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HRT ‘can raise breast cancer risk' in younger women

HRT ‘can raise breast cancer risk' in younger women

Yahoo2 days ago
Hormone replacement therapy can raise the risk of breast cancer in some younger women, a Lancet study suggests.
An international team of researchers found the treatment was not linked to young onset breast cancer overall.
But oestrogen plus progestin therapy appears to increase breast cancer risk by 10 per cent.
Meanwhile, oestrogen hormone therapy use appeared to decrease breast cancer risk by 14 per cent.
Hormone replacement therapy is a treatment used to help menopause symptoms.
There are different types of HRT, which is used to treat menopause symptoms, available.
They contain different hormones: some are oestrogen products; others contain progestogen and other types have both.
These medicines can be taken or used in different ways and work by replacing the hormones oestrogen and progesterone, which can fall to lower levels as women approach the menopause.
Most studies examining links between hormone therapy and breast cancer risk have been explored in older women.
Previous work, which has focused on women who have already been through the menopause, suggest that oestrogen plus progestin hormone therapy is a risk factor for breast cancer.
The researchers, led by academics from the National Institute of Environmental Health Sciences in the US, wanted to explore the risks among younger women on hormone therapy – who may take these drugs after gynaecological surgery or during perimenopause.
The new meta-analysis published in the journal, Lancet Oncology, examined data drawn from previous studies of 459,476 women aged 16 to 54 years old.
Some two per cent of this group (8,455) developed young-onset breast cancer, which means the disease was diagnosed before they were 55 years old.
And 15 per cent of women involved in the study reported using hormone therapy, with oestrogen plus progestin hormone therapy and oestrogen being the most common types.
'Although the strength of these associations might vary by age at first use, duration of use, gynaecological surgery status, and other factors, unopposed oestrogen hormone therapy use appears to decrease breast cancer risk and oestrogen plus progestin therapy appears to increase breast cancer risk,' the authors wrote.
'The findings can be used to augment clinical recommendations for hormone therapy use in young women, for whom guidance was previously scarce.'
Dr Kotryna Temcinaite, the head of research communications at Breast Cancer Now, said: 'These results are largely in line with what we already know about taking HRT for menopausal symptoms and its effects on breast cancer risk – for most people, the risk of developing breast cancer because of taking HRT is small and is outweighed by the benefits.
'Taking HRT is a very personal decision and, as such, it's vital that everyone has the information they need on the benefits and risks, discusses them with their GP or specialist team and is supported to make the choice that's right for them.'
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Research: Being Well Connected Isn't Always Good for Your Career
Research: Being Well Connected Isn't Always Good for Your Career

