Delegate At Work Quotes

At the time I didn’t understand. But that’s how therapy works. A patient delegates his unacceptable feelings to his therapist; and she holds everything he is afraid to feel, and feels it for him. Then, ever so slowly, she feeds his feelings back to him.

Building a team is a huge task. This task can’t be delegated to someone else. You’re the leader of your business and you have to behave like a leader for your employees.

It is a fundamental truth that the responsibilities of motherhood cannot be successfully delegated. No, not to day-care centers, not to schools, not to nurseries, not to babysitters. We become enamored with men’s theories such as the idea of preschool training outside the home for young children. Not only does this put added pressure on the budget, but it places young children in an environment away from mother’s influence. Too often the pressure for popularity, on children and teens, places an economic burden on the income of the father, so mother feels she must go to work to satisfy her children’s needs. That decision can be most shortsighted. It is mother’s influence during the crucial formative years that forms a child’s basic character. Home is the place where a child learns faith, feels love, and thereby learns from mother’s loving example to choose righteousness. How vital are mother’s influence and teaching in the home—and how apparent when neglected!

Your job then, should you choose to accept it, is to keep searching for the metaphors, rituals and teachers that will help you move ever closer to divinity. The Yogic scriptures say that God responds to the sacred prayers and efforts of human beings in any way whatsoever that mortals choose to worship—just so long as those prayers are sincere. I think you have every right to cherry-pick when it comes to moving your spirit and finding peace in God. I think you are free to search for any metaphor whatsoever which will take you across the worldly divide whenever you need to be transported or comforted. It's nothing to be embarrassed about. It's the history of mankind's search for holiness. If humanity never evolved in its exploration of the divine, a lot of us would still be worshipping golden Egyptian statues of cats. And this evolution of religious thinking does involve a fair bit of cherry-picking. You take whatever works from wherever you can find it, and you keep moving toward the light. The Hopi Indians thought that the world's religions each contained one spiritual thread, and that these threads are always seeking each other, wanting to join. When all the threads are finally woven together they will form a rope that will pull us out of this dark cycle of history and into the next realm. More contemporarily, the Dalai Lama has repeated the same idea, assuring his Western students repeatedly that they needn't become Tibetan Buddhists in order to be his pupils. He welcomes them to take whatever ideas they like out of Tibetan Buddhism and integrate these ideas into their own religious practices. Even in the most unlikely and conservative of places, you can find sometimes this glimmering idea that God might be bigger than our limited religious doctrines have taught us. In 1954, Pope Pius XI, of all people, sent some Vatican delegates on a trip to Libya with these written instructions: "Do NOT think that you are going among Infidels. Muslims attain salvation, too. The ways of Providence are infinite." But doesn't that make sense? That the infinite would be, indeed ... infinite? That even the most holy amongst us would only be able to see scattered pieces of the eternal picture at any given time? And that maybe if we could collect those pieces and compare them, a story about God would begin to emerge that resembles and includes everyone? And isn't our individual longing for transcendence all just part of this larger human search for divinity? Don't we each have the right to not stop seeking until we get as close to the source of wonder as possible? Even if it means coming to India and kissing trees in the moonlight for a while? That's me in the corner, in other words. That's me in the spotlight. Choosing my religion.

But that’s how therapy works. A patient delegates his unacceptable feelings to his therapist; and she holds everything he is afraid to feel, and she feels it for him. Then, ever so slowly, she feeds his feelings back to him.

Delegating work works, provided the one delegating works, too.

one of the perks of being co-CEO is working the hours of a schoolchild and delegating everything

As women must be more empowered at work, men must be more empowered at home. I have seen so many women inadvertently discourage their husbands from doing their share by being too controlling or critical. Social scientists call this "maternal gatekeeping" which is a fancy term for "Ohmigod, that's not the way you do it! Just move aside and let me!"...Anyone who wants her mate to be a true partner must treat him as an equal--and equally capable partner. And if that's note reason enough, bear in mind that a study found that wives who engage in gatekeeping behaviors do five more hours of family work per week than wives who take a more collaborative approach. Another common and counterproductive dynamic occurs when women assign or suggest taks to their partners. She is delegating, and that's a step in the right direction. But sharing responsibility should mean sharing responsibility. Each partner needs to be in charge of specific activities or it becomes too easy for one to feel like he's doing a favor instead of doing his part.

It’s so easy to delegate important work to people who are similar in temperament and skill-sets to you, or to promote them. So easy and so wrong.

Don't let the title mislead you," Arlbeth told her. "The king is simply the visible one. I'm so visible, in fact, that most of the important work has to be done by other people." "Nonsense," said Tor. Arlbeth chuckled. "Your loyalty does you honor, but you're in the process of becoming too visible to be effective yourself, so what do you know about it?

Delegators love to pull people into meetings, too. In fact, meetings are a delegator’s best friend. That’s where he gets to seem important. Meanwhile, everyone else who attends is pulled away from getting real work done.

We asked a thousand leaders to list marble-earning behaviors—what do your team members do that earns your trust? The most common answer: asking for help. When it comes to people who do not habitually ask for help, the leaders we polled explained that they would not delegate important work to them because the leaders did not trust that they would raise their hands and ask for help. Mind. Blown.

Our society assigns us a tiny number of roles: We're producers of one thing at work, consumers of a great many things all the rest of the time, and then, once a year or so, we take on the temporary role of citizen and cast a vote. Virtually all our needs and desires we delegate to specialists of one kind or another - our meals to the food industry, our health to the medical profession, entertainment to Hollywood and the media, mental health to the therapist or the drug company, caring for nature to the environmentalist, political action to the politician, and on and on it goes. Before long it becomes hard to imagine doing much of anything for ourselves - anything, that is, except the work we do "to make a living." For everything else, we feel like we've lost the skills, or that there's someone who can do it better... it seems as though we can no longer imagine anyone but a professional or an institution or a product supplying our daily needs or solving our problems.

Chances are if you find yourself caught up in a political foofaraw at work, or in some family squabble at home, it's because someone else is succeeding in convincing you that his problem is your problem. The non-self-destructor recognizes this and as soon as possible, gives the sleepless night back to the person to whom it belongs.

At the time I didn’t understand. But that’s how therapy works. A patient delegates his unacceptable feelings to his therapist: and she holds everything he is afraid to feel, and she feels it for him. And then, ever so slowly, she feeds his feelings back to him.

Delegation is not a binary thing. There are shades of grey between a dictatorship and an anarchy.

Another way of building trust is to authentically delegate. Don't assign someone work and then constantly monitor their progress and ignore their ideas.

Trust is powerful. It is also fast. It can be lost quickly. Trust is also reciprocal. If you give trust, it will be given back to you. Delegation is a result of this trust.

Projects become complex because we try to solve it alone. Use your working relationships to help you problem solve. Your solution may be as easy as asking your online community for help and direction.

The key enterprising skills I used when first starting out are the very same ones I use today: the art of delegation, risk-taking, surrounding yourself with a great team and working on projects you really believe in.

When it happens, pure leisure should feel like play, not work. You won’t be worrying about whether everyone else is having a good time; you won’t be lumped with the labor—physical, mental, or emotional—of planning, delegating, and cleaning up; you won’t be doing it out of obligation, because you know it’s good for you. Pure leisure requires a deliberate choice to carve out nonpurposive time just for yourself. For women, Schulte explains, that’s “nothing less than a courageous—subversive, almost—act of resistance.” But shouldn’t that feel good?

An important United Nations environmental conference went past 6:00 in the evening when the interpreters' contracted working conditions said they could leave. They left, abandoning the delegates unable to talk to each other in their native languages. The French head of the committee, who had insisted on speaking only in French throughout the week suddenly demonstrated the ability to speak excellent English with English-speaking delegates.

