face failure and disappointment is a special quality. Taking the more challenging path isn't less scary, but the rewards seems to be better. "Don't be ashamed. Don't be shy," says Jeb Barner. "Don't be afraid to put yourself out there. Be bolder." Richard Banfield mentions, "I've made my share of mistakes, but the biggest have also resulted in the best lessons learned. For me, these lessons are almost always about managing people's expectations. Not overpromising has been key to this. In the early part of my career, I wanted to please too many people. This lead to promising the world to my teams and to my clients. That spread me too thin and eventually lead to me disappointing a lot of people. The worst part is that this type of behaviour also results in exhaustion."

Key takeaways:
  •  Communication problems tend to be at the root of all project problems. Getting on the same page prevents mistakes.
  • Be empathetic and learn to speak your client's business language. Don't' just use design jargon.
  • Business is also a creative task. Approaching business like a design project can prevent mistakes and can feel more engaging for design leaders without business training.
  • Mistakes can happen when decision-making powers are not clear. The buck has to stop somewhere.
  • Letting go and delegating gives design leaders more freedom and time to deal with the bigger issues.
  • Building trust with the team is the fastest way to delegating success.
  • Don't grow for growth's sake. Being bigger for the purpose of being bigger isn't a reasonable strategy.
  • Avoid mistakes by developing contracts and documentation to make project expectations clear to everyone.
  • Contracts are also a great fallback when things do go wrong.
  • Owners and leaders are very often the technical crafts people who through happenstance, find themselves running a business.


Top image source: Design Leadership Handbook

 


 

'Influence' explains in detail the fundamental principles of persuasion. How do you get people to say yes? How do other people get you to say yes? How are you manipulated by sleek salesmen, clever marketing folks and sneaky confidence tricksters? This book will help you understand the psychology behind their techniques, enabling you to unleash your own persuasive powers, while also defending against their tactics of manipulation.

Influence has been authored by Robert B. Cialdini, PhD a Professor Emeritus of Psychology and Marketing at Arizona State University. He also acted as a visiting professor at Stanford University and the University of California at Santa Cruz. Influence is based on 35 years of evidence-based research into the phenomena of influence, manipulation and persuasion. Dr. Cialdini also runs a consultancy based on teaching and implementing the ethical business applications of his research.




Summary & Key Learnings

Chapter 1 - Levers of Influence: (Power) Tools of the Trades
Chapter 2 - Reciprocation: The Old Give and Take
Chapter 3 - Liking: The Friendly Thief
Chapter 4 - Social Proof: Truths Are Us
Chapter 5 - Authority: Directed Deference
Chapter 6 - Scarcity: The Rule of the Few
Chapter 7 - Commitment and Consistency: Hobgoblins of the Mind
Chapter 8 - Unity: The "We" Is the Shared Me
Chapter 9 - Instant Influence: Primitive Consent for an Automatic Age

This book teaches you the 6 fundamental principles of manipulation and the most relevant persuasion techniques that compliance professionals employ. It will help you defend yourself from deceit, but also put these techniques to use yourself, should you need to flex some persuasive muscle. In many situations, we humans like to avoid thinking about how we should react by using predictable shortcuts to guide our decisions. Compliance professionals like advertisers, con artists and salespeople take advantage of these preprogrammed human reactions to elicit the response that’s in their best interests, not ours. Specifically, they leverage the principles of reciprocation, scarcity, consistency, social proof, liking and authority. Since we cannot stop using these shortcuts that mostly serve us well, we must instead learn to defend ourselves against the manipulators who abuse them.


Chapter 1 - Levers of Influence: (Power) Tools of the Trades

Ethologist, researchers who study animal behavior in the natural environment, have noticed that among many animal species, behaviour often occurs in rigid and mechanical patterns. Called fixed-action patterns, these mechanical sequences are noteworthy in their similarity to certain automatic responses by humans. For both humans and subhumans, the automatic-behaviour patterns tend to be triggered by a single feature, or trigger feature, can often prove valuable by allowing an individual to decide on a correct course of action without having to analyse carefully and completely each of the other pieces of information in the situation.

The advantage of such shortcut responding lies in its efficiency and economy; by reacting automatically to a normally informative trigger feature, an individual preserves crucial time, energy, and mental capacity. The disadvantage of such responding lies in its vulnerability to silly and costly mistakes; by reacting to only a piece of the available information (enven a usually predictive piece), an individual increases the chances of error, especially when responding in an automatic, mindless fashion. The chances of error increase even further when other individuals seek to profit by arranging (through manipulation of trigger features) ti stimulate a desired behaviour at inappropriate times.

Since dealing with the complexities of life means having to rely on shortcuts, we must identify and defend ourselves against the manipulators who would trick us into wrongly using those shortcuts. The following chapters introduce the 6 basic psychological principles that we use as shortcuts, and which can be exploited for persuasion which are: reciprocation, scarcity, consistency, social proof, liking and authority.

Perceptual contrast is the tendency to see 2 things that are different from one another as being more different than they actually are. It is a lever of influence used by some compliance practitioners. For example, real estate agents may show prospective home buyers one or 2 unattractive options before showing them a more attractive home, which then seems more attractive than it would have if shown first. An advantage of employing this lever of influence is that its tactical use typically goes unrecognised.


Chapter 2 - Reciprocation: The Old Give and Take

According to sociologists and anthropologists, one of the most widespread and basic norms of human culture is embodied in the rule of reciprocation. The rule requires that one person try to repay, in form, what another person has provided. By obligating the recipient of an act to repayment in the future, the rule allows one individual to give something to another with confidence that it is not being lost. This rule forms the foundation of all societies, for it allowed our ancestors to share resources, safe in the knowledge that they would be reciprocated later. 

And if someone does us a favor and we do not return it, we feel a psychological burden. This is partially because, as a society, we are disdainful of those who do not reciprocate favors; we label them as moochers or ingrates and fear being labeled as such ourselves. The desire to reciprocate is intense that people are so keen to rid themselves of the burden of reciprocity that they will often perform much larger favors in return for small ones.

So how can you fight back?

Reciprocity plays a fundamental role in the way societies and social relationships work, so you can’t forego the principle entirely. But you can learn to identify and resist deliberate attempts to abuse it.

Start by getting into the habit of asking yourself if the favors you receive are really genuine, or if they could be attempts to manipulate you. Think about whether you actually want to donate your money to that nonprofit organization, or if you only feel obliged because they handed you a gift on the street. And don’t worry about not reciprocating “favors” that are really manipulation attempts in disguise; favors warrant favors in return, but tricks do not.


