Don’t Let Remote Work Derail Your Career: 3 Ways To Enhance Visibility

Presence and visibility enhance relationships...getty

Working from home can be pretty great, but it also comes with drawbacks. In particular, your time away from the office may be a barrier to advancing your career, building relationships or landing your next promotion.

Many companies are striving for presence equity—seeking to value employees and provide opportunities regardless of where they work or how often they come into the office. But even if your organization is taking these steps, it can still be tough to stay on the radar screen and ensure visibility.

You’ll need to be intentional about how you demonstrate your commitment, engagement, presence and importance—and there are strategies that work best to do just this.

Visibility Is Valuable

Plenty of research has demonstrated people’s behavior is significantly impacted by cognitive biases and mistakes in judgment—ways of interpreting the world and each other that are largely out of our awareness or conscious control. For example, with confirmation bias people tend to seek out and more readily see data which agrees with their current opinions. And with “recency error”, people tend to remember better and weight more heavily the experiences they’ve had most recently.

The implication: When you demonstrate your engagement, others will see future behaviors which reinforce their perceptions of your commitment. Or when you’re present more often (virtually or face-to-face), people will be more likely to keep you top-of-mind.

In addition, sociologically speaking, proximity is one of the primary determinants of relationships. People tend to build stronger relationships with those they see and interact with most frequently. This is largely because they get to know others—what makes them tick, details of their lives and motivations for their behavior.

This is also related to a bias of familiarity in which people tend to prefer and accept people and things that are more familiar, and avoid or shy away from those which are unknown or ambiguous. The implication: Staying in touch will help you build relationships which will matter to your happiness and your career.

A study published in Organizational Science reported that people who had more face time with colleagues—more time observed by others present and working—tended to benefit from getting assignments for better projects and greater career advancement. Researchers found this was the case because their presence was a signal of their commitment to the job, the team and the organization.

The average employee also sees the value of presence for getting ahead. According to a study by ASA and the Harris Poll, 56% of respondents believed those who work in the office 100% of the time have an advantage in getting raises, bonuses and promotions compared with those who work remote 100% of the time. In addition, 95.5% of employers believed remaining visible was important to career advancement, according to a study by Joblist,

The bottom line is that being present, interacting more frequently and getting to know others are important for all kinds of relationships, but also for career growth.

And the good news is you can create visibility in many ways no matter where you work.

Getting On the Radar Screen

Large proportions of employees are taking intentional effort to stay visible. In fact, according to the Joblist data, 38% of employees have gone out of their way to get noticed while working from home and 36% of remote employees had a “visibility strategy” to stay top-of-mind.

Of course staying visible takes extra effort, according to 76% or respondents, but it seems to pay off. The great majority (93%) of managers had a positive impression of employees who were making an effort and staying in touch. In addition, managers said when employees went the extra mile to stay connected, they saw them as more motivated (68%), more engaged (56%) and more productive (56%).

But just as important, the employees had better experiences as well. They reported more satisfaction with their levels of productivity, engagement and job security. In addition, they were less likely to suffer from burnout, imposter syndrome or loneliness.

Being Seen

You can enhance visibility in multiple ways, whether you’re working remote, hybrid or in the office.

#1 – Be Accountable

One of the primary ways to enhance your visibility is through great performance. The Joblist survey found 41% ensured their projects stayed on track and moving forward as a way to enhance their visibility. And 37% focused on details to ensure their work was up to par.

You can also take initiative to identify problems and improve processes. In the survey, 21% of people said they did things outside of their job description, and 21% volunteered for a task for opportunity. Managers reported that when people offered new ideas, it was the number one way they could stay visible, and quantifying their results was also in managers’ top ten ways people could stay connected.

When you promise something, deliver. When you do complete your work, do it well. When someone is counting on you, be sure you come through. You’ll build credibility and people will come to rely on you. Following up, following through and finishing tasks effectively will get you noticed, and it will be the basis for terrific career growth.

#2 – Be Present and Accessible

Another significant way to manage your visibility is to be present, literally and figuratively. Show up in the office when you can, and align your schedule with teammates’ calendars so you’re in the office at the same times as much as possible. When you’re remote, turn on your camera.

Whether you’re interacting from a distance or in person, be focused on the interaction and resist the distraction of devices. Tune in, ask questions and stay engaged with the people around you.

