Impact Players Quotes

Jen's an impact player, a spoiled brat, a royal pain-in-the-ass, and she rewires me like nothing else.

Impact Players Wear Opportunity Goggles The approach taken by Impact Players isn’t just marginally different, it is radically different—and

Game developers know better than anyone else how to inspire extreme effort and reward hard work. They know how to facilitate cooperation and collaboration at previously unimaginable scales. And they are continuously innovating new ways to motivate players to stick with harder challenges, for longer, and in much bigger groups. These crucial twenty-first-century skills can help all of us find new ways to make a deep and lasting impact on the world around us.

Anemo (wind) and Geo (earth).

0.6 percent

Venti or Diluc,

Do the Job That’s Needed.

❝Washington — perhaps as many global powers have done in the past — uses what I might call the “immaculate conception” theory of crises abroad. That is, we believe we are essentially out there, just minding our own business, trying to help make the world right, only to be endlessly faced with a series of spontaneous, nasty challenges from abroad to which we must react. There is not the slightest consideration that perhaps US policies themselves may have at least contributed to a series of unfolding events. This presents a huge paradox: how can America on the one hand pride itself on being the world’s sole global superpower, with over seven hundred military bases abroad and the Pentagon’s huge global footprint, and yet, on the other hand, be oblivious to and unacknowledging of the magnitude of its own role — for better or for worse — as the dominant force charting the course of world events? This Alice-in-Wonderland delusion affects not just policy makers, but even the glut of think tanks that abound in Washington. In what may otherwise often be intelligent analysis of a foreign situation, the focus of each study is invariably the other country, the other culture, the negative intentions of other players; the impact of US actions and perceptions are quite absent from the equation. It is hard to point to serious analysis from mainstream publications or think tanks that address the role of the United States itself in helping create current problems or crises, through policies of omission or commission. We’re not even talking about blame here; we’re addressing the logical and self-evident fact that the actions of the world’s sole global superpower have huge consequences in the unfolding of international politics. They require examination.

Boundaries help you perform your best when you’re on the clock, and they help you recharge effectively when you’re not. They improve your mental and physical health; create a culture of respect and trust; keep morale, motivation, and loyalty high; and prevent good employees (like you) from burning out—because burnout is very, very real even if you’re doing a job you love. When employees are feeling energized, respected, and valued, it has a positive impact on their productivity, creativity, and the results they achieve for the business. Remember that the next time you’re tempted to feel guilty for setting a boundary at work—you’re a true team player because you’re helping to create a workplace culture in which everyone thrives.

A favorite concept of mine comes from Henri Nouwen’s book The Wounded Healer. The premise of the book is that as we travel life’s journey from childhood to adulthood we acquire wounds along the way. A wound can be any unresolved social, emotional, relational issue that still impacts our lives. These wounds can be inflicted by negative cultural messages or experiences with parents, peers, or adults with power and authority over us. Unresolved, these wounds can leave us with a sense of deficiency or inferiority. We can let unhealed wounds drive us and risk hurting our players through endless self-serving transactions, or we can heal ourselves and then help heal our players. Nouwen says we have two choices: Either we deny, repress, or dissociate from the wounding and therefore wound others with our unhealed injuries, or we bring healing to our wounds and offer our healed wounds to others to heal and transform their lives. I am a wounded healer and this is the story of my wounds, their healing, and the transformation in coaching that ensued because I chose to process and grieve over my pain instead of hiding it and acting it out.

If you have quick verbal skills, use humor to deflect attacks. A quip instead of a counterattack can ease tension, reduce the impact of the other person's aggression, and help build the relationship. When in doubt, use self-deprecating humor such as, “Oh, I see, all you want me to do is to cave in, go belly up, and hand you everything you want. I guess I must come across as the weakest player in the universe.” And with tough bargainers, don't give in too soon; otherwise they might worry that they could have gained more and left too much on the table. In such cases, you must let them believe that they have wrested every last concession from you.

I've found that, in most cases, managers greatly underestimate the impact that a comment or quick gesture of approval has on employees. They'll spend weeks trying to tweak an annual bonus program or some other compensation system, believing that their employees are coin-operated, but they'll neglect to stop someone during a meeting and say, “Hey, that's a fantastic example of hunger. We should all try to be more like that.” I'm not saying that compensation doesn't matter. But if we want to create a culture of humility, hunger, and smarts, the best way to do it is to constantly be catching people exhibiting those virtues and publicly holding them up as examples. No balloons, pastries, or plastic tchotchkes are necessary, just genuine, in-the-moment appreciation.

There are other star players in the field of gene editing. Most of them deserve to be the focus of biographies or perhaps even movies. (The elevator pitch: A Beautiful Mind meets Jurassic Park.) They play important roles in this book, because I want to show that science is a team sport. But I also want to show the impact that a persistent, sharply inquisitive, stubborn, and edgily competitive player can have. With a smile that sometimes (but not always) masks the wariness in her eyes, Jennifer Doudna turned out to be a great central character. She has the instincts to be collaborative, as any scientist must, but ingrained in her character is a competitive streak, which most great innovators have. With her emotions usually carefully controlled, she wears her star status lightly.

In many ways, President Trump followed the electoral authoritarian script during his first year. He made efforts to capture the referees, sideline the key players who might halt him, and tilt the playing field. But the president has talked more than he has acted, and his most notorious threats have not been realized. Troubling antidemocratic initiatives, including packing the FBI with loyalists and blocking the Mueller investigation, were derailed by Republican opposition and his own bumbling. One important initiative, the Advisory Commission on Election Integrity, is just getting off the ground, so its impact is harder to evaluate. Overall, then, President Trump repeatedly scraped up against the guardrails, like a reckless driver, but he did not break through them. Despite clear causes for concern, little actual backsliding occurred in 2017. We did not cross the line into authoritarianism.