Chapter 3 - Liking: The Friendly Thief

People prefer to say yes to individuals they like. Recognising this rule, compliance professionals commonly increase their effectiveness by emphasising several factors that increase their overall likability.

One feature is physical attractiveness.
Although i has long been suspected that physical beauty provides an advantage in social interaction, research indicates the advantage may be greater than supposed. Physical attractiveness engenders a halo-effect that leads to the assignment of other traits such as talent, kindness, and intelligence. As a result, attractive people are more persuasive both in terms of getting what they request and changing others' attitudes. 

A second factor that influences liking and compliance is similarity.
We like people who are like us, and we are more willing to say yes to their requests, often in an unthinking manner. 

Another factor is praise.
Compliments generally enhance liking and, hence, compliance. 2 particularly useful types of genuine compliments are those delivered behind the recipient's back and those selected to give the recipient a reputation to live up to, by continuing to perform the desired behaviour.

Increased familiarity through repeated contact with a person or thing is yet another factor that normally facilitates liking. 
This relationship hold true principally when the contact takes place under positive rather than negative circumstances. One positive circumstance that works especially well is mutual and successful cooperation. A fifth factor linked to liking is association. By connecting themselves on their products with positive things, advertisers, politicians, and merchandisers frequently seek to share in the positivity through the process of association. Other individuals as well (sports fans for example) appear to recognised the positive effect of simple connections and try to associate themselves with favorable events and distance themselves from unfavorable events in the eyes of observers.

How do we protect ourselves against likability manipulation? 
A good step is to ask ourselves whether we have come to like someone or something unusually strongly in a short time. If so, this could be due to some form of manipulation, and alarm bells should ring.


Chapter 4 - Social Proof: Truths Are Us

The principle of social proof states that one important means people use to decide what to believe or how to act in a situation is to examine what others are believing or doing there. The principle of social proof can be used to stimulate a person's compliance with a request by communicating that many other individuals (the more, the better) are or have been complying with it. Therefore, simply pointing to the popularity of an item elevates its popularity.

Social proof is most influential under 3 conditions:

1st condition is uncertainty.
When people are unsure, when the situation is ambiguous, they are more likely to attend to the actions of others and to accept those actions as correct. In ambiguous situations, for instance, the decisions of bystanders to offer emergency aid are much more influenced by the actions of other bystanders than when the situation is a clear-cut emergency.

2nd condition under which social proof is most influential involves "The many."
People are more inclined to follow the lead of others in proportion to the others' number. When we see multiple other performing an action, we become willing to follow because the action appears to be more (1) correct/valid, (2) feasible, and (3) socially acceptable.

3rd condition is similarity.
People conform to the beliefs and actions of comparable others, especially their peers - a phenomenon we can call peer-suasion. 

When communicators are not able to use existing social proof because their idea, cause, or product does not have widespread support, they may be able to harness the power of future social proof by honestly describing trending support, which audiences expect to continue.

Recommendations to reduce our susceptibility to faulty social, proof include cultivating a sensitivity to counterfeit evidence of what similar others are doing and recognising that the actions of similar others should not form the sole basis for our decisions.


Chapter 5 - Authority: Directed Deference

Renowned psychologist Stanley Milgram conducted a study in the 1960s showing that volunteers would administer potentially lethal electric shocks to others simply because they were told to do so by an authority figure. Although no one was harmed, the experimenters were surprised by the results. In the Milgram studies, we see evidence of strong pressures for compliance with the requests of an authority. Acting contrary to their own preferences, many normal, psychologically healthy individuals were willing to deliver dangerous levels of pain to another person because they were directed to do so by an authority figure. 

From birth, we’re taught to always obey figures of authority, be they teachers, doctors or police officers. Unfortunately, this tendency to comply with authority is so ingrained and powerful that we don’t bother to think or challenge perceived authority figures before obeying them. It is adaptive to obey the dictates of genuine authorities because such individuals usually possess high levels of knowledge, wisdom, and power. For these reasons, deference to authorities can occur in a mindless fashion as a kind of decision-making shortcut.

When reacting to authority in an automatic fashion, people have a tendency to do so in response to mere symbols of authority rather than to its substance. 3 kinds of symbols effective in this regard are titles, clothing, and trappings such as automobiles. In studies, individuals possessing prestigious forms of one or another of the symbole (and no other legitimising credentials) were accorded more deference or obedience by those they encountered.

Authority influence flows from being viewed as either in authority or an authority. But the first of these types, merely being in charge, has its problems. Ordering people to do things often generates resistance and resentment. The second type of authority, being viewed as highly informed, avoids this problems, as people are usually willing follow the recommendations of someone who knows more than they do on the matter at hand.

The persuasive effect of being seen as an authority is maximised by also being seens as a credible such authority - one perceived as both expert (knowledgeable on the relevant topic) and trustworthy (honest in the presentation of one's knowledge). To estable their trustworthiness, communicators may admit to a (usually minor) shortcoming of their case, which ca be swept aside later by the presentation of outweighing strengths.

It is possible to defend ourselves against the detrimental effects of authority influence by asking 2 questions:

Is this authority truly an expert?
How truthful can we expect this expert to be?

The first directs our attention away from symbols and toward evidence for authority status. 
The second advises us to consider not just the expert's knowledge in the situation by also his or her trustworthiness. With regard to this second consideration, we should be alert to the trust-enhancing tactic in which communicators first provide mildly negative information about themselves. Through this strategy, they create a perception of honesty that makes all subsequent information seem more believable to observers. 


Chapter 6 - Scarcity: The Rule of the Few

According to the scarcity principle, people assign more value to opportunities that are less available. The use of this principle for profit can be seen in such compliance techniques as the "limited number" and "deadline" tactics, wherein practitioners try to convince us that if we don't act now, we will lose something of value. This engages the human tendency for loss aversion - that people are more motivated by the thought of losing something than by the thought of gaining something of equal value.

When does scarcity become a powerful influence on our decision-making?

Two conditions need to be fulfilled:

  1. First, we tend to want something more if its availability has decreased recently than if it has remained steady over time. This is why revolutions tend to happen when living conditions deteriorate sharply rather than when they are consistently low; the sudden drop increases people’s desire for something better, so they take to the streets.
  2. Second, competition always sets our hearts racing. Whether in auctions, romances or real-estate deals, the thought of losing something to a rival often turns us from reluctant to overzealous. This is why, for example, real estate agents often mention to buyers that several other bidders are also interested in a given house, whether true or not. In fact, a competitive situation can induce a “feeding frenzy” for a scarce good, even among seasoned negotiators.

To counter the eagerness that arises from scarcity, we should always consider whether we want the item in question because of its use to us (for example, its taste or function), or merely because of an irrational wish to possess it. When scarcity is being used against us, the answer will often be the latter.


