Others have talked about the ultimate measure: your GPA. However, for you to get that high GPA it can help to:

• Train your relational frame skills.
• Develop good learning habits through Tiny Habits or something like that.
• Develop a good relationship with your thoughts and emotions through something like Acceptance and Commitment Therapy or the Healthy Minds Program or any program designed to improve your relationship with your thoughts.
• Internalize something like Make it Stick or another book that teaches how to learn quickly and well.
• Internalize habits of mind such as Harvard’s Project Zero’s Visible Thinking Routines.

I agree that there is plenty of nonsense out there. There are many interventions veiled as “scientific”, and most people don’t have the ability to lift the veil and recognize the pseudoscience beneath.

Unfortunately, the answer to your question is, partly, no. Psychology has not inoculated the world from pseudoscience. However, the answer to your question is also, partly, yes. There are people who have learned from the most robust evidence in psychology.

To the extent that organization and management adapt to robust findings in psychology, there are many contributions that psychology has made to organization and management.

• Clear goals. Things like SMART goals, specific goals, vivid goals, implementation intentions, mental contrasting, or otherwise things that help you be clear rather than vague about your goals— all of those tend to have a moderate effect on outcomes.
• CBT, ACT, and mindfulness. You will probably groan at this, because you have probably had watered down, simplified to the point of being unrecognizable versions of these. At their best, these have shown improvements in the way workers approach their work
• Psychological safety. You will probably also groan at this, because ironically psychological safety interventions, when done poorly, can make some people feel unsafe. However, the correlational and longitudinal data is quite clear: psychological safety leads to better results. Unfortunately, the experimental evidence has, to my knowledge, stuck to health-related organizations, where not speaking up costs lives. I wonder if there are good studies elsewhere now.
• Feedback strategies. There have been good experimental studies showing that the way you give feedback can change your organization’s capabilities over time. This is similar to psychological safety but arrived at from a different lineage in the literature.
• Multitasking and task-switching. This one probably goes without saying, because there has been more than extensive research on this. Minimizing distractions, focusing on one thing at a time, having a pull-based workflow…

More broadly, you could look for good resources for Evidence-Based Management.

How to learn better? How to organize teams better? How to write text or make presentations so that it aligns with how the brain best receives information? How to evaluate candidates for a role while minimizing the halo effect and the bandwagon effect? How to nudge people into leaving public spaces cleaner? How to make spaces more attractive for people to spend time in? How to increase adherence to lifestyle changes such as diet and exercise after cancer treatment? How to increase the odds of achieving a task you want to do? How to make computer interfaces easier to use for people, including people with disabilities? You’re saying that psychology has not studied these nor contributed to them?

Yes, there are a lot of problems in the field. But there are also brilliant people cutting through the bullshit and using their findings to improve the world. I’d be more than happy to show you robust findings that the field has gifted the world.

To get organized, Getting Things Done in Standard Notes and my email’s calendar app.

To work, Scrum in Taiga.

To handle life, the Healthy Minds app and Calibre to read Acceptance and Commitment Therapy books.

The answer is contextual, just like people are contextual. Sometimes, my circles are all busy or stressed out and we can’t really be there for each other. Other times, strangers have saved me, like the couple that took me in when lockdowns started and I was far from home.

Have you heard of the Stanford Prison Experiment? Or the Princeton Seminarian experiment? Or the Milgram Experiment? All of them confirm that people are contextual. That’s lesson 1 in psychology, but we humans easily forget it. We focus on the person and forget the context. That folly of ours even has a name: Fundamental Attribution Error.

Oh no. What have I done?

I’m sorry about the soul-sucking coworkers and the outright rejection. It sounds painful and frustrating. Anyone in your position would be frustrated; it only makes sense!

We can look at your situation from two points of views, and each point of view will reveal things that can help you better deal with this situation.