The iPod, like the Walkman cassette player before it,C allows us to listen to our music wherever we want. Previously, recording technology had unlinked music from the concert hall, the café, and the saloon, but now music can always be carried with us. Michael Bull, who has written frequently about the impact of the Walkman and the iPod, points out that we often use these devices to “aestheticize urban space.”4 We carry our own soundtrack with us wherever we go, and the world around us is overlaid with our music. Our whole life becomes a movie, and we can alter the score for it over and over again: one minute it’s a tragedy and the next it’s an action film. Energetic, dreamy, or ominous and dark: everyone has their own private movie going on in their heads, and no two are the same. That said, the twentieth-century philosopher Theodor Adorno, ever the complainer, called this situation “accompanied solitude,” a situation where we might be alone, but we have the

I challenged one student about why he always wore headphones in class. He replied that it didn’t matter, because he wasn’t actually playing any music. In another lesson, he was playing music at very low volume through the headphones, without wearing them. When I asked him to switch it off, he replied that even he couldn’t hear it. Why wear the headphones without playing music or play music without wearing the headphones? Because the presence of the phones on the ears or the knowledge that the music is playing (even if he couldn’t hear it) was a reassurance that the matrix was still there, within reach. Besides, in a classic example of interpassivity, if the music was still playing, even if he couldn’t hear it, then the player could still enjoy it on his behalf. The use of headphones is significant here – pop is experienced not as something which could have impacts upon public space, but as a retreat into private ‘OedIpod’ consumer bliss, a walling up against the social. The consequence of being hooked into the entertainment matrix is twitchy, agitated interpassivity, an inability to concentrate or focus. Students’ incapacity to connect current lack of focus with future failure, their inability to synthesize time into any coherent narrative, is symptomatic of more than mere demotivation.

It's a good thing I'm curious, because sometimes I just research how a soccer player kicks a ball and the impact it has on his foot. I haven't used this yet, but I might.

There is some feeling nowadays that reading is not as necessary as it once was. Radio and especially television have taken over many of the functions once served by print, just as photography has taken over functions once served by painting and other graphic arts. Admittedly, television serves some of these functions extremely well; the visual communication of news events, for example, has enormous impact. The ability of radio to give us information while we are engaged in doing other things—for instance, driving a car—is remarkable, and a great saving of time. But it may be seriously questioned whether the advent of modern communications media has much enhanced our understanding of the world in which we live. Perhaps we know more about the world than we used to, and insofar as knowledge is prerequisite to understanding, that is all to the good. But knowledge is not as much a prerequisite to understanding as is commonly supposed. We do not have to know everything about something in order to understand it; too many facts are often as much of an obstacle to understanding as too few. There is a sense in which we moderns are inundated with facts to the detriment of understanding. One of the reasons for this situation is that the very media we have mentioned are so designed as to make thinking seem unnecessary (though this is only an appearance). The packaging of intellectual positions and views is one of the most active enterprises of some of the best minds of our day. The viewer of television, the listener to radio, the reader of magazines, is presented with a whole complex of elements—all the way from ingenious rhetoric to carefully selected data and statistics—to make it easy for him to “make up his own mind” with the minimum of difficulty and effort. But the packaging is often done so effectively that the viewer, listener, or reader does not make up his own mind at all. Instead, he inserts a packaged opinion into his mind, somewhat like inserting a cassette into a cassette player. He then pushes a button and “plays back” the opinion whenever it seems appropriate to do so. He has performed acceptably without having had to think.

I am thankful that in my current role I can mentor other coaches. I interact directly with seventeen coaches on my staff but I’m also trying to be an example to others outside the organization. I want to prove that it’s possible to win or lose while maintaining a calm dignity and respect toward your players, officials, and the opposition. My hope is that my profession can have an impact on countless youth who are looking to their coaches for guidance on sportsmanship, how effort pays off, and the other life lessons that come from competing.

As a basketball coach, I love to watch the player who rotates to provide defensive help, sets the proper angled screen to free up the three-point shooter, and blocks out the other team’s leading rebounder. Unfortunately, the majority of fans watching the game (and everybody reading the box score in the paper) miss these crucial elements in the win. Statistics just can’t properly measure the impact a player has on the game.

His name is C. J. Skender, and he is a living legend. Skender teaches accounting, but to call him an accounting professor doesn’t do him justice. He’s a unique character, known for his trademark bow ties and his ability to recite the words to thousands of songs and movies on command. He may well be the only fifty-eight-year-old man with fair skin and white hair who displays a poster of the rapper 50 Cent in his office. And while he’s a genuine numbers whiz, his impact in the classroom is impossible to quantify. Skender is one of a few professors for whom Duke University and the University of North Carolina look past their rivalry to cooperate: he is in such high demand that he has permission to teach simultaneously at both schools. He has earned more than two dozen major teaching awards, including fourteen at UNC, six at Duke, and five at North Carolina State. Across his career, he has now taught close to six hundred classes and evaluated more than thirty-five thousand students. Because of the time that he invests in his students, he has developed what may be his single most impressive skill: a remarkable eye for talent. In 2004, Reggie Love enrolled in C. J. Skender’s accounting class at Duke. It was a summer course that Love needed to graduate, and while many professors would have written him off as a jock, Skender recognized Love’s potential beyond athletics. “For some reason, Duke football players have never flocked to my class,” Skender explains, “but I knew Reggie had what it took to succeed.” Skender went out of his way to engage Love in class, and his intuition was right that it would pay dividends. “I knew nothing about accounting before I took C. J.’s class,” Love says, “and the fundamental base of knowledge from that course helped guide me down the road to the White House.” In Obama’s mailroom, Love used the knowledge of inventory that he learned in Skender’s class to develop a more efficient process for organizing and digitizing a huge backlog of mail. “It was the number-one thing I implemented,” Love says, and it impressed Obama’s chief of staff, putting Love on the radar. In 2011, Love left the White House to study at Wharton. He sent a note to Skender: “I’m on the train to Philly to start the executive MBA program and one of the first classes is financial accounting—and I just wanted to say thanks for sticking with me when I was in your class.

