Criticism Leads To Success Quotes

When all seems to be against you, remember, a ship sometimes has to sail against the current, not with it.

If there is any indication of how an author and her books can affect change, look at the proof of her works on society. And ignore the critics and the trolls. -Strong by Kailin Gow on How Her Indie Success helped motivate and inspired others to become authors and how her books with strong women leads helped the film industry to portray more strong women leads

If your organization requires success before commitment, it will never have either. Part of leadership (a big part of it, actually) is the ability to stick with the dream for a long time. Long enough that the critics realize that you're going to get there one way or another...so they follow.

So, execution is really the critical part of a successful strategy. Getting it done, getting it done right, getting it done better than the next person is far more important than dreaming up new visions of the future.

Don’t let mediocre people talk you out of your dreams; lions have little in common with sheep.

Simply changing one three-letter word can often spell the difference between failure and success in changing people without giving offense or arousing resentment. Many people begin their criticism with sincere praise followed by the word “but” and ending with a critical statement. For example, in trying to change a child’s careless attitude toward studies, we might say, “We’re really proud of you, Johnnie, for raising your grades this term. But if you had worked harder on your algebra, the results would have been better.” In this case, Johnnie might feel encouraged until he heard the word “but.” He might then question the sincerity of the original praise. To him, the praise seemed only to be a contrived lead-in to a critical inference of failure. Credibility would be strained, and we probably would not achieve our objectives of changing Johnnie’s attitude toward his studies. This could be easily overcome by changing the word “but” to “and.” “We’re really proud of you, Johnnie, for raising your grades this term, and by continuing the same conscientious efforts next term, your algebra grade can be up with all the others.

Nobody likes to fail, but there is a difference between a normal aversion to failure and an intense fear of failure. Aversion to failure motivates us to take necessary precautions and to work harder to achieve success. By contrast, intense fear of failure often handicaps us, making us reject failure so vigorously that we cannot take the risks that are necessary for growth. This fear not only compromises our performance but jeopardizes our overall psychological well-being. Failure is an inescapable part of life and a critically important part of any successful life. We learn to walk by falling, to talk by babbling, to shoot a basket by missing, and to color the inside of a square by scribbling outside the box. Those who intensely fear failing end up falling short of their potential. We either learn to fail or we fail to learn.

Put simply, because many professionals are almost always successful at what they do, they rarely experience failure. And because they have rarely failed, they have never learned how to learn from failure. … [T]hey become defensive, screen out criticism, and put the “blame” on anyone and everyone but themselves. In short, their ability to learn shuts down precisely at the moment they need it the most.

If your organization requires success before commitment, it will never have either. Part of leadership (a big part of it, actually) is the ability to stick with the dream for a long time. Long enough that the critics realize that you’re going to get there one way or another…so they follow.

These changes, I believe, can be the basis of a true Islamic Reformation, one that progresses to the twenty-first century rather than regresses to the seventh. Some of these changes may strike readers as too fundamental to Islamic belief to be feasible. But like the partition walls or superfluous stairways that a successful renovation removes, they can in fact be modified without causing the entire structure to collapse. Indeed, I believe these modifications will actually strengthen Islam by making it easier for Muslims to live in harmony with the modern world. It is those hell-bent on restoring it to its original state who are much more likely to lead Islam to destruction. Here again are my five theses, nailed to a virtual door: 1. Ensure that Muhammad and the Qur’an are open to interpretation and criticism. 2. Give priority to this life, not the afterlife. 3. Shackle sharia and end its supremacy over secular law. 4. End the practice of “commanding right, forbidding wrong.” 5. Abandon the call to jihad. In the chapters that follow, I will explore the source of the ideas and doctrines in question and evaluate the prospects for reforming them. For now, we may simply note that they are closely interrelated.

Oh, it is true enough. I may as well be hung for a sheep as a lamb (an old country saying, not of much account, but it will do for a rough soldier), and so I will speak my mind, regardless of your pleasure, and without hoping or intending to get your pardon. Why, Miss Everdene, it is in this manner that your good looks may do more harm than good in the world." The sergeant looked down the mead in critical abstraction. "Probably some one man on an average falls in love with each ordinary woman. She can marry him: he is content, and leads a useful life. Such women as you a hundred men always covet—your eyes will bewitch scores on scores into an unavailing fancy for you—you can only marry one of that many. Out of these say twenty will endeavour to drown the bitterness of despised love in drink; twenty more will mope away their lives without a wish or attempt to make a mark in he world, because they have no ambition apart from their attachment to you; twenty more—the susceptible person myself possibly among them—will be always draggling after you, getting where they may just see you, doing desperate things. Men are such constant fools! The rest may try to get over their passion with more or less success. But all these men will be saddened. And not only those ninety-nine men, but the ninety-nine women they might have married are saddened with them. There's my tale. That's why I say that a woman so charming as yourself, Miss Everdene, is hardly a blessing to her race.

This is why a woman needs to combine niceness with insistence, a style that Mary Sue Coleman, president of the University of Michigan, calls “relentlessly pleasant.”22 This method requires smiling frequently, expressing appreciation and concern, invoking common interests, emphasizing larger goals, and approaching the negotiation as solving a problem as opposed to taking a critical stance.23 Most negotiations involve drawn-out, successive moves, so women need to stay focused … and smile.

Delegate judiciously: This is another incredibly important lesson for leading. A finance billionaire once told me that to scale a business you have to know how to delegate: “A great employee will do something 80 percent the same way you would do it. The last 20 percent is their personal take on the deliverable. There’s a 50 percent chance that your way would be the right way and a 50 percent chance that their way is better. They’re not going to do it 100 percent the same way you would, but you have to hope that you hire people who will do things better than you would, who will try things that are smartly conceived. You have to get comfortable with people doing things 80 percent the way you would have done them in order to scale a business.” The ability to delegate smartly is critical.

Mental toughness is the ability to focus on and execute solutions, especially in the face of adversity. Greatness rarely happens on accident. If you want to achieve excellence, you will have to act like you really want it. How? Quite simply: by dedicating time and energy into consistently doing what needs to be done. Excuses are the antithesis of accountability. Important decisions aren’t supposed to be easy, but don’t let that stop you from making them. When it comes to decisions, decide to always decide. The second we stop growing, we start dying. Stagnation easily morphs into laziness, and once a person stops trying to grow and improve, he or she is nothing more than mediocre. Develop the no-excuse mentality. Do not let anything interrupt those tasks that are most critical for growth in the important areas of your life. Find a way, no matter what, to prioritize your daily process goals, even when you have a viable excuse to justify not doing it. “If you don’t evaluate yourself, how in the heck are you ever going to know what you are doing well and what you need to improve? Those who are most successful evaluate themselves daily. Daily evaluation is the key to daily success, and daily success is the key to success in life. If you want to achieve greatness, push yourself to the limits of your potential by continuously looking for improvements. Within 60 seconds, replace all problem-focused thought with solution-focused thinking. When people focus on problems, their problems actually grow and reproduce. When you train your mind to focus on solutions, guess what expands? Talking about your problems will lead to more problems, not to solutions. If you want solutions, start thinking and talking about your solutions. Believe that every problem, no matter how large, has at the very least a +1 solution, you will find it easier to stay on the solution side of the chalkboard. When you set your mind to do something, find a way to get it done…no matter what! If you come up short on your discipline, keep fighting, kicking, and scratching to improve. Find the nearest mirror and look yourself in the eye while you tell yourself, “There is no excuse, and this will not happen again.” Get outside help if needed, but never, ever give up on being disciplined. Greatness will not magically appear in your life without significant accountability, focus, and optimism on your part. Are you ready to commit fully to turning your potential into a leadership performance that will propel you to greatness. Mental toughness is understanding that the only true obstacles in life are self-imposed. You always have the choice to stay down or rise above. In truth, the only real obstacles to your ultimate success will come from within yourself and fall into one of the following three categories: apathy, laziness and fear. Laziness breeds more laziness. When you start the day by sleeping past the alarm or cutting corners in the morning, you’re more likely to continue that slothful attitude later in the day.

Just being nice is not a winning strategy. Nice sends a message that the woman is willing to sacrifice pay to be liked by others. This is why a woman needs to combine niceness with insistence, a style that Mary sue Coleman, president of the University of Michigan, calls "relentlessly pleasant." This method requires smiling frequently, expressing appreciation and concern, invoking common interests, emphasizing larger goals, and approaching the negotiation as solving a problem as opposed to taking a critical stance. Most negotiations involve drawn-out, successive moves, so women need to stay focused... and smile. No wonder women don't negotiate as much as men. It's like trying to cross a minefield backward in high heels. So what should we do? Should we play by the rules that others created? Should we figure out a way to put on a friendly expression while not being too nice, displaying the right levels of loyalty and using "we" language? I understand the paradox of advising women to change the world by adhering to biased rules and expectations. I know it is not a perfect answer but a means to a desirable end. It is also true, as any good negotiator knows, that having a better understanding of the other side leads to a superior outcome. So at the very least, women can enter these negotiations with the knowledge that showing concern for the common good, even as they negotiate for themselves, will strengthen their position.

Dryden was a highly prolific literary figure, a professional writer who was at the centre of all the greatest debates of his time: the end of the Commonwealth, the return of the monarch, the political and religious upheavals of the 1680s, and the specifically literary questions of neoclassicism opposed to more modern trends. He was Poet Laureate from 1668, but lost this position in 1688 on the overthrow of James II. Dryden had become Catholic in 1685, and his allegorical poem The Hind and the Panther (1687) discusses the complex issues of religion and politics in an attempt to reconcile bitterly opposed factions. This contains a well-known line which anticipates Wordsworth more than a century later: 'By education most have been misled … / And thus the child imposes on the man'. The poem shows an awareness of change as one grows older, and the impossibility of holding one view for a lifetime: My thoughtless youth was winged with vain desires, My manhood, long misled by wandering fires, Followed false lights… After 1688, Dryden returned to the theatre, which had given him many of his early successes in tragedy, tragi-comedy, and comedy, as well as with adaptations of Shakespeare. ...... Dryden was an innovator, leading the move from heroic couplets to blank verse in drama, and at the centre of the intellectual debates of the Augustan age. He experimented with verse forms throughout his writing life until Fables Ancient and Modern (1700), which brings together critical, translated, and original works, in a fitting conclusion to a varied career.