Harvard Business Review

time40 minutes ago

  • Harvard Business Review

Research: Being Well Connected Isn't Always Good for Your Career

Conventional wisdom says that when it comes to career opportunities, it's not about what you know, but who you know. And research has found, in fact, that prestigious connections do open doors and make people seem more capable than their peers—as if proximity to greatness implies a degree of similar excellence. But what impact do these star connections have after someone has landed a new job? In new research, we sought to find out. Our recent paper, published in the Journal of Applied Psychology, investigated whether and how past connections with industry stars might shape long-term career evaluations and outcomes, particularly after an employee's objective performance data becomes available. Through an analysis of the careers of National Basketball Association (NBA) head coaches and an experiment with nearly 500 working professionals, we found that connections don't just help people land jobs: They continue to shape performance evaluations long after working relationships with stars have ended. How Ties to Titans Inflate Performance Expectations To begin our study, we examined the career trajectories of 179 NBA head coaches over 40 years. Professionals in the NBA, like many traditional firms, operate in high-stakes, performance-driven environments with clear career trajectories. This makes the NBA a useful context for studying career and talent decisions. We found that coaches who had previously served under legendary leaders, like Phil Jackson, for example, were less likely to be fired when their new teams performed worse than industry expectations, compared to coaches who weren't connected to stars. However, when connected coaches' teams performed exceptionally well, they were at greater risk of being fired, relative to head coaches who lacked any prior star connections. In other words, our study found that having a star connection helped buffer head coaches from the consequences of underperformance but could hurt them when they performed well. These effects lasted for up to nine years after a working relationship with a star coach had ended. To explore this dynamic further, we conducted a follow-up study with nearly 500 working professionals tasked with evaluating the performance of hypothetical new hires in the design industry. As evaluators, participants made an 'up or out' decision about each designer, one with a prior connection to an industry titan, and the other without such a connection. We found the same patterns arose: New hires with prior ties to an industry star were shielded when they underperformed, but their strong performance was often discounted. Although performance was presented as objective scores, participants' evaluations were skewed by the shadow of the industry titan associated with the connected designer. We also discovered that our participants, especially those who held more inflated expectations for star-connected designers, were significantly less likely to attribute star-connected employees' underperformance to low ability or low effort. Conversely, underperformance from a non-connected designer was attributed directly to the individual's ability and effort. Why Connections Influence Evaluations We believe that the answer lies in a psychological phenomenon known as balance theory. According to this theory, people strive for consistency in their beliefs and associations. When someone is linked to an industry star, evaluators set high expectations for the protégé and seek to maintain a positive image of them and their mentor. This leads people to rationalize evidence that contradicts their expectations, especially when the star-connected individual underperforms. Conversely, strong performance merely confirms what is already assumed and is therefore viewed as unremarkable. Consider Bob Nardelli, a protégé of the legendary General Electric CEO Jack Welch. After being recruited to be the CEO of Home Depot, Nardelli delivered strong financial results early in his tenure. However, he received little recognition and as ultimately forced out: In 2002, after announcing a 35% profit increase that beat Wall Street's expectations, the company's stock still dropped. Reflecting on this, Nardelli remarked: 'I can understand not getting rewarded, but I don't understand getting punished.' Of course, there could have been multiple factors contributing to Nardelli's downfall, including a leadership style that clashed with his company's entrepreneurial culture. Still, it is fair to speculate that his performance might have been judged against the towering expectations set by his association with Welch. Some Limitations As with any research, our findings should be interpreted with some caution. Our NBA field study focused on a male-dominated environment, which may not generalize to other industries with different make-ups. Additionally, the experimental study, although conducted with working professionals, relied on hypothetical scenarios, which may not fully capture the messiness of real-world evaluations. Still, the consistent patterns we found across our studies provides strong evidence that industry stars can, in fact, cast a long shadow on the future evaluations of their protégés. Strategies for Making Better Talent Decisions Whether you're an executive overseeing talent pipelines or an emerging leader navigating your career path, understanding how past ties to prominent figures can distort performance evaluations is essential. Prestige-by-association can create unrealistic expectations, offering not only unfair protection, but they can lead to blind spots and overlooked achievements. Here's how executive decision makers and rising leaders can respond: If you're evaluating rising leaders: Don't let reflected prestige cloud your judgment. Hiring star-connected people is not necessarily a bad thing, especially when their objective qualifications are strong. But be mindful that your (often unconscious) high expectations for star-connected employees can create blind spots in how you evaluate them, while others who lack star connections may be evaluated more critically. Before making key decisions (like promotions or dismissals), ask: Would I judge this person's performance the same way if I didn't know this person's background? What biases do their relationship with this star create? What expectations do I feel, because of this association? Create structured, criteria-based evaluation systems that focus on performance, behaviors, and competencies, minimizing the influence of what evaluators may already know about a person, such as their connections to industry titans or an elite MBA degree. Incorporate 360-degree feedback or use a promotion committee, as multi-source input can help reveal blind spots and social biases. If you're a rising leader: Own your accomplishments. Whether you're star-connected or not, it's important to take ownership of your achievements. Our study found that proximity (or distance) from stars can cause biases among evaluators. This makes it even more important to highlight specific outcomes you've delivered, challenges you've overcome, or innovations you've led that clearly demonstrate your individual contributions. If you do have a connection, it may be useful not to lean on it when it comes time for evaluations. . . . Prestigious connections are powerful. They can help you reach that important first rung on the career ladder. But the ongoing influence of star connections can distort how merit is evaluated and rewarded. In a world obsessed with who you know, let's not forget to focus on what people actually achieve.

