Once a week.
Subscribe to our weekly newsletter.
10 Practical Insights to Improve Your Learning Culture
How can companies meet the growing demand to provide the knowledge and skills to make employees more productive, engaged, motivated and happy?
Why do people work at a company like Google? Good salary. Check. Good benefits. Check. But it turns out that one of the most compelling reasons to work at Google is to learn. How many other companies can offer the kind of learning culture that attracts top talent? Not many.
Big Think hosted a recent event for learning and development leaders from the world’s most innovative organizations, and explored the common thread of challenges faced by organizations, large and small:
How can we develop learning programs that will result in better recruitment, retention, and employee satisfaction?
How can we convince key stakeholders that these programs will lead to company-wide success?
How do we secure the resources needed to implement these programs?
To help employees and their companies answer these challenges, Big Think developed Big Think Edge, an online learning platform.
While most corporate learning solutions remain mired in the past, teaching outdated skills in rote formats, Big Think Edge helps companies get smarter, faster. It helps the world’s best places to work provide the knowledge and skills to make their employees at every level more productive, engaged, motivated and happy. Edge empowers talent to direct their own professional and leadership development with access to actionable advice on how to succeed in business and in life through a series of short-form video vignettes, featuring world-renowned business leaders, Nobel laureates, entrepreneurs and actors, including Peter Thiel, T.Boone Pickens, John Mackey, Edward Norton, Robert S. Kaplan and John Seely Brown.
Below you will find the key takeaways and actionable insights shared at the event on how to implement a successful learning culture in your organization.
Insight #1: Stretching the Edge
John Seely Brown, Innovation Expert, says that organizations need to find the "edge dwellers," and "pull them together, and give them voice.” Edge dwellers are the change agents within an organization. Brown says they need to be given permission to experiment and push boundaries, and they need to be provided with tools to have at their disposal, such as social media.
In the Edge track, Stretching the Edge, John Seely Brown delivers groundbreaking insights on how companies can foster innovation within all levels of their organization, sharing radical ideas from people and companies who are making it happen today.
Insight #2: Mentorship as Dialogue: The Changing Face, and Faces, of Coaching and Mentorship
Rob Kaplan, Professor of Management Practice at Harvard Business School, points out the difference between mentoring and coaching.
Mentoring involves this: "I tell you a story, you give me advice based on that story." The problem is the advice is only as good your story, Kaplan says. Coaching, on the other hand, involves advice from those who observe you based on a direct assessment of your skills.
So here is how to encourage coaching:
Figure out who observes you in action. For entrepreneurs or senior people, its their peers or subordinates.
Assessment of your skills:
Write down what tasks you like and what you don’t.
How does that match with the priorities, the tasks that need to get done?
Where is there a match and where is there a mismatch?
Build relationships based on:
In the Edge track, The Leadership Challenge, Rob Kaplan delivers coaching and mentorship fundamentals for success in today’s knowledge economy.
Insight #3: The View from the C-Suite: The Business Case for Investing in Learning Culture
Tom Glocer, former Chief Executive Officer of Thomson Reuters, makes the business case for implementing a learning culture.
“The best employees are the curious employees and those that want lifelong learning," he says. "They want to know how things work. Stimulate that curiosity and desire for learning within your employees and you will open the doors for innovation.”
So how do you convince a decision-maker to invest in Learning and Development? As Glocer points out, the problem is everyone is competing for the same resources and Learning and HR initiatives often sound “squishy” to the CFO. Therefore, the stakeholders need to be convinced that not only will the data demonstrate the importance to the organization down the road, you will immediately be able to witness the importance to the individuals. Over time, it will translate into attrition rates.
As we discussed with the case of Google, the dedication the company shows to investing in the individual is often valued higher than compensation.
In the Edge track, Communicating 360, Tom Glocer discusses how to effectively communicate a company’s values and mission throughout all levels of the organization.
Insight #4: News Organizations as Models of Constancy and Change in Learning Culture
David Westin, former President of ABC News, says that in a world of constant change, "you need to have people learning what is new and what is available, just to achieve your mission.”
Westin points out that just as the marketing world is using social media and big data to predict trends and keep their brands relevant, learning content needs to be constantly updated and refreshed to reflect rapidly changing issues and challenges that will resonate with employees.
So what can we learn from the news business? Westin says you must leverage content that engages the audience, and that is in terms of great storytelling, context and quality.