The strategy paradox arises from the need to commit in the face of unavoidable uncertainty. The solution to the paradox is to separate the management of commitments from the management of uncertainty. Since uncertainty increases with the time horizon under consideration, the basis for the allocation of decision making is the time horizon for which different levels of the hierarchy are responsible: the corporate office, responsible for the longest time horizon, must focus on managing uncertainty, while operating managers must focus on delivering on commitments. This is the principle of Requisite Uncertainty. A critically important tool in applying Requisite Uncertainty is Strategic Flexibility, a framework for identifying uncertainties and developing the options needed to mitigate risk or exploit opportunity.

Focus on People, Perseverance, and Passion These “Three P’s” are the keys to successful entrepreneurship. People are the most important, particularly in the first year of a venture. To maximize their value, spend as much time as you can assembling the best possible team that really complements your skill set and can lead a little bit into where you’re heading, not just where you are. Creating the right kind of dynamic in terms of culture and commitment is really critical. Perseverance: never underestimate the value of really caring about your idea and being unwilling to drop it. If you have a big idea, and you know in your heart it’s going to happen (Passion), but know there will be roadblocks and challenges along the way. In this regard, a high degree of passion and commitment is extremely important. In my experience, really big ideas often take a decade to reach fruition. Sign

More specifically, this book will try to establish the following points. First, there are not two great liberal social and political systems but three. One is democracy—political liberalism—by which we decide who is entitled to use force; another is capitalism—economic liberalism—by which we decide how to allocate resources. The third is liberal science, by which we decide who is right. Second, the third system has been astoundingly successful, not merely as a producer of technology but also, far more important, as a peacemaker and builder of social bridges. Its great advantages as a social system for raising and settling differences of opinion are inherent, not incidental. However, its disadvantages—it causes pain and suffering, it creates legions of losers and outsiders, it is disorienting and unsettling, it allows and even thrives on prejudice and bias—are also inherent. And today it is once again under attack. Third, the attackers seek to undermine the two social rules which make liberal science possible. (I’ll outline them in the next chapter and elaborate them in the rest of the book.) For the system to function, people must try to follow those rules even if they would prefer not to. Unfortunately, many people are forgetting them, ignoring them, or carving out exemptions. That trend must be fought, because, fourth, the alternatives to liberal science lead straight to authoritarianism. And intellectual authoritarianism, although once the province of the religious and the political right in America, is now flourishing among the secular and the political left. Fifth, behind the new authoritarian push are three idealistic impulses: Fundamentalists want to protect the truth. Egalitarians want to help the oppressed and let in the excluded. Humanitarians want to stop verbal violence and the pain it causes. The three impulses are now working in concert. Sixth, fundamentalism, properly understood, is not about religion. It is about the inability to seriously entertain the possibility that one might be wrong. In individuals such fundamentalism is natural and, within reason, desirable. But when it becomes the foundation for an intellectual system, it is inherently a threat to freedom of thought. Seventh, there is no way to advance knowledge peacefully and productively by adhering to the principles advocated by egalitarians and humanitarians. Their principles are poisonous to liberal science and ultimately to peace and freedom. Eighth, no social principle in the world is more foolish and dangerous than the rapidly rising notion that hurtful words and ideas are a form of violence or torture (e.g., “harassment”) and that their perpetrators should be treated accordingly. That notion leads to the criminalization of criticism and the empowerment of authorities to regulate it. The new sensitivity is the old authoritarianism in disguise, and it is just as noxious.

Be fearless. Be tenacious. Go after what you want. Be a leader. Take control. Don't like how things are managed? Change the status quo. Be a disruptor. Galvanize, inspire, lead, get results. Stand resolute in the face of critics, detractors, naysayers. Their no is your yes. Make a difference. Change the narrative. Be a monumental success and a paradigm for forward, sometimes unorthodox, always creative thinking. This is what makes you a trailblazer, a standard bearer and history maker!! Oh, unless you are a powerful, black woman (or simply a WOMAN)with a voice that moves the needle. Then, you are a troublemaker, angry, stupid, menopausal, looking for attention? Women don't owe anyone an apology or explanation for being everything those part of an unevolved faction of society believes is only reserved for men. Work with us and be great, or get out of our way so we can continue what we started a lifetime ago. Proud of you Stacey Abrams and of all women who refuse to be relegated to a status of mediocrity. "Still, I rise!

Whenever we attempt to express the matter of immediate experience, we find that its understanding leads us beyond itself, to its contemporaries, to its past, to its future, and to the universals in terms of which its definiteness is exhibited. But such universals, by their very character of universality, embody the potentiality of other facts with variant types of definiteness. Thus [22] the understanding of the immediate brute fact requires its metaphysical interpretation as an item in a world with some systematic relation to it. When thought comes upon the scene, it finds the interpretations as matters of practice. Philosophy does not initiate interpretations. Its search for a rationalistic scheme is the search for more adequate criticism, and for more adequate justification, of the interpretations which we perforce employ. Our habitual experience is a complex of failure and success in the enterprise of interpretation. If we desire a record of uninterpreted experience, we must ask a stone to record its autobiography. Every scientific memoir in its record of the ‘facts’ is shot through and through with interpretation. The methodology of rational interpretation is the product of the fitful vagueness of consciousness. Elements which shine with immediate distinctness, in some circumstances, retire into penumbral shadow in other circumstances, and into black darkness on other occasions. And yet all occasions proclaim themselves as actualities within the flux of a solid world, demanding a unity of interpretation. Philosophy is the self-correction by consciousness of its own initial excess of subjectivity.

The Venetians catalogue everything, including themselves. ‘These grapes are brown,’ I complain to the young vegetable-dealer in Santa Maria Formosa. ‘What is wrong with that ? I am brown,’ he replies. ‘I am the housemaid of the painter Vedova,’ says a maid, answering the telephone. ‘I am a Jew,’ begins a cross-eyed stranger who is next in line in a bookshop. ‘Would you care to see the synagogue?’ Almost any Venetian, even a child, will abandon whatever he is doing in order to show you something. They do not merely give directions; they lead, or in some cases follow, to make sure you are still on the right way. Their great fear is that you will miss an artistic or ‘typical’ sight. A sacristan, who has already been tipped, will not let you leave until you have seen the last Palma Giovane. The ‘pope’ of the Chiesa dei Greci calls up to his housekeeper to throw his black hat out the window and settles it firmly on his broad brow so that he can lead us personally to the Archaeological Museum in the Piazza San Marco; he is afraid that, if he does not see to it, we shall miss the Greek statuary there. This is Venetian courtesy. Foreigners who have lived here a long time dismiss it with observation : ‘They have nothing else to do.’ But idleness here is alert, on the qui vive for the opportunity of sightseeing; nothing delights a born Venetian so much as a free gondola ride. When the funeral gondola, a great black-and-gold ornate hearse, draws up beside a fondamenta, it is an occasion for aesthetic pleasure. My neighbourhood was especially favoured this way, because across the campo was the Old Men’s Home. Everyone has noticed the Venetian taste in shop displays, which extends down to the poorest bargeman, who cuts his watermelons in half and shows them, pale pink, with green rims against the green side-canal, in which a pink palace with oleanders is reflected. Che bello, che magnifici, che luce, che colore! - they are all professori delle Belle Arti. And throughout the Veneto, in the old Venetian possessions, this internal tourism, this expertise, is rife. In Bassano, at the Civic Museum, I took the Mayor for the local art-critic until he interupted his discourse on the jewel-tones (‘like Murano glass’) in the Bassani pastorals to look at his watch and cry out: ‘My citizens are calling me.’ Near by, in a Paladian villa, a Venetian lasy suspired, ‘Ah, bellissima,’ on being shown a hearthstool in the shape of a life-size stuffed leather pig. Harry’s bar has a drink called a Tiziano, made of grapefruit juice and champagne and coloured pink with grenadine or bitters. ‘You ought to have a Tintoretto,’ someone remonstrated, and the proprietor regretted that he had not yet invented that drink, but he had a Bellini and a Giorgione. When the Venetians stroll out in the evening, they do not avoid the Piazza San Marco, where the tourists are, as Romans do with Doney’s on the Via Veneto. The Venetians go to look at the tourists, and the tourists look back at them. It is all for the ear and eye, this city, but primarily for the eye. Built on water, it is an endless succession of reflections and echoes, a mirroring. Contrary to popular belief, there are no back canals where tourist will not meet himself, with a camera, in the person of the another tourist crossing the little bridge. And no word can be spoken in this city that is not an echo of something said before. ‘Mais c’est aussi cher que Paris!’ exclaims a Frenchman in a restaurant, unaware that he repeats Montaigne. The complaint against foreigners, voiced by a foreigner, chimes querulously through the ages, in unison with the medieval monk who found St. Mark’s Square filled with ‘Turks, Libyans, Parthians, and other monsters of the sea’. Today it is the Germans we complain of, and no doubt they complain of the Americans, in the same words.

Entrenched myth: Successful leaders in a turbulent world are bold, risk-seeking visionaries. Contrary finding: The best leaders we studied did not have a visionary ability to predict the future. They observed what worked, figured out why it worked, and built upon proven foundations. They were not more risk taking, more bold, more visionary, and more creative than the comparisons. They were more disciplined, more empirical, and more paranoid. Entrenched myth: Innovation distinguishes 10X companies in a fast-moving, uncertain, and chaotic world. Contrary finding: To our surprise, no. Yes, the 10X cases innovated, a lot. But the evidence does not support the premise that 10X companies will necessarily be more innovative than their less successful comparisons; and in some surprise cases, the 10X cases were less innovative. Innovation by itself turns out not to be the trump card we expected; more important is the ability to scale innovation, to blend creativity with discipline. Entrenched myth: A threat-filled world favors the speedy; you’re either the quick or the dead. Contrary finding: The idea that leading in a “fast world” always requires “fast decisions” and “fast action”—and that we should embrace an overall ethos of “Fast! Fast! Fast!”—is a good way to get killed. 10X leaders figure out when to go fast, and when not to. Entrenched myth: Radical change on the outside requires radical change on the inside. Contrary finding: The 10X cases changed less in reaction to their changing world than the comparison cases. Just because your environment is rocked by dramatic change does not mean that you should inflict radical change upon yourself. Entrenched myth: Great enterprises with 10X success have a lot more good luck. Contrary finding: The 10X companies did not generally have more luck than the comparisons. Both sets had luck—lots of luck, both good and bad—in comparable amounts. The critical question is not whether you’ll have luck, but what you do with the luck that you get.