You don’t have to work 24/7 and it’s important to have healthy boundaries, but when you’re working, be accessible and responsive to others. Respond quickly and thoroughly to colleagues’ questions or requests. When you’re out of the office, be sure to communicate it to others so they can plan accordingly.

#3 – Be Connected

Seek out relationships with plenty of people in your organization—those within your team or department, but also those outside of your area. Also initiate interactions with those who are at all levels of the organization.

Increase your visibility by being intentional about working with others, taking the initiative to join a new project team or helping a colleague. In the Joblist survey, 37.4% of people enhanced visibility by helping colleagues with tasks. In addition, 36% checked in with colleagues regularly, and 36% expressed gratitude to others.

Also be sure you’re staying in touch with your leader through regular one-on-one meetings and by reaching out appropriately for problems or to make your boss aware of issues. Track your work and your outcomes in a meaningful way so details about your value and your great results are always available for your boss.

Presence Pays Off

Visibility is related to authenticity. When people sense your real commitment, engagement and dedication, they’ll want to work with you and support your efforts. If you work at a distance, you might need to be more intentional, but ultimately your work will shine through and pay off in career advancement.

I am a Ph.D. sociologist and the author of The Secrets to Happiness at Work exploring happiness, fulfillment and work-life.

Source: Don’t Let Remote Work Derail Your Career: 3 Ways To Enhance Visibility

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Related contents:

What is telework?, United States Office of Personnel Management“Jack Nilles”, jala.com, JALA International, September 26, 2011Uy, Melanie (March 10, 2021). “Differences Between Telecommuting and Telework”. Lifewire.Woody, Leonhard (1995).

The Underground Guide to Telecommuting. Addison-Wesley. ISBN 978-0-201-48343-7.“Mobile Worker Toolkit: A Notional Guide” (PDF). General Services Administration.Gajendran, Ravi; Harrison, David (2007).

The Good, The Bad, and the Unknown About Telecommuting: Meta-Analysis of Psychological Mediators and Individual Consequences” (PDF). Journal of Applied Psychology. 92 (6): 1524–1541. doi:10.1037/0021-9010.92.6.1524. PMID 18020794. Retrieved February 17, 2022.Byrd, Nick (2021).

Online Conferences: Some History, Methods and Benefits”. Right Research: Modelling Sustainable Research Practices in the Anthropocene: 435–462. doi:10.11647/OBP.0213.28. S2CID 241554841.

How WeWork Has Perfectly Captured the Millennial Id”. The Atlantic.“Telework legislation”. U.S. Office of Personnel Management.“H.R. 1722 (111th): Telework Enhancement Act of 2010”. GovTrack.CHANG, ANDREA (November 12, 2020). “‘

Work from anywhere’ is here to stay. How will it change our workplaces?”. San Diego Union-Tribune. Los Angeles Times.Rosalsky, Greg (September 8, 2020). “Zoom Towns And The New Housing Market For The 2 Americas”. NPR.SAAD, LYDIA; WIGERT, BEN (October 13, 2021).

Remote Work Persisting and Trending Permanent”. Gallup.“How usual is it to work from home?”. Europa. May 17, 2021.WAGNER, ERICH (January 7, 2022). “Report: 45% of All Federal Employees Teleworked in Fiscal 2020”. Government Executive.Bloom, Nicholas (February 10, 2023).

Home is where the work is (video). The Future of Everything Podcast. Stanford University School of Engineering.Rojas, Benjamin (October 13, 2021). “How Remote Work Can Increase Business Profits”. Forbes.

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Why Do People (Usually) Learn Less as They Get Older?

This is a worrying trend. Learning is an integral part of the good life, so if forces make it harder (or less desirable) to learn, it seems like it would be helpful to understand them. 

Let’s consider three theories, and see what they suggest we can do about defying the trend.

Theory #1: Opportunity Costs and Investment Horizons

The first explanation is economic: learning is an investment. As you invest in some skills, but not others, you get a greater return from activities where you have considerable training. Thus, your opportunity cost for learning new things increases. Therefore, a failure to learn new things is perfectly rational, even if it can result in inflexibility as we get older.

One way this manifests is the time horizon you have to recoup an investment. A twenty-year-old presumably has forty years for a career to earn back an arduous training period. A fifty-year-old only has ten. Therefore, younger people should be able to make longer, riskier investments than those who need them to pay off quickly.

