well-being

Psychologist Spencer McWilliams on Constructivism & Well-Being

An Interview with Psychologist Spencer McWilliams

Spencer McWilliams, Ph.D. is a a Professor Emeritus of Psychology at California State University San Marcos. He specializes in Constructivist approaches to personality and self, Personal Construct Psychology and Buddhist psychology.

Sara Wilson: Hi, everybody. Thank you for joining us today for this installment of the Seattle Psychiatrist Interview series. My name is Sara Wilson and I'm a research intern at Seattle Anxiety Specialists. We're a Seattle-based psychiatry, psychology, and psychotherapy practice specializing in anxiety disorders.

Today I'd like to welcome with us psychologist Spencer A. McWilliams. Dr. McWilliams is a Professor Emeritus of Psychology at California State University San Marcos and served as the former President of the North American Constructivist Psychology Network. He earned his PhD in Clinical Psychology at the University of Rochester in 1971 and his interests include constructivist approaches to personality and self, personal construct psychology, and Buddhist psychology. So before we get started today, could you please let us know a little bit more about yourself and, ironically, what made you interested in studying the self as it relates to psychological dysfunction?

Spencer A. McWilliams: Well, thank you. I've thought a lot about this since you invited me for the interview. I guess one of my early life experiences was kind of feeling like I didn't quite understand social interactions and stuff, why people said the things they did and why people said things they didn't mean and things they didn't say and stuff like that. So I always felt there was an interest in me to try to figure out what to make of this life that I have on this plane.

So when I went off to college, I decided just to be a liberal arts major my first couple of years. I couldn't decide what I wanted to major in, actually I was thinking about being an engineer and then suddenly I discovered that I didn't really care that much for math and science, and so I took a lot of different courses and when it came time for my junior year, I had to pick a major. So I chose psychology – I was interested in literature, in art, in psychology. I figured if I majored in literature or art, I probably wouldn't be able to get a job, but if I majored in psychology, maybe I could. And I had some experiences that kind of got me interested in clinical psychology.

I had the opportunity to work as an assistant to a psychologist in the Juvenile Hall during my junior year, and that kind of got me pointed towards clinical psychology. And so I went off and got into graduate school and, as you said, got my PhD in clinical psychology with an emphasis in community psychology at that time. So I was fortunate to get a good job at the University of Arizona right after graduate school. And I started out there trying to continue the work in community psychology that I had done with my mentor in graduate school. But I found over time that it wasn't very satisfying to me because I wanted to have a clearer sense of what a person is, what a human being is, and community psychologists were doing all these wonderful things out there in the community, helping people, but it didn't quite fit for me.

And then I got a chance to teach psychology of personality as my undergraduate course, and I had taken that class at Cal State Long Beach where I got my Bachelor's, and I really liked the way the instructor had done it. He'd chosen individual books for each individual theory, and so I decided I was going to do that. And I was at an APA Convention looking at various books, and I saw that there was this book by George Kelly called “A Theory of Personality”, which I learned is the first three chapters of this major work. And I had remembered that one of my profs in graduate school had told us a story about Kelly, about how he had applied his own theory to some problems that he was having to deal with himself. And I thought, well, that really appealed to me, the idea that if we're going to have a theory personality, it ought to be able to explain what we do rather than just say that it's for other people.

So I decided to have his book, along with a book on psychoanalysis and a book on behaviorism and a book on Carl Rogers. And so I hadn't read anything about the guy. So I actually was about two weeks ahead of my class reading that book, and it was like an epiphany. It was like suddenly I said, "Oh, this is my tribe. I've finally come home to people who look at the world the way I do." So I got to reading everything I could find about Kelly and his work and found out that at that time, most of the work in the field was going on in England and I had a sabbatical coming up, and various colleagues I got in touch with, some people in England, seeing if I could come and study with them in my sabbatical. And I heard from everybody, but one of them, a woman named Fay Fransella, who was really one of the key players in personal construct psychology in the UK at that time. And she invited me to come and spend a year with her at the Royal Free Hospital School of Medicine where she was a faculty member.

And I got to hang out with all kinds of different people who were interested in Kelly's work. And then when I came back to Arizona and said, "Okay, what am I going to do next?" So I continued working on Kelly's work, and I'll describe his work more fully when we talk about constructivism, and then I got interested in, this is on my personal path, interested in Buddhism and started working with a teacher at the Zen Center of Los Angeles, a woman named Charlotte Joko Beck, who had just started teaching, well she was in her 60s at that time, and I became one of her students and studied with her for about 30 years until her death about 10 years ago.

And I continued to practice what she taught and continued to read her work. And so that's a major part of my journey in life. So the question about self, it comes up in different ways in each of these various places. The constructivists are going to say that the self is an inventive construct that we made up. And the Buddhists, of course, are going to say that there really is no such thing as a self, it's just an illusion that we have. So that kind of gives you an overview of the kind of things that I've studied over the course of my career and even since my retirement.

Sara Wilson: Great. This is really, really cool. So getting right into it, in your paper, “Inherent Self, Invented Self, Empty Self: Constructivism, Buddhism, and Psychotherapy”, you outlined many of the valuable aspects of constructivist psychotherapy over foundationalist psychotherapy, drawing on, as you said, Buddhist outlooks on the human condition. So first and foremost, you mentioned this term constructivism and constructivist practice. Could you explain to our audience what constructivism is?

Spencer A. McWilliams: Well, sure. I'm happy to do so, but I want to have the caveat that this is just my construction, my understanding of it. This is not the truth or the final word on it. So, one of the things that struck me about George Kelly's work when I started reading it is he said that, his basic philosophical assumption underlined here is that all of our present interpretations and understandings of the world are subject to revision and replacement. So I'm getting goosebumps just saying that, what it's really saying is that we humans are creating or constructing our understanding of our experience in the world. And we try to make sense of it, but there's no external source of what we should do.

Basically, the constructivists would say that, well, some of them would say that constructivism is about how we find meaning to life and others of us would say that constructivism is all there is in making sense of life. That we humans are basically dealing with the world, seeing things that are familiar and unfamiliar, things that we recognize and don't recognize. And out of that, we begin to develop these bipolar dimensions and things like hot versus cold and up versus down, and very, very hot these days versus much cooler. And that while we learn from our community, obviously we learn languages and words and how to apply words to these dimensions that we come up with, that the dimensions are just bipolar dimensions that we use to make sense out of what it is that we see.

Now, we give words to those dimensions and we give words to the things that fit along those dimensions, and this is getting more into the Buddhist perspective, but the words that we develop lead us, and the fact that we separate things that we recognize and don't recognize leads us into the idea that individual things exist, individual things that we give names to. But what we begin to see from the constructor's perspective is that those are our personal dimensions. Those are our personal ways of making meaning out of life. And one of the constructs in person construct psychology is the notion of poor constructs, that we develop some sense of who it is that we are in relation to our experience that we have in the world, and most of the constructors would say it has to do with our experience of the world, not with the environment, because there really is no fixed environment. It's our experience and how we make sense of it.

Sara Wilson: Just, if I'm understanding you correctly, there are at least two branches of constructivism. So one of which boils down to how we make sense of our world and that is all we are in touch with, regardless of whether there is an external world or any truth to the external world. And then there's maybe the Buddhist outlook on constructivism, which asserts that that is all there is; just our meanings which aren't conversant about any external world or ultimate truth.

Spencer A. McWilliams: Yes, I wouldn't refer to Buddhism as a branch of constructivism. I think the fact that I have... I learned about constructivism then I learned about Buddhism, and initially it was a problem because I thought, well, these are really incompatible, but as I learned more, I found, well, no, they are compatible, but they're different. I think the difference is that, I'm talking about from a therapeutic or counseling perspective, that the constructivist perspective basically helps people to make sense out of the way they look at the world and helps them to see how the ways they're looking at the world may not be effective in having them be able to meet their needs and what they want in life.

The Buddhist perspective is focused on the same kind of issue of dissatisfaction in life, why life is so dissatisfying, but rather than trying to figure out how to make your sense of the world work better, the Buddhist perspective is then to say, "Well, what's important is forgetting your perspective on the world and what you're trying to make sense of it. Just be with what's going on in the moment, because all those words and all those concepts and ideas take me away from this experiencing life as it is."

Sara Wilson: Yeah, for sure. And now just kind of bringing this into a therapeutic context, how does constructivism differ from this term or this practice, foundationalism? And what are the potential dangers of a foundationalist view of self in the context of mental health?

Spencer A. McWilliams: Okay. Well, let me talk a little bit about foundationalism. It's actually pretty much the way that most people look at the world. It has evolved out of the Christian frame of mind and science, but the foundationalism, other names for it are realist for example, is the view that there is, in addition to our being in the world and our way of looking at the world, there is something external to us that we think of as the way that the world is. Okay? So if we're trying to learn about how to make sense out of life and what's going on and the foundationalist view would be to say, there is a specific way and that any knowledge, in order to be true or valuable, has to correspond to the way the world actually is independently.