Doom, meanwhile, had a long-term impact on the world of gaming far exceeding even that of Myst. The latest of a series of experiments with interactive 3D graphics by id programmer John Carmack, Doom shares with Myst only its immersive first-person point of view; in all other respects, this fast-paced, ultraviolent shooter is the polar opposite of the cerebral Myst. Whereas the world of Myst is presented as a collection of static nodes that the player can move among, each represented by a relatively static picture of its own, the world of Doom is contiguous. As the player roams about, Doom must continually recalculate in real time the view of the world that it presents to her on the screen, in effect drawing for her a completely new picture with every frame using a vastly simplified version of the 3D-rendering techniques that Eric Graham began experimenting with on the Amiga back in 1986. First-person viewpoints had certainly existed in games previously, but mostly in the context of flight simulators, of puzzle-oriented adventures such as Myst, or of space-combat games such as Elite. Doom has a special quality that those earlier efforts lack in that the player embodies her avatar as she moves through 3D space in a way that feels shockingly, almost physically real. She does not view the world through a windscreen, is not separated from it by an adventure game’s point-and-click mechanics and static artificiality. Doom marks a revolutionary change in action gaming, the most significant to come about between the videogame’s inception and the present. If the player directs the action in a game such as Menace, Doom makes her feel as if she is in the action, in the game’s world. Given the Amiga platform’s importance as a tool for noninteractive 3D rendering, it is ironic that the Amiga is uniquely unsuited to Doom and the many iterations and clones of it that would follow. Most of the Amiga attributes that we employed in the Menace reconstruction—its scrolling playfields, its copper, its sprites—are of no use to a 3D-engine programmer. Indeed, the Intel-based machines on which Carmack created Doom possess none of these features. Even the Amiga’s bitplane-based playfields, the source of so many useful graphical tricks and hacks when programming a 2D game such as Menace, are an impediment and annoyance in a game such as Doom. Much preferable are the Intel-based machines’ straightforward chunky playfields because these layouts are much easier to work with when every frame of video must be drawn afresh from scratch. What is required most of all for a game such as Doom is sufficient raw processing power to perform the necessary thousands of calculations needed to render each frame quickly enough to support the frenetic action for which the game is known. By 1993, the plebian Intel-based computer, so long derided by Amiga owners for its inefficiencies and lack of design imagination, at last possessed this raw power. The Amiga simply had no answer to the Intel 80486s and Pentiums that powered this new, revolutionary genre of first-person shooters. Throughout

The most effective people concentrate on their “areas of excellence,” that is, on the things they do best and on those high-impact activities that will advance their life-work. In being so consumed by the important things, they find it easy to say no to the less-than-worthy distractions that clamor for their attention. Michael Jordan, the best basketball player in the game’s history, did not negotiate his contracts, design his uniforms and prepare his travel schedules. He focused his time and energies on what he did best: playing basketball, and delegated everything else to his handlers. Jazz great Louis Armstrong did not spend his time selling tickets to his shows and setting up chairs for the audience. He concentrated on his point of brilliance: playing the trumpet. Learning to say no to the non-essentials will give you more time to devote to the things that have the power to truly improve the way you live and help you leave the legacy you know in your heart you are destined to leave.

Now that you understand the key players in ecosystems, here are the key principles of building an ecosystem. They are similar to the principles of creating a community discussed in chapter 8, “The Art of Evangelizing.” CREATE SOMETHING WORTHY OF AN ECOSYSTEM. Once again, the key to evangelism, sales, presentations, and now ecosystems is a great product. In fact, if you create a great product, you may not be able to stop an ecosystem from forming. By contrast, it’s hard to build an ecosystem around crap. DESIGNATE A CHAMPION. Many employees would like to help build an ecosystem, but who wakes up every day with this task at the top of her list of priorities? Another way to look at this is, “Who’s going to get fired if an ecosystem doesn’t happen?” Ecosystems need a champion—an identifiable hero—within the company to carry the flag for the community. DON’T COMPETE WITH THE ECOSYSTEM. If you want people or organizations to take part in your ecosystem, then you shouldn’t compete with them. For example, if you want people to create apps for your product, then don’t sell (or give away) apps that do the same thing. It was hard to convince companies to create a Macintosh word processor when Apple was giving away MacWrite. CREATE AN OPEN SYSTEM. An “open system” means that there are minimal requirements to participating and minimal controls on what you can do. A “closed system” means that you control who participates and what they can do. Either can work, but I recommend an open system because it appeals to my trusting, anarchic personality. This means that members of your ecosystem will be able to write apps, access data, and interact with your product. I’m using software terminology here, but the point is to enable people to customize and tweak your product. PUBLISH INFORMATION. The natural complement of an open system is publishing books and articles about the product. This spreads information to people on the periphery of a product. Publishing also communicates to the world that your startup is open and willing to help external parties. FOSTER DISCOURSE. The definition of “discourse” is “verbal exchange.” The key word is “exchange.” Any company that wants an ecosystem should foster the exchange of ideas and opinions. This means your website should provide a forum where people can engage with other members as well as your employees. This doesn’t mean that you let the ecosystem run your company, but you should hear what members have to say. WELCOME CRITICISM. Most organizations feel warm and fuzzy toward their ecosystem as long as the ecosystem says nice things, buys their products, and never complains. The minute that the ecosystem says anything negative, however, many organizations freak out and get defensive. This is dumb. A healthy ecosystem is a long-term relationship, so an organization shouldn’t file for divorce at the first sign of discord. Indeed, the more an organization welcomes—or even celebrates—criticism, the stronger its bonds to its ecosystem become. CREATE A NONMONETARY REWARD SYSTEM. You already know how I feel about paying people off to help you, but this doesn’t mean you shouldn’t reward people in other ways. Things as simple as public recognition, badges, points, and credits have more impact than a few bucks. Many people don’t participate in an ecosystem for the money, so don’t insult them by rewarding them with it.

The label finally decided I needed media training after I did an interview with the CBS Early Show at the Arthur Ashe Kids’ Day, a concert that kicks off the U.S. Open every year in August. I have to admit that I did not know who Arthur Ashe was. Now I know he was one of the greatest tennis players in the world and the first African American man to win Wimbledon. When he came out as HIV positive in 1992, he created an impact that lasted long beyond his death a year later. But back then, I just showed up and sang where people told me to. 98 Degrees was going to perform, so I was excited to sing with Nick again. I barely knew who any of the tennis players were, even Pete Sampras and Andre Agassi. During the interview before the concert, the tennis players and us singers stood off-stage, and we were each asked what it meant to be there to celebrate Arthur Ashe’s impact. “I’m just so proud to be here and to give back,” I said, and then turned to Andre Agassi. “This is such a great event you put on.” Andre’s eyes widened in a look of “I don’t know what you’re talking about.” Everyone, including the news crew, realized I thought Andre was Arthur Ashe. The late Arthur Ashe.

