Professor Michele Gelfand, expert in cultural psychology, explores the differences between tight and loose mindsets, discussing how they affect our behavior and are influenced by culture, gender, and class. The podcast delves into the impact of tight and loose cultures on COVID cases, organizational dynamics, and leadership during the pandemic. It also addresses the challenges of changing cultural norms in organizations and offers insights on fostering innovation in a tight company culture.
Tight and loose mindsets influence behavior and adherence to rules and order in individuals and cultures.
Finding a balance between tight and loose cultures is essential for organizations and effective responses to collective threats like COVID-19.
Deep dives
The Tight-Loose Mindset
The speaker discusses how individuals have either a tight or loose mindset, which affects their adherence to rules and comfort with ambiguity and disorder. Tight mindset individuals prefer structure and order, while loose mindset individuals are more impulsive and comfortable with disorder. Culture, gender, class, and other factors contribute to a person's default mindset. The speaker explains that tight cultures have stricter rules, more monitoring, and greater uniformity, while loose cultures display more tolerance, creativity, and openness to change. They also explore the Goldilocks principle of tight-loose, emphasizing the importance of balance and avoiding extremes.
Measuring Tight-Loose Across Nations
The speaker discusses the methods used to measure tight-loose across nations. They found that Japan, Singapore, and Austria tend to be tight, while the US, Brazil, Spain, and the Netherlands lean loose. Tight cultures have more order, lower crime rates, and greater self-control, while loose cultures exhibit more tolerance, creativity, and openness. The evolution of tightness is attributed to collective threats, such as scarcity of resources, territorial threat, and pathogen prevalence. Additionally, the speaker points out that tight-loose can change over time, with societies becoming less tight and more loose.
Implications for Organizations and COVID-19
The speaker highlights the implications of tight-loose for organizations and COVID-19. They explain that organizational cultures can be categorized as tight or loose, with both having advantages and disadvantages. Overly tight organizations can be oppressive, while overly loose organizations can be chaotic. The speaker recommends flexibly tightening loose cultures and vice versa to achieve balance. They emphasize the need for leaders to understand and navigate tight-loose dynamics within their organizations. Furthermore, the speaker explores how tight-loose cultures influence COVID-19 responses, revealing that tight cultures tend to have fewer cases and deaths per capita. They emphasize the importance of clear messaging and balance in response to collective threats.
Which of these words feels more like you? Restraint, prevent, adhere. Or: allow, freedom, create? Professor Michele Gelfand reveals how our words, clothing and culture reflect where we sit on the tight-loose-scale. And importantly, what this says about our behaviour as employees, citizens and leaders.
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