What is the most effective way to read a book and what can one do after reading?

You will forget half of what you read after 2 weeks and 90% after 2 months.

Some people think taking notes and reviewing them is boring or not necessary. This is simply not true. You will not retain what you learn from a book unless you get multiple repetitions of the information over time.

People tend to want the shiny new thing ("fresh" information) when really they would be better off reviewing what they have already read/forgotten. One you fully realize how much time you are wasting by not reviewing your notes (because you are forgetting so much of what you read) you will start to enjoy it. Most of the best ideas come from going back and collecting and synthesizing disparate notes and quotes from the books we have read.

Timothy Kenny, author of Accelerated learning for Entrepreneurs, suggests a simple process to retain information from reading:-

1. Consume your information

This means you underline your book, take notes from an audio or video course or collect the best posts from a forum into a word document or page in OneNote.

2. Boil it down

Transfer your highlights or underlines to a separate piece of paper so you have your own set of notes.

3. Boil it down again

Use a highlighter to go over your notes and find the most important pieces. You can circle chunks of text in your notes to start organizing them.

4. Create Your final product

These are only useful for certain types of information. Some books are more general facts/information and may not be worht the extra time investment if you only have a few pages of notes and not many actionable steps.

A. Mindmap

Use your chunked notes to create a mindmap. Stick to one page and fit in as much detail as you can.

B. Action List

Go through your notes and decide what you want to take action on. Prioritize the list and put it somewhere where you will look at it again, like the wall next to your computer.

C. Notecards

Cut up your information into two sided notecards. You can do this by hand or digitally.

Tip: You can leave notes at any stage in the process and come back later. You can also skip or combine these steps depending on how aggressively you want to learn.

(End Game: The Ultimate Accelerated Learning System - Udemy)

Hard and Soft Skills

Have you ever heard come across the terms Hard and Soft skills?

These are 2 different types of skills that we acquire in order to perform and excel in a job, no matter the industry you're in.

Most of us would be familiar with Hard skills as we've been through them since young. In school, we're taught mostly Hard skills. Math, Science, History, Geography - these are all knowledge that can be quantified through the tests and assessments that you have to take. Typically, you'll learn hard skills in the classroom, through books or other training materials, or on the job. Your university degree or vocational training are all Hard skills that have enabled you to land the job you're now in.

However, as I'm sure many of you are aware...is that these days, having solid Hard skills doesn't necessarily guarantee you your dream job. Having a degree or two, or having a 4.0 GPA does not mean you'll score the job you've applied for.

And why is this so?

For starters, we're a progressive society. Things are ever changing, and as a result, the way in which we think of solutions to new problems and discoveries have to change constantly. This requires a lot of creative thinking, and flexibility that Hard skills do not always cover. The work culture in many younger companies and start ups these days also focus a lot more on strengths outside of the Hard skills that their employees have. As a result, you may realise that you can no longer succeed on Hard skills alone.

And that's where Soft skills come in!

Soft skills are subjective skills that are much harder to quantify. They're also known as people or interpersonal skills. They relate to the way you interact with other people. Some examples of soft skills include - Communication, Motivation, Problem Solving abilities, Creative Thinking, Time Management and Leadership. It may seem like skills that you naturally learn or know, yet these are skills that are sometimes overlooked. And that is why some people are more successful than others. It's because they're able to leverage on Soft skills to push progress towards their goals or in their jobs. They're able to hone in on their Soft skills to stand out from their peers and co workers.

Do aliens really exist?

Aliens are out there, more likely than not. The Drake equation gives an idea of those odds. Of course, "alien life" may not just be narrowly defined as "intelligent alien life" and Jupiter's moon Europa may hold the answer of whether or not microbial alien life exists in our very solar system. If we find out it does, that would be very exciting (and would also make the movie "2010" rather prophetic...but I seriously doubt in the way portrayed by the movie at all with the energy discharges and such).

There's no evidence that intelligent extraterrestrials have visited Earth, but there are some tantalising videos on the internet that may or may not be real. The ones of particular interest are the ones that are no longer available, or have been replaced by obvious hoax videos.

Of course, there is the witness accounts from dozens of high-ranking military officials and military pilots from around the world, many of which testified at a global disclosure summit (I believe it was held in Canada in 2011, but I cannot locate the video footage or related articles online to substantiate that), among other reports given by a few commercial airline pilots and police officers over the years. These people may have seen "something", although I cannot say if what they saw were truly extraterrestrial vehicles or not, but they had nevertheless put themselves up for public scrutiny and some have even put their jobs on the line when the reports became public. The obvious question is whether these latter reports were publicity stunts or unintentionally leaked to the press.

