The following is taken from an article published by The British Journal of Psychiatry. It provides a wonderful summary of why we need to use the C.R.A.P framework and who needs to use it.
"We previously wrote about detecting individuals who bullshit; but is it particularly damaging in the workplace? (Tracy et al. 2016). First it is important to delineate bullshitting from lying: lying is intentionally distorting the truth for one’s own benefit; bullshit is where the truth just does not matter. For example, a liar might promise vast sums money for a healthcare system or thousands of new nurses, knowing full well that this was not available; a bullshitter might make the same claim without checking or caring if it was possible. Indifference to truth is important; data suggest that the more of it that goes on, the worse the performance of an organisation. Further, while bullshitting is not a new phenomenon, the contemporary means and platforms to disseminate bullshit have increased exponentially, with proportionately increased potential of inflicting damage. McCarthy and colleagues assist, offering the following CRAP framework: (McCarthy et al. 2020) Comprehend bullshit is not lying (and may be appealing); Recognise its abstract nature, lacking logic and often riddled with acronyms and jargon; Act to disengage yourself and be prepared to confront it; and finally Prevent it through valuing critical thinking in your organisation and emphasise the need for evidence over opinion. The last point places a particular burden on senior staff – that’s YOU – to lead by example and make sure their team, service or organisation roots out bullshit. They argue that we are more likely to bullshit when we feel obligated to provide an opinion, when an audience is less knowledgeable about a topic, and when there is no accountability for producing bullshit. Workplace democracy is fine, they note, but we all have obligations to call out bullshit when we hear it. We all fall occasionally into the trap but, it doesn’t have to be this way. In a post-truth world, confronting indifference to truth matters to us all; you have to, ahem, take the bull(shit) by the horns." (Tracy et al: 2020: 289-290).
McCarthy, I.P., Hannah, D., Pitt, L.F. and McCarthy, J.M., 2020. Confronting indifference toward truth: Dealing with workplace bullshit. Business Horizons 63(3):249-251
https://doi.org/10.1016/j.bushor.2020.01.001
Tracy DK, Joyce DW, Shergill SS. Kaleidoscope. Br J Psychiatry 2016; 208: 201–2. https://doi.org/10.1192/bjp.208.2.201
"We previously wrote about detecting individuals who bullshit; but is it particularly damaging in the workplace? (Tracy et al. 2016). First it is important to delineate bullshitting from lying: lying is intentionally distorting the truth for one’s own benefit; bullshit is where the truth just does not matter. For example, a liar might promise vast sums money for a healthcare system or thousands of new nurses, knowing full well that this was not available; a bullshitter might make the same claim without checking or caring if it was possible. Indifference to truth is important; data suggest that the more of it that goes on, the worse the performance of an organisation. Further, while bullshitting is not a new phenomenon, the contemporary means and platforms to disseminate bullshit have increased exponentially, with proportionately increased potential of inflicting damage. McCarthy and colleagues assist, offering the following CRAP framework: (McCarthy et al. 2020) Comprehend bullshit is not lying (and may be appealing); Recognise its abstract nature, lacking logic and often riddled with acronyms and jargon; Act to disengage yourself and be prepared to confront it; and finally Prevent it through valuing critical thinking in your organisation and emphasise the need for evidence over opinion. The last point places a particular burden on senior staff – that’s YOU – to lead by example and make sure their team, service or organisation roots out bullshit. They argue that we are more likely to bullshit when we feel obligated to provide an opinion, when an audience is less knowledgeable about a topic, and when there is no accountability for producing bullshit. Workplace democracy is fine, they note, but we all have obligations to call out bullshit when we hear it. We all fall occasionally into the trap but, it doesn’t have to be this way. In a post-truth world, confronting indifference to truth matters to us all; you have to, ahem, take the bull(shit) by the horns." (Tracy et al: 2020: 289-290).
McCarthy, I.P., Hannah, D., Pitt, L.F. and McCarthy, J.M., 2020. Confronting indifference toward truth: Dealing with workplace bullshit. Business Horizons 63(3):249-251
https://doi.org/10.1016/j.bushor.2020.01.001
Tracy DK, Joyce DW, Shergill SS. Kaleidoscope. Br J Psychiatry 2016; 208: 201–2. https://doi.org/10.1192/bjp.208.2.201
Ian McCarthy
For more information about me and my work, follow me on:
Subscribe via Email
No comments:
Post a Comment