PERSONAL SPECIAL.... Why Confidence is More Important than Creativity

Why Confidence is More Important than Creativity

The other day I was delivering a talk to a large audience and I asked this question: What is more important to innovation and success—Creativity or Confidence?

Hands down, creativity won.

But then I asked: How many of you had a brilliant idea, never had the courage to turn it into something, and now someone else built a big company around it and is making lots of money doing it?

Most hands go up.

Point made.

Many of us have great ideas and big dreams but if we don’t have the confidence or courage to turn them into a reality, nothing will come of them. If you have great ideas at work but you’re too afraid to speak up at a meeting or if you give up the first time someone puts your idea down, you will never succeed at getting your ideas out there. Companies will find it difficult to innovate if everyone is afraid to express the very creative ideas they have inside of them.

Research shows that when people are feeling confident, they reach for higher level goals, put more effort into achieving their goals, persevere despite setbacks, and they believe their efforts will result in successful outcomes. This is all hugely important to innovation, business performance and goal achievement.

In my book, Wire your Brain for Confidence; The Science of Conquering Self-Doubt, I delve deep into how you can build a more “get into action” kind of confidence. Let me share with you some of the science behind why building confidence can re-wire your brain for success.

Many people spend their time building their skills and accumulating certifications to get better at what they do. What I have discovered after fifteen years of studying confidence, is that it’s not just your knowledge, talent, or skills that fuel confidence, it’s your beliefs about your knowledge, talent, and skills. Beliefs drive how people think, behave, and feel. Beliefs affect whether someone perseveres or gives up in the face of obstacles.

The reason why beliefs are so important is because beliefs can become self-fulfilling prophecies.

If you have a self-doubting belief that you won’t succeed, you limit your involvement to protect yourself. Then you aren’t surprised when things don’t go well. This sends a message back to your brain saying “See, I told you so.” The self-doubting belief grows stronger, a self-fulfilling prophecy.

Equally, if you have a positive belief that you can succeed, you engage in behaviors that are likely to lead to success. The outcome sends a message to your brain, “See, I told you that you could do it.” Your performance contributes to your confidence, serving as a different sort of self-fulfilling prophecy.

So how does one develop self-confident beliefs? Here are three science-backed ways:

1. Just Do it, One Small Step at a Time

According to science, the fastest route to building self-confidence is to go and try it, and try it again, until you have built some mastery in it. Perceiving yourself as succeeding at a certain task and believing that the success is due to your own ability, sends a powerful message to your brain saying, “Yes, I can do it.”

When people ask me how to improve self-confidence and I tell them, “Just go do it,” they give me funny looks. “Louisa, if I had enough self-confidence, I would have done it a long time ago!” So the key is to take baby steps towards your goal. So, for example, if your big dream is to write a book, start by blogging or writing a short article for an online publication. This will build your writing skills and your confidence. Learn from each article you write, as if every article was just an experiment that you will learn from, and push yourself to the next level each time.

Every successful writing experience leads to an increase in your confidence which fuels your motivation to work harder and build your skills. If you want to build your self-confidence, rather than focus on the end result, focus on building your capability in small steps. You’ll find your self-confidence increases with every successful performance.

2. Surround Yourself with Encouraging People

Powerful words of encouragement from those around us can be a terrific source of confidence and it should not be underestimated. Neuroscientists have discovered that we are much more socially hard-wired than we knew before. Very deep within us, we want to be accepted. We want to fit in. If you fear doing something that will garner social criticism, your brain goes on high alert with the fear that reaching for your big dream might threaten your social standing.

When you decide to embark on something new, your confidence is fragile so be sure to stay away from the naysayers. They will undermine your motivation to move towards your dreams. On the other hand, someone who encourages you can be a catalyst for achievement. The right word, said at the right time, can give you the energy to move on.

3. Visualize a Successful Process and Outcome

People who visualize themselves delivering good performances and repeatedly mastering more challenging situations experience boosts in their self-confidence. Neuroscientists have discovered that our brain sometimes cannot tell the difference between something we have experienced and something we have imagined.