The Edge track Organizing for Agility teaches how to engage your audience in today’s changing information landscape.
Insight #5: Givers Take All: The Hidden Dimensions of Corporate (Learning) Culture
Adam Grant, Management professor at Wharton and author of Give and Take: A Revolutionary Approach to Success, outlines key techniques for for creating a giving environment:
Weed out the takers.
Recognize and reward givers.
Build a culture of help seeking.
Be willing to ask for help.
Create an environment of psychological safety where you’re not seen as weak if you ask for help.
Once you find out what people need, you can add value to other people’s lives at low personal cost.
Create a reciprocity ring- ask everyone in the room to come up with one request, something they want or value but can’t do on their own. Then encourage everyone in the room to help them get it. This method creates visibility, takers get weeded out.
Organize a reciprocity network online.
In the Edge track, Finding your Passion, Adam Grant shares advice on how to increase productivity through generosity and find true meaning in your work.
Insight #6: Ahead of the Curve: Learning Cultures as Innovation Drivers - Case Study
Terry Young, CEO and founder of Sparks & Honey, explains how the newsroom model works in his company's culture.
“Newsrooms are built to read movements in culture as they happen," he says, "to create content that increases in quality and sophistication as the public’s demand for it grows. Success depends on timely, relevant and stirring content that is useful for readers and often highly emotive.”
Young says the key to productivity and time management is leveraging a well-constructed content arsenal that can be activated quickly and initing the passion of a young staff. He says the blending of the external and internal environment, of personal life and career, creates continuity within the organization.
In the Edge track, Building Brand, Terry Young, discusses how to use big data and real time creativity to establish brand presence in today’s market.
Insight #7: Giving Voice to Your Employees
Jennifer Brown, the CEO and founder of Jennifer Brown Consulting, explores how to make an organization a more welcoming culture for all kinds of diverse talent. That involves implementing training initiatives focused on diverse perspectives, the crowd-sourcing of idea generation, and the ability to harness the knowledge of people in the middle of the organization.
In the Edge Track, Driving Innovation through Diversity, Jennifer Brown shares advice on how to implement and measure successful diversity initiatives in your organization.
Insight #8: From Millennials to Boomers: Strategies for Developing a Cross-Generational Approach to Learning
Bhushan Sethi, People & Change Practice Lead at PwC and Dennis Finn, Vice Chairman, Global Human Practices Lead, PwC presented a survey of recent university graduates about their expectations of work. The PwC survey was conducted in late 2011, and consisted of a total of 4,364 university graduates from across 75 countries. Here are some of the findings:
Development and work/life balance are more important than financial reward.
Millennials say they are comfortable working with older generations and value mentors in particular, but prefer to connect using technology rather than the telephone or face-to-face.
Technology is often a catalyst for intergenerational conflict in the workplace and many millennials feel held back by rigid or outdated working styles.
Millennials have a natural desire to collaborate, need for autonomy is less compared to non-Millennials.
So just how crucial is development?
Personal learning and development is the most essential benefit they want from employers.
In second place they want flexible working hours.
Cash bonuses come in at a surprising third place.
The Edge track Energizing People teaches strategies on developing a cross-generational approach to learning and employee development.
Insight #9: Listen and Learn: Building the Practice of Continuous Learning as a Leader
Fred Hassan, the former Chairman and Chief Executive Officer of Schering-Plough Corp, says that in order to create success within your organization, you need to build a culture of ownership, accountability and continuous learning.
Hassan also offered advice for how to talk to your CEO about getting the budget for L&D initiatives:
Get the cooperation of the people on the front-lines. If the line people are with you, the CEOs will hear about it and you will be seen as a value-add.
Demonstrate that it adds value to your line.
Understand what key variable the company is looking for on the other end and link yourself to that variable in some way.
In the Edge Track, Leading Change, Fred Hassan shares insights on how to create success within your organization through building a culture of ownership, accountability, and continuous learning.
Insight #10: You Need to bring a cost-effective, continuous learning culture to your organization.
Here are a couple of things we’ve learned that will help you convince your colleagues and managers to invest in the learning and development of your employees with actionable, engaging video content featuring the world’s most recognized people:
People want to learn in a format that engages and inspires them--it has to be top-quality production to be effective.
They want to be inspired by recognizable leaders, sharing their personal experiences that can be translated into action.
The content needs to be multi-purpose -- useable for individual learning, or as a conversation catalyst in team meetings to drive innovation and leadership.
