tag:theconversation.com,2011:/global/topics/talent-10865/articlesTalent – The Conversation2023-07-09T12:02:17Ztag:theconversation.com,2011:article/2076942023-07-09T12:02:17Z2023-07-09T12:02:17ZThe ethical values and behaviours of CEOs play a crucial role in attracting new talent<figure><img src="https://images.theconversation.com/files/534676/original/file-20230628-17-nj42jt.jpg?ixlib=rb-1.1.0&rect=17%2C26%2C5973%2C3961&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">New research has found that CEO ethics are more important to young job seekers than corporate social responsibility acts.</span> <span class="attribution"><span class="source">(Shutterstock)</span></span></figcaption></figure><p>In today’s job market, where <a href="https://www150.statcan.gc.ca/n1/pub/18-001-x/18-001-x2022002-eng.htm">highly skilled workers are scarce</a> and <a href="https://www.cnbc.com/2021/06/10/study-employers-seek-immigrants-amid-shortage-of-high-skilled-workers.html">specialized skills are in high demand</a>, employers are facing the challenge of filling job positions.</p>
<p>This situation has sparked intense competition — often referred to as the “<a href="https://www.bbc.com/worklife/article/20220421-what-the-war-for-worker-talent-really-looks-like">war for talent</a>” — among companies to attract and keep the best employees.</p>
<p>To stand out in this battle for new talent, organizations have to appeal to job seekers. One way of doing this is for employers to effectively communicate their ethical values to outsiders.</p>
<p>This is key because the younger generation of workers values <a href="https://www.zenefits.com/workest/corporate-social-responsibility-and-the-rise-of-the-gen-z-worker/">social responsibility, transparency and ethical behaviour</a> from their potential employers. </p>
<h2>Skepticism about CSR</h2>
<p>Companies have historically demonstrated their commitment to ethical values through corporate social responsibility (CSR) efforts.</p>
<p>Examples of these efforts include <a href="https://online.hbs.edu/blog/post/corporate-social-responsibility-examples">Starbucks’ commitment to ethically sourcing its coffee</a>, <a href="https://blog.tentree.com/where-do-we-plant-your-trees-these-are-the-countries-where-we-plant/">tentree’s tree planting and community projects</a>, <a href="https://www.patagonia.ca/one-percent-for-the-planet.html">Patagonia’s pledge to give one per cent of sales</a> to environmental organizations and <a href="https://www.bnpparibas.ca/en/philanthropy-and-volunteering/">BNP Paribas’ volunteering program</a>. </p>
<p>However, the public is growing increasingly skeptical about CSR. Many view CSR initiatives as <a href="https://doi.org/10.1093/oxfordhb/9780198802280.013.9">misleading attempts to appear ethical</a>. </p>
<p>Research has found <a href="https://doi.org/10.1177/2329488419866888">a number of reasons for this</a>, including: the disparity between the business and the cause they support, the company’s prior reputation and the use of reactive versus proactive approaches to CSR. </p>
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<img alt="A 'Now Hiring' sign posted on a lawn" src="https://images.theconversation.com/files/534680/original/file-20230628-17-kodtu0.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/534680/original/file-20230628-17-kodtu0.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/534680/original/file-20230628-17-kodtu0.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/534680/original/file-20230628-17-kodtu0.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/534680/original/file-20230628-17-kodtu0.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/534680/original/file-20230628-17-kodtu0.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/534680/original/file-20230628-17-kodtu0.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
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<span class="caption">In today’s job market, highly skilled workers are scarce and specialized skills are in high demand.</span>
<span class="attribution"><span class="source">(Shutterstock)</span></span>
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<p>So how can firms best showcase their morals to outsiders? What would send a stronger message than CSR acts? </p>
<p>In our <a href="https://www.researchgate.net/publication/370772651_CEO_Ethical_Leadership_as_a_Unique_Source_of_Substantive_and_Rhetorical_Ethical_Signals_for_Attracting_Job_Seekers_The_Moderating_Role_of_Job_Seekers%27_Moral_Identity">forthcoming research</a>, we studied these questions and found something surprising — CEO ethical leadership is more important to job seekers than the company’s CSR initiatives, even after considering typical factors such as salary and fit. </p>
<h2>Why candidates care about CEO ethics</h2>
<p>Our research shows that when CEOs demonstrate their personal ethical values, they inspire individuals to want to work for their organizations. </p>
<p>We conducted three different studies and found a few reasons for this. First, job seekers are likely to believe that the ethical CEO’s company treats its employees fairly. Second, job seekers are likely to believe that the CEO’s company cares about society and the environment. </p>
<p>Lastly, job seekers tend to experience feelings of awe, admiration and inspiration when they learn about the CEO’s ethical goodness. This lead to something called <a href="https://doi.org/10.1037/10594-012">moral elevation</a>. Moral elevation are positive feelings that arise when someone witnesses another person act in an uncommonly moral way.
Not surprisingly, we found that, because of the above reasons, job candidates who strongly identify as moral persons are more attracted to the ethical CEO’s organization. </p>
<h2>Cisco: A case study</h2>
<figure class="align-right ">
<img alt="A man in a suit and tie appears to be listening intently to someone speaking off-screen" src="https://images.theconversation.com/files/534675/original/file-20230628-19349-uu2ug9.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=237&fit=clip" srcset="https://images.theconversation.com/files/534675/original/file-20230628-19349-uu2ug9.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=788&fit=crop&dpr=1 600w, https://images.theconversation.com/files/534675/original/file-20230628-19349-uu2ug9.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=788&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/534675/original/file-20230628-19349-uu2ug9.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=788&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/534675/original/file-20230628-19349-uu2ug9.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=991&fit=crop&dpr=1 754w, https://images.theconversation.com/files/534675/original/file-20230628-19349-uu2ug9.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=991&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/534675/original/file-20230628-19349-uu2ug9.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=991&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
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<span class="caption">Former CEO of Cisco John Chambers at the Clinton Global Initiative in September 2010 in New York.</span>
<span class="attribution"><span class="source">(AP Photo/Mark Lennihan)</span></span>
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</figure>
<p>Some CEOs have already figured out the importance of CEO ethical leadership in the workplace and are using it to effectively attract top workers. For example, during his tenure as CEO of Cisco, <a href="https://www.bizjournals.com/sanjose/news/2013/10/09/ciscos-lean-in-how-john-chambers-is.html">John Chambers focused on building a diverse and inclusive workforce through strategic recruitment initiatives</a>. </p>
<p>Chambers pursued partnerships with universities, participated in career fairs and established programs to attract underrepresented groups, including women and minorities, to the tech industry. </p>
<p>He also emphasized the importance of creating an inclusive culture where employees could thrive and contribute their unique perspectives. </p>
<p>Chambers aimed to make Cisco an employer of choice for a diverse range of talented individuals, helping the company expand its talent pool and strengthen its position in the market. </p>
<h2>Strategies for attracting workers</h2>
<p>Based on our research findings, we suggest a number of ways organizations can effectively use their CEO’s ethical leadership to attract good workers.</p>
<p><strong>1. Avoid overemphasizing CSR initiatives.</strong> While it’s important to highlight a company’s commitment to ethical values and practices, it’s also important to avoid overemphasizing CSR initiatives to the point where it can be seen as “greenwashing.” Instead, managers should focus on genuine and impactful initiatives that align with the company’s values and mission.</p>
<p><strong>2. Leverage social media.</strong> Managers can leverage social media platforms to advertise the ethical values of their CEOs. This can be done by regularly posting about any awards, accomplishments, blogs, presentations or other relevant content that specifically highlight the CEO’s ethical leadership. </p>
<p><strong>3. Use video content.</strong> Recruitment strategies can include videos of CEOs speaking about their personal ethical values and how they shape their companies’ values. This content can be used on the company’s website, social media platforms and during recruitment events to provide a visual representation of the CEO’s ethics.</p>
<p><strong>4. Highlight the link between CEO ethics and CSR initiatives.</strong> This can be achieved by sharing stories or case studies showcasing how the CEO’s personal ethical convictions guide the company’s CSR decisions and initiatives. Job candidates will see how the CEO’s ethics and the organization’s values are reflected in its CSR initiatives and be inspired to join the company to make a positive impact.</p>
