Train Your Brain to Remember Anything You Learn With This Simple, 20-Minute Habit

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Not too long ago, a colleague and I were lamenting the process of growing older and the inevitable increasing difficulty of remembering things we want to remember. That becomes particularly annoying when you attend a conference or a learning seminar and find yourself forgetting the entire session just days later.

But then my colleague told me about the Ebbinghaus Forgetting Curve, a 100-year-old formula developed by German psychologist Hermann Ebbinghaus, who pioneered the experimental study of memory. The psychologist’s work has resurfaced and has been making its way around college campuses as a tool to help students remember lecture material.

For example, the University of Waterloo explains the curve and how to use it on the Campus Wellness website. I teach at Indiana University and a student mentioned it to me in class as a study aid he uses. Intrigued, I tried it out too–more on that in a moment. The Forgetting Curve describes how we retain or lose information that we take in, using a one-hour lecture as the basis of the model.

The curve is at its highest point (the most information retained) right after the one-hour lecture. One day after the lecture, if you’ve done nothing with the material, you’ll have lost between 50 and 80 percent of it from your memory.

By day seven, that erodes to about 10 percent retained, and by day 30, the information is virtually gone (only 2-3 percent retained). After this, without any intervention, you’ll likely need to relearn the material from scratch. Sounds about right from my experience. But here comes the amazing part–how easily you can train your brain to reverse the curve.

With just 20 minutes of work, you’ll retain almost all of what you learned.

This is possible through the practice of what’s called spaced intervals, where you revisit and reprocess the same material, but in a very specific pattern. Doing so means it takes you less and less time to retrieve the information from your long-term memory when you need it. Here’s where the 20 minutes and very specifically spaced intervals come in.

Ebbinghaus’s formula calls for you to spend 10 minutes reviewing the material within 24 hours of having received it (that will raise the curve back up to almost 100 percent retained again). Seven days later, spend five minutes to “reactivate” the same material and raise the curve up again. By day 30, your brain needs only two to four minutes to completely “reactivate” the same material, again raising the curve back up.

Thus, a total of 20 minutes invested in review at specific intervals and, voila, a month later you have fantastic retention of that interesting seminar. After that, monthly brush-ups of just a few minutes will help you keep the material fresh.

Here’s what happened when I tried it.

I put the specific formula to the test. I keynoted at a conference and was also able to take in two other one-hour keynotes at the conference. For one of the keynotes, I took no notes, and sure enough, just shy of a month later I can barely remember any of it.

For the second keynote, I took copious notes and followed the spaced interval formula. A month later, by golly, I remember virtually all of the material. And in case if you’re wondering, both talks were equally interesting to me–the difference was the reversal of Ebbinghaus’ Forgetting Curve.

So the bottom line here is if you want to remember what you learned from an interesting seminar or session, don’t take a “cram for the exam” approach when you want to use the info. That might have worked in college (although Waterloo University specifically advises against cramming, encouraging students to follow the aforementioned approach).

Instead, invest the 20 minutes (in spaced-out intervals), so that a month later it’s all still there in the old noggin. Now that approach is really using your head. Science has proven that reading can enhance your cognitive function, develop your language skills, and increase your attention span.

Plus, not only does the act of reading train your brain for success, but you’ll also learn new things! The founder of Microsoft, Bill Gates, said, “Reading is still the main way that I both learn new things and test my understanding.”

By: Scott Mautz

Source: Train Your Brain to Remember Anything

Source: Train Your Brain to Remember Anything You Learn With This Simple, 20-Minute Habit

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How To Deal With Weaponized Incompetence at Work

Photo: fizkes (Shutterstock)

We’ve all dealt with co-workers who are bad at their jobs, but very good at making their incompetence your problem—from the boss who over-promises, (only to expect you to do all of the work) to the co-worker who can’t quite do their job, (but is all too happy to pass their work off to you).

This habit of feigning incompetence at a task, so as to make it someone else’s responsibility, is called “weaponized incompetence,” and can show up at work in a number of different ways. Sometimes the co-worker may be genuinely incompetent; other times, they are capable of doing the work—they just don’t care to. Either way, their refusal or inability to do the work properly ends up becoming your problem as you are blamed for their failures or forced to take on work they will then take credit for.

How to recognize (and deal with) a boss’s weaponized incompetence

One major sign of weaponized incompetence in a boss is when they seem clueless about what it actually takes to finish a project. They might assume a particular a task takes 2 hours to complete, rather than the more realistic 12 hours. Or they don’t having a good sense of what their employee’s workload actually looks like.