Who's the coolest person at your July 4 barbecue? They got six things goin' on, according to a new study
Who's the coolest person at your July 4 barbecue? They got six things goin' on, according to a new study

Yahoo

time43 minutes ago

  • Yahoo

Who's the coolest person at your July 4 barbecue? They got six things goin' on, according to a new study

An international team of researchers may have just cracked the code for what makes someone 'cool.' And no matter where you live, the personality traits that make someone 'cool' appear to be consistent across countries, according to the study, published this week in the Journal of Experimental Psychology. The researchers found that, compared with people considered to be 'good' or 'favorable,' those considered 'cool' are perceived to be more extroverted, hedonistic, powerful, adventurous, open and autonomous. 'The most surprising thing was seeing that the same attributes emerge in every country,' said Todd Pezzuti, an associate professor of marketing at Universidad Adolfo Ibáñez in Chile who was a co-lead researcher on the study. 'Regardless of whether it's China or Korea or Chile or the US, people like people who are pushing boundaries and sparking change,' he said. 'So I would say that coolness really represents something more fundamental than the actual label of coolness.' The researchers – from Universidad Adolfo Ibáñez, the University of Arizona and the University of Georgia – conducted experiments from 2018 to 2022 with nearly 6,000 people across a dozen countries: Australia, Chile, China, Germany, India, Mexico, Nigeria, Spain, South Africa, South Korea, Turkey and the United States. The participants were asked to think of a person in their lives whom they perceive to be 'cool,' 'uncool,' 'good' or 'not good.' They were then asked to rate that person's personality using two scales: the Big Five Personality scale, a widely used scientific model that helps describe personality traits, and the Portrait Values Questionnaire, intended to measure an individual's basic values. The study participants consistently associated being calm, conscientious, universalistic, agreeable, warm, secure, traditional and conforming with being a good person, more than with being a cool person. Being capable was considered to be both 'cool' and 'good' but not distinctly either. But the formula for being 'cool' was having the six character traits – more extroverted, hedonistic, powerful, adventurous, open and autonomous – no matter the person's age, gender or education level. Pezzuti doesn't think these 'cool' traits are something that can be taught. 'We're born with those attributes,' he said. 'Five of those attributes are personality traits, and personality traits tend to be fairly stable.' The research showed that cool people and good people aren't the same, but there may be some overlapping traits, said co-lead researcher Caleb Warren, an associate professor of marketing at the University of Arizona. 'To be seen as cool, someone usually needs to be somewhat likable or admirable, which makes them similar to good people,' Warren said in a news release. 'However, cool people often have other traits that aren't necessarily considered 'good' in a moral sense, like being hedonistic and powerful.' A limitation of the research was that only people who understood what 'cool' means were included in the study. Pezzuti said it would be interesting – but difficult – to determine whether the findings would be similar among more traditional cultures or remote groups of people who may be less familiar with the term. 'We don't know what we would find in supertraditional cultures like hunting-and-gathering tribes or sustenance farming groups,' Pezzuti said. 'One thing we would propose is that in those cultures, 'cool' people don't have as important of a role because innovation, or cultural innovation, isn't as important in those cultures,' he said. 'So I would say that cool people are probably present in those cultures, but their role isn't as big, and they're probably not as admired as they are in other cultures.' When asked to think of a public figure or celebrity who embodies 'coolness' based on his research, Pezzuti immediately said Tesla and SpaceX CEO Elon Musk. 'He's a controversial figure, but someone who comes to my mind is Elon Musk,' Pezzuti said, adding that he checks all the boxes of the six attributes identified in the study. Musk is 'undeniably powerful' and autonomous, he said, and appears to be extroverted due to his presence on social media platforms and in the media. 'I hear that he's timid, maybe more timid than he seems, but from an outsider, he seems very extroverted. He's entertaining. He's on podcasts and always in front of cameras,' Pezzuti explained. Some of Musk's behavior also appears to be hedonistic, he said. 'He smoked marijuana on the most popular podcast in the world, 'The Joe Rogan Experience.'' And Pezzuti added that Musk's ideas about colonizing Mars show him to be open and adventurous. The new paper is one of the few empirical studies that examines what exactly makes people 'cool,' said Jonah Berger, an associate professor of marketing at the University of Pennsylvania's Wharton School of Business. 'While people have long wondered (and theorized) about what makes people cool, there hasn't been a lot of actual empirical research on the topic, so it's great to see work exploring this space,' Berger, who was not involved in the new paper, wrote in an email. 'While coolness might seem like something you are born with, there are certainly steps people can take to try and move in that direction,' he said. 'Given how many people want to be cool, and how much money is spent with that goal in mind, it certainly seems worth studying.' Future research in this space could evaluate coolness in tandem with goodness and badness rather than in isolation from it, said Jon Freeman, an associate professor of psychology at Columbia University. 'In real life, coolness can be a positive quality but can also have a negative connotation in certain social contexts. It may be valuable for future work to examine the differences between good coolness and bad coolness, and this study's approach offers a great foundation,' Freeman, who also was not involved in the new study, wrote in an email. 'From a scientific standpoint, cool would seem far more a product of inference and social construction than genetics, although low-level temperament informed by genetics could feed into ongoing personality construction,' he said. ''Cool' is deeply ingrained in our social vocabulary because it serves as a shorthand for complex inferences. It encapsulates signals of status, affiliation, and identity in ways that are instantaneous yet deeply stereotyped. From a scientific perspective, studying coolness is important precisely because it reveals how rapid, schematic trait inferences influence behavior and social dynamics, especially in the age of social media and influencer culture.'