He was rowed down from the north in a leather skiff manned by a crew of trolls. His fur cape was caked with candle wax, his brow stained blue by wine - though the latter was seldom noticed due to the fox mask he wore at-all times. A quill in his teeth, a solitary teardrop a-squirm in his palm, he was the young poet prince of Montreal, handsome, immaculate, searching for sturdier doors to nail his poignant verses on. In Manhattan, grit drifted into his ink bottle. In Vienna, his spice box exploded. On the Greek island of Hydra, Orpheus came to him at dawn astride a transparent donkey and restrung his cheap guitar. From that moment on, he shamelessly and willingly exposed himself to the contagion of music. To the secretly religious curiosity of the traveler was added the openly foolhardy dignity of the troubadour. By the time he returned to America, songs were working in him like bees in an attic. Connoisseurs developed cravings for his nocturnal honey, despite the fact that hearts were occasionally stung. Now, thirty years later, as society staggers towards the millennium - nailing and screeching at the while, like an orangutan with a steak knife in its side - Leonard Cohen, his vision, his gift, his perseverance, are finally getting their due. It may be because he speaks to this wounded zeitgeist with particular eloquence and accuracy, it may be merely cultural time-lag, another example of the slow-to-catch-on many opening their ears belatedly to what the few have been hearing all along. In any case, the sparkle curtain has shredded, the boogie-woogie gate has rocked loose from its hinges, and here sits L. Cohen at an altar in the garden, solemnly enjoying new-found popularity and expanded respect. From the beginning, his musical peers have recognized Cohen´s ability to establish succinct analogies among life´s realities, his talent for creating intimate relationships between the interior world of longing and language and the exterior world of trains and violins. Even those performers who have neither "covered" his compositions nor been overtly influenced by them have professed to admire their artfulness: the darkly delicious melodies - aural bouquets of gardenia and thistle - that bring to mind an electrified, de-Germanized Kurt Weill; the playfully (and therefore dangerously) mournful lyrics that can peel the apple of love and the peach of lust with a knife that cuts all the way to the mystery, a layer Cole Porter just could`t expose. It is their desire to honor L. Cohen, songwriter, that has prompted a delegation of our brightest artists to climb, one by one, joss sticks smoldering, the steep and salty staircase in the Tower of Song.

that’s how therapy works. A patient delegates his unacceptable feelings to his therapist; and she holds everything he is afraid to feel, and she feels it for him. Then, ever so slowly, she feeds his feelings back to him. As Ruth fed mine back to me.

The work which can be done by your subordinates should be delegated, even if you like doing the work yourself. You must rather focus only on those tasks that can be done by you alone. If you still have some time left, focus on future planning and improving the efficiency of the organisation.

Men often have a slower timeline or lower standard when it comes to domestic work, so women take it on themselves, choosing to delegate work only when it’s most desperately needed. This may be in part because women tend to associate a clean home with their personal success, whereas men’s success is tied strictly to their work outside the home.

Some decisions you should make yourself and some you should delegate to someone more believable.

You should be able to delegate the details

Learn how much confidence to have in your people—don’t assume it. No manager should delegate responsibilities to people they don’t know well.

Leadership is not just delegation of work, it is participation in the work.

Let others take care of the details." That, in a few words, is the meaning of delegating work and responsibility.

Just pass the work I assign along to somebody else and trust to luck. We call that delegation of responsibility.

But that’s how therapy works. A patient delegates his unacceptable feelings to his therapist;

Decide what you want. Determine the Five Major Moves that will help you leap toward that goal. Do deep work on each of the major five moves—at least 60 percent of your workweek going to these efforts—until they are complete. Designate all else as distraction, tasks to delegate, or things to do in blocks of time you’ve allocated in the remaining 40 percent of your time.

I believe you have inside you a core genius… some one thing that you love to do, and do so well, that you hardly feel like doing anything else. It’s effortless for you and a whole lot of fun. And if you could make money doing it, you’d make it your lifetime’s work. Successful people believe this, too. That’s why they put their core genius first. They focus on it—and delegate everything else to other people on their team.

As I argued, when you delegate productivity decisions to the individual, it’s not surprising that you end up stuck with a simple, flexible, lowest common denominator–style workflow like the hyperactive hive mind.

But that’s how therapy works. A patient delegates his unacceptable feelings to his therapist: and she holds everything he is afraid to feel, and she feels it for him. And then, ever so slowly, she feeds his feelings back to him.

If you want to create capacity and margin in your life, I suggest that you do the following: • Delegate so you’re working smarter, not just harder. • Do what you do best and drop the rest. • Get control of your calendar; otherwise other people will. • Do what you love because it will give you energy. • Work with people you like so your energy isn’t depleted. If you do those things while doing the right work with purpose in the right place with people you love, you will be living the good life. 4.

Our world is full of submissive activities. Shopping is submissive. You wander around buying the things the controllers have placed in front of you. Watching TV is submissive. You watch fictional lives rather than live your own life. Playing video games is submissive. You sit there shooting up the world (in virtual reality), while having no impact at all on actual reality. It’s easy to be a virtual hero, hard to be a real one. One involves no work, and the other is as hard as it gets. Video games are an avoidance of the real world. Voting is submissive too – you delegate your authority to one of the puppets of the controllers. Dominants are active, not passive. They DO. They ACT. They MOVE. They CHOOSE. They DECIDE. They are NOT CONTROLLED by the system. They are FREE. So, what are you?

At the time I didn’t understand. But that’s how therapy works. A patient delegates his unacceptable feelings to his therapist; and she holds everything he is afraid to feel, and she feels it for him. Then, ever so slowly, she feeds his feelings back to him. As Ruth fed mine back to me.

The thing that got Daley mad," one of the delegates said later, "was that Ribicoff had been ass-kissing him just a day or two before. He came over and pushed for McGovern to our delegation and made a big speech about what a great guy Daley was. Then he got up there and played the hero for the TV cameras." Daley was on his feet, his arms waiving, his mouth working. The words were lost in the uproar, but it was later asserted by Mayday, an almost-underground Washington paper, that a lip-reader had determined that he said: "Fuck you, you Jew son of a bitch, you lousy motherfucker, go home.

If you are to make delegation work, you must allow your managers freedom to do things their way. You and the company are in trouble if you try to measure your assistants by whether or not they do a particular task exactly as you would do it. They should be judged by their results - not their methods.

The key result areas of management are: Planning, Organizing, Staffing, Delegating, Supervising, Measuring and Reporting. These are the results that a manager must get to succeed in his or her area of responsibility. A weakness in any one of these areas can lead to underachievement and failure as a manager.

Not everyone works to get rich. In fact, most people do not. But almost everyone wishes to be respected. With promotion comes respect. And with delegation comes promotion. If your company is young and a bit rickety, meritocracy, delegation and promotion are the bricks and mortar that will make it stronger. Do

we senators get recesses, but Senate recesses aren’t really breaks. They’re just periods of time where we’re doing different kinds of work, like traveling around our states meeting with people, or raising money, or going overseas on the jam-packed congressional trips known as CODELs (congressional delegations).*

I produced a fulsome sermon. When the appointed Sunday arrived, I used all of my best grooming skills. I picked the cat hairs off my most expensive suit, smoothed my hair, and put a Band-aid on the thumb I had chewed while working overtime on my sermon. Once I met the delegation at church I did my best to dazzle them, and after the service was over we sat for almost two hours in a Sunday School room as I answered question after question about my history, my beliefs, my weaknesses, and my strengths. One man on the committee noticed the Band-aid on my thumb. "What did you do to yourself?" he asked sympathetically. "I cut it while I was cooking, "I lied.