To meet a growing demand among results driven companies to provide the knowledge and skills that will make their employees at every level, more productive, engaged, motivated and happy, Big Think presents Big Think Edge.
How would the ability to genetically customize children change society? Sci-fi author Eugene Clark explores the future on our horizon in Volume I of the "Genetic Pressure" series.
- A new sci-fi book series called "Genetic Pressure" explores the scientific and moral implications of a world with a burgeoning designer baby industry.
- It's currently illegal to implant genetically edited human embryos in most nations, but designer babies may someday become widespread.
- While gene-editing technology could help humans eliminate genetic diseases, some in the scientific community fear it may also usher in a new era of eugenics.
Tribalism and discrimination<p>One question the "Genetic Pressure" series explores: What would tribalism and discrimination look like in a world with designer babies? As designer babies grow up, they could be noticeably different from other people, potentially being smarter, more attractive and healthier. This could breed resentment between the groups—as it does in the series.</p><p>"[Designer babies] slowly find that 'everyone else,' and even their own parents, becomes less and less tolerable," author Eugene Clark told Big Think. "Meanwhile, everyone else slowly feels threatened by the designer babies."</p><p>For example, one character in the series who was born a designer baby faces discrimination and harassment from "normal people"—they call her "soulless" and say she was "made in a factory," a "consumer product." </p><p>Would such divisions emerge in the real world? The answer may depend on who's able to afford designer baby services. If it's only the ultra-wealthy, then it's easy to imagine how being a designer baby could be seen by society as a kind of hyper-privilege, which designer babies would have to reckon with. </p><p>Even if people from all socioeconomic backgrounds can someday afford designer babies, people born designer babies may struggle with tough existential questions: Can they ever take full credit for things they achieve, or were they born with an unfair advantage? To what extent should they spend their lives helping the less fortunate? </p>
Sexuality dilemmas<p>Sexuality presents another set of thorny questions. If a designer baby industry someday allows people to optimize humans for attractiveness, designer babies could grow up to find themselves surrounded by ultra-attractive people. That may not sound like a big problem.</p><p>But consider that, if designer babies someday become the standard way to have children, there'd necessarily be a years-long gap in which only some people are having designer babies. Meanwhile, the rest of society would be having children the old-fashioned way. So, in terms of attractiveness, society could see increasingly apparent disparities in physical appearances between the two groups. "Normal people" could begin to seem increasingly ugly.</p><p>But ultra-attractive people who were born designer babies could face problems, too. One could be the loss of body image. </p><p>When designer babies grow up in the "Genetic Pressure" series, men look like all the other men, and women look like all the other women. This homogeneity of physical appearance occurs because parents of designer babies start following trends, all choosing similar traits for their children: tall, athletic build, olive skin, etc. </p><p>Sure, facial traits remain relatively unique, but everyone's more or less equally attractive. And this causes strange changes to sexual preferences.</p><p>"In a society of sexual equals, they start looking for other differentiators," he said, noting that violet-colored eyes become a rare trait that genetically engineered humans find especially attractive in the series.</p><p>But what about sexual relationships between genetically engineered humans and "normal" people? In the "Genetic Pressure" series, many "normal" people want to have kids with (or at least have sex with) genetically engineered humans. But a minority of engineered humans oppose breeding with "normal" people, and this leads to an ideology that considers engineered humans to be racially supreme. </p>