The kind of visualizing you do also makes a difference. Researchers at the University of California conducted a study to see if visualizing the process toward a successful outcome had effects different from those if you were to just visualize the outcome. Not only did the outcome group perform worse, but they put less effort in and were less motivated. Researchers conclude that visualizing only a positive outcome may be convincing our brain that the goal has already been achieved and therefore nothing more is required. Visualizing the process instead puts us in a state of readiness to act, and we move into action much more easily, which also reduces procrastination. If you are procrastinating, take some time to visualize yourself going through the process of successfully getting the task done.

Now apply this in your life. What is that dream that you never believed you could reach? Set mini-goals and start building self-confidence step by step. Surround yourself with competent and encouraging people. Visualize yourself, everyday, successfully achieving it and going through the process. BELIEVE that it is possible. Start now… Your big goals are waiting!

Posted by: Louisa Jewell

This is adapted from Louisa’s new book, Wire Your Brain for Confidence; The Science of Conquering Self-Doubt 

DIGITAL SPECIAL..... How a digital factory can transform company culture

How a digital factory can transform company culture

Companies are beginning to use digital factories as incubators of more agile ways of working, often filtering the best attributes of the factory culture back to the larger organization.

A digital factory often calls for a whole new set of rules, including increased agility, new technology solutions, and cross-functional teams. Those differences have often spelled success for companies trying to develop and push out new digital capabilities quickly. In this episode of the McKinsey Podcast, senior partner Rohit Bhapkar and partner Joao Dias speak with McKinsey’s Barr Seitz about the challenges leaders might face in building digital factories and how to set themselves up for the best results.

How a digital factory can transform company culture

Podcast transcript

Barr Seitz: Hello, and welcome to the McKinsey Podcast. I’m Barr Seitz, global publishing lead from McKinsey’s Marketing & Sales and Digital Practices, and I’m very happy to be joined today by Joao Dias, a partner based in McKinsey’s Cologne office, and Rohit Bhapkar, a senior partner in our Toronto office.

They are also the coauthors of the article “Scaling a transformative culture through a digital factory.” For today’s conversation, we’ll be discussing what a digital factory is, how senior leaders can overcome the management challenges in setting one up and running it, and what it takes to get started.

So, let’s dive in. Joao, I’d like to ask you the first question. In your article, you make the point that companies have had plenty of successes with small-scale digital pilots, but they start to run into real problems when they try to scale those digital programs across the business. Why is that? And why is setting up a digital factory one way to address that issue?

Joao Dias: Thank you, Barr. The issue that most companies face is that, when they start doing digital transformations and digital projects, they realize that they need to break a lot of rules. They need to break the rules on how to allocate people into the initiative, or how to fund the initiative, or even what technologies to use or what project models to use.

And it’s OK to do it in a pilot. Oftentimes, the CEO and most senior people pay a lot of attention to those pilots, and they help bend the rules or they just dictate that, for that short period of time, it’s OK to do as they do. But a CEO or a senior-executive team cannot spend all their time paving the way for it to happen.

That’s where a digital factory comes in. A digital factory is basically an organizational construct where you end up allowing for a number of rules to be different. Within that digital factory, it’s OK to work in an agile manner. It’s OK to use a different technology set. It’s OK to host a number of things on a quasi environment, for example. So the digital factory ends up being the setting of a whole new set of rules that allow people to work differently and give the senior team the space to then just sponsor it and support it instead of fighting every single fight, every single day.

Barr Seitz: Rohit, what exactly is a digital factory? Can you explain what one looks like, how it operates, and maybe give an example of a digital factory in action?

Rohit Bhapkar: Building off what Joao was talking about, one element is the culture and the operating model of the digital factory. This is generally a place where teams will work in very different ways than they may work in the rest of the organization. You can think of a digital factory as a construct of ten to 50 teams, squads, pods, whatever the name is. Usually each of these teams will be eight to 12 people, and they’ll be working on projects that build the digital capabilities of the organization.

