Focusing is an Art, Not a Science
What do you do that creates value in your career? And more than that, what are you doing that’s going to have a cumulative effect, that’s really going to matter years down the road?
The thing is, that type of work — whether it’s building a new product, writing a book, learning a hard subject, building a keynote speech, writing a complicated piece of software, whatever — doesn’t happen by saying “I’ll get to it”, and then allocating 15 minutes here or there in between checking your email and going to meetings.
Humans aren’t meant to live on a factory assembly line (or the white-collar equivalent – spreadsheets and Powerpoint).
I know a lot of finance people who want to switch into some related craftsmanship, or writing, or software-building, but not the other way around. Do you know any woodworkers who want to switch into finance? Do you know any writers who want to switch into corporate accounting? Me neither.
Real life example of how second-order effects work:
Using Google Maps:
1. Almost never get lost
2. Lose understanding of the area, have no idea how to get around if the phone dies
Skipping dessert has the horrible first order effect of not getting to eat dessert. But the secondary effects are positive: increased willpower, healthier body.
Second order effects can have a larger impact than first order effects.
Indeed! Cookies on Fridays is not a benefit. And should not be on the list in a job announcement, if you're asking me.
The Rewards & Challenges of Running a Remote Business: A Talk with Liam Martin
”Cristina: That’s probably one of the biggest counter-arguments, when someone wants to start a remote team: “Oh, how am I going to see if my employees really are working or they are just wasting time on Facebook or whatever else?”
Liam: That’s it! And we basically solve that problem. So, we call ourselves 2 things. Number one: we’re the Trojan horse of remote work. We usually work our way into an organization that wouldn’t be open to remote work in the first place, because we can provide the level of trust that the employer is looking for to be able to start remote work agreements. And that’s really what we’re focused on as a company.
Our mission statement is: we want to empower workers to work wherever they want, whenever they want. And that’s something that we truly believe in. Our entire team is remote.
[...] Why would you do it inside of a depressing gray box, in an office with fluorescent lighting, when you can do it at home or you can do it at a co-working space or you can do it on a beach somewhere? We feel like that’s a better way to work and there’s a lot of quantitative data to back it up and say it is the right way to work!
[...] And the classic argument that you have to work from 9 to 5 I think is a broken premise. It generally makes people a lot less productive. If you can say “take Tuesday afternoon off, just leave the office at 2 p.m. and you can make that time somewhere else”, that’s going to give you a much more productive employee than if you force them to work through that Tuesday afternoon because they’re not going to be productive in the first place.”
How could I go to literally hundreds of hours of meetings and therapy, and still struggle? Because in my heart, I still hadn’t committed. I was pretending. Going through the motions helps, yes — but it’s not enough.
Most people are merely “interested” — in changing themselves, getting healthy, getting rich — but that’s all they are. They prefer the small dopamine boost after reading an inspirational article than actually changing. Which is hard. Sometimes very hard.
“If you want lasting change, you have to give up this idea of just trying something, and you have to commit yourself to mastery. That means not just “dabbling,”
It’s easy to read self-help articles, books, and blogs all the time. It’s fun. It’s inspiring. It’s easy to think you’re making progress.
“Repetition can be boring or tedious — which is why so few people ever master anything.”
“Perfection is finally attained not when there is no longer anything to add, but when there is no longer anything to take away.”
if only more ppl would understand and apply this... 🙄
Vonnegut continued throughout his life to promote the big idea behind it, which was: “stories have shapes which can be drawn on graph paper”.
if two people share negative feelings about a third person, they are likely to feel closer to each other than they would if they both felt positively about him or her. 
Gossip may even make us better people. A team of Dutch researchers reported that hearing gossip about others made research subjects more reflective; positive gossip inspired self-improvement efforts, and negative gossip made people prouder of themselves.
We think that working twice as long will produce twice the results. That caring about a relationship twice as much will make everyone feel twice as loved. That yelling your point twice as loud will make you twice as right.
The assumption here is that most of life exists on a linear curve, that there’s a one-to-one ratio between effort and reward with everything:
Nu doar jurnalele sunt însă interesante în acest experiment social, ci și secțiunea de comentarii. Ai crede că, având în vedere denumirea secțiunii (”Money Diaries”), cititoarele vor comenta/critica/dezbate aspectele bănești. Surpriza este că, dincolo de a-și atribui rolul de instanțe financiare, comentatoarele își asumă și rolul de specialiste morale, nutriționale, relaționale etc.
Cele mai intens criticate femei sunt cele din New York (dar și din Los Angeles), mai ales dacă mai și lucrează în domenii bănoase, ca finanțele sau tehnologia. Nu scapă de limba ascuțită a comentatoarelor nici cele care locuiesc cu părinții fără să plătească chirie după terminarea facultății, sau cele cărora părinții le-au plătit facultatea. Autoarele jurnalelor au aflat, în scurt timp, că oricum ar da-o, n-au cum să iasă bine. O femeie al cărei iubit a plătit cina în oraș de câteva ori și o alta care-și lasă iubitul să stea cu ea fără să plătească chirie au fost la fel de intens blamate (prima că e ”întreținută”, a doua că-l întreține ea pe bărbat).
Mi s-au părut absolut fascinante reacțiile la jurnalul unei femei de 27 de ani, care e vice-președintele unei companii din domeniul financiar. Tipa câștigă 19.000 de dolari pe lună, își face manichiura și curățenia singură, își spală și îngrijește pisica acasă (ca idee, o femeie care câștigă 9.000 de dolari pe lună povestea că plătește lunar 145 de dolari pe tunsul câinelui), și, cu excepția unui abonament scump la o sală de fitness de fițe și a pasiunii pentru niște lumânări relativ scumpe, e chiar foarte chibzuită cu banii.
