Four Ways To Shift Automation From Tactical To Transformative

Intelligent Automation: From Tactical to the Transformative..Cognizant

Organizations must transcend piecemeal approaches to business reinvention and design processes around people — customers, employees, partners, suppliers — tightly linked from the front to the back office, advises Girish Pai, who leads Cognizant’s Intelligent Process Automation practice.

“Going digital” has long been touted as a silver bullet for delivering better customer experiences and streamlining processes. Automation has become the go-to approach for solving immediate pain points, mainly in the form of tactically deploying one-off robotic process automation (RPA) initiatives to make our jobs a little easier and/or more efficient.

While achieving short-term gains, this piecemeal approach to process reinvention creates complexity due to disconnected strategies, siloed pilot projects and an incohesive technology strategy, among other factors. More importantly, it complicates businesses’ ability to adapt and inject fluidity into operations — characteristics crucial for delivering the future of work right now.

Old ways of thinking about automation just won’t cut it anymore, and the decentralized business world emerging from the pandemic has increased the pressure to deliver. However, we’re finding that businesses are overwhelmingly ill-prepared for this journey. According to our research, 60% of companies have implemented or piloted automation technology, but only a tiny minority (8%) have said they’ve achieved automation at scale.

To unlock new value, opportunities and growth, organizations need to focus on the “why” of automation to achieve business results. They need to design processes around people — customers, employees, partners, suppliers — fused together from the front-office to the back-office, across all functions. Here’s how.

Anchor end-to-end process redesign to business outcomes and ensure scalability.

Organizations typically approach automation by looking for opportunities to increase speed or take complex manual tasks off their hands. It seems logical — but if they’re automating processes that just don’t work, they’re merely automating inefficiency. As customer journeys become more complex and competitors accelerate innovation, it becomes even more important to exert strategic oversight into automation initiatives.

End-to-end process change doesn’t work when organizations focus arbitrarily on finding opportunities for automation. They should first determine their overall business goals, identify inefficiencies in existing processes and then create automated systems that can scale.

To succeed, they need to weave together people, processes, experiences, data insights, intelligence and technology via an automation fabric that masks complexity from users, simplifies orchestration, brings together disparate emerging technologies such as machine learning, natural language processing and intelligent document processing, and drives adoption and collaboration.

We recently worked with a healthcare provider to reduce its claims denial rate and improve net collections. We used process mining tools to identify bottlenecks and process issues, then ran possible intervention simulations to build a business case for business change. This allowed us to create a strategic blueprint for implementing process changes, automation, monitoring and people enablement.

Using RPA, optical character recognition (OCR) and artificial intelligence/machine learning (AI/ML) technologies, we were able to reduce the claims denial rate from 17% to 12% and improve net collections from 23% to 30%. Because automation was deployed strategically instead of tactically, the processes behind the technology are efficient and will remain stable through growth periods.

Take a people-first approach.

As businesses adjust to a digital culture, they need to prioritize the human beings working alongside software and bots (i.e., digital workers). A one-size-fits-all approach to education and upskilling doesn’t work with a multigenerational and distributed workforce. Creating a people-first automation plan requires accommodations for skill level, comfort with technology and the state of innovation.

We worked with a claims processing organization to help it navigate this type of culture change. By analyzing the day-to-day challenges and dependencies of users, we created a customized training program that showcases how technology can reduce effort and improve decision-making. We prioritized initiatives based on ease of implementation and scaled them as technology understanding improved.

By prioritizing the needs of the workforce as new technology is deployed, the business will not only enhance time-to-adoption but also create a better customer experience through skilled employees, more efficient claims handling, greater cost savings from reduced penalties and more resilient operations.

Use modern technology to create modern experiences.

Digital is enabling companies to break traditional industry boundaries, introducing supportive and complementary offerings that create seamless purchasing environments for customers. But in doing so, they’re no longer just delivering products — they’re delivering experiences.

