Skip to main content

The ant and the grasshopper - part 1

Have you been so sure of something that even the hint of something contradictory can trigger you? The consequences of being in this state and how to avoid it is "Re-evaluating Consistency". What gets us in this situation? For the answer, we'll use the story of the ant and grasshopper[1], the moral being that we need to be diligent and play towards endgame rather than quick wins.


"The more you sweat in peace, the less you bleed in war." - Gen. H. Norman Schwarzkopf


This makes the perfect ending to this story and seemingly requires no further investigation. However, let's augment it with a single fact, the lifespan of a worker ant is 1-3 years, the queen lives for 30 years[4], and that of a grasshopper is 1-3 months[5]. Neither is wrong but what works for one doesn't for the other. What helps us navigate such situations is to understand the Dunning-Kruger effect[2, 3].


"The whole problem with the world is that fools and fanatics are always so sure of themselves, but wiser people so full of doubts" - Bertrand Russell


We have acted like both characters of this story. We dish out well-intentioned advice without fully understanding the situation. We hesitate to mention the panacea because we feel we don't have all the information to make a call. We are quick to judge someone as a condescending know-it-all for trying to help us, ironically mirroring their level of confidence. As we appreciate this effect, we are closer to humbling ourselves, being more receptive to new ideas, and work with the underpinning


"The whole is greater than the sum of its parts" - Aristotle


References:

[1] Aesop’ fable, The ant and grasshopper

[2] Dunning Kruger effect

[3] Your bias is Dunning-Kruger effect

[4] Keller L (1998). "Queen lifespan and colony characteristics in ants and termites". Insectes Sociaux. 45 (3): 235–246. DOI:10.1007/s000400050084.

[5] Lifespan of a grasshopper

Comments

Popular posts from this blog

Requesting coaching feedback

This is voluntary. Could you give me feedback on how you found me as a coach? These are few questions you could answer. Your feedback does not have be restricted to answering these. Which year and quarter I coached you? What you liked about the coaching session? What helped you progress? What I could have done better? This link contains feedback I've received in the past - https://www.programmingeq.com/p/coaching-feedback.html

Mezel Smith - Q32019

I really appreciate how you provided several possibilities/options based on what I told you. While you tried to hold me accountable for my goals, you still provided options/ideas that I should look into that could help me with my goals, which was helpful in my experimentation of how I accomplish those goals. One thing I would have wanted more of was actually you being less hesitant in providing your opinion. For me, I came into the coaching sessions, actually wanting all your opinions based on what I was saying. I wanted to get more feedback from you, even if I disagreed with it because my use-case is I am someone that looks for lots of feedback when I come to a coach with my progress/shortcomings because I never know when something really helpful or helpful to learn will come from someone else. Thanks!

Feeding your inner feedback monster

“Feedback is the breakfast of champions.” Ken Blanchard. Feedback should be timely, on a cadence, effective to elucidate objectively what occurred. If it is positive, it enables repetition; if redirecting, it enables correction. The ability to detach subjectivity from feedback is difficult and takes deliberation and practice. Outlined is a simple structure whose application can pave the path to gracefully give and receive feedback. STAR/AR Feedback STAR/AR is an acronym for ST: Situation/Task A: Action taken against the situation/task R: Result A: Alternate Action R: Alternate Result STAR is for reinforcing (positive) feedback, STAR/AR is for redirecting (critical) feedback. STAR example Situation/Task: We were struggling with the daily report Action: You introduced and conducted sessions to the new process for the daily report Result: We streamlined our daily report STAR/AR example Situation/Task: We introduced a new process for the daily report Acti...