Competition Motivation Quotes

Don’t let mental blocks control you. Set yourself free. Confront your fear and turn the mental blocks into building blocks.

Every flower blooms at its own pace.

Competition is a rude yet effective motivation.

You were born a winner, a warrior, one who defied the odds by surviving the most gruesome battle of them all - the race to the egg. And now that you are a giant, why do you even doubt victory against smaller numbers and wider margins? The only walls that exist are those you have placed in your mind. And whatever obstacles you conceive, exist only because you have forgotten what you have already achieved.

I’m not interested in competing with anyone. I hope we all make it.

Once you figure out what you want in life—expect nothing less.

Needs cause motivation. Deep-rooted desires for esteem, affection, belonging, achievement, self-actualization, power, and control motivate us to push for what we want and need in our lives.

When healthy competition prevails -- you come out to play and you play to win.

To be a champion, compete; to be a great champion, compete with the best; but to be the greatest champion, compete with yourself.

The feeling of being in competition for scarce resources has powerfully motivating properties.

Good becomes better by playing against better, but better doesn't become the best by playing against good.

Never underestimate a warrior; the lion in him may be sleeping, but that does not mean he’s dead.

Men write more books. Men give more lectures. Men ask more questions after lectures. Men post more e-mail to Internet discussion groups. To say this is due to patriarchy is to beg the question of the behavior's origin. If men control society, why don't they just shut up and enjoy their supposed prerogatives? The answer is obvious when you consider sexual competition: men can't be quiet because that would give other men a chance to show off verbally. Men often bully women into silence, but this is usually to make room for their own verbal display. If men were dominating public language just to maintain patriarchy, that would qualify as a puzzling example of evolutionary altruism—a costly, risky individual act that helps all of one's sexual competitors (other males) as much as oneself. The ocean of male language that confronts modern women in bookstores, television, newspapers, classrooms, parliaments, and businesses does not necessarily come from a male conspiracy to deny women their voice. It may come from an evolutionary history of sexual selection in which the male motivation to talk was vital to their reproduction.

I am not stopping till my enemies become my friends.

When I see an arrogant man, I see one less competitor.

I’d rather go into a competition as the underdog. Less pressure to perform, and more motivation.

God gave us ground we created a city, God gave us time we need to create a future.

Time is always new, for dreams to come true Destiny is yours, to do what you do Change is different, but only for awhile Free will it always, brings in a whole new style Competition makes, the fight all worth your while

While good strategy content is based on a compelling value proposition for buyers with a robust profit proposition for the organization, sustainable strategy execution is based largely on a motivating-people proposition.

Complements from your companion will do you no good, but if you get complements from your competitors it means you are really doing good.

Talent silences your competition; genius deafens them.

Never despair if you have to start at the bottom; not even the sun rises from the top.

Losing teaches you how to win; winning teaches you how not to lose.

Now, for example, people with freckles aren’t thought of as a minority by the nonfreckled. They aren’t a minority in the sense we’re talking about. And why aren’t they? Because a minority is only thought of as a minority when it constitutes some kind of a threat to the majority, real or imaginary. And no threat is ever quite imaginary. Anyone here disagree with that? If you do, just ask yourself, What would this particular minority do if it suddenly became the majority overnight? You see what I mean? Well, if you don’t – think it over! “All right. Now along come the liberals – including everybody in this room, I trust – and they say, ‘Minorities are just people, like us.’ Sure, minorities are people – people, not angels. Sure, they’re like us – but not exactly like us; that’s the all-too- familiar state of liberal hysteria in which you begin to kid yourself you honestly cannot see any difference between a Negro and a Swede….” (Why, oh why daren’t George say “between Estelle Oxford and Buddy Sorensen”? Maybe, if he did dare, there would be a great atomic blast of laughter, and everybody would embrace, and the kingdom of heaven would begin, right here in classroom. But then again, maybe it wouldn’t.) “So, let’s face it, minorities are people who probably look and act and – think differently from us and hay faults we don’t have. We may dislike the way they look and act, and we may hate their faults. And it’s better if we admit to disliking and hating them than if we try to smear our feelings over with pseudo liberal sentimentality. If we’re frank about our feelings, we have a safety valve; and if we have a safety valve, we’re actually less likely to start persecuting. I know that theory is unfashionable nowadays. We all keep trying to believe that if we ignore something long enough it’ll just vanish…. “Where was I? Oh yes. Well, now, suppose this minority does get persecuted, never mind why – political, economic, psychological reasons. There always is a reason, no matter how wrong it is – that’s my point. And, of course, persecution itself is always wrong; I’m sure we all agree there. But the worst of it is, we now run into another liberal heresy. Because the persecuting majority is vile, says the liberal, therefore the persecuted minority must be stainlessly pure. Can’t you see what nonsense that is? What’s to prevent the bad from being persecuted by the worse? Did all the Christian victims in the arena have to be saints? “And I’ll tell you something else. A minority has its own kind of aggression. It absolutely dares the majority to attack it. It hates the majority–not without a cause, I grant you. It even hates the other minorities, because all minorities are in competition: each one proclaims that its sufferings are the worst and its wrongs are the blackest. And the more they all hate, and the more they’re all persecuted, the nastier they become! Do you think it makes people nasty to be loved? You know it doesn’t! Then why should it make them nice to be loathed? While you’re being persecuted, you hate what’s happening to You, you hate the people who are making it happen; you’re in a world of hate. Why, you wouldn’t recognize love if you met it! You’d suspect love! You’d think there was something behind it – some motive – some trick…

When you can't win by being better, you can win by being different. By combining your skills, you reduce the level of competition, which makes it easier to stand out. You can shortcut the need for a genetic advantage (or for years of practice) by rewriting the rules. A good player works hard to win the game everyone else is playing. A great player creates a new game that favors their strengths and avoids their weaknesses.