This means that back-office metric optimization can no longer be disassociated from front-office customer interaction and overall process change. The customer experience must be at the core of how processes are managed.

One leading medical device company struggled to educate customers on the features of its new devices. Because users’ health was involved, the company needed access to accurate information as quickly as possible. After reviewing patient, caregiver, payer and supplier personas and journeys, we helped create a blueprint for simplifying the interaction across ecosystem touchpoints.

We introduced chatbots, remote monitoring and AI-based patient safety services. By centering decisions around customer needs and expectations, the company was able to create a seamless user experience that reduces friction.

Guide widespread digitization with high-level strategy.

Automation is becoming more pervasive in enterprises. Low-code automation tools are rapidly entering the market, making it easier than ever to create digitally connected ways of working.

The key is to empower those closest to the process challenges with design and execution guide rails to holistically integrate and optimize disparate technologies as they learn, build and scale experiences and process transformation rapidly.

While the growing accessibility of automation offers a panoply of process optimization opportunities, the ease of use of low-code automation should not override the need for high-level strategic planning. To truly power customer-driven business decisions, organizations need data — and lots of it.

If departments within your organization are approaching automation independently, data can quickly become trapped in siloes — making it impossible to efficiently gather the insights required to eliminate friction points.

Never lose sight of the “why” in automation

As process digitization evolves, it will become even more important to understand the “why” — not just the “what” — behind automation initiatives. Efficient process digitization requires a balancing act between effective technology adoption and enterprise-wide oversight.

By taking a fused, end-to-end automation approach, businesses can cut across siloes and enable data to flow freely between departments, creating an opportunity to thrive through better decision-making, reduced costs and greater business innovation.

To learn more visit the Intelligent Process Automation section of our website or contact us.

Girish Pai is a seasoned digital and transformation leader with over two decades

Source: Four Ways To Shift Automation From Tactical To Transformative

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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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Why Asking For Advice Is More Effective Than Asking For Feedback

Jorg Greuel/Getty Images

Across four experiments — including a field experiment conducted in an executive education classroom — researchers found that people received more effective input when they asked for advice rather than feedback. You just gave a great first pitch to a major client and landed an invitation to pitch to their senior leaders. Now you want a second opinion on your presentation to see if there’s anything you can improve. What do you do?

Conventional wisdom says you should ask your colleagues for feedback. However, research suggests that feedback often has no (or even a negative) impact on our performance. This is because the feedback we receive is often too vague — it fails to highlight what we can improve on or how to improve.

Our research suggests a better approach. Across four experiments — including a field experiment conducted in an executive education classroom — we found that people received more effective input when they asked for advice rather than feedback.

In one study, we asked 200 people to offer input on a job application letter for a tutoring position, written by one of their peers. Some people were asked to provide this input in the form of “feedback,” while others were asked to provide “advice.” Those who provided feedback tended to give vague, generally praising comments. For example, one reviewer who was asked to give feedback made the following comment:

“This person seems to meet quite a few of the requirements. They have experience with kids, and the proper skills to teach someone else. Overall, they seem like a reasonable applicant.”

However, when asked to give advice on the same application letter, people offered more critical and actionable input. One reviewer noted more specific action items: “I would add in your previous experience tutoring or similar interactions with children. Describe your tutoring style and why you chose it. Add what your ultimate end goal would be for an average 7 year old.”

In fact, compared to those asked to give feedback, those asked to provide “advice” suggested 34% more areas of improvement and 56% more ways to improve. In another study, we asked 194 full-time employees in the U.S. to describe a colleague’s performance on a recent work task. These tasks ranged from “putting labels on items” to “creating new marketing strategies.” Then, we asked employees to give feedback or advice on the work performance they just described.

Once again, those who were asked to provide feedback gave less critical and actionable input (e.g. one wrote, “They gave a very good performance without any complaints related to his work”) than those asked to provide advice (e.g. one wrote, “In the future, I suggest checking in with our executive officers more frequently. During the event, please walk around, and be present to make sure people see you”).