There is a psychological dimension also to handling indiavidual players. With errant behaviour it helps to look for a moment through their eyes. You were young once, so put yourself in their position. You do something wrong, you're waiting to be punished. What's he going to say?' you think. Or, What's my dad going to say?' The aim is to make the biggest possible impact. What would have made the deepest imprint on me at that stage of life?

But an active investor can overweight a stock only if other market players take offsetting underweight positions. By definition, the sum of overweight positions must equal the sum of underweight positions, allowing the market weight to remain the market weight. Obviously, based on subsequent performance, the overweighters and underweighters turn into winners and losers (or losers and winners). If the stock in question performs well relative to the market, the overweighters win and the underweighters lose. If the stock performs poorly relative to the market, the overweighters lose and the underweighters win. Before considering transaction costs, active management appears to be a zero-sum game, a contest in which the winners’ gains exactly offset the losers’ losses. Unfortunately for active portfolio managers, investors incur significant costs in pursuit of market-beating strategies. Stock pickers pay commissions to trade and create market impact with buys and sells. Mutual-fund purchasers face the same market-related transactions costs in addition to management fees paid to advisory firms and distribution fees paid to brokerage firms. The leakage of fees from the system causes active management to turn into a negative-sum game in which the aggregate returns for active investors fall short of the aggregate returns for the market as a whole.

Equity mutual-fund returns in recent decades provide a textbook example of the negative-sum game of active management. Recall that active managers as a group must underperform the market by a margin equal to the cost of trading (market impact and commissions) and the burden of fees. The theoretical possibility exists that mutual funds as a group might exhibit superior performance, with other market players producing shortfalls sufficient to counterbalance the superior mutual-fund results. Unfortunately for the mutual-fund investor, U.S. equity markets contain insufficient numbers of mullets for fund managers to exploit for active management gains. In fact, mutual-fund managers and other sophisticated market participants control such a large portion of the aggregate market capitalization that they dominate the trading of securities and the price-setting mechanism. Because well-informed institutions define the market, would-be market-beating investors as a group face the unwelcome prospect of losing to the market by the amount that it costs to play the active management game.

If such a destination has indeed been chosen for us, it is obvious that ecology's rational deities will be powerless against the throwing of technology and energy into the struggle for an unpredictable goal, in a sort of Great Game whose rules are unknown to us. Even now we have no protection against the perverse effects of security, control and crime-prevention measures. We already know to what dangerous extremities we are led by prophylaxis in every sphere: social, medical, economic or political. In the name of the highest possible degree of security, an endemic terror may well be instituted that is in every way as dangerous as the epidemic threat of catastrophe. One thing is certain: in view of the complexity of the initial conditions and the potential reversibility of all the effects, we should entertain no illusions about the effectiveness of any kind of rational intervention. In the face of a process which so far surpasses the individual or collective will of the players, we have no choice but to accept that any distinction between good and evil (and by extension here any possibility of assessing the 'right level' of technological development) can have the slightest validity only within the tiny marginal sphere contributed by our rational model. Inside these bounds, ethical reflection and practical determinations are feasible; beyond them, at the level of the overall process which we have ourselves set in motion, but which from now on marches on independently of us with the ineluctability of a natural catastrophe, there reigns - for better or worse - the inseparability of good and evil, and hence the impossibility of mobilizing the one without the other. This is, properly speaking, the theorem of the accursed share. There is no point whatsoever in wondering whether things ought to be thus: they simply are thus, and to fail to acknowledge it is to fall utterly prey to illusion. None of this invalidates whatever may be possible in the ethical, ecological or economic sphere of our life - but it does totally relativize the impact of such efforts upon the symbolic level, which is the level of destiny.

Three days before Christmas, Tony Dungy’s phone rang in the middle of the night. His wife answered and handed him the receiver, thinking it was one of his players. There was a nurse on the line. Dungy’s son Jamie had been brought into the hospital earlier in the evening, she said, with compression injuries on his throat. His girlfriend had found him hanging in his apartment, a belt around his neck. Paramedics had rushed him to the hospital, but efforts at revival were unsuccessful.3.34 He was gone. A chaplain flew to spend Christmas with the family. “Life will never be the same again,” the chaplain told them, “but you won’t always feel like you do right now.” A few days after the funeral, Dungy returned to the sidelines. He needed something to distract himself, and his wife and team encouraged him to go back to work. “I was overwhelmed by their love and support,” he later wrote. “As a group, we had always leaned on each other in difficult times; I needed them now more than ever.” The team lost their first play-off game, concluding their season. But in the aftermath of watching Dungy during this tragedy, “something changed,” one of his players from that period told me. “We had seen Coach through this terrible thing and all of us wanted to help him somehow.” It is simplistic, even cavalier, to suggest that a young man’s death can have an impact on football games. Dungy has always said that nothing is more important to him than his family. But in the wake of Jamie’s passing, as the Colts started preparing for the next season, something shifted, his players say. The team gave in to Dungy’s vision of how football should be played in a way they hadn’t before. They started to believe.

