Podcast appearances and mentions of David J Deming

Anjali Adukia talks about how using restorative justice practices in schools affects student behavior. “From Retributive to Restorative: An Alternative Approach to Justice in Schools” by Anjali Adukia, Benjamin Feigenberg, and Fatemeh Momeni. OTHER RESEARCH WE DISCUSS IN THIS EPISODE: “Breaking Schools' Rules: A Statewide Study of How School Discipline Relates to Students' Success and Juvenile Justice Involvement" by Tony Fabelo, Michael D. Thompson, Martha Plotkin, Dottie Carmichael, Miner P. Marchbanks, and Eric A. Booth. “Racial Disparities in School Suspension and Subsequent Outcomes" by Tracey L. Shollenberger. “School Suspensions and Adverse Experiences in Adulthood" by Kerrin C. Wolf and Aaron Kupchik. “The School to Prison Pipeline: Long-Run Impacts of School Suspensions on Adult Crime" by Andrew Bacher-Hicks, Stephen B. Billings, and David J. Deming. “Rethinking Universal Suspension for Severe Student Behavior" by Rebecca Hinze-Pifer and Lauren Sartain. “Discipline Reform, School Culture, and Student Achievement" by Ashley C. Craig and David Martin. “Suspending Suspensions: The Education Production Consequences of School Suspension Policies" by Nolan Pope and George Zuo. “Can Restorative Justice Conferencing Reduce Recidivism? Evidence From the Make-it-Right Program" by Yotam Shem-Tov, Steven Raphael, and Alissa Skog. "Can Restorative Practices Improve School Climate and Curb Suspensions? An Evaluation of the Impact of Restorative Practices in a Mid-Sized Urban School District" by Catherine Augustine, John Engberg, Geoffrey Grimm, Emma Lee, Elaine Wang, Karen Christianson, and Andrea Joseph. “Evaluation of a Whole-School Change Intervention: Findings from a Two-Year Cluster-Randomized Trial of the Restorative Practices Intervention" by Joie Acosta, Matthew Chinman, Patricia Ebener, Patrick S. Malone, Andrea Phillips, and Asa Wilks.

 Labor earnings for college-educated workers are about 65-70% higher than for workers without college education. Why do college graduates earn more? How will the emergence of AI shape the college wage premium and college education in the years to come? David J. Deming, Isabelle and Scott Black Professor of Political Economy at Harvard University, opens our podcast series dedicated to the new edition of the Handbook of Labor Economics with his work on education, skills, inequality, and the future of work. In this episode, he discusses the college wage premium and the impact of AI on college education. Prof. Deming sheds light on how college education enhances the productivity and value of individuals in the labor market and shares insights into the future of work and education. He argues that while AI may change the nature of work, it will not diminish the importance of education, but rather shift the focus towards higher-order skills and competencies.  Follow us and stay informed:

This week, John Dickerson re-joins Emily Bazelon and David Plotz to discuss the Republican presidential race, the Iowa caucuses, and the New Hampshire primary; the Loper Bright and Relentless cases at the Supreme Court and the possible end of Chevrondeference; and The Misguided War on the SAT with David Leonhardt of The New York Times.    Here are some notes and references from this week's show: Nate Cohn for The New York Times: Even the Battle for Second Turned Out Well for Trump in Iowa Ross Douthat for The New York Times: How Trump's Opponents Made Iowa Easy for Him Amy Howe for SCOTUSblog: Supreme Court likely to discard Chevron; Supreme Court to hear major case on power of federal agencies; and Supreme Court curtails EPA's authority to fight climate change Cornell Law School's Legal information Institute: Administrative Procedure Act Jess Bravin for The Wall Street Journal: Conservatives Once Hailed This Case. Now They're at the Supreme Court to Gut It. Ian Millhiser for Vox: The Supreme Court cases asking the justices to put themselves in charge of everything, explained and A new Supreme Court case seeks to make the nine justices even more powerful David Leonhardt for The New York Times: The Misguided War on the SAT Ileana Najarro for EdWeek: The SAT Is Making a Comeback. Here's a Look at the Numbers and What They Tell Us Raj Chetty, David J. Deming, and John Friedman for Opportunity Insights: Diversifying Society's Leaders? The Determinants and Causal Effects of Admission to Highly Selective Private Colleges Here are this week's chatters: Emily: The Ringer's podcast “Stick the Landing” and Andy Greenwald and Mallory Rubin: Did ‘Friday Night Lights' Stick the Landing? John: Richard Baldwin for VoxEU: China is the world's sole manufacturing superpower: A line sketch of the rise; Moss and Fog: Tree.fm is Your Aural Escape Into Nature; and tree.fm David: Steve Lopez for the Los Angeles Times: They take care of aging adults, live in cramped quarters and make less than minimum wage and