Okay? Well there's a big problem with that because we would have no way of knowing. There's no way that we could figure out. One of my favorite early Greek sophist philosophers, Gorgias, talked about this. And basically he said that the problem is that, in order for us to determine whether our view of the world is the correct view of the world, we would have to have a separate referee, separate from we humans who could look at our theory, our idea about things, look at the way the world really is, as if there was a way that it is, and be able to tell us whether that was correct.

Okay? Well that's a nice idea, but it doesn't exist. It's impossible. So there's no way we can really know how the way world is or the world or the universe and whatever we want to call it is on its own independently of us, because the only way we can come to know it is through our trying to make sense using our constructs that we invent to make meaning out of the experiences that we have and trying to continue to improve our knowledge and understanding so it seems to make more sense for us, but even though sciences, we talk about discoveries as if Einstein was walking along the path one day and kicked a rock, rolled over and up jumped this thing that said, "Hi, I'm the theory of relativity," and he discovered it. Well, he didn't discover it, he invented it. He used his own intelligence to make sense out of physics and that's what he came up with.

So, there's a big debate that goes on and there's a kind of little war between the foundationalists and the constructivists in some of the literature because the constructivists want to believe that there is a truth and a reality that we're dealing with and that there is an exact way that things are. And when the constructivists say, "Well no, there are a variety of alternative ways of making sense of the world and none of them are the absolute truth," foundationalists get kind of anxious about that. That makes them a little bit worried because they want to know the truth. And this is a perspective that most people have, that there's something that is the truth out there, whether it's a scientific truth or whether it's a religious truth or whatever else, that there is a truth and that we want to know what that is.

So the difference between the foundationalist view and the constructivist view is that the foundationalist view is saying that there is something real, that there is something called the self that is something real we possess. I don't know who it is that possesses it in there, but that's the idea that we have, we have a personality that psychological problems can be categorized into the diagnostic and statistic manual, we can attach these diagnoses and things to people when they're having troubles with their lives. The constructivists would say, "No, we're looking at people as individuals. We want to know how they look at the world, what's going on in their life, and how we can help them to make better sense of it." So those are some differences then.

Sara Wilson: Yeah, I think you put that really well. And it does really come down to reconstructing this narrative around agency, because on the foundationalist account, psychological wellbeing consists of, as you said, adjustment and adaptation to this so-called fixed reality of self and environment, as well as the absence of disorder. So in turn, not really leaving room for agency of self and ignoring this very real ability to create meaning for an organizing and understanding experience, as you mentioned.

Spencer A. McWilliams: Yeah. Makes a lot of sense that what most of us are looking for in terms of helping other people is that idea of helping people to be an agent in their lives and helping them to continue evolving, I think, is the way that I... But the foundationalist approach tends to want to stop at a certain point in evolution and say, "Well, this is it. Evolution's over and we're done and everything's fine now," but somehow life doesn't seem to want to go the way I want it to.

Sara Wilson: Right. So we already touched on this a little bit, but what is the value of constructivism in a therapeutic context? And could you maybe give an example of what this might look like in therapy?

Spencer A. McWilliams: Sure. The idea with constructivism is the same, that there's no truth out there, there's no external source of truth or absolute about how it is that we are supposed to behave or what we need to do, how we're supposed to be. A lot of the problems that people have is that they're trying to behave the way they think they're supposed to behave rather than the way that they would naturally behave. So the constructivists would, rather than trying to pin a label on a person and consider it a disorder and look for a specific cure of that disorder, would be helping the person come to understand themselves and how they make sense of things.

I'll give an example, when I was in England on my sabbatical, one of the things that my mentor, Fay Fransella, had done, she had done a lot of work on applying personal construct psychology therapy in stuttering, and stuttering is a big problem in the UK. In England, there's a lot of emphasis on being proper and saying things the right way. So a lot of people who have difficulty with that end up being stutterers, and so she assigned me a client who was a stutterer. And so getting to know him, he worked as an interior designer. He had trouble saying that. He worked for one of the brewing companies, so he designed pubs. So he always said he was a pub designer – he could say that easier.

And so one of the things that we did was to use a tool that George Kelly had developed and other people since then have really elaborated on a lot, where we ask the person to come up with names of people who have played different roles in their life, and you have maybe a list of maybe a dozen or 15 people, and so then bringing them together in groups of three. So say maybe this was your high school teacher and this was your father and this is your first girlfriend, and ask, what is a way in which two of these people are alike that make them different from the third? Okay? So they're having to come up with, on their own, there's not some truth about it. I mean you can't use, "Well, these two are female and this one's male," yeah, but what about their personality, what they're like? And out of that, you begin to develop a network and a hierarchically organized network of what this person sees as the way other people in their life are like and how they see themselves, because the self is also one of the elements that they would use.

And one of the things I found in working with this fellow is that he had come from the north of England, now he was in London, which is sort of like coming from Arkansas and now being in New York. And of course he didn't speak the way the Londoners spoke. It was an accent that he had and that was part of the problem with his stuttering. But one of the important concepts for him about who he was is that it was important to him to be perfectly natural was the term he'd use, as opposed to the contrast to that being putting on airs. Okay? So he was really stuck because he wanted to be able to get along in London and be effectively good in his job, but he wanted to be perfectly natural. He didn't like to feel like he was putting on airs, but if he talked like they did, then for him that would be putting on airs. So we were to kind of separate those things out, seeing that it wouldn't necessarily have to be putting on airs for you to practice a different way, just a different role you can try on for the moment.

And so we worked out a description of a role that he could play where he would be perfectly natural but also fluent verbally, and it was like, okay, you're going to pretend to be this character we just made up for two weeks and then the character's going to go away and you're going to come back. So it isn't like you have to be this way, there's something wrong with the way you are, it's just wouldn't it be interesting to try to behave in a different way to see how it works out? And so that's another of Kelly's original methods. And of course, we've been elaborating on a whole lot more in the 50 years since Kelly did the work that he did. That's one example.

Sara Wilson: Yeah. I think that that is a very inspiring story for people who feel trapped in a certain kind of self and feel inclined towards attachment and fixation to a certain being. And I think that your practice very much emphasizes acceptance in a way and acknowledgement, but also really highlights this ability to make real change that starts with your thoughts. So you already touched on this a little bit also, but I think it's important to go back to this kind of foundation; what parallels can be drawn between constructivist approaches to psychological dysfunction and Buddhist outlooks on the human condition?

Spencer A. McWilliams: That's a really good question. Well, to go back to the classical constructivist view, kind of like Kelly, his definition of the psychological disorder is the continued use of a way of anticipating events in spite of their repeated invalidation. It sounds a lot like what Einstein said was the definition of craziness; continue to do the same thing over and over again and it didn't work.

So the constructivist would want to help the person to take a look at the way they're making sense of the world, find a way for them to be consistent with their most deeply held values, but maybe try out different experiments with their life. But I think even most of the constructivists, and this was a problem I got into when I got into Buddhism, dealing with my own issues there, is that issues we would sort of say that the self, in constructivism, is the constructs you use, the dimensions that you use to make sense of the world and make sense of yourself in relation to other people would be the kind of person that you are, what are your core values? So you don't want to try to encourage the person to behave in a way that's inconsistent with their core values, but you can see if you can find alternate ways that they can behave that are consistent with their core values, if they can give them a chance to try out something different.

Okay. Well the Buddhist perspective, basically their fundamental issue is that the Buddha was concerned with why is it that life seems so unsatisfactory for people? And how can people get out of feeling that life is unsatisfactory? The term that he used to refer to a dissatisfactory life is a term that is something like Dukkha, which literally means a bad fit between a wheel and an axle. Okay? So as you can sort of imagine though, if the wheel is wobbly on the axle, the cart's not going to go very well. If it's sticking and can't turn well, it's not going to go well. So the basic issue in Buddhism is, how can people get away from feeling that their life is not working well, that their life is a bad fit between their wheels and their axles?

So what he found as he worked on his own journey was that the problem we had is that when we go through life, there are certain things that happen that we like, and there are certain things that happen that we don't like. Now these things just happen. There's no purpose to any of it, it just goes on out there. So our liking or disliking it is our own issue, but we have this tendency to want to be attached to the things that we like. We get greedy for the things we like, we want them to stay with us and never go away. And we want to get away from the things that we don't like. And that, by doing this, we're living an illusion and thinking that the world is composed of good things and bad things. Okay?

Sara Wilson: Right.

Spencer A. McWilliams: And so what happens is that, again life never goes the way we want it to go. Again, the universe is on its own. The universe doesn't care about what we say about or the words we use. And so the whole approach then in Buddhism is for us to begin to come to understand these bipolar dimensions that the constructivists talk about, how it is that they end up running our life. And so we need to find a way of learning about those dimensions in a way that's going to sustain itself over a lifetime.

