Tag: Nassim Nicholas Taleb (page 1 of 2)

Everyone hustles his life along, and is troubled by a longing for the future and weariness of the present

Thanks to Seneca for today’s quotation, taken from his still-all-too-relevant On the Shortness of Life. We’re constantly being told that we need to ‘hustle’ to make it in today’s society. However, as Dan Lyons points out in a book I’m currently reading called Lab Rats: how Silicon Valley made work miserable for the rest of uswe’re actually being ‘immiserated’ for the benefit of Venture Capitalists. 

As anyone who’s read Daniel Kahneman’s book Thinking, Fast and Slow will know, there are two dominant types of thinking:

The central thesis is a dichotomy between two modes of thought: “System 1” is fast, instinctive and emotional; “System 2” is slower, more deliberative, and more logical. The book delineates cognitive biases associated with each type of thinking, starting with Kahneman’s own research on loss aversion. From framing choices to people’s tendency to replace a difficult question with one which is easy to answer, the book highlights several decades of academic research to suggest that people place too much confidence in human judgement.


Cal Newport, in a book of the same name, calls ‘System 2’ something else: Deep Work. Seneca, Kahneman, and Newport, are all basically saying the same thing but with different emphasis. We need to allow ourselves time for the slower and deliberative work that makes us uniquely human.

That kind of work doesn’t happen when you’re being constantly interrupted, nor when you’re in an environment that isn’t comfortable, nor when you’re fearful that your job may not exist next week. A post for the Nuclino blog entitled Slack Is Not Where ‘Deep Work’ Happens uses a potentially-apocryphal tale to illustrate the point:

On one morning in 1797, the English poet Samuel Taylor Coleridge was composing his famous poem Kubla Khan, which came to him in an opium-induced dream the night before. Upon waking, he set about writing until he was interrupted by an unknown person from Porlock. The interruption caused him to forget the rest of the lines, and Kubla Khan, only 54 lines long, was never completed.

Nuclino blog

What we’re actually doing by forcing everyone to use synchronous tools like Slack is a form of journalistic rhythm — but without everyone being synced-up:

Diagram courtesy of the Nuclino blog

If you haven’t read Deep Work, never fear, because there’s an epic article by Fadeke Adegbuyi for doist entitled The Complete Guide to Deep Work which is particularly useful:

This is an actionable guide based directly on Newport’s strategies in Deep Work. While we fully recommend reading the book in its entirety, this guide distills all of the research and recommendations into a single actionable resource that you can reference again and again as you build your deep work practice. You’ll learn how to integrate deep work into your life in order to execute at a higher level and discover the rewards that come with regularly losing yourself in meaningful work.

Fadeke Adegbuyi

Lots of articles and podcast episodes say they’re ‘actionable’ or provide ‘tactics’ for success. I have to say this one delivers. I’d still read Newport’s book, though.

Interestingly, despite all of the ridiculousness spouted by VC’s, people are pretty clear about how they can do their best work. After a Dropbox survey of 500 US-based workers in the knowledge economy, Ben Taylor outlines four ‘lessons’ they’ve learned:

  1. More workers want to slow down to get things right — “In reality, 61% of workers said they wanted to “slow down to get things right” while only 41%* wanted to “go fast to achieve more.” The divide was even starker among older workers.”
  2. Workers strongly value uninterrupted focus at work, but most will make an exception to help others — “The results suggest we need to be more thoughtful about when we break our concentration, or ask others to do so. When people know they are helping others in a meaningful way, they tend to be okay with some distraction. But the busywork of meetings, alerts, and emails can quickly disrupt a person’s flow—one of the most important values we polled.”
  3. Most workers have slightly more trust in people closest to the work, rather than people in upper management — “Among all respondents, 53% trusted people “closest to the work,” while only 45% trusted “upper management.” You might assume that younger workers would be the most likely to trust peers over management, but in fact, the opposite was true.”
  4. Workers are torn between idealism and pragmatism — “It’s tempting to assume that addressing just one piece—like taking a stand on societal issues—will necessarily get in the way of the work itself. But our research suggests we can begin to solve the two in tandem, as more equality, inclusion, and diversity tends to come hand-in-hand with a healthier mindset about work.”

I think we need to reclaim workplace culture from the hustlers, shallow thinkers, and those focused on short-term profit. Let’s reflect on how things actually work in practice. As Nassim Nicholas Taleb says about being ‘antifragile’, let’s “look for habits and rules that have been around for a long time”.