The first point of view is the external one, the observable behavior, the one you’d notice if someone followed you and your coworkers/managers around with cameras. Looking at your situation from this point of view, it sounds like there could be a broad problem with your company’s management. If so, there might be very little that you can do directly. Depending on whether you want to take upon you a massive, perhaps Sisyphean task (pushing a massive boulder up an infinite mountain, with no end in sight), you could check out the management or Agile literature.

By learning what good management looks like, you could be in a better position to accept rough situations, in the same way that understanding how a cold develops could help us accept feeling drained of energy, coughing constantly, and having to self-isolate to avoid spreading the virus. It’s not a solution, but it gives perspective. Beyond acceptance, in the unlikely scenario that your company empowers you, you could propose effective changes or implement them. However, I would not count on this.

If you cannot change your company’s management, there are alternatives. Let’s go from the external point of view to the internal one, your point of view, the point of view that notices emotions, feelings, memories, action impulses, bodily sensations, interpretations, predictions, etc. From this point of view, we can see your frustration, your fear of being thin-skinned, your interpretation of potential rumination. In this other, internal, world of thoughts and emotions, we can’t do the same things that we do in the external world. We can’t get rid of thoughts. We can’t magically transform them.

Others have recommended simply brushing these experiences off, as if they don’t affect you. However, humans hurt where they care. Things that hurt you reveal where your values lie. If you hurt when you see injustice, then justice is a value you hold. If you hurt when you see brutal rejection, then inclusion and kindness are values you hold. It’s inevitable to feel pain when you value something. It’s human. And it explains why you’re hurt; something in you that you value was violated by this experience. A good question to discover what you value is “What would I have to not care about for this not to hurt?” Finding out your values helps you get motivated and gives you purpose, even when the going gets tough.

Still others have talked about changing the way you interpret the situation, including doing it by exposure therapy. This can be effective, as it fundamentally is changing the way that you relate to your thoughts and sensations. However, it’s important to do it with the right motivation. Otherwise, the exposure itself can backfire and reinforce the wrong schemas. What is the right motivation? Well, why would you find it valuable to continue in this job, despite its painful experiences? Maybe it brings stability to your life. Maybe it finances other projects of yours that you find valuable. It’s up to you to decide. If you do find it valuable, then you will be better equipped to push forward even when the going gets tough. I’m not saying this is the only path; again, it’s up to you.

Now, as to pragmatic things that you can do in this internal world, I’d argue that the single easiest, low-risk thing that you can do with the most positive impact is doing the Healthy Minds program or something like it. It will teach you to relate to your thoughts in a healthy way, as well as develop better ways of relating with other people and with your everyday actions, including your work. This will help you regardless of the path that you choose. If you’re willing to invest more to reap more rewards, you could consider therapy such as Acceptance or Commitment Therapy or Process-Based Therapy.

This looks impressive for Linux, and I’m glad FLOSS has such an impact! However, I wonder if the numbers are still this good if you consider more supercomputers. Maybe not. Or maybe yes! We’d have to see the evidence.

Ah, I see how my wording was confusing. I mean planning in the sense of “How will we complete the work that we already committed to?” and “What will we do today to achieve our Sprint goal?”

I arrived at the word planning because Scrum is sometimes described as a planning-planning-feedback-feedback cycle. You plan the Sprint, you plan daily (Daily Scrums), you get feedback on your work (Sprint Review), and you get feedback on your process (Sprint Retrospective).

My brother has a Framework 13 and mainly uses a combination of NixOS and Windows. Most of the time he uses NixOS, but sometimes the software he needs is broken on Nix. When that happens, he reverts to a previous version of Nix or he boots onto Windows. He has Windows installed in one of the external-drive socket thingies that he keeps plugged in at all times in case he needs Windows.

Apart from the occasional broken Nix package, he has had issues with the hyper-sensitive two-finger scrolling in Gnome (which I would say is not directly a Framework or Nix problem). Also, a while back, when I bought the computer with him, we bought Oloy RAM because it was fast and cheap, but that lead to weird crashes. Framework support helped us test the sticks and eventually we sold those sticks and got the Framework-tested Crucial sticks, which solved the problem. Finally, I remember he had to be careful about not just closing the laptop but actually clicking “sleep” and then closing it, because otherwise it would get super hot and lose a lot of battery.