When it comes to creating things, I compete with nature not with men.

Competition is what motivates us, but it’s how we compete that drives us to become better—or unhinged.

True champions, like the sun, cannot be eclipsed for long.

I don't consider those competitions fair where judges get to decide the winner, because selected judges quite often are not worthy or qualified enough to make the right decision.

Competition is for losers.

Because the persecuting majority is vile, says the liberal, therefore the persecuted minority must be stainlessly pure...What's to prevent the bad from being persecuted by the worse? Did all the Christian victims on the arena have to be saints? ...A minority has its own kind of aggression. It absolutely dares the majority to attack it. It hates the majority - not without a cause, I grant you. It even hates the other minorities - because all minorities are in competition; each one proclaims that its sufferings are the worst and its wrongs are the blackest. And the more they all hate, and the more they're all persecuted, the nastier they become! Do you think it makes people nasty to be loved? You know it doesn’t! Then why should it make them nice to be loathed? While you’re being persecuted, you hate what’s happening to you, you hate the people who are making it happen; you’re in a world of hate. Why, you wouldn’t recognize love if you met it! You’d suspect love! You’d think there was something behind it—some motive—some trick.

The most important role of managers is to create an environment in which people are passionately dedicated to winning in the marketplace. Fear plays a major role in creating and maintaining such passion. Fear of competition, fear of bankruptcy, fear of being wrong and fear of losing can all be powerful motivators.

Today I will work when others procrastinate, I will confront my fears when others hide from theirs, and I will create solutions when others find excuses; today I refuse to allow my enemies to out work me.

When we donate to a good cause, it “says” to our associates, “Look, I’m willing to spend my resources for the benefit of others. I’m playing a positive-sum, cooperative game with society.” This helps explain why generosity is so important for those who aspire to leadership. No one wants leaders who play zero-sum, competitive games with the rest of society. If their wins are our losses, why should we support them? Instead we want leaders with a prosocial orientation, people who will look out for us because we’re all in it together.

But for most trees, height is all about getting more sun. A forest is an intensely competitive place, and sunlight is a scarce but critical resource. And even when you’re a redwood, the tallest of all tree species, you still have to worry about getting enough sun because you’re in a forest of other redwoods. Often a species’ most important competitor is itself. Thus the redwood is locked in an evolutionary arms race—or in this case, a “height race”—with itself. It grows tall because other redwoods are tall, and if it doesn’t throw most of its effort into growing upward as fast as possible, it will literally wither and die in the shadows of its rivals.

Most of us are continually engaged in some form of pursuit. We are seeking excellence within one or more areas in our lives, and that is the basis of our motivation. It is human nature to have a need to get ahead, need a little something more—it’s in our DNA. Although we may not be certain of what we need at any given moment, we know there’s something. It’s a competitive itch and desire to improve that never goes away.

Competition in business is a blessing, for without it, we wouldn't be motivated to improve.

If the reason of your sleeplessness is competition, then you will make a successful businessman.

If there was no such thing as 'Competition' , would there be such a thing as 'Success

Knowledge imparts a sense of authority. It will help you stand out and give you an edge over your competition.

If you are a winner by the judgements of few judges and not by your performance, you are not a real winner.

In the presence of the sun nobody sees the stars; excel, and you too will eclipse your competition.

Compete with yourself until the only one left to compete with is yourself.

If you don’t plant any seed today. You will be bitter, petty and have jealous , When others are harvesting what they planted. If you do nothing , don't expect to be something.

Competition might motivate you at first, urging you to expend more dollars and energy to win. But if competition leads you down the wrong path, you’ll be stuck playing someone else’s game.

Society is competitive and some feel inferior and are jealous of others. This motivates them to believe and spread lies. They satisfy their malevolence to lift themselves. In the world I want to live in, any form of gossip should be illegal and people should talk only about arts and sciences.

MY FIVE DOS FOR GETTING BACK INTO THE GAME: 1. Do expect defeat. It’s a given when the stakes are high and the competition is working ferociously to beat you. If you’re surprised when it happens, you’re dreaming; dreamers don’t last long. 2. Do force yourself to stop looking backward and dwelling on the professional “train wreck” you have just been in. It’s mental quicksand. 3. Do allow yourself appropriate recovery—grieving—time. You’ve been knocked senseless; give yourself a little time to recuperate. A keyword here is “little.” Don’t let it drag on. 4. Do tell yourself, “I am going to stand and fight again,” with the knowledge that often when things are at their worst you’re closer than you can imagine to success. Our Super Bowl victory arrived less than sixteen months after my “train wreck” in Miami. 5. Do begin planning for your next serious encounter. The smallest steps—plans—move you forward on the road to recovery. Focus on the fix. MY FIVE DON’TS: 1. Don’t ask, “Why me?” 2. Don’t expect sympathy. 3. Don’t bellyache. 4. Don’t keep accepting condolences. 5. Don’t blame others.