Every breath you take affects how you move. Here's how to fix both
Every breath you take affects how you move. Here's how to fix both

CNN

timean hour ago

  • CNN

Every breath you take affects how you move. Here's how to fix both

Dana Santas, known as the 'Mobility Maker,' is a certified strength and conditioning specialist and mind-body coach in professional sports, and is the author of the book 'Practical Solutions for Back Pain Relief.' If you've been dealing with persistent tension, poor posture or nagging pain, it's worth checking in on your breathing. How you breathe not only reflects your movement quality — it also holds the power to change it for the better. Most people understand breathing's role as a life-sustaining function with stress-relieving properties. (Think — deep inhale, deep exhale.) But the way you breathe can also reveal how efficiently and effectively you move — and improving your breathing can help your body break out of a bad cycle of tension, imbalance and strain. When breathing becomes shallow and rapid, it doesn't just affect oxygen exchange — it disrupts the foundation of how your body functions. That's why much of my work in professional sports focuses on teaching the fundamentals of breathing biomechanics. I've seen firsthand how poor breathing patterns lead to mobility limitations, posture problems, chronic pain and increased risk of injury. In today's high-stress, screen-focused world, these same dysfunctional breathing patterns are common across all walks of life. But you can address faulty breathing by developing a better awareness of your patterns and practicing proper technique for a few minutes every day. Here's how to unlock your superpower. Breathing is one of the body's most fundamental movement patterns — occurring on average more than 23,000 times a day — and the diaphragm's contractions play a key role. Under stress, however, your body naturally shifts into the nervous system's sympathetic or fight-or-flight mode, driving faster, shallower breaths from the upper chest. Over time, especially with chronic stress, this becomes the default breathing pattern. Your breathing becomes more vertical — up in your chest and neck — rather than expanding your lungs and rib cage horizontally. This upper-chest pattern bypasses your diaphragm, forcing muscles in your neck and shoulders to take over the work of pulling in each breath. When your diaphragm isn't functioning properly, it can't fulfill its secondary role as a postural stabilizer because true core engagement requires this large muscle to work in harmony with your deep abdominal and pelvic floor muscles. Because the diaphragm attaches to both your rib cage and your spine, poor engagement creates core instability and shifts your rib cage position. As your rib cage moves out of alignment, your spine and head follow, and because your shoulder blades glide over your rib cage, your shoulder position and function are also affected. Forward head posture develops as your neck extends and your rib cage lifts and flares. Moreover, rib mobility decreases, which restricts mid-back rotation and extension — essential for healthy movement patterns. Overall, mobility suffers and injury risk increases as your body reacts to increasing core instability by creating protective tension and muscular compensations — often straining the lower back. This creates a vicious cycle: Your breath affects your posture, your posture affects your breath, and both affect how you feel and move. People frequently try to address these problems with stretching or strength work alone, but without changing your breathing mechanics, you will remain stuck in dysfunctional patterns. One of the simplest ways to evaluate your breathing is by lying on your back with your knees bent and feet on the floor. Place your hands on your lower ribs on either side of the area where your rib cage splits below your sternum. Spend a few moments taking some deep breaths, noticing where the movement happens. If you experience tightening or movement in your neck, upper chest or shoulders, or your ribs barely move, those are signs you may be breathing shallowly and not using your