Another way this can occur is if investment in one skill makes time spent on new skills comparatively less attractive. If I have zero knowledge of programming and accounting but equal potential ability, then the two are roughly the same for me. In contrast, if I have a decade of programming experience, then an hour spent programming will be much more valuable than an hour spent learning accounting. The economy incentivizes specialization, even if we’d prefer to be more well-rounded.

Theory #2: We’re Too Busy

Another explanation for dwindling curiosity is that life gets busier as you get older. I feel this acutely today. When I compare my schedule now, with a toddler at home and a business that employs multiple people, I feel far more time-constrained than when I was in my twenties.

Learning new things takes time. While efficiency can help, the time cost for even well-designed learning may be prohibitive for busy professionals with kids.

Energy may matter even more than time. If you work full-time at a mentally-demanding job and have responsibilities at home, you may not have the energy needed to invest in a cognitively-demanding project. Binge-watching Netflix may not be where you’d ideally like to spend your time, but it makes sense if you feel chronically exhausted.

This also helps explain why there can be a sudden urge to learn after retirement. With kids gone and work stopping, people finally have the time to engage in learning projects they were sidelining during their career.

Theory #3: Older Minds Can’t Learn as Well

The most popular explanation I hear for declining education is that when you’re older, your brain simply can’t absorb new information as quickly.

There is a grain of truth to this. Fluid intelligence peaks in your early twenties and declines afterward. However, the decline is gradual and minimal. The research I’ve seen seems to indicate that it’s only a serious problem in advanced age. Even then, there is high variance, with some people becoming senile and others experiencing few issues.

That said, age is often an advantage to learning. Older people are usually more responsible and organized, which assists in sticking to a project. Also, accumulated knowledge can make learning easier. Your past experience can be a huge benefit when delving deeper into subjects you’ve previously studied or related fields.

Overall, I’m less convinced that age per se is a significant factor, even though it is oft-cited.

How Can We Sustain Learning Lifelong?

Given the possible theories, I think there are a few things we can do to continue learning:

  • Reduce the effort for learning. Always carry a book with you. Set up your environment so learning projects can start and stop on demand. Pick projects that overlap with career, social or parenting goals so you can justify the time investment.
  • Set aside time for experiments. Straightforward calculus suggests that doing what you’re already good at has the best payoff. But you won’t encounter nearly as many opportunities if you never learn anything new. Setting aside time for hobbies you’re bad at, books you know nothing about or skills you’ve never practiced may seem wasteful, but it’s a good practice to avoid getting stuck in a rut.
  • Shift your focus away from skills that involve quick wits to those that rely on accumulated knowledge. The decline in fluid intelligence is overrated as an explainer for learning difficulties. And also, there’s a reason why groundbreaking mathematicians skew younger than historians. Shifting to knowledge-intensive subjects seems like an overall sound strategy.

Source: Why Do People (Usually) Learn Less as They Get Older? – Scott H Young

.

Related contents:

PPsychology: The Science of Mind and Behaviour Archived 2022-12-31 at the Wayback Machine 6E, Hachette UK, ISBN 978-1-4441-6436-7.OECD (2007).

Understanding the Brain: The Birth of a Learning Science. OECD Publishing. p. 165. ISBN 978-92-64-02913-2.

Jungle Gyms: The Evolution of Animal Play Archived 2007-10-11 at the Wayback Machine

“What behavior can we expect of octopuses?”. http://www.thecephalopodpage.org. The Cephalopod Page. Archived from the original on 5 October 2017. Retrieved 4 May 2018.Campbell, Cary; Olteanu, Alin; Kull, Kalevi 2019.

Learning and knowing as semiosis: Extending the conceptual apparatus of semiotics Archived 2022-04-09 at the Wayback Machine. Sign Systems Studies 47(3/4): 352–381.Gagliano, M.; et al. (2014). “Experience teaches plants to learn faster and forget slower in environments where it matters”. Oecologia. 175 (1): 63–72. Wood, D.C. (1988).

“Habituation in Stentor produced by mechanoreceptor channel modification”. Journal of Neuroscience. 8 (7): 2254–8. doi:10.1523/JNEUROSCI.08-07-02254.1988. PMC 6569508. PMID 3249223.

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New Research Shows Remote Work Essential For Caregivers

Work from home...Surface/Unsplash

Work from home jobs for caregivers have been on the rise in recent years, and for good reason. A recent study by Mother Honestly and Care.com found that 73% of caregivers use the time they save from working from home to care for their children, and 70% use it to spend more time with their partner or spouse.