People play differently when they’re keeping score,” the 4DX authors explain. They then elaborate that when attempting to drive your team’s engagement toward your organization’s wildly important goal, it’s important that they have a public place to record and track their lead measures. This scoreboard creates a sense of competition that drives them to focus on these measures, even when other demands vie for their attention. It also provides a reinforcing source of motivation. Once the team notices their success with a lead measure, they become invested in perpetuating this performance.

There is more competition to achieve a job, but very less competition to achieve the glory.

Don't compete with your friends to win a date with few beautiful girls, but compete to win few beautiful goals.

Teams that spend a lot of time learning the tricks of the trade will probably never really learn the trade.

Like an energy even an opportunity cannot be destroyed, if you don't accept, it goes to someone else.

Step up your game and success will step up to you.

One of the golden rules of success is to treat everything like a competition.

The art of lateral thinking in a team is key, in order to gain a competitive advantage.

We still have people who are proud of hating others. Not knowing that their stress,depression, suffering and sleepless nights comes from that hate.

There are two kinds of people: those who do the work and those who take the credit. Try to be in the first group; there is less competition there.

Competition in business is a blessing, for without it, we wouldn’t be motivated to improve.

Doing your homework and being well prepared for appointments is one of the most powerful ways to set yourself apart from your competition to gain and retain new clients.

This life exists as a competition with oneself - no one else.

Rather than reacting to every obstacle or dashed expectation, incorporate the event into your overall plan. Real life setbacks like rejections, broken promises, and unfair disadvantages will happen. Rethink the meaning behind the emotional triggers and how your reaction will further your purpose. Manage emotions by recognizing their place, but do not allow them to control your moves.

THE SEVEN TRAITS OF ELITE CAPTAINS 1. Extreme doggedness and focus in competition. 2. Aggressive play that tests the limits of the rules. 3. A willingness to do thankless jobs in the shadows. 4. A low-key, practical, and democratic communication style. 5. Motivates others with passionate nonverbal displays. 6. Strong convictions and the courage to stand apart. 7. Ironclad emotional control.

Don't misunderstand me, I'm not totally uncompetitive. It's just that, for some reason, I never cared all that much whether I beat others or lost to them. This sentiment remained pretty much unchanged after I grew up. It doesn't matter what field you're talking about, beating somebody else just doesn't do it for me. I'm much more interested in whether I reach the goals that I set for myself.

It is a wonderful quirk of our species that the incentives of social life don’t reward strictly ruthless behavior. Leaders who are too domineering are often penalized. Rampant lying and cheating are often caught and punished. Freeloaders frequently get the boot. At the same time, people are often positively rewarded—with friendship, social status, a better reputation—for their service to others. As if our oversized brains and hairless skin didn’t make us an uncanny enough species, our genes long ago decided that, in the relentless competition to survive and reproduce, their best strategy was to build ethical brains.

And I'll tell you something else. A minority has its own kind of aggression. It absolutely dares the majority to attack it. It hates the majority - not without a cause, I grant you. It even hates the other minorities, because all minorities are in competition: each one proclaims that its sufferings are the worst and its wrongs are the blackest. And the more they all hate, and the more they're all persecuted, the nastier they become! Do you think it makes people nasty to be loved? You know it doesn't! Then why should it make them nice to be loathed? While you're being persecuted, you hate what's happening to you, you hate the people who are making it happen; you're in a world of hate. Why, you wouldn't recognize love if you met it! You'd suspect love! You'd think there was something behind it - some motive - some trick....

Production is carried on for profit, not for use. There is no provision that all those able and willing to work will always be in a position to find employment; an “army of unemployed” almost always exists. The worker is constantly in fear of losing his job. Since unemployed and poorly paid workers do not provide a profitable market, the production of consumers’ goods is restricted, and great hardship is the consequence. Technological progress frequently results in more unemployment rather than in an easing of the burden of work for all. The profit motive, in conjunction with competition among capitalists, is responsible for an instability in the accumulation and utilization of capital which leads to increasingly severe depressions. Unlimited competition leads to a huge waste of labor, and to that crippling of the social consciousness of individuals which I mentioned before.