In a typical crash, for example, the weather is poor—not terrible, necessarily, but bad enough that the pilot feels a little bit more stressed than usual. In an overwhelming number of crashes, the plane is behind schedule, so the pilots are hurrying. In 52 percent of crashes, the pilot at the time of the accident has been awake for twelve hours or more, meaning that he is tired and not thinking sharply. And 44 percent of the time, the two pilots have never flown together before, so they’re not comfortable with each other. Then the errors start—and it’s not just one error. The typical accident involves seven consecutive human errors. One of the pilots does something wrong that by itself is not a problem. Then one of them makes another error on top of that, which combined with the first error still does not amount to catastrophe. But then they make a third error on top of that, and then another and another and another and another, and it is the combination of all those errors that leads to disaster. These seven errors, furthermore, are rarely problems of knowledge or flying skill. It’s not that the pilot has to negotiate some critical technical maneuver and fails. The kinds of errors that cause plane crashes are invariably errors of teamwork and communication. One pilot knows something important and somehow doesn’t tell the other pilot. One pilot does something wrong, and the other pilot doesn’t catch the error. A tricky situation needs to be resolved through a complex series of steps—and somehow the pilots fail to coordinate and miss one of them. “The whole flight-deck design is intended to be operated by two people, and that operation works best when you have one person checking the other, or both people willing to participate,” says Earl Weener, who was for many years chief engineer for safety at Boeing. “Airplanes are very unforgiving if you don’t do things right. And for a long time it’s been clear that if you have two people operating the airplane cooperatively, you will have a safer operation than if you have a single pilot flying the plane and another person who is simply there to take over if the pilot is incapacitated.

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.

10 Practical Strategies to Improve Your Critical Thinking Skills and Unleash Your Creativity In today's rapidly changing world, the ability to think critically and creatively has become more important than ever. Whether you're a student looking to excel academically, a professional striving for success in your career, or simply someone who wants to navigate life's challenges with confidence, developing strong critical thinking skills is crucial. In this blog post, we will explore ten practical strategies to help you improve your critical thinking abilities and unleash your creative potential. 1. Embrace open-mindedness: One of the cornerstones of critical thinking is being open to different viewpoints and perspectives. Cultivate a willingness to listen to others, consider alternative opinions, and challenge your own beliefs. This practice expands your thinking and encourages creative problem-solving. 2. Ask thought-provoking questions: Asking insightful questions is a powerful way to stimulate critical thinking. By questioning assumptions, seeking clarity, and exploring deeper meanings, you can uncover new insights and perspectives. Challenge yourself to ask thought-provoking questions regularly. 3. Practice active listening: Listening actively involves not just hearing, but also understanding, interpreting, and empathizing with the speaker. By honing your active listening skills, you can better grasp complex ideas, identify underlying assumptions, and engage in more meaningful discussions. 4. Seek diverse sources of information: Expand your knowledge base by seeking information from a wide range of sources. Engage with diverse perspectives, opinions, and ideas through books, articles, podcasts, and documentaries. This habit broadens your understanding and encourages critical thinking by exposing you to different viewpoints. 5. Develop analytical thinking skills: Analytical thinking involves breaking down complex problems into smaller components, examining relationships and patterns, and drawing logical conclusions. Enhance your analytical skills by practicing activities like puzzles, riddles, and brain teasers. This will sharpen your ability to analyze information and think critically. 6. Foster a growth mindset: A growth mindset is the belief that your abilities can be developed through dedication and hard work. Embracing this mindset encourages you to view challenges as opportunities for growth, rather than obstacles. By persisting through difficulties, you build resilience and enhance your critical thinking abilities. 7. Engage in collaborative problem-solving: Collaborating with others on problem-solving tasks can spark creativity and strengthen critical thinking skills. Seek out group projects, brainstorming sessions, or online forums where you can exchange ideas, challenge each other's thinking, and find innovative solutions together. 8. Practice reflective thinking: Taking time to reflect on your thoughts, actions, and experiences allows you to gain deeper insights and learn from past mistakes. Regularly engage in activities like journaling, meditation, or self-reflection exercises to develop your reflective thinking skills. This practice enhances your critical thinking abilities by promoting self-awareness and self-improvement. 9. Encourage creativity through experimentation: Creativity and critical thinking often go hand in hand. Give yourself permission to experiment and explore new ideas without fear of failure. Embrace a "what if" mindset and push the boundaries of your thinking. This willingness to take risks and think outside the box can lead to breakthroughs in critical thinking. 10. Continuously learn and adapt: Critical thinking is a skill that can be honed throughout your life. Commit to lifelong learning and seek opportunities to expand your knowledge and skills. Stay curious, be open to new experiences, and embrace change.

Correlation is enough,” 2 then-Wired editor in chief Chris Anderson famously declared in 2008. We can, he implied, solve innovation problems by the sheer brute force of the data deluge. Ever since Michael Lewis chronicled the Oakland A’s unlikely success in Moneyball (who knew on-base percentage was a better indicator of offensive success than batting averages?), organizations have been trying to find the Moneyball equivalent of customer data that will lead to innovation success. Yet few have. Innovation processes in many companies are structured and disciplined, and the talent applying them is highly skilled. There are careful stage-gates, rapid iterations, and checks and balances built into most organizations’ innovation processes. Risks are carefully calculated and mitigated. Principles like six-sigma have pervaded innovation process design so we now have precise measurements and strict requirements for new products to meet at each stage of their development. From the outside, it looks like companies have mastered an awfully precise, scientific process. But for most of them, innovation is still painfully hit or miss. And worst of all, all this activity gives the illusion of progress, without actually causing it. Companies are spending exponentially more to achieve only modest incremental innovations while completely missing the mark on the breakthrough innovations critical to long-term, sustainable growth. As Yogi Berra famously observed: “We’re lost, but we’re making good time!” What’s gone so wrong? Here is the fundamental problem: the masses and masses of data that companies accumulate are not organized in a way that enables them to reliably predict which ideas will succeed. Instead the data is along the lines of “this customer looks like that one,” “this product has similar performance attributes as that one,” and “these people behaved the same way in the past,” or “68 percent of customers say they prefer version A over version B.” None of that data, however, actually tells you why customers make the choices that they do.

We now know that a movement may be initiated by either of these two motor systems. The motor cortex can initiate a voluntary movement without being blocked by the stretch reflex, because when I know that I am going to move in a specific way, then the critical “unexpected” quality of stretching muscle lengths is neutralized. The unconscious gamma command centers in my brain stem can mimic a move directed by my conscious mind, lengthening and shortening its intrafusal cells in concert with the alpha cells around them so that the anulospiral sensory element is not stretched or collapsed during the movement. In this instance, the gamma system follows the lead of the alpha, with the anulospiral ending’s reflex arc silenced as long as the two are synchronized—that is, as long as the alpha movements correspond to “expected” limits that are successfully mimicked by gamma movements. A movement may be initiated by the gamma motor system as well. In this case, the command signals are organized in the terminal gamma ganglia in the brain stem (the gamma system’s counterpart for the alpha’s cerebral cortex). These signals are then sent through a complicated path known as the gamma loop: They descend through gamma motor neurons out to the intrafusal fibers. These small spindle cells are not strong enough to move a limb, but they are strong enough to stretch their own anulospiral receptors. This stretch automatically fires the spinal reflex arcs connected with the receptors, and the larger alpha motor cells are immediately stimulated to match the contractions of the gamma fibers. As soon as the desired muscle length has been reached, the commands from the brain stem cease, and the spindles hold their new resting length. When the alpha fibers catch up to this new resting length (a matter of a fraction of a second), the anulospiral element is quieted, and contraction ceases.

Our educational systems need to give young people the opportunity to plug into curriculums that encourage them to rise to their full potential, take risks, embrace failure, and challenge the established norms wherever and whenever they can. The leaders of tomorrow will be so much more effective if they are taught to retain and refine that childlike curiosity for the unknown, rather than having it ‘schooled’ out of them, as seems still to be the case today in so many schools and universities. Secondary education should be encouraged to place greater emphasis on developing emotional intelligence, critical thinking, and real-life problem-solving skills – algebra and calculus don’t cut it – all of which are key traits of successful entrepreneurs and indeed successful adults in any walk of life.

Establishing an effective and repeatable planning process is critical to the success of any team.

Educators and psychologists have a mantra these days: No matter how hectic the schedules of your family members may be, make time to have dinner together. Research shows that family dinners help kids feel they matter to the parent, and as a result they have a positive impact on kids’ mental health and lead to greater self-esteem and greater academic achievement. In addition to talking to our kids about their day or their lives, talking to them about current events scales the level of critical thinking up a level—to

In combat as in life, the outcome is never certain, the picture never clear. There are no guarantees of success. But in order to succeed, leaders must be comfortable under pressure, and act on logic, not emotion. This is a critical component to victory.

So small changes in the ambient temperature over relatively short periods of time that are not sufficiently long for adaptive processes to develop can lead to huge ecological and climatological effects. Some of these may be positive, but many will be catastrophic. Regardless, however, of the sign of the effect, significant changes are upon us, and we desperately need to understand their origins and consequences and forge strategies for adaptation and mitigation. The crucial question is not whether these effects are anthropogenic in origin because they almost certainly are, but rather to what extent they can be minimized without leading to rapid discontinuous changes in our physical and economic environment and ultimately to the potential collapse of the global socioeconomic fabric. Hence my bewilderment at those in the general public including political and corporate leaders who reject the cautionary exhortations of scientists, environmentalists, and others, and why I am continually baffled by their lack of action. Yes, we should all delight in and promote the huge successes and fruits of the free market system and of the role of human ingenuity and innovation, but we should also recognize the critical roles of energy and entropy and together act strategically to find

FOGLAMP project checklist FOGLAMP is an acronym for focus, oversight, goals, leadership, abilities, means, and process. This tool can help you cut through the haze and plan your critical projects. Complete the table for each early-win project you set up. Project: __________________________ Question Answer Focus: What is the focus for this project? For example, what goal or early win do you want to achieve? Oversight: How will you oversee this project? Who else should participate in oversight to help you get buy-in for implementing results? Goals: What are the goals and the intermediate milestones, and time frames for achieving them? Leadership: Who will lead the project? What training, if any, do they need in order to be successful? Abilities: What mix of skills and representation needs to be included? Who needs to be included because of their skills? Because they represent key constituencies? Means: What additional resources, such as facilitation, does the team need to be successful? Process: Are there change models or structured processes you want the team to use? If so, how will they become familiar with the approach?

