ConceptsNest

  We may assume that humans buy products because of what they are, but the truth is that we often buy things because of where they are . For example, items on store shelves that are at eye level tend to be purchased more than items on less visible shelves. Here’s why this is important - Something has to go on the shelf at eye level. Something must be the default choice . Something must be the option with the most visibility and prominence. This is true not just in stores, but in nearly every area of our lives. There are default choices in our office, car, kitchen and in our living room. If we design for default in our life, rather than accepting whatever is handed to us, then it will be easier to live a better life. In the book Nudge, authors Richard Thaler and Cass Sunstein explain a variety of ways that our everyday decisions are shaped by the world around us . Designing for Default:- . . . Although most of us have the freedom to make a wide range of choices at any given mome...

Everyone wants to improve their company culture . Culture has become the ultimate buzzword these days. Leaders also seem to talk about it all the time . Let’s look past the buzz and grasp the roots of organizational culture. If we want to influence our company culture, we have to start with a keen understanding of what culture actually is. What Is Company Culture? Culture is the thing we cannot necessarily touch and feel — it is the invisible binds and unspoken rules that enforce “how people do things around here.” However, this definition can be insufficient at times. “The way we do things” feels awfully vague and amorphous, especially when it comes to thinking about how to intentionally create a company culture we’re proud of. As a result, our attempts to influence culture get muddled . We conflate culture with surface-level relics, confusing culture with “Things To Make People Feel Good.” - ping pong tables, happy hours and free lunches. Sure, those are part of “the ...

A Short Story- Jonas Salk and the Polio Vaccine: In 1952, polio killed more children than any other communicable disease. Nearly 58,000 people were infected. The situation was on the verge of becoming an epidemic and the country desperately needed a vaccine. In a small laboratory at the University of Pittsburgh, a young researcher named Jonas Salk was working tirelessly to find a cure. (Years later, author Dennis Denenberg would write, “Salk worked sixteen hours a day, seven days a week, for years.”). Despite all his effort, Salk was stuck. His quest for a polio vaccine was meeting a dead end at every turn. Eventually, he decided that he needed a break. Salk left the laboratory and retreated to the quiet hills of central Italy where he stayed at a 13th-century Franciscan monastery known as the Basilica of San Francesco d'Assisi. The basilica could not have been more different than the lab. The architecture was a beautiful combination of Romanesque and Gothic styles. White-was...

During my time, I have played a variety of sports and games in my life. In that time, I had many different coaches (both professional and seniors) and I began to notice repeating patterns among them. Coaches tend to come up through a certain system. New coaches will often land their first job as an assistant coach with their alma mater or a team they played with previously. Or the coach is a senior who has been on top of the game for a while. After a few years, the coach will tend to replicate the same drills, follow similar practice schedules, and even yell at their players in a similar fashion as the coaches (or seniors) they learned from. People tend to emulate their mentors. This phenomenon— our tendencies to repeat the behaviour we are exposed to —extend to nearly everything we learn in life. Our political or religious beliefs are mostly the result of the system we were raised in. Although we may not agree on every issue, our parents political attitudes tend to shape our pol...