<p>By implementing these strategies and effectively communicating the ethical values of their CEOs, organizations can differentiate themselves in the market and attract top candidates that share similar values.</p><img src="https://counter.theconversation.com/content/207694/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Meena Andiappan received funding for this study from the Social Sciences and Humanities Research Council of Canada (SSHRC).</span></em></p><p class="fine-print"><em><span>Tunde Ogunfowora received funding for this study from the Social Sciences and Humanities Research Council of Canada (SSHRC). </span></em></p><p class="fine-print"><em><span>Madelynn Stackhouse does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>When CEOs and workplace leaders communicate their personal values and ethics clearly, they inspire individuals to want to work for their organizations.Meena Andiappan, Associate Professor of Human Resources and Management, McMaster UniversityMadelynn Stackhouse, Assistant Professor, Bryan School of Business and Economics, University of North Carolina – GreensboroTunde Ogunfowora, Associate Professor, Organizational Behavior and Human Resources, University of CalgaryLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/2088102023-07-05T20:43:15Z2023-07-05T20:43:15ZCanada’s new Tech Talent Strategy aims to attract workers from around the world<figure><img src="https://images.theconversation.com/files/535912/original/file-20230705-9428-vloj9y.JPG?ixlib=rb-1.1.0&rect=21%2C31%2C7077%2C4693&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">An attendee interacts with a stall at the Collision tech conference in Toronto on June 28, 2023. Immigration Minister Sean Fraser announced a new tech talent recruitment strategy at the conference.</span> <span class="attribution"><span class="source">THE CANADIAN PRESS/Chris Young</span></span></figcaption></figure><p>The Canadian government <a href="https://www.canada.ca/en/immigration-refugees-citizenship/news/2023/06/minister-fraser-launches-canadas-first-ever-tech-talent-strategy-at-collision-2023.html">has announced a new strategy to entice tech workers</a> from around the globe to work in Canada. The Tech Talent Strategy was announced by Immigration Minister Sean Fraser at the Collision technology conference in Toronto on June 27.</p>
<p>The new strategy is embedded within the broader <a href="https://www.canada.ca/en/immigration-refugees-citizenship/services/work-canada/hire-temporary-foreign/global-skills-strategy.html">Global Skills Strategy</a> program that helps businesses hire skilled workers from around the world.</p>
<p>The Tech Talent Strategy is built on several key pillars, including creating a work permit stream for U.S. <a href="https://www.dol.gov/agencies/whd/immigration/h1b">H-1B visa holders</a> to work in Canada, expanding the <a href="https://www.canada.ca/en/immigration-refugees-citizenship/services/work-canada/hire-temporary-foreign/international-mobility-program.html">International Mobility Program</a>, promoting Canada as a destination for “<a href="https://www.cbc.ca/news/business/canada-digital-nomads-strategy-talent-economy-1.6893150">digital nomads</a>” and improving the <a href="https://www.canada.ca/en/immigration-refugees-citizenship/services/immigrate-canada/start-visa.html">Start-up Visa Program</a>. </p>
<p>These pillars are designed to ensure that Canada is not only filling in-demand jobs, but also attracting the talent necessary to create the jobs of tomorrow.</p>
<p>However, despite the commendable vision, it’s crucial to acknowledge the challenges that could impede the Tech Talent Strategy’s success.</p>
<h2>New visa work permit</h2>
<p>As part of the new strategy, the federal government will open a work permit stream for American H-1B visa holders to work in Canada. The H-1B visa program allows U.S. companies to employ foreign workers in specialized occupations. </p>
<p>The H-1B visa acts as a powerful magnet for tech professionals, who are enticed by the opportunities and salaries afforded by the U.S. tech industry.</p>
<p>This part of the strategy prompts a critical question: Can Canada really compete with the U.S. in the tech realm? </p>
<figure class="align-center ">
<img alt="People enter a doorway before a U.S. Citizen and Immigration Services sign" src="https://images.theconversation.com/files/535061/original/file-20230630-14361-hdqwzk.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/535061/original/file-20230630-14361-hdqwzk.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/535061/original/file-20230630-14361-hdqwzk.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/535061/original/file-20230630-14361-hdqwzk.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/535061/original/file-20230630-14361-hdqwzk.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/535061/original/file-20230630-14361-hdqwzk.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/535061/original/file-20230630-14361-hdqwzk.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
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<span class="caption">The H-1B visa program allows U.S. companies to employ foreign workers in specialized occupations.</span>
<span class="attribution"><span class="source">(AP Photo/Wilfredo Lee)</span></span>
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</figure>
<p>The U.S. tech industry is famed for its high salaries, making the financial aspect a significant consideration for H-1B recipients contemplating a move to Canada.</p>
<h2>Canada versus U.S. tech firms</h2>
<p><a href="https://www.levels.fyi/2022/">A 2022 tech industry salary report</a> found that entry-level engineers at top companies in New York and San Francisco earned around US$274,000 and US$266,000 respectively. While Canada’s tech industry is growing rapidly, it still has some way to go to match these salary levels.</p>
<p>Additionally, the disparity in scale between the tech industries in Canada and the U.S. presents another significant hurdle. The Canadian tech sector is still overshadowed by the size and influence of its American counterpart.</p>
<p>Shopify, one of the largest tech companies in Canada, is still significantly smaller than U.S. tech giants like <a href="https://www.macrotrends.net/stocks/charts/AAPL/apple/market-cap">Apple</a>, <a href="https://www.macrotrends.net/stocks/charts/MSFT/microsoft/market-cap">Microsoft</a> and <a href="https://www.macrotrends.net/stocks/charts/AMZN/amazon/market-cap">Amazon</a> that all have market caps surpassing US$1 trillion. In comparison, Shopify’s market cap is only C$193.6 billion.</p>
<p>Canadian tech firms also face challenges when it comes to scaling up their operations to compete with U.S. firms. These challenges include finding and retaining talent, managing cash flow, maintaining a consistent company culture and dealing with increased competition.</p>
<p>Because Canadian tech firms often face challenges in scaling up due to a lack of capital-rich markets, they <a href="https://narwhalproject.org/wp-content/uploads/2019/04/The-Class-of-2008.pdf">often move to the U.S. to access its tech sector infrastructure</a>.</p>
<p>The stark differences in scale between Canadian and U.S. tech firms could affect the effectiveness and appeal of Canada’s Tech Talent Strategy.</p>
<h2>Local impacts</h2>
<p>Another potential pitfall lies in the strategy’s local impacts. Encouraging an influx of foreign workers in a highly competitive industry like tech could inadvertently sideline local talent. Striking a balance between the interests of foreign tech professionals and local workers is paramount.</p>
<p>In addition, Canada’s <a href="https://theconversation.com/how-canada-plans-to-break-records-with-its-new-refugee-targets-193880">ambitious goal of admitting 500,000 immigrants a year by 2025</a> adds another layer of complexity to these challenges. </p>
<p>This immigration target could strain the local job market, especially in the tech sector. The Tech Talent Strategy must ensure it complements, rather than competes with, the development of local talent to create a harmonious tech ecosystem that benefits all.</p>
<p>Substantial infrastructure and resources are needed to sustain such an increase. Careful planning and investments are needed. </p>
<h2>Proceed with caution</h2>
<p>While Canada’s Tech Talent Strategy marks a promising development, it is far from a smooth ride. The success of this ambitious project hinges on numerous factors, including attracting H-1B visa holders, fulfilling immigration targets and balancing the needs of foreign and local workers. </p>
<p>This complex endeavour demands careful, strategic planning and execution. To ensure the strategy’s success, Canada needs to nurture more homegrown tech companies, restructure the industry’s scale, improve access to funding for tech firms and invest in local tech talent education.</p>
<p>With these strategies in place, Canada can genuinely foster a balanced tech ecosystem characterized by a diverse mix of small, medium and large companies, a network of tech-savvy investors and a system that balances immigration and local talent development.</p>
<p>It will be fascinating to see how the strategy evolves and the ensuing impact on Canada’s tech industry and the broader economy.</p><img src="https://counter.theconversation.com/content/208810/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Garros Gong does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Canada’s Tech Talent Strategy aims to draw global tech talent to the country, but faces hurdles like U.S. salary competition and high living costs.Garros Gong, Ph.D. Student in Management Science, University of WaterlooLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1866932022-08-16T12:29:15Z2022-08-16T12:29:15ZExcelling as a musician takes practice and requires opportunities – not just lucky genes<figure><img src="https://images.theconversation.com/files/478103/original/file-20220808-5096-txayq9.jpg?ixlib=rb-1.1.0&rect=0%2C4%2C3000%2C1976&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Branford, Wynton and Delfeayo Marsalis perform during a tribute to their father, Ellis Marsalis, in 2019.</span> <span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/news-photo/branford-marsalis-winton-marsalis-and-delfeayo-marsalis-news-photo/1145764073?adppopup=true">Tim Mosenfelder/WireImage via Getty Images</a></span></figcaption></figure><p>What makes talented musicians so good at what they do?</p>