ZipRecruiter: assisted living jobs in Washington, DC Listener chatter from Kevin Collins in San Antonio, Texas: Historic Vids on X   For this week's Slate Plus bonus segment, David talks about his father, Dr. Paul Plotz. See Rachel Weller for The NIH Catalyst: Symposium Honors NIAM's Paul Plotz and The New York Times: Judith A. Abrams Engaged to Wed Dr. Paul H. Plotz; Candidate for Ph.D. at Harvard Is Fiancee of Boston Interne. See also John G. Zinn for the Society for American Baseball Research: Ebbets Field (Brooklyn, NY); National Institutes of Health; Union of Concerned Scientists; and The Two Cultures and The Scientific Revolution by C. P. Snow. In the latest Gabfest Reads, John talks with Christine Coulson about her book, One Woman Show: A Novel.   Email your chatters, questions, and comments to gabfest@slate.com. (Messages may be referenced by name unless the writer stipulates otherwise.)   Podcast production by Cheyna Roth  Research by Julie Huygen   Hosts Emily Bazelon, John Dickerson, and David Plotz Learn more about your ad choices. Visit megaphone.fm/adchoices

This week, John Dickerson re-joins Emily Bazelon and David Plotz to discuss the Republican presidential race, the Iowa caucuses, and the New Hampshire primary; the Loper Bright and Relentless cases at the Supreme Court and the possible end of Chevrondeference; and The Misguided War on the SAT with David Leonhardt of The New York Times.    Here are some notes and references from this week's show: Nate Cohn for The New York Times: Even the Battle for Second Turned Out Well for Trump in Iowa Ross Douthat for The New York Times: How Trump's Opponents Made Iowa Easy for Him Amy Howe for SCOTUSblog: Supreme Court likely to discard Chevron; Supreme Court to hear major case on power of federal agencies; and Supreme Court curtails EPA's authority to fight climate change Cornell Law School's Legal information Institute: Administrative Procedure Act Jess Bravin for The Wall Street Journal: Conservatives Once Hailed This Case. Now They're at the Supreme Court to Gut It. Ian Millhiser for Vox: The Supreme Court cases asking the justices to put themselves in charge of everything, explained and A new Supreme Court case seeks to make the nine justices even more powerful David Leonhardt for The New York Times: The Misguided War on the SAT Ileana Najarro for EdWeek: The SAT Is Making a Comeback. Here's a Look at the Numbers and What They Tell Us Raj Chetty, David J. Deming, and John Friedman for Opportunity Insights: Diversifying Society's Leaders? The Determinants and Causal Effects of Admission to Highly Selective Private Colleges Here are this week's chatters: Emily: The Ringer's podcast “Stick the Landing” and Andy Greenwald and Mallory Rubin: Did ‘Friday Night Lights' Stick the Landing? John: Richard Baldwin for VoxEU: China is the world's sole manufacturing superpower: A line sketch of the rise; Moss and Fog: Tree.fm is Your Aural Escape Into Nature; and tree.fm David: Steve Lopez for the Los Angeles Times: They take care of aging adults, live in cramped quarters and make less than minimum wage and ZipRecruiter: assisted living jobs in Washington, DC Listener chatter from Kevin Collins in San Antonio, Texas: Historic Vids on X   For this week's Slate Plus bonus segment, David talks about his father, Dr. Paul Plotz. See Rachel Weller for The NIH Catalyst: Symposium Honors NIAM's Paul Plotz and The New York Times: Judith A. Abrams Engaged to Wed Dr. Paul H. Plotz; Candidate for Ph.D. at Harvard Is Fiancee of Boston Interne. See also John G. Zinn for the Society for American Baseball Research: Ebbets Field (Brooklyn, NY); National Institutes of Health; Union of Concerned Scientists; and The Two Cultures and The Scientific Revolution by C. P. Snow. In the latest Gabfest Reads, John talks with Christine Coulson about her book, One Woman Show: A Novel.   Email your chatters, questions, and comments to gabfest@slate.com. (Messages may be referenced by name unless the writer stipulates otherwise.)   Podcast production by Cheyna Roth  Research by Julie Huygen   Hosts Emily Bazelon, John Dickerson, and David Plotz Learn more about your ad choices. Visit megaphone.fm/adchoices

This week, John Dickerson re-joins Emily Bazelon and David Plotz to discuss the Republican presidential race, the Iowa caucuses, and the New Hampshire primary; the Loper Bright and Relentless cases at the Supreme Court and the possible end of Chevrondeference; and The Misguided War on the SAT with David Leonhardt of The New York Times.    