What if everything you thought about normal, average, and success was wrong? Are we ready to trade standardization for individuality—and finally see the power of what makes us unique? From Google ditching SAT scores to Karen Adolph uncovering 25 ways babies crawl, the world is challenging outdated ideas of conformity. Dive in and discover why the age of averages is over!

The End of Average: How We Succeed in a World That Values Sameness

In 2002, neuroscientist Michael Miller conducted a study on verbal memory, aiming to map the "Average Brain" by averaging brain scans from participants. To his surprise, Miller discovered that each brain was unique, challenging the long-held belief in an average human brain. This revelation mirrored earlier findings by Gilbert Daniels on the diversity of human hands and questioned the use of averages in scientific research.

The concept of the "Average Man" dates back to the 19th century with Belgian scientist Adolphe Quetelet, who applied astronomical methods to social science. He believed the average represented the ideal human form, a notion that influenced fields from public health to military design and sparked the Age of Average, where individuality was often seen as an error.

In contrast, Sir Francis Galton, a devoted follower turned critic of Quetelet, argued for ranking individuals by their deviation from the average. He posited that the "Eminent" and "Imbecile" formed distinct classes, with the former being superior. Galton's ideas led to the notion that human worth could be measured by rank rather than proximity to an average.

The rise of average-based thinking, or "averagarianism," transformed how society judged individuals, from education to employment. Despite early warnings from poets and physicians about losing individuality, the focus on averages persists. As we navigate a world shaped by these ideas, it’s crucial to recognize the uniqueness in each person, challenging the dominance of averages that have long dictated societal norms.

Is the Average Brain a Myth? Unpacking Miller's Revolutionary Discovery!

After dropping out of high school, the author found himself in a Utah aluminum stamping plant, immersed in a world where every action was dictated by a little card. His job was to stamp aluminum blocks, a task that quickly became a monotonous cycle of punching and running. The factory bell marked the start and end of shifts, reinforcing the dehumanizing experience. He was a "human unit," a cog in the machine, adhering to the principles of "averagarianism."

This philosophy, birthed from European mathematics, was championed by Frederick Winslow Taylor. Taylor's vision of standardization revolutionized industry and education. He believed in organizing workers around the average, dismissing individuality as irrelevant. Taylor's principles transformed factories into models of efficiency, but at the cost of creativity and personal expression.

Taylorism spread to education, where schools were restructured to produce standardized students ready for an industrial economy. The humanist perspective was overshadowed by a system focused on average outcomes, marginalizing individual talents. This rigid approach was further entrenched by Edward Thorndike, who prioritized ranking students over nurturing their unique abilities.

Our society, shaped by these principles, measures success by how well we conform to the average. While standardization brought economic benefits, it stifled individuality. We strive to be like everyone else, only better, losing sight of our unique potential. The challenge now is to create a system that values and harnesses individuality, allowing people to learn and grow on their own terms. How do we balance the efficiency of standardization with the richness of personal expression? That's the billion-dollar question.

Breaking Free from the Chains of Taylorism

Peter Molenaar, once a staunch supporter of "averagarian" science, spent much of his career advancing the idea that averages could explain individual behavior. However, an unexpected teaching assignment led him to a revelation—an "aha-erlebnis"—that changed his perspective forever. 

While preparing for a class on mental testing, he realized that the reliance on averages, as described in a foundational text by Lord and Novick, was flawed. This discovery unraveled the very foundation of scientific methods that were used to assess individuals, from college admissions tests to health diagnostics.

The root of the problem, Molenaar discerned, lay in the "ergodic switch," a concept borrowed from ergodic theory in physics. This switch referred to assuming individual behavior could be predicted by group averages, which is only valid if all individuals are identical and unchanging—clearly not the case for humans.

Molenaar's epiphany led him to challenge the prevailing averagarianism, despite initial resistance from the scientific community. He compared his transformation to that of biblical Paul, going from skeptic to ardent advocate for individual-focused science. His journey took him to Penn State University, where he founded a group dedicated to developing a "science of the individual," emphasizing the unique patterns within each person rather than relying on group averages.