This report shows that remote work can be vital for work-life balance, and employers must take note of these findings before deciding to eliminate remote work. Having helped 21 organizations as a consultant in implementing hybrid work, I talk to a few leaders every week about how to manage their workforce talent strategy. And inevitably, parents and other caregivers come into the picture.

One of the main benefits of work from home jobs for caregivers is that it levels the gender playing field. Traditionally, caregiving responsibilities have been shouldered by women, but the ability to work from home has made it easier for men to contribute to child care and household chores.

The study found that 47% of men with a child under 15 felt they could spend more time with their kids and better help out their partners. This is a significant shift and it means that more opportunities are opening up for women to slow down on the homefront and ramp up on the workfront.

Additionally, managers and caregivers are on the same page when it comes to remote work. The study found that 77% of managers and 76% of caregivers agree that remote work improves workers’ overall quality of life. This is a significant shift as it shows that remote work has finally proven itself after three years of uncertainty from leaders.

It’s important to note that remote work doesn’t have to have a downside. Many workers and leaders are worried about the threat remote work poses to career advancement. The study found that 58% of women and 64% of men say remote work limits their career, while 48% of managers believe showing up to the office equates to more advancement opportunities. However, if employers truly commit to implementing a flexible and inclusive workplace, remote work can be a win-win for both employees and employers.

One of the challenges that companies face when implementing remote work is cognitive biases. Attentional bias can play a role, as managers may only pay attention to the negative aspects of remote work and ignore the positive benefits, despite the new research about the benefits of remote work for caregivers.

Another cognitive bias that can impact companies is the status quo bias. This bias can lead managers to prefer the status quo, even when it’s not the best option. For example, a manager may prefer to keep their employees in the office, even though remote work would benefit both the employees and the company through helping caregivers stay at their jobs.

Functional fixedness is another cognitive bias that can impact the remote work discussion. Managers may view remote work as a fixed concept and may not consider different variations of remote work, such as a hybrid model, that may better suit the company’s needs and help to provide work-life balance for caregivers.

The empathy gap can also play a role in the remote work discussion. Managers may not be able to fully understand the challenges that caregivers face and may not fully appreciate the benefits of remote work for caregivers.

It’s important for employers to understand that remote work can level the gender playing field, with men stepping up more than ever before due to newfound flexibility. Remote work also improves workers’ overall quality of life and can be a win-win for both employees and employers if implemented correctly.

However, employers must also be aware of the potential downsides of remote work and how cognitive biases can impact their decision-making process. It’s essential to consider different variations of remote work, such as a hybrid model, that may better suit the company’s needs.

Additionally, employers must understand that remote work can also have a positive impact on the company’s bottom line. A recent study from Stanford found that companies that offer remote work options have lower turnover rates, which in turn can save the company money in recruitment and training costs.

Work from home jobs for caregivers are becoming increasingly important as the need for work-life balance becomes more pressing. Employers must take note of the benefits of remote work for caregivers, and be aware of the potential downsides and how cognitive biases can impact their decision-making process. By implementing a flexible and inclusive workplace, employers can reap the benefits of remote work for both employees and the company.

I help leaders use hybrid work to improve productivity and retention while cutting costs as the CEO of the boutique future-of-work consultancy Disaster

Source: New Research Shows Remote Work Essential For Caregivers

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Related contents:

New Research Shows Remote Work Essential For Caregivers Forbes

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Misophonia: How Sound Rage Destroys Relationships and Forces People To Move Home

Woman blocking ears with fingers Photograph: Jamie Grill/Getty Images/Tetra Images RF

Sent into apoplexy by whistling noses? Can’t bear the sound of people eating? You could be one of the many people affected by this potentially debilitating condition. As a teenager, I remember being moved almost to tears by the sound of a family member chewing muesli. A friend eating dumplings once forced me to flee the room.

The noises one former housemate makes when chomping popcorn mean I have declined their invitations to the cinema for nearly 20 years. I am not proud of myself for reacting like this – in fact, I am pretty embarrassed – but my responses feel unavoidable. It is probable that I have misophonia. According to a scientific paper published last year, so do 18% of people in the UK.

Otherwise known as “sound rage”, misophonia is “a decreased tolerance to certain sounds” says Jane Gregory, a clinical psychologist at the University of Oxford who co-authored the paper and counts herself among the 18%. Sound triggers are usually repetitive, she says. It is not about “the volume of the sound or necessarily the acoustic pattern”, but what it means to the observer.