Also check out:

  • Health effects of job insecurity (IZA) — “Workers’ health is not just a matter for employees and employers, but also for public policy. Governments should count the health cost of restrictive policies that generate unemployment and insecurity, while promoting employability through skills training.”
  • Will your organization change itself to death? (opensource.com) — “Sometimes, an organization returns to the same state after sensing a stimulus. Think about a kid’s balancing doll: You can push it and it’ll wobble around, but it always returns to its upright state… Resilient organizations undergo change, but they do so in the service of maintaining equilibrium.”
  • Your Brain Can Only Take So Much Focus (HBR) — “The problem is that excessive focus exhausts the focus circuits in your brain. It can drain your energy and make you lose self-control. This energy drain can also make you more impulsive and less helpful. As a result, decisions are poorly thought-out, and you become less collaborative.”

Decentralisation and networked agency

I came to know of Ton Zylstra through some work I did with Jeroen de Boer and the Bibliotheekservice Fryslân team in the Netherlands last year. While I haven’t met Zylstra in person, I’m a fan of his ideas.

In a recent post he talks about the problems of generic online social networks:

Discourse disintegrates I think specifically when there’s no meaningful social context in which it takes place, nor social connections between speakers in that discourse. The effect not just stems from that you can’t/don’t really know who you’re conversing with, but I think more importantly from anyone on a general platform being able to bring themselves into the conversation, worse even force themselves into the conversation. Which is why you never should wade into newspaper comments, even though we all read them at times because watching discourse crumbling from the sidelines has a certain addictive quality. That this can happen is because participants themselves don’t control the setting of any conversation they are part of, and none of those conversations are limited to a specific (social) context.

Although he goes on to talk about federation, it’s his analysis of the current problem that I’m particularly interested in here. He mentions in passing some work that he’s done on ‘networked agency‘, a term that could be particularly useful. It’s akin to Nassim Nicholas Taleb’s notion of ‘skin in the game‘.

Zylstra writes:

Unlike in your living room, over drinks in a pub, or at a party with friends of friends of friends. There you know someone. Or if you don’t, you know them in that setting, you know their behaviour at that event thus far. All have skin in the game as well misbehaviour has immediate social consequences. Social connectedness is a necessary context for discourse, either stemming from personal connections, or from the setting of the place/event it takes place in. Online discourse often lacks both, discourse crumbles, entropy ensues. Without consequence for those causing the crumbling. Which makes it fascinating when missing social context is retroactively restored, outing the misbehaving parties, such as the book I once bought by Tinkebell where she matches death threats she received against the sender’s very normal Facebook profiles.

What we’re building with MoodleNet is very intentionally focused on communities who come together to collectively curate and build. I think it’s set to be a very different environment from what we’ve (unfortunately) come to expect from social networks such as Twitter and Facebook.

Source: Ton Zylstra

Living an antifragile life

Nassim Nicholas Taleb’s new book is out, which made me think about his previous work, Antifragile (which I enjoyed greatly).

As Shane Parrish quotes in a 2014 article on the subject, Taleb defines antifragility in the following way:

Some things benefit from shocks; they thrive and grow when exposed to volatility, randomness, disorder, and stressors and love adventure, risk, and uncertainty. Yet, in spite of the ubiquity of the phenomenon, there is no word for the exact opposite of fragile. Let us call it antifragile. Antifragility is beyond resilience or robustness. The resilient resists shocks and stays the same; the antifragile gets better. This property is behind everything that has changed with time: evolution, culture, ideas, revolutions, political systems, technological innovation, cultural and economic success, corporate survival, good recipes (say, chicken soup or steak tartare with a drop of cognac), the rise of cities, cultures, legal systems, equatorial forests, bacterial resistance … even our own existence as a species on this planet.

This definition, and the examples Taleb pointed to in his book helped me understand the world a bit better. It’s easy to point to entitled people and see how they manage to get richer no matter what happens. But I think we all know people (and in fact companies, organisations, and communities) that are just set up for success. The notion of them being ‘antifragile’ helps describe that.

Parrish quotes Buster Benson who boils Taleb’s book down to one general, underlying principle:

Play the long game, keep your options open and avoid total failure while trying lots of different things and maintaining an open mind.

More specifically, Benson notes Taleb’s 10 principles of antifragility:

  1. Stick to simple rules
  2. Build in redundancy and layers (no single point of failure)
  3. Resist the urge to suppress randomness
  4. Make sure that you have your soul in the game
  5. Experiment and tinker — take lots of small risks
  6. Avoid risks that, if lost, would wipe you out completely
  7. Don’t get consumed by data
  8. Keep your options open
  9. Focus more on avoiding things that don’t work than trying to find out what does work
  10. Respect the old — look for habits and rules that have been around for a long time

Some great suggestions here, and I’m very much looking forward to reading Taleb’s new book. As a bonus, in putting together this post I discovered that, after jobs at Twitter, Slack, and Amazon, Buster Benson is writing a book. He’s looking for 100 supporters at $1 a month so I didn’t even think twice and pledged!

Source: Farnam Street