diaphragm effectively. Rather than focusing on so-called 'belly breathing' — a term often used to encourage relaxation but biomechanically misleading — focus on rib mobility and diaphragm function. The slight expansion of your abdomen is the result of increased intra-abdominal pressure, not air filling your belly. Overemphasizing belly movement can inhibit proper rib cage expansion and diaphragm mechanics over time. Try taking a few more breaths, directing your breath into the lung space under your lower ribs. With each inhale, feel for lateral expansion of your ribs under your hands. With each exhale, feel your rib cage move down and your lower ribs move in, promoting a natural core engagement to support the movement. If you identified potential issues with your breathing pattern, the next step is learning to retrain it. While many people focus on taking deeper inhales to improve breathing, the real key to breaking dysfunctional patterns lies in how you exhale. It's the exhale that plays a pivotal role in regulating your nervous system, restoring diaphragm function and improving your tolerance for stress — both physical and emotional. When you exhale fully and slowly, you stimulate your parasympathetic nervous system, the branch responsible for calming your body and promoting recovery. A long, complete exhale also helps reset your diaphragm position, allowing it to contract more effectively on the next breath. Although oxygen tends to get most of the attention, this process is closely tied to carbon dioxide tolerance. CO₂ is what triggers the urge to breathe. But when you chronically overbreathe — taking in more oxygen than your body can use — you reduce CO₂ levels too quickly. This can make your chemoreceptors, the specialized sensors in your brain stem and arteries that monitor CO₂ levels in your blood, overly sensitive, causing feelings of breathlessness even when oxygen levels are adequate. Training yourself to tolerate slightly elevated carbon dioxide levels through long, slow exhales can improve your respiratory efficiency and build stress resilience. Sit comfortably with your hands on your lower ribs to monitor and guide movement. Inhale through your nose for a count of four. Exhale slowly through your nose or mouth (whatever feels best for you) for a count of eight. Pause briefly for a count of two at the end of the exhale. Repeat this pattern for 10 to 12 breaths, keeping your face, jaw, neck and shoulders relaxed. Practice this daily, gradually increasing to a 5:10 or 6:12 ratio as you build tolerance. This breathwork helps restore diaphragm function and rib mobility while retraining your nervous system to stay calm under pressure. The awareness and proficiency you develop through a regular breathwork practice becomes even more powerful when applied to physical activity. Integrating improved breathing mechanics into your daily life will make your movement feel more fluid, connected and efficient. Here are ways to apply better breathing during workouts: • Warm up with conscious breathing to create postural alignment, activate your core and increase focus. • Exhale on exertion: In strength training, exhale during the effort phase to engage your core and stabilize your spine. • Guide mobility with breath: During rotational or flexibility drills, use inhales to create space and exhales to deepen movement. • Breathe nasally during light to moderate cardio to improve oxygen utilization and maintain better breathing patterns. • Elongate exhalations to recover: Post-workout, practice the 2:1 exhale-to-inhale ratio to downregulate your nervous system. Remember, your breath isn't just a background function. By restoring proper breathing, you support better posture, deeper core strength, smoother movement and a more resilient nervous system. So the next time your neck feels tight or your shoulders ache, don't immediately try to stretch it out. Check your breath first. It may be telling you exactly what you need to know. Sign up for CNN's Fitness, But Better newsletter series. Our seven-part guide will help you ease into a healthy routine, backed by experts.

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