Here are some notes and references from this week's show: Nate Cohn for The New York Times: Even the Battle for Second Turned Out Well for Trump in Iowa Ross Douthat for The New York Times: How Trump's Opponents Made Iowa Easy for Him Amy Howe for SCOTUSblog: Supreme Court likely to discard Chevron; Supreme Court to hear major case on power of federal agencies; and Supreme Court curtails EPA's authority to fight climate change Cornell Law School's Legal information Institute: Administrative Procedure Act Jess Bravin for The Wall Street Journal: Conservatives Once Hailed This Case. Now They're at the Supreme Court to Gut It. Ian Millhiser for Vox: The Supreme Court cases asking the justices to put themselves in charge of everything, explained and A new Supreme Court case seeks to make the nine justices even more powerful David Leonhardt for The New York Times: The Misguided War on the SAT Ileana Najarro for EdWeek: The SAT Is Making a Comeback. Here's a Look at the Numbers and What They Tell Us Raj Chetty, David J. Deming, and John Friedman for Opportunity Insights: Diversifying Society's Leaders? The Determinants and Causal Effects of Admission to Highly Selective Private Colleges Here are this week's chatters: Emily: The Ringer's podcast “Stick the Landing” and Andy Greenwald and Mallory Rubin: Did ‘Friday Night Lights' Stick the Landing? John: Richard Baldwin for VoxEU: China is the world's sole manufacturing superpower: A line sketch of the rise; Moss and Fog: Tree.fm is Your Aural Escape Into Nature; and tree.fm David: Steve Lopez for the Los Angeles Times: They take care of aging adults, live in cramped quarters and make less than minimum wage and ZipRecruiter: assisted living jobs in Washington, DC Listener chatter from Kevin Collins in San Antonio, Texas: Historic Vids on X   For this week's Slate Plus bonus segment, David talks about his father, Dr. Paul Plotz. See Rachel Weller for The NIH Catalyst: Symposium Honors NIAM's Paul Plotz and The New York Times: Judith A. Abrams Engaged to Wed Dr. Paul H. Plotz; Candidate for Ph.D. at Harvard Is Fiancee of Boston Interne. See also John G. Zinn for the Society for American Baseball Research: Ebbets Field (Brooklyn, NY); National Institutes of Health; Union of Concerned Scientists; and The Two Cultures and The Scientific Revolution by C. P. Snow. In the latest Gabfest Reads, John talks with Christine Coulson about her book, One Woman Show: A Novel.   Email your chatters, questions, and comments to gabfest@slate.com. (Messages may be referenced by name unless the writer stipulates otherwise.)   Podcast production by Cheyna Roth  Research by Julie Huygen   Hosts Emily Bazelon, John Dickerson, and David Plotz Learn more about your ad choices. Visit megaphone.fm/adchoices

Economist Michael D. Smith says universities are scrambling to protect a status quo that deserves to die. He tells Steve why the current system is unsustainable, and what's at stake if nothing changes. RESOURCES:The Abundant University: Remaking Higher Education for a Digital World, by Michael D. Smith (2023)."Diversifying Society's Leaders? The Determinants and Causal Effects of Admission to Highly Selective Private Colleges," by Raj Chetty, David J. Deming, and John N. Friedman (NBER Working Paper, 2023)."Are Universities Going the Way of CDs and Cable TV?" by Michael D. Smith (The Atlantic, 2020)."For Sale: SAT-Takers' Names. Colleges Buy Student Data and Boost Exclusivity," by Douglas Belkin (The Wall Street Journal, 2019)."High School GPAs and ACT Scores as Predictors of College Completion: Examining Assumptions About Consistency Across High Schools," by Elaine M. Allensworth and Kallie Clark (Educational Researcher, 2020)."Mobility Report Cards: The Role of Colleges in Intergenerational Mobility," by Raj Chetty, John N. Friedman, Emmanuel Saez, Nicholas Turner, and Danny Yagan (NBER Working Paper, 2017)."How U.S. News College Rankings Promote Economic Inequality on Campus," by Benjamin Wermund (Politico, 2017).Streaming, Sharing, Stealing: Big Data and the Future of Entertainment, by Michael D. Smith (2016)."Higher Education's Work Preparation Paradox," by Brandon Busteed (Gallup, 2014)."Let's Level the Playing Field for SAT Prep," by Sal Khan (Khan Academy, 2014)."Race, Poverty and SAT Scores: Modeling the Influences of Family Income on Black and White High School Students' SAT Performance," by Ezekiel J. Dixon-Roman, Howard Everson, and John J Mcardle (Teachers College Record, 2013).EXTRAS:"The Professor Who Said 'No' to Tenure," by People I (Mostly) Admire (2022)."Freakonomics Radio Goes Back to School," series by Freakonomics Radio (2022)."Is This the Future of High School?" by People I (Mostly) Admire (2022)."America's Math Curriculum Doesn't Add Up," by People I (Mostly) Admire (2021).“Sal Khan: ‘If It Works for 15 Cousins, It Could Work for a Billion People.'” by People I (Mostly) Admire (2021).

Elite colleges are facing a reckoning over their admissions practices. But is there a case for upholding policies that give preferential treatment to some students?On this episode of “Matter of Opinion,” the hosts examine whether it really matters if you go to Harvard and what the upside could be of favoring family connections. Mentioned in this episode:“Diversifying Society's Leaders? The Determinants and Consequences of Admission to Highly Selective Colleges,” by Raj Chetty, David J. Deming and John N. Friedman in Opportunity Insights.“Fast Car,” written and originally performed by Tracy Chapman“Privilege: Harvard and the Education of the Ruling Class,” by Ross Douthat