Regulating designer babies<p>On a policy level, there are many open questions about how governments might legislate a world with designer babies. But it's not totally new territory, considering the West's dark history of eugenics experiments.</p><p>In the 20th century, the U.S. conducted multiple eugenics programs, including immigration restrictions based on genetic inferiority and forced sterilizations. In 1927, for example, the Supreme Court ruled that forcibly sterilizing the mentally handicapped didn't violate the Constitution. Supreme Court Justice Oliver Wendall Holmes wrote, "… three generations of imbeciles are enough." </p><p>After the Holocaust, eugenics programs became increasingly taboo and regulated in the U.S. (though some states continued forced sterilizations <a href="https://www.uvm.edu/~lkaelber/eugenics/" target="_blank">into the 1970s</a>). In recent years, some policymakers and scientists have expressed concerns about how gene-editing technologies could reanimate the eugenics nightmares of the 20th century. </p><p>Currently, the U.S. doesn't explicitly ban human germline genetic editing on the federal level, but a combination of laws effectively render it <a href="https://academic.oup.com/jlb/advance-article/doi/10.1093/jlb/lsaa006/5841599#204481018" target="_blank" rel="noopener noreferrer">illegal to implant a genetically modified embryo</a>. Part of the reason is that scientists still aren't sure of the unintended consequences of new gene-editing technologies. </p><p>But there are also concerns that these technologies could usher in a new era of eugenics. After all, the function of a designer baby industry, like the one in the "Genetic Pressure" series, wouldn't necessarily be limited to eliminating genetic diseases; it could also work to increase the occurrence of "desirable" traits. </p><p>If the industry did that, it'd effectively signal that the <em>opposites of those traits are undesirable. </em>As the International Bioethics Committee <a href="https://academic.oup.com/jlb/advance-article/doi/10.1093/jlb/lsaa006/5841599#204481018" target="_blank" rel="noopener noreferrer">wrote</a>, this would "jeopardize the inherent and therefore equal dignity of all human beings and renew eugenics, disguised as the fulfillment of the wish for a better, improved life."</p><p><em>"Genetic Pressure Volume I: Baby Steps"</em><em> by Eugene Clark is <a href="http://bigth.ink/38VhJn3" target="_blank">available now.</a></em></p>
Astronomers find these five chapters to be a handy way of conceiving the universe's incredibly long lifespan.
- We're in the middle, or thereabouts, of the universe's Stelliferous era.
- If you think there's a lot going on out there now, the first era's drama makes things these days look pretty calm.
- Scientists attempt to understand the past and present by bringing together the last couple of centuries' major schools of thought.
The 5 eras of the universe<p>There are many ways to consider and discuss the past, present, and future of the universe, but one in particular has caught the fancy of many astronomers. First published in 1999 in their book <a href="https://amzn.to/2wFQLiL" target="_blank"><em>The Five Ages of the Universe: Inside the Physics of Eternity</em></a>, <a href="https://en.wikipedia.org/wiki/Fred_Adams" target="_blank">Fred Adams</a> and <a href="https://en.wikipedia.org/wiki/Gregory_P._Laughlin" target="_blank">Gregory Laughlin</a> divided the universe's life story into five eras:</p><ul><li>Primordial era</li><li>Stellferous era</li><li>Degenerate era</li><li>Black Hole Era</li><li>Dark era</li></ul><p>The book was last updated according to current scientific understandings in 2013.</p><p>It's worth noting that not everyone is a subscriber to the book's structure. Popular astrophysics writer <a href="https://www.forbes.com/sites/ethansiegel/#30921c93683e" target="_blank">Ethan C. Siegel</a>, for example, published an article on <a href="https://www.forbes.com/sites/startswithabang/2019/07/26/we-have-already-entered-the-sixth-and-final-era-of-our-universe/#7072d52d4e5d" target="_blank"><em>Medium</em></a> last June called "We Have Already Entered The Sixth And Final Era Of Our Universe." Nonetheless, many astronomers find the quintet a useful way of discuss such an extraordinarily vast amount of time.</p>
The Primordial era<img type="lazy-image" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMjkwMTEyMi9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYyNjEzMjY1OX0.PRpvAoa99qwsDNprDme9tBWDim6mS7Mjx6IwF60fSN8/img.jpg?width=980" id="db4eb" class="rm-shortcode" data-rm-shortcode-id="0e568b0cc12ed624bb8d7e5ff45882bd" data-rm-shortcode-name="rebelmouse-image" data-width="1440" data-height="1049" />
