Star Wars

The Neuroscience of Nostalgia: Why Familiar Stories Feel So Good

/ Dave Eberwein / 5 Comments

I’m fascinated by the exploration of brain function and, specifically, how it relates to education and student success. Neuroscience continues to be a great source of information for building an even better education system.

Before I begin my post on The Neuroscience of Nostalgia, let’s begin with talking about one of my favourite TV shows – M*A*S*H. I’ve watched the series at least 10 times over — probably more.

Why do I watch the same episodes again and again and again?

My ongoing commitment to this 1970s wartime sitcom is not because I’m bored or because I’m too lazy to watch something new — I watch them because they’re familiar. I can predict what’s coming — even knowing many of the script lines. There are no surprise endings. No plot twists. Just dry humour, heartfelt moments, and a sense of comfort in knowing everyone on the TV screen.

And, as it turns out, there’s strong neuroscience behind the importance of this familiarity.

When we rewatch a familiar show, listen to a favourite song, or read a treasured bedtime story to our children, our brains breathe a sigh of relief. The amygdala — the part of the brain that scans for danger like a hypervigilant squirrel — gets to take a break. It recognizes the storyline, the characters, the music. There’s no threat. Just Corporal Radar O’Reilly trying to keep the M*A*S*H camp running smoothly. 

This is what neuroscientists call comfort-watching — something that reduces one’s cognitive load. Your prefrontal cortex — the part of your brain responsible for planning and decision-making gets to rest. When you comfort-watch (or comfort-listen or comfort-read) you already know what happens next. There’s no need to analyze, predict, or problem solve — you just relax and take it all in.

Science has shown that there is a fundamental need for our brains to find that ‘relax mode’ — to not worry about what might be coming next.

A 2012 study found that rewatching familiar shows helps people feel soothed, restored, and emotionally grounded. It’s not about entertainment—it’s about emotional safety. Another study showed that people turn to familiar media when they’re emotionally drained because it provides a sense of control and predictability.

So, how does comfort-watching, or comfort-listening or comfort-reading relate to the classroom? Think about why children insist on hearing the same story over and over again.

Why do Kindergarten students want to sing the same song every morning? It’s not because they lack imagination. It’s because their developing brains crave predictability. Neuroscience shows that repetition strengthens neural pathways, helping children process language, emotions, and cause-and-effect relationships.

Star Wars – My Movies of Choice

There were reports that during the 2020 pandemic that large numbers of people turned to their childhood TV shows and movies. When surrounded by the unknowns of the pandemic, people found themselves surfing to find series or movies that were familiar. When the world feels chaotic, our nervous system reaches for what’s known. Predictable stories act like a buffer between us and the unknown. They bring order to chaos.

And for our students — especially those navigating big emotions, new environments, or transitions — familiarity is a powerful form of regulation.

This is why school routines matter.

Morning circle time on the carpet for Kindergarten students, consistent classroom expectations, emotionally safe spaces where a dysregulated child can surround themselves with familiarity — and, yes, even Pizza Fridays — all help students feel grounded. When we create predictable environments, we’re not just managing behaviour — we’re supporting brain development.

Radar and Hawkeye from M*A*S*H

So, don’t despair when a child seeks familiarity. Think of it as their brain ‘taking a breath’ to become centered. Their brains are doing exactly what they’re wired to do — seek safety through familiarity.

And if you find yourself rewatching M*A*S*H, Friends or Star Wars after a long day, know that you’re not being lazy.

You’re self-regulating. Neuroscience says so.

Fear & Racism – Intertwined

/ Dave Eberwein / 2 Comments

People resist because they think they’re losing something. In reality, they’re making room. Room for better opportunities, room for growth, and room for clarity. You can’t build a stronger future if you refuse to demolish the outdated past.

Jay Alderton

This quote adds to the notion that change is hard because we don’t know what lies ahead and inserts the idea that resistance to change can also be because we fear losing something we cherish — something we value like control or our place in community.

The fear of losing is really about the fear of being ‘less’.

Building a brighter future for ourselves, and especially others requires being able to let go of the things that put roadblocks in our path to being better.

Racism is one of those roadblocks.

Some people have never been able to truly let go of racism because of the of fear losing control over our place in community — that our ‘slice of the societal pie’ will somehow become less if we treat others like ourselves. So, we take opportunity to marginalize others to give us the false belief that we are better and more important.

Treating others with dignity and respect doesn’t diminish our own place or relevance. Respect doesn’t have a capacity limit.

Dave Eberwein

Being Anti-Racist Means Being Active Against Racism

Racism has been a familiar topic of mine in The Power of Why:

While these posts were back in 2022, I haven’t stopped thinking about the topic, as racism is still alive and well in our community — and in our schools.

As I watch the news, I find it incredibly disappointing to see the increasing frequency of intolerance and bigotry towards others — whether it’s directed at a particular culture, religion, gender identity, language, sexual orientation, financial status, country of birth or skin colour — and I’ve probably left out a few descriptors — the spewed hatred and stereotyping that is found on social media and even from some political leaders can be disheartening.

Racism: Prejudice, discrimination, or antagonism directed against someone of a different race based on the belief that one’s own race is superior.

But, you may be sitting and thinking: “I’m not racist. This doesn’t apply to me.” Well, it does.