For some bosses, this cluelessness may be genuine. For others, this incompetence is strategic, as they’ve learned they can make a whole bunch of big promises, the hard work of which will get passed off to their employees, who then have to scramble to get the job done, which the boss will get credit for pulling off, when in reality, they offered very little support.

“A lot of leaders get this way because organizations encourage this and reward it,” said Tessa West, a social psychologist at NYU and author of the book Jerks at Work: Toxic Coworkers and What to Do About Them.

This then turns into a self-repeating cycle, where the incompetent boss will make promises, force their employees to carry it out without offering much support, and then reap the rewards of their accomplishments, counting on the fact that they’ll be promoted into a different group before higher-ups realize just how little they did.

“The higher and more powerful someone is, the easier it is for them to get away with not doing what they should, often because they don’t want to do it and know that they can get away with it,” said Daphne Jones, a breakthrough career coach and author of the book Win When They Say You Won’t.

There is strength in numbers when dealing with a boss like this: “Their kryptonite is having their targets discover each other,” West said. If people can get together and show a pattern of incompetence, it’s easier to show upper management what is really going on, and how it is affecting productivity. “Widespread problems are scarier to a boss than one-off conflicts between two people,” West said.

How to recognize (and deal with) a co-worker’s weaponized incompetence

Similarly, if a co-worker can’t (or won’t) carry out a number of tasks that would be expected of them, given their position, that is a red flag. “In certain positions, people are expected to have certain broad or specific capabilities and competencies,” Jones said. “If you have them, your coworker likely should, too.”

If they don’t have these skills, they could either be in an ill-fitting role or their incompetence could be their way of passing off these responsibilities to others. When it comes to dealing with co-workers like these, Jones recommends assuming good intentions, but to try and find a way to address the situation, either with your co-worker or with your boss. “It starts with good communication,” she said.

If your relationship with the co-worker is good, you can try asking them if they are aware of any blind spots they might have. If not, it can help to bring up your contributions with your boss, as a way of ensuring that you are receiving proper acknowledgment for your work. “Let [your boss] know in a matter-of-fact way, not as a complaint, of the status of your project achievements and also how you assisted the other person who has deployed weaponized incompetence,” Jones said.

Source: How to Deal With ‘Weaponized Incompetence’ at Work

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Critics By

Incompetence means different things to different people, but generally it denotes the inability to do a job to a satisfactory standard. If an employee completes a task on time, without errors and the way he was asked to do the work, the employee is considered competent. If the final product goes beyond what was asked of the employee, the employee is more than competent. Signs of an incompetent employee include work being submitted late, over budget, with errors or requiring considerable help from others.

Simple Laziness

A common cause of incompetence is laziness, which can lead to errors, lateness and other problems. Not double checking your work is an example of incompetence, since anyone can do that. If you include typos in written communication, these can lead to making your company look unprofessional or can cause other departments to make mistakes. Not bothering to check the status of a project you are managing or not asking for commitments in writing are other examples of sloppiness and carelessness, since you can easily do these.

Poor Communication

Just because you give someone instructions doesn’t mean you’ve done your job, says India Employer Forum. Signs of an incompetent manager include a trail of incompetent employees. A competent employee asks coworkers or clients if they received the message, if they understand it and if they can meet the request.

Waiting until deadline to learn that a project won’t be delivered is another form of incompetence – you should check in with key stakeholders during the course of a project to evaluate its status. If you are not able to properly and clearly communicate your thoughts or your superiors’ instructions to others, leading to problems at work, you are not competent to work with others, no matter how good your intentions.

Lack of People Skills

Companies need to attract and retain customers and employees to stay in business. Examples of incompetence at work due to a lack of people skills include being tactless, overbearing, rude, unclear, upset or not inspiring confidence in the people with whom you work. Driving away a key employee because you only point out his faults and never praise him is an example of managerial incompetence. Trying to acquire a potential customer by telling her she is doing something wrong and making her feel stupid is another example of incompetence.

Lack of Training

Through no fault of your own, you may be given a task for which you have no training or experience. For example, an excellent salesperson can be promoted to a sales manager position, coordinating the activities of the sales department. If that person has no experience creating departmental budgets, setting sales goals, determining prices based on a company’s costs and the market demand and supply, designing commission plans, developing sales materials and otherwise operating as a manager, he could fail. According to Russell HR Consulting, training is one of the main causes of incompetence in the workplace.

