Fluid Intelligence vs. Crystallized Intelligence
Understand the paradox of intelligence and be prepared for your future
Are you afraid of getting older? The thought of declining health and mental agility, and being outpaced by the younger generations can be daunting. But is it all doom and gloom? Not necessarily.
As we age, we gain something that the younger generations often lack - wisdom. It's the result of the paradox of intelligence. In this blog, we'll look into this paradox to better understand the difference between youth and age, and explore ways we can prepare for the future.
Definition
There is a theory which shows the link between intelligence and age, known as fluid intelligence and crystallized intelligence. It was first proposed by psychologist Raymond B. Cattell. This theory provides valuable insights into how our intelligence changes as we age, and has significant implications for our personal and professional development.
Fluid intelligence refers to the ability to learn quickly, think abstractly, reason logically, and solve problems creatively. Fluid intelligence tends to peak in early adulthood and then gradually decline with age.
On the other hand, crystallized intelligence refers to the knowledge and skills that are acquired through experience and education. Crystallized intelligence tends to increase throughout adulthood and may continue even in old age.
Source: The Human Capital Hub
How do fluid intelligence and crystallized intelligence work?
Fluid intelligence relies on the brain's ability to reason and process information in real-time.
On the other hand, crystallized intelligence is built up over time through experience, education, and socialization.
Both types of intelligence are important and can be developed throughout a person's life.
A short comparison between fluid intelligence and crystallized intelligence as below.
Source: PsychCentral
Source: Lumen Learning - Adapted from Horn, Donaldson and Engstrom (1981)
Fluid Intelligence and Crystallized Intelligence In Workplace Context
a. Examples of Fluid Intelligence
Solving complex problems: individuals with high fluid intelligence can analyze a situation quickly and find creative solutions to complex problems. For example, a software engineer may use fluid intelligence to design a new algorithm for a specific task.
Learning new skills: individuals with high fluid intelligence can easily learn new skills and adapt to changing circumstances. For example, a marketing professional may need to learn new social media platforms to stay updated with the latest marketing trends.
Adapting to new environments: individuals with high fluid intelligence can easily and quickly adapt to new environments and situations. For example, a person adapts quickly to new jobs, or new company, or new department or new customers.
b. Examples of Crystallized Intelligence
Deep expertise: Individuals with high crystalized intelligence have acquired knowledge and expertise in a specific field over time. For example, a lawyer may have extensive knowledge of legal statutes and case law.
Effective communication: individuals with high crystalized intelligence can communicate effectively in their area of expertise. For example, a financial analyst may be able to explain complex financial concepts to non-experts.
Leadership: individuals with high crystalized intelligence can lead teams effectively by using their knowledge and expertise. For example, a CEO may have years of experience in their industry and use that knowledge to lead their team to success.
c. The Paradox Of Intelligence At Workplace
The value of intelligence at workplace is not a one-size-fits-all concept. It's important to consider the different factors such as industry, age, job level, and company culture that influence the value of different types of intelligence.
Industry
Some industries require more specialized knowledge and expertise, such as industrial or mechanical field, which is where crystallized intelligence is highly valued. In contrast, industries such as new technologies, where there is no prior path, require employees with innovation thinking, adaptability, and creativity in problem-solving. For example, companies like Tesla and SpaceX, which are pioneers in the new technology field, value employees with high levels of fluid intelligence. In the other hand, companies like General Electric or Catepillar value expertise and specialized knowledge. Therefore, it requires a higher level of crystallized intelligence where employees are expected to have a deep understanding of production processes, machinery, and materials to produce high-quality products efficiently.
Age
As people age, their fluid intelligence tends to decline while their crystallized intelligence continues to accumulate. As a result, older workers may excel in areas that require specialized knowledge or expertise, which are associated with crystallized intelligence. However, older workers may face challenges in areas that require fluid intelligence, such as novel problem-solving, innovation, and adaptability. Consequently, the skills that are valued in older workers may differ from those that are valued in younger workers. This pattern is not only observed within business organizations but also at the country level. Countries with a younger population tend to be more dynamic, as younger people often possess higher levels of fluid intelligence and are easy to adapt in new changes. India is an example of a dynamic country. With a median age of just 28 years, India has one of the youngest populations in the world. This youthful demographic is driving innovation and entrepreneurship, and contributing to India's economic growth.
Job level
It plays a significant role in the value of intelligence. Execution-level positions require more fluid intelligence to solve problems and react to changes quickly. For example, customer service representatives require high levels of fluid intelligence to solve customer issues efficiently. In contrast, executive-level positions focus more on crystallized intelligence in leadership and management, where accumulated experience and learning from both successes and failures are highly valued. It’s also called wisdom.
Company culture
Different companies may value each type of intelligence differently basing on their cultures and values. A company which emphasizes on innovation and creativity values more on fluid intelligence while a company which focuses on builiding expertise or specialized knowledge values more on crystallized intelligence which needs time for employees to accumulate.