He wasn’t concerned with getting credit or even with being in charge; he simply assigned work to those who could perform it best. This meant delegating some of his most interesting, meaningful, and important tasks—work that other leaders would have kept for themselves. Why did the research not reflect the talents of people like the

The lawyers and historians concurred in teaching, that the Imperial authority was held, not by the delegated commission, but by the irrevocable resignation of the senate; that the emperor was freed from the restraint of civil laws, could command by his arbitrary will the lives and fortunes of his subjects, and might dispose of the empire as of his private patrimony. [

DEKOVEN Mr. Morris, colonial subjects die mainly from a way of life. The incidentals—gangrene, tumors, stillborn babies—are only that: incidentals. Our work—(He interlocks his fingers)—reinforces the way of life. But when you come with a faith, an ideal of service, it is impossible to believe that. It was, at first, for me. But I saw my first delegations my first year here.

look at the anatomy of trees as one of nature’s examples of successful organizing that realizes that our power is in our ability to both be fiercely centered and grounded but also infinitely reaching towards our unique sources of energy, light, and growth. Each tree’s elements are reliant on one another but totally unique in form and function. There is no competition or pressure to be the root or the trunk or the buds that bloom. Each tree is a universe, a master delegator, a puzzle and a puzzle piece. They have encouraged me to not worry so much about making everyone ‘feel important’ and to focus on how to create systems and support efforts where everyone is important and clear on how their work is unique, crucial and totally interconnected.” —Morgan Mann Willis

It is clear that Dr. Brown understands that 'command and control leadership' creates even more conflict and that only through open and trustful and honest delegation and empowering, tension is avoidable and team spirit and cohesiveness is achieved..." Alberto DeFeo, Ph.D. (Law) Chief Administrative Officer of Lake Country and Adjunct Professor of University of Northern British Columbia

Before settling in to work, we noticed a large travel case on the mantelpiece. I unsnapped the latches and lifted the top. On one side there was a large desert scene on a marble base featuring miniature gold figurines, as well as a glass clock powered by changes in temperature. On the other side, set in a velvet case, was a necklace half the length of a bicycle chain, encrusted with what appeared to be hundreds of thousands of dollars’ worth of rubies and diamonds—along with a matching ring and earrings. I looked up at Ben and Denis. “A little something for the missus,” Denis said. He explained that others in the delegation had found cases with expensive watches waiting for them in their rooms. “Apparently, nobody told the Saudis about our prohibition on gifts.” Lifting the heavy jewels, I wondered how many times gifts like this had been discreetly left for other leaders during official visits to the kingdom—leaders whose countries didn’t have rules against taking gifts, or at least not ones that were enforced. I thought again about the Somali pirates I had ordered killed, Muslims all, and the many young men like them across the nearby borders of Yemen and Iraq, and in Egypt, Jordan, Afghanistan, and Pakistan, whose earnings in a lifetime would probably never touch the cost of that necklace in my hands. Radicalize just 1 percent of those young men and you had yourself an army of half a million, ready to die for eternal glory—or maybe just a taste of something better. I set the necklace down and closed the case. “All right,” I said. “Let’s work.

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.

common destructive element in the life of any creative person is doing the wrong work—in other words, spending too much of your time on things that don’t matter or don’t come naturally. We flourish by leaning into our strengths more than by “fixing” our weaknesses. Delegate, outsource, or avoid the tasks that call on your weakest areas. There is no benefit in being so stubborn that you do it all.

Throughout his career as a soldier, lawyer, and public servant, Harrison had felt a keen sense of personal responsibility for whatever work he engaged to do. He treated his presidential duties no differently. Although he could delegate work, he could not relinquish the conviction that the country would hold him ultimately accountable for his administration’s actions. He was, therefore, a hands-on president.

Grace was a particularly civic-minded young woman. “When Grace was just a schoolgirl,” a childhood friend of hers wrote, “she planned to be a real citizen when she grew up.”2 Her family was of a political bent; her father Daniel was a delegate to the carpenters’ union, and you couldn’t grow up in his house without picking up his principles. He was out of work rather a lot, as unionism was not popular at that time, but while the family may not have had much money, they did have a lot of love. Grace was one of ten children—she was number four—and she was especially close to her mother, also called Grace; perhaps because she was the eldest girl. There were six boys and four girls in total, and Grace was close to her siblings, especially her sister Adelaide, who was nearest to her in age, and her little brother Art

He gave subordinates input into key decisions, implementing the ideas that made sense, while making it clear that he had the final authority. He wasn’t concerned with getting credit or even with being in charge; he simply assigned work to those who could perform it best. This meant delegating some of his most interesting, meaningful, and important tasks—work that other leaders would have kept for themselves.

Putting the Lost Cause to work, however, necessitated a good measure of willful forgetting. Confederate memorialists proved equal to the task. "The world has been wickedly taught and foolishly believes that we resorted to war solely to preserve our institution of African slavery," General John S. Preston told a SASC meeting in Columbia in 1870. If anyone knew what had led to the Civil War, it was Preston, who not only attended the South Carolina Secession Convention but also served as the state's official delegate to Virginia's secession convention. The North and South were antagonistic societies whose differences were fundamentally rooted in slavery and race, he had told the Virginia convention in February 1861. But a decade later, Preston preached that slavery had not been the animating cause of secession at all.

For instance, the education system, instead of going by textbook teaching, will promote creative and interactive self-learning—both formal and informal—with a focus on values, merit and quality. Workers, instead of being skilled or semi-skilled, will be knowledgeable, self-empowered and flexibly skilled. Types of work, instead of being structured and hardware driven, will be more flexible and software driven. Management styles will be delegative rather than directive.

When you grow up Indian, you quickly learn that the so-called American Dream isn't for you. For you that dream's a nightmare. Ask any Indian kid: you're out just walking across the street of some little off-reservation town and there's this white cop suddenly comes up to you, grabs you by your long hair, pushes you up against a car, frisks you, gives you a couple good jabs in the ribs with his nightstick, then sends you off with a warning sneer: "Watch yourself, Tonto!" He doesn't do that to white kids, just Indians. You can hear him chuckling with delight as you limp off, clutching your bruised ribs. If you talk smart when they hassle you, off to the slammer you go. Keep these Injuns in their place, you know. Truth is, they actually need us. Who else would they fill up their jails and prisons with in places like the Dakotas and New Mexico if they didn't have Indians? Think of all the cops and judges and guards and lawyers who'd be out of work if they didn't have Indians to oppress! We keep the system going. We help give the American system of injustice the criminals it needs. At least being prison fodder is some kind of reason for being. Prison's the only university, the only finishing school many young Indian brothers ever see. Same for blacks and Latinos. So-called Latinos, of course, are what white man calls Indians who live south of the Rio Grande. White man's books will tell you there are only 2.5 million or so of us Indians here in America. But there are more than 200 million of us right here in this Western Hemisphere, in the Americas, and hundreds of millions more indigenous peoples around this Mother Earth. We are the Original People. We are one of the fingers on the hand of humankind. Why is it we are unrepresented in our own lands, and without a seat — or many seats — in the United Nations? Why is it we're allowed to send our delegates only to prisons and to cemeteries?

I would, however, occasionally look up at Ruth’s face. To my surprise, tears would be collecting in her eyes as she listened. This may seem hard to grasp, but those tears were not hers. They were mine. At the time I didn’t understand. But that’s how therapy works. A patient delegates his unacceptable feelings to his therapist; and she holds everything he is afraid to feel, and she feels it for him. Then, ever so slowly, she feeds his feelings back to him. As Ruth fed mine back to me.

Edward Rutledge, a member of South Carolina’s delegation to the Continental Congress, said that Dunmore’s declaration did “more effectually work an eternal separation between Great Britain and the Colonies—than any other expedient which could possibly have been thought of.”70 Not the taxes and the tea, not the shots at Lexington and Concord, not the siege of Boston; rather, it was this act, Dunmore’s offer of freedom to slaves, that tipped the scales in favor of American independence.

Stop being an adrenalin junkie. Yes, I’m talking to you Miss I-can-do-everything-and-I-can-do-it-faster-and-better-than-you. Slow down. Delegate. Your new motto is Rest is Radical. Why? When you survive on adrenalin, you really are surviving, not thriving. Yes, we no longer live in caves, but our bodies haven’t changed, so when your train is late or you have a hectic day at work, your body responds by going into fight or flight mode. It’s the modern-day equivalent of encountering a saber-tooth tiger.

Everything comes down to how work is outsourced. There are more options out there than the subpar you-get-what-you-pay-for. The saying "Every man to his trade" is true in the same way as the Ricardian formulation of comparative advantage*. Tanya's quiet voice is a good excuse to delegate this job. Ricardian formulation of comparative advantage - Also known as the comparative cost theory. The basis of commerce theory. To put it in extremely simple terms, it says that everyone should make what they are good at and trade it.

