How to make a difference in any career

See this more up-to-date article on the same topic.

Soup_kitchen

Our main focus is on encouraging people to find and enter those careers with the highest potential for impact. However, there are plenty of times when we don’t have total freedom to choose—because we’ve built up too much capital to change course, or because we’re happy and fulfilled where we are, or because we have other constraints that make keeping our current jobs a priority.

That doesn’t mean you can’t increase your impact! There are simple ways to make a big difference in any career—and we’re not just talking about buying a charity wrist band or volunteering at the local soup kitchen. Here are five ways that anyone can ramp up the amount of good they’re doing in the world:

1) Donate cost-effectively

If you donate 10% of your income to effective charities, you’ll significantly help hundreds of people less fortunate than yourself, and perhaps save tens of lives. That’s probably more lives than developed-world doctors save, which is pretty incredible. Thanks to charity evaluators like GiveWell, finding the best giving opportunities takes little time. And don’t worry about missing the money—the balance of evidence suggests there’s a good chance you’ll end up happier. But if you’re concerned about this, why not try out giving with Giving What We Can?

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Interview: Holden Karnofsky on cause selection

Holden Karnofsky

In August 2014, we interviewed Holden Karnofsky, the co-founder of GiveWell, to discuss how the results of Open Philanthropy (formerly GiveWell Labs) might extend to career choice. In particular, we regard Open Philanthropy as the best available single source of information about which causes are most high priority (for more, see our cause page, and we want to explore how much the results transfer from philanthropists to people picking careers. See our previous interview with Holden.

The interview was carried out in person in GiveWell’s offices and recorded. Below, we list some of the key points and excerpts from the interview edited for clarity, which were reviewed by Holden before publishing.

Key points made by Holden

  • If a cause is on Open Philanthropy’s list, that’s an extra reason to seek a job in that area.
  • However, if a cause isn’t on the list, it may still be promising, especially if you have good personal fit with the area. Personal fit may often overwhelm considerations about the general effectiveness of a cause.
  • There can be other differences between the causes that are most promising for philanthropists and those that are most promising for job seekers. For instance, since OPP’s causes are often constrained by a lack of money, it may be difficult to get a job within them.
  • Some ideas for causes OPP isn’t investigating, but at first glance still look promising for job seekers include: environment and climate change, scientific research, for-profit work (especially in innovative areas), and foreign relations.
  • OPP aren’t highly likely to drastically change their list of causes (especially within global catastrophic risks and political advocacy) for at least two to three years.
  • If you want to make a difference in the for-profit world, avoid activities that make money through (i) zero-sum games (ii) addiction (iii) a marketing-first approach. If you’ve cleared those filters, then ask (i) is this scalable? (ii) does it make people’s lives better in a significant way? (iii) are you good at this activity?

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Interview: Holden Karnofsky on the importance of personal fit

In January 2014, I interviewed Holden Karnofsky, the co-founder of GiveWell, to further discuss his views on the importance of personal fit in career choice, and how they might differ from our own. See our previous interview with Holden.

The interview was carried out on Skype and recorded. Below, we list some of the key points and excerpts from the interview. These have been edited for clarity, and were reviewed by Holden before publishing.

Summary of Holden’s key points

  • Your degree of “fit” with a role depends on your chances of ultimately excelling in the role if you work at hard at it, arising from the match between yourself and the requirements of the role.
  • Holden believes that if you want to make a difference, seeking out roles with which you have a high degree of fit should be a top priority, especially early in your career. This is because:
  • Fit is easier to judge than many other factors, such as how much immediate impact you have, which means it’s easier to improve your degree of fit over time.
  • It’s harder to change your career ‘role’ than your cause later in your career. For instance, if you become a great salesperson, it’s relatively easy to transition into an organisation that works on a different cause, but much harder to become great at some other skill. This means that early in your career it’s more important to figure out what types of roles suit you than what cause support early in your career.
  • There’s huge, robust benefits from being good at your job including (i) better career capital – “it gives you a better learning experience, better personal development, better overall status, better overall opportunities” – (ii) higher impact within your field.
  • Excelling at what you do is one of the most important rules of thumb for having more impact, partly because a lot of the world’s impact comes from extreme cases, so your chances of being an extreme case may dominate your expected impact. In particular, extreme impact often arises from innovation – spotting ideas others haven’t – and this is more likely when you’re at the top of your field.
  • Some other criteria that are important early in your career are: (i) the general status of the option (ii) the pay (iii) how much you’ll learn about yourself and your other options from taking this option.