We further replicated these findings in a field experiment using instructor evaluations. In an end-of-course evaluation, we asked 70+ executive education students from around the world to provide either feedback or advice to their instructors. Again, advice more frequently contained detailed explanations of what worked and what didn’t, such as: “I loved the cases.

But I would have preferred concentrating more time on learning specific tools that would help improve the negotiation skills of the participants.” Feedback, in contrast, often included generalities, such as “This faculty’s content and style of teaching was very good.”

Why is asking for advice more effective than asking for feedback? As it turns out, feedback is often associated with evaluation. At school, we receive feedback with letter grades. When we enter the workforce, we receive feedback with our performance evaluations. Because of this link between feedback and evaluation, when people are asked to provide feedback, they often focus on judging others’ performance; they think more about how others performed in the past.

This makes it harder to imagine someone’s future and possibly better performance. As a result, feedback givers end up providing less critical and actionable input. In contrast, when asked to provide advice, people focus less on evaluation and more on possible future actions. Whereas the past is unchangeable, the future is full of possibilities. So, if you ask someone for advice, they will be more likely to think forward to future opportunities to improve rather than backwards to the things you have done, which you can no longer change.

To document this effect, we ran another study that was very similar to our first. In this experiment, we again asked hundreds of people to provide feedback or advice on a peer’s job application. But this time, we also asked feedback providers to shift their focus toward “developing the writer.” When removed from an evaluation mindset, by focusing more on developing the recipient, feedback providers were just as critical and actionable in their input as advice providers.

Is asking for feedback always a worse strategy than asking for advice? Not necessarily.

Sometimes soliciting feedback may be more beneficial. People who are novices in their field typically find critical and specific input less motivating — in part because they don’t feel like they have the basic skills necessary to improve. So for novices, it might be better to ask for feedback, rather than advice, to receive less demotivating criticism and more high-level encouragement.

Organizations are full of opportunities to learn from peers, colleagues, and clients. Despite its prevalence, asking for feedback is often an ineffective strategy for promoting growth and learning. Our work suggests this is because when givers focus too much on evaluating past actions, they fail to provide tangible recommendations for future ones. How can we overcome this barrier? By asking our peers, clients, colleagues, and bosses for advice instead.Jaewon Yoon is a PhD student in the organization behavior program at Harvard Business School. Her research focuses on time communication and feedback exchange.

By: Jaewon Yoon, Hayley Blunden , Ariella Kristal & Ashley Whillans

Source: Why Asking for Advice Is More Effective Than Asking for Feedback

.

Related contents:

Information feedback and causal loop diagrams”. Modeling the Environment. Island Press. pp. 99 ff. ISBN 9781610914253. This chapter describes causal loop diagrams to portray the information feedback at work in a system. The word causal refers to cause-and-effect relationships.

A history of control engineering, 1800–1930. Stevenage; New York: Peregrinus for the Institution of Electrical Engineers. ISBN 978-0-906048-07-8. [2]W. Ross Ashby (1957).

An introduction to cybernetics (PDF). Chapman & Hall. Archived (PDF) from the original on 23 August 2000.Ramaprasad, Arkalgud (1983). “On the definition of feedback”. Behavioral Science. 28: 4–13. doi:10.1002/bs.3830280103.David A. Mindell (2002). Between Human and Machine :

Feedback, Control, and Computing before Cybernetics. Baltimore, MD, US: Johns Hopkins University Press. ISBN 9780801868955.Friis, H.T., and A.G.Jensen. “High Frequency Amplifiers” Bell System Technical Journal 3 (April 1924):181–205Peter M. Senge (1990).

The Fifth Discipline: The Art and Practice of the Learning Organization. New York: Doubleday. p. 424. ISBN 978-0-385-26094-7.Alta Smit; Arturo O’Byrne (2011).