I use “anticapitalist” because conservative defenders of capitalism regularly say their liberal and socialist opponents are against capitalism. They say efforts to provide a safety net for all people are “anticapitalist.” They say attempts to prevent monopolies are “anticapitalist.” They say efforts that strengthen weak unions and weaken exploitative owners are “anticapitalist.” They say plans to normalize worker ownership and regulations protecting consumers, workers, and environments from big business are “anticapitalist.” They say laws taxing the richest more than the middle class, redistributing pilfered wealth, and guaranteeing basic incomes are “anticapitalist.” They say wars to end poverty are “anticapitalist.” They say campaigns to remove the profit motive from essential life sectors like education, healthcare, utilities, mass media, and incarceration are “anticapitalist.” In doing so, these conservative defenders are defining capitalism. They define capitalism as the freedom to exploit people into economic ruin; the freedom to assassinate unions; the freedom to prey on unprotected consumers, workers, and environments; the freedom to value quarterly profits over climate change; the freedom to undermine small businesses and cushion corporations; the freedom from competition; the freedom not to pay taxes; the freedom to heave the tax burden onto the middle and lower classes; the freedom to commodify everything and everyone; the freedom to keep poor people poor and middle-income people struggling to stay middle income, and make rich people richer. The history of capitalism—of world warring, classing, slave trading, enslaving, colonizing, depressing wages, and dispossessing land and labor and resources and rights—bears out the conservative definition of capitalism.

Trends working at least marginally towards the implantation of a very narrow range of attitudes, memories, and opinions include control of major television networks and newspapers by a small number of similarly motivated powerful corporation and individuals, the disappearance of competitive daily newspapers in many cities, the replacement of substantive debate by sleaze in political campaigns, and episodic erosion of the principal of the separation of powers.

When you see the extent to which people try, like the tremors of a ballet dancer, or the intensity of a pianist, or a mural containing the details of tiny little people making up the background-- you see the vulnerable extension of our private selves. There is an element inside us and it wavers between beauty and madness. You know it when you see it, like a hyperactive atom bouncing in a tube. It is like trying, really trying, and when we do, we are in our most honest forms. When we reach, we expose the contents of the human spirit. The more often we see it spill, the more encouraged we are to go further. And we can go further than others, in joyous competition. After all, it is called the human race, no?

But the greatest paradox of the sport has to do with the psychological makeup of the people who pull the oars. Great oarsmen and oarswomen are necessarily made of conflicting stuff—of oil and water, fire and earth. On the one hand, they must possess enormous self-confidence, strong egos, and titanic willpower. They must be almost immune to frustration. Nobody who does not believe deeply in himself or herself—in his or her ability to endure hardship and to prevail over adversity—is likely even to attempt something as audacious as competitive rowing at the highest levels. The sport offers so many opportunities for suffering and so few opportunities for glory that only the most tenaciously self-reliant and self-motivated are likely to succeed at it. And yet, at the same time—and this is key—no other sport demands and rewards the complete abandonment of the self the way that rowing does. Great crews may have men or women of exceptional talent or strength; they may have outstanding coxswains or stroke oars or bowmen; but they have no stars. The team effort—the perfectly synchronized flow of muscle, oars, boat, and water; the single, whole, unified, and beautiful symphony that a crew in motion becomes—is all that matters. Not the individual, not the self.

The strangest of all the doctrines of the cult of competition, in which admittedly there must be losers as well as winners, is that the result of competition is inevitably good for everybody, that altruistic ends may be met by a system without altruistic motives or altruistic means.

Reasoning systematically, Marx was one of the few socialists to understand that economic competition, motivated by "greed," was what drove prices down under capitalism, as capitalists ceaselessly searched for more profits by seeking cheaper ways of producing than those possessed by their fellow capitalist rivals. Mutual competition ensured that capitalists were in no position simply to tack higher profits onto production costs. Therefore, as production costs were driven down throughout an industry, prices tended to be driven down as well, to the benefit of the consuming public.

Self-oriented people are inclusive only of those they believe will further their own motives and causes. More evolved people understand that inclusivity is the most productive and positive way to be. As such, their endeavours are life-enhancing, successful, and significantly contributory. Truly inclusive people do not gossip, listen to gossip, seek to pull other people down, view competition as a play of personal power, or try to gain benefit from someone else’s suffering. Instead, their eyes, mind, and talents are directed towards whatever is best for everyone in any given situation.

I have a distinct air of myself standing amidst such a crowd of people. My eyes set above, looking at the tall building if it bespeaks a promising note. I don’t know how fair is life, All I know is I have a plan to alter the face of it, the way I choose. A purpose, a driving motive, and an obsession.

You have a filter, a characteristic way of responding to the world around you. We all do. Your filter tells you which stimuli to notice and which to ignore; which to love and which to hate. It creates your innate motivations — are you competitive, altruistic, or ego driven? It defines how you think — are you disciplined or laissez-faire, practical or strategic? It forges your prevailing attitudes — are you optimistic or cynical, calm or anxious, empathetic or cold? It creates in you all of your distinct patterns of thought, feeling, and behavior. In effect, your filter is the source of your talents.