Paul Millerd is a Curious Human & Solopreneur, Writer, Host of the Reimagine Work Podcast, Teacher at Strategy U, Independent Consultant and Adviser (for companies like VIVO, Wrangler, Russel Reynolds Associates, Good Jobs Associates among many others), and a Career Coach for people who carve their own paths beyond the default path. In his past life, Paul worked for companies like General Electric, McKinsey & Company, Boston Consulting Group, and studied at the University of Connecticut and MIT. Links: Find Paul: think-boundless.com - the home for the creative and curious rebels carving their own path Join our community: forms.gle/3gmq2WahzJZZ9Bny9 We were recently featured in the top 10 Utopia Podcasts in Feedspot! Check it out here: blog.feedspot.com/utopia_podcasts/ Instagram/Twitter: @utopiaisnow Timestamps: 0:00 - Introduction 4:00 - Why did Paul leave BCG & McKinsey to live a Pathless Path? 8:05 - What path should you take in life? 11:43 - Management Consulting & what made Paul leave it? 16:30 - Paul coaches Shashwat over his career dilemma 20:33 - What do work & career REALLY mean? 30:59 - The false dichotomy of Work-Life Balance 33:58 - Traditional vs Unconventional Lifepaths 39:20 - How to embrace your weirdness and follow your heart? 46:15 - What does Paul's life look like right now? 49:58 - Philosophy of Life: Work vs Leisure 54:57 - Future of Work 58:06 - Bridging the gap between Education & Work 01:05:44 - How to find your life path? 01:09:47 - Do we owe any responsibility to our economy to continue traditional work? 01:11:48 - Paul's views on Utopias Mentioned in this Episode: Alan Watts was a British writer, speaker & philosopher Roman Krznaric is an Australian public philosopher Venkatesh Rao is an Indian-American author and consultant Peter Albert David Singer AC is an Australian moral philosopher John Rawls was an American political philosopher in the liberal tradition Aristotle was a Greek philosopher and polymath during the Classical period in Ancient Greece Socrates was a Greek philosopher from Athens who is credited as one of the founders of Western philosophy Marcus Aurelius was Roman emperor from 161 to 180 and a Stoic philosopher David J. Deming is an American Economist and Professor Epictetus was a Greek Stoic philosopher Seneca, was a Roman Stoic philosopher, statesman, dramatist, and in one work, satirist, from the post-Augustan age of Latin literature Ryan Bourne is a British Economist and Author who works at Cato Institute Credits Art Work: The Road Not Taken - Michael Cook Music Credits: A Journey Through The Universe – Lesion X --- Send in a voice message: https://anchor.fm/utopia-is-now/message

Psychological safety in the workplace has been getting a lot of traction in the midst of the pandemic. Do you feel like you can bring your whole self to your team and work? Many people cover or feel like they have to portray only certain parts of themselves with their team or at work, but in the face of remote and hybrid work environments, psychological safety is becoming more important than ever before.   Psychological safety is the belief that one can speak up without the risk of punishment or humiliation. It is the ideal that we should all be striving for, but what will it take to make psychological safety happen in the new future of remote and hybrid work? Psychological safety is the number one thing that all leaders, all businesses, all organizations need, especially in this future of work. Join me as I explore the critical importance of creating physiological safety as we face the future, the inner game skills that we need to cultivate, and the simple words that we can all use to increase psychological safety in the workplace and in the world. If we can create psychological safety at work just imagine what we can build in our world together.   How to Create Psychological Safety in the Workplace SEO Description:   Psychological safety in the workplace is the belief that one can speak up without the risk of punishment or humiliation. It is the ideal that we should all be striving for, but what will it take to make psychological safety happen in the new future of remote and hybrid work? Psychological safety is the number one thing that all leaders, all businesses, all organizations need, especially in this future of work. Join me as I explore the critical importance of creating physiological safety as we face the future, the inner game skills that we need to cultivate, and the simple words that we can all use to increase psychological safety in the workplace and in the world. If we can create psychological safety at work just imagine what we can build in our world together.   