Despite these struggles, he recently told my Mac-loving girlfriend that he will not get a “disposable” computer. I take this to mean he will keep using his Framework laptop.

lol I hope your standups are not actually like this! The purpose is to, as a team, plan what the team will do today to achieve the Sprint goal

How do you choose what facts matter? How do you choose how to communicate them? Who do you communicate them to? What does news reporting mean to you? What about news reporting makes it worth your precious time alive? What purpose do the people around you have when they amplify, ignore, or quiet your facts? These are all questions that are answered, explicitly or not, by everyone who communicates or relates to facts.

We could play the impossible “no agenda” game. We could lie to ourselves and to others. Or, we could notice that whenever we are dealing with the truth, we have a point of view. We stand here and not there. We can learn to travel around the mountain of truth, so that we mitigate our blindspots. We can be explicit about where in the mountain we are standing (The north base? The vegetated slope? The summit?).

Instead of playing the “god trick”, we can situate our knowledge. That’s the best we can do. Check out this article by Donna Haraway on situated knowledge. It changed my life. https://philpapers.org/archive/harskt.pdf

These have been around for quite a while, but I recently learned about clipboard managers. I haven’t met someone who uses one, perhaps because it is an inconspicuous tool. Regardless, I love being able to quickly paste text that I use frequently!

I’m still testing them, so I can’t really say “this one’s the best”, but here’s one: https://hluk.github.io/CopyQ/

The best habit perhaps is meditating daily and I developed it following Tiny Habits.

GTD is up there too!

I agree wholeheartedly. If you know how to build habits, habits can be fun and they can be tied to living a meaningful life! Tiny Habits, the book and framework, changed my life for the better.

Check out Christian Welzel’s work on how values have changed over time. The world is becoming more secular and more democratic. Secular in this context means that religion plays less and less of a role in every day life. Democratic in this context means that they believe everyone should be able to pursue their interests and we should have a system that increases all of our capabilities to pursue our interests.

An implication of adopting democratic values is that you understand that your identity is not defined by “white”, “able-bodied”, or whatever, but by the fact that we are aware. By doing this, you’re not giving special treatment to your in-group (whichever it may be), but you’re considering all of humanity (and all aware beings) as equals and as a group that you belong to. Cosmopolitanism is an example of this stance.

Something else that is happening is that the world is becoming more reflexive. Check out Anthony Giddens’ texts on this.

But, to answer your question directly, yes, grandparents and parents are generally less welcoming and less tolerant.

Reading How Emotions Are Made by Lisa Feldman Barret and A Liberated Mind by Steven Hayes will answer your question. More broadly, emotion construction theory and relational frame theory will answer your question.

Self awareness can be seen as set of relational frames. Relational frames are things like “equal” and “opposite”, “I” and “you”, “here” and “there”, “now” and “then” “more” and “less”… Each of relational frame (like “I”, “equal”, “here”, “now”) is like a Lego piece that you can combine with other relational frames (“I am here now”). Piece by piece, frame by frame, thought by thought, you build a sense of self! This is also roughly how feelings are built. Interestingly, your sense of self is not necessarily the same thing as self-awareness; people can believe all kinds of things about themselves and not be aware of them!

You can use self-awareness to examine emotions (e.g. “I notice that I am sad”). You can also create emotions based on your sense of self (e.g. “I failed, and therefore I am sad”). Sometimes, someone’s sense of self does not accept certain emotions (e.g. “Real men don’t cry”), and this rigid and skittish sense of self will do all kinds of things to escape self-awareness. One of therapy’s goals is to shine a light (the light of self-awareness) onto the sense of self, so that people can become psychologically flexible and resilient.

On Christmas 2023 I was given an Anker charger. By March 2024 it stopped working…

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Or GMB or any other mobility-oriented practice!