Eating sounds are most commonly reported, closely followed by so-called throat sounds. (Gregory is driven spare by the sound of pigeons.) “Chewing, crunching, snorting, sniffing, throat clearing, nose whistling, heavy breathing,” rattles off Dr Zach Rosenthal, who runs the Centre for Misophonia and Emotion Regulation at Duke university in Durham, North Carolina. “These are all relatively ordinary everyday things that people need to do, but in people with misophonia they are experienced as highly aversive.”

That “aversive reaction” can take the form of physical changes such as increased muscle tension or heart rate, or emotional responses such as irritability, shame and anxiety. It brings on a fight, flight or even a freeze response where, according to Gregory, “you get a really strong adrenaline reaction and it tells you that you’re either in danger or you’re being violated”.

Only about 14% of the UK population are aware of misophonia, according to Gregory’s paper, a collaboration with King’s College London. Perhaps one of the reasons, she suggests, is simply that it is hard to talk about. “You are essentially telling someone: ‘The sound of you eating and breathing – the sounds of you keeping yourself alive – are repulsing me.’ It’s really hard to find a polite way to say that.”

Maybe the movie Tár will help: its protagonist, played by Cate Blanchett, has an extreme reaction to the sound of a metronome. Theories about how misophonia develops are exactly that. “A lot of people say they had always been a little bit sensitive to sound, but then they remember a certain time when it suddenly got a lot worse,” says Gregory. Rosenthal says it typically presents itself in late childhood or early teens and is often associated with family members.

“People ask me all the time: ‘Why my family? Why my parents?’” The explanation feels comfortingly logical: “You’re not blaming, you’re not judging – you were probably just around them the most.” You might have clocked a sibling eating baked beans, say, then once you have noticed it your brain begins to look out for it.

Rosenthal describes the whirlpool: “It starts to be aversive and then I pay more attention to it, and then the more attention I pay to it the more I notice it, and then the more I notice it the more aversive it becomes …”

The impact can be severe. Gregory knows of relationships that have ended over misophonia; she has encountered people who have moved several times to escape triggering neighbours. Others must pick careers based on where they can work without being bothered by sounds. “If you don’t get any respite from it, you can get desperate,” she says.

You get a really strong adrenaline reaction and it tells you that you’re either in danger or you’re being violated…Jane Gregory

Strategies might help, however, such as introducing background noise when eating. Gregory’s husband, who knows better than to eat Monster Munch at home, can tell if she is bothered by a sound, because she will suddenly call out: “Siri, play Taylor Swift!”

Sometimes the best option is to walk away. Gregory suggests then “slowing down your breathing, or just giving your mind a little job to do”, such as playing a game for a minute. By the time you re-enter the room, the sound might be gone, or you might feel better equipped, “because you know what’s coming”.

She also recommends “opposite action – this idea that sometimes the more we avoid something or block it out, the more harmful it feels to us. In CBT [cognitive behavioral therapy], we do the opposite of what you feel like doing.” In this vein, she tries to fight her instinct to glare at her husband, gazing adoringly at him instead: “It’s a way of tripping up your brain and saying: remember that you love this person, remember that you’re not actually in danger.”

I make a note to try this the next time I hear someone eating scrambled eggs.

By:

Source: Misophonia: how ‘sound rage’ destroys relationships and forces people to move home | Life and style | The Guardian

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Related contents:

“Familial misophonia or selective sound sensitivity syndrome : evidence for autosomal dominant inheritance?”. Brazilian Journal of Otorhinolaryngology. 84 (5): 553–559. doi:10.1016/j.bjorl.2017.06.014. PMC 9452240. PMID 28823694.Cavanna AE, Seri S (August 2015).

Misophonia: current perspectives”. Neuropsychiatric Disease and Treatment. 11: 2117–23. doi:10.2147/NDT.S81438. PMC 4547634. PMID 26316758.Swedo S, Baguley DM, Denys D, Dixon LJ, Erfanian M, Fioretti A, Jastreboff PJ, Kumar S, Rosenthal MZ, Rouw R, Schiller D (2021).

A Consensus Definition of Misophonia: Using a Delphi Process to Reach Expert Agreement”. medRxiv. doi:10.1101/2021.04.05.21254951. S2CID 233152520. Retrieved 11 April 2021.Brout JJ, Edelstein M, Erfanian M, Mannino M, Miller LJ, Rouw R, et al. (2018).