Chapter 7 - Commitment and Consistency: Hobgoblins of the Mind

Psychologists have long recognised a desire in most people to be and look consistent within their words, attitudes, and deeds. This tendency for consistency is fed from 3 sources. 
  1. First, good personal consistency is highly valued by society.
  2. Second, aside from its effect on public image, generally consistent conduct provides a beneficial approach to daily life.
  3. Third, a consistent orientation affords a valuable shortcut through the complexity of modern existence. By being consistent with earlier decisions, one reduces the need to process all the relevant information in future similar situations; instead, one merely needs to recall the earlier decision and to respond consistently with it.
Within the realm of compliance, securing an initial commitment is the key. After making a commitment (that is, taking an action, stand, or position), people are more willing to agree to requests in keeping with the prior commitment. Thus, many compliance professionals try to induce people to take an initial position that is consistent with a behaviour they will later request from these people. Not all commitments are equally effective in producing consistent future action. Commitments are most effective when they are active, public, effortful, and viewed as internally motivated (voluntary), because each of these elements changes self-image. The reason they do so is that each element gives us information about what we must truly believe.

Commitment decisions, even erroneous ones, have a tendency to be self-perpetuating because they can "grow their own legs." That is, people often add new reasons and justifications to support the wisdom of commitments they have already made. As a consequence, some commitments remain in effect long after the conditions that spurred them have changed. This phenomenon explains the effectiveness of certain deceptive compliance practices such as "throwing the low-ball."

Another advantage of commitment-based tactics is that simple reminder of an earlier commitment can regenerate its ability to guide behaviour, even in novel situations. In addition, reminders do more than restore the commitment's vigor, they appear to intensify it by strengthening one's related self-image.

To recognise and resist the undue influence of consistency pressures on our compliance decisions, we should listen for signals coming from 2 places within us: our stomachs and our heart or hearts. 

  • Stomach signs - appear when we realise we are being pushed by commitment and consistency pressures to agree to requests we know we don't want to perform. Under these circumstances, it is best to explain to the requester that such compliance would constitute a brand of foolish consistency in which re prefer not to engage.
  • Heart-of-heart signs - are different. They are best employed when it is not clear to us that an initial commitment was wrongheaded. Here, we should ask ourselves a crucial question: "Knowing what I now know, if I could go back in time, would I make the same commitment?" One informative answer may come as the first flash of feeling registered. 

Commitment and consistency tactics are likely to work especially well on members of individualistic societies, particularly those who are over 50 years old, who, hence, should be particularly wary of their use. 


Chapter 8 - Unity: The "We" Is the Shared Me

People say yes to someone they consider one of them. The experience of "we"-ness (unity) with others is about shared identities - tribe-like categories that individuals use to define themselves and their groups, such as race, ethnicity, nationality, and family, as well as political and religious affiliations.

Research into "we"-groups has produced 3 general conclusions.
  1. Members of these groups favour the outcomes and welfare of fellow members over those of nonmembers,
  2. "We"-group members also use the preferences and actions of fellow members to guide their own, which enhances group solidarity.
  3. Finally, such partisan tendencies have arisen, evolutionarily, as ways to advantage our "we"-groups and, ultimately, ourselves.
These 3 constants have surfaced in a wide range of domains, including business, politics, sports, and personal relationships.

The perception of belonging together with others is one fundamental factor leading to feelings of "we"-ness. This perception is generated by commonalities of kinship (amount of genetic overlap) as well as by commonalities of place (including one's home, locality, and region). 

The experience of acting together in unison or coordination is a second fundamental factor leading to a sense of unity with others. Shared musical experience is one way people can act together and feel consequent unity. Other ways involve repeated reciprocal exchange, joint suffering, and co-creation.

It may be possible to use the unifying effects of belonging together and acting together to increase the odds of getting together as a species. It would require choosing to share, with out-group members, family experiences in our communities, and friendship experiences in our social interactions.

Other kinds of connections involving national identity, mutual enemies, joint emotional experience, and shared perspective can also lead to feelings of unity with out-group members; unfortunately, they are often short-lived. However, focusing concentrated, repeated attention on such connections may make them more enduring by increasing their perceived importance.


Chapter 9 - Instant Influence: Primitive Consent for an Automatic Age

Modern lift is different from that of any earlier time. Owing to remarkable technological advances, information is burgeoning, alternatives are multiplying, and knowledge is exploding. In this avalache of change and choice, we have had to adjust. One fundamental adjustment has come in the way we make decisions. Although we all wish to make the most thoughtful, fully considered decision possible in any situation, the changing form and accelerating pace of modern life frequently deprive us of the proper conditions for such a careful analysis of all the relevant pros and cons. More and more, we are forced to resort to another decision-making approach - a shortcut approach in which the decision to comply (or agree or believe or buy) is made on the basis of a single, usually reliable piece of information. The most reliable and, therefore, more popular such single triggers for compliance are those described in the book. they are commitments, opportunities for reciprocation, the compliant behaviour of similar others, feelings of liking or unity, authority directives, and scarcity information.

Because of the increasing tendency for cognitive overload in our society, the prevalence of shortcut decision-making is likely to increase proportionately. Compliance professionals who infuse their requests with one or another of the levers of influence are more likely to be successful. The use of these levers by practitioners is not necessarily exploitative. It only becomes so when the lever is not a natural feature of the situation but is fabricated by the practitioner. In order to retain the beneficial character of shortcut response, it is important to oppose such fabrication by all appropriate means.



'How Innovation Works' by Matt Ridley, offers a systematic examination of this incredibly important but poorly understood phenomenon. What is innovation? According to Ridley, it is much more than invention (something often mistaken for innovation). Invention is the act of discovering an idea; it is merely a beginning, an inception point. Innovation is much more, it is when the invention is taken into the world and made practical. Innovation is the creative reconfiguration of multiple inventions and ideas into something new. Innovation is the act of fully exploring the consequences of that new thing and disseminating and integrating it into society and general use. 

Matt Ridley argues that we need to see innovation as an incremental, bottom-up, fortuitous process that happens as a direct result of the human habit of exchange, rather than an orderly, top-down process developing according to a plan. Innovation is crucially different from invention, because it is the turning of inventions into things of practical and affordable use to people. It speeds up in some sectors and slows down in others. It is always a collective, collaborative phenomenon, involving trial and error, not a matter of lonely genius. It still cannot be modelled properly by economists, but it can easily be discouraged by politicians. Far from there being too much innovation, we may be on the brink of an innovation famine.

Matt Ridley, 5th Viscount Ridley, is a British science writer, journalist and businessman. He is best known for his writings on science, the environment, and economics.