Resources mentioned in this episode: What Psychological Safety Looks Like in a Hybrid Workplace from Harvard Business Review Conscious & Inclusive Leadership Retreat “How Leaders Build Trust at Work Through Authenticity” from Mindful.org Leading from Wholeness Executive Coaching Leading from Wholeness Learning and Development Resources Shine: Ignite Your Inner Game to Lead Consciously at Work and in the World by Carley Hauck Contact Carley Hauck   The Imperfect Shownotes   Carley Hauck 00:01   Hi, my name is Carley Hauck and I am the host of the shine podcast. Welcome to season four. This podcast came about over two years ago, as part of the research I was conducting for my new book shine ignite your inner game to lead consciously at work in the world. Shine debuted four months ago, and is getting wonderful acclaim and acknowledgement.   This podcast is about three things: conscious and inclusive leadership, the recipe for high performing teams and awareness practices. I will be facilitating three episodes a month. Today's episode is about the important topic of creating psychological safety. In the midst of the new future of remote and hybrid work.   Imagine that your monthly one on one is happening with your supervisor. And he, she or they say to you, I really appreciate how you've shown up at work and with the team in the last year. I imagine it wasn't an easy time for you. It wasn't easy for any of us.   I am wondering if we can create a new foundation today?   What might I say? Or do that would create a greater sense of helpfulness or would support you to feel like you could be really open in our conversations. I want you to know that I have your back. And that this is a safe space for you.   How do you feel hearing this? Open suspicion, appreciation, relaxation. Just allow yourself to notice: what do you feel the sensations in your body? What is the emotion present? Hearing this? Whatever arises is welcome. What if the next statement out of your supervisor's mouth was this?   I've been reading a lot about the importance of psychological safety. And I would like to invest more in this concept in our team and in my interactions with you. Notice how that impacts you. What is psychological safety, maybe it's a term you've never heard. I believe it is the number one thing that all leadership teams, all businesses, all organizations need, especially in this future of work.   03:55   Psychological safety is the belief that one can speak up without risk of punishment or humiliation. It has been well established as a critical driver of high quality decision making, healthy group dynamics and interpersonal relationships, greater innovation, and more effective execution in organizations. Essentially, to be successful on a team and as a team. psychological safety is the enabler. This insight is the result of almost 30 years of research by Dr. Amy Edmondson. This was supported and reinforced by an extensive two year research program called Project Aristotle where 15,000 employees at Google were assessed to see what was the number one trait that was supporting high performance and innovation. And it came down to psychological safety.   In the last year, every organization around the world has gone through a reorganization. We are still going through it as each company is reevaluating their business model, their values, their mission, what are the products and services that make sense to market build and produce now these are the conversations that we've been having and will continue to have If you don't have trust, you won't have loyalty from your team members, your stakeholders or your customers. Marc Benioff, the CEO of the technology company, Salesforce, and one of the conscious and inclusive leaders that I highlight in my book, SHINE has been quoted as saying, you'd better decide now that trust is your highest value. Because in this new world, when everything is changing, people want to know they can trust you. So, if we don't have psychological safety, we don't have trust. And that often leads to dangerous silence.   People that are aware of the risks of a situation but they don't dare to speak up for fear of being called out or punished for it. We've seen this happen, or avoidable failure. This means people are more focused on avoiding failure and getting the most out of work. People also will tend to make more mistakes that could have been avoided if psychological safety levels were higher. When we think about the skills necessary to manage in this new remote hybrid work environment, it is more important than ever, that we have cultivated these skills that support collaboration, decision making and innovation, the people skills, the real skills are what I like to refer in my body of work and in my book, the inner game.   06:50   New research from David J. Deming at Harvard's Weiner Center for Social Policy, examines lifetime earning patterns and shows how