I’ve been ranting for years about the negative effects of social media and how it lends itself to insecurity, FOMA, jealously, etc., how it enables trolls, kills empathy and, worse, its unmitigated, conscious focus on addicting its users in exactly the same way heroin addicts.

Of course, I’m not the only one; psychiatrists and psychologists, educators, parents, and a host of pundits have weighed in.

Everyone knows that actions speak louder than words, so it is telling that the biggest names in tech kept tech away from their kids and far away from the schools they attend.

This in spite of giving millions in cash and product to enable schools to embrace tech.

Since it’s proven that screens kill empathy, not to mention engagement, their actions will give their own kids a major advantage in adulthood, since empathy and critical thinking will be at a premium.

If the hypocrisy doesn’t encourage you to seriously limit screen time, no matter the howls of outrage, perhaps the new voices condemning the addiction and warning of the dangers will carry far more weight.

Why?

Because they are the people who helped create the problems, starting with Tristan Harris, a former in-house ethicist at Google.

“The largest supercomputers in the world are inside of two companies — Google and Facebook — and where are we pointing them?” Mr. Harris said. “We’re pointing them at people’s brains, at children.”

The new Center for Humane Technology includes an unprecedented alliance of former employees of some of today’s biggest tech companies. Apart from Mr. Harris, the center includes Sandy Parakilas, a former Facebook operations manager; Lynn Fox, a former Apple and Google communications executive; Dave Morin, a former Facebook executive; Justin Rosenstein, who created Facebook’s Like button and is a co-founder of Asana; Roger McNamee, an early investor in Facebook; and Renée DiResta, a technologist who studies bots, and Chamath Palihapitiya, a venture capitalist who was an early employee at Facebook, said in November that the social network was “ripping apart the social fabric of how society works.”

Read the article and then decide whose side you are on — the hypocrites or the social angels.

Image credit: NotionsCapital.com

I’ve been writing a lot about Silicon Valley culture and, since I don’t live there any more, I usually cite/link to articles from those deep in the tech world who do or who write me directly.

Yesterday a question came in on my Quora feed that asked about the differences working in SV vs. the rest of the country.

If you ever wondered if media descriptions and commentary were hype, propaganda, sour grapes, ignorance or a combination thereof, then you really should take time to read the responses, especially Ken Miyamoto’s.

Miyamoto is a non-tech guy who, at the decrepit age of 39, moved to SV and ended up working for “one of the the most badass and innovative tech startups.”

We have this culture of brilliant kids that have a power that they can implement from a numbers perspective, but often (not always) fail miserably at implementing from personality perspective, yes, but even more so from a social perspective within the workplace and anything involved with that. (…)

There’s a clear disconnect, socially. I don’t know if it’s the generation. I don’t know if it’s the inability to balance responsibility of  power and position or ego or what have you. But there’s clearly a disconnect. (…)

The SV is an environment that is overly self-serving, self-rewarding, with little to no practiced responsibility of the social aspect of “the game.”

Beyond that, the SV proved too often be an overly analytical and knee jerk reactionary culture. Here you have young kids thrust into powerful (big or small) positions and, well, they act like young kids.

So to me, the Silicon Valley is a perfect storm of brilliance, power, new culture, money, money, money, and utter lack of social responsibility at times. (…)

That’s the major difference. Going from student to “rock star” so quickly. It leads to ego, blindness, paralysis of analysis, etc. And that culture is ever-spreading with Venture Capitalists young and old ready and willing to profit from it. 

Too many of the tech crowd have lost touch with the rest of society, don’t possess the skills to re-enter it and don’t see this as a problem, but the long-term result of losing touch with humanity is to eventually lose one’s own humanity.

(Funny how one’s mind works. I’m not sure why, but writing this reminded me of Isaac Asmiov’s Foundation series. In short, the series tells the story of mathematician Hari Seldon, who spends his life developing a branch of mathematics known as psychohistory, a concept of mathematical sociology. It is disrupted by an outsider known as the Mule, who was not foreseen in Seldon’s plan, so there is no predicted way of defeating him. Although I can’t connect it directly to the current love of data analytics, I’m sure it does and highly recommend it to you.)

Flickr image credit: kristy

“I thought the whole process was more geared toward problem-solving than to me talking about who I was as an applicant and I liked that.” Andrew Snyder, 25

Hiring is in the top three, if not number one, of actions that ensure success, because it is having the right people that builds the strong teams that juice creativity and make it possible for the company to pivot as needed.

Hiring well means interviewing well and while there are many approaches to hiring there is nothing that can take the place of a really good interviewing process and well-trained interviewers.

Teams are old hat in some industries, but in others they are considered radically innovative and startup Virginia Tech Carilion Medical School is in that category.

The year-old startup, more than three years in the planning, received 2,700 applications for 42 openings in each class.

The applicants were first screened by traditional methods (grades, SAT scores, etc.) and 239 were invited to interview—and that is where things changed.

Driven by research, Carilion decided that (1) excellent communication and (2) strong social skills were must haves for any candidate they accepted.

The first is a growing catalog of studies that pin the blame for an appalling share of preventable deaths (98,000 deaths each year) on poor communication among doctors, patients and nurses that often results because some doctors, while technically competent, are socially inept.

The second and related trend is that medicine is evolving from an individual to a team sport.

Rather than rely on an interview with one recruiter, Carilion utilized a different approach called Multiple Mini Interviews (M.M.I.)

The system grew out of research that found that interviewers rarely change their scores after the first five minutes, that using multiple interviewers removes random bias and that situational interviews rather than personal ones are more likely to reveal character flaws, said Dr. Harold Reiter, a professor at McMaster University in Hamilton, Ontario, who developed the system.

Here’s how it works,

…the school invited candidates to the admissions equivalent of speed-dating: nine brief interviews that forced candidates to show they had the social skills to navigate a health care system in which good communication has become critical.

MMI is used by eight other medical schools including Stanford and UCLA.

It’s a great approach, especially for screening out those who believe their vocation or actions confer god-like status—and the ego to go with it. Those types don’t play well with others and are rarely, if ever, strong team players.

I’ve been a fan of team hiring for years and done correctly the speed interviews bump it to the next level; a far smarter approach than Google’s algorithm or the normal one-on-one, with an introduction to a few team members.

Image credit: Virginia Tech Carilion School of Medicine