Key learnings

Innovation isn’t an instantaneous creative act practiced by lone geniuses. It’s actually a long, messy, and complicated process. Innovation occurs when chance encounters and serendipitous insights are shared, remixed, and built upon by countless individuals. New inventions are slowly and incrementally improved over time as people find practical uses for novel ideas. If we want more innovation in the future, we need to foster the open exchange of knowledge and take big risks as individuals, organizations, and nations.


Innovation is a complex, messy, and collective process

The Industrial Revolution – the giant leap in productivity that kicked off the modern era – began when humans first harnessed the power of steam to automate work. To do this, they used a new machine called the atmospheric steam engine. So, who do we thank for this astounding achievement? A man named Denis Papin. Or, wait, maybe we should thank Thomas Savery. Or, hold on, maybe a fellow called Thomas Newcomen deserves our praise? The truth is, all three men deserve some credit, but none of them can claim all of it. That’s because, around 1700, Papin, Savery, and Newcomen all produced their own working models of the atmospheric engine. To this day, it’s unclear who was truly first or how much each inventor influenced the others.

We often associate a new invention with a single creator. However, that’s an oversimplification of how innovation operates. Even the most creative people don’t work in a vacuum. They’re always influenced by the tools, technologies, ideas, and social structures that surround them. This often means multiple forces contribute to an innovation, even when one person takes the credit. Let’s consider the case of the atmospheric steam engine. This relatively simple device heats and cools water in a metal cylinder. The changing pressure caused by steam creates movement that can be used for work, like pumping water out of mines. Could Papin, Savery, or Newcomen have invented this completely on their own? Not really. The basic ideas behind the device were already hot topics of discussion in scientific circles at the time. Papin and Savery, both educated men, refined their thinking by exchanging letters and papers with other inventors. Moreover, Newcomen, who built the most successful version of the engine, relied on previous advances in blacksmithing technology to complete his machine. Thus, each man’s invention was also a product of their backgrounds and influences.

This principle applies to all innovation. While Thomas Edison gets credit for inventing the light bulb in 1879, the truth is, more than 20 other creators patented similar contraptions in earlier decades. All these thinkers were responding to ideas and technologies circulating at the time. Of course, some of these attempts were better than others, but none of these innovations happened in complete isolation.


Medical innovations offer high risks and even higher rewards

While the atmospheric steam engine kicked off the Industrial Revolution, medicine evolved with its own innovative procedures, like the following: Step one: Find someone recovering from smallpox. Carefully scrape some pus off one of the many open lesions caused by the disease. Step two: Using a knife or needle, cut an open wound into your own skin. Not too deep, but deep enough to draw blood. Step three: Rub the infected pus into your wound.

This technique is called engraftment. In most cases, it’ll make you immune to smallpox. If it seems gross and dangerous now, just imagine how it appeared to a European in the 1700s. They didn’t have a scientific understanding of why it worked, yet it did work. So, as the century progressed, the practice caught on. It saved countless lives and eventually led to the discovery of modern-day vaccines.

An interesting fact about innovation is that the biggest revelations don’t always come from deliberate discovery or sound scientific theory. Instead, they develop piecemeal over time through random chance, as well as trial and error, as people look for practical solutions to their problems. In the medical field, this is a particularly risky process, but it has resulted in many life-saving practices.

Consider Jersey City’s water supply. In 1908, rapid industrial development tainted the city’s water with unsanitary runoff. The result was serious outbreaks of cholera and other diseases. In a rush to fix the problem, Dr. John Leal added chloride of lime, a disinfectant, to the water. At the time, adding chemicals to drinking water was considered repulsive. Local citizens were outraged. But Leal had heard rumors of it working in European cities, so he tried it anyway. Within months, the experiment paid off, and disease rates plummeted. Soon, communities all around the country were following Jersey City’s example.

Are such open-ended experiments occurring today? Of course. Take the example of electronic cigarettes, also known as vaping. For many, picking up a vaping habit is the first step toward quitting smoking. Since tobacco use is a major cause of death, this could save many lives. Yet, we don’t fully know the health effects of vaping, so their use remains controversial. In some countries, like the United Kingdom, government agencies encourage their use. In contrast, other countries, like Australia, have banned it. Which country takes the right stance on this innovation? That remains to be seen.


Travel innovation is all about incremental improvements

The Salamanca, the Puffing Billy, the Sans Pareil. These names sound silly now, but in the early 1800s, each represented a small step toward improving the way we move. You see, at the dawn of the nineteenth century, the horse was the king of transportation. However, inventors believed a machine, the steam-powered locomotive, could take its place. The tricky part was figuring out how to build one. So, engineers tried a great deal of different designs, giving each new prototype a bold new name. Not every device succeeded, but some made subsequent improvements in speed, safety, or reliability. By 1829, the Rocket, a locomotive built by Robert Stephenson, was capable of transporting 13 tons of cargo at 30 miles an hour – and the world was on its way to a railway boom.

Throughout history, humans have always looked for faster, more reliable ways to travel. However, no new mode of transportation ever emerged in a completely perfect form. For example, the sleek, efficient machines that carry us around today are the result of countless individuals making innumerable small design improvements over time.

Look at the evolution of today’s automobiles. Most rely on the internal-combustion engine for power. Isaac de Rivaz, a Franco-Swiss artillery officer, built this machine’s earliest ancestor back in 1807. It ran on hydrogen and oxygen and was loud, clunky, and prone to explosions. In 1860, a Pennsylvanian man named Jean Joseph Lenoir updated the design to run on petroleum. This was a step-up, but the device was still very inefficient.

Next, in 1876, Nikolau Otto, a grocery salesman, refined the machine by adding a four-step cycle of compression and ignition. Dubbed the four-stroke engine, this model allowed for smoother operation. This design was adopted by the German inventor Karl Benz. In 1894, he amped up the engine’s power and used it to drive a three-wheeled machine called the Motorwagen.

While the Motorwagen was a hit with the rich, it remained a novelty. It took another inventor, Henry Ford, to bring the automobile to the masses. In 1909, his assembly-line manufacturing process made the Model T car affordable to more people. Soon, cars were one of the most popular forms of transportation around. It took decades of slow, steady improvement, but the engine had finally conquered the horse.


Some innovations aren’t solid things but simply good ideas

The humble potato is the basis for so many popular snacks and dishes we love today, but this wasn’t always the case. At least, it wasn’t in Europe. That took some innovation. First cultivated more than 8,000 years ago in the Andes Mountains of South America, the potato didn’t arrive in the Old World until the mid-1500s. However, for decades, Europeans regarded potatoes with suspicion. The church in England banned them. People in France believed they caused leprosy. Still, slowly, people learned to love this robust, nutrient-rich crop. The idea of eating potatoes first caught on in Belgium. Then the idea spread throughout the entire continent. By the 1800s, most European countries had made the potato a new staple of their cuisine.