Two centuries ago, the United States settled into a permanent political order, after fourteen years of violence and heated debate. Two centuries ago, France fell into ruinous disorder that ran its course for twenty-four years. In both countries there resounded much ardent talk of rights--rights natural, rights prescriptive. . . . [F]anatic ideology had begun to rage within France, so that not one of the liberties guaranteed by the Declaration of the Rights of Man could be enjoyed by France's citizens. One thinks of the words of Dostoievski: "To begin with unlimited liberty is to end with unlimited despotism." . . . In striking contrast, the twenty-two senators and fifty-nine representatives who during the summer of 1789 debated the proposed seventeen amendments to the Constitution were men of much experience in representative government, experience acquired within the governments of their several states or, before 1776, in colonial assembles and in the practice of the law. Many had served in the army during the Revolution. They decidedly were political realists, aware of how difficult it is to govern men's passions and self-interest. . . . Among most of them, the term democracy was suspect. The War of Independence had sufficed them by way of revolution. . . . The purpose of law, they knew, is to keep the peace. To that end, compromises must be made among interests and among states. Both Federalists and Anti-Federalists ranked historical experience higher than novel theory. They suffered from no itch to alter American society radically; they went for sound security. The amendments constituting what is called the Bill of Rights were not innovations, but rather restatements of principles at law long observed in Britain and in the thirteen colonies. . . . The Americans who approved the first ten amendments to their Constitution were no ideologues. Neither Voltaire nor Rousseau had any substantial following among them. Their political ideas, with few exceptions, were those of English Whigs. The typical textbook in American history used to inform us that Americans of the colonial years and the Revolutionary and Constitutional eras were ardent disciples of John Locke. This notion was the work of Charles A. Beard and Vernon L. Parrington, chiefly. It fitted well enough their liberal convictions, but . . . it has the disadvantage of being erroneous. . . . They had no set of philosophes inflicted upon them. Their morals they took, most of them, from the King James Bible and the Book of Common Prayer. Their Bill of Rights made no reference whatever to political abstractions; the Constitution itself is perfectly innocent of speculative or theoretical political arguments, so far as its text is concerned. John Dickinson, James Madison, James Wilson, Alexander Hamilton, George Mason, and other thoughtful delegates to the Convention in 1787 knew something of political theory, but they did not put political abstractions into the text of the Constitution. . . . Probably most members of the First Congress, being Christian communicants of one persuasion or another, would have been dubious about the doctrine that every man should freely indulge himself in whatever is not specifically prohibited by positive law and that the state should restrain only those actions patently "hurtful to society." Nor did Congress then find it necessary or desirable to justify civil liberties by an appeal to a rather vague concept of natural law . . . . Two centuries later, the provisions of the Bill of Rights endure--if sometimes strangely interpreted. Americans have known liberty under law, ordered liberty, for more than two centuries, while states that have embraced the Declaration of the Rights of Man and of the Citizen, with its pompous abstractions, have paid the penalty in blood.

For Bal-Blanc, the difference between works of art and capitalism is that artists appropriate perverted power for themselves, in order to produce reoriented and multiple roles (as opposed to the singular roles of industrialisation). As such, they propose new forms of transgression, and prompt a ‘secousse’ (jolt) in the viewer. As Bal-Blanc suggests, in delegated performance two types of perversion confront each other face to face: the perversity exercised by institutions and presented as a norm, and that employed by artists which by contrast appears as an anomaly.

Strong back and open heart. This is warrior stance, I tell him. The strong back of fiscal discipline. The strong back of clarity and vision, of drive and direction. The strong back of delegating responsibility and holding people accountable. The strong back of knowing right from wrong. But it’s also the open heart. It’s giving a shit about people, purpose, meaning. It’s working toward something greater than merely boosting your ego, greater than just soothing your worries and chasing your demons away. It’s leading from within, drawing on the core of your being, on all that has shaped you.

Our forefathers bequeathed to us far more than a republic. They willed to us an enduring Constitution that incorporates more thought and brainpower than any document ever written by man. After fifty-five convention delegates worked on it ceaselessly for four months, three million people argued about it for two years, and only then was it ratified by conventions of the people so it could become the supreme law of the land. And immediately after it was put in force, Congress acceded to popular demand by proposing ten amendments that restricted the government from abridging the rights of the governed. Was

Going back to that filter of susceptibility to shame- when it comes to work, we're afraid of being judged for a lack of knowledge or lack of understanding. We hate asking for help. But that's where it gets wild. We asked a thousand leaders to list marble earning behaviors- what do your team members do that earns your trust? The most common answer: asking for help. When it comes to people who do not habitually ask for help, the leaders we polled explained that they would not delegate important work to them because the leaders did not trust that they would raise their hands and ask for help. Mind. Blown. p228

Having to remind your partner to do something doesn’t take that something off your list. It adds to it. And what’s more, reminding is often unfairly characterized as nagging. (Almost every man interviewed in connection with this project said nagging is what they hate most about being married, but they also admit that they wait for their wives to tell them what to do at home.) It’s not a partnership if only one of you is running the show, which means making the important distinction between delegating tasks and handing off ownership of a task. Ownership belongs to the person who first off remembers to plan, then plans, and then follows through on every aspect of executing the plan and completing the task without reminders. A survey conducted by Bright Horizons—an on-site corporate childcare provider—found that 86 percent of working mothers say they handle the majority of family and household responsibilities, “not just making appointments, but also driving to them and mentally calendaring who needs to be where, and when.” In order to save us from big-time burnout, we need our partners to be more than helpers who carry out instructions that we’ve taken time and energy to think through (and then who blame us when things fall through the cracks). We need our partners to take the lead by consistently picking up a task, or “card”—week after week—and completely taking it off our mental to-do list by doing every aspect of what the card requires. Otherwise we still worry about whether the task is being done as we would do it, or done fully, or done at all—which leaves us still shouldering the mental and emotional load for the “help” or the “favor” we had to ask for. But how do we get our partners to take that initiative and own every aspect of a household or childcare responsibility without being (nudge, nudge) told what to do? Or, to simply figure it out?

Any informed debate about how and why we have an Electoral College must begin with these often forgotten circumstances of its birth. It was not, as many of us learned in school, a brilliant part of the framers’ plan. It did not reflect any coherent political theory but flowed instead from deals the delegates had made in response to the specific conflicts they faced at a particular moment in history. It was settled on only after every other method failed to win enough support. It was, in the words of one constitutional scholar, a “Frankenstein compromise,” adopted mainly so the delegates could finish their work and go home.

Roosevelt fought hard for the United States to host the opening session [of the United Nations]; it seemed a magnanimous gesture to most of the delegates. But the real reason was to better enable the United States to eavesdrop on its guests. Coded messages between the foreign delegations and their distant capitals passed through U.S. telegraph lines in San Francisco. With wartime censorship laws still in effect, Western Union and the other commercial telegraph companies were required to pass on both coded and uncoded telegrams to U.S. Army codebreakers. Once the signals were captured, a specially designed time-delay device activated to allow recorders to be switched on. Devices were also developed to divert a single signal to several receivers. The intercepts were then forwarded to Arlington Hall, headquarters of the Army codebreakers, over forty-six special secure teletype lines. By the summer of 1945 the average number of daily messages had grown to 289,802, from only 46,865 in February 1943. The same soldiers who only a few weeks earlier had been deciphering German battle plans were now unraveling the codes and ciphers wound tightly around Argentine negotiating points. During the San Francisco Conference, for example, American codebreakers were reading messages sent to and from the French delegation, which was using the Hagelin M-209, a complex six-wheel cipher machine broken by the Army Security Agency during the war. The decrypts revealed how desperate France had become to maintain its image as a major world power after the war. On April 29, for example, Fouques Duparc, the secretary general of the French delegation, complained in an encrypted note to General Charles de Gaulle in Paris that France was not chosen to be one of the "inviting powers" to the conference. "Our inclusion among the sponsoring powers," he wrote, "would have signified, in the eyes of all, our return to our traditional place in the world." In charge of the San Francisco eavesdropping and codebreaking operation was Lieutenant Colonel Frank B. Rowlett, the protégé of William F. Friedman. Rowlett was relieved when the conference finally ended, and he considered it a great success. "Pressure of work due to the San Francisco Conference has at last abated," he wrote, "and the 24-hour day has been shortened. The feeling in the Branch is that the success of the Conference may owe a great deal to its contribution." The San Francisco Conference served as an important demonstration of the usefulness of peacetime signals intelligence. Impressive was not just the volume of messages intercepted but also the wide range of countries whose secrets could be read. Messages from Colombia provided details on quiet disagreements between Russia and its satellite nations as well as on "Russia's prejudice toward the Latin American countries." Spanish decrypts indicated that their diplomats in San Francisco were warned to oppose a number of Russian moves: "Red maneuver . . . must be stopped at once," said one. A Czechoslovakian message indicated that nation's opposition to the admission of Argentina to the UN. From the very moment of its birth, the United Nations was a microcosm of East-West spying. Just as with the founding conference, the United States pushed hard to locate the organization on American soil, largely to accommodate the eavesdroppers and codebreakers of NSA and its predecessors.