This new approach encourages analyzing individuals first before aggregating insights, as demonstrated by Ester Thelen's work with infant development. Her research debunked long-held beliefs about the stepping reflex in babies, attributing its disappearance not to neural development but to individual differences in muscle and fat.

In today's digital age, the ability to gather and analyze vast amounts of individual data makes this personalized approach feasible. By moving beyond averages, Molenaar and his colleagues aim to revolutionize how we understand and evaluate human behavior, encouraging us to recognize the jaggedness, context, and pathways that define individuality. This shift promises to dismantle the tyranny of averages, offering a more nuanced and accurate understanding of human potential.

Is Molenaar Leading a Revolution Against the Tyranny of Averages?

In the mid-2000s, Google was a powerhouse in the tech industry, attracting top talent with high salaries and perks. Like many companies, Google initially relied on traditional metrics like SAT scores and GPAs to identify talent. 

However, by 2015, Google and other corporate giants like Deloitte and Microsoft realized these one-dimensional evaluation methods were flawed. They found that many hires weren't performing as expected and that their systems were missing out on diverse talents not captured by standardized metrics.

Enter the jaggedness principle, which posits that human traits like talent and intelligence are multi-dimensional and cannot be accurately assessed using a single measure. This principle reveals why simplistic ranking systems often fail—human qualities are complex and interconnected, not easily reduced to numbers. For instance, the New York Knicks under Isiah Thomas focused solely on player scoring averages, neglecting other critical dimensions of basketball talent. This led to poor team performance, illustrating the pitfalls of one-dimensional thinking.

Google's Todd Carlisle spearheaded a shift in hiring practices by evaluating over 300 dimensions of potential talent. His findings were surprising: traditional metrics like SAT scores had little predictive power for success at Google. These insights led to a more nuanced approach in recruiting, emphasizing a candidate's comprehensive profile rather than narrow metrics.

This principle is not just a corporate mantra; it has personal applications too. When the author faced challenges with the analytical section of the GRE, his father helped him realize that he was relying too heavily on his weak working memory. He suggested a method that played to the author's visual strengths, transforming his performance and opening the door to graduate school at Harvard. This personal anecdote underscores the importance of recognizing our own jaggedness to reach our full potential.

Understanding the jaggedness principle can help organizations and individuals alike uncover true talent, fostering environments where diverse strengths are recognized and nurtured. Whether in hiring or personal growth, moving beyond one-dimensional evaluations can lead to more successful outcomes and a greater appreciation of individual potential.

Google's Game-Changing Shift: Unveiling Talent Beyond Traditional Metrics

Are you an introvert or an extrovert? For decades, psychologists have debated whether our behavior is driven more by inherent traits or by the situations we find ourselves in. 

Early trait psychologists like Francis Galton believed that our character is a stable set of traits, while situation psychologists, inspired by Adolphe Quetelet, argued that environment plays a bigger role. This debate was famously highlighted by Stanley Milgram's obedience study, where participants, under the influence of authority, administered shocks to others, showcasing the power of situational influence.

In the 1980s, trait theory gained prominence, leading to the widespread use of personality tests like the Myers-Briggs Type Indicator in businesses. These tests create a sense of understanding by categorizing people, yet they often fail to predict individual behavior accurately.

Yuichi Shoda challenged the trait versus situation debate with his concept of "if-then signatures." His research at a summer camp showed that children's behavior varied significantly across different contexts, proving that personality isn't fixed but context-dependent. Similarly, Hugh Hartshorne's study on honesty revealed that children's honesty was situational, contradicting the belief in stable moral traits.

Context also plays a crucial role in the marshmallow test, a famous study on self-control. Celeste Kidd's variation of the test showed that children's decisions were influenced by the reliability of their environment, highlighting the contextual nature of self-control.

In hiring, Lou Adler's performance-based hiring method emphasizes matching candidates with the right context, moving beyond traditional job descriptions. This approach, as used by companies like Let’s Go Holdings, results in better employee fit and success.

