Expanding Boundaries of the Mind: The Future of Artificial Intelligence and Virtual Reality with Elon Musk and the Sundance Film Festival

Hi all!
As you know, I’ve been fairly interested in the Artificial Intelligence, Machine Learning, Virtual Reality, Augmented Reality, and Mixed Reality space.
 My personal surf usage usually spans and alternates between news and studies on that
and reading up on brilliant art or fashion shows such as Elie Saab’s Haute Couture.
Chris Milk is continuing to produce some great media for VR and MR, so you should look him and his production company, Within (formerly Vrse) up (Jocelyn: the videos I showed you and Tony last summer were produced by him). He recently showed a new one at the 2017 Sundance Film Festival and I heard it was MIND BLOWING! It’s called Life of Us, an expositional journey of our life as humans – music by Pharell Williams )
Sundance also hosted some very cool MR and VR installations like this:img_1635 I saw a demo of one which included not just the headset, but full audio and body set (vibrating suits??)– so complete immersion. It was so scary and pretty funny to see the physical realization of someone within this, and it also invoked some very powerful reactions from me even as a secondary viewer.
It’s almost as if there should be more invested discussions in the making of MR substituting for traditional medical solutions. From what I’ve seen, it has the potential to induce hallucinations and effectively distort mental cognition processes, and I really see it being a strong tool in the future for neurological malaises (or for people who just want to get high).
Lastly, neural lace!:
neural-lace
^ this will give you a short summary on what the possibilities for neural lacing look like for advancing human intelligence, but many more and better articles will go into depth on the potentials for this if you look up anything from Elon Musk, M. Banks, to neuroprosthetics + neural lace.
Basically, the development of neural lace or prosthetically made brain functions could in theory augment parts of our brain or simulate entire functions of our brain and we could all just opt-in in becoming Gandalf the Grey, Sauron, and Tony Stark… in one!
Crazy stuff happening our world, outside of the antics of the new Trump administration– news of those are sadly invading prime front page  space by the hour.
I’m heading over to an opening reception for one of my favorite galleries here, Paul Kasmin. Their upper location on 27th st. is dedicating an exhibition tonight to American Artist William N. Copley’s retrospective of women, how exciting! Especially after that march last week.
Wish you all could be here with me.
Bises,
Soo

Understanding a Marginalized Metric in the Arms Race for Success: Emotional Intelligence

In his delicious article “What Makes A Leader?,” brain and behavioral sciences expert and professor Daniel Goleman summarily tackles and identifies Emotional Intelligence as the fulcrum of the development and measurement of leadership within spheres of business and management.

First surfaced in 1985 via Wayne Payne’s doctoral thesis, “A Study of Emotion: Developing Emotional Intelligence”, EI was formally termed to account for the additional types of intelligence not subscribed in the parameters of technical and IQ modules.

Emotional Intelligence is an important quality to understand as how you measure up against these elements/pre-requisites are factors that can affect one’s ability to be a leader: managing a critical mass of people and ultimately creating high-impact value.

Out of the many models that have since been created by many scholars in their attempts to define EI, Goleman’s on EI has withstood the 2000’s and has served as the frame of reference for many educational and professional institutions seeking to understand this more deeply; I have likewise found his model for EI to be particularly useful, so I will continue on with reference to his model of five fundamental components:

Self-awareness is pretty by the book. It’s having a keen knowledge of your strengths and weaknesses, your needs, and your desires.

Self-regulation is the ability to maintain what can be simply described as the “emotional/professional poker face”, having the ability to yield reason over instinct despite certain situations natural eliciting a reaction that might be oppositional.

Motivation is the desire to achieve something. Often times, those who are motivated in the work place who currently hold decision making power have been observed to have the inclination to achieve for achievement’s sake regardless of there being a targeted goal or not.