INSIGHT FOR BUSINESS: Make sure you understand the business environment in which you are working, from the lowliest job to the most complex one. You don’t need to be able to do every task, but you must understand everything that happens inside the organization. While it is important to delegate responsibilities, never abdicate supervision. It is important that you keep tabs on the entire process from top to bottom and from bottom to top. INSIGHT FOR LIFE: Keep all aspects of your life in balance. Extremes in any direction lead to setbacks in another. Make sure to be involved in your own life by not allowing decisions to be made for you by others—but at the same time, take the opinions of friends and family seriously.

As I talked, I found that no matter how distressing the details I related, I could feel nothing. I was disconnected from my emotions, like a hand severed from a wrist. I talked about painful memories and suicidal impulses—but couldn’t feel them. I would, however, occasionally look up at Ruth’s face. To my surprise, tears would be collecting in her eyes as she listened. This may seem hard to grasp, but those tears were not hers. They were mine. At the time I didn’t understand. But that’s how therapy works. A patient delegates his unacceptable feelings to his therapist; and she holds everything he is afraid to feel, and she feels it for him. Then, ever so slowly, she feeds his feelings back to him. As Ruth fed mine back to me.

For He seems to do nothing of Himself which He can possibly delegate to His creatures. He commands us to do slowly and blunderingly what He could do perfectly and in the twinkling of an eye. He allows us to neglect what He would have us do, or to fail. Perhaps we do not fully realize the problem, so to call it, of enabling finite free wills to co-exist with Omnipotence. It seems to involve at every moment almost a sort of divine abdication. We are not mere recipients or spectators. We are either privileged to share in the game or compelled to collaborate in the work, “to wield our little tridents.” Is this amazing process simply Creation going on before our eyes? This is how (no light matter) God makes something—indeed, makes gods—out of nothing.

Stalin’s first move, uncharacteristically, was to apologize to the Chinese comrades for having underestimated them: “Our opinions are not always correct,” he told a visiting delegation from Beijing in July, 1949. He then went on, however, to propose the “second front” the Americans had feared: [T]here should be some division of labor between us. . . . The Soviet Union cannot . . . have the same influence [in Asia] as China is in a position to do. . . . By the same token, China cannot have the same influence as the Soviet Union has in Europe. So, for the interests of the international revolution, . . . you may take more responsibility in working in the East, . . . and we will take more responsibility in the West. . . . In a word, this is our unshirkable duty.56

The whole suggestion is predicated on a damnable fucking lie—the BIG lie, actually—one which Richman himself happily helped create and which he works hard, on a daily basis, to keep alive. See … it makes for a better article when you associate the food with a personality. Richman, along with the best and worst of his peers, built up these names, helped make them celebrities by promoting the illusion that they cook—that if you walk into one of dozens of Jean-Georges’s restaurants, he’s somehow back there on the line, personally sweating over your halibut, measuring freshly chopped herbs between thumb and forefinger. Every time someone writes “Mr. Batali is fond of strong, assertive flavors” (however true that might be) or “Jean Georges has a way with herbs” and implies or suggests that it was Mr. Batali or Mr. Vongerichten who actually cooked the dish, it ignores the reality, if not the whole history, of command and control and the creative process in restaurant kitchens. While helpful to chefs, on the one hand, in that the Big Lie builds interest and helps create an identifiable brand, it also denies the truth of what is great about them: that there are plenty of great cooks in this world—but not that many great chefs. The word “chef” means “chief.” A chef is simply a cook who leads other cooks. That quality—leadership, the ability to successfully command, inspire, and delegate work to others—is the very essence of what chefs are about. As Richman knows. But it makes better reading (and easier writing) to first propagate a lie—then, later, react with entirely feigned outrage at the reality.

For freed slaves, an impoverished and, until recently, almost entirely powerless segment of the population, Garfield represented freedom and progress, but also, and perhaps more importantly, dignity. As president, he demanded for black men nothing less than what they wanted most desperately for themselves—complete and unconditional equality, born not of regret but respect. “You were not made free merely to be allowed to vote, but in order to enjoy an equality of opportunity in the race of life,” Garfield had told a delegation of 250 black men just before he was elected president. “Permit no man to praise you because you are black, nor wrong you because you are black. Let it be known that you are ready and willing to work out your own material salvation by your own energy, your own worth, your own labor.

Time-use researchers call it “contaminated time.” It is a product of both role overload—working and still bearing the primary responsibility for children and home—and task density. It’s mental pollution, one researcher explained. One’s brain is stuffed with all the demands of work along with the kids’ calendars, family logistics, and chores. Sure, mothers can delegate tasks on the to-do list, but even that takes up brain space—not simply the asking but also the checking to make sure the task has been done, and the biting of the tongue when it hasn’t been done as well or as quickly as you’d like. So it is perhaps not surprising that time researchers are finding that, while “free time” may help ease the feeling of time pressure for men, and in the 1970s helped women a little, by 1998 it was providing women no relief at all.15

Prince Arctic?” A silvery white dragon poked her head around the door, tapping three times lightly on the ice wall. Arctic couldn’t remember her name, which was the kind of faux pas his mother was always yelling at him about. He was a prince; it was his duty to have all the noble dragons memorized along with their ranks so he could treat them according to exactly where they fit in the hierarchy. It was stupid and frustrating and if his mother yelled at him about it one more time, he would seriously enchant something to freeze her mouth shut forever. Oooo. What a beautiful image. Queen Diamond with a chain of silver circles wound around her snout and frozen to her scales. He closed his eyes and imagined the blissful quiet. The dragon at his door shifted slightly, her claws making little scraping sounds to remind him she was there. What was she waiting for? Permission to give him a message? Or was she waiting for him to say her name — and if he didn’t, would she go scurrying back to the queen to report that he had failed again? Perhaps he should enchant a talisman to whisper in his ear whenever he needed to know something. Another tempting idea, but strictly against the rules of IceWing animus magic. Animus dragons are so rare; appreciate your gift and respect the limits the tribe has set. Never use your power frivolously. Never use it for yourself. This power is extremely dangerous. The tribe’s rules are there to protect you. Only the IceWings have figured out how to use animus magic safely. Save it all for your gifting ceremony. Use it only once in your life, to create a glorious gift to benefit the whole tribe, and then never again; that is the only way to be safe. Arctic shifted his shoulders, feeling stuck inside his scales. Rules, rules, and more rules: that was the IceWing way of life. Every direction he turned, every thought he had, was restricted by rules and limits and judgmental faces, particularly his mother’s. The rules about animus magic were just one more way to keep him trapped under her claws. “What is it?” he barked at the strange dragon. Annoyed face, try that. As if he were very busy and she’d interrupted him and that was why he was skipping the usual politic rituals. He was very busy, actually. The gifting ceremony was only three weeks away. It was bad enough that his mother had dragged him here, to their southernmost palace, near the ocean and the border with the Kingdom of Sand. She’d promised to leave him alone to work while she conducted whatever vital royal business required her presence. Everyone should know better than to disturb him right now. The messenger looked disappointed. Maybe he really was supposed to know who she was. “Your mother sent me to tell you that the NightWing delegation has arrived.” Aaarrrrgh. Not another boring diplomatic meeting.