As an example, a common thing for one of these teams to be working on is digitizing a customer journey like credit-card onboarding or small-business account opening. What you’ll have is a cross-functional team that comes together for a period of time to reimagine and build something really new for the bank. The team will generally have people from the digital factory, so people like designers, developers, product owners. And it might have some people from the legacy business, which helps with the whole culture change—so people from risk and operations and other parts of the business that are relevant to reimagining this journey.

The teams will work in what we call agile sprints. Every couple of weeks, they build some new part of the journey. They test it with customers, they refine, and they iterate.

Once they have something that they feel is worth testing in the market, they’ll create what we call an MVP, a minimum viable product. That will then be tested with a subset of customers and then eventually become the new way of credit-card onboarding or small-business account opening for the bank.

Another common element I see is the factory can be a place where some people maybe go work every day, and other people come a couple of days a week because they’re part of a project team. Or maybe people do a rotation through the factory. The factory can often be used as a tool for the broader organization to slowly transform itself, as well, over time.

Joao Dias: One exciting thing I find in digital factories is that yes, there are a number of things that are common across digital factories, but they are also very different. I’ve seen in a banking client of mine in Europe where they ended up having multiple branches of these factories because they thought it was important to locate the factories relatively close to the businesses that they were supporting. And so you would have factories in multiple cities, in multiple locations, all of them operating under the same rules and the same set of operating principles but located in different places.

Another client of mine, a much smaller organization, a very lean private-equity-owned institution, they ended up creating a digital factory that is very similar to the organization itself. It’s also very lean, very small, located in one of the floors of the main building. You can see how the factories end up mimicking the organizations that they belong to.

Barr Seitz: Are there any sectors that are in the lead when it comes to developing digital factories? And why is that the case?

Joao Dias: Let’s also be clear that the digital factory is a construct that serves the purpose of initiating and conducting the digital transformation of a business. It’s not the only construct for that. We see some sectors that are more developed, and particularly in some companies that are more developed, they end up doing the digital transformation in a much more organic way because their corporate centers already operate in a very agile way. They already have this set of rules applied to the normal company. So they don’t need to create this construct on the side. And we’ve seen that, for example, in banking, in some institutions in Europe.

Some other sectors, like pharma or energy, they tend to be a little bit behind because the customer behavior and the economic pressures are different compared to some of the other sectors. They tend to be in a phase where they do more pilots. Sectors like retail and consumer goods and media have been in the forefront of this for a long time, and you’ve seen them for a while having large-scale digital factories or even embedded in the organization.

Barr Seitz: If that’s the case, are the digital factories that banking, for example, is putting together applicable in terms of lessons that can be used for other sectors, such as pharma?

Rohit Bhapkar: As we’ve been talking about, a big component and a big reason for doing a digital factory, creating a digital factory, is the culture. The cultural challenge any large, complex, incumbent organization has as they attempt to digitally transform, there are similar challenges whether you’re a large bank or whether you’re a large telco or whether you’re a large oil and gas company. And so I do think the digital-factory construct is an important one to think about across all of those. All of the institutions are going to have to think about how do they recruit, attract, inspire, and retain a new kind of digitally native talent if they’re going to succeed going forward?

They’re all going to have to think about, when they do attract those people, how do they work in a way that is very, very different than the way they’ve probably worked for the last 20, 50, 100 years as an organization? This is around being more agile, being more customer centric, leveraging data and analytics in a different way.

In the factories I’ve seen that work very well, as Joao pointed out earlier, they challenge all of the norms of the organization, all of the existing rules around talent management, around operating model, around ways of working. They’re willing to try things and have them fail and then pivot. That kind of mind-set and that kind of environment is required for any organization that’s looking to go on this journey, sort of irrespective of what sector they’re in.

Barr Seitz: I want to dig into this point that you both have brought up on the idea of culture and how a digital factory can be an incubator for developing it. Rohit, you talked earlier about this idea of a digital factory being a place where you can infect the larger organization.

It’s an interesting visual, this idea of a culture farm around the factory, and, in fact, it highlights one of the main purposes of a factory. So, Rohit, could you talk more about how to set up a digital factory so that it really can be an incubator for digital culture?