So the Buddhist practices, you start out with meditation where what you're doing is, well, first of all, what you're doing is trying to see if you can sit still for a while and not get caught up in all the stuff you think you have to do in order for everything to be okay. And that usually takes the first few years of a practitioner's life and just where you don't think every thought comes into your mind as something you got to do something about. And over time you begin to see what the patterns are in your thoughts, the thoughts that come in, and over time, if you sit with them long enough, you get bored with them and you begin to be more open to the immediate situation. And the openness to the immediate situation means being able to experience what's going on fully, just experience what it feels like and what you're seeing, rather than immediately making this judgment that this is good and I got to do more, this is bad and I got to get away from it, or something like that.

So in doing that, you kind of see through the illusion that there's a self, but one thing, who is it who's having all of these thoughts? And that's one of the things that people want to get. They say, "I want to find out what the self in there is like." Well, the problem is that every time you go looking for yourself, that's just more thoughts. So if you're looking for the thinker, you can never find the thinker, all you're finding is thoughts. And eventually you become aware that the notion that we're separate beings doesn't really make sense and it actually fits in nicely with what's going on currently on the cutting edge of sciences like physics and chemistry.

I've been recently looking at the great courses, which is a thing you get online to listen to lectures from people in these fields. And what we end up seeing is that, well first of all, everything is made out of the same stuff. And that same stuff really isn't anything, it's mostly just these vibrations that go around the nuclei of atoms. And I guess they see now they're getting down where they can see that the nuclei are made up of quirks and strangeness and stuff like that. But it's really no thing. And in this force in chemistry you see that all of the elements are made up of exactly the same kind of atoms and electrons, it's just some of them have more than the other ones. Okay?

So everything in the universe is really just all the same stuff. But when we get into labeling things, you see words, labeling things and saying, "Well, this is a tree and this is a rock," then we begin to develop the idea that our world is composed of individual things that have their own individual identity, their own selfhood. Okay? So we think that a rock is a rock and there's some characteristic that it has, it is inherently the rock-ness of it. I don't mean this particular example of a rock, and Aristotle was big on that, if you look up the word, there must be something that it refers to. Well, no, it's just our words. So what we're looking to do is to come to see that there is no separation, there is no separate self, there's no innate, inherent self in the human being any more than there's some innate, inherent thing that is tree-ness, the trees have in common, the rock-ness that rocks have in common. And so that's an unfolding way of looking at the world.

Sara Wilson: I think that this leads us really nicely into my next question because this line of thinking is absolutely applicable to knowledge as well. So in your discussion of epistemological understandings of self, you note how knowledge is evolving interdependently within social and personal contexts and it's passed in conventional rather than absolute language. And so we cannot assume that our knowledge about the self proves the existence of an objective self metaphysically. And so I was wondering if you could explain this distinction between epistemology and metaphysics to our audience and how this might inform therapeutic practice.

Spencer A. McWilliams: Well, okay, sure. One of the things that George Kelly said when I first started reading him way back was he said that when a person makes a statement about their experience of the world and proposes how they might understand it, there are two ways that we can look at that. One is we could say that, well, what they're saying is the way it really is out there in the world, independently of a person, or the other way is that this is just one person's hopeful way of trying to make some sense out of being out of their mind. So there are two really different ways, and they're reflecting the foundationalist view on the one hand that there's a truth out there and the constructive view that says, "We humans are responsible for making sense out of what we do." So a lot of the groundwork in constructivism is related to the philosophy of pragmatism. And the philosophy of pragmatism says that since we don't know how we would ever know whether our thoughts and ideas and theories and concepts are the truth, then the issue should be which one of these ideas is likely to work better for us in solving human problems? And we can think of that on a societal level saying, what is it that's going on in our lives that is a problem and how do we solve this particular problem? Now, if we come up with a solution to this particular problem, it doesn't mean that we've found the truth. It means that, well, this worked this time and it may not work the next time, and that we keep our minds open and recognize that it's all we human beings. There's nothing external to us that's going to help us out there.

So if we think epistemologically, what we're doing is we're each, as individuals and then as a society, because we grew up in a society and we learn a language and we learn how to, I mean a lot of learning language as children is learning the names we're supposed to give to things, that's a tree and that's a bird and this sort of thing. And then there's this solution that because we got the name for it, we understand something about it, which we don't necessarily, but that we're making sense out of things in that particular specific way. Whereas in the constructivist view, again, we're saying we don't know anything beyond what we experienced, but over the course of our lifetime, we come into contact with different people, our parents and the society we live in where, again, we learn various words for things, we learn various things that are good and various things that are bad, what are considered good morals and that sort of thing. And we come to have the sense that that's the way the world is, particularly most people grew up pretty close to where they were born, and they interact with the same people pretty much their whole lives. And so they begin to develop this idea as they develop their sense of kinship, or maybe even a tribal sense of belongingness with this group, that this group's way of looking at the world is the way that it is. And then when they come in contact with people who are different from them, there's a tendency, so our group is better, we're better than the other people, they're inferior to us. So that sense we have, a kind of belongingness through our tribal membership, it inevitably leads to ethnocentricity where we think that our group is doing things the right way. And so anyone who's not in our group is inferior, so we don't need to treat them in the same way we would treat our kinship. 

And that creates a lot of the difficulties and problems, and I'm probably wandering away from the exact question you were asking, but you were asking about epistemology and metaphysics, how do we view the world that we live in? If we view the world that we live in as made up of different things, some of which are good, some of which are bad, of different people, some of whom are good and some of whom are bad, then we're constantly in struggle with the world around us. And all the things you read on the news are good examples of that.

Whereas, if we think of the world as a process rather than a thing, that it's a process where things continually change, things continually evolve, then we can see that things are more like events that occur in particular times and places and its way of dependent interaction with other events that are occurring. So things have their qualities and characteristics, but they're changing and they only have those characteristics because they're emerging out of other patterns and other flows of various events. So when you think of an event or even a person as an interaction of constantly evolving and changing processes that don't have any permanent nature to them, well, we'll see the world in a different way. We're not something separate. We're just part of those flowing processes ourselves.

Sara Wilson: Right. Yeah. All of this really reminded me of John Locke's theory of ideas. In my philosophy major, I engaged with him a little bit, and he's concerned with what we can know from this theory of ideas, and according to Locke, and I think the constructivists would agree, knowledge is the perception of the agreement or disagreement of our ideas.

Spencer A. McWilliams: Yeah.

Sara Wilson: And in this alone it consists. So, a system of epistemology and a system of understanding self, for example, relies on ideas alone, since it's all our mind really has access to. And so it's evident that our knowledge is only conversant about ideas. And I think this would scare a lot of people, and especially the foundationalists, but I think when you lean into constructivism and really take the time to understand it, it becomes evident that agency really becomes possible.

Spencer A. McWilliams: Yeah. Yeah. It's only in a place where there's no fixed truths is there room for us to grow and develop and evolve and solve our problems.

Sara Wilson: Yeah, yeah, yeah, for sure. Now, in your paper, “The Sacred Way of Liberal Arts”, you employ this religious metaphor, idolatry, which arises from our failure to appreciate our knowledge as a human invention that can only represent reality but cannot be reality. What is the importance of epistemic humility and perhaps embracing obscurity and paradox when it comes to informing conceptions of self and contributing to happiness and wellbeing?

Spencer A. McWilliams: Well, as we've been saying, it's probably most useful to regard self as a social construct, a convention that society finds useful, reading something about it recently that was talking about how society creates this notion that you are something in there and then it holds that thing responsible for what it does. So it's kind of a little paradox. So, remind me what the question was here.

Sara Wilson: It was an elaboration on this term idolatry as it relates to a therapeutic context.

Spencer A. McWilliams: Okay. Yeah, yeah. So you're asking about what the benefit is to us of having this open-minded view about the world, that it gives us an opportunity to grow and develop and then gives us an opportunity to make changes. And it also gives us an opportunity to move beyond being stuck in the past, stuck in the past of our own experience growing up in life and the past of human beings. And there's, sorry, I had a quote I was going to mention, but it slipped my mind. That's what happens when you get to be my age, you have that to look forward to.

Sara Wilson: Yeah. Well, I mean we talked about this a good amount, but all of this certainly contributes to a rich philosophical discourse surrounding truth, so your papers “Truth as Trophy” and “Who Do You Think You Are?” inquire about the origins and validity of the term truth? Could you share your conclusions with our audience? And also how might reconceptualizing what truth means inform our approach to psychological dysfunction and our personal relationship to negative thoughts?

