Jordan Peterson: The Danger of Obsessing About Yourself

Jordan Peterson had a long and intense discussion with writer Helen Joyce about transgender ideology. It is a well-worth listening to the entire episode, including the discussions of social contagion, the reasons girls reject their own bodies, the disrespect shown to older women (by younger women) and the pervasive role of narcisism. Peterson, who has worked as a clinical psychologist, offers this advice for people who suffer from social anxiety. From my personal anecdotal experience, I think this is spot on and important to note:

Helen Joyce: And alongside that, that you must choose your identity off a list of dozens, and sometimes hundreds, that require the most intense, constant rumination and self-examination. I mean, I was talking to somebody just yesterday--who was telling me that who has this check sheet for how do I feel? ... But you were meant to be thinking all the time, like, how am I feeling right now? And it was, you know, on a scale of one to 10, how happy am I? This is all a terribly bad idea.

Jordan Peterson: Well, it's clearly bad. One of the things I learned when I was treating people who were socially anxious, I had a lot of anxious people in my, in my clinical practice, which is hardly surprising because that that's the kind of suffering that requires people to seek clinical intervention. Socially anxious people, when they go into a new social situation, think obsessively about how others are thinking about them. Yes. And so then they become self conscious often about bodily issues. But not only that, they might become self conscious about their lack of conversational ability, and the fact that they're not very interesting, and the fact that they're being evaluated by other people, it's a litany of obsessive thoughts. And you can, you might say, well, you can train people to stop thinking about themselves. But you can't stop people from thinking about something by telling them to stop thinking about something. But what you can train people to do is to think more about other people. And so one of the techniques that I used in my practice was okay, now, when you go into a social situation next time, like we'd go through the niceties of introducing yourself and making sure they knew your name, and get that ritualized, so that it was practiced and expert and therefore not a source of anxiety. But the next thing is, your job is to make the other person that you're talking to as comfortable as possible, to pay as much attention to them. And so we know that the more you think about yourself--this is literally true--there is no difference between thinking about yourself, and being miserable. They load on the same statistical axis. And so these kids that are constantly being tormented by 150 identities, that's a front not of freedom, but of utter chaos. And then asked to constantly reflect on their own state of emotional well being and happiness is the surest route to the kind of misery that's going to open them up to psychogenic epidemics. The clinical data on that are clear.

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Obesity: One of the Many Problems We Refuse to Discuss that is Killing Many of Us.

I'm convinced that misguided empathy running amok is preventing us from dealing with many serious issues, even issues that are killing us. Here's an example: The problem with obesity.

Fifteen years ago, there was a lot of talk about the obesity epidemic. In 2008, Michelle Obama started a government program called “Let’s Move!” that sought to reduce childhood obesity. You might remember the First Lady teaming up with everyone from Beyonce to Big Bird to promote exercise and better eating habits. Unfortunately, the program was largely a failure. And the obesity statistics continued to rise.

74% of Americans today are either obese or overweight. And yet, we’re no longer talking about it. The national conversation around health and weight has turned away from things like good nutrition, weight loss and the importance of physical fitness, and instead adopted phrases like “fat acceptance” and “healthy at any size.” In some circles, there’s even blanket denial that there is anything unhealthy at all about being obese.

Shaming people for being overweight is unequivocally wrong. But in our attempt to not offend, we’ve lost sight of the very real fact that there’s a problem. Americans are heavier than ever, sicker than ever, dying earlier than ever, and it’s all preventable. So today, a conversation with Dr. Casey Means, a Stanford trained physician who left the traditional medical system behind to solve the one problem that she says is going to ruin us all: bad food.

This entire podcast episode hosted by Bari Weiss is riveting, filled with shocking statistics and demoralizing because this is a problem we can solve but won't.

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Meanwhile . . . Inside the Washington Post

An eye-opening peek behind the curtain featuring those reporting the "national news" at the Washington Post. No investigation was necessary here--these "reporters" and editors are vigorously self-airing their insider commentary of this oppression-olympics for all to see. All of this commotion was launched as the result of the most recent lies by "reporter" Taylor Lorenz and then follow-up lies and subterfuge by WP editors in their attempts to paper over Lorenz' lies.

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Culturism – Some of the Many Causes for the Breakdown of the American Family

Fascinating thread by Rob Henderson. The bottom line is that financial stress is one of many reasons families fall apart.

This thread contains many excerpts from the 2011 book by Kathryn Edin, Promises I Can Keep: Why Poor Women Put Motherhood before Marriage.

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Keeping Your Company Out of the Culture Wars, Keep it Free to Pursue its Business Purpose

Jonathan Haidt and Greg Lukianoff wrote an article that offers real-world advice to corporations. They are addressing businesses that want to simply do business while avoiding moral dependency of the up and coming generation that includes many childlike adults who have been coddled all the way through life, including at their elite universities. Here are the first three suggestions list in How To Keep Your Corporation Out of the Culture War: Eight steps business leaders can take to prevent ideological pressure and political conformity in the workplace.

1. Expand your definition of diversity. While racial diversity and gender expression often dominate what people mean by diversity on campus, for a company trying to serve a diverse market in a fast-changing economic environment, having diversity of opinion, diversity of experience, and diversity of social class and geographic background can be even more important. In fact, the kind of diversity most often found to confer advantages on teams is not demographic diversity but rather diversity of perspectives on topics closely related to the task at hand. This includes both functional diversity (e.g., what roles people play in the company) and political diversity (at least when trying to find truth about politically controversial topics).

2. Reconsider what colleges you hire from. While elite colleges offer the promise of bright and hard-working employees, the problems we covered in our book are generally more severe at elite private colleges. You might want to consider hiring from large state schools, and ones from regions of the country other than the West Coast or Northeast. This will increase your diversity by social class and region, and it may help your organization avoid the elite college groupthink that seems to be damaging some organizations, potentially giving your organization a competitive advantage.

You might want to go still further and consider hiring people who have not attended college at all, if you can put in place standards that still guarantee hard-working employees with relevant skills. We believe that the numbers of bright, hard-working, and talented people choosing to skip college or to learn through a less traditional alternative will increase in the coming years, while the ability of elite college graduates to work well with those who do not share their beliefs will continue to decline.

3. Orientation: Be direct with candidates and new hires. If you decide that you want your organization to be politically neutral or self-consciously politically heterogeneous it’s a good idea to say so in job postings, and to introduce that idea to employees from their very first day. For example, you could state: “Our company’s culture is oriented toward success in our mission, which is [lay out business mission here]. We therefore do not take public stands on issues that are not central to our business mission. If you're not willing to work for such a company, or with people who disagree with you on some of your deepest beliefs, this might not be the right organization for you.”

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