MATCH STRATEGY TO SITUATION—CHECKLIST What portfolio of STARS situations have you inherited? Which portions of your responsibilities are in start-up, turnaround, accelerated-growth, realignment, and sustaining-success modes? What are the implications for the challenges and opportunities you are likely to confront, and for the way you should approach accelerating your transition? What are the implications for your learning agenda? Do you need to understand only the technical side of the business, or is it critical that you understand culture and politics as well? What is the prevailing climate in your organization? What psychological transformations do you need to make, and how will you bring them about? How can you best lead change given the situations you face? Which of your skills and strengths are likely to be most valuable in your new situation, and which have the potential to get you into trouble? What are the implications for the team you need to build?

How you interpret challenges, setbacks, and criticism is your choice. You can interpret them in a fixed mindset as signs that your fixed talents or abilities are lacking. Or you can interpret them in a growth mindset as signs that you need to ramp up your strategies and effort, stretch yourself, and expand your abilities. It’s up to you.” A growth mindset is all about being motivated to persist at figuring things out and it leads to better critical thinking.

SOG Imperatives Lead by example. Practice. Practice. Practice. Mindset drives success. High Stress = Bad Decisions. Adapt! Adapt! Adapt! Don’t stop moving. Today started three days ago. Battle Space is dynamic. Change requires a reboot and practice. Dominant Response Hierarchy = first response. Make critical decisions before stress.

The critical father. Many children grow up to hate their fathers (or mothers) because of negativity in the home. While parents must discipline their children in order to steer them in the right moral direction, a father who constantly berates his son or daughter will severely impair that child’s success. This type of parent is often found in legalistic religious homes. Strict discipline imposed without a demonstration of tender love can turn a child away from faith.

Chris Argyris, professor emeritus at Harvard Business School, wrote a lovely article in 1977,191 in which he looked at the performance of Harvard Business School graduates ten years after graduation. By and large, they got stuck in middle management, when they had all hoped to become CEOs and captains of industry. What happened? Argyris found that when they inevitably hit a roadblock, their ability to learn collapsed: What’s more, those members of the organization that many assume to be the best at learning are, in fact, not very good at it. I am talking about the well-educated, high-powered, high-commitment professionals who occupy key leadership positions in the modern corporation.… Put simply, because many professionals are almost always successful at what they do, they rarely experience failure. And because they have rarely failed, they have never learned how to learn from failure.… [T]hey become defensive, screen out criticism, and put the “blame” on anyone and everyone but themselves. In short, their ability to learn shuts down precisely at the moment they need it the most.192 [italics mine] A year or two after Wave, Jeff Huber was running our Ads engineering team. He had a policy that any notable bug or mistake would be discussed at his team meeting in a “What did we learn?” session. He wanted to make sure that bad news was shared as openly as good news, so that he and his leaders were never blind to what was really happening and to reinforce the importance of learning from mistakes. In one session, a mortified engineer confessed, “Jeff, I screwed up a line of code and it cost us a million dollars in revenue.” After leading the team through the postmortem and fixes, Jeff concluded, “Did we get more than a million dollars in learning out of this?” “Yes.” “Then get back to work.”193 And it works in other settings too. A Bay Area public school, the Bullis Charter School in Los Altos, takes this approach to middle school math. If a child misses a question on a math test, they can try the question again for half credit. As their principal, Wanny Hersey, told me, “These are smart kids, but in life they are going to hit walls once in a while. It’s vital they master geometry, algebra one, and algebra two, but it’s just as important that they respond to failure by trying again instead of giving up.” In the 2012–2013 academic year, Bullis was the third-highest-ranked middle school in California.194

of writing instruction in both K–12 schools and colleges is a symptom of this cluelessness among professionals. We would not likely see such inconsistency, after all, if any one or two approaches to teaching writing had had any discernible success. To mention just a few examples of this inconsistency, some K–12 teachers (but not all) virtually equate good writing with correct grammar, but when and if those students get to college they are often told that grammar is overrated, if not completely unimportant. In some cases, students encounter these confusingly conflicting attitudes toward grammar side by side both in K–12 and college. In a similarly confusing way, “writing” in K–12 often means creative writing or personal narrative, but in college the term shifts without warning to mean rigorous exposition, analysis, and argument. This shift often comes as a surprise or shock to students—if they become aware of it at all—because neither K–12 schools nor colleges take responsibility for informing students about it, much less explaining and justifying it.

THE PRAISED GENERATION HITS THE WORKFORCE Are we going to have a problem finding leaders in the future? You can’t pick up a magazine or turn on the radio without hearing about the problem of praise in the workplace. We could have seen it coming. We’ve talked about all the well-meaning parents who’ve tried to boost their children’s self-esteem by telling them how smart and talented they are. And we’ve talked about all the negative effects of this kind of praise. Well, these children of praise have now entered the workforce, and sure enough, many can’t function without getting a sticker for their every move. Instead of yearly bonuses, some companies are giving quarterly or even monthly bonuses. Instead of employee of the month, it’s the employee of the day. Companies are calling in consultants to teach them how best to lavish rewards on this overpraised generation. We now have a workforce full of people who need constant reassurance and can’t take criticism. Not a recipe for success in business, where taking on challenges, showing persistence, and admitting and correcting mistakes are essential. Why are businesses perpetuating the problem? Why are they continuing the same misguided practices of the overpraising parents, and paying money to consultants to show them how to do it? Maybe we need to step back from this problem and take another perspective. If the wrong kinds of praise lead kids down the path of entitlement, dependence, and fragility, maybe the right kinds of praise can lead them down the path of hard work and greater hardiness. We have shown in our research that with the right kinds of feedback even adults can be motivated to choose challenging tasks and confront their mistakes. What would this feedback look or sound like in the workplace? Instead of just giving employees an award for the smartest idea or praise for a brilliant performance, they would get praise for taking initiative, for seeing a difficult task through, for struggling and learning something new, for being undaunted by a setback, or for being open to and acting on criticism. Maybe it could be praise for not needing constant praise! Through a skewed sense of how to love their children, many parents in the ’90s (and, unfortunately, many parents of the ’00s) abdicated their responsibility. Although corporations are not usually in the business of picking up where parents left off, they may need to this time. If businesses don’t play a role in developing a more mature and growth-minded workforce, where will the leaders of the future come from?

Which is where the next ambitious ALG project comes in: African Leadership Unleashed, or ALU. Led by Fred Swaniker, ALU is a plan to establish a network of 25 universities across the continent by the end of the decade—Africa’s Ivy League—each of which will have 10,000 students. The first ALU has already opened in Mauritius. The idea is to apply the exact same boutique model of the African Leadership Academy to tertiary education. Once the 25 colleges are built and running, it will mean that every four years 250,000 young Africans trained in business, government, ethics, social policy, medicine and the arts will be entering the workforce. Among them will be the new generation of Africa’s leaders. Says Swaniker, “Hundreds of thousands of university graduates on the continent today are not equipped with the skills to lead change. About 45 percent of university graduates in Africa today are unemployed. This is a tragedy. I want to change this by applying ALA’s model in a tertiary space to provide the critical skills and leadership experience necessary for success.” Swaniker announced the project in a powerful talk at TEDGlobal 2014 in Rio de Janeiro titled “The Leaders Who Ruined Africa, and the Generation Who Can Fix It.” The talk has been downloaded over 1 million times and is a powerful and inspiring manifesto for this, the African Century.

As the Critic, you should identify potential flaws of the idea. Why might it not work? What potential problems and difficulties in implementation could your idea have? Most important for you is to begin judging and evaluating ideas only after you have been a Dreamer and Realist. The majority of people criticize their ideas at the Dreamer stage and not only block the idea generation process, but kill the ideas too early. Often the idea may sound crazy at the beginning, but with slight modification or in combination with other ideas may lead to a successful business.

So, execution is really the critical part of a successful strategy. Getting it done, getting it done right, getting it done better than the next person is far more important than dreaming up new visions of the future. All of the great companies in the world out-execute their competitors day in and day out in the marketplace, in their manufacturing plants, in their logistics, in their inventory turns—in just about everything they do. Rarely do great companies have a proprietary position that insulates them from the constant hand-to-hand combat of competition.

A hallmark of a healthy creative culture is that its people feel free to share ideas, opinions, and criticisms. Lack of candor, if unchecked, ultimately leads to dysfunctional environments. So how can a manager ensure that his or her working group, department, or company is embracing candor? I look for ways to institutionalize it by putting mechanisms in place that explicitly say it is valuable. In this chapter, we will look into the workings of one of Pixar’s key mechanisms: the Braintrust, which we rely upon to push us toward excellence and to root out mediocrity. The Braintrust, which meets every few months or so to assess each movie we’re making, is our primary delivery system for straight talk. Its premise is simple: Put smart, passionate people in a room together, charge them with identifying and solving problems, and encourage them to be candid with one another. People who would feel obligated to be honest somehow feel freer when asked for their candor; they have a choice about whether to give it, and thus, when they do give it, it tends to be genuine.

Because the vast majority of leaders are men, it is not possible to generalize from any one example. But the dearth of female leaders causes one woman to be viewed as representative of her entire gender. And because people often discount and dislike female leaders, these generalizations are often critical. This is not just unfair to the individuals but reinforces the stigma that successful women are unlikeable.

A lion does not earn its crown quarreling with sheep.

Tigers cannot afford to care about what sheep think.

