A 3D video made from a CT scan reveals how a baby mummy died. Museum Secrets, is a six-part series on History Television. It uncovers the mysteries of museums such as the Vatican, the Louvre and Toronto’s Royal Ontario Museum.
Last year I had the pleasure of temporarily leading our psychiatry department. It was a difficult but in the end rewarding job. That’s probably why a recent publication in Healthcare Executive drew my attention: The 10 most common myths about leadership.
- Leadership and management are the same dynamic.Leadership is more about vision, culture and values within an organization. Management is about executing plans, details and GTD.
- Having a big title (CEO, CFO, VP) makes you a leader. Titles only help you getting things done but there is no relationship between titles and leadership.
- Leaders can motivate others. Your task as a leader is to create an atmosphere in which your employees get motivated.
- Leadership is easier than management. Leading can be very complicated and hard work
- Leadership is a function of academic success. This can be a pitfall. Academic achievements don’t always make you a good leader.
- Leadership is about being liked. Being a leader goes with making unpopular decisions
- Leadership means you have a lot of friends. Leadership is lonely
- Leadership is about the “soft stuff.” Leadership is about dealing with people and making decisions
- Leadership is about the tangibles—i.e., metrics and making money.
- Everyone can be a leader.
Be sure to read the whole article if this has evoked some interest. The myths are commented on by healthcare leaders who share their thoughts. Do you miss any myths?
Birk S (2010). The 10 most common myths about leadership. Healthcare executive, 25 (6) PMID: 21229904
The Rap Guide to Evolution is Baba Brinkman’s comedy rap science show and full-length album, winner of the Scotsman Fringe First Award for outstanding new writing at the 2009 Edinburgh Fringe.
The Rap Guide uses hip-hop music and culture to communicate concepts from modern evolutionary theory. A grant from the Wellcome Trust has provided the initial funding to make 12 rap music videos based on the album tracks, making sense of artificial selection, sexual selection, unity of common descent, the evolution of aggression and altruism, and much more.
Interesting talk from surgeon Charles Limb, MD, an associate professor of otolaryngology at Johns Hopkins.
Musician and researcher Charles Limb wondered how the brain works during musical improvisation — so he put jazz musicians and rappers in an fMRI to find out. What he and his team found has deep implications for our understanding of creativity of all kinds.
Thanks Scope, medical blog, Stanford University, an interesting blog, should be in your RSS reader.
Learned something new about field dependence and field independence. These are individual differences in learning style. There is a difference in how people perceive discrete items within a surrounding field. People at the one end of the extreme where perception was strongly dominated by the prevailing field were designated “field-dependent.” Field-dependent learners see the forest. At the other extreme, people were considered “field-independent”, if they experienced items as more or less separate from the field. Whereas field-dependent people see the forest, field-independent learners see the tree within the forest. Bomb disposal experts should be field independent whereas anti-terror units should be field dependent.
What are bodyguards made of?
Bodyguards were compared to soldiers, the last group were supposed to be the control group. Both groups were tested for personality and cognitive style. Participants were a total of 87 males, ranging in age between 22 and 41 years of age.
Bodyguards scored low on neuroticism, the body guard is extremely field independent, even more so than the bomb-disposal experts. Moreover, body guards score low on impulsiveness. Comparable to anti-terror and bomb-disposal experts, bodyguards also score high on novelty seeking and prosocial behavior.
When your looking for a good bodyguard he or she should be a prosocial (prosocial behavior is defined as actions that benefit other people or society as a whole) sensation seeker with low neuroticism, no impulsivity and a cognitive style of field independence. Don’t know if this is also true for female bodyguards, or does Dilma Rousseff, the new female president of Brasil and president Gadaffi know more than we do?
Glicksohn, J., & Rechtman, S. (2010). Profiling the profilers: Who is watching our backs? Personality and Individual Differences DOI: 10.1016/j.paid.2010.12.010
You are looking a visual reconstruction (from array-tomography data) of synapses in the mouse somatosensory cortex, the part of the cerebral cortex that is responsive to sensation. Neurons are depicted in green; multicolored dots represent separate synapses.