Ce i-au comentat cititoarele? ”Donează mai mult!” (a scris că donează lunar 34 de dolari), ”Unde-i nota de plată pentru telefon?”, ”Aș vrea să citesc mai multe despre cum își câștigă ea banii. Citind jurnalul ei, pare că face 230 de mii de dolari pe an doar mergând la sală, învățând la examen și ieșind la întâlniri”, ”E plătită prea mult”, plus cineva care a criticat-o că ”aruncă” 100 de dolari pentru o lumânare.
Biata femeie a revenit în comentarii pentru a se scuza, pe rând, pentru toate acuzațiile (donează 3 mii de dolari anual, dar trecuse pe listă doar donațiile lunare recurente, telefonul îi este plătit în continuare de părinți și lumânările Dyptique sunt singura ei plăcere vinovată). Asta în condițiile în care banii pe care îi cheltuia erau ai ei, câștigați prin forțe proprii.
So my advice to all employees, but especially the new ones, is to really strive to achieve Levels 4 and 5.
And for the managers, give your employees the freedom to act at Level 5.
Gand la gand:
“The source of personal happiness and fulfillment has to be around meaning, and not the psychology of happiness,”
“The source of personal happiness and fulfillment has to be around meaning, and not the psychology of happiness,”
“If the path before you is clear, you’re probably on someone else’s.”
The data Bates has released paints a positive picture, showing that a growing number of students say the program has helped them to identify potential future jobs, network, plan their careers, and more effectively present their skills and experiences.
“’Work’ is not something that is ‘out there’ in the ‘real world’ waiting for you, while you’re ‘in here’ for the next four years ‘doing college,'”
“Work is fundamental to who you are and who you will become. And I hope you realize by now that you have been working all of your life.”
“How we spend our days is how we spend our lives.”
use your vices as rewards to create a balance between change and current self.
When seeking to attain something in our lives, we would do well to invest our time in forming positive habits, rather than concentrating on a specific goal.
Only self-absorbed assholes think they are too good for whatever their current station requires.
There’s an old joke along those lines: The best way to punish someone is to give them exactly what they wish for.
That’s the secret behind flashcards’ success. When used properly, flash cards recruit two powerful mechanisms of human memory—repetition and spaced timing of practice—to move information from short term to long term memory.
Where traditional brands focus on positioning their brands in the minds of their customers, digital brands focus on positioning their brands in the lives of their customers. Furthermore, they engage customers more as users than as buyers, shifting their investments from pre-purchase promotion and sales to post-purchase renewal and advocacy.
this data does give me the ability to predict what will happen this Wednesday, which is Valentine’s Day. My sophisticated econometric analysis tells me to expect 30-year-olds to celebrate with Beyoncé’s “Crazy in Love,” 45-year-olds with Van Halen’s “When It’s Love” and 60-year-olds with Marvin Gaye’s “Let’s Get It On.”
zeci de ani. milioane de fotografii.
if you went for a jog today and read for just 10 minutes, you’re already way ahead of the curve!
Write your own rules.
You can’t pretend there’s only one way to do it. Your first idea is just one of many options. No business goes as planned, so make ten radically different plans.
Realizing the initial choice you made was just one of many
awesome thinking, awesome tools
The danger here, she says, is that “by constantly comparing our everyday reality to what other people are choosing to present it's always going to make us feel inadequate because you think everyone else has it together.” In reality, she reminds visitors to her blog — who are all enthusiastically supportive of one another — “there are many, many many more people like us than there are like them.”
It's all part of “training yourself to create a habit of putting things away before they can make a mess.”
we all have an opinion on every subject, but that doesn’t mean it’s a valuable one. People will always tell you what they think you should do, but they are not you.
We have to stop fighting ourselves and shutting ourselves down. When we feel we don’t “want” to do something we know we “should” do, it’s a siren in our ear. The solution isn’t to force ourselves, crying or kicking and screaming or terrified, but to pause, give attention, resolve.
"I don't have a solution. I just don't use these tools. It created huge tensions among my friends."
Non- conformists and originals screw up a lot. But they move on, knowing that at some point, the breakthrough will happen.
No matter how many mistakes you make, or how slow you progress, embracing good enough, and sharing your work is still better than everyone else who is waiting for flawless art.
It’s easy to sit around and read inspirational stories but that won’t prepare you for the career you want.
You may be doing it wrong, but at least you’re doing it.
And once you’re doing it, you have a chance to make it better.
The number one real reason we procrastinate is: SELF ESTEEM
It’s not our employers’ or partners’ jobs to make us happy, or discern what makes us happy, or defend any semblance of happiness if we find it. It’s ours. If we can’t accurately identify our wants, needs, aspirations, values, and boundaries — what even makes us happy — then of course we’ll struggle to decide.
And to be clear: flippant definitions of “happy” are not enough. This is not an exercise of “I love cozy Sundays” or “travel!”
A lot of commenters always want to show how smart they are and that this is “so obvious.”
The core idea is that people should be able to make 90% of the decisions that are required for them to get their job done. The remaining 10% of decisions may require sign-off or approval from their manager. If this isn’t happening, either you’re asking people to do things that you shouldn’t be asking them to do, or you’re not empowering them as much as you should be.