The United Nations and the U.S. government were also deeply involved. But early on, they had little success transferring “production technology from the industrialized temperate zones to the tropics and sub tropics.” This is why, according to Borlaug, the cooperative Mexican government–Rockefeller Foundation model “ultimately proved to be superior” to “public sector foreign technical assistance programs.... ”114 By the time the Green Revolution really took off, these national and supranational bodies had recognized the success of the foundation-pioneered model and supported it, as demonstrated by USAID’s commitment of funds to the international centers.115 The Green Revolution would not have been possible without earlier scientific breakthroughs. Dr. Borlaug estimates that fully 40 percent of the world’s current population would not be alive today were it not for the Haber-Bosch ammonia-synthesizing process.116 The spread of Mexican dwarf wheat and IR8 rice (and their continually improving offspring) would have been impossible without such breakthroughs in fertilizer technology. But that is the nature of progress. Scientific achievement is not diminished by its debt to the work of previous generations. It has been argued that the Green Revolution produced negative side effects commensurate with its benefits. Critics point out that, in some parts of the world, the greatest benefits of new seed varieties and agricultural technologies have flowed more to well-off rather than poor farmers. They also claim that the irrigation needs of high-yield agriculture drain local water resources. And fertilizer use, essential if high-yield crops are to reach their full potential, can lead to runoff that pollutes streams and rivers. Observers have also worried that, by enabling the developing world to feed more and more of its people, the Green Revolution has been a disincentive for them to get serious about population control. But population growth historically levels out in developed nations, and it is impossible to make the leap from developing to developed without an adequate supply of food.

With the rise of the Internet, technology, smartphones, and social media, an interesting—and alarming—shift has taken place in the last two decades. As a society, rather than becoming more capable of human connection, we have become more and more isolated from one another. Yet it’s relationships that are absolutely critical and essential to driving both professional and personal success.

She was a woman who lived however she wished without care for another, without putting the needs of those around her before her own selfish opinions. We are breeding a nation of such thinkers and individuals--intent on personal expression at all costs--and that will lead to war. I might be more a successful writer if I did not seek to address human truth, but rather spewed out my own limited opinions without care for reader or critic or any kind of propriety.

A hallmark of a healthy creative culture is that its people feel free to share ideas, opinions, and criticisms. Lack of candor, if unchecked, ultimately leads to dysfunctional environments.

Don't let success lead to arrogance and failure lead to criticism.

Let’s take this line of thinking one step further. Let’s assume you want your child to be a hard worker, but if you’re continuously belittling them for falling short, not working hard enough, or failing to meet your standard of what defines a hard worker, they will likely only become discouraged. Rather, consider speaking to your child as if they are already a hard worker (the way you want them to be), even if they aren’t yet there. Use language such as “you are a 100% effort person,” essentially willing their hardworking-ness into life. Even if your child has not yet achieved this point, you can vocalize the positive version of what’s to come, providing your child with a visual of who they want to become and a path to follow. When this is done, your child will be clear on the goal of who they should be striving to be. In her book Mindset, Dr. Carol Dweck,2 a professor at Stanford University and one of the globally recognized leading researchers in personality, social psychology, and developmental psychology, discusses another crucial element of providing effective feedback. Dr. Dweck discusses how praising a student for getting good grades by attributing this success to their natural abilities is actually detrimental feedback. Similarly, telling a child they did a great job, even if they really didn’t, can set them back, giving them a false sense of confidence. The more effective alternative is to focus on their effort during the project and not the results. If they get a good grade but didn’t work hard for the grade, then the feedback should focus on their effort. The goal is not just good grades. The goal is to instill good habits in learning. So, it’s important that the feedback you provide reflects this goal. A 2020 analysis3 explored the role of feedback in education and found that valuable feedback is critical to a child’s overall success and development. Specifically, feedback was shown to have a higher impact on academic achievement and the development of motor skills.

The Importance of Bookkeeping Services for Businesses Effective bookkeeping is the foundation of any successful business. It involves the systematic recording, organizing, and managing of a company’s financial transactions. Whether you're a small business owner or running a large corporation, bookkeeping services help ensure that your financial records are accurate, up-to-date, and compliant with regulations. By outsourcing bookkeeping tasks to professionals, businesses can focus on growth and core operations without worrying about financial details. What Is Bookkeeping? Bookkeeping is the process of maintaining accurate records of all financial transactions, including sales, purchases, receipts, and payments. It involves organizing these records into categories like income, expenses, assets, and liabilities. The information generated through bookkeeping is essential for creating financial statements, tax filings, and understanding the overall financial health of the business. However, managing these tasks manually can be time-consuming and prone to errors, which is why many businesses opt for professional bookkeeping services. Benefits of Professional Bookkeeping Services One of the key benefits of hiring professional bookkeeping services is the accuracy they bring to financial management. Experienced bookkeepers are well-versed in the latest accounting software and financial regulations, ensuring that all records are kept accurately and consistently. Additionally, outsourcing this task allows business owners to save time and focus on other aspects of their business. As a result, they can make better financial decisions based on reliable data. Improved Financial Reporting Accurate bookkeeping leads to better financial reporting, which is critical for making informed business decisions. By keeping detailed and organized records, bookkeepers provide valuable insights into cash flow, profitability, and expenses. This allows businesses to plan their budgets more effectively, track financial performance, and identify areas for cost-saving or investment. Tax Compliance and Preparation Another important advantage of bookkeeping services is the ability to stay compliant with tax regulations. Bookkeepers ensure that all financial records are properly maintained and ready for tax season. With accurate and up-to-date records, businesses can avoid penalties and reduce the risk of audits, making tax preparation much smoother. In conclusion, professional bookkeeping services offer businesses the support they need to manage their financial records accurately and efficiently. By ensuring proper financial reporting and tax compliance, these services contribute to long-term financial stability and growth.

Finally, your attitude is critical to success. Having a positive attitude can have a tremendous effect on how you react and respond to challenges, successes, and failures. And attitude is directly affected by expectations. If you expect things to be difficult, it will always be easier to solve problems, overcome adversity, and have an enthusiastic energy about how you go about and enjoy your work.

As emphasized in the critical success factors related to “Management support, vision, governance, and structure” earlier in this section, a leading practice to secure support from management is to provide a high-level estimation of the benefits expected from the transformation. This is often referred to as a “high-level automation assessment” or a “top-down automation assessment”. For example, such an estimation might show that, by leveraging IA, the organization has the potential to increase revenue by 20% while reducing costs by 30% in the coming 18 months.

Managers handle parallel projects all the time. They juggle with people, work tasks, and goals to ensure the success of every project process. However, managing projects, by design, is not an easy task. Since there are plenty of moving parts, it can easily become disorganized and chaotic. It is vital to use an efficient project management system to stay organized at work while designing and executing projects. Project Management Online Master's Programs From XLRI offers unique insights into project management software tools and make teams more efficient in meeting deadlines. How can project management software help you? Project management tools are equipped with core features that streamline different processes including managing available resources, responding to problems, and keeping all the stakeholders involved. Having the best project management software can make a significant influence on the operational and strategic aspects of the company. Here is a list of 5 key benefits to project professionals and organizations in using project management software: 1. Enhanced planning and scheduling Project planning and scheduling is an important component of project management. With project management systems, the previous performance of the team relevant to the present project can be accessed easily. Project managers can enroll in an online project management course to develop a consistent management plan and prioritize tasks. Critical tasks like resource allocation, identification of dependencies, and project deliverables can be completed comfortably using project management software. 2. Better collaboration Project teams sometimes have to handle cross-functional projects along with their day to day responsibilities. Communication between different team members is critical to avoid expensive delays and precludes the waste of precious resources. A key upside of project management software is that it makes effectual collaboration extremely simple. All project communication is stored in a universally accessible place. The project management online master's program offers unique insights to project managers on timeline and status updates which leads to a synergy between the team’s functions and project outcomes. 3. Effective task delegation Assigning tasks to team members in a fair way is a challenging proposition for most project managers. With a project management program, the delegation of project tasks can be easily done. In most instances, these programs send out automatic reminders when deadlines are approaching to ensure a smooth and efficient project workflow. 4. Easier File access and sharing Important documents should be safely accessed and shared among team members. Project management tools provide cloud-based storage which enables users to make changes, leave feedback and annotate easily. PM software logs any user changes to ensure project transparency within the team. 5. Easier integration of new members Project managers are responsible to get new members up to speed on the important project parameters within a short time. Project management online master's programs from XLRI Jamshedpuroffer vital learning to management professionals in maintaining a project log and in simplistically visualizing the complete project. Takeaway Choosing the perfect PM software for your organization helps you to effectively collaborate to achieve project success. Simple and intuitive PM tools are useful to enhance productivity in remote-working employees.

We can now apply our lessons from our discussion of multilevel selection: if there are two levels of selection operating on a moral rule, then the strength of the different selective pressures will be critical in determining which of the two is more influential. If cultural competition decreases or moderates, then we can expect INDIVIDUAL-level selection to be a much stronger determinant. An interesting hypothesis thus emerges: if cultural evolution is genuinely multilevel in this way, then in eras of decreased GROUP competition, public justification of a rule should be a much stronger force in a rule's selection as it is competing for individual agents' endorsement against alternative rules. On the other hand, in eras of intense inter-group competition, we should expect that rules are not well-aligned with the moral commitment of individuals, but which are selected at the group level, may predominate. This in turn, leads to another important point. In multilevel analysis, effective high-level GROUP selection inherently restraints lower-level INDIVIDUAL selection. There really is no point to invoking higher-level selection if it does not. In the evolution of cooperation literature, the point of invoking a GROUP-level selection is to restrain the success of INDIVIDUAL (selfish) agents so that within-group less adaptive, cooperative agents can thrive. A mammal can be seen as a case of GROUP-level selection, insofar as the possible strategies of individual cells are constrained by the adaptive needs of the GROUP (individual mammal). A cancer cell is precisely a part that has broken free of these restraints, and because of this threatens ultimately system collapse. We might say, in a rough and ready way, that restricting the social influence of INDIVIDUAL-level preferences (in which a rule's within group fitness is determined by its attractiveness to individuals) in order to secure system-wide functionality is precisely what GROUP selection accomplishes. If GROUP-level pressures are great, the rules will be less responsive to the aims of the INDIVIDUAL agents, and indeed significantly restricting their actions will be critical to the culture's success. When GROUP-level selection is strong, it is entirely appropriate to call a culture a 'superorganism.' In such a culture, rules will tend to be more restrictive, and public justification may be less important

There is another, equally critical, factor for success in companies: teams that act as communities, integrating interests and putting aside differences to be individually and collectively obsessed with what’s good for the company. Research shows that when people feel like they are part of a supportive community at work, they are more engaged with their jobs and more productive. Conversely, a lack of community is a leading factor in job burnout.10

Balance praise and criticism Worry more about praise, less about criticism—but above all be sincere We learn more from our mistakes than our successes, more from criticism than from praise. Why, then, is it important to give more praise than criticism? Several reasons. First, it guides people in the right direction. It’s just as important to let people know what to do more of as what to do less of. Second, it encourages people to keep improving. In other words, the best praise does a lot more than just make people feel good. It can actually challenge them directly. Some professionals say you need to have a praise-to-criticism ratio of 3:1, 5:1, or even 7:1. Others advocate the “feedback sandwich”—opening and closing with praise, sticking some criticism in between. I think venture capitalist Ben Horowitz got it right when he called this approach the “shit sandwich.” Horowitz suggests that such a technique might work with less-experienced people, but I’ve found the average child sees through it just as clearly as an executive does. In other words, the notion of a “right” ratio between praise and criticism is dangerous, because it can lead you to say things that are unnatural, insincere, or just plain ridiculous. If you think that you must come up with, say, two good things for every bad thing you tell somebody, you’ll find yourself saying things like, “Wow, the font you chose for that presentation really blew me away. But the content bordered on the obvious.… Still, it really impresses me how neat your desk always is.” Patronizing or insincere praise like that will erode trust and hurt your relationships just as much as overly harsh criticism. In the case of criticism, most people are nervous about hurting someone’s feelings, so they often say nothing. In the case of praise, some people are eager to please those around them, so they always say something—sometimes inane things. Other people just aren’t in the habit of giving praise. If I’m not firing you, it means you’re doing fine. That’s not good enough.