I have seen people with a particularly acute sensitivity to petty tyranny and over-aggressive competitiveness restrict within themselves all the emotions that might give rise to such things. Often they are people whose fathers were excessively angry and controlling. Psychological forces are never unidimensional in their value, however, and the truly appalling potential of anger and aggression to produce cruelty and mayhem are balanced by the ability of those primordial forces to push back against oppression, speak truth, and motivate resolute movement forward in times of strife, uncertainty and danger.

rapacious. To look for a continuation of harmony between a number of independent, unconnected sovereignties in the same neighborhood, would be to disregard the uniform course of human events, and to set at defiance the accumulated experience of ages. The causes of hostility among nations are innumerable. There are some which have a general and almost constant operation upon the collective bodies of society. Of this description are the love of power or the desire of pre-eminence and dominion—the jealousy of power, or the desire of equality and safety. There are others which have a more circumscribed though an equally operative influence within their spheres. Such are the rivalships and competitions of commerce between commercial nations. And there are others, not less numerous than either of the former, which take their origin entirely in private passions; in the attachments, enmities, interests, hopes, and fears of leading individuals in the communities of which they are members. Men of this class, whether the favorites of a king or of a people, have in too many instances abused the confidence they possessed; and assuming the pretext of some public motive, have not scrupled to sacrifice the national tranquillity to personal advantage or personal gratification.

He wrote extensively on how schools should be made more attractive to boys and girls and thus more productive. His own co-educational school at Santiniketan had many progressive features. The emphasis here was on self-motivation rather than on discipline, and on fostering intellectual curiosity rather than competitive excellence.

The behaviour of the individual capitalist does not depend on 'the good or ill will of the individual' because 'free competition brings out the inherent laws of capitalist production, in the shape of external coercive laws having power over every individual capitalist' (Capital, vol. 1, p. 270). In so far as individuals adopt the role of capitalist, they are forced to internalize the profit-seeking motive as part of their subjective being. Avarice and greed, and the predilections of the miser, find scope for expression in such a context, but capitalism is not founded on such character traits — competition imposes them willy-nilly on the unfortunate participants.

Trends working at least marginally towards the implantation of a very narrow range of attitudes, memories and opinions include control of major television networks and newspapers by a small number of similarly motivated powerful corporations and individuals, the disappearance of competitive daily newspapers in many cities, the replacement of substantive debate by sleaze in political campaigns, and episodic erosion of the principle of the separation of powers. It is estimated (by the American media expert Ben Bagditrian) that fewer than two dozen corporations control more than half of the global business in daily newspapers, magazines, television, books and movies!

Our study suggests that given the right culture, women are as competitively inclined as men, and even more so in many situations. Competitiveness, then, is not only set by evolutionary forces that dictate that men are naturally more so inclined than women. The average woman will compete more than the average man if the right cultural incentives are in place.

Strategy can seem mystical and mysterious. It isn't. It is easily defined. It is a set of choices about winning. Again, it is an integrated set of choices that uniquely positions the firm in its industry so as to create sustainable advantage and superior value relative to the competition. Specifically, strategy is the answer to these five interrelated questions: 1. What is your winning aspiration? The purpose of your enterprise, its motivating aspiration. 2. Where will you play? A playing field where you can achieve that aspiration. 3. How will you win? The way you will win on the chosen playing field. 4. What capabilities must be in place? The set and configuration of capabilities required to win in the chosen way. 5. What management systems are required? The systems and measures that enable the capabilities and support the choices. These choices and the relationship between them can be understood as a reinforcing cascade, with the choices at the top of the cascade setting the context for the choices below, and choices at the bottom influencing and refining the choices above.

CEO Gil Amelio stumbled. Ellison may have been baffled when Jobs insisted that he was not motivated by money, but it was partly true. He had neither Ellison’s conspicuous consumption needs nor Gates’s philanthropic impulses nor the competitive urge to see how high on the Forbes list he could get. Instead his ego needs and personal drives led him to seek fulfillment by creating a legacy that would awe people. A dual legacy, actually: building innovative products and building a lasting company. He wanted to be in the pantheon with, indeed a notch above, people like Edwin Land, Bill Hewlett, and David Packard. And the best way to achieve all this was to return to Apple and reclaim his kingdom. And yet when the cup of power neared his lips, he became strangely hesitant, reluctant, perhaps coy. He returned to Apple officially in January 1997 as a part-time advisor, as he had told Amelio he would. He began to assert himself in some personnel areas, especially in protecting his people who had made the transition from NeXT. But in most other ways he was unusually passive. The decision not to ask him to join the board offended him, and he felt demeaned

As for having reached the top, with only one way to go from there, Lee had a point, no? I mean, if you cannot repeat a once-in-a-lifetime miracle—if you can never again reach the top—then why bother creating at all? Well, I can actually speak about this predicament from personal experience, because I myself was once “at the top”—with a book that sat on the bestseller list for more than three years. I can’t tell you how many people said to me during those years, “How are you ever going to top that?” They’d speak of my great good fortune as though it were a curse, not a blessing, and would speculate about how terrified I must feel at the prospect of not being able to reach such phenomenal heights again. But such thinking assumes there is a “top”—and that reaching that top (and staying there) is the only motive one has to create. Such thinking assumes that the mysteries of inspiration operate on the same scale that we do—on a limited human scale of success and failure, of winning and losing, of comparison and competition, of commerce and reputation, of units sold and influence wielded. Such thinking assumes that you must be constantly victorious—not only against your peers, but also against an earlier version of your own poor self. Most dangerously of all, such thinking assumes that if you cannot win, then you must not continue to play. But what does any of that have to do with vocation? What does any of that have to do with the pursuit of love? What does any of that have to do with the strange communion between the human and the magical? What does any of that have to do with faith? What does any of that have to do with the quiet glory of merely making things, and then sharing those things with an open heart and no expectations?