<p>There’s plenty of evidence that people can be born that way. Research findings suggest that about <a href="https://doi.org/10.1136/jmg.2007.056366">half of musical ability is inherited</a>. Even if that’s true, it doesn’t mean you must have musical talent in your genes to excel on the bass, oboe or drums. </p>
<p>And even if you’re fortunate enough to belong to a family that includes musicians, you would still need to study, practice and get expert guidance to play well. </p>
<p>As a <a href="https://scholar.google.com/citations?user=34DZlUIAAAAJ&hl=en&oi=ao">music professor and conductor</a>, I’ve seen the role that practice and experience play in propelling musicians toward mastery and success. There are some factors that help a musician get started – and heredity could be one of them. But musical skill is ultimately a complex interplay between <a href="https://doi.org/10.1177%2F0022429416680096">lots of practice and high-quality instruction</a>. </p>
<h2>The role genes can play</h2>
<p>Of course many great musicians, including some who are world famous, are related to other musical stars.</p>
<p>Liza Minnelli, the famed actress, singer and dancer, is one of the late entertainer <a href="https://hollywoodlife.com/feature/judy-garland-kids-4728886/">Judy Garland’s three children</a>. <a href="https://people.com/music/jon-batiste-everything-to-know">Jon Batiste</a> – “The Late Show” bandleader, pianist and composer who has won Emmy, Oscar and Golden Globe awards – has at least 25 musicians in his family. Saxophonist Branford, trumpeter Wynton, trombonist Delfeayo and drummer Jason Marsalis are the <a href="https://www.npr.org/sections/coronavirus-live-updates/2020/04/02/825717204/ellis-marsalis-patriarch-of-new-orleans-most-famous-musical-family-has-died">sons of pianist Ellis Marsalis</a>.</p>
<p>Singer and pianist <a href="https://www.notablebiographies.com/news/Ge-La/Jones-Norah.html">Norah Jones</a> is the daughter of Indian sitar player <a href="https://www.vogue.in/culture-and-living/content/norah-jones-on-her-relationship-with-pandit-ravi-shankar-september-2020-cover-interview-hope">Ravi Shankar</a>, though Jones had little contact with her renowned father while growing up.</p>
<p>Absolute pitch, also known as perfect pitch, is the ability to recognize and name any note you hear anywhere. Researchers have found that it <a href="https://doi.org/10.1086/301704">may be hereditary</a>. But do you need it to be a great musician? Not really.</p>
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<figcaption><span class="caption">Judy Garland and Liza Minelli, mother and daughter, singing together.</span></figcaption>
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<h2>Most people are born with some musical ability</h2>
<p>I define musical ability as the possession of talent or potential – the means to achieve something musical.</p>
<p>Then there’s skill, which I define as what you attain by working at it.</p>
<p>You need at least some basic musical ability to acquire musical skills. Unless you can hear and discern pitches and rhythms, you can’t reproduce them.</p>
<p>But people may overestimate the role of genetics because, with very rare exceptions, <a href="https://www.apa.org/monitor/feb05/absolute">almost everyone can perceive pitches</a> and rhythms.</p>
<p>My research regarding children’s musicality suggests measures of singing skills are <a href="https://doi.org/10.1177/0022429416666054">normally distributed</a> in the population. That is, pitch ability follows a <a href="https://www.investopedia.com/terms/b/bell-curve.asp">bell curve</a>: Most people are average singers. Not many are way below average or excellent. </p>
<p>My team’s most recent research suggests that this distribution is <a href="https://doi.org/10.1177/00224294211032160">true for rhythm</a> in addition to pitch. </p>
<p>Not surprisingly, some musical skills are correlated.</p>
<p>The more training you have on specific musical skills, the <a href="https://doi.org/10.1177/00224294211011962">better you’ll test on certain others</a>. This is probably because musical experience enhances other musical abilities.</p>
<p>To sum it up, an emerging body of research indicates that practice doesn’t make perfect. But for most people, it helps a lot. </p>
<figure class="align-center ">
<img alt="Violin teacher teaching young student" src="https://images.theconversation.com/files/478786/original/file-20220811-21-rts2uv.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/478786/original/file-20220811-21-rts2uv.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=401&fit=crop&dpr=1 600w, https://images.theconversation.com/files/478786/original/file-20220811-21-rts2uv.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=401&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/478786/original/file-20220811-21-rts2uv.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=401&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/478786/original/file-20220811-21-rts2uv.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=504&fit=crop&dpr=1 754w, https://images.theconversation.com/files/478786/original/file-20220811-21-rts2uv.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=504&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/478786/original/file-20220811-21-rts2uv.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=504&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Violin teacher Ellen Kim says jelly beans make a great motivational tool for her students.</span>
<span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/news-photo/st-paul-mn-5-7-2002-suzuki-violin-teacher-ellen-kim-news-photo/1154202191?adppopup=true">Stormi Greener/Star Tribune via Getty Images</a></span>
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<h2>Lessons and practice are essential</h2>
<p>What about people who say they they can’t keep a beat? It turns out that they almost always can track a steady beat to music. They just haven’t done it enough.</p>
<p>Indeed, the last time I gave a nonbeliever our lab’s test for rhythm perception, she performed excellently. For that and for singing, some people just need <a href="https://www.nytimes.com/2020/01/21/magazine/how-to-sing-in-tune.html">a little help</a> to move past assumptions they lack talent: You can’t say you’re incapable of something if you haven’t spent time trying. </p>
<p>Some researchers and <a href="https://strategiesforinfluence.com/malcolm-gladwell-10000-hour-rule/">journalists have promoted</a> the idea it takes <a href="https://doi.org/10.1037/0033-295X.100.3.363">10,000 hours of practice or training to master</a> a new skill. </p>
<p>Innate ability puts people at different starting lines toward musical mastery. But once you’ve started to study an instrument or singing style, skill development depends on many other factors. Getting lessons, practicing often and being in a musical family may make those more likely.</p>
<p>For example, Lizzo, a hip-hop superstar and classically trained flute player, had the luck to <a href="https://www.thefamouspeople.com/profiles/lizzo-44986.php">grow up in family of music lovers</a>. They all had their own taste in music. Her success is a microcosm of why a well-rounded musical education for young people matters.</p>
<p>The singers in the choir I lead at Penn State have a range of experience, from a little to a lot. Yet soon after they join it, they develop the ability to <a href="https://doi.org/10.1177/87551233211040726">pick a good key and starting pitch</a> as they get to know their own voices. </p>
<p>Practicing more doesn’t change your baseline potential, it just changes what you can presently do. That is, if you practice a specific song over and over again, eventually you’re going to get better at it.</p>
<p>Jonathon Heyward, the Baltimore Symphony’s new conductor, who has <a href="https://www.nytimes.com/2022/07/21/arts/music/jonathon-heyward-baltimore-symphony-orchestra.html">no musicians in his family</a>, has worked really hard to excel. He started taking cello lessons at age 10 and hasn’t stopped since, playing and practicing and studying.</p>
<h2>Privilege can play a role</h2>
<p>Socioeconomic factors can also enter the equation. While conducting research, I’ve seen high-income college students from high-income families, with more years of musical experience, perform better than their classmates who have lower-income backgrounds and had fewer opportunities.</p>
<p>Genes can give someone a head start. At the same time, having a quiet space where you can practice on an acoustic instrument or a digital workstation might make a more decisive difference for the musical prospects of most children. The same goes for having money for private lessons or access to free classes.</p>
<p>Even so, many of the best musicians, including jazz greats <a href="https://www.louisarmstronghouse.org/biography/">Louis Armstrong</a> and <a href="https://www.pbs.org/wnet/americanmasters/billie-holiday-about-the-singer/68/">Billie Holiday</a>, grew up facing many hardships.</p>