“Investigating Misophonia: A Review of the Empirical Literature, Clinical Implications, and a Research Agenda”. Frontiers in Neuroscience. 12: 36. doi:10.3389/fnins.2018.00036. PMC 5808324. PMID 29467604.

“Misophonia”. Tinnitus & Hyperacusis Center. Retrieved 8 October 2022.Freytas-Tamura, Kimiko de (3 February 2017).

“Misophonia Sufferers: Scientists May Have Found the Root of Your Pain”. The New York Times. Retrieved 6 October 2022.Jastreboff, Margaret M. Jastreboff,Pawel J.

“Hyperacusis”. AudiologyOnline. Retrieved 8 October 2022.Jastreboff MM, Jastreboff PJ (2001). “

Components of decreased sound tolerance : hyperacusis, misophonia, phonophobia” (PDF).Jastreboff, Margaret M.; Jastreboff, Pawel J. (1 November 2002).

“Decreased Sound Tolerance and Tinnitus Retraining Therapy (TRT)”. Australian and New Zealand Journal of Audiology. 24 (2): 74–84. doi:10.1375/audi.24.2.74.31105.Jastreboff MM, Jastreboff PJ (2001).

Components of decreased sound tolerance : hyperacusis, misophonia, phonophobia” (PDF).Tunç, Serhat; Başbuğ, Hamit Serdar (2 October 2017).

An extreme physical reaction in misophonia: stop smacking your mouth!”. Psychiatry and Clinical Psychopharmacology. 27 (4): 416–418. doi:10.1080/24750573.2017.1354656. ISSN 2475-0573. S2CID 148603011.Kumar S, Tansley-Hancock O, Sedley W, Winston JS, Callaghan MF, Allen M, et al. (February 2017).

The Brain Basis for Misophonia”. Current Biology. 27 (4): 527–533. doi:10.1016/j.cub.2016.12.048. PMC 5321671. PMID 28162895.Cartreine J (21 April 2017).

“Misophonia: When sounds really do make you “crazy””. Harvard Health Blog.Kumar S, Dheerendra P, Erfanian M, Benzaquén E, Sedley W, Gander PE, et al. (May 2021).

“The Motor Basis for Misophonia”. Journal of Neuroscience. 41 (26): 5762–5770. doi:10.1523/JNEUROSCI.0261-21.2021. PMC 8244967. PMID 34021042.Schröder A, Vulink N, Denys D (23 January 2013).

“Misophonia: diagnostic criteria for a new psychiatric disorder”. PLOS ONE. 8 (1): e54706. Bibcode:2013PLoSO…854706S. doi:10.1371/journal.pone.0054706. PMC 3553052. PMID 23372758.Rouw R, Erfanian M (March 2018).

“A Large-Scale Study of Misophonia”. Journal of Clinical Psychology. 74 (3): 453–479. doi:10.1002/jclp.22500. hdl:11245.1/c9c45e84-3c70-407e-aa2f-782ccdb79791. PMID 28561277.

“ASMR and Misophonia: Sounds-Crazy!”. Science in our world: certainty and controversy. Pennsylvania State University. 16 September 2015.Higa K (11 June 2015).

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The Psychology of Emotional and Cognitive Empathy

© Shutterstock.com/Monkey Business Images

The study of empathy is an ongoing area of major interest for psychologists and neuroscientists in many fields, with new research appearing regularly. Empathy is a broad concept that refers to the cognitive and emotional reactions of an individual to the observed experiences of another. Having empathy increases the likelihood of helping others and showing compassion.

“Empathy is a building block of morality—for people to follow the Golden Rule, it helps if they can put themselves in someone else’s shoes,” according to the Greater Good Science Center, a research institute that studies the psychology, sociology, and neuroscience of well-being. “It is also a key ingredient of successful relationships because it helps us understand the perspectives, needs, and intentions of others.”

Though they may seem similar, there is a clear distinction between empathy and sympathy. According to Hodges and Myers in the Encyclopedia of Social Psychology, “Empathy is often defined as understanding another person’s experience by imagining oneself in that other person’s situation:

One understands the other person’s experience as if it were being experienced by the self, but without the self actually experiencing it. A distinction is maintained between self and other. Sympathy, in contrast, involves the experience of being moved by, or responding in tune with, another person.”

Emotional and Cognitive Empathy

Researchers distinguish between two types of empathy. Especially in social psychology, empathy can be categorized as an emotional or cognitive response. Emotional empathy consists of three separate components, Hodges and Myers say. “The first is feeling the same emotion as another person …

The second component, personal distress, refers to one’s own feelings of distress in response to perceiving another’s plight … The third emotional component, feeling compassion for another person, is the one most frequently associated with the study of empathy in psychology,” they explain.