Rohit Bhapkar: On the first point of how to start one, there are a couple of common things to have in place. One, you need leadership buy-in at the top of the organization, that this is an important piece of an overall transformation and that they’re going to be supportive not only in helping invest in and fund the factory but also in helping ensure that the factory is successful. So you need alignment and top-leadership support.

The name “factory” is interesting. With some of my clients, when we’ve chosen that name versus calling it a lab or an innovation center or something like that, the reason they liked “factory” is because they wanted the stuff that is produced in this construct, in this team, to actually be meaningful and real for customers, employees, and shareholders.

Having them work on things that are aligned with the business strategy and key objectives and top priorities of the business is a second, very important piece of this. If they’re just the lab that’s working on stuff that nobody will ever see or use, it may be a sexy idea at the beginning, but then it will fizzle out and it won’t infect the rest of the organization, as you put it.

Communication is a very important thing to think about in any transformation, especially one like this. How do you make sure people who maybe aren’t spending time in the factory understand what is going on there, feel a sense of pride and ownership for what is happening there, rather than maybe envy for what is happening there?

Using these kind of rotational ideas, where people are going to come spend four months, six months, a year working on a project in the factory is very important. Exporting the best ideas from the factory to the rest of the organization is very important, recognizing that the factory will be a test bed for some new ideas and maybe new tools and new types of capabilities, and the ones that really work and we think have relevance at scale, exporting those.

Joao Dias: Some organizations are very, very purposeful about that. So they will have organized programs for the senior group of the company to come and see and to sponsor elements of the digital factory and spend time there and discuss it. One traditional implication that I’ve seen in many clients is the expansion of agile operating models beyond the digital factory. People see how effective those are, how they help colleagues collaborate, how they help colleagues focus on the end product that they want to achieve instead of the internal bureaucracies. And so they realize that that is a big unlock for the new culture of the organization, and they start exporting it.

But there are others as well. Things like the design thinking that often comes into a digital factory, and having new skills such as understanding customers and what they want and how to design solutions for them.

Barr Seitz: You’ve talked very eloquently about how to export ideas from the digital factory into the larger business, but what sort of things can a business put in place to make sure that these ideas that come out of the factory, and are successful there, can really take and have an opportunity to flourish in the broader organization?

Joao Dias: I see three common struggles and three common themes that top managers end up having to take on themselves to support the development of a digital factory and then, as you were saying, the spread of it beyond. One is people. Finding the right leaders for the digital factory, not only at the leadership or at the top of the digital-factory level but beyond that.

That typically means finding people from within who are really scarce, who are the ones who will be needed in other parts of the organization, and therefore makes it a very painful trade-off that needs to happen. Oftentimes, it also means going out to the market and finding new blood to come in, which in some organizations can be painful, as well, particularly organizations that are more used to developing from within.

The second element is mandate and power, if you will—making sure that the digital factory has the set of governance opportunities or governance mandates to execute on what they need to execute. And it goes from very high-level, critical, business-related stuff, like being able to very quickly approve a new sales process that comes out of that digital factory and spread it through the organization or launch a new digital product online.

But also some more mundane and simple decisions arise, such as being able to make changes to an IT system and put it online live in very quick timeframes. Then the third one is, well, it’s about money. These digital factories do require resources, and they require funding to be allocated to this. If every single initiative within the digital factory has to go through a traditional funding-request process of a company, the whole digital factory is a nonstarter from the beginning.

So this whole notion of allocating strategically, allocating resources for the digital factory and protecting it, it’s an important decision that oftentimes is difficult for top management to do. But in my experience, if you, early on, as a top-management team, grind through these difficult trade-offs and difficult decisions, it paves the way for the digital factories to flourish and then to expand beyond it.

Rohit Bhapkar: A couple of things I’d push folks to think about. One is being very clear about what is the culture change we’re trying to create. We can talk a lot about culture and being faster, but I think clarity from the top team on what is the culture shift we’re trying to create is very important, and making sure everybody in the organization understands that.

One of my clients framed it as a series of four performance-oriented culture shifts they wanted to make and then four what they called customer-oriented culture shifts they wanted to make.