Often, the concept of innovation gets reduced to invention. That is, we think of innovation as the process of making new tangible items like labor-saving machines or electronic gizmos. However, some of the most influential innovations of all time aren’t objects at all. Instead, they’re ideas that open up new ways to approach the world or solve problems.

One intangible innovation you use every day is the Arabic numeric system, more commonly known as numbers.
Yes, even the idea of using 1s, 2s, and 3s was once revolutionary. This counting system was first developed by Indian scholars around 500 AD. It was then adopted by Arab traders in the ninth century, and finally found a foothold in Europe in the 1200s thanks to an Italian author known as Fibonacci. Fibonacci advocated for using Arabic numerals because they were more practical than the Roman numerals popular at the time. Their key advantage was their positional system. While the Roman numeral V always means five, the Arabic five changes value based on its position in a sequence. So, a five followed by a zero means 50, a value ten times greater.

This seems like a small change, but it opens a whole new world for mathematics. With Arabic numbers, it’s possible to do more advanced calculations like multiplication, division, and algebra. It’s also much easier to keep financial records and do accounting. Adopting the idea of Arabic numbers was an innovation essential to launching Europe into a new age of trade, commerce, and scientific discovery.



Our desire to communicate drives rapid innovation

Baltimore, Maryland, 1843. The Whig Party holds a convention and nominates Henry Clay for president. It’s big news, and usually, it would take a train more than an hour to deliver the results to Washington, DC. But, this year, the message arrives in seconds. How? Thanks to the telegraph, a brand-new invention installed by Samuel Morse. It transmits information by sending electrical signals through a suspended wire. It’s the first practical innovation in the emerging field of electrified communication technology. The telephone arrives a few years later, in 1876. The wireless radio soon follows in the 1890s.

By the turn of the century, distant people are more connected than ever before. However, this is just the beginning. Over the following decades, innovations in communication and information technology will revolutionize the world. Before Morse tapped out the first dots and dashes through a telegraph, communication was either conducted face-to-face or through physical objects like letters and books. Ideas spread more slowly, and accessing information depended on which printed materials you could actually get your hands on. However, the advent of electronic communication like the telegraph, telephone, and eventually computers changed everything – and fast.

It’s hard to overstate how quickly new communication technology was adopted. The first telegraph line was completed in 1844. By 1855, there were 42,000 miles of lines in the United States alone. By the end of the 1870s, telegraph cables stretched across the Atlantic and Pacific oceans. Broadcast radio has a similar trajectory. It began with a single station in 1900 and grew to be the dominant form of public communication by the 1930s.

Computers also became an essential part of daily life at an astounding rate. This is partially due to how quickly computer technology improved and miniaturized. A computer’s processing ability is determined by how many transistors it has. Incremental improvements make transistors smaller and easier to produce, steadily allowing for more transistors to be housed in less space. This phenomenon is sometimes called Moore’s Law. So, in 1975, the average computer chip had 65,000 transistors. Today, that number is in the billions, and they’re much cheaper.

With the internet now connecting all the world’s computers, sharing information is easier than ever. This innovation has changed the political landscape by giving a huge amount of power to those who control communication technology. Now, the world’s most influential companies are search engines like Google and social media empires like Facebook.


Innovation relies on chance, collaboration, and recombination

The non-stick pans in your kitchen, the Gore-Tex coats worn in extreme environments, the fluorine gas chambers in the first atomic bombs. What do these all have in common? They’re all innovations based on polytetrafluoroethylene or PTFE. PTFE was first synthesized in 1938 – by accident. A scientist researching refrigerants stored tetrafluoroethylene gas at sub-zero temperatures. The chemical solidified into a hard substance that was unusually stable and heat-resistant. It didn’t work as a refrigerant, but other scientists found that in other contexts, it could be used for so much more. This story of PTFE is useful because it demonstrates the complex way innovation actually works.

Every story of innovation is different, but if you look closely, you’ll see they often follow a similar pattern. Many of the greatest innovations begin with a bit of serendipity. Someone has a lucky break, an unusual insight, or random occurrence. Then, others pick up on the discovery and apply it to new situations. Through trial and error, they apply the new idea or invention in different contexts until they find a practical use.

Consider the modern practice of using DNA as forensic evidence in criminal cases. No one set out specifically to create this innovation. Instead, it began in 1977, when Alec Jeffreys, a scientist at Leicester University, tried to develop a method using DNA to diagnose diseases. While collecting samples, he saw that DNA was a lot like fingerprints – that is, everyone’s genetic code was different. A chance discovery.

Meanwhile, the local police were struggling to solve a grisly murder. They wondered if Jeffery’s discovery could help solve the mystery. So, the scientist and the police worked together. They began collecting and analyzing more than 5,000 genetic samples from local suspects. They then compared them to DNA found at the crime scene. Eventually, they found a match. Case closed.

Because so much innovation follows this same pattern, it’s possible to identify conditions where it’s more likely to happen. Innovation thrives when people can cross paths, mingle, and exchange ideas. That’s why, throughout history, universities, trading hubs, and major cities have consistently produced novel innovations. By bringing different people with different expertise, perspectives, and cultures together in one place, these contexts foster the type of interactions that push innovation forward.


Innovation doesn’t always come from the top down

In 1924, the British government wanted to build a civilian airship capable of traveling across oceans. This raised the question: should the task be handled by the government or by private industry? They decided to try both approaches. Parliament contracted a government lab and a private firm, Vickers, to build two ships. How did this experiment play out? Well, by 1930, Vickers had designed the R100, a light, fast, and efficient aircraft. It traveled to Canada and back with no problems. Meanwhile, the government lab built the R101, a heavier, more costly ship. On its maiden voyage to Karachi, Pakistan, it only made it to France before crashing, killing 48 passengers.

These two very different outcomes illustrate an important point. When it comes to innovation, direct government oversight and control isn't always the answer. There’s a popular notion that innovation requires guidance and funding directly from the state. This argument posits that private industry, in a constant quest for easy profits, will avoid the costly research and development necessary to create truly new ideas. Instead, firms will hoard their patents and simply rehash old products. But is this true? Not exactly. While it’s true that government-directed research makes great discoveries, it often takes the ingenuity of private enterprise to turn them into practical innovations. Consider the internet. The basic components of computer networking were created by the Defense Advanced Research Project Agency, an American government lab. However, the world wide web didn’t take off as a household necessity until private firms like Cisco began to experiment with the technology in the 1980s and 1990s.