Bipolar feedback”. Introduction to Bioregulatory Medicine. Thieme. p. 6. ISBN 9783131469717.Vlahopoulos, SA; Cen, O; Hengen, N; Agan, J; Moschovi, M; Critselis, E; Adamaki, M; Bacopoulou, F; Copland, JA; Boldogh, I; Karin, M; Chrousos, GP (20 June 2015).

Dynamic aberrant NF-κB spurs tumorigenesis: A new model encompassing the microenvironment”. Cytokine & Growth Factor Reviews. 26 (4): 389–403. doi:10.1016/j.cytogfr.2015.06.001. PMC 4526340. PMID 26119834.Vlahopoulos, SA (August 2017).

“Aberrant control of NF-κB in cancer permits transcriptional and phenotypic plasticity, to curtail dependence on host tissue: molecular mode”. Cancer Biology & Medicine. 14 (3): 254–270.

“Allosteric controls of amphilbolic pathways in bacteria”. Bacteriol. Rev. 34 (1): 20–39. doi:10.1128/MMBR.34.1.20-39.1970. PMC 378347. PMID 4315011Scheff, Thomas (2 September 2009).

“The Emotional/Relational World”. Psychology Today. Retrieved 10 July 2013.“The Study of Earth as an Integrated System”. nasa.gov. NASA. 2016. Archived from the original on 2 November 2016.Fig. TS.17, Technical Summary, Sixth Assessment Report (AR6), Working Group I, IPCC, 2021, p. 96. Archived from the original on July 21, 2022. 

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Growing Anxiety On LinkedIn, With Marketing And Tech Workers Most On Edge

Woman leaves work with her possessions after being laid off....getty

More than 30% of professionals on LinkedIn self-reported feeling anxious about their jobs, fearing that their employers are planning budget cuts and layoffs. People working in marketing, product management and tech are more concerned than those in legal, administration or accounting.

LinkedIn, the go-to social media platform for job seekers and career-oriented professionals, released its latest Workforce Confidence Index. The report gathers data from the nearly 900 million members to find out if people are confident or not in their jobs. The concerns, however, are not widespread. The data cites that “in relative terms,” professional services, including consulting, staffing, legal, recruiting, administrative support, and healthcare, have a higher confidence level as people.

People working in these sectors “are likely to have clients across the full sweep of U.S. industries, including areas such as retail or oil and gas, which have seen upturns in this year.” The recruiting inclusion raises some questions as headhunters are one of the first groups to be laid off when hiring stalls. LinkedIn News editor-at-large George Anders added that attorneys have less anxiety during tough times as people look to lawyers to help with issues such as property foreclosures, layoff-related litigations, bankruptcy filings and more.

People working in the military and protective services, community and social services, accounting, and administrative roles have lower anxiety over being laid off or worrying about budget cuts. On the flip side, people working in product management, quality assurance, and marketing are nervous about the state of affairs. These roles are usually correlated with new product rollouts, which decline during periods when customer demand wanes.

The data indicates that Wall Street and the tech sector professionals are less confident and becoming increasingly anxious as layoffs, hiring freezes, and job offer recessions are announced regularly. Historically, these cohorts experienced ever-increasing compensation and job growth. Record levels of runaway inflation, interest rate hikes, and a contracting economy doesn’t bode well for the white-collar tech and finance professionals.

The positive side, LinkedIn points out, is that the overall economy is still holding up. Recent monthly U.S. job reports indicate a solid job market. Hiring continues despite the doom and gloom. The unemployment rate remains at a 20-year low of about 3.7%; there are still 1.7 jobs posted for each unemployed person seeking a new role and 10.3 million available positions open.

What Is Happening On Wall Street

Wall Street investment bankers, brokers, traders, deal makers and money managers are not immune to market forces. According to Bloomberg, JPMorgan, Bank of America BAC +0.2%, Citigroup C +0.6%, and other financial institutions are considering cutting bonuses by up to 30%.

Compensation management consulting firm Johnson Associates reports that incentive pay may fall by more than 45%. There is a fear that some low performers will get “donuts,” the harsh term for not receiving any bonus payout.