To employ a cliché, Scott truly was a team player of the highest caliber whose individual contributions to jazz improvisation and bass playing are still having a major impact some forty-five years after his death. I

During the writing of this book, I found myself questioning why the sixteenth-century history of the Irish-English conflict—“the Mother of All the Irish Rebellions”—has been utterly ignored or forgotten. This episode was by far the largest of Elizabeth’s wars and the last significant effort of her reign. It was also the most costly in English lives lost, both common and noble. By some estimates, the rebellion resulted in half the population of Ireland dying through battle, famine, and disease, and the countryside—through the burning of forestland—was changed forever. Yet almost no one studies it, writes of it, or discusses it, even as the impact of that revolt continues to make headlines across the world more than four hundred years later. Likewise, few people outside Ireland have ever heard of Grace O’Malley, surely one of the most outrageous and extraordinary personalities of her century—at least as fascinating a character as her contemporary and sparring partner Elizabeth I. Of course history is written by the victors, and England was, by all accounts, the winner of the Irish Rebellion of the sixteenth century. But the mystery only deepens when we learn that the only contemporary knowledge we have of Grace’s exploits—other than through Irish tradition and legend—is recorded not in Ireland’s histories, but by numerous references and documentation in England’s Calendar of State Papers, as well as numerous official dispatches sent by English captains and governors such as Lords Sidney, Maltby, and Bingham. As hard as it is to believe, Grace O’Malley’s name never once appears in the most important Irish history of the day, The Annals of the Four Masters. Even in the two best modern books on the Irish Rebellion—Cyril Fall’s Elizabeth’s Irish Wars and Richard Berleth’s The Twilight Lords—there is virtually no mention made of her. Tibbot Burke receives only slightly better treatment. Why is this? Anne Chambers, author of my two “bibles” on the lives of Grace O’Malley (Granuaile: The Life and Times of Grace O’Malley) and Tibbot Burke (Chieftain to Knight)—the only existing biographies of mother and son—suggests that as for the early historians, they might have had so little regard for women in general that Grace’s exclusion would be expected. As for the modern historians, it is troubling that in their otherwise highly detailed books, the authors should ignore such a major player in the history of the period. It

Benefits of Being Nice • You set positive karma into motion. • What you give is what you get back in return. • You are more likable. • People will treat you better. • You will reduce personal stress. • You will make friends more easily. • You can improve someone else’s day. • You will have less drama in your life. • It takes less energy than being otherwise. • It makes you a more valuable team player. • You create a sense of emotional safety for others. • It can keep you physically and psychologically safe. • You set a positive example for others to play nicely. • You will build bridges of cooperation and collaboration. • You will improve personal and professional interactions • Lastly, being nice feels nice!

How a person treats wait staff speaks volumes about their character and values. If they misbehave in this scenario, you can likely predict how they will react when cut off in traffic, when their luggage is lost, or when life doesn’t go their way. It is also an indicator to CEOs and hiring managers as to whether a person is a viable candidate for being a considerate team player.

When you are fully present and engaged in your workplace, you will demonstrate that you care about the success of your organization, are a team player, have a can-do attitude, and will go the extra mile to fulfill and exceed expectations.

To succeed as Michael did with a new boss, it’s wise to negotiate success. It’s well worth investing time in this critical relationship up front, because your new boss sets your benchmarks, interprets your actions for other key players, and controls access to resources you need. He will have more impact than any other individual on how quickly you reach the break-even point, and on your eventual success or failure.

Theodore Rubin captured this orientation when he said, “The problem is not that there are problems. The problem is expecting otherwise and thinking that having problems is a problem.

The Impact Players in our study see everyday challenges as opportunities. To Impact Players, unclear direction and changing priorities are chances to add value. They are energized by the messy problems that would enervate or foil others. Lack of clarity doesn’t paralyze them; it provokes them. Invitations to make changes are intriguing, not intimidating. Perhaps most fundamentally, they don’t see problems as distractions from their job; rather, they are the job—not just their job, but everyone’s job.

Because poker players are in a constant struggle to keep in-the-moment fluctuations in perspective, their jargon has a variety of terms for the concept that “bad outcomes can have an impact on your emotions that compromise your decision-making going forward so that you make emotionally charged, irrational decisions that are likely to result in more bad outcomes that will then negatively impact your decision-making going forward and so on.” The most common is tilt. Tilt is the poker player’s worst enemy, and the word instantly communicates to other poker players that you were emotionally unhinged in your decision-making because of the way things turned out.

Wikipedia has good game mechanics. Player action has direct and clear results: edits appear instantly on the site, giving users a powerful sense of control over the environment. This instant impact creates optimism and a strong sense of self-efficacy. It features unlimited work opportunities, of escalating difficulty. As the Wikipedians describe it, “Players can take on quests (WikiProjects, efforts to organize many articles into a single, larger article), fight boss-level battles (featured articles that are held to higher standards than ordinary articles), and enter battle arenas (interventions against article vandalism).” It also has a personal feedback system that helps Wikipedians feel like they are improving and making personal progress as they contribute. “Players can accumulate experience points (edit count), allowing them to advance to higher levels (lists of top-ranking Wikipedians by number of edits).

To see if “cluster theory” explained the success of the teams in Tier One, I turned to baseball. In this sport, as I noted earlier, teammate interaction plays a limited role while the performance of individual players has a larger impact.

The British Empires conversion of the vast indigenous economy of North America into aristocratic property provides an illuminating paralell, in fact, for a company like Amazon, whose trillion dollar market capitalization is derived from the usurpation of a thriving pre existing system of shops, markets, libraries and the like. With their bundles of patents and global monopolies, twenty-first-centruy tech conglomerates have swelled to the scale of eighteenth century trading companies and with a speed quite foreign to the plodding first economy. But they are more than just businesses. Silicon Valley firms have a profound impact on world organization, and key players such as Peter Thiel creates of PayPal, early investor in Facebook, and cofounder of the surveillance company Palantir Technologies possess political power greater than most heads of state. The old caveats apply once more. First, the second economy serves elites almost exclusively. Again fit is chiefly financialized, and building financial instruments remains the preserve of the rich. 84 percent of corporate stock is owned by the wealthiest 10 percent. But even this decile is largely denied access to the heart of the second economy. Some 80 percent of Facebook stock. worth over half a trillion dollars is owned by 25 individuals and institutions, though Mark Zuckerberg retains only 28 percent of the company, this includes a vital 60 percent of the Class B voting shares. Since Facebook is an entity comparable in scale to a nation state, and serves some of the same functions, this determination not to share political power is instructive. Valuations of such companies are inflated by their monopolistic nature and by the financial institutions that control them to the point of total departure form the first economy. This fall, during the most serious economic recession since the 1930s, the values of Tesla, Amazon and Facebook all hit record stock-market highs

Santa Barbara Independent June 30, 2021 Letters: Disparate Disparities Rick Roney … 75 percent of the basketball players in the NBA are black. Thirteen percent of the population is black. Does this imply the NBA is systemically discriminating against white people? Or are blacks, on average, better high-level basketball players? Two-thirds of speeding tickets are given to males. Men are slightly less than 50 percent of our population. Does this imply police are systemically prejudiced against men? Or do men drive faster and/or log more miles driving than women. Ninety percent of the inmates in prison are male. Does this imply the criminal justice system is systemically prejudiced against men? Or do men commit more crimes? You get the point. Disparate impact analysis is a bogus analytical methodology.