We can look at a few examples:
Start-ups: They are innovative and fast-growing companies that values risk-taking and experimentation. These companies place a high value on employees with strong fluid intelligence, as this type of intelligence is critical for thinking creatively and adapting to constant changes in the market. An example is Airbnb, a company that revolutionized the travel industry by creating an online marketplace for short-term rentals. Airbnb's success is due in part to the creativity and flexibility of its employees, who have developed new ideas and solutions to provide users with personal and unique experiences.
Healthcare organizations: They are dedicated to providing quality medical care and improving health outcomes for their patients. Therefore, they place a high value on employees with strong crystallized intelligence, as this type of intelligence is critical for developing the specialized knowledge and expertise needed to perform healthcare tasks accurately and safely. An example is the Mayo Clinic - recognized as 'World's Best Hospital' in Newsweek rankings. It has a highly skilled workforce of doctors, nurses, and other medical professionals who have spent years building up their knowledge and expertise in their medical field.
Advertising agencies: They are creative companies that specialize in developing and implementing marketing strategies to promote products and services to consumers. As such, they place a high value on employees with strong fluid intelligence, as this type of intelligence is critical for generating innovative ideas and solutions that can capture the attention and loyalty of consumers. One example is Wieden+Kennedy, a global advertising firm that has worked with major brands such as Nike, Coca-Cola, and Airbnb. Wieden+Kennedy is known for its creative campaigns and innovative approaches to advertising, which are driven by its emphasis on hiring and nurturing employees with strong fluid intelligence.
Engineering companies: They may place a high value on employees who have both strong fluid and crystallized intelligence. It is because engineering requires a combination of technical understanding and problem-solving for complex issues. Space X is an example for this type. It focuses on developing reusable rockets and spacecraft to reduce the cost of space travel. SpaceX may value both fluid and crystallized intelligence because its engineers need to be able to come up with innovative solutions to complex problems, such as how to land a rocket on a moving platform in the ocean. At the same time, they also need to have a deep understanding of technical principles and mathematical concepts to ensure that the rockets and spacecraft are safe and reliable.
d. How can we prepare for future?
It is natural for people to experience a decline in their fluid intelligence as they age. It doesn’t mean the old workforce become less competitive than the younger generation. The key to maintain the competitive edge lays on how people can nurture and increase their crystallized intelligence over time. Below are some thoughts:
Emphasize lifelong learning: Accumulating knowledge over time can increase crystallized intelligence. By embracing the concept of continuous learning, we can differentiate ourselves from those who are satisfied with the status quo and lack interest in self-improvement. In today's rapidly changing world, it is crucial to put our brains in a constant learning mode, which can help us to stay mentally agile and adaptable.
Just like physical exercise is essential for our physical health, exercising our brains is equally important for our mental health. Continuously challenging our brains can help us discover new abilities and expand our limits. So, it's vital to make a habit of lifelong learning and continuously seek out new information, skills, and experiences to help us stay competitive in the job market and lead a fulfilling life.
Leverage experience and expertise: With years of experience and specialized knowledge, you can provide insights and solutions that younger generations may lack. They can also mentor younger colleagues, bridging the gap between generations in the workplace. In any organization, there needs to be a balance between fluid and crystallized intelligence, as each type has its own value and contributes to the growth of the company. It's important for you to be aware of and consciously accumulate expertise and experience from the early years of your career. By doing so, you can establish a solid foundation of knowledge and skills that can serve you well as you progress in your career and contribute to the success of your organization.
Take advantage of soft skills: As you progress in your career, the importance of soft skills such as effective communication, emotional intelligence, and leadership capabilities increases. By focusing on developing and showcasing these skills, you can gain an advantage over younger colleagues who may place more emphasis on technical expertise. As you age, you tend to have more experience in dealing with different types of people and situations, which can enhance your ability to handle complex interpersonal dynamics in the workplace.
Stay up-to-date: While you may not have grown up with the latest technologies or trends, you can still keep up-to-date by seeking out training opportunities and staying engaged with industry developments. This demonstrates a willingness to learn and adapt, which can be a valuable asset in the workplace.
Open mindset: It means you are willing to learn, unlearn and re-learn, and accepting that new knowledge and skills are crucial to staying relevant and competitive in the workforce. This requires being adaptable and flexible, as well as being willing to give up outdated knowledge and ways of thinking.
One of the biggest misconceptions about aging is that older people are less capable of learning new skills and knowledge. However, psychologist Professor Carol Dweck in her 2006 book Mindset: The New Psychology of Success has shown that it is not age itself that is the limiting factor, but rather a fixed mindset. It is characterized by a belief that our abilities and skills are set and cannot be changed or improved. This kind of thinking can hold us back from trying new things and learning new skills.
We all know we can’t fight against the declining curve of fluid intelligence. By accepting this biological shift when we get older, we focus on compounding our value asset which is crsystallized intelligence. Don’t expect to make career breakthroughs in the way we did in our 20s and 30s, but instead, learn to lead people who are at their prime time of fluid intelligence to success. By having a plan in mind, we know what our edge is and how to play with it.
I’m curious to know how you’re thinking about your future and what your plan is. Stay connected and learn from each other!
Cheers,
Do Thi Dieu Thuong