Then, as Joao alluded to, it’s all about leadership. You have to have leaders throughout the organization, at the top of the house and throughout middle management, who are committed to helping drive the change and helping their people through that. The factory can only do so much.

Another piece that the factory can be a big help with is creating symbols or lighthouses of the change we’re trying to create. If one of the things you’re trying to move is this idea of velocity and building things faster and doing things faster, if the factory can help show that it can be done, it will inspire others in the organization. It will quiet those who say, “Oh, we’ve never been able to do things in a fast way, and so why would we believe we can do it now?”

Barr Seitz: Rohit, I’m sure you would agree that very few businesses have not already tried something in terms of a digital transformation. Everyone’s launching pilots and trying experiments. How would they pivot from what they’ve been doing to moving toward more of a digital-factory model? And how would you advise them to start?

Rohit Bhapkar: There are a couple of different ways I think about it. One is you can maybe start the factory as a virtual factory, if you will, in that you tie together, like how Joao was describing, a few of the different initiatives that are already going on under the same set of rules and culture and operating model.

The times I’ve seen where people have made really bold bets on this, it’s been around getting a clear sense of what is the mission for the digital factory going to be. In a banking context, you might say the digital factory is there to support the migration of our customers in terms of digital sales, service, and engagement and building the capabilities to support our customers.

In an energy company, you might say, “We want to dramatically increase the level of automation and monitoring that happens in our mines,” thinking a little bit about, OK, so what is the talent we need to be able to start to deliver on those things; starting to think about the number of people we’d need, how many of those can come internal, how many can come external; starting to think about, as we talked about earlier, the culture shift we want the factory to help create and what does that mean for the setup; then, as Joao pointed out, thinking about the ring-fenced funding and leadership for the factory and what it’s going to require.

Barr Seitz: I really like that point about how important it is to get a clear sense of what the mission is for the digital factory to be successful. And it’s a good point for us to end on because I’m afraid we’re out of time. Thank you, Joao and Rohit, for joining me for this conversation.

Joao Dias: Thank you, Barr.

Rohit Bhapkar: Thank you, Barr.

Podcast September 2017

http://www.mckinsey.com/business-functions/digital-mckinsey/our-insights/how-a-digital-factory-can-transform-company-culture?cid=podcast-eml-alt-mip-mck-oth-1709&hlkid=d9d32cefcf5043dbbfd9a464398fbdaa&hctky=1627601&hdpid=7d132b9b-1b5b-45b5-92c3-5659ea725912

CEO SPECIAL..... How To Lead With Empathy

How To Lead With Empathy

A new breed of CEOs is defined less by “command and control” and more by “inspire and empower.”

My first boss was a bully. Just before I started working for him, a rumor circulated that he’d once thrown a desk out the window. Maybe the story was apocryphal, but it didn’t feel that way to those of us under his thumb. He would yell and curse. We were all afraid of him. As unpleasant as it was, though, I have to admit that the fear was a powerful motivator.

But there are other, better ways to get a team to perform. In today’s business world, bullying tactics are increasingly backfiring (case in point: Travis Kalanick at Uber). Meanwhile, a new breed of CEOs is rising, defined less by “command and control” and more by “inspire and empower.”

No leader better epitomizes this approach, and its potential for outsize success, than Microsoft CEO Satya Nadella. Following the notoriously combative Steve Ballmer, Nadella has dramatically revived Microsoft’s reputation and its relevance by emphasizing collaboration and what he calls a “learn-it-all” culture versus the company’s historical know-it-all one. As senior editor Harry McCracken explains in “Microsoft Rewrites the Code,” the results have been eye-popping: more than $250 billion in market value gains in less than four years—a feat that, quantitatively, puts Nadella in the pantheon of Bezos–Cook–Page–Zuckerberg.

Empathy and soft skills have often been derided in the cutthroat bureaucracies of corporate America. “Suck it up” has been the edict to aspiring masters of the universe; generosity of spirit and openness have often taken a backseat to aggressiveness and subterfuge. Which is what makes Nadella’s ascension so refreshing. His playbook includes these five lessons:

1. SHOWING WEAKNESS IS A STRENGTH.

Rather than walking tall and carrying a big stick, Nadella has demonstrated confidence and authority through his willingness to admit fault. A few months into his tenure, he made a major faux pas at a conference for women engineers that spawned a wave of criticism. He owned the mistake and admitted to biases that he hadn’t realized. The episode ended up building his credibility in the long run.