<p>With the right conditions for practice and gaining experience, who knows where the next Liza or Lizzo will come from.</p><img src="https://counter.theconversation.com/content/186693/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Bryan Nichols does not work for, consult, own shares in or receive funding from any company or organization that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Access to instruments and instruction, along with encouragement at home and at school during childhood and early adulthood, can make gaining musical experience possible.Bryan Nichols, Associate Professor of Music, Penn StateLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1785252022-03-23T12:35:14Z2022-03-23T12:35:14ZAn emphasis on brilliance creates a toxic, dog-eat-dog workplace atmosphere that discourages women<figure><img src="https://images.theconversation.com/files/453088/original/file-20220318-15-sgs1e.jpg?ixlib=rb-1.1.0&rect=544%2C352%2C4568%2C3050&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Zero-sum competitive environments that set up winners and losers may be less appealing to women.</span> <span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/photo/businessmen-runnin-g-on-track-royalty-free-image/138585509">Photo and Co/The Image Bank via Getty Images</a></span></figcaption></figure><p><em>The <a href="https://theconversation.com/us/topics/research-brief-83231">Research Brief</a> is a short take about interesting academic work.</em> </p>
<h2>The big idea</h2>
<p>Workplaces that emphasize brilliance are perceived to have a <a href="https://doi.org/10.1111/josi.12289">masculine work culture</a> that undermines gender diversity, according to a <a href="https://doi.org/10.1177/09567976211044133">new investigation</a> <a href="https://scholar.google.com/citations?user=IJj4sPUAAAAJ&hl=en&oi=ao">I</a> conducted with colleagues <a href="https://scholar.google.com/citations?user=-DZfNWIAAAAJ&hl=en&oi=ao">Andrei Cimpian</a>, <a href="https://scholar.google.com/citations?user=9FWBle8AAAAJ&hl=en">Melis Muradoglu</a> and <a href="https://scholar.google.com/citations?user=3Exv3SEAAAAJ&hl=en&oi=ao">George Newman</a>.</p>
<p>We wanted to understand why women are underrepresented in fields that <a href="https://doi.org/10.1126/science.1261375">prize raw intellectual talent</a> – what some people call “brilliance.” This includes many academic disciplines, such as philosophy, mathematics and economics, and industries like information technology. Despite the <a href="https://doi.org/10.1016/j.jesp.2020.104020">stereotype equating brilliance with men</a>, women’s continued underrepresentation in these fields is not due to gender differences in intellectual ability. For instance, <a href="http://www.nagc.org/2018-2019-state-states-gifted-education">girls are about half of the gifted student population</a> in the U.S. Why do fewer women go on to enter these professions?</p>
<p>Our research identifies a possible reason. We asked academics in more than 30 fields to reflect on their own disciplines, and we conducted two additional experiments with laypeople. We found someone who believed brilliance was required for success in academia and other professional contexts was more likely to perceive these work environments as having a “<a href="https://doi.org/10.1111/josi.12289">masculinity contest culture</a>” – a dog-eat-dog atmosphere of ruthless competition that glorifies the more negative aspects of masculinity, like aggression.</p>
<p>To thrive or even survive in these work cultures, employees must appear tough, conceal any weakness, put work above all else, be willing to step on others, and constantly watch their backs.</p>
<p>Our research suggests that it’s not the emphasis on brilliance that discourages women from some work spheres, but rather the aggressively competitive culture that seems to come along with it. The demands of a masculinity contest culture affect all workers. But traditionally <a href="https://doi.org/10.1111/1471-6402.t01-1-00066">women are taught to be modest, kind and cooperative</a>. So they may find such a work culture much less appealing or encounter more difficulties navigating it, potentially explaining persistent gender gaps in brilliance-oriented professions.</p>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/453183/original/file-20220321-19-dnjik0.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="two dogs snarling at one another" src="https://images.theconversation.com/files/453183/original/file-20220321-19-dnjik0.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/453183/original/file-20220321-19-dnjik0.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/453183/original/file-20220321-19-dnjik0.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/453183/original/file-20220321-19-dnjik0.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/453183/original/file-20220321-19-dnjik0.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/453183/original/file-20220321-19-dnjik0.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/453183/original/file-20220321-19-dnjik0.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">Rather than lacking the brilliance necessary to compete, women may prefer to steer clear of toxic dog-eat-dog work cultures.</span>
<span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/photo/high-angle-view-of-dogs-snarling-on-field-royalty-free-image/677136407">Silvia Hohaus/EyeEm via Getty Images</a></span>
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</figure>
<h2>Why it matters</h2>
<p>The persistent gender gaps in disciplines where brilliance is prized continue to be of <a href="https://www.unwomen.org/en/news-stories/in-focus/2022/02/in-focus-international-day-of-women-and-girls-in-science">great concern</a> to academic institutions, policymakers and the public.</p>
<p>Our findings shed new light on a key reason this focus on brilliance is so harmful: It apparently gives rise to a negative workplace culture that is discouraging to women. And for both women and men in our study, the perception of a masculinity contest culture was associated with <a href="https://doi.org/10.1037/edu0000669">feeling like an impostor who does not belong</a>.</p>
<p>The results of our experiment illuminate possible ways to address gender gaps in fields that prize brilliance. For instance, we asked participants to imagine they had an acquaintance who works at a brilliance-oriented company. When the imaginary acquaintance described the work environment as a masculinity contest culture, women were less interested than men in applying for a job at this company, and more likely to expect they wouldn’t belong there.</p>
<p>But if the acquaintance described a cooperative company culture where employees “have each others’ backs,” men and women were equally interested in working there. Nothing changed in what our participants knew about the company’s emphasis on brilliance. Changing how the culture was described was enough to eliminate gender gaps in interest and sense of belonging.</p>
<p>Our research focuses on just one part of why women are underrepresented in many fields – additionally, there may be <a href="http://dx.doi.org/10.1037/amp0000427">biases that block women’s access</a> or a <a href="https://doi.org/10.1080/1047840X.2011.620935">lack of effective role models</a>, among <a href="https://doi.org/10.1177/2372732220980092">other factors</a> at play.</p>
<h2>What’s next</h2>
<p>People often equate competition with high quality – believing that, in a battle for success, the best ideas will rise to the top. But masculinity contest cultures entail a zero-sum noncooperative mentality that does not necessarily drive excellence. Of course, competition in itself need not be a bad thing; but <a href="https://doi.org/10.1111/josi.12280">everybody suffers</a> in a culture focused on attaining status and dominance at any cost.</p>
<p>Rather than trying to revise <a href="https://doi.org/10.1126/science.1261375">deep-rooted beliefs about the value of brilliance</a>, it may be more fruitful to change workplace cultures, setting strong norms that curb competition for intellectual dominance and that favor free exchange and openness.</p><img src="https://counter.theconversation.com/content/178525/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Andrea Vial does not work for, consult, own shares in or receive funding from any company or organization that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>A focus on raw intellectual talent may unintentionally create a cutthroat workplace culture. New research suggests women’s preference to avoid that environment may contribute to gender gaps in some fields.Andrea Vial, Assistant Professor of Psychology, New York UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1311822020-05-04T12:10:30Z2020-05-04T12:10:30ZHow using music to parent can liven up everyday tasks, build family bonds<figure><img src="https://images.theconversation.com/files/331801/original/file-20200430-42962-1yt03nl.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Parents can sing their way through the day.</span> <span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/photo/hispanic-mother-and-daughter-singing-with-royalty-free-image/554372395">Jose Luis Pelaez Inc./Getty Images</a></span></figcaption></figure><p><em>Editor’s Note: <a href="https://scholar.google.com/citations?user=zc_FccMAAAAJ&hl=en&oi=ao">Lisa Huisman Koops</a> researches how parents incorporate music into everything from daily chores and routines to family and religious practices. It’s something she believes has taken on more importance now that families are spending more time together in close quarters due to COVID-19. Here, Koops elaborates on the concept of parenting musically and what it involves.</em></p>
<h2>1. What is parenting musically?</h2>
<p><a href="https://global.oup.com/academic/product/parenting-musically-9780190873639?lang=en&cc=us">Parenting musically</a> is the way I describe what happens when moms and dads use music for many nonmusical tasks and goals. These activities can involve everyday things or ways to better relate to one another. For example, a mother can sing a song to help cue her kids to brush their teeth. Or a father can use a playlist to make Saturday morning chores more fun. Children can also sing songs with grandparents through videoconferencing as a way to deepen their emotional bonds.</p>
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An example of parenting musically - helping a child brush their teeth for a certain amount of time.
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An example of parenting musically - helping a child speak about their day.