Spencer A. McWilliams: Well, first of all, I would make it clear that the word truth is a judgment. Truth or falsity is a judgment that human beings make of a statement that another human being made. Okay? So truth only has to do with sentences that we speak or sentences that we write. That is whether someone agrees with it or not, because again, there's no way to find that separate way of asking, this idea of true. So I think if you look at science, you see that science is an evolving process of people coming up with sentences and theories that they find useful in making sense out of their study of the field. And what happens is that if enough people begin to find that theory or that perspective useful, then pretty soon the society of scientists in that field are going to come along to adopt that theory as being the dominant theory.

So they will say that it's the truth. That's what the term in my paper, “Truth as Trophy”, that it's the award that we give to a theory or concept that someone has come up with that we can't find a way to refute, for now. Okay? But if you look at the history of science or history of human knowledge, eventually every theory has holes in it, and then you have a scientific revolution where somebody comes up with a new theory and people are going to live in that for a while. And that's the way that we humans can operate, just to keep evolving our ideas and our way of making sense out of things, but to not get stuck on the idea that because we've come up with something that everybody agrees upon, that now we've hit on a universal truth just about the world itself.

Sara Wilson: Now, how might a person integrate this line of thought within their personal relationship to their mind or to their self or who they think their self is or negative thoughts?

Spencer A. McWilliams: Well, I think first of all, it's useful to be open to the awareness that the self is something that evolves over time, over the course of a lifetime. The best book I like, my favorite book on that, is by a guy who was at Harvard College of Education, see if I can pull up his name. Robert Kegan, his book is called “The Evolving Self”, and he talks about how we can evolve our understanding of ourself in the world and we can get it to a point where it seems to be working for us, we know our way around town, we know our role in relation to other people, we know how to solve problems and things like that. So we're happy, we're content, and we're happy to stay in this perspective. And about half the population is basically in that perspective, it's, again, that sort of ethnocentric belongingness to their group kind of point of view. But we can evolve beyond that, if we can step back from the way that our experience has been in the world and begin to see that there are other ways that people live in the world, there are other possibilities. I know for me, one of the big experiences in my life was I grew up in a relatively small city in Northern Colorado. The high school sponsored a spring break educational tour, and I managed to talk my folks into letting me go on it and saving up enough money to do it. And we went to Chicago, we went to New York City, we went to Washington DC, we went to, what's it down in Virginia? It's amazing how many of these common words slip out of my memory, Williamsburg.

And when I went back to my hometown, it just didn't look the same. I mean I had met people who never even heard of my hometown. Who can imagine that? So I think when we have experiences where we get outside of our comfort zones and outside of where we have been all of our lives and interact with other people, we begin to see that there are more options and more possibilities, and we can use that to evolve our sense of self. And as somebody who has certain strengths and certain capabilities to be effective in the world. And then beyond that, eventually at some point really seeing the total relativity of all of the ways of being, ways of life that people have, and begin to see that there's not one that's better than the other, they're just different. And we can treat everybody in the world the same way we would treat our own family because we see that we are connected with them. Now, that's a hard place to get, and Kegan thinks that probably only a few people get to that, maybe 10% of the population gets to the point where they can see things in that way. And probably only past the age of 40 or so when we evolve that far, where we can continually evolve throughout our lives, the idea that there's not one way of doing things and the way that we grew up is the correct one.

Sara Wilson: Yeah. This is great. Now, throughout this interview, we've been leaning a lot into this notion of the dependency and the emptiness of self, but I did want to touch on the flip side of that. In your paper, “Inherent Self, Invented Self, Empty Self”, you do acknowledge that many psychotherapeutic approaches describe human development in terms of an identity at one stage, which evolves into an identity at the next stage. And so in such Buddhist approaches, which emphasize seeing through the illusion of an inherent self, require a prior development of an effective sense of self structure as some foundation. So keep this in mind, how should we view the self in a therapeutic context?

Spencer A. McWilliams: Well, I think, and I've come to this late in my career, I think that the developmental psychologists, they like people who do lifespan development, are on the same thing. Now, people are sort of familiar with Piaget and he has the concrete operations and formal operations and those kinds of things. Well, Piaget was a constructivist and Piaget's ideas, some people who have studied him in the original French have said that he was a constructivist by saying that what the child is doing is organizing their experience. In the US, we have a tendency to say it's organizing the environment, that it's the environment that they're making sense of, rather than that it's their experience. But there are these consistent phases or steps in development that Maslow, Loevinger, other developmental psychologists, Ken Wilbur has integrated and synthesized all of them. He's an independent scholar that knows everything about everything and makes sense of it.

But I think it's useful for us to be aware that we need to understand the stage of evolution that is perceived in. So for example, if a person is in that really almost childhood stage where they're primarily focused on power and safety and security and getting things for themselves and tit for tat responses to people that get in their way and things like that, there are a few adults around who behave like that. Some of them are in the news a lot, and that's almost like dealing with someone with a sociopathic personality. They haven't gotten to a point where they've evolved into seeing themselves as connected with others, which is where we get into, I think high school as the place in our lives, that adolescent time, we want to make sure that we fit in, we get along, we belong, we identify with our school or our church or whatever it is.

Okay. Someone who's in that stage of development, they're going to have a very strong sense of relationship, who they are as a relationship. They'll probably think of themselves as a parent or sibling or what their job is or something like that. So, working with someone in that perspective, you need to be aware of that and be conscious of them. If a person is in, or probably many people who would go into therapy would be in that next stage where they're finding out that there's an individuality to themselves, finding out that they can still be members of their family, but they can be off doing something that's different. They're, again, developing their own skills and that's what comes from getting a good education and evolving that stage of evolution we are in. And then they can evolve beyond that to the constructivist or postmodern view where they can look back on all of those skills they developed and all of those characteristics as being ways that they could make sense of the world and make it meaningful.

But they're within a context of and the idea that we don't know what the final answer is, before it even makes sense to even ask questions about the final answer. So those stages of evolution, I'm coming to see, is more and more important in working with people therapeutically, knowing where a person is coming from, because that's how we create the sense of identity as being different in each of these stages. Where our identity is with our group, our identity is with my own ideas and beliefs in life. My identity is as part of the group, part of the larger group, part of the worldwide group.

Sara Wilson: So, as we're coming to a close with our conversation, I was just wondering if there is anything else you'd like to share with our audience?

Spencer A. McWilliams: Well, I think about this in terms of the writing that I've done over the last 20 years, and you referred to, that in my writing, what I'm trying to do, I'm very much a scholar. I have lots and lots of citations and a big, long, long set of references. But for me, those references that I refer to in the body of the paper are ways of pointing a direction for someone who might be reading, and saying, "If you want to know more about this, here's where you should find it." Sort of like finding the path to different reasonings. So don't just take what I've said, but if it's piqued your interest, here's where you can really find out more about it. And I would say that what I would emphasize in life is to continue finding out more about things, and ourselves too, come to know ourself and to see the rigidities and all the problems in the way that we come to develop this hardened notion of who we are, begin to let go of some of these ways of being. And it's a lifelong process, and I know that when I was in my late 30s and I started doing meditation, working with Joko, she was saying that after about 20 years of sitting, you'll begin to get some benefit from it. I thought, “Oh my God, I don't have time for that.” Well, that's 40 years ago now and I'm still just beginning to get what the benefit is of it. So it's something that we continue throughout our entire lives if we're open to it and it gives us a lot more freedom.

Sara Wilson: Well, thank you so much for joining us today. This was such a cool conversation and I really think that every person, no matter their discipline, can learn something really valuable from your practice. So thank you.

Spencer A. McWilliams: Well, thank you very much for inviting me here.

Please note: The views expressed by the interviewee are for educational and informational purposes only, are not meant to diagnose or treat any condition, and do not necessarily reflect the views of Seattle Anxiety Specialists, PLLC.


Editor: Jennifer (Ghahari) Smith, Ph.D.

Professor Irina Zlatogorova-Shulman on Leadership Influence & Employee Wellness

An Interview with Professor Irina Zlatogorova-Shulman

Irina Zlatogorova-Shulman, Ph.D., MBA is a professor of business psychology and organizational leadership at Southern New Hampshire University and the Chicago School of Professional Psychology. She specializes in business psychology and organizational leadership.

Tori Steffen:  Hi everybody. Thank you for joining us today for this installment of the Seattle Psychiatrist Interview series. I'm Tori Steffen, a research intern at Seattle Anxiety Specialists. We are a Seattle-based psychiatry, psychology, and psychotherapy practice specializing in anxiety disorders.

I'd like to welcome with us today industrial organizational psychologist Irina Zlatogorova-Shulman. Dr. Z., as some students call her, is a professor of business psychology and organizational leadership at Southern New Hampshire University and the Chicago School of Professional Psychology. She's an expert in the field of business psychology and organizational leadership, and has written several publications on the topic, including the dissertation thesis, "Leaders' Influence on Employees' Participation and Wellness Programs and Organizational Productivity, Correlational Quantitative Case Study," as well as the book "Overcoming Mediocrity Resilient Women," which provides life lessons to overcome obstacles in a professional setting. So before we get started, can you let us know a little bit more about yourself, Dr. Z, and what made you interested in studying leadership influence in an organizational setting?