It is worth mentioning that in 1952, several UFO's were reported flying in restricted air space over Washington, D.C. in a highly publicised string of sightings, which sent the U.S. government scrambling military fighters to intercept. Keep in mind that the U.S. was in sort of a "UFO hysteria" at that time, and these sort of reports could have helped the government put public opinion in their favor to bolster cold-war military funding.

With that in mind, intelligent extraterrestrial beings visiting our planet seems unlikely, simply for the fact that the nearest habitable planetary system is 13 light years away, jand we are just one planet with really nothing of interest, out in the middle of nowhere, among millions of others just in this sector of our galaxy (being conservative with that number). Our natural resources are sparse, our civilisation is volatile and dangerous and our technology is unimpressive. Nothing to see here...move along. 

Public speaking - some simple tips

One thing that I have learned about public speaking, or even just persuasive speaking, which I think falls into psychological.

When talking about something, you need to own your space. You can do this in many ways, but the best way to get people to listen to what you say is to own the space around you. Show confidence, show that you're comfortable. Convince others ‘I am so sure what I'm saying is awesome and true that I am not in the least bit nervous about this speech.’

Walking around is one way to do it. Use up all of the stage. Move. Lean down, stand up, walk to the front, walk to the back. Just be careful not to overdo it, otherwise it might seem more like fidgeting which will have the opposite effect.

Open yourself up. Spread your shoulders, lift your head, widen your stance. Uncrossed legs, relaxed stance, chin up, shoulders back. This is how you want to look.

Another small tip is to achieve the ‘I know what I'm talking about’ effect is to bring a drink with you. It shows you're calm, allows you to take a little rest, pauses show that you're thinking about what you're saying. Depending on the drink, it can also show confidence in of itself. I always take a crystal glass with me wherever I go and fill it with just spring water. Never use a bottle or a plastic/paper cup. A clear crystal glass projects a good professional outlook.

The Age of Earth and Adaptation of Life

For the first four billion years of Earth's history, our planet's continents would have been devoid of all life except microbes.

All of this changed with the origin of land plants from their pond scum relatives, greening the continents and creating habitats that animals would later invade.

The timing of this episode has previously relied on the oldest fossil plants which are about 420 million years old.

New research, published today in the journal Proceedings of the National Academy of Sciences, indicates that these events actually occurred a hundred million years earlier, changing perceptions of the evolution of the Earth's biosphere.

Plants are major contributors to the chemical weathering of continental rocks, a key process in the carbon cycle that regulates Earth's atmosphere and climate over millions of years.
The team used 'molecular clock' methodology, which combined evidence on the genetic differences between living species and fossil constraints on the age of their shared ancestors, to establish an evolutionary timescale that sees through the gaps in the fossil record.

Dr Jennifer Morris, from the University of Bristol's School of Earth Sciences and co-lead author on the study, explained: "The global spread of plants and their adaptations to life on land, led to an increase in continental weathering rates that ultimately resulted in a dramatic decrease the levels of the 'greenhouse gas' carbon dioxide in the atmosphere and global cooling.

"Previous attempts to model these changes in the atmosphere have accepted the plant fossil record at face value -- our research shows that these fossil ages underestimate the origins of land plants, and so these models need to be revised."

Co-lead author Mark Puttick described the team's approach to produce the timescale. He said: "The fossil record is too sparse and incomplete to be a reliable guide to date the origin of land plants. Instead of relying on the fossil record alone, we used a 'molecular clock' approach to compare differences in the make-up of genes of living species -- these relative genetic differences were then converted into ages by using the fossil ages as a loose framework.

"Our results show the ancestor of land plants was alive in the middle Cambrian Period, which was similar to the age for the first known terrestrial animals."

One difficulty in the study is that the relationships between the earliest land plants are not known. Therefore the team, which also includes members from Cardiff University and the Natural History Museum, London, explored if different relationships changed the estimated origin time for land plants.

Leaders of the overall study, Professor Philip Donoghue and Harald Schneider added: "We used different assumptions on the relationships between land plants and found this did not impact the age of the earliest land plants.

"Any future attempts to model atmospheric changes in deep-time must incorporate the full range of uncertainties we have used here."

