How do minds emerge from developing brains? According to the representational features of cortex are built from the dynamic interaction between neural growth mechanisms and environmentally derived neural activity. Contrary to popular selectionist models that emphasize regressive mechanisms, the neurobiological evidence suggests that this growth is a progressive increase in the representational properties of cortex. The interaction between the environment and neural growth results in a flexible type of learning: minimizes the need for prespecification in accordance with recent neurobiological evidence (...) that the developing cerebral cortex is largely free of domain-specific structure. Instead, the representational properties of cortex are built by the nature of the problem domain confronting it. This uniquely powerful and general learning strategy undermines the central assumption of classical learnability theory, that the learning properties of a system can be deduced from a fixed computational architecture. Neural constructivism suggests that the evolutionary emergence of neocortex in mammals is a progression toward more flexible representational structures, in contrast to the popular view of cortical evolution as an increase in innate, specialized circuits. Human cortical postnatal development is also more extensive and protracted than generally supposed, suggesting that cortex has evolved so as to maximize the capacity of environmental structure to shape its structure and function through constructive learning. (shrink)

Drawing on arguments in Doris (2002, 2022) [Lack of Character: Personality and Moral Behavior. Cambridge: Cambridge University Press; Character Trouble: Undisciplined Essays on Moral Agency and Personality. Oxford: Oxford University Press], this essay argues that good character is typically an insufficient “bulwark” against misconduct in military organizations, for two reasons: (1) the situational sensitivity of behavior and (2) the relatively small effect sizes associated with personality variables. Additionally, what is known about moral development and education gives limited reason to think (...) organizations are likely to have much success in inculcating reliably good character in their members. Instead, military organizations concerned to reduce misconduct should focus on developing organizational cultures structured by carefully crafted and assiduously enforced moral rules. (shrink)

Some, if not most, philosophy program admissions committee members assume that they can determine that one applicant will likely manifest a higher degree of philosophical skill than another applicant on the basis of differences between their materials. I challenge this assumption by explaining how applicants’ materials in significant measure reflect the racially unjust environment in which they manifest their philosophical skill. I explain how applicants’ racial-group membership in similar measure determines what these materials consist in.

Experimental philosophers have empirically challenged the connection between intuition and philosophical expertise. This paper reviews these challenges alongside other research findings in cognitive science on expert performance and argues for three claims. First, evidence taken to challenge philosophical expertise may also be explained by the well-researched failures and limitations of genuine expertise. Second, studying the failures and limitations of experts across many fields provides a promising research program upon which to base a new model of philosophical expertise. Third, a model (...) of philosophical expertise based on the limitations of genuine experts may suggest a series of constraints on the reliability of professional philosophical intuition. Even when the experts all agree, they may well be mistaken. — Bertrand Russell, On the Value of Scepticism. (shrink)

Talents often play a significant role in our personal and social lives. For example, our talents may shape the choices we make and the goods that we value, making them central to the creation of a meaningful life. Differences in the level of talents also affect how social institutions are structured, and how social goods and resources are distributed. Despite their normative importance, it is surprising that talents have not yet received substantial philosophical analysis in their own right. As a (...) result, the current literature is rife with conceptual ambiguity: a talent is referred to as all of a skill, potential, ability, capacity, endowment, and a natural gift. In response to this confusion, in this paper I develop an account of what a talent is, based on the debate concerning the metaphysics of ability and dispositions. I argue for a position that I call ‘talent dispositionalism’: S has a talent for skill A in circumstances C iff S has the general disposition to excellently develop and maintain A when, in circumstances C, she tries to excellently develop and maintain A. On this account, a talent is not the skill itself, but a general iterated ability for the excellent development and up-keep of a particular skill, constituted by an agent’s dispositional properties. I defend the account against four objections usually levelled against traditional dispositionalist theories of ability, and highlight some ways the account may influence debates in other areas of philosophical inquiry. (shrink)

The production of complex sequences like music or speech requires the rapid and temporally precise production of events (e.g., notes and chords), often at fast rates. Memory retrieval in these circumstances may rely on the simultaneous activation of both the current event and the surrounding context (Lashley, 1951). We describe an extension to a model of incremental retrieval in sequence production (Palmer & Pfordresher, 2003) that incorporates this logic to predict overall error rates and speed—accuracy trade-offs, as well as types (...) of serial ordering errors. The model—assumes that retrieval of the current event is influenced by activations of surrounding events. Activations of surrounding events increase over time, such that both the accessibility of distant events and overall accuracy increases at slower production rates. The model's predictions were tested in an experiment in which pianists performed unfamiliar music at 8 different tempi. Model fits to speed—accuracy data and to serial ordering errors support model predictions. Parameter fits to individual data further suggest that working memory contributes to the retrieval of serial order and overall accuracy is influenced in addition by motor dexterity and domain-specific skill. (shrink)