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<p>These are just some of the ways to get children to see the richness in the ways they can experience the world through music.</p>
<h2>2. What are the most interesting examples you’ve seen?</h2>
<p>Several families in my research project used music to <a href="https://www.kveller.com/how-music-helped-form-my-daughters-jewish-identity/">help develop their child’s identity</a>. For instance, by singing Hungarian folk songs she had learned growing up, one mother encouraged her daughter, Francesca, to sing them over Skype with her grandparents in Hungary.</p>
<p>One couple curated a playlist for their daughter Maggie as a way to nurture her identity as an African American girl growing up in a transracial adoptive family with white parents.</p>
<p>This family intentionally introduced a broad range of musicians, including many who are African American, and talked about the importance of familiarity with music as a form of social meaning.</p>
<p>Other families used music for transitions and rituals. One father composed little songs for his son Joel to help him through his bedtime routine. The songs were cues for what each of them needed to do as well as a joyful way to connect.</p>
<p>Another family, who were observant Orthodox Jews, used music throughout their daily and weekly religious practices and holidays. For instance, the children learned songs at home and school about <a href="https://www.britannica.com/topic/Purim">Purim</a>, a Jewish holiday, that explained the background and significance of their celebrations.</p>
<h2>3. Does parenting musically involve formal music lessons?</h2>
<p>It depends on the family. There can be more than one reason for parents to engage their children in music through formal lessons as well as in everyday life. I’ve found that having several reasons for enrolling kids in music lessons might help keep children interested when enthusiasm flags or practicing becomes a struggle.</p>
<figure class="align-right zoomable">
<a href="https://images.theconversation.com/files/331526/original/file-20200429-51470-1m5qo4b.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="" src="https://images.theconversation.com/files/331526/original/file-20200429-51470-1m5qo4b.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=237&fit=clip" srcset="https://images.theconversation.com/files/331526/original/file-20200429-51470-1m5qo4b.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=471&fit=crop&dpr=1 600w, https://images.theconversation.com/files/331526/original/file-20200429-51470-1m5qo4b.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=471&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/331526/original/file-20200429-51470-1m5qo4b.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=471&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/331526/original/file-20200429-51470-1m5qo4b.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=592&fit=crop&dpr=1 754w, https://images.theconversation.com/files/331526/original/file-20200429-51470-1m5qo4b.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=592&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/331526/original/file-20200429-51470-1m5qo4b.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=592&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">Music lessons involve more than just mastery.</span>
<span class="attribution"><a class="source" href="https://www.gettyimages.com/detail/photo/mother-helping-young-boy-practice-violin-royalty-free-image/1182084116?adppopup=true">MoMo Productions/Getty Images</a></span>
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<p>Parents should communicate whatever their and their children’s <a href="https://doi.org/10.1177/0305735607086049">hopes and dreams</a> are to music teachers. If a teacher assumes the goal is for my daughter to be the top violinist in a youth orchestra, when my goal is for my daughter to understand and accept that it’s OK to struggle to master a difficult skill, there can be a mismatch that leads to frustration on all sides.</p>
<p>There’s no one right way to parent musically, and no one best way to be musical. Learning informally with online materials, taking time to explore children’s musical passions through listening to music together or rocking out to quarantine parodies - these are all ways to enjoy and grow with music.</p>
<p>For me personally, the goal of parenting musically is to embrace experiences with my four children today that help us navigate hurdles in life, bring us together as a family and develop skills and interests that will be with them throughout their lives.</p>
<p>[<em>You’re smart and curious about the world. So are The Conversation’s authors and editors.</em> <a href="https://theconversation.com/us/newsletters?utm_source=TCUS&utm_medium=inline-link&utm_campaign=newsletter-text&utm_content=youresmart">You can read us daily by subscribing to our newsletter</a>.]</p><img src="https://counter.theconversation.com/content/131182/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Lisa Huisman Koops received funding from the GRAMMY Museum Foundation, a National Science Foundation (NSF)-Advance ACES+ (Academic Careers in Engineering and Science) Advance Opportunity Grant from Case Western Reserve University, and a travel grant from the Baker-Nord Center for the Humanities, Case Western Reserve University. </span></em></p>From livening up household chores to connecting kids with relatives who are far away, music can a play a vital role.Lisa Huisman Koops, Professor of Music Education, Case Western Reserve UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/1110412019-02-11T11:45:40Z2019-02-11T11:45:40Z5 ways to develop children’s talents<figure><img src="https://images.theconversation.com/files/258025/original/file-20190208-174883-v8ljpe.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Early starts are key to developing children's talents, experts say.</span> <span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/little-boy-playing-chesssmart-kidfashion-children5-209594251">Eugene Partyzan from www.shutterstock.com</a></span></figcaption></figure><p>Some people think talent is born. The often-told <a href="https://www.biography.com/people/wolfgang-mozart-9417115">story</a> of Mozart playing piano at 3 and composing at 5 reinforces such beliefs. </p>
<p>But here’s the rest of that story: Mozart’s father was a successful <a href="https://www.britannica.com/biography/Leopold-Mozart">musician, composer and instructor</a>. He was devoted to teaching Mozart and helping him practice hard and achieve perfection.</p>
<p>Despite all this, Mozart did not produce his <a href="https://books.google.com/books?id=AOIF3rtM8nUC&pg=PA212&lpg=PA212&dq=hayes+10+year+rule&source=bl&ots=72sj0djtOL&sig=ACfU3U1zIFOB4l-ydNuz0pAQpHTS2SorCg&hl=en&sa=X&ved=2ahUKEwi_2d2sma3gAhUGiqwKHfzHAK4Q6AEwAnoECAgQAQ#v=onepage&q=hayes%2010%20year%20rule&f=false">first masterwork</a> until his early 20s – after about 15 years of arduous practice and top-notch instruction.</p>
<p>Talent, I argue, is not born, it’s made – and parents can make a big difference.</p>
<h2>Conditions for success</h2>
<p>Although some might believe that talent is rare, psychologist Benjamin Bloom <a href="https://www.penguinrandomhouse.com/books/15009/developing-talent-in-young-people-by-dr-benjamin-bloom/9780345315090/">said otherwise</a> after he investigated top performers in six talent domains: “What any person in the world can learn, almost all persons can learn if provided with the appropriate conditions of learning.”</p>
<p>Those appropriate conditions include five things: an early start, expert instruction, deliberate practice, a center of excellence, and singleness of purpose.</p>
<p>Children can’t ignite and stoke these talent factors on their own. Instead, as I argue in my 2019 book, “<a href="https://www.abc-clio.com/Praeger/product.aspx?pc=A5938C">Nurturing Children’s Talents: A Guide for Parents</a>,” children need a talent manager, most often a parent, to nurture talent growth. I make this case as an educational psychologist who specializes in learning and talent development.</p>
<p>Let’s take a closer look at these talent factors and parents’ influence.</p>
<h2>1. Early start</h2>
<p>The seeds of talent are usually planted early and in the home. One study revealed that 22 of 24 talented performers – from chess players to figure skaters – were introduced to their talent domains by parents, <a href="https://eric.ed.gov/?id=EJ1058967">usually between ages 2 and 5</a>.</p>
<figure class="align-center ">
<img alt="" src="https://images.theconversation.com/files/258033/original/file-20190208-174864-1ejswup.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/258033/original/file-20190208-174864-1ejswup.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/258033/original/file-20190208-174864-1ejswup.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/258033/original/file-20190208-174864-1ejswup.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/258033/original/file-20190208-174864-1ejswup.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/258033/original/file-20190208-174864-1ejswup.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/258033/original/file-20190208-174864-1ejswup.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px">
<figcaption>
<span class="caption">Many phenoms get an early start, research shows.</span>
<span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/mother-daughter-playing-tennis-608993510">Purino from www.shutterstock.com</a></span>
</figcaption>
</figure>
<p>Some of those parents were elite performers or coaches themselves. One was national championship volleyball coach <a href="https://journalstar.com/sports/huskers/volleyball/john-cook-earns-national-coach-of-the-year-award-from/article_9ac14a39-1aa4-53e9-ba03-78a54965b54b.html">John Cook</a>, who <a href="https://www.theindependent.com/sports/cooks-closer-after-lessons-on-off-court/article_b213b98a-35e6-11e2-bbcc-001a4bcf887a.html">raised All-American volleyball star Lauren Cook</a>.</p>
<p>“I think my daughter had an advantage because of my job,” <a href="https://www.tandfonline.com/doi/full/10.1080/02783193.2018.1466841">coach Cook said</a>. “She grew up around volleyball. When she was a little kid, we set up a mini court in the basement and would play volleyball on our knees.”</p>
<p>Some parents were not linked to the child’s eventual talent area but provided a nurturing early environment that sparked a talent interest. Such was the case for Adora Svitak, an accomplished child writer and presenter. </p>
<p>Adora published two books by age 11 and made hundreds of international presentations, including a <a href="https://www.ted.com/talks/adora_svitak?language=en">TED Talk viewed by millions</a>. Adora’s parents, John and Joyce, were not writers or presenters, but they set the stage for Adora’s accomplishments. As her mother describes, they read “interesting and fascinating” books to her for more than an hour each night. “Reading really helped shape Adora’s love for learning and reading,” she said. </p>
<p>In addition, they encouraged Adora’s early writing, offered guidance, helped her publish her books and arranged speaking engagements. Joyce eventually quit her job to manage <a href="https://www.adorasvitak.com/">Adora’s career</a>. She <a href="https://books.google.com/books/about/Nurturing_Children_s_Talents.html?id=PaE8uQEACAAJ">said</a>, “It is a full-time job, and it can be hard. But, I don’t just manage somebody; I manage my daughter.”</p>