If you’re interested in finding out more about Holden’s views on career choice for people interested in effective altruism, we recommend seeing the transcript of his conference call on career choice.

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We would like to interview you

If you’ve got experience with a career of interest to our readers, we’d like to feature an interview with your on our blog. Similarly, if you’re interviewing someone as part of your career research, we’d like to feature your notes. For instance, see this interview with Buck from App Academy – one of our most popular ever pieces of content – and see many more here.

Why are we looking for interviews?

We think our readers have lots of useful knowledge to share about their careers, and we’ve found interviews to be one of the quickest, most transparent ways to do it.

How would we like to do the interview?

If you’re interested, choose 5-10 questions, draft answers to them, and send them to [email protected]. I’ll ask some follow up questions, then we’ll publish the final result on the blog.

If you’re interviewing someone else, make sure to get their permission to post the notes.

Example questions

Some good general purpose questions are:

  • What did you do before this job?
  • Why did you take this job?
  • What does the job involve?
  • What are the main pros and cons of this job for someone looking to make a difference?
  • What are the best sources of further information on this area?

You can see a full list of ideas for questions we often use here.

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Framework worksheet

If you’re already familiar with our framework, and want to apply it to compare several options within our how to choose process, you can use this worksheet, which collates all the key information onto one page.

Comparison table

We’ve made a table you can use to score each of your options.

See a filled in example here.

We’ve provided space for you to add your own factors, since our framework doesn’t always perfectly capture the most important aspects of your situation. You might also want to focus on certain subfactors within each main factor. For instance, if you’re particularly worried about burning out, then you could consider “burnout risk” as part of career capital; or if you’re especially concerned to keep your options open you could make that a separate factor. Play around until it captures the most important factors for you.

We’ve also provided space for you to add your own personal factors, because making a difference isn’t the only thing that matters in most career decisions. See our page on job satisfaction for more information on what personal factors are often most important.

Full list of assessment questions
1. Path impact potential

The role impact of an option is the extent to which it gives you opportunities to make an immediate impact.

Influence: What opportunities will I have to direct money and labour to effective causes?

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Should you move to Thailand?

Chiang Mai Coffee Shop
Chiang Mai Coffee Shop. Credit: Spartantraveler.com

By moving to Thailand, you can cut your cost of living by two to six times, and probably have a higher standard of living than you would have in a big city in the US or UK. NomadList currently estimates that you can live in Chiang Mai for only £400 per month, and flights from London can be had for £500 return. There’s several other cities in Thailand, Vietnam and Eastern Europe, which offer a cost of living under £900 per month.

In the case of Chiang Mai, this includes:

  • A nice, serviced apartment on short-let.
  • Fast internet.
  • Plenty of good cafes and co-working spaces.
  • Warm weather all year.
  • No commute.
  • Big community of international remote workers.
  • Eating out every meal.
  • No visa required for 3 months.
  • Set up within a day.

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Yardsticks: how to compare the scale of different social problems

What are ‘yardsticks’, and why use them?

In order to compare causes, we want to estimate the impact of solving different social problems. The problem is, even if we had a precise notion of what counts as ‘impact’ (for instance, the amount of human welfare created), it’s not practical to estimate the effect of solving different problems in these terms, especially if you care about the long-run effects of our actions – it’s rarely practical to count how many people benefited from an outcome, or measure how large the benefits are.

This means we need to use rough yardsticks instead. A yardstick is a factor we expect to correlate with the positive impact of our actions (what we really care about), but which is easier to measure.

We use yardsticks (or metrics, or proximate goals) all the time in other domains when it’s difficult to measure what we really care about. For instance, schools award ‘grades’ – a yardstick for educational attainment, though we know that grades don’t capture everything that matters in education.

What are the properties of a good yardstick?