The largest five United States investment banks saw their revenue plunge by nearly 50%, representing around $19 billion during the last three quarters of 2022. The decline in mergers and acquisitions, deal-making activities and initial public offerings caused management to reconsider paying big bonuses.

This hurts the wallets of white-collar Wall Street professionals who earn a large portion of total compensation in their yearly bonus. For high performers, in a good year, they can take home six to seven-figure bonus payments.

Top-tier New York City-based investment bank Goldman Sachs is planning to let go of around 4,000 white-collar professionals. The reductions will impact around 8% of the bank’s worldwide workforce. Goldman had laid off 500 employees in September as the economy started to falter.

Similar to the way tech companies purportedly conduct performance improvement plans and stack rankings to cull out low performers, securities industry firms usually ease out a small percentage of low-impact workers, or neglect to offer a bonus—which represents a significant portion of the total compensation—as a nudge for them to seek employment elsewhere.

It’s Not Just Goldman Laying Off People

The tech sector experienced more than 150,000 layoffs in 2022. The once invincible big tech companies such as Twitter, Amazon AMZN +1.7%, Meta laid off personnel, saw their stock prices plummet, hiring freezes put in place, and some job offers rescinded. Additionally, a contagion effect seems to occur as more companies are laying off workers across a wide array of industries.

Elon Musk’s first order of business after his $44 billion acquisition of Twitter was indiscriminately firing an estimated 50% of the social media platform’s workforce. To make matters worse, Musk reportedly gave the existing employees an ultimatum: commit to the new “hardcore” Twitter 2.0 or leave with a severance package. The expectation is for his staff to put in long hours and work with intensity, as Musk desires only those who exhibit exceptional production.

According to internal estimates, 1,200 full-time employees left ahead of Musk’s commitment deadline, reported the New York Times NYT +1.2%. In the blink of an eye, Twitter’s workforce dwindled from 7,500 to about 3,700 after the separations from payroll.

Likely, other tech companies will closely follow Musk’s strategy in trimming the fat. Tech giants seeing their stock prices fall and are worried about the harsh economic climate ahead know they need to lay workers but may have held off because of the negative backlash associated with large layoffs. If Musk’s methodology works—enacting job cuts or making employees’ lives so difficult that they’ll leave on their own accord—other businesses will be encouraged to downsize too aggressively.

There is a herd mentality amongst corporate leadership. If a business leader at the helm of a bellwether company is conducting layoffs, others will follow. There will be concern by boards of directors that if everyone else is downsizing, why isn’t their company? Major shareholders will contend that management is not judicious in making tough decisions. By reducing headcount, shareholders and the board will benefit, in the long term, by saving money to help navigate a predicted upcoming recession.

What To Expect, And What You Should Do Now

As Jerome Powell, chair of the Federal Reserve Bank, follows through with his program of cooling down the economy and job market to thwart inflation; the intended result is to cause job losses. When people lose their jobs, they are less apt to spend money.

When this happens at scale, the economy will contract, along with inflation, as consumers cut their expenditures. Powell’s objective could take a year or two to reduce inflation to 2% from a nearly 40-year record high. Some economists and Wall Street professionals are concerned that the Fed’s program can cause a recession, hurting workers and businesses.

With this backdrop in mind, heading into the new year, you must be thoughtful about your job and career. This is not the time for acting your wage, quiet quitting or cyberloafing. You want to make yourself indispensable, so you’re immune from being let go.

In addition to working hard and smart, simultaneously plan a career cushion escape plan. If things go wrong at your company, you don’t want to start searching for a new job from a dead stop. Find recruiters, career coaches, resume writers, mentors, coaches and others who can introduce you to the hidden job market, cutting through the interview red tape and getting in front of decision-makers.

Put aside time to freshen up your résumé and LinkedIn profile. Seek out top headhunters in your field. Scope out ‘reach’ positions on job boards and target companies’ careers sites. Don’t be demure at Christmas, Hanukkah and New Years’ parties. Reach out to strangers and friends and ask them if they know of any job openings or business opportunities they could share with you.

