In this short talk, psychologist Dan Ariely tells two personal stories that explore scientific conflict of interest: How the pursuit of knowledge and insight can be affected, consciously or not, by shortsighted personal goals. When we’re thinking about the big questions, he reminds us, let’s be aware of our all-too-human brains.
George Church talks about where the future of personal genomics is headed and what research has yielded so far.
Decoding the human genome did not yield what people initially expected. In this lecture George Church talks about where the future of personal genomics is headed and what research has yielded so far.
Very inspiring, funny talk starting with a nice anecdote about a Dutch art collector selling a Vermeer to a nazi in World War 2.
Why do we like an original painting better than a forgery? Psychologist Paul Bloom argues that human beings are essentialists — that our beliefs about the history of an object change how we experience it, not simply as an illusion, but as a deep feature of what pleasure (and pain) is.
In Academia it’s common knowledge that a critical component of academic success in health sciences is promoted by a mentor. A lot of health science institutions have invested in formal mentoring programs for faculty and trainees.
But what makes a mentor and outstanding mentor from the perspective of a mentee. What are the key characteristics of these outstanding mentors?
From qualitative research of the important qualities of outstanding mentors as described by their mentees’ letters of nomination for a prestigious lifetime achievement award inmentorship, the key characteristics are:
- Admirable characteristics of mentors included descriptions of outgoing and interactive personalities, kindness, and justness as in ethical fair and honest
- It’s important how they guide their mentees’ career. Often it’s appreciated if the mentors guides them in a purposeful but unobtrusive way and most of all with vision.
“[He] continues to accurately assess my skills, knowledge, and attitudes, and to challenge me to seek higher personal achievement than I would on my own. So, [he] is an outstanding mentor because he saw what I could become.”
- Strong time commitment, availability of proper duration and quality and flexible in frequency of meetings. Mentees appreciate frequent and regular contact with their mentors.
- Good mentors are aware of the fact that a key aspect of being successful is to strive for a balance between one’s personal and professional life. Mentors offer support to mentees during periods of stress or personal struggle
- Through role modeling and direct teaching mentors often create new mentors.
These are qualities as mentioned by their mentees, it would improve future directions if these qualities were also studied at different institutions.
Cho, Christine S., Ramanan, Radhika, A., & Feldman, Mitchell, D. (2010). Defining the Ideal Qualities of Mentorship: A Qualitative
Analysis of the Characteristics of Outstanding Mentors The American Journal od Medicine DOI: 10.1016/j.amjmed.2010.12.007
Received a mood lifting email written by one of my distinguished colleagues from Britain which I couldn’t resist publishing here for my readers. The colleague is Peter Tyrer. I call upon ZDoggMD to write some music to it, preferably hip hop.
I thought that, despite our best intentions, we are all in the Impact
Factory together and perhaps we need to have a British Journal of Psychiatry
song we could sing to our potential contributors, which I know includes all
of us, so here it is:
The Impact Factory Song
There comes a time of year
Which for some yields joy and cheer
Whereas for others it brings gloom
And impending signs of doom
I refer to the end of June
It’s the Impact Factor tune
Which we dance to tho’ we fear
Its strains may cost us dear
In promoting our alliance
‘Tween scholarship and science
And sometimes in defiance
We reject our weak reliance
On the star by which we steer
With each number crunching tear
But we have to play the game
As our authors will turn to blame
If we fail them in our quest
To be better than all the rest
Now’s the time to attest
In the BJP you must invest
And fan our impact factor flame
By seeing papers you can claim
Really are the best
And once published and assessed
All will be impressed
‘cross East, North, South and West
Let the world then bold proclaim
Each author’s new found fame
Interesting visualization, am I the only one enjoying them? Also for the looks of it.
Artist Aaron Koblin takes vast amounts of data — and at times vast numbers of people — and weaves them into stunning visualizations. From elegant lines tracing airline flights to landscapes of cell phone data, from a Johnny Cash video assembled from crowd-sourced drawings to the “Wilderness Downtown” video that customizes for the user, his works brilliantly explore how modern technology can make us more human.
Wish I had know this before when starting in Academia. Really starting your career after all the training you’ve been through, a real challenge. How to start of on the new job.
Important strategies from the medical literature, management practices and hands on experience for “on-boarding”:
- Start early, meaning getting toknow your organisation before your start date. You won’t be able to do it once started, finding the patient, your way around the hospital etc.
- Minimize distractions. Be sure everything like housing, daycare options, installment of your Internet connection is taken care for before you start or organize it to be taken care of. You won’t be able to do it once started. Set up your office and get to know hospital systems before you start and minimize distractions from inside and outside.
- Identify key stakeholders. Learn from the organizational chart the important people, meet them individually and ask them who else you should see.
- Manage yourself. Learn your future goals and responsibilities, ask mentors and colleagues to help clarify your interests and the expectations of the job.
- Start with investing your energy into projects that will produce early wins
- Get to know your boss, what goals does he or she have, what are his strength and weaknesses, working style.
- Identify the True (of “hidden”) Organizational Culture
. It will take usually 3-6 months before you get to know the real culture of the organization. To get to know the real culture ask the following questions: What are the successful ways in which my colleagues get work completed? How is time valued and managed? How is information shared? How are decisions truly made? How do ideas get adopted? What is valued by the program versus the institution? How are my colleagues held accountable for their actions? Who is the source of information regarding available resources? What are the territorial issues?
- If necessary adjust your own goals after having identified the real culture within the organization
- Pick and use your mentor carefully. Who says you can’t have several?
My advice would be to remember that if you end up not loving your job, just remember that you can always change it. Either way, you will have learned new and valuable skills, met new people/contacts, and probably opened up new doors (without even realizing it).
Gustin, J., & Tulsky, J. (2010). Effective “On-Boarding”: Transitioning from Trainee to Faculty Journal of Palliative Medicine, 13 (10), 1279-1283 DOI: 10.1089/jpm.2010.0123
Usually we start right of with opening power point and start making slides. In the video above the argument is made that this habit is to soon, it explains clearly why. Several other methods used when making a presentation calls for makings slides far way up on the road to building your presentation. The presenter in this video is known for his Extreme Presentation Method. With this previous link you can see the 10 steps for building a presentation with this method. You can also download a pdf file of the Extreme Presentation Method overview and print it out. I have reviewed the book mentioned on the website here: The Extreme Presentation Method.
Surely other methods are also available for making a presentation, another one is Beyond Bullet Points or Resonate by Nancy Duarte, her company made the famous presentation by Al Gore with his presentation: An Inconvenient Truth.