the peak earning years have shifted dramatically up the age continuum. Over the past five decades, this study has been getting some buzz in the last few weeks. This trend has been driven by changes in the mix of skills required in the workforce, away from routine tasks and toward non-cognitive domains like critical reasoning, and decision making. Again, the inner game skills. I have been specializing in organizational and leadership development consulting coaching, and I also teach on leadership topics as an instructor at Stanford and UC Berkeley's Haas School of Business. And what I found in these last 10 years of working with lots of organizations, LinkedIn, Pixar, Clif Bars, and then tech, Asana, and also with leaders, and emerging leaders at these two academic organizations, is that when these folks possess a strong inner game, they're really able to align with what really matters, and where they can actually support the sustainability of psychological safety in their teams and then the culture. And so these inner game skills are self awareness, emotional intelligence, which comprises of self management and empathy, and social awareness and relationship mastery. Another inner game skill is resilience, we can think of that as having a growth mindset.   Love releasing from love, not from fear, well being, and authenticity. Again, these inner game skills, I see are necessary to be able to have these brave exchanges to create psychological safety, and our one on ones, our teams, our senior leadership, and our greater culture at work. And since the workplace is a microcosm for the greater world, if we can create inclusion, belonging, psychological safety, and collaboration at work, just imagine what we can build in our world together.   09:50   So I want to give you an example of a senior leader that I have been coaching since the beginning of the pandemic. And he utilized this strong inner game to create more psychological safety and trust in his team. Let's call this leader Scott. First I want to highlight that this leader already has High self awareness, a growth mindset.   He showcases humility, empathy, compassion, he has high performance and his motivation for his work, his company, and his role is something that's intrinsic to him. I feel honored to have been able to serve this leader and to watch his growth. And one of the things that we've really been working on together is his discomfort with conflict.   So we decided that it would be important to assess the psychological safety in his team. Based on what I've already seen this leader express in our coaching sessions, for example, his commitment to his own learning, growth and development, his willingness to be humble, take personal responsibility to be coached. He is the exception, I would say not the rule in my professional experience. But this kind of leadership can be inspired and can be nurtured. And I had the suspicion that when we did the psychological safety assessment with his team, that it would be high.   So this is what I did. I conducted a psychological safety scan with this leader in his for direct senior reports earlier in the year. The psychological safety scan is an anonymous survey. It has been validated by Dr. Amy and Manson's work on the subject, I spoke to her earlier. And she is a woman that I deeply respect, and think of as a mentor to me. And actually, I feel very delighted that a few months ago, she endorsed my book and body of work. The survey and the scan is one of the very first things that I do with organizations when I'm brought in to assess or build out an inclusive leadership or Management Development Program, to engage in a change management strategy to support team building to get a sense of what's happening in the culture. And this scan is basically measuring four different dimensions of psychological safety. And as I shared before, I had a sense that this score would overall be high in psychological safety, but I forecasted that the team would probably score low in one quadrant. And that actually ended up being true. The area that needed the most improvement was the team's comfort with failure. So what do I mean by that? Can each member of the team willingly showcase and share mistakes with one another. Based on some of the culture pieces that were present in the company, they didn't feel comfortable to make mistakes and to share them openly in the setting of the team.   13:20   But based on talking openly about their scores, and creating a social contract for psychological safety, they were able to talk about why. And we could make a game plan for how they might grow this part of their team. Just the process of talking openly about their discomfort with sharing mistakes as a team, increase the psychological safety and the comfort level. As a follow up to this team debrief on psychological safety, I encourage the team and Scott, the senior leader, to have a