A good yardstick is a property of the world that is both:

  1. Relevant: increasing the amount of this property correlates with positive impact.
  2. Measurable: it’s easy to tell, given the resources you have available, whether this property is increasing or decreasing.

Which yardsticks should we use?

At 80,000 Hours, we don’t do research into which yardsticks best track positive impact, however, it’s a major research priority for our affiliates, the Future of Humanity Institute at the University of Oxford; the Global Priorities Project, which is part of the Centre for Effective Altruism; and our trustees. We seek to align our views with those of these groups, while also applying some weight to the views of economists and our understanding of what’s regarded as common sense among informed experts.

In the rest of this section, we outline our current views.

To measure short-run impact on welfare

To measure short-run impact, we often focus on ‘QALYs’ or ‘quality-adjusted life years’. The QALY is a metric for measuring health that is widely used within health economics. One QALY is a year of healthy life, and can be gained either by increasing the quality of someone’s health or extending how long they live. You can read more about how QALYs are defined here.

Of course, health is not the only component of welfare. Ideally, we’d be able to measure ‘well-being adjusted life years’ or ‘WALYs’. Unfortunately, such a metric has not yet been developed, so instead, we need to consider a patchwork of metrics to capture other aspects of wellbeing. One of the most important is income, though one can also look at life satisfaction, education outcomes, satisfaction of basic human rights and others.

Within income, we prefer to focus on the logarithm of income. It’s widely accepted that there are diminishing returns to the utility of income, such that economists often talk about the “law of diminishing marginal utility”. This law means you get more welfare from gaining $100 if you have $1,000 compared to when you have $10,000. Moreover, it’s thought that the returns are roughly logarithmic, in part due to empirical data, such as that shown in the chart below. There’s some evidence that individual wellbeing hardly increases at all above a threshold of about £50,000, though this has been disputed (for instance see this review paper by Stevenson and Wolfers.

The law of dimishing marginal utility, combined the belief that all people have equal moral worth, is a key reason many think it’s more important to focus on causes that help the developing world.

We think it’s likely that animal suffering also deserves moral weight (for more, see the writings of Peter Singer).This means our yardsticks should also include animal welfare. The main group aiming to compare interventions aimed at animal welfare is Animal Charity Evaluators, who often use the metric of ‘years spent in factory farms avoided’. We’re very uncertain how to weigh this metric against QALYs or income.

The importance of the long-run

The preceding yardsticks focused on measuring short-run wellbeing. However, we think the wellbeing of future generations carries moral weight, so we also need yardsticks to measure long-run welfare.

Indeed, we find it plausible that the impact of our actions on future generations is more important than the impact of our actions on short-run welfare, so yardsticks to measure the extent to which we’re putting civilization on a good long-run path may deserve higher weight than those in the previous section.

To measure long-run impact on welfare

Yardsticks for improving the long-run future need to be distinct from ‘future QALYs’ or something along those lines, because that’s far too hard to measure. Unfortunately, there’s no widely accepted metrics to use as proxies for our impact on the long-run future, but here are our current ideas.

Economists often focus on boosting GDP, or even better, a sustainability adjusted measure of GDP, such as the Index of Sustainable Economic Welfare. For instance, Tyler Cowen has suggested “The Principle of Growth”:

We should make political choices so as to maximize the rate of sustainable economic growth.

Paul Romer has also said:

For a nation, the choices that determine whether income doubles with every generation, or instead with every other generation, dwarf all other economic policy concerns.

We put some weight on this view, because it appears to represent the view of economists, although don’t find the arguments very persuasive, mainly due to the reasons discussed in Chapter 3 of Nick Beckstead’s thesis.

We’re more persuaded by Beckstead’s view that we should focus on what’s likely to cause positive ‘path changes’ to the future trajectory of civilization.

We think the most important category of these path changes is likely to be ‘existential risks’ – events that could permanently curtail the future of civilization, such as a nuclear war. Nick Bostrom has most famously argued that, if concerned with the welfare of future generations, it’s most important to “maximise the probability of an OK outcome” i.e. avoid an existential risk.

The problem is that “reducing existential risk” or “causing positive path changes” are still relatively hard yardsticks to measure, so we want a sub-set of metrics that correlate with these but are easier to track.