Image source: Sagittarius Production/Shutterstock<p> This is where the universe begins, though what came before it and where it came from are certainly still up for discussion. It begins at the Big Bang about 13.8 billion years ago. </p><p> For the first little, and we mean <em>very</em> little, bit of time, spacetime and the laws of physics are thought not yet to have existed. That weird, unknowable interval is the <a href="https://www.universeadventure.org/eras/era1-plankepoch.htm" target="_blank">Planck Epoch</a> that lasted for 10<sup>-44</sup> seconds, or 10 million of a trillion of a trillion of a trillionth of a second. Much of what we currently believe about the Planck Epoch eras is theoretical, based largely on a hybrid of general-relativity and quantum theories called quantum gravity. And it's all subject to revision. </p><p> That having been said, within a second after the Big Bang finished Big Banging, inflation began, a sudden ballooning of the universe into 100 trillion trillion times its original size. </p><p> Within minutes, the plasma began cooling, and subatomic particles began to form and stick together. In the 20 minutes after the Big Bang, atoms started forming in the super-hot, fusion-fired universe. Cooling proceeded apace, leaving us with a universe containing mostly 75% hydrogen and 25% helium, similar to that we see in the Sun today. Electrons gobbled up photons, leaving the universe opaque. </p><p> About 380,000 years after the Big Bang, the universe had cooled enough that the first stable atoms capable of surviving began forming. With electrons thus occupied in atoms, photons were released as the background glow that astronomers detect today as cosmic background radiation. </p><p> Inflation is believed to have happened due to the remarkable overall consistency astronomers measure in cosmic background radiation. Astronomer <a href="https://www.youtube.com/watch?v=IGCVTSQw7WU" target="_blank">Phil Plait</a> suggests that inflation was like pulling on a bedsheet, suddenly pulling the universe's energy smooth. The smaller irregularities that survived eventually enlarged, pooling in denser areas of energy that served as seeds for star formation—their gravity pulled in dark matter and matter that eventually coalesced into the first stars. </p>
The Stelliferous era<img type="lazy-image" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMjkwMTEzNy9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYxMjA0OTcwMn0.GVCCFbBSsPdA1kciHivFfWlegOfKfXUfEtFKEF3otQg/img.jpg?width=980" id="bc650" class="rm-shortcode" data-rm-shortcode-id="c8f86bf160ecdea6b330f818447393cd" data-rm-shortcode-name="rebelmouse-image" data-width="481" data-height="720" />
Image source: Casey Horner/unsplash<p>The era we know, the age of stars, in which most matter existing in the universe takes the form of stars and galaxies during this active period. </p><p>A star is formed when a gas pocket becomes denser and denser until it, and matter nearby, collapse in on itself, producing enough heat to trigger nuclear fusion in its core, the source of most of the universe's energy now. The first stars were immense, eventually exploding as supernovas, forming many more, smaller stars. These coalesced, thanks to gravity, into galaxies.</p><p>One axiom of the Stelliferous era is that the bigger the star, the more quickly it burns through its energy, and then dies, typically in just a couple of million years. Smaller stars that consume energy more slowly stay active longer. In any event, stars — and galaxies — are coming and going all the time in this era, burning out and colliding.</p><p>Scientists predict that our Milky Way galaxy, for example, will crash into and combine with the neighboring Andromeda galaxy in about 4 billion years to form a new one astronomers are calling the Milkomeda galaxy.</p><p>Our solar system may actually survive that merger, amazingly, but don't get too complacent. About a billion years later, the Sun will start running out of hydrogen and begin enlarging into its red giant phase, eventually subsuming Earth and its companions, before shrining down to a white dwarf star.</p>
The Degenerate era<img type="lazy-image" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMjkwMTE1MS9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYxNTk3NDQyN30.gy4__ALBQrdbdm-byW5gQoaGNvFTuxP5KLYxEMBImNc/img.jpg?width=980" id="77f72" class="rm-shortcode" data-rm-shortcode-id="08bb56ea9fde2cee02d63ed472d79ca3" data-rm-shortcode-name="rebelmouse-image" data-width="1440" data-height="810" />