failure party. This would encourage an environment where mistakes are seen as normal, where folks can learn and grow from them, and then innovate and collaborate better. So a few months back, Scott put in their team meeting agenda that they would create a failure party. And he set this up first by creating a social contract for psychological safety, which I had coached him how to do. And we had set at the first debrief where we all met as a team and I facilitated that session. And then how he created the context for the failure party was he went first, he shared a mistake that he'd made earlier in the week, what he learned from the mistake, how he course corrected and even how he asked for support to navigate the next steps. He then asked other members of the team to share as well.   15:05   One of the best ways that you can increase psychological safety with your direct reports, or with your team is to be willing to be vulnerable to go first. So as a result of Scott, going first in the team, one of the team members shared that they've had this ongoing challenge with self management and reactivity with one of their direct reports. They're actually working with a coach around it. And they were able to express openly with the team, but they made a mistake earlier in the week, and they lost their cool, and they were able to check it in the moment, come back, course correct, you know, put in an apology, take some personal responsibility, and being able to share this openly in the group to be witnessed in it. And then to note that this is something they're working on, they're growing, they were able to get positive reinforcement, so that it didn't have to be a place of shame, but a place for healing and transformation.   In my professional experience, many successful executives encounter serious negative feedback for the first time in their careers, when they take on larger roles or responsibilities, like the example above of this particular manager in being able to shift emotional reactivity. That often is feedback given to leaders that often centers on style rather than skills or expertise. So if that leader isn't able to have a growth mindset, it can feel like a threat to their identity. But if they take on a learning mindset, they can grow.   17:10   We can imagine that in the last year, we've all had more challenges than normal, because of the pandemic. We are sorting through a lot of systems and structures that are being reinvented, that are taking into account the unveiling of racial injustice, systemic oppression, more emphasis on business models that are in alignment with regeneration, with sustainable development goals, and even the added pressures of mental health, needing to care for the elderly and for children. We are navigating a lot. And while we were always bringing our whole selves to work, we have literally been in each other's living rooms in the past year. So there has been more that has come to the light, like young children bursting into a meeting, divorce, struggles with healthcare. And this burden has been on managers and leaders to hold to navigate hearing about all of these work life situations. And this isn't going away with remote hybrid work. So there is a real need for managers, for leaders to support psychological safety in this new foundation of remote and hybrid work, so that each individual's needs, preferences and or limitations are taken into account and they feel safe to speak up. And once the leader is able to showcase that it is safe, there can be accountability and empowerment for each member of the team, and even the culture to uphold it so that everyone can feel they can bring their whole and best self to work and thus feel like they belong.   19:15   Psychological safety is needed today to enable productive conversations in new, challenging and even potentially fraught territory. By viewing ourselves as works in progress, and supporting a learning culture. We can really reconcile our yearning for authenticity and how we work and lead with an equally powerful desire to grow. The place we want to be has high psychological safety and accountability. If this podcast was meaningful to you, and you are wanting to bring a foundation of psychological safety with your one-on-ones, your team or your culture, this subject is something I feel really passionate about. And this is one of the first things that I do with any of my coaches, with any team building, our larger inclusive manager development program, organizational change management, that I am asked to come in and conduct. If psychological safety is low, in my experience, there will be a large challenge in the long term success for anything that I can possibly bring into the company. But if we are able to create a foundation of psychological safety, then the sky's the limit.   