It is important to note that feelings of distress associated with emotional empathy don’t necessarily mirror the emotions of the other person. Hodges and Myers note that, while empathetic people feel distress when someone falls, they aren’t in the same physical pain. This type of empathy is especially relevant when it comes to discussions of compassionate human behavior. There is a positive correlation between feeling empathic concern and being willing to help others.

“Many of the most noble examples of human behavior, including aiding strangers and stigmatized people, are thought to have empathic roots,” according to Hodges and Myers. Debate remains concerning whether the impulse to help is based in altruism or self-interest. The second type of empathy is cognitive empathy. This refers to how well an individual can perceive and understand the emotions of another.

Cognitive empathy, also known as empathic accuracy, involves “having more complete and accurate knowledge about the contents of another person’s mind, including how the person feels,” Hodges and Myers say. Cognitive empathy is more like a skill: Humans learn to recognize and understand others’ emotional state as a way to process emotions and behavior. While it’s not clear exactly how humans experience empathy, there is a growing body of research on the topic.

How Do We Empathize?

Experts in the field of social neuroscience have developed two theories in an attempt to gain a better understanding of empathy. The first, Simulation Theory, “proposes that empathy is possible because when we see another person experiencing an emotion, we ‘simulate’ or represent that same emotion in ourselves so we can know firsthand what it feels like,” according to Psychology Today.

There is a biological component to this theory as well. Scientists have discovered preliminary evidence of “mirror neurons” that fire when humans observe and experience emotion. There are also “parts of the brain in the medial prefrontal cortex (responsible for higher-level kinds of thought) that show overlap of activation for both self-focused and other-focused thoughts and judgments,” the same article explains.

Some experts believe the other scientific explanation of empathy is in complete opposition to Simulation Theory. It’s Theory of Mind, the ability to “understand what another person is thinking and feeling based on rules for how one should think or feel,” Psychology Today says.

This theory suggests that humans can use cognitive thought processes to explain the mental state of others. By developing theories about human behavior, individuals can predict or explain others’ actions, according to this theory.

While there is no clear consensus, it’s likely that empathy involves multiple processes that incorporate both automatic, emotional responses and learned conceptual reasoning. Depending on context and situation, one or both empathetic responses may be triggered.

Cultivating Empathy

Empathy seems to arise over time as part of human development, and it also has roots in evolution. In fact, “Elementary forms of empathy have been observed in our primate relatives, in dogs, and even in rats,” the Greater Good Science Center says. From a developmental perspective, humans begin exhibiting signs of empathy in social interactions during the second and third years of life.

According to Jean Decety’s article “The Neurodevelopment of Empathy in Humans,” “There is compelling evidence that prosocial behaviors such as altruistic helping emerge early in childhood. Infants as young as 12 months of age begin to comfort victims of distress, and 14- to 18-month-old children display spontaneous, unrewarded helping behaviors.”

While both environmental and genetic influences shape a person’s ability to empathize, we tend to have the same level of empathy throughout our lives, with no age-related decline. According to “Empathy Across the Adult Lifespan: Longitudinal and Experience-Sampling Findings,” “Independent of age, empathy was associated with a positive well-being and interaction profile.” And it’s true that we likely feel empathy due to evolutionary advantage:

“Empathy probably evolved in the context of the parental care that characterizes all mammals. Signaling their state through smiling and crying, human infants urge their caregiver to take action … females who responded to their offspring’s needs out-reproduced those who were cold and distant,” according to the Greater Good Science Center. This may explain gender differences in human empathy.

This suggests we have a natural predisposition to developing empathy. However, social and cultural factors strongly influence where, how, and to whom it is expressed. Empathy is something we develop over time and in relationship to our social environment, finally becoming “such a complex response that it is hard to recognize its origin in simpler responses, such as body mimicry and emotional contagion,” the same source says.

Psychology and Empathy

In the field of psychology, empathy is a central concept. From a mental health perspective, those who have high levels of empathy are more likely to function well in society, reporting “larger social circles and more satisfying relationships,” according to Good Therapy, an online association of mental health professionals. Empathy is vital in building successful interpersonal relationships of all types, in the family unit, workplace, and beyond.