Story Source:
Materials provided by University of Bristol. Note: Content may be edited for style and length.

The inner beauty

We all know the simple truth that a person's inner beauty is so much more important than their outer beauty, but over the years most people have been 'trained' to judge a person by their appearance and to focus on their own appearance as a means to be accepted by others.

It is such a shame that so many people feel inadequate because of the emphasis that is placed on looks, especially for the youngsters growing up with all the hype. 

If the mass media put as much attention and money into grooming our Spirits instead of our bodies we would live in a totally different world, in fact, all they would need to do is STOP putting the attention on physical beauty to make a big difference.

Bad Manager mistakes that make good people quite... !

It’s pretty incredible how often you hear managers complaining about their best employees leaving, and they really do have something to complain about—few things are as costly and disruptive as good people walking out the door.

Managers tend to blame their turnover problems on everything under the sun, while ignoring the crux of the matter: people don’t leave jobs; they leave managers.

The sad thing is that this can easily be avoided. All that’s required is a new perspective and some extra effort on the manager’s part.

Organizations know how important it is to have motivated, engaged employees, but most fail to hold managers accountable for making it happen.

When they don’t, the bottom line suffers.

Research from the University of California found that motivated employees were 31% more productive, had 37% higher sales, and were three times more creative than demotivated employees. They were also 87% less likely to quit, according to a Corporate Leadership Council study on over 50,000 people.

Gallup research shows that a mind-boggling 70% of an employee’s motivation is influenced by his or her manager. So, let's take a look at some of the worst things that managers do that send good people packing.

They overwork people. Nothing burns good employees out quite like overworking them. It’s so tempting to work your best people hard that managers frequently fall into this trap. Overworking good employees is perplexing; it makes them feel as if they’re being punished for great performance. Overworking employees is also counterproductive. New research from Stanford shows that productivity per hour declines sharply when the workweek exceeds 50 hours, and productivity drops off so much after 55 hours that you don’t get anything out of working more.

If you must increase how much work your talented employees are doing, you’d better increase their status as well. Talented employees will take on a bigger workload, but they won’t stay if their job suffocates them in the process. Raises, promotions, and title-changes are all acceptable ways to increase workload. If you simply increase workload because people are talented, without changing a thing, they will seek another job that gives them what they deserve.

They don’t recognize contributions and reward good work. It’s easy to underestimate the power of a pat on the back, especially with top performers who are intrinsically motivated. Everyone likes kudos, none more so than those who work hard and give their all. Managers need to communicate with their people to find out what makes them feel good (for some, it’s a raise; for others, it’s public recognition) and then to reward them for a job well done. With top performers, this will happen often if you’re doing it right.

They fail to develop people’s skills. When managers are asked about their inattention to employees, they try to excuse themselves, using words such as “trust,” “autonomy,” and “empowerment.” This is complete nonsense. Good managers manage, no matter how talented the employee. They pay attention and are constantly listening and giving feedback.

Management may have a beginning, but it certainly has no end. When you have a talented employee, it’s up to you to keep finding areas in which they can improve to expand their skill set. The most talented employees want feedback—more so than the less talented ones—and it’s your job to keep it coming. If you don’t, your best people will grow bored and complacent.

They don’t care about their employees. More than half of people who leave their jobs do so because of their relationship with their boss. Smart companies make certain their managers know how to balance being professional with being human. These are the bosses who celebrate an employee’s success, empathize with those going through hard times, and challenge people, even when it hurts. Bosses who fail to really care will always have high turnover rates. It’s impossible to work for someone eight-plus hours a day when they aren’t personally involved and don’t care about anything other than your production yield.

They don’t honor their commitments. Making promises to people places you on the fine line that lies between making them very happy and watching them walk out the door. When you uphold a commitment, you grow in the eyes of your employees because you prove yourself to be trustworthy and honorable (two very important qualities in a boss). But when you disregard your commitment, you come across as slimy, uncaring, and disrespectful. After all, if the boss doesn’t honor his or her commitments, why should everyone else?

They hire and promote the wrong people. Good, hard-working employees want to work with like-minded professionals. When managers don’t do the hard work of hiring good people, it’s a major demotivator for those stuck working alongside them. Promoting the wrong people is even worse. When you work your tail off only to get passed over for a promotion that’s given to someone who glad-handed their way to the top­­­­­­­, it’s a massive insult. No wonder it makes good people leave.