<h2>2. Expert instruction</h2>
<p>Parents go to great lengths to provide or arrange expert instruction. Chess grandmaster <a href="https://ratings.fide.com/card.phtml?event=2047896">Kayden Troff</a> learned how to play chess at age 3 while observing his father, Dan, and older siblings play.</p>
<p>With few chess resources near their Utah home, Dan assumed chess-coaching duties. To do so, Dan studied chess 10 to 15 hours a week during lunch breaks and after hours. </p>
<p>He read books, watched videos, and studied grandmaster games that allowed him to create a book with specialized lessons to instruct Kayden during nightly training sessions. Eventually, when Dan could no longer keep pace with Kayden’s growth, he arranged for Kayden to take lessons from grandmasters via the internet. </p>
<p>To pay for lessons costing US$300 a month, Dan, a banker, and his wife worked extra jobs as custodians and spent 400 hours organizing an annual chess camp.</p>
<h2>3. Deliberate practice</h2>
<p>Practice among the talented is never casual, it’s deliberate: goal-directed and beyond one’s comfort zone.</p>
<p>State high school swim champion <a href="https://swimswam.com/nebraska-200-im-state-champion-caroline-theil-gives-verbal-texas-a-m-aggies/">Caroline Thiel</a> described her taxing practice routine this way: </p>
<blockquote>
<p>“Some days in practice you’re just so exhausted. You’re sore and your entire body aches, and it’s hard to find motivation. Your brain shuts down but your body keeps going through the muscle aches, heavy breathing and throwing up. People don’t realize how hard swimmers practice; they think we just jump in the pool and swim a few laps.” </p>
</blockquote>
<figure class="align-center zoomable">
<a href="https://images.theconversation.com/files/258039/original/file-20190208-174851-gynzdr.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=1000&fit=clip"><img alt="" src="https://images.theconversation.com/files/258039/original/file-20190208-174851-gynzdr.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&fit=clip" srcset="https://images.theconversation.com/files/258039/original/file-20190208-174851-gynzdr.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=600&h=400&fit=crop&dpr=1 600w, https://images.theconversation.com/files/258039/original/file-20190208-174851-gynzdr.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=600&h=400&fit=crop&dpr=2 1200w, https://images.theconversation.com/files/258039/original/file-20190208-174851-gynzdr.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=600&h=400&fit=crop&dpr=3 1800w, https://images.theconversation.com/files/258039/original/file-20190208-174851-gynzdr.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=754&h=503&fit=crop&dpr=1 754w, https://images.theconversation.com/files/258039/original/file-20190208-174851-gynzdr.jpg?ixlib=rb-1.1.0&q=30&auto=format&w=754&h=503&fit=crop&dpr=2 1508w, https://images.theconversation.com/files/258039/original/file-20190208-174851-gynzdr.jpg?ixlib=rb-1.1.0&q=15&auto=format&w=754&h=503&fit=crop&dpr=3 2262w" sizes="(min-width: 1466px) 754px, (max-width: 599px) 100vw, (min-width: 600px) 600px, 237px"></a>
<figcaption>
<span class="caption">Becoming a champion swimmer takes arduous practice.</span>
<span class="attribution"><a class="source" href="https://www.shutterstock.com/image-photo/young-children-swimming-backstroke-pool-lane-1188286228?src=vQPOLBXxK6jnqLHBHeH4Ww-1-4">Kekyalyaynen from www.shutterstock.com</a></span>
</figcaption>
</figure>
<h2>4. Center of excellence</h2>
<p>When I asked Jayde Atkins, a national high school rodeo champion, why she is so talented, she said, “Look at all I have, I should be good.” Jayde was <a href="https://rodeonews.com/association/meet-the-member-jayde-atkins/">raised on a horse ranch in central Nebraska</a> and began riding at age 2.</p>
<p>Her parents, Sonya and J.B., are riders and professional horse trainers who taught her the ropes and practiced with her for hours each day. The Atkins had well-bred horses and a big trailer to transport them to nearby towns for rodeo competitions. The family ranch was a self-made center of rodeo excellence.</p>
<p>Most talented performers do not a have a center of excellence outside their back door. In those cases, they may travel to get to one. Consider three tennis players from Lincoln, Nebraska, my hometown. With their parents’ blessing and support, <a href="http://reckeweytennis.com/about-us.html">Jon and Joel Reckewey</a> left home as teenagers and moved three hours away to Kansas where they trained at the prestigious <a href="https://journalstar.com/sports/lincoln-tennis-player-sock-at-the-top-of-his-game/article_0f457569-1211-58b6-8d12-0c40e6e46966.html">Mike Wolf Tennis Academy</a>.</p>
<p>Wimbledon and U.S. Open doubles champion <a href="https://www.kcur.org/post/how-kansas-city-based-team-helps-tennis-player-jack-sock-compete-around-world#stream/0">Jack Sock</a> traveled weekly to that same tennis academy as a boy before his entire family eventually relocated to Kansas. With parents’ support, budding stars often gravitate to centers of excellence, where top coaches and rising stars flock.</p>
<h2>5. Singleness of purpose</h2>
<p>Talented people display a singleness of purpose. </p>
<p>One chess parent I interviewed told me, “The extraordinary time we put toward this one activity takes him out of a lot of fun and games.” Another parent said, “He’s not interested in school; he’s interested in chess. He just lives and breathes chess.” That same parent said, “We once took chess away (because of low school performance) and he was miserable. It was like yanking out the soul.” </p>
<p>When I asked chess parents why their children dedicate themselves to chess the way they do, they were unanimous about how much joy and satisfaction their children got from pursuing chess.</p>
<p>Parents support this singleness of purpose. However, on occasion, they may find themselves supporting more than one passion. For instance, McKenzie Steiner is an all-state softball player and rising country music star. Her father, Scott, was McKenzie’s longtime softball coach, logging thousands of hours a year on the diamond and practicing pitching in the backyard, and also serving as her country band assembler, promoter and manager. </p>
<h2>Talent journey</h2>
<p>Although stories of pushy parents abound, the parents I spoke with recognize that children must drive the talent train with passion and hard work and that parents can only help keep the train on track. They helped because they saw a need that only they could meet. They would no sooner ignore a talent need than a medical need. And, of course, they help because they love their children and want them to be fulfilled.</p><img src="https://counter.theconversation.com/content/111041/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Kenneth A. Kiewra does not work for, consult, own shares in or receive funding from any company or organization that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>For a child to excel in a particular field, specific conditions are essential. A scholar of educational psychology explains what those conditions are.Kenneth A. Kiewra, Professor of Educational Psychology, University of Nebraska-LincolnLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/478942015-11-11T04:09:30Z2015-11-11T04:09:30ZUniversities must rethink how they retain and nurture young academics<figure><img src="https://images.theconversation.com/files/101053/original/image-20151106-16258-1p178bi.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">Producing brilliant graduates is one thing – developing and nurturing those who want to remain in academia is quite another.</span> <span class="attribution"><span class="source">Jason Reed/Reuters</span></span></figcaption></figure><p>In the years after South Africa became a democracy, the country’s universities began a tough process of change. They worked to improve access for students across the board of race and gender. They introduced a number of “accelerated development” programs designed to diversify their staff bodies. It was correctly deemed important that universities did not remain almost exclusively the domain of white South Africans.</p>
<p>These “accelerated development” programs had names like “Growing our own timber” to emphasise <a href="http://mg.co.za/article/2012-10-05-00-training-new-academics-is-a-complex-challenge">their focus</a> on attracting and retaining young black African, Coloured and Indian academics. Similar programs <a href="http://www.mckinsey.com/insights/leading_in_the_21st_century/why_leadership-development_programs_fail">are run</a> – not just in academia – and <a href="http://wiseli.engr.wisc.edu/docs/Benefits_Challenges.pdf">discussions</a> are still taking place <a href="https://theconversation.com/there-are-fewer-than-100-black-professors-in-britain-why-24088">around the world</a>.</p>
<p>On the face of it, South African universities’ programs included all of the classic and essential support structures for developing a new generation of academics. Participants were offered mentoring and support for their teaching and research. </p>
<p>So, did they succeed? If we look quite literally on the face of it – by examining staff demographics – it seems not. University staff bodies, particularly at the country’s wealthier and better resourced institutions, remain <a href="https://africacheck.org/reports/how-many-professors-are-there-in-sa/">mainly white</a> 21 years into South Africa’s democracy. Why have these programs failed – and what can be done to improve them in future?</p>
<h2>Stumbling blocks to success</h2>
<p>There are several reasons that talent retention programs have not worked. One is that many young academics leave universities after completing a Master’s or PhD because they can earn significantly more in government or the private sector. The other is <a href="http://www.theguardian.com/world/2014/oct/06/south-africa-race-black-professors">a lack of</a> effective mechanisms within universities for identifying and mentoring young black students.</p>
<p>Then there’s the more challenging issue of alienating institutional cultures. Some young academics don’t feel valued by their university. In some cases, participants on these programs and their assigned mentors come from different cultural backgrounds and have divergent world views. They have little in common with their mentors, so may struggle to develop their academic identities without giving up their own views and values in order to “fit in”.</p>
<p>Another problem is that many participants are recruited into these programs at the same universities where they studied. This requires a shift of their identity and mindset from student to staff member. </p>
<p>Associated with this is the challenge of interacting with new “colleagues” who, just a few years earlier, were their lecturers. These power dynamics may significantly influence the retention of staff on these accelerated development programs.</p>
<h2>Change can’t happen in a vacuum</h2>