Darla, a third grader, was overweight, awkward, and a “crybaby.” She was such a prime target that half of the class bullied her, hitting her and calling her names on a daily basis—and winning one another’s approval for it. Several years later, because of Davis’s program, the bullying had stopped. Darla had learned better social skills and even had friends. Then Darla went to middle school and, after a year, came back to report what had happened. Her classmates from elementary school had seen her through. They’d helped her make friends and protected her from her new peers when they wanted to harass her. Davis also gets the bullies changing. In fact, some of the kids who rushed to Darla’s support in middle school were the same ones who had bullied her earlier. What Davis does is this. First, while enforcing consistent discipline, he doesn’t judge the bully as a person. No criticism is directed at traits. Instead, he makes them feel liked and welcome at school every day. Then he praises every step in the right direction. But again, he does not praise the person; he praises their effort. “I notice that you have been staying out of fights. That tells me you are working on getting along with people.” You can see that Davis is leading students directly to the growth mindset. He is helping them see their actions as part of an effort to improve. Even if the change was not intentional on the part of the bullies, they may now try to make it so.

Perfectionism is not the key to success. In fact, research shows that perfectionism hampers achievement. Perfectionism is correlated with depression, anxiety, addiction, and life paralysis, or missed opportunities. The fear of failing, making mistakes, not meeting people’s expectations, and being criticized keeps us outside the arena where healthy competition and striving unfolds.

Another study showed that since 1940, the color of NCAA uniforms for teams who won was rarely black, where red was the top color for winning teams. Not only is black the color that leads to loss, it is the leading color that can result in aggression and depression — a loss in grounding and joy that is critical to true success and inner wealth.

First, if firms are to be capable of exploiting existing business models and reconfiguring existing assets in ways that allow them to explore into the future, leadership is critical. As we will see in subsequent chapters, this ability needs to be nurtured; if it is not protected, it can easily be lost. A second important theme deserving of our attention is that of organizational alignment and how the capabilities needed to explore and exploit are fundamentally different. What it takes for a firm to win in mature markets is almost the opposite of what is required for new markets and technologies. Worse, success at exploitation almost always makes it harder for firms to succeed at exploration. We quickly summarize these lessons before offering a more formal framework in Chapter 8.

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Because of its internal complexity and single-minded focus on oppression, intersectionality is riddled with divisions and subcategories, which exist in competition with—or even in unrepentant contradiction to—each other. Some people in the United States therefore argue that gay white men (Fitzgerald 2019) and nonblack people of color—generally assessed as marginalized groups—need to recognize their privilege and antiblackness (Chung 2017). This can lead to the insistence that lighter-skinned black people recognize their privilege over darker-skinned black people (Tracey 2019). Straight black men have been described as the “white people of black people” (Young 2019). It is also not uncommon to hear arguments that trans men, while still oppressed by attitudes towards their trans status, need to recognize that they have ascended to male privilege (Abelson 2014) and amplify the voices of trans women, who are seen as doubly oppressed, by being both trans and women. Gay men and lesbians might well find themselves not considered oppressed at all, particularly if they are not attracted to trans men or trans women, respectively, which is considered a form of transphobia and misgendering (Sara C 2018). Asians and Jews may find themselves stripped of marginalized status due to the comparative economic success of their demographics, their participation in “whiteness,” or other factors (Kuo 2018; Lungen 2018). Queerness needs to be decolonized—meaning made more racially diverse—and its conceptual origins in white figures like Judith Butler need to be interrogated (Small 2019).

Here are a few of the defenses that many people carry inside, sometimes for the rest of their lives: AVOIDANCE. Avoidance is usually about fear. Emotions and relationships have hurt me, so I will minimize emotions and relationships. People who are avoidant feel most comfortable when the conversation stays superficial. They often overintellectualize life. They retreat to work. They try to be self-sufficient and pretend they don’t have needs. Often, they have not had close relationships as kids and have lowered their expectations about future relationships. A person who fears intimacy in this way may be always on the move, preferring not to be rooted or pinned down; they are sometimes relentlessly positive so as not to display vulnerability; they engineer things so they are the strong one others turn to but never the one who turns to others. DEPRIVATION. Some children are raised around people so self-centered that the needs of the child are ignored. The child naturally learns the lesson “My needs won’t be met.” It is a short step from that to “I’m not worthy.” A person haunted by a deprivation schema can experience feelings of worthlessness throughout life no matter how many amazing successes they achieve. They often carry the idea that there is some flaw deep within themselves, that if other people knew it, it would cause them to run away. When they are treated badly, they are likely to blame themselves. (Of course he had an affair; I’m a pathetic wife.) They sometimes grapple with a fierce inner critic. OVERREACTIVITY. Children who are abused and threatened grow up in a dangerous world. The person afflicted in this way often has, deep in their nervous system, a hyperactive threat-detection system. Such people interpret ambivalent situations as menacing situations, neutral faces as angry faces. They are trapped in a hyperactive mind theater in which the world is dangerous. They overreact to things and fail to understand why they did so. PASSIVE AGGRESSION. Passive aggression is the indirect expression of anger. It is a way to sidestep direct communication by a person who fears conflict, who has trouble dealing with negative emotions. It’s possible such a person grew up in a home where anger was terrifying, where emotions were not addressed, or where love was conditional and the lesson was that direct communication would lead to the withdrawal of affection. Passive aggression is thus a form of emotional manipulation, a subtle power play to extract guilt and affection. A husband with passive-aggressive tendencies may encourage his wife to go on a weekend outing with her friends, feeling himself to be a selfless martyr, but then get angry with her in the days before the outing and through the weekend. He’ll let her know by various acts of withdrawal and self-pity that she’s a selfish person and he’s an innocent victim. —

Telling a current employer about an offer from another company is a common tactic but works for men more easily than for women. Men are allowed to be focused on their own achievements, while loyalty is expected from women. Also, just being nice is not a winning strategy. Nice sends a message that the woman is willing to sacrifice pay to be liked by others. This is why a woman needs to combine niceness with insistence, a style that Mary Sue Coleman, president of the University of Michigan, calls “relentlessly pleasant.”22 This method requires smiling frequently, expressing appreciation and concern, invoking common interests, emphasizing larger goals, and approaching the negotiation as solving a problem as opposed to taking a critical stance.23 Most negotiations involve drawn-out, successive moves, so women need to stay focused … and smile.

woman’s vulnerability has the best chances of inspiring this response from her man. She doesn’t judge him. She doesn’t blame him. She doesn’t teach him. She doesn’t criticize him. She doesn’t lead him. She just expresses how she feels, and explains why when she’s led to do so. She leaves it up to the man to decide what to do about that.

Ask yourself: What assets or capabilities do you need to be successful in this comfort-and-safety-as-a-service proposition? For example, you would need the capability to assemble and distribute the necessary HVAC equipment, security cameras, and other physical infrastructure. This, fortunately, may be a capability you already possess as an equipment manufacturer. But chances are that such a player would lack at least a few other critical capabilities. For instance, you would need the ability to install and maintain that equipment, which may go beyond the scope of your current operation. Perhaps most importantly, you would need an online platform to connect all the devices, sensors, and other equipment—allowing for the creation of digital twins for real-time remote digital monitoring. This online platform would also allow customers to make adjustments, access camera footage, and manage their subscription, all in one place.

In a preemptive strike, the lead director asked each director privately to identify one step or action that the chief executive ought to take in the next twelve months to best set the company up for recovery and then success. After compiling the directors’ proposals on a single sheet of paper and appending his own suggestions, the lead director circulated the draft among all the directors for comment or change. Once the document was finalized, the lead director then met the chief executive in a neutral city to present the directors’ specific ideas for action. The director explained to the CEO that the board’s idea list was intended to help him succeed, not to pester him with gratuitous criticism or demand tactical changes. The lead director added that his personal intervention came with the blessing of every member of the board, and he asked the CEO to report his progress in meeting the directors’ recommendations to all board meetings during the coming year.

Remember, great minds discuss ideas, average minds talk about events, and small minds talk about people. Talking about people involves criticizing, gossiping, or spreading rumours about individuals, often without any constructive purpose or benefit. In contrast, talking about events involves simply recounting what has happened, not necessarily in a way that contributes positively to our lives. On the other hand, focusing on discussing ideas rather than events or people can lead to greater personal and professional success and more meaningful and productive conversations and relationships.