They don't let people pursue their passions. Talented employees are passionate. Providing opportunities for them to pursue their passions improves their productivity and job satisfaction. But many managers want people to work within a little box. These managers fear that productivity will decline if they let people expand their focus and pursue their passions. This fear is unfounded. Studies show that people who are able to pursue their passions at work experience flow, a euphoric state of mind that is five times more productive than the norm.

They fail to engage creativity. The most talented employees seek to improve everything they touch. If you take away their ability to change and improve things because you’re only comfortable with the status quo, this makes them hate their jobs. Caging up this innate desire to create not only limits them, it limits you.

They don't challenge people intellectually. Great bosses challenge their employees to accomplish things that seem inconceivable at first. Instead of setting mundane, incremental goals, they set lofty goals that push people out of their comfort zones. Then, good managers do everything in their power to help them succeed. When talented and intelligent people find themselves doing things that are too easy or boring, they seek other jobs that will challenge their intellects.

Bringing It All Together

If you want your best people to stay, you need to think carefully about how you treat them. While good employees are as tough as nails, their talent gives them an abundance of options. You need to make them want to work for you.

What other mistakes cause great employees to leave? Please share your thoughts in the comments section below as I learn just as much from you as you do from me.

The World Health Organisation Identifies Gaming Disorder as a Mental Health Condition

Gaming Disorder

In 2018, the World Health Organisation plans to add “gaming disorder” – characterised by a pattern of persistent or recurrent gaming behaviour – to its list of mental health conditions.

According to the beta draft site, the WHO’s 11th International Classification of Diseases (ICD) defines a number of diseases, disorders, injuries and other related health conditions, which are listed in a comprehensive, hierarchical fashion. It enables the sharing of health information between countries and facilitates the analysis of “health information for evidence-based decision-making.” The previous version of the ICD was approved in 1990 by the 43rd World Health Assembly. The current draft that lists “gaming disorder,” is not final, nor does it list prevention or treatment options. The beta draft site, updated daily, is also not approved by the WHO.

The WHO’s impending beta draft for the next ICD classifies gaming disorder as a pattern of behaviour with “impaired control over gaming,” in terms of its frequency, intensity, duration, and the capacity to quit. The disorder falls under the parent category of “Disorders due to addictive behaviours,” and is characterised by giving increased priority to gaming over other daily activities.

Applying to both online and offline video gaming, the condition is also defined by the “continuation or escalation of gaming despite the occurrence of negative consequences.” In order to be diagnosed, these behaviours must be evident over a period of at least 12 months, according to the draft.

A Matter of Contention

“The WHO designation is now generally in line with the American Psychiatric Association’s Diagnostic and Statistical Manual of Mental Disorder, Fifth Edition (DSM-5)’s description of internet gaming disorder (IGD),” Nancy Petry, a professor of medicine at the University of Connecticut Health Center, told Futurism. The main difference though, Petry said, is that the DSM-5 didn’t consider the data sufficient to classify IGD as a unique mental health condition. Rather, it’s categorised under “conditions for further study.”

The WHO’s decision highlights a schism among psychologists: some think the new designation is a welcome one, but others don’t see enough evidence to justify it.

Alexander Blaszczynski, a professor of clinical psychology at the University of Sydney, Australia told Futurism he is concerned about “the absence of clear diagnostic criteria determining what constitutes a gaming disorder, and the validity of applying existing addiction criteria to a behaviour.” He noted that there is a range of behaviours now being identified as addictions — everything from salsa dancing, to smartphones, to in vitro fertilisation. “At what point does an activity transform from an entertainment to a disorder?” he said.

The controversy ultimately reflects some deeper philosophical debates that have dogged most areas of medicine for many years, Ronald Pies, a clinical professor of psychiatry at Tufts University School of Medicine, told Futurism. “What should or should not count as “disease” or “disorder”? Do we require physiological, biochemical, or neurological “markers” of a putative disease entity in order to validate it, or is it sufficient to document substantial impairment and dysfunction in activities of daily living, responsibilities, etc., as the WHO criteria emphasise?”

Chris Ferguson, a professor of psychology at Stetson University in Florida told Futurism that he does not support the WHO’s designation. “Basically I don’t think the research is there yet to support this as a diagnosis and there is considerable risk of harm due to a “junk diagnosis.”