This dynamic occurs because big government projects often aren’t sensitive to the needs or desires of everyday people. Additionally, they can be slow to adopt new, outside-the-box ideas. However, big companies can also suffer this tendency. That’s why even giant firms are sometimes usurped by plucky start-ups.

Remember Kodak? This company was once the undisputed master of the photography industry. Film cameras were their flagship product. So, in 1975, when one of their scientists built an early version of a digital camera, his innovation was ignored. The higher-ups just didn’t see the potential in his bulky, electronic gizmo. Yet, smaller companies did. And they developed their own products, which took over the market. Thus, Kodak missed the digital photography revolution and filed for bankruptcy in 2012.


Innovation will always face resistance

Take a stroll through your grocery store’s dairy aisle. Here, you’ll see a wide selection of both butters and margarines sitting side-by-side in perfect harmony. The choice of spread is up to you. This wasn’t always the case. When margarine was first invented in 1869, it caused an uproar. The oily spread was both cheaper and more stable than butter. The dairy industry, fearing the competition, launched a vicious campaign against it. The National Dairy Council even faked studies showing it was dangerous. By the 1940s, two-thirds of American states had banned this innocuous staple.

Of course, the fervor eventually subsided, and margarine became an accepted foodstuff. Yet, this butter battle shows that even harmless new creations can stoke controversy. When a truly novel idea or invention arrives on the scene, it will often be rejected. This is because everyday people often fear change. Also, established industries don’t want to risk losing their supremacy. This is why horse breeders fought against tractors, ice-harvesters tried to stifle refrigeration technology, and some musicians initially wanted to ban radio stations from playing recorded music.

One way interest groups try to slow innovation is by sowing fears about safety and security. Consider the case of genetically modified organisms or GMOs. GMOs, such as vitamin-A-enriched golden rice, have the potential to bring cheaper nutrition to people all over the world. Yet, groups ideologically opposed to genetic modification, like Greenpeace, lobby hard against their production, citing sometimes flimsy evidence that these foods are dangerous.

Another way innovation is held back is through the overly aggressive application of intellectual property laws. When applied correctly, these laws, such as copyrights and patents, incentivize innovation by giving creators exclusive use of their ideas for a short time. This allows the original innovators to profit.

Yet, as we know, innovation requires sharing ideas and building on the work of others. Unfortunately, copyrights have been steadily extended, making this process more difficult. In the United States, a copyright used to last 14 years. In 1976, it was extended to last the life of the author plus 50 years. In 1998, 50 was extended again to 70 years. These laws no longer benefit the original creator post-mortem, but they do keep good ideas locked away from potential new uses.


Innovation is lacking in the West but booming elsewhere

In much of the world, the past few centuries have been filled with astounding leaps in innovation. In mere generations, Western countries have gone from largely agrarian economies to electrified, industrialized powerhouses. Even now, every day seems to bring novel developments in sectors like communications and computer technology.

Yet, alongside these changes, other sectors are strangely stagnant. In the realm of transportation, not much has changed. In 1958, the average commercial aircraft traveled at 600 miles per hour. Today, they move at roughly the same rate. There have been upgrades around the margins to aspects like fuel efficiency, but the fundamentals are untouched.

The business world, too, is less dynamic. In the United States, new businesses made up 12 percent of the economy in 1980. In 2010, they only accounted for 8 percent. Across the Atlantic, things are even staler. Looking at Europe’s 100 most valuable businesses, only two of them are younger than 40 years old. Most industries seem more focused on protecting current profits than bold new ideas.

So, where is innovation occurring? Mostly in rising nations like China. For the past few decades, this country has poured resources and manpower into urbanization and new technologies. Now Chinese firms like Tencent and Alibaba are at the forefront of growth industries like social media and financial services. Moreover, Chinese universities are making huge strides in fields like gene editing and artificial intelligence.

Can the Western world keep up? Maybe. It would require a renewed spirit of innovation. Companies will need to take more risks, workers will need to put in more hours, and governments will need to foster the free and open exchange of ideas that fueled past booms. All that, plus a little luck, will put innovation back on the agenda.


Image - Bright spark: detail of an 1879 illustration depicting Thomas Edison's lightbulb 
CREDIT: Getty Images



The book called 'Stolen Focus' by the British journalist Johann Hari, takes a close look at what’s happening, and what’s happened to our collective attention. Hari argues that we’re all becoming lost in our own lives, which feel more and more like a parade of diversions. And it seems to be getting worse and worse every year.

In Stolen Focus, Hari sets out on a global investigative journey into our shortening attention spans. Drawing on more than two hundred interviews with the world's leading experts on attention problems Stolen Focus moves beyond individual solutions towards a collective understanding of a problem facing us all. Only by first solving the attention crisis Hari argues can we turn to fixing the issues we care about most and sustain the attention to build a better society.

Johann Hari is a writer and journalist. He has written for the New York Times, Le Monde, the Guardian, and other newspapers. He was a columnist for The Independent and the Huffington Post, and has won awards for his war reporting.


Key learnings

Our attention spans are shrinking as a result of our accelerated pace of life and speed of communication. The internet, especially the rise of apps and platforms that prey on our focus, has supercharged this attention drain. And it’s not due to a personal flaw or individual weakness. Most of these attention-grabbing methods are intentional; they’re elaborately designed for the very purpose of keeping you distracted. To combat them we need large-scale, systemic change – on an individual level, as well as from the tech designers that invented these systems in the first place.


It’s not just you – everyone is struggling to focus

Unless you’re living off the grid, you’ve probably noticed that it’s getting increasingly difficult to focus. You’re busy all the time, yet you struggle to actually get anything done.

In 2016, Sune Lehmann was having these exact problems. His capacity for deep focus was dwindling, and he was more susceptible to distractions than ever before. Lehmann is a professor at Denmark’s Technical University – so he didn’t simply dismiss the nagging feeling that his concentration was waning. Instead, he spearheaded a study to find out if there was actually evidence to back up his suspicion.

By analyzing various metrics across online platforms, Lehmann and his team discovered something interesting: In 2013, conversation topics trended on Twitter for an average of 17.5 hours before people lost interest and moved on to a new topic. By 2016, that number had dwindled to 11.6 hours. That’s a six-hour decrease in only three years. The study records similar results across platforms like Google and Reddit as well. In short, the more time we’ve spent in online spaces, the shorter our attention spans have become.