Whether these politicians lack understanding of the law or simply seek to circumvent it by using corporate regulations instead is unclear. But in the case of both Hamas and Hezbollah, we need to ask: What is the impact in Palestine and Lebanon, where these groups are powerful players in local politics—local politics that have no shortage of violent actors? Azza El Masri is a media researcher from Lebanon who, for the past several years, has studied content moderation. “Is Hezbollah’s involvement in Syria, Iraq, Yemen and its participation in the Iran-KSA proxy war tantamount to terrorist activities? Yes,” she told me in a text message. “However, this doesn’t absolve the fact that Hezbollah today is the most powerful political actor in Lebanon.” Lebanon’s political scene is, to the outsider, messy and difficult to parse. After the fifteen-year civil war that killed hundreds of thousands, the country’s parliament instituted a law that pardoned all political crimes prior to its enactment, allowing the groups that were formerly militias to form political parties. Only Hezbollah—an Iran-sponsored creation to unify the country’s Shia population during the war—was allowed by the postwar Syrian occupation to retain its militia. The United States designated Hezbollah (which translates to “Party of God”) a foreign terrorist organization in 1995, more than a decade after the group bombed US military barracks in Beirut.

For better or worse, Hezbollah remains a major player in contemporary Lebanese politics, as El Masri points out, and the willingness of tech companies to cave to US pressure has an immeasurable impact on the country’s political scene.

We’re talking about them as athletes, rather than some of the conversations we had in ’99: My god, who are these women? They’re kind of hot!” Julie Foudy said. After the team won in 1999, the players turned into one-of-a-kind heroes, pioneers, and role models overnight. Many people rooted for them as a larger statement about women in sports. But by 2015, the players of the national team were athletes that America grew to love simply as athletes. If fans were going to be jubilant about a victory in the 2015 World Cup final, it wouldn’t just be because of some deeper meaning or greater impact—it would be because fans knew these players and wanted them to win. It was evidenced by Alex Morgan’s almost 2 million followers on Twitter, Hope Solo’s autobiography becoming a New York Times bestseller, and Abby Wambach appearing in Gatorade television ads on heavy rotation. No longer did the players need to show up at schools and youth clinics to hand out flyers, like the 1999 team did. The word about the national team was already out. In the team’s three May 2015 send-off games, they sold out every match, drawing capacity crowds at Avaya Stadium, the StubHub Center, and Red Bull Arena. Consider what Foudy told reporters in 1999 after the World Cup win: “It transcends soccer. There’s a bigger message out there: When people tell you no, you just smile and tell them, Yes, I can.” By 2015? Players like Carli Lloyd were talking about world domination. It was all about the soccer—and that, in and of itself, was something special and powerful.

Changing and evolving is extending, not compromising, ourselves.

Empire Builders seek to surround themselves with A players. But unlike Talent Magnets, they accumulate talent to appear smarter and more powerful. The leader glosses over the real genius of the people while placing them into boxes on the org chart. The A players have limited impact and start to look more like A– or B+. They fail to get noticed for their work, and they lose intellectual confidence. They begin to recede into the shadow of the Empire Builder. Their value in the job market drops and opportunities begin to evaporate. So they stay and wait, hoping things will turn around. This cycle of degeneration impacts not only one person; it infects an entire organization. The organization becomes an elephant graveyard earning a reputation as “the place people go to die.” As one technology superstar said of his empty vice president job, “I’m definitely past my sell-by date here.” The resignation in his voice made it clear: if he were milk, he’d be curdled.

Level your entire party evenly. Dungeons have level restrictions based on the average level of your party.

The body-brain loop works both ways. Just as physical conditioning shores up the brain’s performance, the reverse can also be true: a mental drain can impact muscular endurance. One study of Italian soccer players showed that doing fatiguing brain teasers before going to the practice field made them commit more errors in controlling and passing the ball. Another study of twenty-one young boxers showed that too much time on phones playing video games affected their speed reactions in the ring.

Regarding the importance of injuries and their effect on overall team performance, here’s a great example from the NFL: Tampa Bay’s offensive tackle Tristan Wirfs usually wouldn’t be considered a high-impact player. But when Tampa Bay met the Los Angeles Rams in the 2022 playoffs, Wirfs was injured and, because of the unique set of circumstances involving that game, his absence had a major impact. The Rams, led by all-world defensive tackle Aaron Donald, had a ferocious pass rush, and Tom Brady was not the most mobile of quarterbacks. Wirfs, who we normally graded at 1.3 points or so in the regular season, suddenly became a lot more valuable because of his injury—maybe worth as many as 6 points. Here’s why. With Wirfs out, his backup (normally worth 0.3 points) was also injured, but playing. Therefore, with an injury, he was worth no points. We knew the cumulative totals of that injury, along with Wirfs’s absence, were going to have a significant impact on the Bucs’ performance and the outcome of the game. Add the disappearance of wide receiver Antonio Brown, who had left the team weeks earlier, the loss of wide receiver Chris Godwin, and, therefore, the need for tight end Rob Gronkowski to stay inside to help block the pass rush, and I knew the Bucs were in trouble. I wagered accordingly and won the bet, largely because I knew that an injured offensive line was going to change the dynamics of this game. I would have acted differently in the same scenario if the team had a more mobile quarterback or a stronger running attack. Again, these are the special situations in which you have to understand the value of each player, the quality of the opponent, and the overall impact on the score of the game.