We’re still highly unsure what these should be, though expect progress over the next couple of years. This means keeping options open is highly desirable, as is investing in more research.

Beyond that, our best guess is that the most dangerous risks will be human-caused rather than natural, and likely the result of new technology. This position is widely shared by researchers in this area within the Future of Humanity Institute, including Nick Bostrom, as well as others, such as the University of Cambridge’s Centre for the Study of Existential Risk.

What yardsticks are best for measuring reduced chances of human-caused catastrophe? We’re highly uncertain, but suggest the following:

  • Level of collaboration
  • By this we mean extent to which humanity is able to act together to achieve common goals.
  • This is important to avoid dangerous arms races and deal with crises once they arise.
  • Level of wisdom
  • By this we mean the extent to which humanity is able to use our capabilities to good ends, through compromise, reflection, altruism and so on.
  • This is important so that society can spot and take steps to avert potential crises.
  • Differential technological development
  • By this we mean accelerating the development of technologies that are likely to be safe, and slowly down the development of others.
  • Some technologies seem more risky than others, so it would be better if these were slowed down, to allow for the development of other risk-reducing technologies, or the allow time for further gains to collaboration and wisdom.
  • Furthering global priorities research
    • By this we mean further research aimed at working out which yardsticks are best, and which causes are best in light of these yardsticks.
    • This is important because we’re highly uncertain about which yardsticks are best from the perspective of the long-run future, and research on this question is still in its infancy, so further progress would help to work out which projects are best.
  • Capacity building
    • By this we mean effort to increase the resources and ability to coordinate of those who want to mitigate existential risk and improve the long-run future, through advocacy and community building.
    • This is also important because we’re highly uncertain about which yardsticks are best. General capacity aiming to improve the long-run future will be able to take whichever opportunities turn out to be best in the future.

For more, see Chapter 14 of ‘Superintelligence’ by Nick Bostrom. Toby Ord has also written about how to balance capacity building and research against other actions.

Non-welfare values

So far, we’ve focused on yardsticks for human welfare in the long-term. You might think we should put extra weight on factors like ‘justice’ and ‘environmental diversity’ over and above their long-run effect on human welfare, because these factors also have intrinsic value.

We don’t explicitly factor in non-welfare values because:

  1. There’s less agreement over their importance
  2. They’re already included to a large degree, because a more just society is also likely one that’s better for long-run welfare.
  3. It’s unclear how to compare them to welfare.

However, if you would like to add extra weight to a non-welfare value, then you could add them as further yardsticks.

Our overall position

We see the following as robustly good, though difficult to measure, yardsticks:

  • Level of collaboration
  • Level of wisdom
  • Furthering global priorities research
  • Capacity building

We also apply some weight to the following, which are all more measurable:

  • Long-term sustainable world GDP growth rate.
  • Short-run impact in terms of QALYs, log income, animal welfare etc.
  • Differential technological development.

All of the above are relatively high-level yardsticks, so often need to be further divided for practical purposes. For example, the first three yardsticks suggest that “improving institutional quality” and “promoting effective altruism” are good sub-yardsticks.

How robust are our views?

We think that research into which yardsticks are best is still in its infancy, so we anticipate gaining new significant information over the medium-term, which will cause our views to evolve.

This favors supporting causes that seem good from many perspectives, and keeping your options open.

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Update: Don’t follow your passion

Some have claimed “follow your passion” is the definitive career advice of our time.

The idea behind the slogan “follow your passion” is that the best way to choose a career is to:

  1. Identify your passions through self-reflection.
  2. Identify careers that involve those passions.
  3. Try to get one of those careers.

The reason this advice works is because:

  1. Matching your career with your passions in this way is the best way to be truly satisfied with your work.
  2. If you’re satisfied with your work, you’ll be good at what you do.
  3. Being good at what you do is the best way to make the world a better place.

We mainly disagree with the first and last claims: matching your career with your passions is not a particularly good way to find satisfying work, and being good at what you do is only one factor that matters for having a social impact.

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What does good research look like?

We want to be transparent about how we go about our research into career choice, so in the latest site update, we added a page listing the principles we use to guide our research. The full page is here. I’ve copied the text below.