So, is it really just the internet that’s eroding our focus? Well, yes. But also no. See, Lehmann also analyzed every book that’s been uploaded to Google Books between the 1880s and today. And he found that this phenomenon actually predates the internet. With every passing decade, trending topics appear and fade with increasing speed. Lehmann’s study is indicative rather than comprehensive, of course. And measuring these metrics isn’t a definitive way to map our evolving attention spans. But, if we accept the premise that our concentration is suffering, the next question is: Why?

It’s difficult to pinpoint precisely, but a good jumping-off point is what think-tank director Robert Colvile calls “The Great Acceleration.” Essentially, the way we receive information is speeding up. In the nineteenth century, for example, news could take days to travel from place to place. Then, technologies like the telegraph, radio, and television sped up the spread of information. On top of this, our information inputs – the different modes through which we receive information – have multiplied. In 1986, the average Westerner ingested the equivalent of 40 newspapers a day through the various available information inputs. By 2004, that figure had risen to an astonishing 174 newspapers worth of information. Today, that figure is almost certainly much higher. The internet has undeniably supercharged this acceleration. Now, information is not only available to us all the time; it actually intrudes on our lives through the ceaseless pings and notifications coming from our laptops and smartphones.

And our brains just haven’t caught up with this acceleration. Research suggests they never will. Our capacity for focus is an emergent field of study. But research in the area of speed-reading suggests that there’s a finite limit to how quickly we can process information. And, as neuroscientists point out, the cognitive capacity of the human brain has not significantly changed in the last 40,000 years. The amount of information we put into our brains has, however, stratospherically increased. It’s really no wonder we sometimes find it difficult to focus.


Apps and online platforms are addictive by design, not by accident

Facebook, Instagram, Twitter – the fact that these apps and other online platforms suck so much of your time isn’t a design flaw. They’re supposed to be addictive. After all, there’s a reason Silicon Valley calls its customers “users.” And where did this design originate? It originated at the Persuasive Technologies Lab at Stanford University. In the early 2000s, the lab asked whether the theories of influential behavioral psychologists could be incorporated into computer code – in other words, it asked whether tech can change human behavior. And the answer to that question was yes tech can change human behavior.

One of the psychologists studied in the lab was B. F. Skinner. Skinner was famous for the experiments he conducted on rats. He’d present a rat with a meaningless task, like pushing a button. But the rat showed no interest in doing this. So Skinner modified the task. Now, every time the rat pressed the button, it would be rewarded with a pellet of food. Rewards would motivate animals, Skinner found, to carry out tasks that had no intrinsic meaning to them. Skinner inspired the creation of other buttons you might recognize: like buttons, share buttons, and comment buttons. Those little hearts and emojis and retweet buttons aren’t design quirks; they’re programming us to use social media in addictive ways by rewarding us for the time we spend on the platforms.

These buttons keep us engaging longer. But they’re only one of the many design elements geared at keeping us online. Here’s another one: the infinite scroll. Back in the early days of the internet, web pages were just that: pages. Sites often comprised multiple pages; when you got to the bottom of one, you clicked through to the next. The bottom of each page offered a built-in pause. If you wanted to keep browsing, you had to actively decide to click ahead.

That is, until Aza Raskin stepped in. Raskin invented the infinite scroll – the endlessly refreshing feed of content that now features on the interface of nearly every social media platform, giving the impression that there is a never-ending supply of content. If likes and shares encourage users to stay online longer, the infinite scroll encourages users to stay online in perpetuity.

Raskin, however, has come to regret his invention. At first, he thought the infinite scroll was elegant and efficient. But he became troubled when he noticed how it was changing online habits – including his own. Noticing that he was spending longer and longer on social media, Raskin started to do the math. He estimates that the infinite scroll induces the average user to spend 50 percent more time on platforms like Facebook and Twitter.

The business model of most of these platforms is predicated on time – or, as they call it, engagement. This refers to how much time a user spends interacting with a product. That’s the metric tech companies use to measure their success – not money, but minutes. But money does play a part, too. Because the longer you spend “engaging,” the more chances the companies have to sell advertisements. The more you engage, the more companies track your behavior and build a profile uniquely designed to target you with specific ads. We don’t pay for platforms like Facebook and Instagram with our money. But we do pay with another precious, finite commodity: our attention.

In Silicon Valley, time equals money. The money is theirs. And the time – the attention – is yours.



Algorithms privilege outrage over community

Online platforms erode our focus and exploit one of our most precious resources – our attention – for their own financial gain. But these same platforms can be a force for good, strengthening community and driving collective action.

To better understand this potential, let’s travel to the Complexo do Alemão favela in Rio de Janeiro, Brazil. The Brazilian government takes a militant approach to this crowded, low-income area, routinely sending in tanks to suppress unrest. And it’s an open secret that the police shoot to kill. When innocent kids get in the way of their bullets, the police plant drugs or weapons on them and claim self-defense.
Raull Santiago lives in Alemão. He also runs the Facebook page “Coletivo Papo Reto,” which collects and disseminates videos of the police shooting innocent people. The page has galvanized many favela-dwellers to rally against their treatment. And it has shifted the tide of public opinion in Brazil, where favelas like Alemão are often reviled. But the situation in Alemão has only gotten worse since the election of Brazil’s far-right president, Jair Bolsonaro. And here’s the thing: Bolsonaro’s victory, like Coletivo Papo Reto’s success, can also be partly attributed to Facebook. Bolsonaro’s campaign inundated social media with clickbaity, fear-mongering campaigns – and he ended up getting elected.

What connects us can also divide us. Lately, it feels like online platforms have been much more intent on dividing than connecting. And it all has to do with algorithms. The content you see on this infinitely refreshing page isn’t ordered chronologically. It’s arranged by an algorithm that is programmed to feed us content that keeps us scrolling longer. It’s easier to disengage from calm, positive content. But if something strikes us as outrageous or controversial, we tend to keep looking. It’s part of a psychological phenomenon called negativity bias – that is, negative experiences impact us more than positive ones. So it’s in social media’s interest to literally provoke its users.

The algorithm has no ethics. It doesn’t condone or condemn; it just codes. But the people watching it feel, believe, and judge. For some, the more they’re exposed to misinformation, the more normal – even credible – it seems. A 2018 study that analyzed extreme right-wing militants in the US found that the majority of them were initially radicalized on YouTube.

You may not engage with misinformation online. You might put down your phone or close your laptop when you feel outraged by what you see online. You may choose not to spend your attention on provocative content. But this still affects you. See, when online platforms privilege divisive, shocking content, they also corrode our power for collective attention – our ability, as a society, to focus on issues that affect us.