Irina Zlatogorova-Shulman:  Of course. Thank you, Tori. First of all, just want to thank you for the invitation to participate and contribute to the discussion on leadership influence and employee wellness in organizational settings. A little bit about me, I immigrated to the United States from Russia 30 years ago in 1992. I received my PhD in business administration specializing in industrial organizational psychology from North Central University and an MBA from Northern Illinois University. I'm also a writer, a public speaker, and a member of the American Association of University Women, AAUW. And as you mentioned, I'm also professor of business psychology and organizational leadership at Southern New Hampshire University and the Chicago School of Professional Psychology.

Because of my work ethic, willingness to learn and continuous pursuit of education, I progressed very quickly in my leadership career. I worked in a corporate environment for over 20 years. In one of my last roles, I was a senior executive for a large retail organization. I managed a department with over 100 business professionals and $4 billion in expenditures for purchasing retail-related services, at my workplace, which was a huge corporate facility, I saw many stressed, anxious, and burned-out people, and the overall environment in that organization would be considered toxic by many employees. So, when I decided to switch careers and become a college professor, I selected a dissertation topic related to the improvement of wellbeing of employees at their workplaces. I was also curious to find out through research how leaders impact employees' sense of wellbeing and why some people do not participate in the wellness programs offered at their places of employment. I hope this information answers what interests me in guiding leadership influence in organizational settings.

Tori Steffen:  Absolutely. Yeah, that sounds like really impressive background and experience to have in relation to those topics, so that's wonderful. Well, getting down to basics, could you explain for us how leadership influence presents itself in an organizational setting?

Irina Zlatogorova-Shulman:  Sure. When researching leadership influence in organizational settings, I used a theoretical framework consisting of the employee wellbeing theory and the authentic leadership theory. The stakeholders for that research were corporate employees and their employers. After finishing the study and publishing the findings, I met with individual leadership teams and shared my discoveries illustrating that their influence in organizational settings is significant. Would you like me to share some of that information, some of the findings?

Tori Steffen:  Yes, please.

Irina Zlatogorova-Shulman:  The results of my research showed that the perception by employees of their leaders' care about their wellbeing, including physical and mental health, influenced their work engagement and job satisfaction. In one company, leaders' care about workers' health will assess at 93% versus the national average of only 9.3%, which is low, so it was 10 times higher. That particular organization was voted as one of the best workplaces for 11 consecutive years. That was the main connection that I found, is that the more employees think or believe that their management cares about them, the more likely they will stay with the company and enjoy working there.

Tori Steffen:  Okay. Definitely some interesting findings there. That's great to know. What are some connections that you've found between leadership influence and employee mental health?

Irina Zlatogorova-Shulman:  Well, first of all, I want to talk about productivity and engagement. Because both productivity and engagement can be improved by positive leadership support. It can also reduce levels of absenteeism and presentism. As you know, absenteeism is the temporary absence of an employee from work due to personal reasons. But presentism is when an employee presents, attends the work, but performs sub optimally because of illness, emotional exhaustion, depression or burnout. And productivity-related discussions could be a sensitive topic among researchers and practitioners because productivity is affected by so many factors, and it could be hard to measure. Job-related stressors may include job role ambiguity, alienation, worklism, and workload. So, these issues influence productivity due to workers' illness and poor mental health. According to Statista, and I just pulled the statistics from today, in 2022, the following professions were found the most stressful jobs in the United States. First one is the enlisted military personnel, second: firefighter, third: airline pilot, fourth: police officer, and fifth: broadcaster. Fifth one surprised me, but it is what it is. So many organizations seek new solutions to mitigate work-related stressors, to improve productivity, and also now to survive in today's economy and remain profitable.

The situation got even more stressful for workers during the Covid-19 pandemic, and same thing related to engagement. Doing my research on engagement, the results of employees self-assessed levels of wellness were directly related to organizational engagement. For example, according to Gallup's research, about 26% to 30% of employees were actively engaged at work in the United States in 2018. In the United States alone, disengaged workers cost anywhere between $450 to $550 billion per year in lost productivity. Again, according to Gallup. However, in my research, those companies that invested in their employee's wellness through wellness programs and other health initiatives, they saw up to 90% engagement scores, which were three times higher than the national ratings. So again, employees' wellness level directly related to productivity and engagement.

Tori Steffen:  That's amazing. Thank you for sharing those statistics. It definitely helps paint a picture around how important the wellness programs can be for employee mental health, productivity, engagement. So thank you. Could you describe for us how employee wellness levels relate to organizational productivity and engagement from a research perspective?

Irina Zlatogorova-Shulman:  Yes. I just kind of covered those two topics related to productivity and engagement. I can also expand a little bit more on how wellness programs themselves also impact their mental health, engagement, and productivity. Is that okay?

Tori Steffen:  Absolutely.

Irina Zlatogorova-Shulman:  Okay. So, if implemented correctly, wellness programs can have a positive impact on employees' overall mental health and reduction of stress. It can also reduce their anxiety, depression, and mental burnout. However, the research unfortunately also shows that wellbeing initiatives will fail if they lack top level support, for instance. In some cases, employees may not be aware of workplace wellness program, or their leaders do not communicate available health benefits or promote awareness. Also, leaders' inability to handle their own stress at work can negatively affect the effectiveness of wellness programs implementation. I have seen that wellness programs adoption increases when employees see their leadership support of those initiatives. For example, when managers enroll and participate in company-sponsored programs, they lead by example and the employees follow. Therefore, wellness programs can produce a positive impact not only on employees' overall mental health, but also on the mental health of their leaders.

Tori Steffen:  Okay, perfect. Thank you so much for giving us that background.

Irina Zlatogorova-Shulman:  Sure.

Tori Steffen:  Okay. And how effective would you say are those wellness programs in producing a positive impact on an employee's overall mental health?

Irina Zlatogorova-Shulman:  Again, I kind of covered that information in my previous response. And I would also say that people in leadership positions can do above a lot more than just wellness programs. They can create a positive atmosphere and welcoming environment for their employees. So, as they participate in wellness programs, they also notice how their leaders behave and follow those examples. For instance, if they see that their managers participate in wellness programs, they can also more likely to enroll and participate in those initiatives, versus if they observe that their managers are reluctant to participate in programs and see it as a waste of time, they may also choose not to participate in those programs.

Tori Steffen:  Okay. Sounds great. Have you seen anything in the literature in regards to maybe anxiety or depression in relation to wellness programs?

Irina Zlatogorova-Shulman:  I have seen a lot of information related to authentic leadership styles that followers and mental health. Would you like me to cover the leadership style that is authentic leadership style for your listeners?

Tori Steffen:  Yes, please. If you could explain authentic leadership as a style for our listeners, that would be great.

Irina Zlatogorova-Shulman:  Okay. Well, authentic leadership is a specific style that leaders display based on their moral values, their beliefs, and their behaviors. Those leaders, authentic leaders, play a critical role in creating positive organizational cultures and ethical work environments. Authentic leaders are generally in tune with their emotions. They're passionate about their mission and adaptive to changes. Authentic leaders also convey self-confidence, self-discipline, self-knowledge. They clearly express their thoughts and they're able to choose and listen. So two years ago, I was invited to present information on authentic leadership style to the Society of Human Resources Management, SHRM, and many HR managers admitted that although this style sounds wonderful and is attractive, it is challenging to be authentic at some places of work due to their organizational culture.

Tori Steffen:  Okay. Yeah, that's interesting, bringing in the aspect of the company culture as far as leadership influence. Great. One thing that your research discusses is the ways that authentic leadership can impact individual sense of wellness and productivity. Could you describe for us how this might work in an organizational setting?

Irina Zlatogorova-Shulman:  Of course. So, leaders with authentic qualities can definitely promote positive relations and effective commitment. They can empower their employees. And in an organization that attempts to create a climate that promotes employees' involvement and engagement, authentic leaders serve as role models. They convey appropriate behavior based on their moral values, and overall individuals in leadership role greatly influence how they can demonstrate and share similar goals with their followers through leading by example. And in multiple studies, even outside of my research, the authenticity of a leader was found to be effective in preventing employees' burnout. Plus, since the authentic person can listen patiently with understanding and without judgment, employees feel much more compelled to approach them without feeling being judged or feeling retaliation. When followers identify themselves with authentic leaders, they are also more likely to develop self-advocacy, self-esteem, confidence, optimism, passion, hope, and resilience to job-related stressors. They can also become more engaged.

Tori Steffen:  Great. It sounds like authentic leaders would have a lot of great qualities and be able to lead by example in an organization. What are some of the different types of leadership styles and how might they impact employee wellbeing and productivity? Have you seen any negative ones out there that you might be able to speak about?