Healthy competition is not detrimental to our well-being and progress. It is advantageous. It highlights the skills that others have. It’s a teaching and motivating device. It helps us to see the weaker areas within ourselves that need improvement. Other people’s strengths are not disadvantageous to us. They can inspire and push us to develop those same elements within our own being. Turn the flame of jealousy into the fire of self-improvement.

The most important lesson I took away from my year on the competitive memory circuit was not the secret to learning poetry by heart, but rather something far more global and, in a way, far more likely to be of service in my life. My experience had validated the old saw that practice makes perfect. But only if it's the right kind of concentrated, self-conscious, deliberate practice. I'd learned firsthand that with focus, motivation, and, above all, time, the mind can be trained to do extraordinary things.

Eliciting peak performance means going up against something or somebody. Let me give you a simple example. For years the performance of the Intel facilities maintenance group, which is responsible for keeping our buildings clean and neat, was mediocre, and no amount of pressure or inducement seemed to do any good. We then initiated a program in which each building’s upkeep was periodically scored by a resident senior manager, dubbed a “building czar.” The score was then compared with those given the other buildings. The condition of all of them dramatically improved almost immediately. Nothing else was done; people did not get more money or other rewards. What they did get was a racetrack, an arena of competition. If your work is facilities maintenance, having your building receive the top score is a powerful source of motivation. This is key to the manager’s approach and involvement: he has to see the work as it is seen by the people who do that work every day and then create indicators so that his subordinates can watch their “racetrack” take shape.

The key questions answered by tipping point leaders are as follows: What factors or acts exercise a disproportionately positive influence on breaking the status quo? On getting the maximum bang out of each buck of resources? On motivating key players to aggressively move forward with change? And on knocking down political roadblocks that often trip up even the best strategies? By single-mindedly focusing on points of disproportionate influence, tipping point leaders can topple the four hurdles that limit execution of blue ocean strategy. They can do this fast and at low cost. Let

Feedback works well when it provides useful information that can guide future learning. If feedback tells you what you’re doing wrong or how to fix it, it can be a potent tool. But feedback often backfires when it is aimed at a person’s ego. Praise, a common type of feedback that teachers often use (and students enjoy), is usually harmful to further learning. When feedback steers into evaluations of you as an individual (e.g., “You’re so smart!” or “You’re lazy”), it usually has a negative impact on learning. Further, even feedback that includes useful information needs to be correctly processed as a motivator and tool for learning.

Feminist “theory,” as it is grandiloquently called, is simply whatever the women in the movement come up with in post facto justification of their attitudes and emotions. A heavy focus on feminist doctrine seems to me symptomatic of the rationalist fallacy: the assumption that people are motivated primarily by beliefs. If they were, the best way to combat an armed doctrine would indeed be to demonstrate that its beliefs are false. (…) A feminist in the strict and proper sense may be defined as a woman who envies the male role. By the male role I mean, in the first place, providing, protecting, and guiding rather than nurturing and assisting. This in turn envolves relative independence, action, and competition in the larger impersonal society outside the family, the use of language for communication and analysis (rather than expressiveness or emotional manipulation), and deliberate behavior aiming at objective achievement (rather than the attainment of pleasant subjective states) and guided by practical reasoning (rather than emotional impulse). Both feminist and nonfeminist women sense that these characteristically male attributes have a natural primacy over their own. I prefer to speak of“primacy” rather than superiority in this context since both sets of traits are necessary to propagate the race. One sign of male primacy is that envy of the female role by men is virtually nonexistent — even, so far as I know, among homosexuals. Normal women are attracted to male traits and wish to partner with a man who possesses them. (…) The feminists’ response to the primacy of male traits, on the other hand, is a feeling of inadequacy in regard to men—a feeling ill-disguised by defensive assertions of her “equality.”She desires to possess masculinity directly, in her own person, rather than partnering with a man. That is what leads her into the spiritual cul de sac of envy. And perhaps even more than she envies the male role itself, the feminist covets the external rewards attached to its successful performance: social status, recognition, power, wealth, and the chance to control wealth directly (rather than be supported).

Conflict and differences. People share so much in common, yet are so magnificently different. They think differently; they have different and sometimes competing values, motivations, and objectives. Conflicts naturally arise out of these differences. Society’s competitive approach to resolving the conflict and differences tends to center on “winning as much as you can.” Though much good has come from the skillful art of compromise, where both sides give on their positions until an acceptable middle point is reached, neither side ends up truly pleased. What a waste to have differences drive people to the lowest common denominator between them! What a waste to fail to unleash the principle of creative cooperation in developing solutions to problems that are better than either party’s original notion!

He remembers how someone – he forgets who – once said in a sarcastic tone, “Isn’t she just Little Miss Sweetness and Light?” – and it was a statement that put him off proposing. It made him seriously reassess his options. He didn’t want to be with someone others saw as overly-moral because he has flaws, he has weaknesses. How would his mistakes compare to her virtuousness? She used to dislike the competitiveness at work, the way she claimed she could never really make friends with anyone because everything was always so fake and cut-throat and he used to berate her for it, used to tell her to accept it, to realise the truth about life and relationships – but she wouldn’t take it. She was always thinking too hard about everything, always questioning her motives. Surely, if he’d married her, she’d have started questioning his.