The very next day, delegates from Moscow visited mining towns around the USSR to recruit miners for an operation to cool the ground beneath the destroyed reactor. They were bussed to Chernobyl and began work on the 13th. One miner described the plan: “Our mission was this: dig a 150-meter tunnel, from the third block to the fourth. Then dig a room 30 meters long and 30 meters wide [and 2 meters tall] to hold a refrigeration device for cooling down the reactor.”210 Scientists worried that pneumatic drills would stress the building’s fragile foundations, so the miners were ordered to dig their tunnel by hand. To limit exposure, they dug down 12 meters before heading towards Unit 4. The project took one month and four days, with miners digging 24 hours a day - in a normal mine, that distance would have taken three times as long. Due to the nature of the dig, it wasn’t possible to install ventilation holes, so there was a lack of oxygen and the temperature reached highs of 30°C.

In Spain an exceptionally favourable situation, more favourable than in Russia before the October 1917 revolution, there was no party or leadership capable of making a correct estimate of the situation, drawing the necessary conclusions, and the workers firmly to take power. All that was necessary in the situation was to explain to the workers the real relationship of forces, the necessary and vital steps and to show them how their leaders and organisations stood in the way. Power was in the hands of the workers, but it was not centralised or organised. Committees, Juntas or Soviets, the name does not matter, should have been organised in every factory and district, elected by the workers, housewives and all sections of the working population, including the peasants and of course the workers’ militias. These in turn should have been linked by delegates to form area, regional and an all national committee. This could have formed the framework of a new regime pushing aside the contemptible and powerless government and establishing the dictatorship of the proletariat.

Working class bodies (like any other) will only flourish as long as there is a sense of purpose in participating in them. If there is no real discussion, if everything of significance is decided in advance elsewhere, the organ atrophies and the participants vote with their feet. That kind of apathy and passivity is what capitalist society relies upon. Demanding that we put a cross on a piece of paper, to indicate our trust in representatives who can do what they like for five years, is the sole political duty of the “citizen”. Meanwhile the so-called democratic state represents only the interests of the propertied classes. Socialist society is different. It is not just about dispossessing the wealthy of their ownership of the means of production, even if abolishing both the law of value and exploitation are bedrocks on which a new mode of production must arise. Socialism demands the active participation of all producers in the decisions that affect their lives. Its democracy is direct and based on the ability to recall delegates if they do not fulfil the mandate they were given by the collectivity.

At the present time, political power is everywhere constituted on insufficient foundations. On the one hand it emanates from the so-called divine right of kings, which is none other than military force; on the other from universal suffrage, which is merely the instinct of the masses, or mere average intelligence. A nation is not a number of uniform values or ciphers; it is a living being composed of organs. So long as national representation is not the image of this organization, right from its working to its teaching classes, there will be no organic or intelligent national representation. So long as the delegates of all scientific bodies, and the whole of the Christian churches do not sit together in one upper council, our societies will be governed by instinct, by passion, and by might, and there will be no social temple. ...We are beginning to understand that Jesus, at the very height of his consciousness, the transfigured Christ, is opening his loving arms to his brothers, the other Messiahs who preceded him, beams of the Living Word as he was, that he is opening them wide to Science in its entirety, Art in its divinity, and Life in its completeness. But his promise cannot be fulfilled without the help of all the living forces of humanity. Two main things are necessary nowadays for the continuation of the mighty work: on the one hand, the progressive unfolding of experimental science and intuitive philosophy to facts of psychic order, intellectual principles, and spiritual proofs; on the other, the expansion of Christian dogma in the direction of tradition and esoteric science, and subsequently a reorganization of the Church according to a graduated initiation; this by a free and irresistible movement of all Christian churches, which are also equally daughters of the Christ. Science must become religious and religion scientific. This double evolution, already in preparation, would finally and forcibly bring about a reconciliation of Science and Religion on esoteric grounds. The work will not progress without considerable difficulty at first, but the future of European Society depends on it. The transformation of Christianity, in its esoteric sense would bring with it that of Judaism and Islam, as well as a regeneration of Brahmanism and Buddhism in the same fashion, it would accordingly furnish a religious basis for the reconciliation of Asia and Europe.

All obstructions to the execution of the Laws, all combinations and associations, under whatever plausible character, with the real design to direct, control, counteract, or awe the regular deliberation and action of the constituted authorities, are destructive of this fundamental principle, and of fatal tendency.—They serve to organize faction, to give it an artificial and extraordinary force—to put in the place of the delegated will of the nation, the will of a party;—often a small but artful and enterprising minority of the community;—and, according to the alternate triumphs of different parties, to make the public administration the mirror of the ill-concerted and incongruous projects of faction, rather than the organ of consistent and wholesome plans digested by common councils, and modified by mutual interests.—However combinations or associations of the above descriptions may now and then answer popular ends, they are likely, in the course of time and things, to become potent engines, by which cunning, ambitious, and unprincipled men will be enabled to subvert the Power of the People, and to usurp for themselves the reins of Government; destroying afterwards the very engines, which have lifted them to unjust dominion.—

When I started in real estate, despite high ambition, I was constrained by the same 24 hours as everyone else. My early success came from a grueling schedule, long hours, and the high price of near burn-out. In self-defense, I devised a system that featured direct marketing in place of traditional prospecting plus a highly effective team, with all the non-rainmaker tasks delegated to them. This took me to the top of the profession, twice #1 in RE/MAX worldwide in commissions earned, and 15 years as one of the top agents—working less hours than most. While an active agent, I consistently sold over 500 homes a year, even while starting and developing a second business, training and coaching more millionaire agents than any other coach. Without the inspiration of Dan Kennedy’s direct marketing methods and his extraordinary, extreme time-management philosophy, these achievements simply would not have been possible. LEVERAGING yourself, by media in place of manual labor, and with other people is very intimidating to most real estate agents and to most small businesspeople. It frankly is not easy to get right, but it is the quantum leap that uniquely and simultaneously lifts income and supports a great lifestyle. —CRAIG PROCTOR, CRAIGPROCTOR.COM

Where to stash your organizational risk? Lately, I’m increasingly hearing folks reference the idea of organizational debt. This is the organizational sibling of technical debt, and it represents things like biased interview processes and inequitable compensation mechanisms. These are systemic problems that are preventing your organization from reaching its potential. Like technical debt, these risks linger because they are never the most pressing problem. Until that one fateful moment when they are. Within organizational debt, there is a volatile subset most likely to come abruptly due, and I call that subset organizational risk. Some good examples might be a toxic team culture, a toilsome fire drill, or a struggling leader. These problems bubble up from your peers, skip-level one-on-ones,16 and organizational health surveys. If you care and are listening, these are hard to miss. But they are slow to fix. And, oh, do they accumulate! The larger and older your organization is, the more you’ll find perched on your capable shoulders. How you respond to this is, in my opinion, the core challenge of leading a large organization. How do you continue to remain emotionally engaged with the challenges faced by individuals you’re responsible to help, when their problem is low in your problems queue? In that moment, do you shrug off the responsibility, either by changing roles or picking powerlessness? Hide in indifference? Become so hard on yourself that you collapse inward? I’ve tried all of these! They weren’t very satisfying. What I’ve found most successful is to identify a few areas to improve, ensure you’re making progress on those, and give yourself permission to do the rest poorly. Work with your manager to write this up as an explicit plan and agree on what reasonable progress looks like. These issues are still stored with your other bags of risk and responsibility, but you’ve agreed on expectations. Now you have a set of organizational risks that you’re pretty confident will get fixed, and then you have all the others: known problems, likely to go sideways, that you don’t believe you’re able to address quickly. What do you do about those? I like to keep them close. Typically, my organizational philosophy is to stabilize team-by-team and organization-by-organization. Ensuring any given area is well on the path to health before moving my focus. I try not to push risks onto teams that are functioning well. You do need to delegate some risks, but generally I think it’s best to only delegate solvable risk. If something simply isn’t likely to go well, I think it’s best to hold the bag yourself. You may be the best suited to manage the risk, but you’re almost certainly the best positioned to take responsibility. As an organizational leader, you’ll always have a portfolio of risk, and you’ll always be doing very badly at some things that are important to you. That’s not only okay, it’s unavoidable.