More about this video on Scope Stanford School of Medicine
Besides patient care and education, research is also an important part of a med school. Funding and keeping a research department alive in medicine is very complicated. Below are some suggestions from a approach as published in a recent article from the Advances in Health Sciences Education. It’s my own interpretation of the suggestions made in this readable and excellent publication by Randy R. Brutkiewicz.
1. Research faculty development seminars, or “brown bag lunches” around these topics:
- Features and use of the ‘‘guide for applying for research grants’’ for new Research Faculty (specific for
- Balancing grants and kids
- How to recruit personnel to your laboratory
- Mentoring graduate students and postdoctoral fellows
- Helping trainees get to the next level
- Dealing with personnel problems in your laboratory
- Choosing a faculty mentor
- Getting recognized as an independent scientist—without being a ‘‘photon magnet’’!
- Patenting inventions and other intellectual property elements
- Diversity in science
2. Research faculty-oriented workshops about how a review panel discusses grant applications as can be seen in the video above. Improve grant writing by doing workshops or courses. Invite grant agencies or institutions to help the faculty be more successful by letting them attend or give these grant writing workshops. Courses can be of benefit for junior researchers who have not yet been funded. For examples see this website Penn State College of Medicine Grants Academy or University of Minnesota Medicine Department
3. Use a website as a resource for research faculty Examples can be seen at
- Indiana University, department of medicine
- University of Pittsburg
- UC Davis School of Medicine
- Duke University School of Medicine
4. Mentoring. Usually there are two approaches. To my opinion the one on one approach is the best. The mentoring of junior faculty is the responsibility of senior researchers not only of the department chair. The chair is responsible for appointing these mentors to junior faculty.
5. Infrastructure, or having enough money and administrative personal to support these initiatives mentioned above.
6. Evaluation and assessment of events offered to support research faculty development
Surely many more suggestions are available please share them in the comments.
Brutkiewicz, R. (2010). Research faculty development: an historical perspective and ideas for a successful future Advances in Health Sciences Education DOI: 10.1007/s10459-010-9261-4
In short: women want dominant men as short term mates and prestigious men as long term mates, they want a men that will pay attention to them, that will take care of them and worry about their health, at the end, most women try to find the best tips at http://beautytipsbybailey.com/ in order to be the best version of themselves for their men. Dominant males being those who are ambitious, assertive and boss other people around, intimidating others. The kind of alpha males chasing desired women. The prestigious kind are those who achieve high social status through social networks (twitter?), making use of useful social aptitude and abilities or good social skills such as being able to listen and make eye contact, giving compliments.
The main purpose for this is efficacious reproductive strategies, to keep mankind on top of the evolution. It was even thought that high-dominant men had high testosterone levels. Men with high levels of testosterone are more likely to engage in short-term mating behaviors and less likely to engage in parenting. But the relationship high dominance and high testosterone could not be found.
The other way around, thus high prestige men having low testosterone levels isn’t studied yet. Nevertheless, low testosterone levels are associated with a decreased likelihood of physical aggression and intrasexual competition. Low testosterone is associated with fatherhood and an increased likelihood of offspring care.
This study used black and white images with masculinized and feminized white British men and women. The participants had to select a face believed to fit a description of high dominance or high prestige male.
Participants rated items on the man’s social and reproductive behaviors on an 11-point decile scale from 0% to 100% based on the ‘‘personality characteristics described in this passage.’’ Three items asked how attractive women would find the man for a brief sexual affair, short-term (2 month) relationship, and a long-term relationship. Participants rated the likelihood of each male exhibiting a specific behavior in 14 items developed by the first author to assess variation in risk taking and reproductive strategies.
Participants were 210 students (105 male, 105 female) from a large Midwestern American university. This research is the first demonstration of an association between facial femininity and high prestige personality. This finding helpes to clarify conflicting findings of previous research.
Kruger, D., & Fitzgerald, C. (2010). Reproductive strategies and relationship preferences associated with prestigious and dominant men Personality and Individual Differences DOI: 10.1016/j.paid.2010.10.022