Lack of empathy, therefore, is one indication of conditions like antisocial personality disorder and narcissistic personality disorder.In addition, for mental health professionals such as therapists, having empathy for clients is an important part of successful treatment. “Therapists who are highly empathetic can help people in treatment face past experiences and obtain a greater understanding of both the experience and feelings surrounding it,” Good Therapy explains.

Exploring Empathy

Empathy plays a crucial role in human, social, and psychological interaction during all stages of life. Consequently, the study of empathy is an ongoing area of major interest for psychologists and neuroscientists in many fields, with new research appearing regularly. Lesley University’s online bachelor’s degree in Psychology gives students the opportunity to study the field of human interaction within the broader spectrum of psychology.

Source: The Psychology of Emotional and Cognitive Empathy | Lesley University

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Related contents:

 Online Etymology Dictionary.ἐμπάθεια. Liddell, Henry George; Scott, Robert; A Greek–English Lexicon at the Perseus Project.Elizabeth A. Segal, et al. Assessing Empathy (2017), chapter 1Titchener EB (2014).

“Introspection and empath” (PDF). Dialogues in Philosophy, Mental and Neuro Sciences. 7: 25–30. Archived from the original (PDF) on July 26, 2014.Gallese V (2003). “The roots of empathy: the shared manifold hypothesis and the neural basis of intersubjectivity”.

“Regulating the costs of empathy: the price of being human” (PDF). The Journal of Socio-Economics. 30 (5): 437–52. doi:10.1016/S1053-5357(01)00112-3.Rathje, Steve; Hackel, Leor; Zaki, Jamil (July 2021).

Attending live theatre improves empathy, changes attitudes, and leads to pro-social behavior”. Journal of Experimental Social Psychology. 95: 104138. doi:10.1016/j.jesp.2021.104138. S2CID 233549299.Schwartz W (2002).

From passivity to competence: a conceptualization of knowledge, skill, tolerance, and empathy”. Psychiatry. 65 (4): 339–45. oi:10.1521/psyc.65.4.338.20239. PMID 12530337. S2CID 35496086.SMeltzoff AN, Decety J (March 2003).

What imitation tells us about social cognition: a rapprochement between developmental psychology and cognitive neuroscience”. Philosophical Transactions of the Royal Society of London. Series B, Biological Sciences.Gu, Jenny; Cavanagh, Kate; Baer, Ruth; Strauss, Clara (February 17, 2017).

An empirical examination of the factor structure of compassion”. PLOS ONE. 12 (2): e0172471. Bibcode:2017PLoSO..1272471G. doi:10.1371/journal.pone.0172471. PMC 5315311. PMID 28212391.Batson CD (2009). “These things called empathy: Eight related but distinct phenomena.”. In Decety J, Ickes W (eds.).

The Social Neuroscience of Empathy. Cambridge: MIT Press. pp. 3–15. ISBN 9780262012973.Coplan, Amy (September 2011). “Will the real empathy please stand up? A case for a narrow conceptualization”. The Southern Journal of Philosophy. 49: 40–65. doi:10.1111/j.2041-6962.2011.00056.x.Hatfield E, Cacioppo JL, Rapson RL (1993).

Emotional contagion” (PDF). Current Directions in Psychological Science. 2 (3): 96–99. doi:10.1111/1467-8721.ep10770953. S2CID 220533081. Archived from the original (PDF) on November 19, 2012.Rogers K, Dziobek I, Hassenstab J, Wolf OT, Convit A (April 2007).

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WebCop  https://jvz4.com/c/202927/378683/
Webinarkit   https://jvz3.com/c/202927/383937/
Webprimo   https://jvz1.com/c/202927/379455/
WordPress Mastery   https://jvz1.com/c/202927/386249/
WowBackgraounds   https://jvz2.com/c/202927/381556/
WP GDPR    https://jvz8.com/c/202927/299907
WP Simulator    https://jvz3.com/c/202927/46987/
Writer Arc   https://jvz1.com/c/202927/386602/
writing job   https://jvz8.com/c/202927/213027
XBrain Forex   https://jvz3.com/c/202927/372305/
XFUNNELS   https://jvz2.com/c/202927/310335
Xinemax  https://jvz1.com/c/202927/381749/
YoDrive   https://jvz2.com/c/202927/384700/
YoSeller   https://jvz4.com/c/202927/387544/
Your 3DPal   https://jvz2.com/c/202927/381685/
YTSuite   https://jvzoo.com/c/202927/381179
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