In Miss Miller’s fantasy, too, there is an inner necessity that compels it to go on from the horse-sacrifice to the sacrifice of the hero. Whereas the former symbolizes the renunciation of biological drives, the latter has the deeper and ethically more valuable meaning of a human self-sacrifice, a renunciation of egohood. In her case, of course, this is true only in a metaphorical sense, since it is not the author of the story but its hero, Chiwantopel, who offers himself and is voluntarily sacrificed. The morally significant act is delegated to the hero, while Miss Miller only looks on admiringly and applaudingly, without, it seems, realizing that her animus-figure is constrained to do what she herself so signally fails to do. The advance from the animal sacrifice to the human sacrifice is therefore only an idea, and when Miss Miller plays the part of a pious spectator of this imaginary sacrificial act, her participation is without ethical significance. As is usual in such cases, she is totally unconscious of what it means when the hero, the vehicle of the vitally important magical action, perishes. When that happens, the projection falls away and the threatening sacrificial act recoils upon the subject herself, that is, upon the personal ego of the dreamer. In what form the drama will then run to an end it is impossible to predict. Nor, in the case of Miss Miller, owing to the lack of material and my ignorance of her personality, did I foresee, or venture to assume, that it would be a psychosis which would form the companion piece to Chiwantopel’s sacrifice. It was, in fact, a κατοχή—a total surrender, not to the positive possibilities of life, but to the nocturnal world of the unconscious, a débâcle similar to the one that overtook her hero.

It has been widely said in the recent past that economic freedom can exist without the institution of property, because, under a Communist system, men own though they own corporately: they can dispose of their own lives, though such disposition be indirect and through delegates. This false argument is born of the dying Parliamentary theory of politics; it proceeds from the false statement which deceived three generations of Europe, from the French Revolution to our own day, that corporate action may be identified with individual action. So men speak of their so-called “Representatives” as having been “chosen” by themselves. But in experienced reality there is no such thing as this imagined permanent corporate action through delegation. On some very simple and universal point, which all understand, in which all are interested and on which all feel strongly, the desire of the bulk of people may be expressed for a brief moment by delegation. Men voting under strong emotion on one single clear issue, may instruct others to carry out their wishes; but the innumerable acts of choice and expression which make up human life can never work through a system of delegation. Even in the comparatively simple field of mere political action, delegation destroys freedom. Parliaments have everywhere proved irreconcilable with democracy. They are not the people. They are oligarchies, and those oligarchies are corrupt because they pretend to a false character and to be, or to mirror, the nation. They are in reality, and can only be, cliques of professional politicians; unless, indeed, they are drawn from an aristocratic class which the community reveres. For class government, the product of the aristocratic spirit, is the condition of oligarchies working successfully and therefore of a reasonably efficient Parliament. Such an instrument is not to be found save in the hands of a governing class.

We may not recognize how situations within our own lives are similar to what happens within an airplane cockpit. But think, for a moment, about the pressures you face each day. If you are in a meeting and the CEO suddenly asks you for an opinion, your mind is likely to snap from passive listening to active involvement—and if you’re not careful, a cognitive tunnel might prompt you to say something you regret. If you are juggling multiple conversations and tasks at once and an important email arrives, reactive thinking can cause you to type a reply before you’ve really thought out what you want to say. So what’s the solution? If you want to do a better job of paying attention to what really matters, of not getting overwhelmed and distracted by the constant flow of emails and conversations and interruptions that are part of every day, of knowing where to focus and what to ignore, get into the habit of telling yourself stories. Narrate your life as it’s occurring, and then when your boss suddenly asks a question or an urgent note arrives and you have only minutes to reply, the spotlight inside your head will be ready to shine the right way. To become genuinely productive, we must take control of our attention; we must build mental models that put us firmly in charge. When you’re driving to work, force yourself to envision your day. While you’re sitting in a meeting or at lunch, describe to yourself what you’re seeing and what it means. Find other people to hear your theories and challenge them. Get in a pattern of forcing yourself to anticipate what’s next. If you are a parent, anticipate what your children will say at the dinner table. Then you’ll notice what goes unmentioned or if there’s a stray comment that you should see as a warning sign. “You can’t delegate thinking,” de Crespigny told me. “Computers fail, checklists fail, everything can fail. But people can’t. We have to make decisions, and that includes deciding what deserves our attention. The key is forcing yourself to think. As long as you’re thinking, you’re halfway home.

There are two famous quips of Stalin which are both grounded in this logic. When Stalin answered the question "Which deviation is worse, the Rightist or the Leftist one?" by "They are both worse!", the underlying premise is that the Leftist deviation is REALLY ("objectively," as Stalinists liked to put it) not leftist at all, but a concealed Rightist one! When Stalin wrote, in a report on a party congress, that the delegates, with the majority of votes, unanimously approved the CC resolution, the underlying premise is, again, that there was really no minority within the party: those who voted against thereby excluded themselves from the party... In all these cases, the genus repeatedly overlaps (fully coincides) with one of its species. This is also what allows Stalin to read history retroactively, so that things "become clear" retroactively: it was not that Trotsky was first fighting for the revolution with Lenin and Stalin and then, at a certain stage, opted for a different strategy than the one advocated by Stalin; this last opposition (Trotsky/Stalin) "makes it clear" how, "objectively," Trotsky was against revolution all the time back. We find the same procedure in the classificatory impasse the Stalinist ideologists and political activists faced in their struggle for collectivization in the years 1928-1933. In their attempt to account for their effort to crush the peasants' resistance in "scientific" Marxist terms, they divided peasants into three categories (classes): the poor peasants (no land or minimal land, working for others), natural allies of the workers; the autonomous middle peasants, oscillating between the exploited and exploiters; the rich peasants, "kulaks" (employing other workers, lending them money or seeds, etc.), the exploiting "class enemy" which, as such, has to be "liquidated." However, in practice, this classification became more and more blurred and inoperative: in the generalized poverty, clear criteria no longer applied, and other two categories often joined kulaks in their resistance to forced collectivization. An additional category was thus introduced, that of a subkulak, a peasant who, although, with regard to his economic situation, was to poor to be considered a kulak proper, nonetheless shared the kulak "counter-revolutionary" attitude.

My first real encounter with conservative evangelicals did not go well for them or for me. Serving as my seminary's faculty adviser to the InterSeminary Movement (ISM), I led a small delegation to a large regional meeting of the ISM students at the Southewestern Baptist Theological Seminary (SWBTS) in Ft. Worth. SWBTS was and is the largest seminary in the nation. They were Baptist conservatives, and our delegates were ecumenical liberals. Asked to deliver a plenary address during their chapel hour before a vast audience of about a thousand students, I prepared an avant garde speech more suited for a rally than a worship service. When I entered that huge space, I faced the largest crowd I have ever addressed and felt like a goldfish in a swarm of piranhas. The president, Dr. Robert Naylor, who was a man with a gently spirit and fixed convictions, introduced me. My prepared remarks were focused on the work of Dietrich Bonhoeffer, whose prison letters were being widely read by theological student at the time. I explained and defended Bonhoeffer's concept of "religionless Christianity." Deep into a romanticized view of secularization under the tutelage of the Dutch theologian Gerardus van der Leeuw, the prevailing slogan was "Let the world set the agenda." In the austere atmosphere of that most conservative Baptist seminary, I proceeded to set forth an appeal to "worldly theology" as a new or promising basis for seminarians of different viewpoints to come together. My stated purpose was to advance Christian unity, but that's not what happened. As I finished my presentation, President Naylor rose, quieted the restless audience and expressed polite appreciation of the intent of my address. He then began extemporaneously and with genuine rhetorical elegance to take on point by point the substance of my speech. In his warm, congenial and pastoral away, he deftly refuted practically every argument I had made. After the service, with great charm President Naylor again grasped my hand warmly and expressed his gratitude for my presence on Seminary Hill. I went away feeling trounced by an aging wise man of gracious and articulate Southern culture. That encounter helped me realize that conservative evangelical thinking was capable of real intellectual force, contrary to all of my previously fixed stereotypes of it.