I don’t think I’ve ever met a person who believes they are racist — or, at least, anyone who claims to not have a ‘good reason’ to justify their bigotry. Believing one is not a racist is not the same as being anti-racist. And that’s an important distinction. If we are ever going to bring racism to its knees, especially in this time of social media antagonism, we all need to be ACTIVE in our anti-racism. We need to be visible in our disdain for intolerance, stereotyping, and bigotry.

It’s not OK to:

  • Be silent in the presence of racism
  • Let someone else take on the challenge of standing up for what’s right
  • Be inconsistent with the values of respect, acceptance and love for one another

Here are some key identifiers of racism:

  1. Stereotyping: Making generalized and often inaccurate assumptions about a group of people based on their race.
  2. Discrimination: Treating people unfairly or unjustly because of their race.
  3. Microaggressions: Subtle, often unintentional, comments or actions that can be hurtful or offensive to people of marginalized groups.
  4. Hate Speech: Using derogatory or offensive language aimed at a particular race.
  5. Systemic Racism: Institutional policies and practices that disproportionately affect certain racial groups.
  6. Cultural Appropriation: Adopting elements of a marginalized culture without permission or understanding, often in a way that reinforces stereotypes.
  7. Racial Profiling: Suspecting or targeting someone based on their race rather than their behavior.
  8. Exclusion: Deliberately leaving out or ignoring people because of their race.
  9. Colourism: Discrimination based on skin color, often within the same racial or ethnic group.
  10. Implicit Bias: Unconscious attitudes or stereotypes that affect our understanding, actions, and decisions.
We Can Do This – We Really Can

If you are aware of what racism looks like you can challenge it when you see it, hear it or read it. Be active in your opposition to it.

Individually, we make a difference. Together, we make a movement.

Bring racism to its knees.

(With special thanks to Star Wars and the quote from Jedi-master Yoda)

Political and Social Changes: Leading in Unpredictable Times

/ Dave Eberwein / 2 Comments

If you had asked me even 2 years ago if the world’s political and social climate would have been this unpredictable, I’m confident my answer would not be the same as it is today. From our recent BC provincial election, to the recent change in the American presidency, and a possible significant change at the Canadian federal level as well, our political and social realities are undergoing massive upheavals.

There is a bubbling social undercurrent where voices of intolerance, accusation, and finger pointing are becoming more noticeable.

Building an Effective Team Should be Critical for Every Leader

How do educational leaders continue their important, collaborative work of building an inclusive, welcoming and engaging environment during this time of uncertainty?

Authenticity … the substance of effective leadership.

Being authentic is a critical component of creating an environment where everyone feels important — where trust flourishes and people grow. Leaders need to focus on their authenticity more than ever at this critical time of change.

But what exactly makes authenticity so vital in leadership, and what must leaders do to achieve it?

Authentic leadership is rooted in self-awareness, transparency, and a strong ethical foundation. Leaders who are authentic stay true to their values and communicate openly with their teams. This transparency builds the trust which is critical for employees to feel that they are engaging with a real person rather than a façade or a simply another person with a title.

Higher levels of employee satisfaction, personal productivity and collaboration can be the result. When employees trust their leaders, they feel more secure in their roles and are more committed to their work — they feel valued and respected. High-trust companies report significantly lower stress levels, higher energy at work, and greater overall satisfaction (“Authentic Leadership: What it is and Why it’s important”, Harvard Business School, Dec 2019).

Transparency

One of the key ways authentic leadership fosters trust is through transparent communication — both from the leader themselves but also from the organization as a whole. Leaders who are open about their decisions, challenges and successes create a culture of honesty and integrity. This openness not only builds trust but also encourages employees to be more forthcoming with their own ideas and concerns. As a result, the organization becomes more collaborative and innovative.

Empathy Builds Connections

Empathy

Leaders who genuinely care about their employees’ well-being and development are more likely to earn this critical trust and loyalty. Empathy involves understanding and addressing the needs and concerns of employees, which in turn fosters a supportive and inclusive work environment.

Self-awareness

To cultivate authenticity, leaders must first develop self-awareness — understanding their own strengths, weaknesses, values, and motivations. Self-aware leaders are better equipped to lead with integrity and make decisions that align with their core values, which in turn suggests they are more likely to be confident, purposeful, and value-driven.

Vulnerability

Being Vulnerable with Your Team Can Help Build Trust

Another strategy for cultivating authenticity is to practice vulnerability. Leaders who are willing to admit their mistakes and learn from them demonstrate humility and openness. This vulnerability can help to build trust, as employees see their leaders as relatable and human.

Consistency

Leaders must consistently act in ways that reflect their values and principles. This helps to build credibility, as employees know what to expect from their leaders and can rely on them to act with integrity. Consistent behavior, especially during the difficult times, reinforces the trust that has been built through transparent communication and empathetic leadership.

Strong Relationships

Finally, authentic leaders focus on building strong relationships. This involves taking the time to understand each team member’s unique strengths, challenges, and aspirations. By fostering these relationships, leaders can create a sense of unity and shared purpose within the organization. This approach not only builds trust but also enhances team cohesion and performance.

This is The Way

This is The Way

We are in a time of tumultuous political and social change — a time when strong, effective leadership is even more critical.

The effective leader understands that now, more than ever, being authentic and trusted is the way to improvement. By being self-aware, transparent, empathetic, and consistent, we cultivate an environment where employees feel valued, respected, and motivated — key requirements for an engaged work force and a thriving educational environment.