You might decide to make a career pivot or reinvent yourself. This may require taking online courses to learn new skills or taking a step back to move forward in a new and different direction.

Most people discard their job hunt in December and put it off until the new year. While they sit on the sidelines, you’ll be charged up and stand out in the hiring process, as there is substantially less competition.

I am a CEO, founder, and executive recruiter at one of the oldest and largest global search firms in my area of expertise..

Source: Growing Anxiety On LinkedIn, With Marketing And Tech Workers Most On Edge

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Related contents:

‘A Failed and Broken System.’ Tech Layoffs Set the Clock Ticking for Foreign Workers The Tribune, California

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Neurodiversity Is Not Enough We Should Embrace Psydiversity

Holly Roos and her son Parker, who is autistic, touch feet as they read stories on the couch at their home in Canton, Illinois, 4 April 2012. Photo by Jim Young/Reuters

The concept of ‘neurodiversity’ has gained enormous cultural influence in recent years. Computer scientists and ‘techies’ wear the ‘neurodiverse’ label with pride; businesses are building ‘neurodiverse’ workforces; scriptwriters strive to represent and cast ‘neurodivergent’ people. Those framed as ‘different’ have been given a remarkable new lens through which to reimagine that variance.

The sociologist Judy Singer coined the term ‘neurodiversity’ in the late 1990s. Inspired by other emancipatory social movements based on race and gender, Singer used her standing as an autistic person to rally together neurodivergent people. This was partly a response to what Singer called the ‘social constructivist’ view of autism, where the condition was seen as having no solid biological basis.

This denied the reality of neurological difference, according to Singer. In reply, she offered up ‘neurodiversity’ in the spirit of biodiversity, in that it recognised and respected natural variance among humans. The movement quickly gained support via online forums and new social networks.

Since Singer’s first use of the term, neurodiversity has widened beyond autism to include people who identify with categories such as attention deficit hyperactivity disorder (ADHD), dyslexia, bipolar disorder, depression and more. It’s come to mean any real mental differences – neither choices nor simply illnesses – that aren’t problems to solve so much as enrichments for society.

Neurodiversity has done brilliant work in breaking down social barriers, challenging stigmas, and raising awareness. But it also contains limitations, and these are becoming increasingly prominent as the concept expands into new domains. The main premise of the neurodiversity movement is that society should be robust enough to embrace and celebrate all people, no matter how their brains are ‘wired’.

That’s a laudable goal and shouldn’t be tricky for anyone to wrap their head around. Yet since the beginning, critics of neurodiversity have claimed that its mantra of radical acceptance could hinder treatments and interventions for those who are suffering. Embracing neurodivergent thought too enthusiastically, they say, risks distracting from genuine physical, emotional or social needs that require attention.

This debate quickly descends into unhelpful recriminations. But it also distracts from a deeper philosophical problem that neurodiversity must confront as it expands into new territory. Neurodiversity’s vision of inclusion, alluring as it is, tends to rely on the idea that neural wiring is at the root of all differences in how humans relate to the world.

But reducing diversity to brain-based distinctions can stand in the way of more sensitive and potentially fruitful ways of understanding mental life. In fact, the success of neurodiversity has exposed the glaring lack of any shared vision or sense of solidarity around mental difference that isn’t anchored in brain-based accounts. So while we can applaud neurodiversity’s ethos of acceptance, we should question its commitment to achieving legitimacy through false ‘neuro’ certainties.

There is a different way forward, in which we fashion our political advocacy and scientific reasoning not on the brain but the ‘mind’. I call this programme ‘psydiversity’. Psydiversity rejects the claim that mental states can be cleanly and predictably mapped on to the brain. Instead, it augments the valuable work of neurodiversity by demonstrating that mental processes and the way we understand them change and evolve through history.

Indeed, psydiversity holds that the mind and ‘human nature’ are not unitary things, but are profoundly embedded and even constituted by the society and context in which they appear. That isn’t to deny the reality of difference, but rather to situate this reality as part of an unfolding social and historical process.