Growth Mindset Fixed Mindset 10 ……………………………………………. 5 ……………………………………………….….. 1 1 Loves challenging work 1 Avoids challenges 2 Persistence leads to mastery 2 Thinks effort is for those who aren’t good at something 3 Learns from mistakes & failures 3 Brands themselves as failures 4 Believes the brain can be rewired! 4 Thinks talents & intelligence is fixed 5 Shares knowledge with others 5 Does not share knowledge 6 Loves feedback, asks for feedback, learns from it 6 Takes feedback as personal criticism 7 Focuses on the process 7 Too focused on the outcome 8 Open to alternative options 8 Resistant to exploring & adopting new strategies 9 Gets inspired by others’ success 9 Feels threatened by others’ success

Perfectionism is not the same thing as striving for excellence. Perfectionism is not about healthy achievement and growth. Perfectionism is a defensive move. It’s the belief that if we do things perfectly and look perfect, we can minimize or avoid the pain of blame, judgment, and shame. Perfectionism is a twenty-ton shield that we lug around, thinking it will protect us, when in fact it’s the thing that’s really preventing us from being seen. Perfectionism is not self-improvement. Perfectionism is, at its core, about trying to earn approval. Most perfectionists grew up being praised for achievement and performance (grades, manners, rule following, people pleasing, appearance, sports). Somewhere along the way, they adopted this dangerous and debilitating belief system: “I am what I accomplish and how well I accomplish it. Please. Perform. Perfect.” Healthy striving is self- focused: How can I improve? Perfectionism is other-focused: What will they think? Perfectionism is a hustle. Perfectionism is not the key to success. In fact, research shows that perfectionism hampers achievement. Perfectionism is correlated with depression, anxiety, addiction, and life paralysis or missed opportunities. The fear of failing, making mistakes, not meeting people’s expectations, and being criticized keeps us outside of the arena where healthy competition and striving unfolds. Last, perfectionism is not a way to avoid shame. Perfectionism is a form of shame. Where we struggle with perfectionism, we struggle with shame.

Simple: this principle isn’t limited to the battlefield. In the business world, and in life, there are inherent complexities. It is critical to keep plans and communication simple. Following this rule is crucial to the success of any team in any combat, business or life.

Perfectionism is not the key to success. In fact, research shows that perfectionism hampers achievement. Perfectionism is correlated with depression, anxiety, addiction, and life paralysis, or missed opportunities.7 The fear of failing, making mistakes, not meeting people’s expectations, and being criticized keeps us outside the arena where healthy competition and striving unfolds.

For a leader to diagnose a church for a culture compatible for developing leaders requires a good bit of courage and even more humility. The leadership task of discovering problems rather than ignoring them is not necessarily a well-worn path in the world of Christian leadership. We struggle to admit something is off or wrong in our cultures. For many, “ministry success” is the only acceptable narrative, and the demand for it has been fertile soil for hubris that has plagued leaders longing for or envious of ministry celebrity status. But if we are to be churches that train the very best leaders, we must put our egos to death. For the leader who longs for the church to repent, change often begins with the leader’s repentance. While we are wasting our time if we only address behavior while ignoring the wrong convictions, to discover what a culture fundamentally believes, a leader must work backward from the behaviors. While it is foolish and futile to attempt to change culture by only addressing behavior, one can learn the culture by watching the collective behavior of the church, by observing what is applauded and what is seen as normal. By observing the aggregate behaviors of the people, one can get a good sense of what the church really believes. We offer the following framework to help church leaders assess if the culture actually believes in and values leadership development. While this list of attributes does not cover everything that can or should be present in a church culture, we believe this list includes critical cultural attributes necessary for leadership development. The framework was built from the theological beliefs outlined in the previous chapter along with potential deviant expressions that corrode a church culture. As you consider your church culture, do the attributes on the left describe the church or those on the right? Working backward from the behavioral analysis, it is possible to make some theological assessments for church culture.

5. Empower others to act. Leaders seek to empower others and deploy them for action. They seek to remove obstacles that hamper action that is in line with the vision. The rebuilding of the wall was a monumental task that took many people; therefore, it required broadening the base of those committed to the vision. Nehemiah involved many people in the project. He placed people in areas about which they were passionate. For example, several worked on the wall in front of their homes (3:23), likely most burdened for that particular area of the wall. Ministry leaders must empower others to develop leaders. Leadership development must not be only the responsibility of the senior pastor or senior leadership team. Others must be invited to embrace the opportunity to invest their lives in creating and commissioning leaders. 6. Generate short-term wins. Change theorist William Bridges stated, “Quick successes reassure the believers, convince the doubters, and confound the critics.”7 Leaders are wise to secure early wins to leverage momentum. Nehemiah and those rebuilding the wall faced immediate and constant ridicule and opposition; therefore, it was necessary for Nehemiah to utilize short-term wins to maintain momentum. After the initial wave of criticism, Nehemiah noted that the wall was halfway complete (4:6). The reality of the progress created enough energy to overcome the onslaught of negativity. Ministry leaders can create short-term wins by beginning with a few people, by inviting others to be developed. As leaders are discipled, people in the church will take notice. People will begin to see that the church does more than produce programs and events.

Each member of the team is critical to success, though the main effort and supporting efforts must be clearly identified. If the overall team fails, everyone fails, even if a specific member or an element within the team did their job successfully. Pointing fingers and placing blame on others contributes to further dissension between teams and individuals. These individuals and teams must instead find a way to work together, communicate with each other, and mutually support one another. The focus must always be on how to best accomplish the mission.

I consoled myself that if we hadn’t built this first product—mistakes and all—we never would have learned these important insights about customers. We never would have learned that our strategy was flawed. There is truth in this excuse: what we learned during those critical early months set IMVU on a path that would lead to our eventual breakout success. For a time, this “learning” consolation made me feel better, but my relief was short-lived. Here’s the question that bothered me most of all: if the goal of those months was to learn these important insights about customers, why did it take so long? How much of our effort contributed to the essential lessons we needed to learn? Could we have learned those lessons earlier if I hadn’t been so focused on making the product “better” by adding features and fixing bugs?

● Developing your first-ever leadership strategy and don't know where to start? ● Are you stuck with a particular phase of leadership strategy? ● Having a tough time achieving corporational milestones with your robust strategy? If you're facing these questions and confused regarding canvassing a robust leadership strategy, this article can help you solve these queries. Several factors affect the development of a leadership strategy, such as the influence of decision-making processes for leadership/management, the personnel brought on board for strategy development and the resources involved. There are specific "keys" to effective leadership that help in efficient development and deployment of strategies. Professionals who want to develop robust strategies and move up in their leadership career can opt for online strategy courses. These courses aim to build concepts from the grass-root level, such as what defines a strategy leadership and others. What is a Leadership Strategy? Leadership is required for leading organisational growth by optimising the resources and making the company's procedures more efficient. A leadership strategy explicitly enlists the number of leaders required, the tasks they need to perform, the number of employees, team members and other stakeholders required, and the deadlines for achieving each task. Young leaders who have recently joined the work-force can take help of programs offered by reputable institutes for deepening their knowledge about leadership and convocating successful strategies. Various XLRI leadership and management courses aim to equip new leaders with a guided step-by-step pedagogy to canvass robust leadership strategies. What it Takes to Build a Robust Leadership Strategy: Guided Step-By-Step Pedagogy The following steps go into developing an effective and thriving leadership strategy:- ● Step 1 = Identify Key Business Drivers The first step involves meeting with the senior leaders and executives and identifying the business's critical drivers. Determining business carriers is essential for influencing the outcome of strategies. ● Step 2 = Identifying the Different Leadership Phases Required This step revolves around determining the various leadership processes and phases. Choosing the right techniques from hiring and selection, succession planning, training patterns and others is key for putting together a robust strategy. ● Step 3 = Perform Analysis and Research Researching about the company's different leadership strategies and analysing them with the past and present plans is vital for implementing future strategies. ● Step 4 = Reviewing and Updating Leadership Strategic Plan Fourth step includes reviewing and updating the strategic plan in accordance with recent developments and requirements. Furthermore, performing an environmental scan to analyse the practices that can make strategies long-lasting and render a competitive advantage. All it Takes for Building a Robust Leadership Strategy The above-mentioned step by step approach helps in auguring a leadership strategy model that is sustainable and helps businesses maximise their profits. Therefore, upcoming leaders need to understand the core concepts of strategic leadership through online strategy courses. Moreover, receiving sound knowledge about developing strategies from XLRI leadership and management courses can help aspiring leaders in their careers.

New successful products, particularly Teddy Grahams snack food, were introduced. Debt was quickly paid down using proceeds from asset sales and the sale of new equity. By the end of 1991, the RJR Nabisco buyout created more than $10 billion of value for investors. The critics, like Time, who predicted the buyout would threaten American survival and lead to anarchy could not have been more wrong.

Marilyn Monroe (born Norma Jeane Mortenson; June 1, 1926 – August 5, 1962) was an American actress, model, and singer, who became a major sex symbol, starring in a number of commercially successful motion pictures during the 1950s and early 1960s. After spending much of her childhood in foster homes, Monroe began a career as a model, which led to a film contract in 1946 with Twentieth Century-Fox. Her early film appearances were minor, but her performances in The Asphalt Jungle and All About Eve (both 1950), drew attention. By 1952 she had her first leading role in Don't Bother to Knock and 1953 brought a lead in Niagara, a melodramatic film noir that dwelt on her seductiveness. Her "dumb blonde" persona was used to comic effect in subsequent films such as Gentlemen Prefer Blondes (1953), How to Marry a Millionaire (1953) and The Seven Year Itch (1955). Limited by typecasting, Monroe studied at the Actors Studio to broaden her range. Her dramatic performance in Bus Stop (1956) was hailed by critics and garnered a Golden Globe nomination. Her production company, Marilyn Monroe Productions, released The Prince and the Showgirl (1957), for which she received a BAFTA Award nomination and won a David di Donatello award. She received a Golden Globe Award for her performance in Some Like It Hot (1959). Monroe's last completed film was The Misfits, co-starring Clark Gable with screenplay by her then-husband, Arthur Miller. Marilyn was a passionate reader, owning four hundred books at the time of her death, and was often photographed with a book. The final years of Monroe's life were marked by illness, personal problems, and a reputation for unreliability and being difficult to work with. The circumstances of her death, from an overdose of barbiturates, have been the subject of conjecture. Though officially classified as a "probable suicide", the possibility of an accidental overdose, as well as of homicide, have not been ruled out. In 1999, Monroe was ranked as the sixth greatest female star of all time by the American Film Institute. In the decades following her death, she has often been cited as both a pop and a cultural icon as well as the quintessential American sex symbol. 수면제,액상수면제,낙태약,여성최음제,ghb물뽕,여성흥분제,남성발기부전치유제,비아,시알,88정,드래곤,바오메이,정력제,남성성기확대제,카마그라젤,비닉스,센돔,,꽃물,남성조루제,네노마정,러쉬파퍼,엑스터시,신의눈물,lsd,아이스,캔디,대마초,떨,마리화나,프로포폴,에토미데이트,해피벌륜 등많은제품판매하고있습니다 원하시는제품있으시면 추천상으로 더좋은제품으로 모시겠습니다 qwe114.c33.kr 카톡【ACD5】텔레【KKD55】 I believe that everything happens for a reason. People change so that you can learn to let go, things go wrong so that you appreciate them when they're right, you believe lies so you eventually learn to trust no one but yourself, and sometimes good things fall apart so better things can fall together

