I’m glad that this is a more powerful tool for you.
And kudos for working things from the foundations up! Personally, I still need to take a few hours with a pen and paper to systematically work myself through the decision chain myself. A friend has been nudging me to do that. :-)
Gregory Lewis makes the argument above that some EAs are moving in the direction of working on long term future work and few are moving back out. I’m inclined to agree with him that they probably have good reasons for that.
I’d also love to see the results of some far mode — near mode questions put in the EA Survey or perhaps send out by Spencer Greenberg (not sure if there’s an existing psychological scale to gauge how much people are in each mode when working throughout the day). And of course, how they corellate with cause area preferences.
Max Dalton explained to me how ‘corrigiblity’ was one of the most important traits to look for for selecting people you want to work with at EA Global London last year so credit to him. :-) My contribution here is adding the distinction that people often seem more corrigible at some levels than others, especially when they’re new to the community.
(also, I love that sentence – “if the exploratory folks at the bottom raised evidence up the chain...”)
Hi @Naryan,
I’m glad that this is a more powerful tool for you.
And kudos for working things from the foundations up! Personally, I still need to take a few hours with a pen and paper to systematically work myself through the decision chain myself. A friend has been nudging me to do that. :-)
Gregory Lewis makes the argument above that some EAs are moving in the direction of working on long term future work and few are moving back out. I’m inclined to agree with him that they probably have good reasons for that.
I’d also love to see the results of some far mode — near mode questions put in the EA Survey or perhaps send out by Spencer Greenberg (not sure if there’s an existing psychological scale to gauge how much people are in each mode when working throughout the day). And of course, how they corellate with cause area preferences.
Max Dalton explained to me how ‘corrigiblity’ was one of the most important traits to look for for selecting people you want to work with at EA Global London last year so credit to him. :-) My contribution here is adding the distinction that people often seem more corrigible at some levels than others, especially when they’re new to the community.
(also, I love that sentence – “if the exploratory folks at the bottom raised evidence up the chain...”)