He said research suggests what we’re calling “gaming disorder” isn’t really a solitary diagnosis. Ferguson said some people certainly overdo gaming, as others may “overdo” or develop addictions to myriad other activities like shopping, exercise, and sex. “But the data we have suggests that usually individuals have a preexisting mental health condition like depression or anxiety first, then use these activities as coping mechanisms.”

Pies said he shared many of Ferguson’s concerns, saying he was “more skeptical than not” of the designation. “While some recent neurophysiological studies suggest that IGD may be a discrete disorder, there is still no scientific consensus on this point. It is unclear whether IGD is truly a “stand alone” condition; whether it is mostly explained by other underlying conditions, such as anxious or depressive disorders; or whether it is merely a subtype of so-called “behavioural addictions”, which are themselves sources of scientific controversy,” Pies said.

Others, like Douglas Gentile, a psychology professor at Iowa State University, see this as a big step in the right direction. Gentile compared where we are with gaming “addiction” as “similar to where we were with alcoholism in the 1960s.” At that time, alcoholism was considered a moral failing — people thought ‘it’s your own damn fault,’” he told Futurism. “It took another 30 years for people to agree that a medical model for alcoholism makes sense and now people can get the help they need.”

Gentile doesn’t think our culture is ready to accept the medical model of video gaming, and still sees it as a moral failing — mostly by the children’s parents. “We have lots of people who could be helped, but aren’t being helped. If you walk into a doctor or psychiatrist’s office, they either won’t treat it or you have to pay out of pocket.”

Ferguson isn’t sure “why the WHO is so obsessed with gaming when a wide range of behaviours can be overdone.” Given that other potential addictions, like food or sex, have as much research as gaming, it seems likely that the WHO’s kneejerk reaction comes from a broader moral panic over video games and technology, he said.

But Gentile counters that the WHO’s acknowledgement that video gaming could be a problem “puts truth back on the table,” Gentile said. “We need to treat games with more respect. We play them because we want to be affected, but then say they have no effects.”

Access Is a Predictor Of Addiction

As our video game experience expands with virtual reality (VR) and augmented reality (AR), the argument gets even murkier. “One thing that we do know about addictions, generally, is that the number one predictor [for] if you’re going to become an addict is access,” said Gentile. “If you can’t get drugs, you can’t become addicted to them. Now that we’ve made gaming this ubiquitous — on phones, with gaming tech and VR tech in-house — we’ve made access open to everyone.”

Gentile isn’t certain that VR games are more addicting than their traditional counterparts. “We don’t know if greater immersion makes the games more addictive. To say that VR will be more addictive is making the argument that seeing things in three dimensions is more addictive than seeing them in two.” But he added that we we don’t have the scientific evidence to support that.

Scientists do tend to agree on one thing: that the designation will ensure researchers pay more attention to the problems that can arise from excessive gaming. “It is important that people with this condition receive help, and that research progresses in a manner consistent with state of the art science applied toward other mental health conditions,” said UCONN’s Nancy Petry.

Moreover, the WHO designation could help those diagnosed with video gaming disorder in another way: if they’re able to access treatment, it could be covered by insurance. However, Ronald Pies warned that “social goods” of this sort do not amount to a scientific justification for a disease category, and even among supporters of the diagnosis, there is no consensus regarding what the effective “treatment” would be.

Does the Google keep your life private?

Did you know that when you search on Google, they keep your search history forever? That means they know every search you’ve ever done on Google. That alone is pretty scary, but it’s just the shallow end of the very deep pool of data that they try to collect on people.

What most people don’t realize is that even if you don’t use any Google products directly, they’re still trying to track as much as they can about you. Google trackers have been found on 75% of the top million websites. This means they're also trying to track most everywhere you go on the internet, trying to slurp up your browsing history!

Most people also don’t know that Google runs most of the ads you see across the internet and in apps – you know those ones that follow you around everywhere? Yup, that’s Google, too. They aren’t really a search company anymore – they’re a tracking company. They are tracking as much as they can for these annoying and intrusive ads, including recording every time you see them, where you saw them, if you clicked on them, etc.

But even that’s not all…

If You Use Google Products

If you do use Google products, they try to track even more. In addition to tracking everything you’ve ever searched for on Google (e.g. “weird rash”), Google also tracks every video you’ve ever watched on YouTube. Many people actually don’t know that Google owns YouTube; now you know.