Understanding the context principle allows us to see ourselves and others more clearly, recognizing that behavior is shaped by the unique interaction between individual traits and situations. Embracing this perspective fosters compassion, understanding, and more authentic relationships, essential for personal and professional success.

Can the Milgram Study Teach Us That Situations, Not Traits, Define Who We Are?

Parents often stress over their child's developmental milestones, comparing their progress to societal norms and worrying if they deviate from the "normal" path. For instance, a friend's son crawled in a unique way, prompting a doctor visit out of concern. This reaction is common among parents who believe any deviation signals a problem. But what if there's no single "normal" path?

Research by Karen Adolph revealed that infants have 25 different crawling pathways, all leading to walking, challenging the idea of a fixed developmental sequence. Similarly, anthropologist David Tracer found that the Au tribe in Papua New Guinea doesn't crawl in the Western sense; instead, they adopt a "scoot phase" due to cultural practices. This suggests that what we consider "normal" is not universal but culturally shaped.

This concept extends beyond child development to other fields. For years, scientists believed colon cancer followed a standard pathway until individual-focused research revealed multiple pathways, leading to better treatments. In mental health, recovery from depression was thought to follow a standard path, but studies showed diverse recovery patterns among individuals.

The pathways principle asserts that multiple valid routes exist to achieve goals, emphasizing individuality. This is evident in education, where Benjamin Bloom's research showed that students excel when learning at their own pace, debunking the myth that speed equals intelligence. Technologies like Khan Academy have embraced this, offering self-paced learning that adapts to each student's unique pathway.

In careers, the idea of a "quick" path to success is also being questioned. A study by the European Research Council found seven distinct career paths to scientific excellence, each valid and unique, proving that success isn't a one-size-fits-all journey.

We must embrace our individuality and carve out unique pathways, as the most successful journeys often diverge from the average. So, take the road less traveled; it might just lead to your success.

Embrace Your Unique Path: Karen Adolph and David Tracer Challenge the 'Normal'

When the author worked in the layaway department of a big-box store after dropping out of high school, he quickly realized he was just another cog in the machine. His idea to improve the system was shot down with the classic excuse: "Corporate will never allow it." This indifference wasn't unique; a 2013 Gallup study revealed 70% of employees felt disengaged. However, some companies break this mold by embracing individuality.

Take Costco, for instance. Known for investing in individuals, it pays its employees significantly more than the industry average and promotes from within. Jim Sinegal, Costco's founder, emphasized hiring great people and treating them well, which has led to their success. Consider the story of Annette Alvarez-Peters, who started as a sales audit clerk and climbed the ranks to become one of the most influential wine buyers globally. Similarly, Matthew Horst, once limited by his special needs, found a nurturing career path at Costco.

Zoho Corporation in India defies industry norms by valuing potential over paper qualifications. Founder Sridhar Vembu started Zoho University to train talent from impoverished areas, nurturing individuals who might have been overlooked elsewhere. This approach has yielded impressive results, with a significant portion of their workforce coming from this program.

In the manufacturing sector, Morning Star Company champions individuality with a self-management philosophy. Employees draft their own mission statements and are empowered to pursue innovation. Paul Green, who started as a seasonal employee, improved machinery efficiency by 25% through his initiative, highlighting the company's commitment to individual contribution.

These companies—Costco, Zoho, and Morning Star—demonstrate that valuing individuality leads to engaged, innovative, and loyal employees. They provide a blueprint for win-win capitalism, proving that when organizations invest in individuals, everyone, including the company, benefits.

Can Embracing Individuality Transform Corporate Culture?

When the author started college in Ogden, Utah, he was driven by a simple, yet powerful need: to escape a life of hardship and provide a better future for his family. With two sons and a wife depending on him, he juggled night classes at Weber State University with a full-time job, barely scraping by each month. They made sacrifices, from selling blood plasma to borrowing diapers, all in the belief that a college degree was their ticket to prosperity. But is the promise of higher education truly being fulfilled? 

Many graduates struggle to find jobs in their fields. A study by CareerBuilder found that 31% of graduates are in this predicament, while 35% of employers can’t fill positions because graduates lack necessary skills. The cost of education has skyrocketed by 538% since 1985, leaving Americans with a staggering $1.1 trillion in student loan debt. 