So, what does science really tell us about climate change? It’s very different from what one might read in, say, the New York Times or even, sadly, in editorials in Nature and other once-prestigious science journals. We know climate change is a permanent feature of planet Earth; any human impact that might be occurring is probably too small to discern against a background of natural variability; and CO2, so often blamed for changing the weather, is almost surely a minor player compared to natural processes. Despite all the hot talk, there is no “climate crisis” resulting from human activities and no such thing on the horizon.

Impact Players see everyday challenges through an opportunity lens while others view the same challenges through a threat lens. This fundamental difference in outlook separates Impact Players from others.

Saad Jalal Toronto Canada - The Science of Healthy Eating Healthy eating is not just a trend; it's a science that holds the key to a longer, more vibrant life. The choices we make when it comes to food have a profound impact on our overall well-being, from our physical health to our mental clarity. Understanding the science behind healthy eating empowers us to make informed choices and lead healthier lives. At its core, healthy eating is about nourishing our bodies with the right balance of nutrients. This means consuming a variety of foods rich in vitamins, minerals, fiber, proteins, and healthy fats. The science shows that such a diet can: Saad Jalal Promote Physical Health: Nutrient-dense foods provide essential vitamins and minerals that support bodily functions. They can help prevent chronic diseases like heart disease, diabetes, and certain cancers. Boost Mental Health: A well-balanced diet can positively impact mood and cognitive function. Nutrients like omega-3 fatty acids and antioxidants found in certain foods have been linked to improved mental well-being. Sustain Energy: Healthy eating provides a steady supply of energy throughout the day, avoiding energy crashes and fatigue. Saad Jalal Toronto Canada said Complex carbohydrates, lean proteins, and healthy fats are key players in this process. Support Digestive Health: Foods rich in fiber promote healthy digestion and regular bowel movements. They maintain gut health and contribute to a strong immune system. Maintain Healthy Weight: Portion control and balanced nutrition are fundamental to weight management. Eating mindfully and recognizing hunger cues can help control calorie intake. The science of healthy eating is an evolving field, continually revealing new insights into the connection between diet and well-being. By staying informed and making conscientious choices, we can harness this knowledge to lead healthier, happier lives. So, let's embrace the science of healthy eating and make every meal a step towards a brighter, healthier future.

That’s one small example, of a thousand that might happen over the course of an evening, of how a trusting team operates. And it’s why hiring is such a sobering responsibility. Because when you’re hiring, you’re hiring not only the people who are going to represent and support you, but the people who are going to represent and support the team already working for you. Morale is fickle, and even one individual can have an outsize and asymmetrical impact on the team, in either direction. Bring in someone who’s optimistic and enthusiastic and really cares, and they can inspire those around them to care more and do better. Hire someone lazy, and it means your best team members will be punished for their excellence, picking up the slack so the overall quality doesn’t drop. At the end of the day, the best way to respect and reward the A players on your team is to surround them with other A players. This is how you attract more A players. And it means you must invest as much energy into hiring as you expect the team to invest in their jobs. You cannot expect someone to keep giving all of themselves if you put someone alongside them who isn’t willing to do the same. You need to be as unreasonable in how you build your team as you are in how you build your product or experience. It’s also why you’ve got to hire slow. It’s so dreadful to be shorthanded that managers tend to rush in and find a body to fill the void. I know what it’s like to think, We need someone so desperately—how bad could this person be?

Keeping track of the 5s leads to a very simple winning system. Suppose the player bets small whenever any 5s are left and bets big whenever all the 5s are gone. The likelihood of all the 5s being gone increases as fewer cards remain. When twenty-six cards are left, this will happen about 5 percent of the time, and if only thirteen cards are left, 30 percent of the time. Since the player then has a 3.29 percent edge on his bets, if these are very big compared with his other bets he wins in the long run. For actual casino play, I built a much more powerful winning strategy based on the fluctuation in the percentage of Ten-value cards in the deck, even though my calculations showed that the impact of a Ten was less than that of a 5, since there were four times as many Tens. The larger fluctuations in “Ten-richness” that resulted gave the player more and better opportunities.

Where others may spot a single bee but fear an entire swarm, the Impact Player is figuring out how to build a hive and harvest the honey.

managers want people to help them find solutions and foster teamwork.

the Impact Player was “someone I would want to be trapped on a desert island with” compared to another employee, who is “someone I would have to help survive.

value decoys—professional habits or beliefs that seem useful and appear appreciated but erode more value than they create.

Contributors see themselves as position holders. They do the work they’re given and stay within the boundaries of their role but risk becoming so myopic that they lose sight of the overall strategy and veer off the agenda.

As problems become messier and mutate faster than a formal organization can respond, agility must come from the culture

As a general rule, if you aren’t working on your boss’s top three priorities, you are not working on the agenda.

Efficiency is necessary but no longer sufficient to be a successful organization. It worked in the twentieth century, but it is now quickly overwhelmed by the speed and exaggerated impact of small players, such as terrorists, start-ups, and viral trends.

How Banks and Governments are viewing Cryptocurrencies? Twelve years ago, when the world was coming out of one of the worst financial calamities it had ever seen in a century, it never thought that the Bitcoin cryptocurrency market was worth nothing and could be a major geopolitical player like gold. Crypto at its peak, however volatile, is a $ 3 Trillion(INR 239 Trillion) market. That means it has the power to impact economies in both positive and negative ways. Across the world, the views on cryptocurrencies are different and are changing rapidly. Governments are researching blockchain technology thoroughly, but the central banks' implication toward crypto is unclear.

Anita - I brought us here because I think it's high time we got a completely new perspective, not on just our relationship to ourselves, but on our relationship to society as a whole." He didn't like the sound of the words as they came out, sententious an inflated. Their impact on Anita was nothing. He tried again: "In order to get what we've got, Anita, we have, in effect, traded these people out of what was the most important thing on earth to them - the feeling of being needed and useful, the foundation of self-respect." That wasn't much good either. He wasn't getting through to Anita yet. She still seemed certain that she was somehow being punished by him. He tried once more: "Darling, when I see what we've got, and then see what these people have got, I feel like a horse's ass." A glimmering of understanding crossed Anita's face.

change is inevitable but growth is optional.