Image source: Diego Barucco/Shutterstock/Big Think<p>Next up is the Degenerate era, which will begin about 1 quintillion years after the Big Bang, and last until 1 duodecillion after it. This is the period during which the remains of stars we see today will dominate the universe. Were we to look up — we'll assuredly be outta here long before then — we'd see a much darker sky with just a handful of dim pinpoints of light remaining: <a href="https://earthsky.org/space/evaporating-giant-exoplanet-white-dwarf-star" target="_blank">white dwarfs</a>, <a href="https://earthsky.org/space/new-observations-where-stars-end-and-brown-dwarfs-begin" target="_blank">brown dwarfs</a>, and <a href="https://earthsky.org/astronomy-essentials/definition-what-is-a-neutron-star" target="_blank">neutron stars</a>. These"degenerate stars" are much cooler and less light-emitting than what we see up there now. Occasionally, star corpses will pair off into orbital death spirals that result in a brief flash of energy as they collide, and their combined mass may become low-wattage stars that will last for a little while in cosmic-timescale terms. But mostly the skies will be be bereft of light in the visible spectrum.</p><p>During this era, small brown dwarfs will wind up holding most of the available hydrogen, and black holes will grow and grow and grow, fed on stellar remains. With so little hydrogen around for the formation of new stars, the universe will grow duller and duller, colder and colder.</p><p>And then the protons, having been around since the beginning of the universe will start dying off, dissolving matter, leaving behind a universe of subatomic particles, unclaimed radiation…and black holes.</p>
The Black Hole era<img type="lazy-image" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMjkwMTE2MS9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTYzMjE0OTQ2MX0.ifwOQJgU0uItiSRg9z8IxFD9jmfXlfrw6Jc1y-22FuQ/img.jpg?width=980" id="103ea" class="rm-shortcode" data-rm-shortcode-id="f0e6a71dacf95ee780dd7a1eadde288d" data-rm-shortcode-name="rebelmouse-image" data-width="1400" data-height="787" />
Image source: Vadim Sadovski/Shutterstock/Big Think<p> For a considerable length of time, black holes will dominate the universe, pulling in what mass and energy still remain. </p><p> Eventually, though, black holes evaporate, albeit super-slowly, leaking small bits of their contents as they do. Plait estimates that a small black hole 50 times the mass of the sun would take about 10<sup>68</sup> years to dissipate. A massive one? A 1 followed by 92 zeros. </p><p> When a black hole finally drips to its last drop, a small pop of light occurs letting out some of the only remaining energy in the universe. At that point, at 10<sup>92</sup>, the universe will be pretty much history, containing only low-energy, very weak subatomic particles and photons. </p>
The Dark Era<img type="lazy-image" data-runner-src="https://assets.rebelmouse.io/eyJhbGciOiJIUzI1NiIsInR5cCI6IkpXVCJ9.eyJpbWFnZSI6Imh0dHBzOi8vYXNzZXRzLnJibC5tcy8yMjkwMTE5NC9vcmlnaW4uanBnIiwiZXhwaXJlc19hdCI6MTY0Mzg5OTEyMH0.AwiPRGJlGIcQjjSoRLi6V3g5klRYtxQJIpHFgZdZkuo/img.jpg?width=980" id="60c77" class="rm-shortcode" data-rm-shortcode-id="7a857fb7f0d85cf4a248dbb3350a6e1c" data-rm-shortcode-name="rebelmouse-image" data-width="1440" data-height="810" />
Image source: Big Think<p>We can sum this up pretty easily. Lights out. Forever.</p>
A unique exoplanet without clouds or haze was found by astrophysicists from Harvard and Smithsonian.
- Astronomers from Harvard and Smithsonian find a very rare "hot Jupiter" exoplanet without clouds or haze.
- Such planets were formed differently from others and offer unique research opportunities.
- Only one other such exoplanet was found previously.
Munazza Alam – a graduate student at the Center for Astrophysics | Harvard & Smithsonian.
Credit: Jackie Faherty
Jupiter's Colorful Cloud Bands Studied by Spacecraft<span style="display:block;position:relative;padding-top:56.25%;" class="rm-shortcode" data-rm-shortcode-id="8a72dfe5b407b584cf867852c36211dc"><iframe type="lazy-iframe" data-runner-src="https://www.youtube.com/embed/GzUzCesfVuw?rel=0" width="100%" height="auto" frameborder="0" scrolling="no" style="position:absolute;top:0;left:0;width:100%;height:100%;"></iframe></span>
Scientists discover burrows of giant predator worms that lived on the seafloor 20 million years ago.
- Scientists in Taiwan find the lair of giant predator worms that inhabited the seafloor 20 million years ago.
- The worm is possibly related to the modern bobbit worm (Eunice aphroditois).
- The creatures can reach several meters in length and famously ambush their pray.
A three-dimensional model of the feeding behavior of Bobbit worms and the proposed formation of Pennichnus formosae.
Credit: Scientific Reports
Beware the Bobbit Worm!<span style="display:block;position:relative;padding-top:56.25%;" class="rm-shortcode" data-rm-shortcode-id="1f9918e77851242c91382369581d3aac"><iframe type="lazy-iframe" data-runner-src="https://www.youtube.com/embed/_As1pHhyDHY?rel=0" width="100%" height="auto" frameborder="0" scrolling="no" style="position:absolute;top:0;left:0;width:100%;height:100%;"></iframe></span>
The idea behind the law was simple: make it more difficult for online sex traffickers to find victims.