The root of these issues is an outdated educational system designed to rank students against an inflexible standard. This system pressures students into conformity, pushing them to mimic the "average" to succeed. Admissions consultant Judy Muir observes that this mindset encourages students to hide their individuality in pursuit of what they perceive as the ideal candidate profile. Even Bill Fitzsimmons, Harvard's Dean of Admissions, acknowledges that this game of averages is flawed. 

What if we shifted focus from standardization to individuality? Imagine a system where students earn credentials instead of diplomas, assessed by competency rather than grades, and choose their educational paths. This vision isn't far-fetched—programs like those at MIT and Western Governors University already offer such opportunities. 

The lesson extends beyond education. Consider Kim Campbell, an Air Force pilot who defied odds by mastering a manual landing in a damaged jet, all because the cockpit was designed to fit her unique profile. This story underscores the power of fit—when environments cater to individual needs, potential flourishes. 

The same principles can restore the American Dream. Originally about realizing personal potential, this dream has been overshadowed by the race to climb economic ladders. But by valuing individuality over averages, we can redefine success on our terms. From personalized medicine to context-based hiring, the shift is underway, promising a future where each of us can strive to be our best selves. It's time to embrace individuality and let the dream begin where the average ends.

Redefining the American Dream: Embracing Individuality Beyond Averages

In 2002, neuroscientist Michael Miller stumbled upon a surprising truth: there is no such thing as an "Average Brain." Each brain is unique, challenging the long-held belief that humans could be defined by averages—a notion popularized by Belgian scientist Adolphe Quetelet in the 19th century, who thought the "Average Man" represented the ideal human form. This idea influenced everything from public health to military design, sparking an era where individuality was often overlooked.

Consider the story of Frederick Winslow Taylor, whose vision of standardization revolutionized industries, transforming factories into models of efficiency. Yet, this focus on averages came at the expense of creativity and personal expression. This approach seeped into education, prioritizing standardized students over nurturing unique talents, as seen in Edward Thorndike's emphasis on ranking students.

However, voices like Peter Molenaar have begun to challenge this "averagarian" mindset. Once a supporter of average-based science, Molenaar's "aha-erlebnis" led him to advocate for a "science of the individual." His work, along with researchers like Ester Thelen, who revealed diverse pathways in infant development, emphasizes analyzing individuals first before aggregating insights.

Even tech giants like Google have realized the inadequacy of traditional metrics like SAT scores and GPAs in evaluating talent. Todd Carlisle spearheaded a shift in hiring practices, evaluating hundreds of dimensions of potential talent, proving that human qualities are multi-dimensional and complex.

The debate between inherent traits and situational influences has also evolved, with Yuichi Shoda's concept of "if-then signatures" highlighting the context-dependent nature of personality. This understanding fosters compassion and more authentic relationships, recognizing that behavior is shaped by the unique interaction between traits and situations.

In child development, Karen Adolph's research revealed 25 different crawling pathways, challenging the idea of a fixed developmental sequence. This principle extends to other fields, where individualized approaches have led to better treatments and understanding.

Some companies defy industry norms by valuing individuality. Costco invests in its employees, promoting from within and nurturing diverse talents. Similarly, Zoho Corporation trains talent from impoverished areas, proving that valuing potential over paper qualifications yields impressive results.

Education, too, could shift towards individuality, imagining a system where students earn credentials assessed by competency rather than grades. This approach is already being explored by institutions like MIT and Western Governors University.

Ultimately, valuing individuality can redefine success on our terms. From personalized medicine to context-based hiring, the shift is underway, promising a future where each of us can strive to be our best selves. It's time to embrace individuality and let the dream begin where the average ends.

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What if everything you thought about normal, average, and success was wrong?

Are we ready to trade standardization for individuality—and finally see the power of what makes us unique?

From Google ditching SAT scores to Karen Adolph uncovering 25 ways babies crawl, the world is challenging outdated ideas of conformity. Dive in and discover why the age of averages is over!

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