Related contents:

“Pharmacists, nurses and physios to ease GP fit note burden from next month”. Pulse. 9 June 2022. Retrieved 25 July 2022. Rajeev Syal (8 January 2016). “Maximus miss fitness-to-work test targets despite spiralling costs”. The Guardian. Retrieved 14 January 2018.

Litchfield, Paul (December 2013). “An Independent Review of the Work Capability Assessment – year four” (RTF). publishing.service.gov.uk. London: The Stationery Office. Retrieved 27 December 2018.“ESA – descriptors to determine whether you have ‘Limited Capability for Work’ – Sense”. sense.org.uk. Retrieved 26 October 2015.

“Benefits rules changed for terminally ill claimants”. BBC News. 10 March 2022.“Employment and Support Allowance (ESA)”. gov.uk. “Work Capability Assessment independent review – year 5 – Publications”. gov.uk. Retrieved 11 September 2015.

“Employment and Support Allowance: outcomes of Work Capability Assessments, Britain” (PDF). September 2015. Archived from the original (PDF) on 25 September 2015. “ESA: WCAs, mandatory reconsiderations and appeals” (PDF). gov.uk. 8 December 2016. Editorial (23 November 2008). “The benefits of welfare reform outweigh the risks”. The Guardian. Retrieved 30 August 2015.

“A guide to Incapacity Benefit – The Personal Capability Assessment” (PDF). Jobcentre Plus. Retrieved 7 January 2016. McCue, Andy (16 March 2005). “Atos Origin wins £500m government BPO deal”. silicon.com. CBS Interactive. Archived from the original on 3 April 2012. Editorial (23 November 2008). “The benefits of welfare reform outweigh the risks”. The Guardian.

“Raising expectations and increasing support: reforming welfare for the future” (PDF). DWP. December 2008. “ESA Amendment Regulations” (PDF). March 2011. “David Cameron warns of a new ‘age of austerity'”. The Guardian. 26 April 2009.

“The Coalition: our programme for government” (PDF). “Mental Function Champions « Atos Healthcare blog”. atoshealthcare.com. Retrieved 14 September 2015. “Government response to the WCA independent review – year two” (PDF). “ESA and UC: changes to the WCA”. gov.uk. 29 September 2017.

Williams, Helen (8 February 2001). “Maintaining a harassment-free workplace: APC”. apsc.gov.au. Australian Public Service Commission. Archived from the original on 28 March 2012. Tehrani, Noreen (August 2004). “Bullying: a source of chronic post traumatic stress?”. British Journal of Guidance & Counselling. 32 (3): 357–366. doi:10.1080/03069880410001727567.

Rokonuzzaman, Md.; Rahman, M M (2011). “Workplace Harassment and Productivity: A Comprehensive Role of Strategic Leadership”. Journal of General Education. 1 (Dec): 41–50. ISSN: 2223-4543. PDF

Productivity Commission, “Psychosocial hazards”, in Productivity Commission (ed.), Performance Benchmarking of Australian Business Regulation: Occupational Health and Safety (PDF), Government of Australia, archived from the original (PDF) on March 7, 2014 Landau, Philip (2017-03-29). “Bullying at work: your legal rights”. The Guardian. Retrieved 2018-10-08.

Lewis, Jacqueline; Coursol, Diane; Wahl, Kay Herting (September 2002). “Addressing issues of workplace harassment: counseling the targets”. Journal of Employment Counseling. 39 (3): 109–116. doi:10.1002/j.2161-1920.2002.tb00842.x. Text.

Brooks, Rosa Ehrenreich (1999). “Dignity and discrimination: toward a pluralistic understanding of workplace harassment”. Georgetown Law Journal. 88 (1): 14–20. Pdf. Ezer, Marius; Ezer, Oana Florentina (November 2012). “Workplace harassment, mobbing phenomenon”. Perspectives of Business Law Journal. 1 (1): 298–304. Pdf.

U.S. Department of Labor. “What do I need to know about – workplace harassment”. dol.gov. U.S. federal government. Retrieved March 17, 2015. Layden, Dianne R. (1996), “Violence, the emotionally enraged employee, and the workplace: managerial considerations”, in Curry, Renée R.; Allison, Terry L. (eds.), States of rage: emotional eruption, violence and social change, New York, New York: New York University Press, pp. 48–49, ISBN 9780814715307.