If you'd like to work with me to create psychological safety, there are three ways. First, you can book a free consultation with me, the link will be in the show notes. And you can provide me with more information on what you're needing, why this might be important. And I can talk you through the steps of how I might be able to do that with your supervisor, your team, or your culture. The second way you could work with me is you could bring me in for a training session on psychological safety. And in this session, I'll customize it to your particular needs and culture. But I'll be able to assess and show you how to create and sustain psychological safety and trust as individuals in your senior leadership team and within your greater culture.   The body of work that I've been facilitating as an organizational and leadership development consultant, and as an adjunct instructor at Stanford, and UC Berkeley's Haas School of Business is on creating a strong inner game. And again, these essential skills are necessary to really support a sustainable culture of psychological safety and trust. And number three, if you are seeking someone to support you in a more full time capacity on this topic, please reach out. I would love to book a free consultation with you on how I can support you in this new future of work.   22:26   I want to leave you with just a few thoughts on psychological safety as a way to really bring this home. There are societal factors that favor silence over voice, self protection over self expression. Self protection remains a contracted and fear based stance, which doesn't support one to lean into their purpose and courage. It's protecting against the thought, what is the worst thing that could happen, versus what is the best thing that could happen? It's playing safe. But in playing safe, we miss opportunities to grow for fulfilment and contributing skillfully to something wonderful in the world. When people feel praised and encouraged for their efforts to speak up, that increase the psychological safety. The simple words of thank you for speaking up does wonders.   Lastly, psychological safety is fragile, and it needs constant nurturance and renewal. I have a wonderful article that I wrote with Mindful magazine earlier in the year which focuses on the inner game of authenticity, and thus the outer game of building trust. I will leave it for you on the show notes. And now, I have a special invitation for you. Over Labor Day weekend, I will be offering and facilitating a conscious and inclusive leadership retreat with my good friend and colleague Brian McCormick. We are taking applications now and it will be at a beautiful retreat center in Black Mountain North Carolina, which is on very special and healing land and a creek that runs through the whole property. There will be time for renewal, learning community, healthy food, nourishment, and play. I would be delighted to have you come. We will also have time to explore the concept and practice of creating psychological safety in this setting in this deeper dive. I feel so excited about being able to bring people together after this long year and hope. Holding space for transformation. Before I began writing my book, I was leading conscious leadership retreats for women at this beautiful eco lodge in Mexico once a year. And when I started writing the book, I pushed pause on the retreats, but I knew that once shine was out, I would start hosting retreats again. It is undeniably one of the most favorite things that I get to do with my work bringing people together for immersive experiences, for transformation, healing for growth. And I would be delighted to have you join us and you'll see a link for the retreat in the show notes. If you have any questions or comments, please email me at support at Carley. Hauck dot com. I'd love to hear from you. Finally, thank you for tuning in and being part of this community. I have many more wonderful podcast episodes for you. So until we meet again, be the light and shine the light

STEM classes, especially computer science and engineering, are increasingly popular on college campuses, often because they are seen as offering better employment prospects and higher earnings. What happens to this early STEM pay premium in the long run? Kadeem Noray from Harvard talks about his research with David J. Deming on how changing job skills affect the career dynamics of people majoring in STEM. Recommendations: - Breaking Bad https://www.imdb.com/title/tt0903747/ - The Secret of our Success by Joseph Heinrich https://secretofoursuccess.fas.harvard.edu/ Paper: - "Earnings Dynamics, Changing Job Skills, and STEM Careers" by David J. Deming & Kadeem Noray The Quarterly Journal of Economics, Volume 135, Issue 4, November 2020, Pages 1965–2005, https://doi.org/10.1093/qje/qjaa021 - Kadeem's blog https://kadeemnoray.com/blog/

David J. Deming sits down with Ed Next’s Marty West to discuss his new study on the effects of a test-based accountability system in Texas.