Empathy, is empathy 🙂 Showing and successfully conveying genuine camaraderie and understanding for teammates, despite facing situational differences, deadlines/hard decisions being needed to make (i.e. corporate layoffs). Having the ability to treat each person uniquely and smoothly to best fit his/her emotional makeup and reactionary dispositions.

Lastly, social skills, i.e. being  gregarious – being willing to open up your time, resources, and mind widely. Studies have supported that people with great social skills often have  friendship networks that are very wide in breadth. Also, in the working space, high-leadership potential individuals can paradoxically appear to not be working as much because they more often than not recognize the needs to do things like allocate amounts of time during their work day to “chat ” and get to know their colleagues cross-departmentally.

Goleman doesn’t merely expound on or seek to heighten the value of pre-existing didacticisms, and this particular excerpt, amongst many, is very enlightening as it gets into the neuroscience of it all–showing where exactly EI growth is being activated and how we can push ourselves and our lovely comrades forward towards [higher command!] higher vision:

“With competency and leadership training programs provided in leading companies, it’s important to determine where exactly our emotional intelligence comes from. It’s a mixture of nature and nurture, but studies show that a large part of our development in regards to this as physiological: “Emotional intelligence is born largely in the neurotransmitters of the brain’s limbic system, which governs feelings, impulses, and drives. Research indicates that the limbic system teams best through motivation, extended practice, and feedback. Compare this with the kind of learning that goes on in the neocortex, which governs analytical and technical ability The neocortex grasps concepts and logic. It is the part of the brain that figures out how to use a computer or make a sales call by reading a book. Not surprisingly-but mistakenly-it is also the part of the brain targeted by most training programs aimed at enhancing emotional intelligence. When such programs take, in effect a neocortical approach, my research with the Consortium for Research on Emotional Intelligence in Organizations has shown they can even have a negative impact on people’s job performance. To enhance emotional intelligence, organizations must refocus their training to include the limbic system. They must help people break old behavioral habits and establish new ones. That not only takes much more time than conventional training programs, it also requires an individualized approach.”

And just how important are these for professional development and how do they add up to affect the trajectories of our careers and our lives?

An extensive study of data culled through the numerous competency models employed by top 500 companies of manager to C-level executives has revealed that out of the technical, intellectual and EQ abilities we can strive to develop, EQ is what’s most paramount to hinting at one’s growth potential as a thriving leader.

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There are people that would scream out in surprise, “what a coincidence! That this is so important to my success!! ..I suppose they would be the kind of people who forget that humans are the backbone to every problem and every solution found in this world, but this is only the opinion of one.

Cool stuff!

Anyways, I shall end my advocacy for EI for the moment, but I do hope you take the time to read Goleman’s article, “What Makes a Leader” when you have the time.

Bises,

Soo

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See here for another benefit to EI form a cost/benefits angle as noted by a leading research team in the UK specializing in management training:

Benefits of early EI measurement:

Case 1: “When hiring recruiters, the government used an emotional intelligence test as part of the process. They found that the recruiters who performed the best were the ones that had scored the highest on the EI test– particularly in the competencies of emotional self-awareness, empathy, happiness, and assertiveness [hiring employees who have high levels of EI gives you a better chance of hiring the right people the first time and reduces employee turnover, resulting in significant cost savings”. The Air Force soon learned that it could increase the chances of hiring successful recruiters by three times as much if they used the EI test. They found that using EI tests saved over $3 million annually by being able to hire the right people for the first time. The results were so notable that the Government Accountability Office (formerly the Government Accounting Office) presented the information to Congress who in turn requested the Department of Defense use emotional intelligence tests in recruitment and selection in all the armed forces.”

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Read on to get better acquainted with the fundamental tenets of emotional intelligence as delineated here by Goleman: self awareness, self regulation, motivation, empathy, and social skills, and see them presented through examples within the business sphere.

For additional content, feel free to go further with Daniel Goleman’s work on EI here, or here, to get his best-selling book, Emotional Intelligence: Why It Can Matter More Than IQ.