1. Judges self harshly. 2. Fears criticism and judgment, but driven to be critical and judgmental of others. 3. Feels a sense of urgency; impulsive; impatient; compelled to seek immediate rather than delayed gratification. 4. Fears failure but unconsciously sabotages own success. 5. Fears disapproval and rejection, so unknowingly creates characteristics acceptable to others. 6. Fears commitment. 7. Feels inadequate/low self-esteem. Sometimes has to compensate by appearing superior. 8. Fears discovery of real self will cause rejection. 9. Fears intimacy. Unable to form close, loving, intimate relationships. 10. Fears loving and being loved. 11. Fears dependency on anyone or anything, yet are dependent personalities. 12. Fears abandonment but compelled to become involved with compulsive personalities that play out this fear. 13. Frightened of angry people. 14. Afraid to trust due to lack of trust in self. 15. Afraid to reveal inner secrets for fear of rejection or disapproval.  16. Afraid of people and authority figures. 17. Feels different/separated from others due to own feelings, which leads to depression. Isolates self. 18. Assumes responsibility for others’ feelings and behavior. 19. Grieves for the family they never had. 20. Unable to identify or ask for own wants and needs. Unconsciously denies them, for experience has taught that they will not be met. 21. Feels guilty when standing up for self, therefore has to give in to others. 22. Unable to feel or express true feelings as adults, because to feel at all is unbearably painful. In “denial.” 23. Unknowingly driven to build up barriers to protect self from own insecurities.  24. Unable or doesn’t know how to let go, relax, play or have fun. 25. Learns to criticize and blame self and others. 26. Has to make excuses for others’ weaknesses;  has unreasonable expectations of self and others. 27. Tries to find own identity in doing things, but finds it difficult to accept honest praise. 28. Desperately wants control and yet over-reacts to changes they can’t control. 29. Continually seeks outside approval by doing. 30. Takes things literally; it’s either right or wrong, black or white. 31. Takes self very seriously. 32. Distorted sense of responsibility. Concerned more for others than self. (Keeps one from the pain of looking too closely at self and own problems.) 33. Tends to repeat relationship patterns. 34. Has a need to help and seeks people who are victims. Are attracted by that weakness in love and friendship relationships. 35. Doesn’t know self or innate rights. Doesn’t realize it’s all right to make mistakes.  36. Craves validation of self-worth from others, not received as child. 37. Extremely loyal, even when loyalty is unjustified or even harmful. 38. Guesses at what normal or appropriate is. 39. Tends to be a perfectionist. 40. Unable to trust loved ones, authority figures or peers.

There is another, equally critical, factor for success in companies: teams that act as communities, integrating interests and putting aside differences to be individually and collectively obsessed with what’s good for the company. Research shows that when people feel like they are part of a supportive community at work, they are more engaged with their jobs and more productive. Conversely, a lack of community is a leading factor in job burnout.

We could express this power in the following way: Most of the time we live in an interior world of dreams, desires, and obsessive thoughts. But in this period of exceptional creativity, we are impelled by the need to get something done that has a practical effect. We force ourselves to step outside our inner chamber of habitual thoughts and connect to the world. At these moments, suddenly exposed to new details and ideas, we become more inspired and creative. Once the deadline has passed or the crisis is over, this feeling of power and heightened creativity generally fades away. We return to our distracted state and the sense of control is gone. The problem we face is that this form of power and intelligence is either ignored as a subject of study or is surrounded by all kinds of myths and misconceptions, all of which only add to the mystery. We imagine that creativity and brilliance just appear out of nowhere, the fruit of natural talent, or perhaps of a good mood, or an alignment of the stars. It would be an immense help to clear up the mystery—to name this feeling of power, and to understand how it can be manufactured and maintained. Let us call this sensation mastery—the feeling that we have a greater command of reality, other people, and ourselves. Although it might be something we experience for only a short while, for others—Masters of their field—it becomes their way of life, their way of seeing the world. And at the root of this power is a simple process that leads to mastery—one that is accessible to all of us. The process can be illustrated in the following manner: Let us say we are learning the piano, or entering a new job where we must acquire certain skills. In the beginning, we are outsiders. Our initial impressions of the piano or the work environment are based on prejudgments, and often contain an element of fear. When we first study the piano, the keyboard looks rather intimidating—we don’t understand the relationships between the keys, the chords, the pedals, and everything else that goes into creating music. In a new job situation, we are ignorant of the power relationships between people, the psychology of our boss, the rules and procedures that are considered critical for success. We are confused—the knowledge we need in both cases is over our heads. Although we might enter these situations with excitement about what we can learn or do with our new skills, we quickly realize how much hard work there is ahead of us. The great danger is that we give in to feelings of boredom, impatience, fear, and confusion. We stop observing and learning. The process comes to a halt. If, on the other hand, we manage these emotions and allow time to take its course, something remarkable begins to take shape. As we continue to observe and follow the lead of others, we gain clarity, learning the rules and seeing how things work and fit together. If we keep practicing, we gain fluency; basic skills are mastered, allowing us to take on newer and more exciting challenges.

Principle 1: Leaders Embrace Extreme Ownership. "On any team, in any organization, all responsibility for success and failure rests with the leader. The leader must own everything in his or her world. There is no one else to blame." Principle 2: There Are No Bad Teams, Only Bad Leaders. "When leaders drive their teams to achieve a higher standard of performance, they must recognize that when it comes to standards, as a leader, it’s not what you preach, it’s what you tolerate." Principle 3: Mission Clarity. "Everyone on the team must understand not only what do to, but why." Principle 4: Keep Your Ego in Check. "Ego clouds and disrupts everything: the planning process, the ability to take good advice, and the ability to accept constructive criticism." Principle 5: Teamwork. "Each member of the team is critical to success, though the main effort and supporting efforts must be clearly identified. If the overall team fails, everyone fails, even if a specific member or an element within the team did their job successfully. Pointing fingers and placing blame on others contributes to further dissension between teams and individuals. These individuals and teams must instead find a way to work together, communicate with each other, and mutually support one another. The focus must always be on how to best accomplish the mission." Principle 6: Simplicity and Clarity. "Leaders eliminate complexity in problems and in situations. Leaders bring clarity to a situation. They keep plans simple, clear, and concise." Principle 7: Prioritize and Execute. "Leaders must determine the highest priority task and execute. Prioritize and Execute." Principle 8: Decentralized Command. "Good leaders delegate. They trust their teams to execute. They provide freedom to execute by giving them clarity in the mission and clear boundaries." Principle 9: Manage Up and Manage Down. "As leader, if you don’t understand why decisions are being made, requests denied, or support allocated elsewhere, you must ask those questions up the chain. Then, once understood, you can pass that understanding down to your team." Principle 10: Discipline Equals Freedom.

Principle 1: Leaders Embrace Extreme Ownership. "On any team, in any organization, all responsibility for success and failure rests with the leader. The leader must own everything in his or her world. There is no one else to blame." Principle 2: There Are No Bad Teams, Only Bad Leaders. "When leaders drive their teams to achieve a higher standard of performance, they must recognize that when it comes to standards, as a leader, it’s not what you preach, it’s what you tolerate." Principle 3: Mission Clarity. "Everyone on the team must understand not only what do to, but why." Principle 4: Keep Your Ego in Check. "Ego clouds and disrupts everything: the planning process, the ability to take good advice, and the ability to accept constructive criticism." Principle 5: Teamwork. "Each member of the team is critical to success, though the main effort and supporting efforts must be clearly identified. If the overall team fails, everyone fails, even if a specific member or an element within the team did their job successfully. Pointing fingers and placing blame on others contributes to further dissension between teams and individuals. These individuals and teams must instead find a way to work together, communicate with each other, and mutually support one another. The focus must always be on how to best accomplish the mission." Principle 6: Simplicity and Clarity. "Leaders eliminate complexity in problems and in situations. Leaders bring clarity to a situation. They keep plans simple, clear, and concise." Principle 7: Prioritize and Execute. "Leaders must determine the highest priority task and execute. Prioritize and Execute." Principle 8: Decentralized Command. "Good leaders delegate. They trust their teams to execute. They provide freedom to execute by giving them clarity in the mission and clear boundaries." Principle 9: Manage Up and Manage Down. "As leader, if you don’t understand why decisions are being made, requests denied, or support allocated elsewhere, you must ask those questions up the chain. Then, once understood, you can pass that understanding down to your team." Principle 10: Discipline Equals Freedom.

Any good leader is immersed in the planning and execution of tasks, projects, and operations to move the team toward a strategic goal. Such leaders possess insight into the bigger picture and why specific tasks need to be accomplished. This information does not automatically translate to subordinate leaders and the frontline troops. Junior members of the team—the tactical level operators—are rightly focused on their specific jobs. They must be in order to accomplish the tactical mission. They do not need the full knowledge and insight of their senior leaders, nor do the senior leaders need the intricate understanding of the tactical level operators’ jobs. Still, it is critical that each have an understanding of the other’s role. And it is paramount that senior leaders explain to their junior leaders and troops executing the mission how their role contributes to big picture success.

Perhaps more importantly, when you believe in strengths alone and you aren’t successful—not getting into your first choice university, not getting that job you wanted, not getting the promotion you thought you deserved, not being in a good relationship—you are devastated. You become hopeless because you assume you can’t progress in those areas. Unsurprisingly, research shows that subscribing to the idea of strengths is linked to higher levels of depression,1 probably in part because it leads to excessive self-criticism.

There should be no presumption that any critical juncture will lead to a successful political revolution or to change for the better. History is full of examples of revolutions and radical movements replacing one tyranny with another, in a pattern that the German sociologist Robert Michels dubbed the iron law of oligarchy, a particularly pernicious form of the vicious circle.