<p>The first rush of “grow our own timber” programs has passed. New programs <a href="http://mg.co.za/article/2012-10-05-00-training-new-academics-is-a-complex-challenge">are emerging</a>. But the question of staff transformation – ensuring that a university’s staff are representative of varied genders and races – remains a <a href="https://www.cput.ac.za/storage/services/transformation/ministerial_report_transformation_social_cohesion.pdf">burning issue</a> in South Africa. </p>
<p>Some universities, my own among them, responded to this renewed focus on transformation by attempting to facilitate dialogue sessions in so-called “safe spaces”. Here they tried to uncover the difficulties faced by Black and Coloured academics on the one hand, and Indian and white academics on the other. </p>
<p>Such spaces for open discussion are vital, but I believe it’s time to shift beyond our fears and explore these difficult and sensitive issues <em>together</em> rather than in individual racial groups.</p>
<p>An integrated approach is key in more than one way. Accelerated development programs have a much greater chance of success if these are integrated into broader institutional work towards transformation, rather than occurring in vacuums in different parts of universities. </p>
<p>Ideally, these programs should include the transformation of staff bodies, the curriculum and institutional governing bodies like senates and councils. This broader, systemic approach will also ensure that such changes become embedded in the academic project. </p>
<p>It might also positively influence the academic pipeline. Black students might identify more strongly with black role models who share the same cultural backgrounds, beliefs and values, which could inspire students to further their studies. This means the pool of qualified black postgraduates who could be recruited into the academy would be widened, and genuine long-term change can be achieved. </p>
<h2>Hard conversations</h2>
<p>Regardless of the institutional approach taken to address transformation, what is critical for success is deep mutual respect and a willingness to see other perspectives, <em>and</em> be shaped by them. Only then can institutional culture be shifted and transformation goals achieved. However, meaningful discussions across racial lines in a multi-racial, multi-cultural setting are naturally awkward and difficult. They are also often dominated by the most senior voices. </p>
<p>Such discussions also tend to uncover deep-seated, “below-the-surface” beliefs and personal biases – some which we might not even be consciously aware of or want to acknowledge. But it is for these very reasons that we must engage in open, honest conversations. Doing so will help us all understand ourselves better, and will enable us to widen our perspectives and find common ground. </p>
<p>One of the best environments for finding common ground is in cross-faculty staff development programs and workshops facilitated by academic development staff. These offer academic staff a chance to reflect on issues impacting teaching and learning in environments. </p>
<p>The workshops also tend to be designed to promote learning through shared experiences, and it is often in these moments of sharing that staff realise how common and widespread some of their more hidden challenges actually are. </p>
<p>To promote greater participation and reflection, academic developers should aim to create supportive, caring and ethically safe learning environments. These will facilitate deeper dialogue and the sharing of more contentious issues and challenges as well as promoting the development of valuable networks amongst new staff. </p>
<p>This may lead to a greater sense of belonging and value – arguably the most <a href="http://www.academicjournals.org/app/webroot/article/article1380550130_Samuel%20and%20Chipunza%20pdf.pdf">critical factors</a> in staff retention, irrespective of race group.</p>
<p>The transformation project in higher education in South Africa can no longer be ignored. The sooner we embrace unconventional and more inclusive ways of building the next generation of academic staff, the sooner we will be able to transcend the lingering legacy of our apartheid past.</p><img src="https://counter.theconversation.com/content/47894/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Kershree Padayachee does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Universities in South Africa have tried to “grow their own timber” in a bid to diversify staff bodies. These programs haven’t been wildly successful. Why, and what can be done differently?Kershree Padayachee, Senior Lecturer (Academic Development), University of the WitwatersrandLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/465042015-09-01T04:44:47Z2015-09-01T04:44:47ZWhat the science and technology index tells us about development in Africa<figure><img src="https://images.theconversation.com/files/92787/original/image-20150824-17765-1jb57xl.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">The African continent is embracing technology in varying degrees. Swimmers use a selfie stick to take a picture of themselves in shallow waters of the River Nile outside Khartoum, Sudan.</span> <span class="attribution"><span class="source">REUTERS/Mohamed Nureldin Abdallah</span></span></figcaption></figure><p>In 2001, the RAND Corporation’s Science and Technology Policy Institute <a href="http://www.rand.org/content/dam/rand/pubs/monograph_reports/2005/MR1357.0.pdf">created</a> an index of science and technology capacity for the World Bank. They ranked 150 countries based on their potential to innovate and work with more scientifically advanced nations.</p>
<p>Have these changes had an effect on African nations’ scientific and technological capacity? My <a href="http://www.academicjournals.org/journal/JASD/article-abstract/99DEFF453599">study</a> replicated the RAND Index in 2011 to answer this question and suggest which African nations might be best poised to move forward technologically in coming decades.</p>
<p>The index ranked most countries in the world, according to their science and technology capacity, into:</p>
<ul>
<li><p>scientifically advanced countries;</p></li>
<li><p>scientifically proficient countries;</p></li>
<li><p>scientifically developing countries; and</p></li>
<li><p>scientifically lagging countries. </p></li>
</ul>
<p>Various indicators have been developed in an attempt to quantify science and technology capacity across countries. Examples of this are the OECD’s <a href="http://www.oecd.org/sti/scoreboard.htm">Science, Technology and Industry Scoreboard</a> or the <a href="http://ec.europa.eu/growth/industry/innovation/facts-figures/scoreboards/index_en.htm">European Innovation Scoreboard</a>.</p>
<h2>What are the measurables?</h2>
<p>The RAND index selected seven components for which national level data were available for most countries for 2001 or an immediately preceding year. </p>
<p>The variables were: </p>
<ul>
<li><p>Gross national product (GNP) per capita.</p></li>
<li><p>The number of universities and research institutions in the nation, per million people, as a representation of science and technology infrastructure.</p></li>
<li><p>The number of scientists and engineers per million people.</p></li>
<li><p>The number of a nation’s students studying in the United States. </p></li>
<li><p>The proportion of GNP spent on research and development. </p></li>
<li><p>The number of academic science and technology journal articles published by citizens of the nation. </p></li>
<li><p>The number of patents registered by citizens of the nation with the US Patent and Trademark Office and the European Patent Office.</p></li>
</ul>
<p>To combine these different components into a single index, the RAND index standardised the numbers to show national performance. The value of each national characteristic was compared to the international average. </p>
<p>Performance was ranked based on the number of standard deviations of the national value away from the international mean. The indicators were then weighted according to points for each criteria.</p>
<h2>What we learnt from the 2011 study</h2>
<p>A number of countries on the African continent are poised to reap the <a href="http://www.consultancyafrica.com/index.php?option=com_content&view=article&id=1765:scientific-research-in-africa-more-than-an-economic-boost&catid=57:africa-watch-discussion-papers&Itemid=263">economic</a> benefits of increased investment in science and technology.</p>
<p>Science has helped stimulate <a href="http://www.scienceprogress.org/wp-content/uploads/2011/07/rnd_funding_FINAL.pdf">economic</a> growth in regions investing in innovative solutions around the world. </p>
<p>The African <a href="http://www.atpsnet.org/Files/the_african_manifesto_for_st&i.pdf%20Pg16">Manifesto</a> is a vision for a renaissance in science, technology and innovation for Africans, by Africans, in Africa. </p>
<p>South Africa, Egypt, Tunisia, Morocco, Algeria, Nigeria and Mauritius are among the front runners in this group poised to do well because of the investment in science, technology and innovation. </p>
<p>In sub-Saharan Africa, the countries with the greatest promise apart from South Africa and Nigeria are Benin, Botswana, Uganda, Mozambique, Ethiopia and Sudan. </p>
<p>The countries that ranked rather low but show some promise for joining the others in the future are Liberia, Guinea, Namibia, Cote d´Ivoire and Cameroon.</p>
<h2>Tertiary foundation</h2>
<p>To benefit from the science and technology, tertiary education must fulfil the role as a driver of growth and technological capability. </p>
<p>Countries like Japan, Finland, Sweden Korea, Taiwan and South Korea have shown how efforts to raise tertiary education standards can yield benefits for technological innovation.</p>
<p>Many experts in Africa acknowledge the crucial role of higher education in development as a key strategy to boost performance across economic sectors. </p>
<p>Among other benefits, higher education also provides the capacity to understand and use global knowledge in science and technology. An example of this is in agriculture and other sectors. Investment in higher education can speed the rate of technology catch-up in Africa and boost income. </p>
<h2>Enrolment challenges</h2>
<p>But Africa’s tertiary education enrolment rates are among the lowest in the world. The African average is 7.1%, compared to 25.1% elsewhere in the world. Others on top of the African ranking and above the average enrolment rate on the continent are Tunisia, Egypt, Algeria, Mauritius, Morocco and Cape Verde. Botswana, Gabon and Senegal are also high on the rankings. </p>
<p>A small group of sub Saharan African nations is showing above average enrolment rates in tertiary education, but still lagging behind in science and technology capability. </p>
<p>These are: </p>
<ul>
<li>Liberia (17%) </li>
<li>Nigeria (10%) </li>
<li>Guinea (around 9%)</li>
<li>Namibia (around 9%)</li>
<li>Cote d´Ivoire (8.4%) </li>
<li>Cameroon (7.8%)</li>
</ul>
<p>If higher education is a key determinant of future science and technology capacity, these nations could progress in the coming years. </p>
<h2>How Africa ranks</h2>
<p>While African nations are still far behind in the latest study – and most remain near the bottom of the list – countries like Morocco, Algeria, Nigeria, Botswana, Mozambique, Ethiopia, Sudan and Libya had advanced in the ranking by 2011.</p>
<p>Out of the African nations in the original RAND index, South Africa was on top, followed by Mauritius, Benin, Egypt, Uganda, Togo and Tunisia. Mozambique, Chad and Eritrea were at the bottom.</p>