Irina Zlatogorova-Shulman:  Oh, thank you for asking this question, Tori. So, scientists and theorists are still arguing and trying to identify the best leadership style and practices that would eliminate the negative trends related to employees' health at work. Overall, since the beginning of research on leadership, the paradigm shifted and reflected significant changes in leadership progression from total dominance by leaders to group decisions, and from the power of leaders to values of groups, and from leaders' goals to group visions. So, if you look at leadership as a continuum, you would see autocratic style in one side and authentic servant leadership style on the other side. The leader's roles change from active to passive. And out of all leadership styles. I would say that the autocratic leadership styles could potentially negatively affect employees' morale, productivity, and wellbeing depending on the work environment. Autocratic leaders tend to make decisions quickly without input from others, and usually when they're pressed for time. This can lead to subordinates experiencing work stress, anxiety, lower wellbeing, and most of the research on autocratic leadership has shown that subordinates dislike managers use this leadership style they call the micromanagers. And they experience more job stress when being managed by such individuals. They also have lower levels of job satisfaction.

Tori Steffen:  Okay. Yeah, that's definitely important to know how the different styles might have an influence on those factors, so thank you.

Irina Zlatogorova-Shulman:  You're welcome.

Tori Steffen:  Your research was also investigating a correlation between leader involvement and employee enrollment in wellness programs. Could you explain for us your findings about that relationship?

Irina Zlatogorova-Shulman:  Sure. During my research, I collected data about employees' participation in the wellness program and compared it to their management enrollment statistics, and I found significant positive correlation between leaders and employees' enrollment in wellness programs. I think there are three factors that could explain that correlation. First one was transparency of a self-tracking and reporting system that companies use to monitor everyone's participation. In some cases, employees could see if their managers enrolled in the program or not, including their CEOs. The second one was positive correlations could also indicate that individuals had higher personal commitment toward their health and wellbeing if they saw that their leaders are also committed to their health. And finally, surprising finding was that employees and their managers were motivated by financial incentives to participate in wellness programs. For example, when one company introduced financial incentive of up to $560 per year for all employees, including top leaders, the wellness program's enrollment and participation rates went up from 17% to 57%.

Tori Steffen:  Wow.

Irina Zlatogorova-Shulman:  I hope these information examples answer your question, Tori.

Tori Steffen:  Okay. That's great to know. Definitely a big jump there in the enrollment, so that's great. What else might leaders be able to do to promote employee wellness and productivity levels, maybe besides the high involvement in those wellness program enrollment?

Irina Zlatogorova-Shulman:  Yeah, I touched a little bit on this before, but to promote employees' wellness and productivity leaders can also create a welcoming, inclusive, safe, and pleasant work environment. Several research studies that I reviewed during my dissertation confirmed that authentic leadership style influences the positive emotions of their followers and directly impacts employees' engagement and turnover rates. In those work settings where employees can voice their concerns without fearing retribution, they feel more secure and less likely to leave. Also, in my research on wellbeing, I found that flexible work arrangements can improve employees' morale, increase their engagement and lower turnover. For instance, more and more organizations are now considering creating flexible working arrangements for their employees, such as hybrid work, telecommuting, remote work, condensed work week, flex time, part-time, shift work, or even job sharing. So here are some additional ideas.

Tori Steffen:  Awesome. Those are great to know. We personally do remote work and flex time, and I definitely find that that helps with work-life balance, so that's great. Do you work on any other research projects or maybe activities that relate to the topics of our discussion today?

Irina Zlatogorova-Shulman:  Yes. I am currently researching data and findings related to mindfulness practice. Mindfulness refers to a mental state or focus on the present moment while noticing and accepting all feelings, thoughts, and bodily sensations. So, in the past two years, I've been participating in educational seminars and workshops on mindfulness. This topic is getting more and more interest because it can be applied to any field, any area, from businesses to schools, and from arts to sports. I was very grateful to lead one training session at Southern New Hampshire University and deliver a presentation to our faculty about how mindfulness can be integrated into the online learning environment for our students. I also did an educational zoom session on mindfulness related to financial health for one of the investment firms and their clients. And now, I'm working on an article for Silent Sports Magazine on how athletes could integrate mindfulness techniques into their training and improve endurance and performance. Finally, I'm teaching yoga and meditation classes. I'm a certified yoga instructor at the local park district, and I see more and more people becoming interested in these activities, mindfulness, meditation, yoga, and relaxation techniques because they find those helpful in enhancing their emotional wellbeing and building individual resilience to stress.

Tori Steffen:  Great. Those are all really nice topics to touch on as far as mindfulness, and I can see how it would be very helpful for students, athletes and teachers too.

Irina Zlatogorova-Shulman:  Yes.

Tori Steffen:  Well, great. So Dr. Z., do you have any final words of advice, anything else that you'd like to share with our listeners today?

Irina Zlatogorova-Shulman:  Yes, I would like to share some final thoughts. When employees are unhappy with their jobs or workplaces, they start searching for different opportunities. And with the COVID-19 pandemic, many people began reevaluating their life commitments and where and how they spend their time and talent. Now, many organizations struggle to attract and retain their most productive workers. However, they can stop employees from leaving by creating and promoting a healthy culture. It all starts at the top, at the senior management levels. And I know I'm repeating myself by saying this, but the leadership influence on employees mental and physical health is significant.

Tori Steffen:  Absolutely. Well, great. That is amazing, helpful information. So thank you so much for joining us today, Dr. Z., and contributing to our interview series. It was really great speaking-

Irina Zlatogorova-Shulman:  Thank you very much for participating, for inviting me to participate in the session. I appreciate.

Tori Steffen:  Absolutely. It was really great speaking with you today, Dr. Z.

Irina Zlatogorova-Shulman:  Thank you, Tori.

Tori Steffen:  And I hope you enjoy the rest of your day.

Irina Zlatogorova-Shulman:  Thank you, you too.

Tori Steffen:  Thank you.

Irina Zlatogorova-Shulman:  Bye-bye.

Please note: The views expressed by the interviewee are for educational and informational purposes only, are not meant to diagnose or treat any condition, and do not necessarily reflect the views of Seattle Anxiety Specialists, PLLC.


Editor: Jennifer (Ghahari) Smith, Ph.D.

Psychologist Milla Titova on Happiness & Well-Being

An Interview with Psychologist Milla Titova

Dr. Titova is an assistant teaching professor at the University of Washington, whose research interests focus on happiness and well-being.

Maya Hsu:  Hi, I'm Maya Hsu and I'm a research intern here at Seattle Anxiety Specialists, and today I'm joined by Dr. Milla Titova. Dr. Titova is an assistant teaching professor at the University of Washington, whose research interests concentrate on happiness and well-being. She has numerous publications about positive emotions and well-being levels, and is specifically drawn to the effects that cultural and individual personality differences have on people's happiness. She has also given many talks about prosocial behavior, happiness and well-being around the world. Dr. Titova, would you like to introduce yourself and share a little bit about your research?

Milla Titova:  Sure. Well, thank you for having me first of all, and you already said my name, so I don't need to repeat that. My research concentrates on happiness and well-being in general, and one of the more specific things about happiness and well-being that I'm interested in is how relationships play a role in that, and in particular prosocial behavior, concentrating on others rather than concentrating on ourselves and how that can be beneficial to our own well-being. And one of the recent projects that I conducted looked at how maybe in situations where we want to improve our happiness and well-being, instead of actually concentrating on ourselves, we can turn that from inside out and concentrate on well-being and happiness of others. So, particularly, trying to make others happier, actually leads to more happiness for ourselves, even though that might sound a little bit contradictory at first and surprising. As always, often, when we are not feeling maybe the best, we are trying to actually keep the focus on ourselves and not necessarily interact with others in those situations.

Maya Hsu:  Great. Would you mind defining prosocial behavior and how that term relates to what you're talking about here?

Milla Titova:  Sure. So prosocial behavior is what you would think it is. It's just helping others, doing something for others, just being social in a positive way towards someone else. So that's the larger definition of prosocial behavior. In the project that I just mentioned in particular, what me and my co-author were interested in was mostly actually asking people to do something to improve happiness and mood of other people. So that was a more a smaller chunk of prosocial behavior, so to say, that you are looking at.

Maya Hsu:  That sounds kind of like altruism, where you're doing something almost charitable. Would you say that that is a subset of prosocial behavior or are they different? Do they overlap?

Milla Titova:  Yes, so, altruism is usually something that doesn't necessarily have that selfish part of helping others. So prosocial behavior, I would say is more general. That includes that you might be helping others because you want some benefit for yourself. Altruism is more that maybe it's even hurting you and you are still helping someone else. So usually, the true altruistic behaviors are things like when you risk your life to help somebody else, that's usually what I would give as an example of altruism. Which the things that we were looking in, in this particular research, I wouldn't call them altruistic per se. People weren't really suffering in any way or taking anything from themselves in those prosocial acts that we asked participants to do.