2. LISTEN AND LEARN.

Nadella describes working for Bill Gates in uncompromising terms: “Bill’s not the kind of guy who walks into your office and says, ‘Hey, great job.’ It’s like, ‘Let me start by telling you the 20 things that are wrong with you today.’ ” Nadella’s style is to emphasize what’s been done right. He starts each senior leadership meeting with a segment called “Researcher of the Amazing,” showcasing something inspiring at the company.

3. PATIENCE AND URGENCY CAN COEXIST.

Nadella says Microsoft’s cultural evolution is an ongoing process. But that hasn’t prevented him from acting boldly—whether shutting down the mobile phone business and eliminating 20,000 jobs or buying LinkedIn.

4. PEOPLE CAN GROW.

Nadella recruited new talent into the company, and he has emphasized the importance of an outsider’s perspective. But he has put even more focus on unleashing potential within the ranks. He’s relied on instilling a “growth mind-set,” a concept borrowed from Stanford professor Carol Dweck. He sees re­sis­­tance to change as a behavior rather than a fixed personality trait.

5. EMPATHY IS A TOOL.

Some may look at Nadella’s efforts and say, “All he needed to succeed was to not be a jerk.” That underestimates the nuance of what effective empathy requires. Putting yourself in someone else’s place is a powerful way to alter behavior and outcomes. 

Admiration and encouragement, high expectations, and uncompromising standards: A skillful manager uses all of these to get the best out
of us. I have learned that from all my bosses, and from Nadella, too. As leaders, colleagues, employees, and consumers, we are senders and recipients of myriad messages, spoken and unspoken, acknowledged and subconscious. In the best case, we take time periodically to step back and assess our actions—and those of others—to appreciate the long-term implications. Only then can we experience the life, the career, and the impact that we want most.

BY ROBERT SAFIAN

https://www.fastcompany.com/40457045/how-to-lead-with-empathy?utm_source=postup&utm_medium=email&utm_campaign=Fast%20Company%20Daily&position=8&partner=newsletter&campaign_date=09192017

WORKPLACE SPECIAL.....Office survival guide: 101

Office survival guide: 101





Even those of us who love our jobs can have days where office life seems unnerving. Here are some ways with which you can deal with the troubles, with a smile

When you don't like your job, going to work every day can be a challenge.

Your problem might be with your manager, that you constantly feel stretched to the breaking point, or that you are resentful about taking a pay cut. Or, the whole environment may just feel toxic. Robert Sutton, a professor of management at Stanford University, says that an un happy workplace can have drastic effects on your own well-being.

Whatever your reasons for being unhappy, you need to maintain your professionalism and pre vent a bad attitude from sabotaging you. Here are some tips from Sutton on how to survive working in an unpleasant office:

1 PREPARE TO FIGHT BACK

In an ideal office, you wouldn't have to treat each day like a potential battle waiting to break out. However, in a toxic workplace, you will likely have to take more drastic measures to stand up for your own interests. “In terms of a toxic workplace, if you're walking into a situation where everybody treats everybody terribly, either you hide in the corner or you go to war,“ Sutton said.

Don't compromise your principles and completely mimic the bad behaviour that your colleagues have been demonstrating.

According to Sutton, you should brace yourself for conflict.

2 AVOID CONFLICTS WHENEVER POSSIBLE

It's one thing to prepare for conflict. It's another thing entirely to seek it out. Sutton said that it's better to avoid fights whenever possible. “Try to figure out when the most obnoxious, difficult people are around and when you can avoid them,“ he said. Some workers Sutton interviewed had developed an `early warning system' to deal with their manager's foul temper. Before work, they would call the boss's assistant and ask about their manager's mood ahead of time. That way, they could avoid their boss during bad times.