The idea of merit is at the core of intense contemporary debate related to social justice in general and meritocracy in particular. In this paper, I aim to differentiate the notion of merit from two other notions with which it is often mistakenly identified, namely the concepts of talent and achievement. Here, I define “merit” as the value of an action that 1) is imputable to a subject‘s free conduct, 2) implies some sort of effort, and 3) is oriented towards (...) a good. Merit so understood is a valuable phenomenon considered from various perspectives, and therefore the subject who has it deserves to be properly recognized. But, more importantly, this merit is valuable in a sense that is different from the value attached to talent and achievement. We should therefore try to recognize the three of them according to their specificity. I conclude by signaling some problems and limitations associated with the idea of merit that, on the one hand, contribute to the aforementioned confusion and, on the other hand, show that the principle of merit must not be absolutized to the detriment of other forms of value (including talent and achievement). (shrink)

Organisational approaches to talent management are often concerned with the ways that a small proportion of relatively high‐performing employees are identified and managed in relation to the majority. Despite a growing literature on talent management, no papers have provided any guidance on how to evaluate it from an ethical standpoint. After considering what is meant by talent, this paper considers the ethical issues that arise from the operation of talent management programmes. These considerations are then used to create a framework (...) that has the potential to influence the practical design of talent programmes and which may focus further debate into the ethics of talent management. (shrink)

One formative idea behind the workshop on expertise in Berkeley in August of 2010 was to develop a viable “trading zone” of ideas, which is defined as a location “in which communities with a deep problem of communication manage to communicate” (Collins et al. 2010, p. 8). In the current case, the goal is to have a trading zone between philosophers, sociologists, and psychologists who communicate their ideas on expertise such that productive interdisciplinary collaboration results. In this paper, I review (...) Harry Collins' three-dimensional model of expertise and provide a very brief and non-inclusive overview of a psychological response. In addition, I propose an addendum to the model by adding a fourth—natural talent—dimension. (shrink)

Many elite athletes find the loss of their athletic abilities due to age or injury to be a profoundly challenging experience. While talent development is a well-studied phenomenon, far less attention has been paid to the issue of talent loss. We address this gap by exploring the experience and challenges faced by elite athletes who are losing, or who have lost, their talent. Drawing on three different understandings of the nature of talent, we argue that the experience of talent loss (...) is constituted by three distinct yet interrelated forms of disorientation. We conclude by examining how athletes and those supporting them may respond to these challenges. (shrink)

Journal of Social Philosophy, EarlyView.

Several recent systematic and targeted reviews have highlighted limitations in our understanding of talent in sport. However, a comprehensive profile of where the scientific research has focused would help identify gaps in current knowledge. Our goal in this scoping review was to better understand what others have done in the field of research, to summarize the constituent areas of research in a meaningful way, to help identify gaps in the research, and to encourage future research to address these gaps. Peer-reviewed (...) articles written in English that met several inclusion criteria were analyzed. A total of 1,899 articles were identified, and the descriptive findings revealed a relatively narrow focus of research on talent in sport. Specifically, the majority of examined articles focused on males only, the sport of soccer, perceptual cognitive variables, developing athletes, adult samples, and cross-sectional designs. For better or worse, the concept of talent remains a central element of how coaches, practitioners, and scientists think about athlete development. Findings from this scoping review highlight the continued need to explore issues related to talent identification, selection, and development in more diverse samples and contexts. There is also a clear necessity to focus on under-researched areas using alternative methodologies. (shrink)

Organisational approaches to talent management are often concerned with the ways that a small proportion of relatively high-performing employees are identified and managed in relation to the majority. Despite a growing literature on talent management, no papers have provided any guidance on how to evaluate it from an ethical standpoint. After considering what is meant by talent, this paper considers the ethical issues that arise from the operation of talent management programmes. These considerations are then used to create a framework (...) that has the potential to influence the practical design of talent programmes and which may focus further debate into the ethics of talent management. (shrink)

Drawing on arguments in Doris (2002, 2022) [Lack of Character: Personality and Moral Behavior. Cambridge: Cambridge University Press; Character Trouble: Undisciplined Essays on Moral Agency and Personality. Oxford: Oxford University Press], this essay argues that good character is typically an insufficient “bulwark” against misconduct in military organizations, for two reasons: (1) the situational sensitivity of behavior and (2) the relatively small effect sizes associated with personality variables. Additionally, what is known about moral development and education gives limited reason to think (...) organizations are likely to have much success in inculcating reliably good character in their members. Instead, military organizations concerned to reduce misconduct should focus on developing organizational cultures structured by carefully crafted and assiduously enforced moral rules. (shrink)

Over the centuries the term “talent” has changed semantically and slowly transformed itself into a floating signifier or become an accidental designator. The term “talent” no longer has one single meaning and a “referent” in real life, but instead a multiplicity of meaning and references to something beyond real life, something indefinite and indefinable. In other words, today we do not know specifically what the term “talent” in talent management really means or refers to. Indeed, this is problematical, because in (...) late modernity the term “talent” has become a popular and frequently used key term among business consultants and, within the science of human resource management, a cornerstone in the discipline of “talent management”, and not knowing what the term really means will turn any talent discussion, talent identification and talent recruitment into a question of subjectivity and belief in talent rather than objectivity and knowledge of talent. (shrink)