Maya Hsu:  Okay. So altruism requires, or it involves an element of sacrifice, and prosocial behavior is more, if you are somewhat aware that you're gaining something back?

Milla Titova:  Well, I would say that prosocial behavior includes both altruism and a more selfish things, it's just a more broader term.

Maya Hsu:  Okay.

Milla Titova:  But altruism is, it's usually this true selfless act of helping someone.

Maya Hsu:  And in your paper that you published this year, “Happiness Comes from Trying to Make Others Feel Good Rather than Oneself,” you studied pro-social behavior— just that more broad version, so it encompassed the altruism and the more selfish acts?

Milla Titova:  Yes. And in this particular project, we just give specific instructions of what to do or what to recall, because we had different studies. Some of them we actually asked people to do something and in other situations, they were just recalling a recent time when they engaged in a particular activity that we were interested in. For the most part, we asked participants to either do or recall something that makes someone in their life happy or improves their mood. And we were just, like, whatever works. Like, you know you're going to be doing that, you know what they like, what would elevate their mood and improve their happiness. So that's the definition of that prosocial behavior that we were talking about in this particular project.

In one of the studies, we also, that was a little bit different from the others, where we had a very specific thing that we asked participants to do, and that had to do with feeding expired parking meters for other people. So that was something, I wouldn't call it an altruistic behavior because again, there's not necessarily that much of a sacrifice that the person was doing. But we provided a couple quarters for our participants, and we asked them to feed the meters that have expired, to make that person happy in that particular way. So that was one of the other definitions of prosocial behavior that popped up in this project.

Maya Hsu:  For the people whose meters that expired that got re-pumped by the participants in your study, if they didn't know that it was re-pumped by somebody generously, so it didn't necessarily make them happy because they didn't know it was happening, were the participants, did their mood still elevate after donating that money, even though they didn't necessarily get feedback that they succeeded in making someone else happy?

Milla Titova:  That's a great question. That's one of the reasons why we did do that last, which was the last study in our package of studies. Because we were interested in, well, does this effect that we find that improving somebody's else's happiness is so good for our happiness, does that happen because people in our early studies were usually picking their roommate, their mom, their sibling, their significant other? So it was always, well, I'm doing something for this person who I'm interacting with and I really know very well. We were like, okay, what about those situations who have strangers, with those parking meters, and the situations where there might be not an interaction actually present? The person might not even ever find out that you did that for them.

So that's why we wanted to do this a little bit different study and what we found, so we actually had multiple different conditions for that parking meter study. We had two variations for the condition where participants were feeding somebody else's meter, and in one condition, they just fed the meter, that's it, they responded to our survey and then they went on their merry way. And then in the other condition, we actually provided them with these little index cards and we asked them to write something to the person that they did that for. So something like, “Hey, I fed your meter. Enjoy your day,” whatever. It was whatever they wanted to write. We found that the happiness levels of people who left the note were a little bit higher than those who didn't leave the note.

We don't really know what exact explanation for that was. And there are multiple hypotheses that I have that can explain why we found that difference. One of them is more selfish. It's more like, “Okay, I let the person know that I did it for them, so they’re going to know that I'm such a good person and I did something for them.” So that's one explanation why that could improve that happiness boosting effect. But the other explanation is that it could be that by asking participants to write that note, we actually provided them with an additional nice activity to do. First, they feed somebody's else's meter, and then they also write a nice note to them. So in that way, it's like they're doubling up on those prosocial activities, so maybe that's why their happiness levels are higher in the note condition rather than the no-note condition. So not sure which one it is, we don't have the data to show which one of the two. I hope it's the second one just because it's a nicer explanation, more positive, but I can't say which one it really is.

Maya Hsu:  It would be interesting to see the data on that, on whether it's the first or the second one. If it was the second one, then it would, I'm guessing, promote almost excessive niceness or excessive kindness in people, because then they would not only want to do one charitable act, but two or three at a time to reap the most benefits.

Milla Titova:  Which also reminds me, there is some research on random acts of kindness that has been done with college students. And in that particular study, researchers found that just doing one small act of kindness per day for a week, didn't actually show huge effects for happiness boosts. But doing multiple, kind of a lot more, did. And the explanation for that, that researchers in that particular study showed, which was, I think was done by Sonja Lyubomirsky and colleagues, and it's just that college students are, they usually do random acts of kindness. That wasn't a big intervention on the researchers’ part when they only asked for one small thing. But if you ask for a lot more, then you really feel the difference. So maybe that's also why that worked in our study, that the more things you pile up, the more boosts you might have. I'm sure there is some limit where it all becomes a burden of some sort, but at least with, for us, the two things versus one thing worked better in this particular study.

Maya Hsu:  Do you know if there's any data on if there are more mood-boosting effects for altruistic behaviors or behaviors that require a sacrifice, require a little bit of suffering on the part of the giver?

Milla Titova:  That is a great question. I don't know, actually. I know that prosocial behavior of any kind usually has mood boosting happiness, boosting effects. Which also leaves researchers open to there is always different camps of people saying that there is no true altruism. Because as we know, prosocial behavior always has this positive effect, so are you really selfishly doing it when you know you're going to have that positive boost in that way? And even with the extreme altruistic behaviors, when somebody is literally risking their life or even maybe losing their life, that even then there are some people who are like, well, but then if you literally die saving somebody, could you get the fame that comes with it? Yes, you're dead, but everyone's going to remember you.

So there's often, it's a big debate. So there are some people who say, yes, altruistic behavior can be truly altruistic and really just want to help somebody without any selfish benefits. But there are other people who say, no, there's just always benefits of some kind that you will have. Or another explanation with that is that it's not necessarily maybe the benefit, but if someone is really needing help and you are going to risk your life and potentially lose your life to help them, if you don't do it, you're going to be feeling guilty for the rest of your life. So again, it's selfish to help because you're avoiding that feeling of guilt that you never helped that person. Even if you might end up dying doing this, which is again, very extreme examples here, but lots of debate. People fall on the different spectrum of that. I personally would like to believe that people can be truly altruistic, but I can see both sides of the debate having some legitimate points there.

Maya Hsu:  It sounds like it's a little bit difficult to draw a conclusion that altruism versus more selfless or more selfish prosocial behavior, that one will lead to more happiness or mood boosting effects because that concept of altruism is so heavily debated and subjective at this point.

Milla Titova:  Yeah. I would say so because it's hard to draw the line and again, some people would just say that altruism doesn't even exist.

Maya Hsu:  I see. Okay. What are some everyday examples of other focused acts of kindness?

Milla Titova:  So in our study, we mostly had college students. We obviously read things that we asked them what they did and read what they said. And a lot of the things were fairly simple and easy to do. Some students called their mom because they knew they were going to make their mom happy. Other people would take their roommate out for dinner or buy them coffee, things of that nature, or just doing some favorite activity that you know that person likes, like watching their favorite movie, listening to their favorite song. It's oftentimes really very small things, but it worked. It was beneficial for at least our participants. I don't know if it actually made whoever they were trying to make happy, happy, but our participants thought that they did well and it improved their happiness.

Maya Hsu:  So listeners wanting to incorporate more acts of other focused kindness into their days, it sounds like just putting others first in smaller, very casual scenarios would work.

Milla Titova:  Yeah. It's often very small things. And then you're just thinking, what do people in your life like? If you know that maybe surprising them with a cup of coffee that you got from their favorite coffee shop just out of the blue, it's so small, but as a recipient of something like that you're like, oh my God, this is awesome, and then you're doing it to somebody. So it really doesn't take that much necessarily to improve somebody's happiness and elevate somebody's mood. It's just that conscious decision to do that and actually follow through with that, that’s all it takes. But sometimes we're just so wrapped up in our own head that we are not necessarily thinking about doing those things.

Maya Hsu:  How long roughly can that last, that shift in mood when you sacrifice or when you do something prosocial? Is it minutes, hours, days? How long does that effect last?

Milla Titova:  That's a great question. So in our particular study, we only looked at later that day, and that's where it ended for us, or even immediately after activity, or we also did a recalling paradigm when you were just like, remember the last time you met somebody happy, how did you feel? But I know from other studies that do look at prosocial behavior or random acts of kindness that are more longitudinal in nature, they usually show that the effects can linger for a while as well. But with the nature of psychological research, it may be a month later, a couple of months later, usually people don't check further than that for those interventions where people are asked to participate in random acts of kindness or something like that.

But generally, if we know that it works, if you did it earlier that day in our study, and then you are happier in the evening of that day, if you keep doing it, it should work. If you do it today, do it tomorrow, do it the day after and so on, so it should prolong this effect. With that being said, there is also something to be worried about, which we often refer to as hedonic adaptation, or it's sometimes referred to as hedonic treadmill, which is something how people psychologically are built, that we tend to get used to good things. So with that bearing those things would be, so if someone wants to do this as a long time intervention, you got to be aware that you need to vary it so you don't just get used to it.