<p>Morocco and Algeria showed the most progress, the former going from 116th to 62nd in the world and the latter from 123rd to 68th. In sub-Saharan Africa, Nigeria moved to 77th from 104th. Botswana, Mozambique, Ethiopia and Sudan also improved. </p>
<p>In contrast, African leader Mauritius declined in the 2011 index, from 58th to 79th – as did Benin, Uganda, Libya, Togo, Congo and others. A decade later, most nations on the continent show a drop in the global ranking. </p>
<p>Because of their large populations South Africa, Morocco, Egypt, Algeria and Nigeria fell. Tunisia moved up and tiny Seychelles went from 98th to 87th. Gabon and Libya moved up but remained below the average. </p>
<p>The countries lagging the furthest behind were the same as in the first index: Mauritania, Tanzania, Niger, Sierra Leone, Liberia, Comoros, Eritrea, Chad and Somalia.</p>
<p>The widest differences, as could be expected, are in the indicators that reflect science and technology output. In the number of scientific and technological articles published in academic journals, every African nation was below the sample average. Tunisia, South Africa, the Seychelles and Botswana were listed as the best performers on the continent.</p>
<p>In patents, only Seychelles was above the world average, with other nations lagging seriously behind. The human resource indicators also were substantially lower than for the rest of the world.</p>
<p>As African countries advance in science and technology capability, their chances of orienting their economies toward sustained and sustainable growth are greatly enhanced. Hence this becomes a key indicator for the future.</p>
<p><em>This piece was based on a <a href="http://www.academicjournals.org/journal/JASD/article-abstract/99DEFF453599">study</a> by Gayle Allard, PhD, Professor of Economics, IE Business School in Spain in the Journal of African Studies and Development in June.</em></p><img src="https://counter.theconversation.com/content/46504/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Gayle Allard does not work for, consult, own shares in or receive funding from any company or organisation that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>Science and technology is seen as a key driver of a nation’s economic fortunes. How is the African continent faring a decade after the first major global survey on countries’ performance?Gayle Allard, Professor of Managerial Economics , IE UniversityLicensed as Creative Commons – attribution, no derivatives.tag:theconversation.com,2011:article/332132014-11-03T05:27:30Z2014-11-03T05:27:30ZCan organizations have too much talent?<figure><img src="https://images.theconversation.com/files/63422/original/j6pytrdb-1414785964.jpg?ixlib=rb-1.1.0&q=45&auto=format&w=496&fit=clip" /><figcaption><span class="caption">A study found that sports teams with too many stars are susceptible to hierarchical disputes and deteriorating performance</span> <span class="attribution"><a class="source" href="https://www.flickr.com/photos/keithallison/9713283363/">KeithAllison/Flickr</a>, <a class="license" href="http://creativecommons.org/licenses/by/4.0/">CC BY</a></span></figcaption></figure><p>On October 28, journalist Matt Taibbi <a href="http://nymag.com/daily/intelligencer/2014/10/matt-taibbi-disappears-from-omidyars-first-look.html">resigned</a> from First Look Media, a fledgling news organization only ten months old. According to an article <a href="https://firstlook.org/theintercept/2014/10/30/inside-story-matt-taibbis-departure-first-look-media/?curator=MediaREDEF">published</a> on The Intercept:</p>
<blockquote>
<p>Taibbi and other journalists who came to First Look believed they were joining a free-wheeling, autonomous, and unstructured institution. What they found instead was a confounding array of rules, structures, and systems imposed by [founder Pierre] Omidyar and other First Look managers…</p>
</blockquote>
<p>First Look Media was announced in October 2013 to <a href="http://cjr.org/the_audit/the_extraordinary_promise_of_t.php">much fanfare</a>, with Omidyar pledging to invest $250 million in the company and <a href="http://www.nytimes.com/2014/02/20/business/media/start-up-site-hires-critic-of-wall-st.html?smid=tw-nytmedia&seid=auto&_r=0">recruit</a> the industry’s top journalists, like Taibbi and Laura Poitras. </p>
<p>So what happened? All organizations look for the best talent and try hard to retain it. Could it be that First Look Media had <em>too much</em> talent? </p>
<p>In fact, <a href="http://faculty.insead.edu/roderick-swaab/documents/Too%20Much%20Talen%20Psych%20Science%20In%20Press.pdf">recent research</a> has found that a high level of talent can damage overall performance in team settings. One study using data from sport teams found that a team with a number of dominant, high-achieving individuals is susceptible to hierarchical disputes and deteriorating performance. More specifically, using data on team performance in both basketball and soccer, the researchers found that once the ratio of elite to non-elite players surpassed approximately 2:1, teams’ results began to diminish. </p>
<p>The negative effects of too much talent seem to extend beyond sports – and even beyond our species. As we might guess from its name, the concept of “pecking order” influences the productivity of chickens: <a href="http://www.ncbi.nlm.nih.gov/pubmed/8786932">a 1996 poultry science study</a> found that keeping too many high-egg-producing chickens in a colony actually reduced the colony’s total egg production. </p>
<p>So, bringing together the most talented individuals (whether they’re chickens or basketball stars) might not necessarily yield the best results. </p>
<p>Now let’s consider another milieu: Wall Street firms. Analysts who work for these firms specialize in particular industries and write reports about the current and expected performance of companies. Their reports predict companies’ future earnings and include recommendations about whether to buy or sell stocks. The publication Institutional Investor <a href="http://www.institutionalinvestor.com/article/3389774/research-and-rankings/the-2014-rising-stars-of-wall-street.html#.VFFLSlboaAw">designates some of these analysts as “stars”</a> – employees who are among the top in their industry. To the individual analyst, being picked as a star is worth hundreds of thousands of dollars in annual compensation. </p>
<p>But how do these stars impact their employers? Harvard Business School’s Boris Groysberg and his colleagues examined this question by studying over 6,000 industry analysts from 246 research departments in Wall Street firms. They <a href="http://pubsonline.informs.org/doi/abs/10.1287/orsc.1100.0547">found</a> that having a few stars helps a firm and that having a few more doesn’t hurt or help. But at a certain tipping point, having too many stars dampens a firm’s performance. </p>
<p>In other words, in both Wall Street firms and sports teams, there is a curvilinear relationship between the number of stars in the group and their overall performance. When a group is filled with stars, group dynamics degenerate because members spend too much time competing for status. For example, they hold back information that could help the group as a whole but threaten their own standing. When a group has too many stars, members focus on what is best for themselves, view other top performers as obstacles rather than collaborators, and don’t work hard enough to help the team achieve. </p>
<p>It would be easy to conclude from this research that organizations should prioritize creating a balanced team and stable hierarchy over pursuing top talent. Yet some very successful organizations do not experience the potential negative consequences of too much talent, in part because they remove one of its root causes: the presence of hierarchy. </p>
<p>Take the case of Valve Corporation, a video-gaming company based in Bellevue, Washington, that my colleagues and I had the opportunity to study and <a href="http://hbr.org/product/Opening-the-Valve--From-S/an/415015-PDF-ENG">write about</a>. Founded in 1996 by former Microsoft employees Gabe Newell and Mike Harrington, Valve is the maker of the video game Half-Life and the social-distribution network Steam. A private firm, Valve claims it makes a lot of money: according to its <a href="http://www.valvesoftware.com/company/Valve_Handbook_LowRes.pdf">handbook</a> for new employees, its profitability per employee is higher than that of Google, Amazon, or Microsoft. The handbook also presents the company’s position on organizational hierarchy:</p>
<blockquote>
<p>The Hierarchy is great for maintaining predictability and repeatability. It simplifies planning and makes it easier to control a large group of people from the top down, which is why military organizations rely on it so heavily. When you’re an entertainment company that’s spent the last decade going out of its way to recruit the most intelligent, innovative, talented people on Earth, telling them to sit at a desk and do what they’re told obliterates 99 percent of their value. Maybe it’s too much to ask the rigid hierarchies at other development houses to drastically shift to this free-loving hippie way of conducting business, but it shouldn’t be too much for those companies to treat their employees like adults. After all, hiring someone is a sign of trust. Extend that trust to every aspect of the position. </p>
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<p>As the handbook explains, all of Valve’s employees are free to decide which project they should be working on: “This company is yours to steer. Toward opportunities and away from risks. You have the power to green-light projects. You have the power to ship products.”</p>
<p>Other companies utilize a similar strategy. One of them is <a href="http://hbr.org/product/The-Morning-Star-Company-/an/914013-PDF-ENG">Morning Star</a> – the world’s largest tomato processor – where employees make all the decisions, like choosing which projects take on, and hold their peers accountable.</p>
<p>If an organization can remove root causes – which can include eliminating stifling hierarchies – it can avoid the dysfunctional behavior caused by the presence of too many cooks who could spoil the broth. As the cases of Valve and Morning Star demonstrate, when you give freedom to talented people (no matter how many there are), you give them opportunities to reach their full potential.</p>
<p>And perhaps if Taibbi and his peers were given the creative freedom they’d been promised, First Look Media wouldn’t be in the <a href="http://mashable.com/2014/10/30/matt-taibbi-first-look-media/">mess</a> it’s in.</p><img src="https://counter.theconversation.com/content/33213/count.gif" alt="The Conversation" width="1" height="1" />
<p class="fine-print"><em><span>Francesca Gino does not work for, consult, own shares in or receive funding from any company or organization that would benefit from this article, and has disclosed no relevant affiliations beyond their academic appointment.</span></em></p>On October 28, journalist Matt Taibbi resigned from First Look Media, a fledgling news organization only ten months old. According to an article published on The Intercept: Taibbi and other journalists…Francesca Gino, Professor of Business Administration, Harvard UniversityLicensed as Creative Commons – attribution, no derivatives.