If there’s one aspect of neurodiversity that’s core to its agenda, it’s the ‘neuro’ prefix. The term ‘neuro’ actually stems from the ancient Greek ‘neûron’ or the Latin ‘nervus’, defining nerves or the nervous system. Contemporary neuroscientific approaches have their origins in the early 19th century, when physiologists such as Franz Joseph Gall, Charles Bell, and François Magendie used a combination of human anatomical studies and terrifying animal vivisections to identify the relation between brain, spinal cord and nervous system.

By the early 20th century, neurologists had created detailed maps of the brain and nervous system, and had named many distinct conditions such as cerebral palsy and hemiplegia. It wasn’t until the 1990s, though, that the brain sciences began to really assert themselves in other branches of human knowledge. Via new imaging and genomic testing technologies, evidence emerged that differences in human emotion and behaviour could be traced to differences within people’s brains.

This spawned a number of ‘neuro-’ prefixes that could be attached to subjects as disparate as ‘neuroeducation’, ‘neuroethics’, ‘neuroanthroplogy’, ‘neuroaesthetics’ and ‘neurolaw’. The former US president George Bush called the 1990s the ‘decade of the brain’, while the philosophers Fernando Vidal and Francisco Ortega declared that the neurosciences were leading us to believe that ‘we are our brains’.

Once a treatment or medical tool exists, social, financial and political forces tend to push up diagnoses . All this fervour sprang from the belief that brain-based sciences and genetic research could transform society for the better. When the Dutch geneticist Han Brunner claimed that deficiencies in the MAOA gene could be responsible for an increased propensity to violence, this inspired hopes that moral judgments about ‘good’ and ‘bad’ behaviour could be transformed into progressive scientific research and treatment. Continue reading…..

By: Bonnie Evans

Source: Neurodiversity is not enough. We should embrace psydiversity | Aeon Essays