However people sincerely call on me, I come to them and fulfill their hearts’ desires. They use many paths to reach me. It might sound philosophical, but we can make it a little clearer by saying that God, the Supreme One, the Incarnation, is not a person. Then what is God? Simplest to understand is that God is the peace in us. We are born with joy. We are peace and joy personified. We are purity personified. Unfortunately we seem to be ignoring that. We’re ignorant of our own true nature. So we run after things to make us happy and to find peace. Behind all our efforts, our basic motive is to find happiness and thus to find peace. All our actions are for that good. They need not be religious. We’re all working toward that happiness. Even all these wars, fights and competition are ways people look for happiness. Even when people steal things, they think they’re going to be happy by stealing. So the ultimate motive behind all our actions is to find that joy and peace. That’s what Krishna means when he says, “Whatever people do, ultimately their interest is in me.” When he says “me,” it means that peace: “I am that joy. I am eternal. Unfortunately many don’t realize that I, as peace, am already there in them.” Sometimes you put on your earrings and then forget them. Then you spend hours pulling out all the drawers until somebody comes, pinches your ears and says, “Here they are.” It’s the same way spiritually. Peace, or your true Self, is something subjective. You look about for it outside of you as some object, something different from you. That’s why you miss it. If occasionally you seem to be enjoying some happiness or peace, that’s nothing but a reflection of your own peace within.

The expectation of a reward or evaluation, even a positive evaluation, squelched creativity. She calls this phenomenon the intrinsic theory of motivation. Stated simply: “People will be most creative when they feel motivated primarily by interest, enjoyment, satisfaction, and the challenge of the work itself—not by external pressures.” She warns that many schools and corporations, by placing such emphasis on rewards and evaluation, are inadvertently suppressing creativity. It’s a compelling theory, and one that, intuitively, makes sense. Who hasn’t felt creatively liberated writing in a private diary or doodling in a notebook, knowing no one will ever see these zany scribbles? The theory, though, doesn’t always jibe with the real world. If we are only motivated by the sheer joy of an activity, why do athletes perform better in the heat of competition rather than during training sessions? Why did Mozart abandon works in progress because his

What motivates Olympic athletes to train for years for one event—in some cases, for just seconds of actual competition? It’s the same thing that kept my friend Pete nosing around old bookstores for years. It’s the same thing that makes a person venture out of a comfortable job to start a new business. We see it in the artist who spends day after day in a studio chipping away at a block of stone. Look closely and you’ll find it in the shopper who passes up the good deal in search of the best deal. It’s one of the things that makes us most human. We consciously pursue what we value. It’s not simply a matter of being driven by biology or genetics or environmental conditioning to satisfy instinctive cravings. Rather, we perceive something, prize it at a certain value, then pursue it according to that assigned value because we were created that way. This ability to perceive, prize, and pursue is part of our essential humanness, and it’s the essence of ambition.

9. HUMAN RIGHTS [70:9.1] Nature confers no rights on man, only life and a world in which to live it. Nature does not even confer the right to live, as might be deduced by considering what would likely happen if an unarmed man met a hungry tiger face to face in the primitive forest. Society's prime gift to man is security. [70:9.2] Gradually society asserted its rights and, at the present time, they are Assurance of food supply. Military defense—security through preparedness. Internal peace preservation—prevention of personal violence and social disorder. Sex control—marriage, the family institution. Property—the right to own. Fostering of individual and group competition. Provision for educating and training youth. Promotion of trade and commerce—industrial development. Improvement of labor conditions and rewards. The guarantee of the freedom of religious practices to the end that all of these other social activities may be exalted by becoming spiritually motivated.

World-class runners, of course, want to outdo their closest rivals, but for your average, everyday runner, individual rivalry isn't a major issue. I'm sure there are garden-variety runners whose desire to beat a particular rival spurs them on to train harder. But what happens if their rival, for whatever reason, drops out of the competition? Their motivation for running would disappear or at least diminish, and it'd be hard for them to remain runners for long. Most ordinary runners are motivated by an individual goal, more than anything: namely, a time they want to beat. As long as he can beat that time, a runner will feel he's accomplished what he set out to do, and if he can't then he'll feel he hasn't. Even if he doesn't break the time he'd hoped for, as long as he has the sense of satisfaction at having done his very best-- and, possibly, having made some significant discovery about himself in the process-- then that in itself is an accomplishment, a positive feeling he can carry over to the next race.

