The Psychology of Wise Old Owls

The wise old owl sat in the oak,

The more he saw, the less he spoke

The less he spoke, the more he heard,

Why can’t we all be like that wise old bird?

Wisdom is a complex and multifaceted construct that has been studied extensively by psychologists over the years. While there is no single agreed-upon definition of wisdom, most researchers agree that it involves the ability to use knowledge and experience to make sound judgments and decisions, and to navigate complex social situations effectively.

With growing recognition by the Government into the importance of the section of the workforce aged 50 and over, and the sterling work by psychologists such as Lucy Standing CPsychol, AFBPS, CPBP, MSc, BSc in highlighting some of the challenges and barriers they face in employment, I thought that taking a more focused approach to assessing and developing the psychological construct of wisdom could be beneficial as this is something traditionally associated with growing with age.

In this article, I provide an overview of the psychological research into wisdom, how it links to age and also explore how it can be beneficial in the workplace.

Five Psychological Components of Wisdom

Wisdom is a complex and multifaceted construct that has been studied extensively in psychology. Research suggests that wisdom involves a combination of cognitive, reflective, and emotional processes, as well as experience and knowledge.

Psychological components of wisdom can be summarized as follows:

1. Cognitive abilities: Wisdom involves the ability to acquire knowledge, understand complex issues and make sound judgments. It requires a broad range of intellectual skills, including creativity, problem-solving, and decision-making.
2. Reflective thinking: Wisdom requires self-reflection and introspection following experiences. It involves being aware of one's own biases and limitations (cognitively, emotionally and behaviourally), as well as recognizing the importance of multiple perspectives.
3. Emotional regulation: Wisdom involves the ability to regulate one's emotions effectively. This means being able to manage negative emotions such as anger and fear, and to cultivate positive emotions such as empathy and compassion. By regulating their emotions, wise individuals are better able to navigate complex social situations, build strong relationships with others, and make sound decisions that benefit both themselves and others. In addition, research has also shown that wisdom is associated with a greater ability to tolerate ambiguity and uncertainty. This means that wise individuals are less likely to become overwhelmed by difficult emotions or stressful situations, and are better able to maintain a sense of calm and equanimity in the face of adversity. This ability to remain calm and centered is an important part of emotional regulation, and is another reason why wise individuals tend to be more effective in interpersonal and leadership contexts.
4. Life experience: Wisdom is often associated with age and experience. People who have lived through a variety of life experiences are more likely to have developed wisdom than those who have not. These include experiences of hardship, loss, and trauma, as well as experiences of personal growth and self-reflection.
5. Cultural context: Wisdom is influenced by cultural factors such as values, beliefs, and norms. What is considered wise in one culture may not be in another – for example, some cultures may place a greater emphasis on collectivism and social harmony, and thus view wisdom as involving a deep understanding of social relationships and the ability to navigate complex social situations in a way that promotes harmony and cooperation. Other cultures may value individualism and autonomy, and thus view wisdom as involving the ability to make independent decisions and pursue personal goals.

Lower wisdom, on the other hand, is characterized by a lack of these psychological components. For example, people with low wisdom may struggle with critical thinking, lack self-awareness, have difficulty regulating their emotions, and may not have had the opportunity to learn from a wide range of life experiences. They may also be more likely to be influenced by cultural biases and beliefs and not to consider the perspectives of others. See Ardelt (2003) and Grossmann & Kross (2014) for the evidence base.

Age and Wisdom

One of the most commonly studied factors in relation to wisdom is age. Studies have consistently found a positive association between age and wisdom, with older adults tending to score higher on measures of wisdom than younger adults. This association is thought to be due to the accumulation of life experiences over time, which can provide opportunities for self-reflection and learning. In addition, as people age, they tend to become more aware of their own limitations and biases, and to recognize the importance of considering multiple perspectives in decision-making.

The effect sizes found are typically small to moderate (Ardelt, 2003). A longitudinal study by Staudinger and colleagues (2011) found that wisdom increased over a period of 12 years, with the greatest gains being made by individuals over the age of 60.

However, it is important to note that wisdom is not solely a function of age, and not all older adults are wise. Some people may not have had the opportunity to learn from a variety of life experiences, or may not have developed the cognitive and emotional skills that are necessary for wisdom. Moreover, there is substantial individual variability in the relationship between age and wisdom, and some younger adults may be wiser than some older adults.

Positive Outcomes of Wisdom in the Workplace

Research has shown that wisdom is associated with a range of positive outcomes in the workplace. For example, a study by Webster and colleagues (2018) found that workers who scored higher on measures of wisdom tended to make better decisions, demonstrate greater leadership effectiveness, perform better on the job, and experience greater job satisfaction. In addition, a study by Ardelt and Jeste (2016) found that workers with greater wisdom tended to have better interpersonal relationships with colleagues and clients.

Given that wisdom tends to be positively associated with age, these findings suggest that older workers may be particularly valuable in the workplace. A study by Kanfer and colleagues (2018) found that older workers tended to be better than younger workers at making decisions, planning and allocating resources, and managing people. Furthermore, older workers may be particularly adept at regulating their own emotions and understanding and empathizing with the emotions of others, which can be invaluable in leadership and interpersonal contexts (Bangerter & Heath, 2004).

Summary

In conclusion, psychological research has identified wisdom as a valuable construct that is associated with a range of positive outcomes in the workplace. While wisdom is composed of several interrelated components, research suggests that age is positively associated with wisdom, and that older workers may be particularly valuable in bringing their wisdom to their jobs. By recognizing the value of wisdom in the workplace and harnessing the skills and experience of older workers, employers can create a more productive, effective, and fulfilling work environment for all.

Whilst we may not all be destined to become ‘wise old owls’ – is this something we should be doing more to focus upon developing amongst our teams, and blending into our recruitment processes? I would love to discuss more with interested parties!

References:

Ardelt, M. (2003). Empirical assessment of a three-dimensional wisdom scale. Research on Aging, 25(3), 275-324.

Ardelt, M., & Jeste, D. V. (2016). Wisdom and hard times. The Gerontologist, 56(Suppl_1), S107-S117.

Bangerter, L. R., & Heath, R. L. (2004). Older and younger worker perceptions of interpersonal competencies in their peers. Journal of Business and Psychology, 19(2), 191-208.

Grossmann, I., & Kross, E. (2014). Exploring Solomon's paradox: Self-distancing eliminates the self-other asymmetry in wise reasoning about close relationships in younger and older adults. Psychological Science, 25(8), 1571-1580.

Kanfer, R., Ackerman, P. L., & Beier, M. E. (2018). Trait complexity and aging: Implications for skill acquisition and performance in a work domain. Journal of Vocational Behavior, 109, 38-50.

Staudinger, U. M., Glück, J., & Kunzmann, U. (2011). The Berlin Wisdom Paradigm: A conceptual analysis of a multidimensional approach to human aging. In A. T. Talmadge & F. L. Oswald (Eds.), Human aging and retirement: Theoretical and empirical perspectives (pp. 177-206). Springer Publishing Company.

Webster, J. R., Bohlmann, C., & Zhu, W. (2018). Wisdom and leadership effectiveness: A contingency perspective. Journal of Business Ethics, 150(4), 1051-1065.