What principles do you think we’ve missed? Which parts don’t you agree with?

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Update: How to choose a career

One of our key new pages is ‘how to choose’ – a step-by-step process for making your next career decision. It explains how to tie all of our information together to make a rational next decision, and is based on the process we use in coaching and workshops.

In summary…

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Lots of new content released to the site

We’ve recently expanded our research page into a series of ten, supported by sixteen career profiles. In total, we’ve released around 30,000 words of new content.

We provide an overview of everything on the getting started page.

The three most important pages are:

  1. Top careers: Lists the most promising careers from among the careers we’ve investigated so far.
  2. How to choose: A step-by-step process to make your next career decision.
  3. Our framework: A checklist of criteria to use to compare your individual options in terms of how much difference you can make.

Some other important pages include:

  • Top strategies: A list of strategies you can take to make a difference (skill build, experiment with your options, do research, earning to give, advocacy, work at effective organisations, entrepreneurship).
  • Cause selection: A framework for comparing causes, and our list of top causes.
  • Personal fit: A step-by-step process for finding a career that fits, and our views on ‘do what you’re passionate about’.
  • Job satisfaction: How to assess jobs in terms of how satisfying you’re likely to find them.

Many of our views on these topics have changed since we last wrote about them. I’ll be going through some of the changes on the blog over the next couple of weeks.

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Cause overview: cause prioritisation

Katjagrace_25_july_14

Introduction

I recently conducted a ‘shallow investigation’ (see GiveWell) into cause prioritization, with the help of Nick Beckstead. It covers the importance of cause prioritization; who is doing it, funding it, or using it; and opportunities to contribute. We had conversations with eight relevant people. The full document is here and the collection of related interview notes and such is here. This blog post is a summary of my impressions, given the findings of the investigation.


Cause prioritization research seems likely enough to be high value to warrant further investigation. It appears that roughly billions of dollars per year might be influenced by it in just the near future, that current efforts cost a few million dollars per year and are often influential, and that there are many plausible ways to contribute. It also seems like things are likely to get better in the future, as more work is done.

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Conversation with Paul Penley of Excellence in Giving

Paul_penley

Participants

  • Paul Penley: Director of Research, Excellence in Giving
  • Katja Grace: Research Assistant, Machine Intelligence Research Institute
  • Nick Beckstead: Research Fellow, Future of Humanity Institute; Board of Trustees, Center for Effective Altruism

Notes

This is a summary of Paul Penley’s points in a conversation on April 3, 2014, written by Katja with substantial help from the other participants.

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A checklist for making rational career decisions

Career decisions are high-stakes, but involve a lot of uncertainty. To help you make better decisions, we’ve gathered up the best advice we found on making good decisions in the face of high uncertainty, both from business and decision making science.

Here’s a summary of what we’ve found, organized into a checklist you can apply to high stakes decisions.

This feeds into our how to choose process at step seven.

Before you start

  • Have you structured the assessment? Rather than making a complete gut judgement, there’s evidence that when making similar decisions (such as giving job interviews) you’ll make a better decision if you explicitly write out your key criteria, and assess based on those.

When assessing each factor

When combining the factors

  • Have you considered the problem from many angles? Rather than basing your decision on one or two strong considerations, it’s often better to consider the issue from many independent perspectives weighted by their strength. For instance, see here, here and here.
  • Have you weighed the evidence by its strength? As you learn more, update away from your prior guess based on the strength of what you learn. See an example here.

When making your final assessment

  • Look for dominant options. If you’re lucky, you’ll find one option seems better or equal from all perspectives. You can then eliminate the option it dominates.
  • Make an overall judgement. If one option doesn’t dominate, you’ll need to make a final overall judgement call.
  • When your options look very close and it’s hard to choose between them, this can feel somewhat agonizing. One comforting thought in these situations is that even if you choose the wrong option, the difference in how much worse it is, is likely to be slight – which is why it’s a tough call in the first place.

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Job satisfaction research

Last updated: March 2016.

This page outlines our research into the predictors of job satisfaction.