I've defined myself, privately and abstractly, by my brief, intense years as an athlete, a swimmer. I practiced five or six hours a day, six days a week, eating and sleeping as much as possible in between. Weekends were spent either training or competing. I wasn't the best; I was relatively fast. I trained, ate, traveled, and showered with the best in the country, but wasn't the best; I was pretty good. I liked how hard swimming at that level was- that I could do something difficult and unusual. Liked knowing my discipline would be recognized, respected, that I might not be able to say the right things or fit in, but I could do something well. I wanted to believe that I was talented; being fast was proof. Though I loved racing, the idea of fastest, of number one, of the Olympics, didn't motivate me. I still dream of practice, of races, coaches and blurry competitors. I'm drawn to swimming pools, all swimming pools, no matter how small or murky. When I swim now, I step into the water as though absentmindedly touching a scar. My recreational laps are phantoms of my competitive races

A common problem plagues people who try to design institutions without accounting for hidden motives. First they identify the key goals that the institution “should” achieve. Then they search for a design that best achieves these goals, given all the constraints that the institution must deal with. This task can be challenging enough, but even when the designers apparently succeed, they’re frequently puzzled and frustrated when others show little interest in adopting their solution. Often this is because they mistook professed motives for real motives, and thus solved the wrong problems. Savvy institution designers must therefore identify both the surface goals to which people give lip service and the hidden goals that people are also trying to achieve. Designers can then search for arrangements that actually achieve the deeper goals while also serving the surface goals—or at least giving the appearance of doing so. Unsurprisingly, this is a much harder design problem. But if we can learn to do it well, our solutions will less often meet the fate of puzzling disinterest. We should take a similar approach when reforming a preexisting institution by first asking ourselves, “What are this institution’s hidden functions, and how important are they?” Take education, for example. We may wish for schools that focus more on teaching than on testing. And yet, some amount of testing is vital to the economy, since employers need to know which workers to hire. So if we tried to cut too much from school’s testing function, we could be blindsided by resistance we don’t understand—because those who resist may not tell us the real reasons for their opposition. It’s only by understanding where the resistance is coming from that we have any hope of overcoming it. Not all hidden institutional functions are worth facilitating, however. Some involve quite wasteful signaling expenditures, and we might be better off if these institutions performed only their official, stated functions. Take medicine, for example. To the extent that we use medical spending to show how much we care (and are cared for), there are very few positive externalities. The caring function is mostly competitive and zero-sum, and—perhaps surprisingly—we could therefore improve collective welfare by taxing extraneous medical spending, or at least refusing to subsidize it. Don’t expect any politician to start pushing for healthcare taxes or cutbacks, of course, because for lawmakers, as for laypeople, the caring signals are what makes medicine so attractive. These kinds of hidden incentives, alongside traditional vested interests, are what often make large institutions so hard to reform. Thus there’s an element of hubris in any reform effort, but at least by taking accurate stock of an institution’s purposes, both overt and covert, we can hope to avoid common mistakes. “The curious task of economics,” wrote Friedrich Hayek, “is to demonstrate to men how little they really know about what they imagine they can design.”8

Performance measure. Throughout this book, the term performance measure refers to an indicator used by management to measure, report, and improve performance. Performance measures are classed as key result indicators, result indicators, performance indicators, or key performance indicators. Critical success factors (CSFs). CSFs are the list of issues or aspects of organizational performance that determine ongoing health, vitality, and wellbeing. Normally there are between five and eight CSFs in any organization. Success factors. A list of 30 or so issues or aspects of organizational performance that management knows are important in order to perform well in any given sector/ industry. Some of these success factors are much more important; these are known as critical success factors. Balanced scorecard. A term first introduced by Kaplan and Norton describing how you need to measure performance in a more holistic way. You need to see an organization’s performance in a number of different perspectives. For the purposes of this book, there are six perspectives in a balanced scorecard (see Exhibit 1.7). Oracles and young guns. In an organization, oracles are those gray-haired individuals who have seen it all before. They are often considered to be slow, ponderous, and, quite frankly, a nuisance by the new management. Often they are retired early or made redundant only to be rehired as contractors at twice their previous salary when management realizes they have lost too much institutional knowledge. Their considered pace is often a reflection that they can see that an exercise is futile because it has failed twice before. The young guns are fearless and precocious leaders of the future who are not afraid to go where angels fear to tread. These staff members have not yet achieved management positions. The mixing of the oracles and young guns during a KPI project benefits both parties and the organization. The young guns learn much and the oracles rediscover their energy being around these live wires. Empowerment. For the purposes of this book, empowerment is an outcome of a process that matches competencies, skills, and motivations with the required level of autonomy and responsibility in the workplace. Senior management team (SMT). The team comprised of the CEO and all direct reports. Better practice. The efficient and effective way management and staff undertake business activities in all key processes: leadership, planning, customers, suppliers, community relations, production and supply of products and services, employee wellbeing, and so forth. Best practice. A commonly misused term, especially because what is best practice for one organization may not be best practice for another, albeit they are in the same sector. Best practice is where better practices, when effectively linked together, lead to sustainable world-class outcomes in quality, customer service, flexibility, timeliness, innovation, cost, and competitiveness. Best-practice organizations commonly use the latest time-saving technologies, always focus on the 80/20, are members of quality management and continuous improvement professional bodies, and utilize benchmarking. Exhibit 1.10 shows the contents of the toolkit used by best-practice organizations to achieve world-class performance. EXHIBIT 1.10 Best-Practice Toolkit Benchmarking. An ongoing, systematic process to search for international better practices, compare against them, and then introduce them, modified where necessary, into your organization. Benchmarking may be focused on products, services, business practices, and processes of recognized leading organizations.