Delegation—the assigning of things (work or a task) to individuals. Jethro told Moses to delegate the lesser tasks so he could focus on the major issues of leading the nation of Israel to the promised land. Delegation involves three important elements: Clearly assigning the responsibility the individual is entrusted with. Granting the necessary authority and ability to accomplish the task assigned. Holding the person accountable for the completion of the assigned task. Delegation is not giving an unpleasant task to someone, nor is it getting rid of work to make your workday less than responsible. It is, however: Sharing the work with individuals who have the capability so that you may concentrate on more challenging or more difficult assignments. Providing a format whereby individuals can mature and learn through on-the-job work. Encouraging others to become part of the organization by participative task accomplishment. Allowing individuals to exercise their special gifts and abilities. An important element of the organizational structure of the church is the granting of authority to accomplish the task. Authority is the right to invoke compliance by subordinates on the basis of the formal position in the organizational structure and upon the controls the formal organization has placed on that position. Authority is linked to the position, not the person. Authority is derived in various ways: Position Reputation Experience Expertise Authority and responsibility are directly linked. When you give someone responsibility for a task, then the individual should be given the ability to see to it that the task is accomplished. Responsibility and accountability are also directly linked. If the individual is given the responsibility for a task as well the authority/ability to see to its accomplishment, then it is the manager or administrator’s responsibility to hold the individual accountable to complete the task in the manner assigned and planned. Elements of describing the use of organizational authority include: The use of an organizational chart that establishes the chain of command. The use of functional authority, assigning to individuals in other elements of the organization the authority to administer and control elements of the organization outside their own. Defining span of control, defining within the task assignment specifically what elements of the organization the individual has authority over.

Think about it,” Obama said to us on the flight over. “The Republican Party is the only major party in the world that doesn’t even acknowledge that climate change is happening.” He was leaning over the seats where Susan and I sat. We chuckled. “Even the National Front believes in climate change,” I said, referring to the far-right party in France. “No, think about it,” he said. “That’s where it all began. Once you convince yourself that something like that isn’t true, then…” His voice trailed off, and he walked out of the room. For six years, Obama had been working to build what would become the Paris agreement, piece by piece. Because Congress wouldn’t act, he had to promote clean energy, and regulate fuel efficiency and emissions through executive action. With dozens of other nations, he made climate change an issue in our bilateral relationship, helping design their commitments. At international conferences, U.S. diplomats filled in the details of a framework. Since the breakthrough with China, and throughout 2015, things had been falling into place. When we got to Paris, the main holdout was India. We were scheduled to meet with India’s prime minister, Narendra Modi. Obama and a group of us waited outside the meeting room, when the Indian delegation showed up in advance of Modi. By all accounts, the Indian negotiators had been the most difficult. Obama asked to talk to them, and for the next twenty minutes, he stood in a hallway having an animated argument with two Indian men. I stood off to the side, glancing at my BlackBerry, while he went on about solar power. One guy from our climate team came over to me. “I can’t believe he’s doing this,” he whispered. “These guys are impossible.” “Are you kidding?” I said. “It’s an argument about science. He loves this.” Modi came around the corner with a look of concern on his face, wondering what his negotiators were arguing with Obama about. We moved into the meeting room, and a dynamic became clear. Modi’s team, which represented the institutional perspective of the Indian government, did not want to do what is necessary to reach an agreement. Modi, who had ambitions to be a transformative leader of India, and a person of global stature, was torn. This is one reason why we had done the deal with China; if India was alone, it was going to be hard for Modi to stay out. For nearly an hour, Modi kept underscoring the fact that he had three hundred million people with no electricity, and coal was the cheapest way to grow the Indian economy; he cared about the environment, but he had to worry about a lot of people mired in poverty. Obama went through arguments about a solar initiative we were building, the market shifts that would lower the price of clean energy. But he still hadn’t addressed a lingering sense of unfairness, the fact that nations like the United States had developed with coal, and were now demanding that India avoid doing the same thing. “Look,” Obama finally said, “I get that it’s unfair. I’m African American.” Modi smiled knowingly and looked down at his hands. He looked genuinely pained. “I know what it’s like to be in a system that’s unfair,” he went on. “I know what it’s like to start behind and to be asked to do more, to act like the injustice didn’t happen. But I can’t let that shape my choices, and neither should you.” I’d never heard him talk to another leader in quite that way. Modi seemed to appreciate it. He looked up and nodded.

Working Group Strong, clearly focused leader Individual accountability The group’s purpose is the same as the broader organizational mission Individual work products Runs efficient meetings Measures its effectiveness indirectly by its influence on others (such as financial performance of the business) Discusses, decides, and delegates Team Shared leadership roles Individual and mutual accountability Specific team purpose that the team itself delivers Collective work products Encourages open-ended discussion and active problem-solving meetings Measures performance directly by assessing collective work products Discusses, decides, and does real work together

People who have a difficult time saying “no” or delegating work to others tend to push new business development efforts to the bottom of their list.

1.5 Make time to manage People used to worry about keeping their desk tidy. Now it’s also about keeping the computer desktop tidy. Then there are the interruptions, the telephone, the meetings…Follow these nine tips to get rid of the time robbers in your life. 1 Be clear about what you want to achieve. Do the one minute wonder exercise opposite. 2 Plan your work. Write down your goals and break each goal down into sub-tasks. Give start and finish dates to each task. 3 Book appointments with your work. If a report is going to take two hours, then make an appointment with that report as if it were a real person. 4 Deal with tasks as soon as you can. If it’s an unpleasant task then do it first thing. 5 Be ruthless with time – but courteous with people. But don’t over-socialize either face to face or on the phone. Remember you’re eating into other people’s time as well! one minute wonder Write down your job purpose. Then write the five activities that help you achieve this job purpose. Rate each activity 1-5 according to how happy you are with the time you spend on each (1=low, 5=high). Now get those low – rated activities into your diary! 6 Deal with your email three times a day. First thing in the morning, mid-morning and mid-afternoon. Turn off the pop-up that tells you when an email has just come through. 7 Deal with interruptions. Ask the interrupter if it’s quick or if it can wait until later. If interrupted at your desk, then stand up to keep the other person focused. 8 Deal with your in-tray once a day. Take each item and: deal with it; delegate it; file it or dump it. 9 Plan your telephone calls. Save them up and do them in a block so they’ll be quicker and more focused. The worst feeling as a manager is when we think that the workload is too much for us. These nine tips make sure that you stay in control and go home each evening feeling on top of your workload. Being a great time manager leaves you with more time for your people.

The Singapore School's quarrel with the West was partly over the sequence and pace of democratisation. It was acknowledge that certain norms originating in the West had moral and functional strengths. Tommy Koh acknowledged Singapore's debt to the West for "our independent judiciary; our transparent legal process; our excellent civil service,based upon merit and free of corruption; science and technology; a management culture based upon merit, team work and the delegation of power; the liberation of women from their inferior status; the belief in affording all citizens equal opportunity; and a political system which makes the government accountable to the people through regular elections.

I don't know anything about writing,' Colonel Scheisskopf retorted sullenly. 'Well, don't let that trouble you,' General Peckem continued with a careless flick of his wrist. 'Just pass the work I assign you along to somebody else and trust to luck. We call that delegation of responsibility. Somewhere down near the lowest level of this co-ordinated organization I run are people who do get the work done when it reaches them, and everything manages to run along smoothly without too much effort on my part. I suppose that's because I am a good executive. Nothing we do in this large department of ours is really very important, and there's never any rush. On the other hand, it is important that we let people know we do a great deal of it. Let me know if you find yourself shorthanded. I've already put in a requisition for two majors, four captains and sixteen lieutenants to give you a hand. While none of the work we do is very important, it is important that we do a great deal of it.

80% of the work you do, can likely be done by someone else. Learn to delegate your workload so that you are working less and accomplishing more.