Research process

To survey the literature, we familiarised ourselves with the latest work on positive psychology by reading all of ‘Flourish‘ and ‘Learned Optimism‘ by Seligman, ‘Stumbling on Happiness‘ by Gilbert, ‘Drive‘ by Pink, and several review papers. We also did a Google Scholar search for relevant terms, read two textbooks on organisational psychology (‘Work Psychology‘ by Arnold and Randall, and ‘The Handbook Principles of Organisational Behaviour’ by Locke (find a copy in this folder)), and two summaries of the job satisfaction literature in the OSH wiki.

We weighed the messages of the literature against our impression of common sense, placing more weight on meta-analyses and consensus positions among psychologists. For more on our general research process, see our research principles.

How robust are these findings?

There appears to be broad consensus that the job characteristics model is a good predictor of job satisfaction. The other factors in our list don’t have as wide consensus, but this page reflects our current synthesis of the evidence that we’ve read. With further research we can imagine adding or subtracting a factor or changing a factor’s relative importance. For example, we previously put less weight on personal fit as important for job satisfaction.

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The entrepreneur

What do we mean by this strategy?

If you’ve got potential as an entrepreneur, attempt to found new effective nonprofit organisations or innovative for-profits that benefit their customers and create positive externalities.

Why is this strategy promising?

There’s a lot of scope for new high-impact organisations to be developed, but it’s risky to put these ideas into practice. If you’ve got the right skills, then this can be an opportunity to have an outsized impact.

In addition:

  • People who are generally regarded as influential or high-impact have often founded effective organisations. For instance, Elon Musk, the founder of Solar City, Tesla and SpaceX. Within the nonprofit sector, we think founders of SCI and Against Malaria Foundation have had a big impact.
  • Setting up new organisations involves innovation, which is a public good), so it’s difficult to capture the gains for yourself. This means people are likely underincentivised to build new organisations (it’s a market failure).
  • When setting up a new organisation, the chance of failing is high, so people are under-incentivised to pursue it in order to gain personal status.
  • Entrepreneurship is a good way to build career capital, because you’ll learn quickly, and you’ll develop a package of ‘founder skills’ that are highly useful and in-demand.

Which options are best within this strategy?

If interested in entrepreneurship,

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The effective worker

What do we mean by this strategy?

There are many nonprofit and for-profit organisations that have a large impact, which are short of specific types of human capital. If you’re a good fit for a high-impact organization, it’s an option worth considering. By high-impact organisations we mean those that are well-run and work on an effective cause. For more, see here.

What’s our evidence this strategy is promising?

Taking a job at an organisation with a social purpose is probably the most popular way to have an immediate impact with your career. We think there’s a lot of truth in this view. There are many organisations that achieve great things that say they are constrained by an unusual type of human capital. For instance, GiveWell are constrained by people who are able to carry out their research. If you can provide this human capital, then you may have the opportunity to have an outsized impact.

However, it’s important to note some limitations. First, many organisations with a social purpose don’t have much social impact. So, it’s important to focus on working at effective organisations rather than just those with an explicitly social purpose. Second, the organisation may not be heavily constrained by the type of human capital you can offer. That’s why it’s important to focus on organisations where you’re a good fit.

Which options are best within this strategy?

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The experimenter

What do we mean by this strategy?

Finding a career that’s the right fit for you is important, but it’s also difficult to do just by thinking about it. It can therefore be a good strategy to try out a number of different areas in order to learn more about your own interests and skills.

It can be particularly useful to experiment with career paths where most of the impact comes from the highest-performing people, such as research, politics, and entrepreneurship. This way, you can learn more about what it would take for you to make it to the top.

What’s our evidence this strategy is promising?

  • Trying areas outside of your experience will help you explore your options more quickly, which is the key priority when you don’t know much about the world of careers. In particular, it can help you discover ‘unknown unknowns’ – important considerations you didn’t even realise existed.
  • The value of testing out a path has often been an important consideration among the people we’ve coached.
  • It can help you avoid getting stuck in a narrow area and missing a path that would have been a great fit. We’re biased to consider an overly narrow range of options.

Which options are best within this strategy?

Find the options that have the highest exploration value, while also keeping your options open. See how to assess exploration value here.

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