And if you use Android (yeah, Google owns that too), then Google is also usually tracking:

• Every place you’ve been via Google Location Services.
• How often you use your apps, when you use them, where you use them, and whom you use them to interact with. (This is just excessive by any measure.)
• All of your text messages, which unlike on iOS, are not encrypted by default.
• Your photos (even in some cases the ones you’ve deleted).

If you use Gmail, they of course also have all your e-mail messages. If you use Google Calendar, they know all your schedule. There’s a pattern here: For all Google products (Hangouts, Music, Drive, etc.), you can expect the same level of tracking: that is, pretty much anything they can track, they will.

Oh, and if you use Google Home, they also store a live recording of every command you’ve (or anyone else) has ever said to your device! Yes, you heard that right (err… they heard it) – you can check out all the recordings on your Google activity page.

Essentially, if you allow them to, they’ll track pretty close to, well, everything you do on the Internet. In fact, even if you tell them to stop tracking you, Google has been known to not really listen, for example with location history.

You Become the Product

Why does Google want all of your information anyway? Simple: as stated, Google isn’t a search company anymore, they’re a tracking company. All of these data points allow Google to build a pretty robust profile about you. In some ways, by keeping such close tabs on everything you do, they, at least in some ways, may know you better than you know yourself.

And Google uses your personal profile to sell ads, not only on their search engine, but also on over three million other websites and apps. Every time you visit one of these sites or apps, Google is following you around with hyper-targeted ads.

It’s exploitative. By allowing Google to collect all this info, you are allowing hundreds of thousands of advertisers to bid on serving you ads based on your sensitive personal data. Everyone involved is profiting from your information, except you. You are the product.

The Myth of “Nothing to Hide”

Some may argue that they have “nothing to hide,” so they are not concerned with the amount of information Google has collected and stored on them, but that argument is fundamentally flawed for many reasons.

Everyone has information they want to keep private: Do you close the door when you go to the bathroom? Privacy is about control over your personal information. You don’t want it in the hands of everyone, and certainly don’t want people profiting on it without your consent or participation.

In addition, privacy is essential to democratic institutions like voting and everyday situations such as getting medical care and performing financial transactions. Without it, there can be significant harms.

On an individual level, lack of privacy leads to putting you into a filter bubble, getting manipulated by ads, discrimination, fraud, and identity theft. On a societal level, it can lead to deepened polarisation and societal manipulation like we’ve unfortunately been seeing multiply in recent years.

Intrusive thoughts and Mind Control

Intrusive Thoughts Might Be Caused By a Shortage of a Certain Chemical

Scientists have linked a neurotransmitter known as GABA to unwanted and intrusive thoughts. These findings could have a major impact on our understanding of conditions like obsessive-compulsive disorder, post-traumatic stress disorder, and schizophrenia

DON’T THINK ABOUT IT
Most of us know the feeling of being unable to distract ourselves from a particular thought, however much we might want to. Now, scientists might have found the reason why.

In a study carried out at the University of Cambridge, participants were given pairs of words to associate with one another. The words were unrelated in order to ensure that pre-existing associations didn’t have any influence. Participants were then given a word and either a green or a red signal. If it was the former, they would try to recall the other half of the pairing, and if it was the latter, they would try to deliberately suppress the associated term from their mind.

While this test was being carried out, participants’ brains were monitored using functional magnetic resonance imaging, a technique that monitors changes in blood flow, as well as magnetic resonance spectroscopy, which tracks chemical changes.

Participants with the highest concentrations of a chemical known as Gaba in their hippocampus were best at suppressing the unwanted thoughts. Gaba is the brain’s primary inhibiting neurotransmitter, stifling the activities of other cells when it’s released.

“What’s exciting about this is that now we’re getting very specific,” said Professor Michael Anderson, who led the study, in an interview with the BBC. “Before, we could only say ‘this part of the brain acts on that part’, but now we can say which neurotransmitters are likely to be important.”

MIND CONTROL
A difficulty with or an inability to break free from intrusive and unwanted thoughts are a reality both for neurotypical people and also for those with various types of mental illness. Conditions ranging from obsessive-compulsive disorder and post-traumatic stress disorder to depression and schizophrenia all count this type of behaviour among their symptoms.

As such, there are hopes that these findings could offer further insight into the chemical basis of these disorders. At present, much of the research into treatment methods has centered around helping the prefrontal cortex to function normally. However, Anderson believes that figuring out a way to promote Gaba activity in the hippocampus could actually offer more positive results.