So let's say, you're like, okay, “I really love my roommate. I'm going to surprise them with their coffee every day.” By the end of whatever, week one, the roommate is over it, you're over it, it's too much of the same thing. But varying it, like today, I'm going to surprise my roommate, tomorrow I'm going to surprise my coworker, the day after I'm going to do something for my mom, whatever. So it's just making sure that you're not getting into this routine where something that is exciting and you do get that boost from, doesn't become something that you are really used to. So you enter that hedonic treadmill where it's not going up anymore, it's just the same place.

Maya Hsu:  That makes sense. Did you notice in your studies anything about just overall a decrease in time of how much happiness was gained from each prosocial behavior just as the novelty of it wore off?

Milla Titova:  So in our studies, we only asked, one participant did something one time. So we didn't have that data in terms of that. But again, from other broader research body from other people and stuff that do longitudinal stuff, I know that that tends to happen, that hedonic adaptation. I'm not sure what the sweet spot for it is in terms of how long do you do something until you are tired of it necessarily, or at least until you know the effect wears off. So I'm not sure about that, but this is just something to keep in mind in general. And I would bet it's different for different people. So for some people, maybe doing the same thing for a while might actually work longer than for some other people. So there's big individual differences when it comes to pretty much everything, but especially those things. You got to find what works for you, what fits your style, that kind of stuff.

Maya Hsu:  You used the word intervention earlier about implementing this into your life. And I could see applicability for everybody, but do you think there are certain people or certain mental illnesses or challenges that this type of intervention would be particularly beneficial for?

Milla Titova:  That's a great question. I have personally never worked in clinical populations. So all the participants in any of the studies that I have conducted, they're always just college students, people on the street, people I found online. So it's usually not people who are particularly diagnosed with any conditions or anything like that. However, you also know how prevalent those things are in populations, so I'm sure I've gotten some in those samples, even though I wasn't looking specifically. But again, from a broader literature that I know, I know that those small activities, we often refer to them as positive psychological intervention in positive psychology in general, which challenges you to do small activities designed to promote happiness. It’s a simple definition of positive psychological interventions. They have been applied on various populations, including people who are depressed and have various concerns that they might have about their mental health, and it seemed to be working for various populations pretty well.

I wouldn't say that if you have a serious problem with depression or anxiety at the clinical level, doing something like that is just going to fix it. But in addition to seeing a therapist, doing other things, that can be helpful, especially I think for people who, oftentimes, when we do have mental health struggles, we become so self-centered. We are just really thinking about ourselves and everything that's happening with us. And we often think that, well, we are in too bad of a spot to be really interacting with other people. Well, we know how important other people are for us, we're social creatures. So reaching out to others, doing something nice for others, is almost always a good idea.

Again, maybe if a person has social anxiety, maybe not. I'm not talking about when it becomes a much larger issue, but for most people even in situations of mental struggles, it's just we’re naturally just like okay, “I need to fix myself first and then start reaching out to others and think about my social connections and stuff,” but others can help you fix whatever you're trying to fix. So it is, I would think, that it could be applied in many, many different situations for many people who are having issues with very different things.

Maya Hsu:  So would you say, aside from social anxiety in general, people, it often would be wise to do a counterintuitive measure where if you have the tendency or the inclination to isolate yourself, hide from the world and focus inward, that you should do the opposite and go and be with people and do something kind for others?

Milla Titova:  Yeah. I would say so. And I also, with all of that being said, any psychological study we are talking about this works on average, and any psychological finding that you ever encounter, my advice for everybody is, okay, this works for a lot of people. You can try it and see if it works for you. You know what I mean? So the findings that whatever research that you read or hear about, it suggests to you that it works for a good chunk of people, that there is a significant effect, but then there is also a lot of individual differences and individual things that might not quite, you know… Because there's outliers in every study and that outlier could be you or anyone else.

So my advice is always, okay, we find this effect, go try it out and see if you will feel, maybe you'll be like, “oh, wow. Why did I not consider that before?” Or maybe you're going to be like, “yeah, no, I don't know. That's not for me.” So with literally any finding, it works that way. But on the other hand, knowing that research suggests that for a bunch of people that was beneficial and that worked, is usually a pretty good sign that it might work for you as well.

Maya Hsu:  Thank you for that.

Milla Titova:  Sure.

Maya Hsu:  Is either other-focused happiness or self-focused happiness instinctual, or are they both learned?

Milla Titova:  That is a good question. I am not sure if I have the answer to this question based on the data that we have and the studies that we particularly had. I know just more anecdotally, that oftentimes people are like, oh wow. Making others happy makes us happy, which made me think that people don't necessarily assume, or think that that's the best way. And I think again, people just tend to be more self-focused naturally, but again, I didn't necessarily ask people, what do you think is going to be better, this or that? So that would've been fun question to ask actually. Let me think about that.

Maya Hsu:  Are there situations where it makes more sense to be focused on achieving happiness for yourself over others, just in terms of comparing the amount of benefit?

Milla Titova:  Well, given that if you concentrate more and yourself, at least in our data, it shows that it's going to give you less of a benefit in the happiness. So in given that, I would say, no, you should just go for others, and then you will end up improving yourself more. So in that way, I would suggest at least, again, trying that out and see what happens. I think that again, I'm going to just sound like a broken record, but people often think that it's just, you need to fix yourself first. You need to think about yourself first. So just breaking out from this way of thinking would, I think, be helpful and potentially, that may be why the benefit is there.

I mean, in our studies, we do find that the main mechanism for this is relatedness-need satisfaction, which we want to be connected with other people, we want to have good connections, and people were getting this relatedness-need satisfaction, even in those studies where they didn't interact with a person. It still gave them this sense of being related to somebody else, even though they didn't talk to them, they didn't see them, they don't know how they look like, they know nothing about them, but just doing something for someone else feeds that relatedness.

Maya Hsu:  This conversation makes me think of self-care and how we're in an era of, I think, changing how we view self-care, because previously, I think we conceptualized that with pampering oneself and buying products to make oneself feel better. And now, I think we're shifting a little bit toward being more self-kind and self-compassionate. And so this just has me wondering how to balance the amount of self-care and self-kindness, when one isn't feeling the best, because the data, it suggests that most, if not, all of the focus and energy should be spent toward making other people feel happy and appreciated, because then you will indirectly feel that reward as well. How would you recommend balancing those two, because there must be some degree of self-care that's important?

Milla Titova:  Yeah. Of course. I'm not saying that people should always and forever just forget about yourself, do everything for others. No. Totally not. Self-care is super important and I think that you made a great point in terms of how self-care is not always taking a bubble bath or splurging on a purse, as we used to more think about it. It's more psychological self-care. It's really taking time off, not beating yourself up that you are, oh my God, you're not working on a Sunday. You're not being productive. That's fine. That's how it should be. So I think that a lot of self-care has to do with that, just accepting yourself, being kind to yourself. Self-compassion is a big, big thing.

Thinking of self-compassion, there are different components of self-compassion and some of them have to do with mindfulness, just being present in the moment, just enjoying the moment, not being judgmental towards your thoughts, acknowledging them, letting them go, which is not easy. It takes a lot to actually be good at being mindful. But I think it's important in any condition, when you think about, if you are doing something for yourself and you are in the moment of just self-compassion, self-care or whatever, or if you are in situations where you interact with others, being mindful is pretty important. You are present in the moment, you are not thinking about 100 things that you need to get done or whatever things that you or what it might be, you're just really present for this other person, which again, will improve your relationships and stuff.

But in terms of the specific prescribed balance, I don't think I have the specific number or any prescribed thing. And again, I also think it will depend on a person. Some people really need to be alone to recharge or to feel themselves. Other people need less of that, so you got to find what works for you.

Maya Hsu:  Awesome. Well, it was wonderful speaking with you. Is there anything else you'd like to share with the world about happiness or well-being or altruism?

Milla Titova:  What else do I want to share? Great question. I don't know. Just with the, especially now, the times are weird in the pandemic, it's really easy to concentrate on all the negative things. So I think that just taking a moment to be grateful for some good things that you have. We all have at least something good going on, small or big. Just thinking about it, switching perspective, thinking about the things that we can be grateful for versus the things that we are missing, not doing or want to have, really can give us some moments of peace and happiness and contentment. Just being nice and calm and enjoying the moment for at least every once in a while, because I think it's very easy to get carried away by all the worries that we have nowadays. So that would be my last thought or advice.

Maya Hsu:  Thank you so much, Dr. Titova. It was wonderful having you on our series today.

Milla Titova:  Thank you so much for having me.

Please note: The views expressed by the interviewee are for educational and informational purposes only, are not meant to diagnose or treat any condition, and do not necessarily reflect the views of Seattle Anxiety Specialists, PLLC.


Editor: Jennifer (Ghahari) Smith, Ph.D.