Back in the ’70s, scientists discovered that there was a hole in the Ozone layer. It had been created by a group of chemicals called CFCs, which are commonly used in hairsprays. The scientists issued a warning: if the hole in the ozone grew, we would lose a crucial layer of protection against the sun’s rays. Life on earth as we knew it was at risk. Activists campaigned against the use of CFCs. They persuaded their fellow citizens to join the cause. Eventually, they put enough pressure on governments that the use of CFCs was banned. This is an environmental success story. But the outcome might have been different if we hadn’t focused our collective attention – first on the science, then on the arguments of our fellow citizens, and finally on the group effort of lobbying the governments for a total ban on CFCs. Would we be able to collectively train our focus on a similar issue today? Climate change poses a real and present danger to life on earth. But as a species, we can’t seem to absorb the science – or even agree on whether we should be listening to scientists in the first place.

Social media can be a powerful force for good. But rather than harness this force, platforms like Facebook are intent on exploiting our attention – and, as a consequence, they’re sowing division and controversy.

Recently, Facebook conducted an internal investigation called “Common Ground.” Its aim was to uncover whether the company’s algorithms really did promote controversy and misinformation to keep users engaged. According to the report, the findings were very clear: “Our algorithms exploit the human brain’s attraction to divisiveness.” Facebook hasn’t done very much about this disturbing finding, however. And neither have we. We’re too busy infinitely scrolling.


Ditch multitasking – recovering focus is about finding flow

It’s easy – and not inaccurate – to blame our shrinking attention spans on our devices and the easy access they offer to an attention-sucking online world. But, like an artfully cropped Instagram snap, that’s not the whole picture. See, there’s a fundamental flaw in the way we frame “focus.”

We live in an accelerating, consumerist society – one that values speed and output. And in this climate, we’re encouraged to “quantify” our attention in terms of what immediate results it yields. Our focus is a resource that allows us to produce, to earn, to tick items off our to-do lists. And that’s where multitasking comes in. The more we can simultaneously achieve, the better our focus is spent. So why not distribute our attention across several tasks at once? Well because, as it turns out, humans are really bad at multitasking. The word “multitask” was coined by computer scientists in the ’60s to describe the function of computers with multiple processors. It was never meant to be applied to humans. After all, we only have one processor: our brain.

When we multitask, we’re not simultaneously performing several tasks at once. We’re switching between them at hyperspeed. And every switch incurs what’s called a “switch-cost” effect. When you switch between tasks – or when you’re interrupted mid-task – your brain needs to recalibrate, which decreases your mental performance. A study commissioned by Hewlett Packard compared a group who worked on a task uninterrupted with a group that was distracted during the course of their task. The study found that members of the distracted group temporarily dropped an average of ten IQ points while they were completing their task.

In a work climate that values multitasking as a sign of peak productivity, distraction is practically encouraged. We’re constantly answering emails, participating in multiple conversations about multiple projects, and working across three or four different computer screens. In fact, in the US, the average white-collar worker spends 40 percent of their time engaging in so-called multitasking.

Luckily, there is an antidote to multitasking – a way of approaching tasks that cultivates deep focus. The psychologist Mihaly Csikszentmihalyi first identified this state, which he called “flow.” You find your flow, Csikszentmihalyi theorized, when you become so absorbed by a task that you lose all sense of your surroundings and are able to access a deep well of internal focus. In flow, your focus becomes deeper and better, and you’re far less susceptible to distractions.

The good news, according to Cskiszentmihalyi, is that everyone can access flow – as long as they meet a few key conditions. 
  1. First, the task you’re tackling needs to be intrinsically rewarding; when you’re in flow, it’s the process rather than the product that engages you.
  2. Second, the task should be challenging enough to demand your full attention – but not so difficult that you’re tempted to give up on it.
  3. Finally, monotasking is essential. To tap into that wellspring of focus, you need to direct all your mental energy toward a single task.

High-performing individuals like athletes, musicians, and scientists often attribute their achievements to their ability to access flow states. But in a society that has decided multitasking is a virtue – and that values speed and output over deep focus – the average person is finding it harder and harder to achieve flow.



We can get our attention back

In a world obsessed with multitasking, making room for other forms of focus, like flow, is a radical act. And it’s possible – but it’s not as simple as slowing down and switching off. Activating airplane mode won’t do much as long as you live and work in a system that encourages you to multitask, privileges productivity at all costs, and encourages you to spend increasing amounts of time in online spaces designed to sap your focus. It’s the system itself that needs to change.

Luckily, change may be on the horizon in Silicon Valley, where disillusioned designers are beginning to push back against our attention crisis. Former Google engineer Tristan Harris, as well as Aza Raskin – yes, the same Aza who designed the infinite scroll – want to see a non-predatory social media rise from the ashes of our current attention spans. Social media was designed to steal our attention. But Harris and Raskin are certain it could be redesigned to give our attention back. What would this new social media landscape look like? They have a few ideas.

The infinite scroll would be turned off, for one thing. All those little “rewards” like hearts and likes and shares might be turned off, too. You could instead receive a daily roundup of what’s happened on your feed, designed to discourage you from checking multiple times a day. And technology’s power to influence human behavior could be used for good. You could tell the platform how much time you wanted to spend online, and it could work with you to achieve that goal. It could help you achieve other goals, too. Want to try going vegan? The platform could connect you with online groups that share vegan recipes. Concerned about climate change? The platform could link you up with local activist groups, both on and offline. 

Around the globe, real pushback against our collective attention crisis is seeing inspiring results. Perpetual Guardian, a New Zealand company, instituted a four-day work week. Employees have since reported a better work-life balance, the ability to focus deeper for longer, and decreased susceptibility to distractions. And it’s not just employees who are reaping the benefits. Shorter workdays and workweeks enable deep focus instead of performative multitasking, and they encourage workers to avoid workplace distractions – like sneaking a scroll through social media when the boss isn’t looking. In fact, when a Toyota factory in Gothenburg cut its workday by two hours, workers actually produced at 114 percent of their previous capacity, and the factory reported 25 percent more profit.

In France, the escalating demands on our focus are seen for what they are: a health crisis. French doctors grew concerned about the rising number of patients experiencing “le burnout” and took those concerns to the government. Now, companies with over 50 employees have to formally agree on the limits of their workweek – meaning it may actually be illegal for a French boss to send their employees emails over the weekend.

In the big picture, these are all small changes. But they should leave us feeling optimistic. They show that there are solutions to this collective attention crisis. We can reclaim our attention . . . if only we can focus on the task at hand.


Actionable advice

Don’t focus harder on your task – instead, let your mind wander.

Doing nothing is actually a valuable form of focus because it facilitates creativity, which arises when you make unexpected mental connections and associations. The longer you can let your thoughts drift, the more unexpected associations your mind can create – which just might help you reclaim some of your stolen focus.


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