3 MAKE FRIENDS

It might seem difficult to make friends at work when all your coworkers deride you. But finding allies in a bad situation can really improve matters. “Sometimes people will band together to protect themselves,“ Sutton said. Basically, give people a chance.

4 TRY NOT BECOMING ONE OF THEM

Ultimately, Sutton suggests it's usually best to plan an exit strategy if you are working in a truly toxic office.Otherwise, you'll risk becoming like one of your fellow workers. “One of the things I say to my students at Stanford, if they interview at a place where there's a bunch of nasty people, or incompetent people, is, `Look at the people you're going to be working with.

The odds are you will become .like them. You're not going to change them,'“ Sutton said.

businessinsider.in

INNOVATION SPECIAL....... Innovators Under 35 INNOVATIVE Visionaries V8. Amanda Randles, 34

Innovators Under 35

INNOVATIVE Visionaries

V8. Amanda Randles, 34

Duke University

Personalized simulations of blood flow in the body.

Amanda Randles, an assistant professor of biomedical engineering at Duke University, is building software that simulates blood flowing throughout the human body in a model based on medical images of a particular person. The code base is called “HARVEY,” after William Harvey, a 17th-century surgeon who first described the circulatory system. The software requires a supercomputer to crunch calculations on the fluid dynamics of millions of blood cells as they move through the blood vessels. Randles has other plans for her fluid-dynamic model of the circulatory system. Next up: scanning newborns with heart problems to guide surgeons and predicting how cancer cells move through the body.

—Antonio Regalado

MIT  TECHNOLOGY REVIEW

PODCASTS SPECIAL...... Top podcasts to make you laugh, cry and learn

Top podcasts to make you laugh, cry and learn





It's not just interviews that make the best podcast ear candy, but advice shows, conversations between friends, comedy and horror series, tales about the past and so much more

1 The Guardian's Audio Long Reads

Why should you listen?

In-depth investigations on a variety of topics

Sure you have read The Guardian's Long Read features.Now it records some of them too, so you can listen and explore even more in-depth pieces. Topics covered by the Audio Long Reads vary from the history of Indian restaurants in the UK to political topics from across the globe.

2 Marathon Talk 

Why should you listen?

Motivation to get off the sofa for a run

Plan to finally start running?

Marathon Talk might just be the show that will persuade you to get up and out for a jog. It's the UK's number-one running podcast and is listened to all over the world by people trying to start out running for the first time as well as jogging veterans.

3 Lore 

Why should you listen?

Campfire stories without horrible weather

You can get an ultra-creepy, yet totally captivating dose of award winning podcasts every two weeks. Each episode digs up a new dark tale from our past in a `gather around the campfire and share your most thrilling stories' kind of way. Strange creatures, tragic events, unsolved mysteries and unusual places make for addictive listening.

4 The Allusionist 

Why should you listen?

Interesting facts about the English language

Ever wondered if we can resurrect languages that have entirely died out? That's one of the topics The Allusionist covers, but this show also dives into the intricacies of the English language that you have never noticed.

5 The Football Ramble 

Why should you listen?

Passionate football chatter

It is a light-hearted, passionate podcast that celebrates the game. Marcus, Pete, Jim and Luke have picked up a huge following, do live shows and offer an ad-free version and host of extra shows if you're prepared to pay for Acast.But the weekly classic and another betting-focused show remain freely available.

6 Stuff You Should Know 

Why should you listen?

Introductions to topics you need to know about

The show features Josh Clark and Chuck Bryant discussing topics and trying to get to the core of the information you need to know about them. Recent episodes have been based around Satanism, stuttering and even ketchup.

7 Important If True 

Why should you listen?

Something funny and informative

Important if True is obsessed with all things tech and pop culture. At their heart, Chris Remo and co are phenomenal story tellers, taking niche tales and spinning them out into epic tales which of ten get integrated into classic pop culture tropes.

8 Criminal 

Why should you listen?

It's full of fascinating stories

Another popular podcast, but this time for true-crime lovers who want to get engrossed in quirky cases and murder mystery. It's not overly gory, but explores curious legal tales, and centres on the people who have done wrong (or the accused) .

techradar.com