Williams, Christine L.; Giuffre, Patti A.; Dellinger, Kirsten (1999). “Sexuality in the workplace: organizational control, sexual harassment, and the pursuit of pleasure”. Annual Review of Sociology. 25: 73–93. doi:10.1146/annurev.soc.25.1.73. JSTOR 223498.

Fitzgerald, Louise F. (October 1993). “Sexual harassment: violence against women in the workplace”. American Psychologist. 48 (10): 1070–1076. doi:10.1037/0003-066X.48.10.1070. LeBlanc, Manon Mireille; Kelloway, E. Kevin (June 2002). “Predictors and outcomes of workplace violence and aggression”. Journal of Applied Psychology. 87 (3): 444–453. doi:10.1037/0021-9010.87.3.444. PMID 12090602.

Neuman, Joel H.; Baron, Robert A. (June 1998). “Workplace violence and workplace aggression: evidence concerning specific forms, potential causes, and preferred targets”. Journal of Management. 24 (3): 391–419. doi:10.1177/014920639802400305. Pdf.

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5 Ways to Learn New Skills Effectively

Learning a new skill can be one of the most satisfying things you can do to grow. Learning a new skill is not just a financially smart decision, but it is also good for your mental health. When you learn new skills, you feel more powerful. New neural connections are formed in your brain when you learn something new. The best way to change your life is to change your mind. And learning new skills is the best way to change your mind, literally.

When the normal routine of life makes your life dull, having entertainment alone is not enough to recharge yourself. Entertainment can be good for a weekend — but if you do not learn anything new for years, you will start hating your work.

The traditional system of education expects us to finish school and college and then work for the rest of our lives. That strategy might have worked 30 years back as the world was slowly moving towards the information age. It is not going to work anymore. To thrive in this day and age, learning has to become a habit and continuous up-gradation of skills is required to stay relevant and competitive.

One of the biggest challenges in learning after school and college is that the learning journey becomes lonely. If you are trying to learn from a book or an online course with a set of video tutorials, your learning can become quite stressful. Students learn best when they are energetic and happy. And the only way to feel energetic and happy during your learning journey is to be part of a community that has the same learning goals as yours.

1. Sign up for a cohort-based online course

Many online courses nowadays are cohort-based, and cohort-based online courses usually have a community around them. Being part of a community can impact your learning journey in very subtle ways that are not obvious. Remember, you are the average of the five people around you.

If you are part of a learning community where you see other students have similar goals such as yours and if you see that they are making progress with their professional journey, you are highly likely to grow along with them. You will have a positive pressure to achieve results.

Related: Why Remote Learning is an Avenue That is Worth Exploring

2. Sign up for a mastermind program

After the completion of the online course, you can think about becoming part of a mastermind community where the learning journey continues beyond the course duration. A mastermind community is usually led by a mentor, and you will have the best of the best students as part of the community.

Mastermind community memberships usually come at a premium, but it is worth the premium because the ideas that you get from the community for your career and business will be well worth the price.

3. Start blogging about what you’ve learned

To make sure that you do not forget what you learn, take notes and write about what you have learned in your blog. Writing organizes your thought process and it is one of the best ways to remember.

If you write in a public blog, you can also build your brand at the same time and may even start having some subscribers who want to copy your notes. A lot of digital mentors have built their following because they started taking their notes in public.

Related: 4 Tips for Finding Your Profitable Blogging Niche

4. Implement your learning

You also have to make sure that you implement what you learn. Implementation is very important because when you implement your leaningsconcepts

perspectives

onlinecourses

and get results, you are going to have validated learning. Validating what you have learned will make sure that the concepts you are trying to learn will go from information to understanding.

Once you understand something new, you will feel powerful and your perspective will expand. Once your perspective has expanded to new horizons, you will never be able to get back to your original state of thinking.

Also, implementing what you have learned gives you a project in hand. You get hired for what you can do, not what you know. Online course certificates usually prove that the student knows something, but not that they can do something. When you do a project, the project proves that you can do something. And who knows — the project can become a side hustle and may even become a business someday.

5. Become a digital mentor and teach

And finally, start teaching what you have learned to your followers. If you are already blogging and blogging about what you know, you will have an audience. Create a smaller mastermind group where you are the mentor and help your students. This will mostly happen online. You are effectively becoming a digital mentor for your students. Teaching is one of the best ways to learn, because it forces you to simplify the concepts you already have in your mind.

Related: How VR Will Accelerate Talent Learning and Development

Deepak Kanakaraju

By: Deepak Kanakaraju / Entrepreneur Leadership Network Contributor

Source: 5 Ways to Learn New Skills Effectively

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