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MarketAll      https://jvz2.com/c/202927/386971/
Marketingblocks     https://jvz6.com/c/202927/374934
MarketPresso   https://jvz3.com/c/202927/343043/
Massfluence  https://jvz4.com/c/202927/386885/
Mat1 Simple Funnel   https://jvz2.com/c/202927/380197/
Maxslides  https://jvz8.com/c/202927/376842
Mech Forex Robot   https://jvz6.com/c/202927/383447/
MediaCloudPro   https://jvz2.com/c/202927/343635
Megasuite   https://jvz3.com/c/202927/383953/
MemberOwls   https://jvz8.com/c/202927/389039/
Mobi First   https://jvz2.com/c/202927/353694/
Motion Kingdom Studio  https://jvz4.com/c/202927/383177/
Movid Animation  https://jvz6.com/c/202927/380385/
MT4Code System   https://jvz2.com/c/202927/376925
My Passive Income   https://jvz1.com/c/202927/384099/
MyMailIt   https://jvz3.com/c/202927/292919
MyTrafficJacker   https://jvz2.com/c/202927/353558
Next Drive  https://jvz4.com/c/202927/371095/
NichBox  https://jvz2.com/c/202927/370705/
Organic Life Guide  https://jvz8.com/c/202927/366872/
Pcommerce   https://jvz6.com/c/202927/372265/
Phemex  https://phemex.com/register-vt1?referralCode=D8HUS2
Photokit  https://jvz4.com/c/202927/373207/
PicsAds   https://jvz2.com/c/202927/385468/
PigMoneyMethod   https://jvz2.com/c/202927/377665/
Pipstock    http://pipstockexchange.com/register?ref=204
Pitchdeck   https://jvz3.com/c/202927/347847/
Pixal  https://jvz2.com/c/202927/378775/
PixaStudio    https://jvz1.com/c/202927/373089/
Pixivid   https://jvz6.com/c/202927/385213/
PlanB Muscle Growth   https://jvz1.com/c/202927/36517/
PlayerNeos   https://jvz2.com/c/202927/376962
Podcast Advantage   https://jvz8.com/c/202927/379995/
Podcast Masterclass  https://jvz3.com/c/202927/379998/
PodKastr    https://jvz1.com/c/202927/369500/
PopLinks    https://jvz2.com/c/202927/368095/
Postradamus     https://jvz6.com/c/202927/108695
Power Reviews    https://jvz8.com/c/202927/384625/
Powrsuite   https://jvz1.com/c/202927/376361
PR Rage  https://jvz4.com/c/202927/343405
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Push Button Traffic   https://jvz2.com/c/202927/301402
PWA Agency   https://jvz1.com/c/202927/353694/
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Quintex Capital     https://quintexcapital.com/?ref=arminham
Quit Smoking    https://jvz3.com/c/202927/359081/
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ReVideo  https://jvzoo.com/c/202927/381761
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RSI SEO   https://jvz6.com/c/202927/384381/
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ShopABot   https://jvz2.com/c/202927/291955
ShopFunnels   https://jvz3.com/c/202927/384069/
SocialAgency360   https://jvz1.com/c/202927/385357/
SocialMediaMarketing   https://jvz2.com/c/202927/243553/
SociCake  https://jvz2.com/c/202927/321987
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SociJam  https://jvz2.com/c/202927/309649
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Stackable Picture   https://jvz1.com/c/202927/385046/
Steven Alvey’s   https://jvz2.com/c/202927/351754
Stock Mages   https://jvz2.com/c/202927/388669/
Stoodaio   https://jvz1.com/c/202927/372094
Storymate    https://jvz3.com/c/202927/320972
StoryReel   https://jvz3.com/c/202927/387813/
StreamPilot   https://jvz2.com/c/202927/385431/
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Sunday Freebie  https://jvz1.com/c/202927/267113/
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Talkingfaces   https://jvz3.com/c/202927/375550
The Internet Marketing   https://jvz2.com/c/202927/289944
Tonai Voice Content   https://jvz8.com/c/202927/383119/
Toon Video Maker    https://jvz2.com/c/202927/357201
TrafficForU   https://jvz3.com/c/202927/381950/
Trendio  https://jvz3.com/c/202927/381003/
TubePal   https://jvz6.com/c/202927/379863/
Tubeserp   https://jvz3.com/c/202927/370472
TubeTargeter  https://jvz6.com/c/202927/377211
TuneMingo    https://jvz3.com/c/202927/386556/
TV Boss Fire  https://jvz6.com/c/202927/379480/
Ultrafunnels A.I   https://jvz2.com/c/202927/381129/
VIADZ Ad Template  https://jvz4.com/c/202927/379307/
Vidcentric   https://jvz4.com/c/202927/376095
Viddeyo    https://jvz6.com/c/202927/382326/
ViddleInteract   https://jvz8.com/c/202927/388716/
Videevolve   https://jvz4.com/c/202927/381011/
Vidently   https://jvz1.com/c/202927/387798/
Video Campaignor      https://jvz4.com/c/202927/387058/
Video Games   https://jvz3.com/c/202927/184902/
VideoEnginePro     https://jvz2.com/c/202927/372916
VideoGameSuite    https://jvz3.com/c/202927/366537/
VideoRobot Enterprise   https://jvz8.com/c/202927/291061
VidKreate   https://jvz6.com/c/202927/386029/
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VidRaffle   https://jvz2.com/c/202927/386840/
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Viral Quotes      https://jvz2.com/c/202927/386984/
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Vocalic  https://jvz2.com/c/202927/383848/
VoiceBuddy    https://jvz1.com/c/202927/342854
VR Studio  https://jvz8.com/c/202927/388296/
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/
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WP GDPR    https://jvz8.com/c/202927/299907
WP Simulator    https://jvz3.com/c/202927/46987/
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writing job   https://jvz8.com/c/202927/213027
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YTSuite   https://jvzoo.com/c/202927/381179
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