Success isn’t about how many games you win or how much prestige you attain. Winning a state championship has nothing to do with your true legacy. What matters most are the lessons you teach, the impact you have on your community, and the types of men your players eventually become.

Collective impact (fig. 3.8) operates on the premise that much of conservation and donor funding has fallen short of meeting its goals of significant societal transformation because decision and implementation programs are too fractured and diffuse, generating competition among players rather than collaboration in what is often a zero-sum game.

GATHERING AND INTERPRETING INFORMATION Practice: Gathering Relevant Data The quality of a decision is directly influenced by the quality of the data gathered. That faulty data leads to less effective decisions is a truism whether or not the decision is made within a context of discernment. Just because we are discerning, we can’t presume that God will magically make up for not doing this essential step. But what sets discernment apart from other decision making is that we do assume that the very process of data gathering can be set within the context of prayer—and that is the goal of this practice. 1. Pause as you begin this reflection and each time you work on the task of gathering data. Ask for God’s gracious presence and help to seek out what is relevant to your discernment. 2. Ponder various kinds of information that will bear on your decision: —Information about yourself, your personality, history, life experience, spirituality. —Information about your relationships with family, friends, coworkers, neighbors, and enemies that will affect or be affected by the decision you are contemplating. —Information about the groups, agencies, and entities that you belong to or interact with or that will be operative in the decision you are contemplating. —Information about the human-made and natural environment, that is, the wide external context in which the decision is set. —Other information that will help you make an informed decision in this particular case; including, for example, background leading up to the situation you are now discerning, knowledge of the players and their relationships, projected possible out-comes—that is, anything that could impact the decision or its outcome. 3. Imagine how you can gather this relevant information. Make a plan about what information you need to gather, and outline the information-gathering process in your journal. 4. Begin gathering necessary information. As you do so, keep a record of what you find out, assembling the relevant information in a form and in an appropriate place where it will be accessible to your continuing discernment. (This process of data gathering may continue throughout your discernment.) 5. Offer this reflection and the sometimes tedious homework of data gathering back to God. Record in your discernment journal how the growing amount of data affects your discernment. Speak to God about what it reveals: about the situation, about you, and about your relationships, especially with God.

Even though every discernment is unique, your search for data should always involve collecting four kinds of information: Intrapersonal information (from within your unique self). Ask yourself: What are my personality and work preferences? Time, energy, and health? Economic resources? Do I notice that I am having any particular physical responses as I think about the situation? What do I deeply desire? Interpersonal information (through face-to-face relationships). Ask yourself: Who are the people close to me who will be affected by my choice? How will this proposed option be likely to affect my interpersonal relationships, especially with those close to me or with whom I have prior commitments, especially my family? What supporting relationships exist for me personally? Structural information (from pondering those organizations, personal and impersonal, that exist regardless of the individual players). Ask yourself: What structures are in play here? What are their goals, their reasons for existing? What are their dynamics? What would be my role and responsibility in these systems if I were to make the decision I am pondering? How is power exercised? Who or what is marginalized in these structures, and what would they say if they could talk with me? Information from the natural world (from the environment in which we are embedded). Ask yourself: What is the environment—the physical context, both human and natural—like? How does the human-made environment exist within or against the natural world? Is this an environment that invites or repels me? What kind of impact will my actions have on the environment? After you’ve gathered your data, the next step is to interpret it, and it’s helpful to use the same four categories as interpretive lenses: Intrapersonal (your inner response). Ask yourself: Does the data give me energy? excitement? courage? confidence? tranquillity? satisfaction? Or are my reactions to it more like discouragement, anxiety, insecurity, agitation, dissatisfaction? Or, as is often the case, is my response a mixture of the two? Interpersonal (the reactions between you and those persons close to you or who would be affected by your decision). Ask yourself: How do I feel about the possible effects of my proposed decision on those close to me? What do these people say about my proposed option? How do others who are more objective about the choice facing me interpret the information that I have received; do expert interpreters agree or disagree regarding the information I have uncovered? Structural (what an analysis of the institutions, systems, and structures in which you live and work—or into which you would be moving—suggests about the matter at hand). Ask yourself: How will the various systems in my life have to be readjusted if I move in this direction: family, work, school, community involvement, relationship to worshiping community, and so on? What values are these systems preserving, and are these values worth it to me? In what way are the systems likely to resist my proposed change? What price could I pay? How does this feel to me? 4. Natural world (from the largest perspective, that of the grand scheme of things). Ask yourself: Does being in nature tell me anything about my proposed decision? Will it, or how will it, affect the environment? If I could stand on top of the world and look down, how would this decision appear?

When you are trying to grow your business, letting your best performer go can be very difficult and can impact sales temporarily. It shouldn’t matter to you. Always value positivity over results. You can still get better results, but you can’t always fix the results a non-team player or negative person has on your organization.

Anything you do matters more than everything you don’t. You are part of a universe, and you are the universe. You are one and you are many. You are a player and you are the team. Every time you achieve or miss anything, the team achieves or misses. Every time you reach out and give 100%, you inspire the entire team. Think! Every wasted minute/missed opportunity, every undone deed and every untaken step makes an impact on everyone connected to you. Rise up & shine, do not allow negativity to cause darkness in your universe.

The game said if you couldn’t control someone, you made it look like they were doing what you wanted anyway. If that wasn’t possible, you could circumvent any power they’d won by convincing the other players that their actions had no impact on you. It seemed a lonely way to live.

According to famed psychologist David McClelland, there are three basic types of motivation: 1) Achievement, 2) Authority and 3) Affiliation. Achievement Seekers Those who seek Achievement are looking for the following things: They attain realistic but challenging goals. Achieving the task is its own reward. Financial reward is a measurement of success. Security/status are not the primary motivators. Feedback is a quantifiable measure of success. They seek improvement. Authority Seekers Employees who seek Authority are looking for the following things: They value their ideas being heard and prevailing. Having influence and impact is the most important reward. They show leadership skills and enjoy directing others. Increasing personal status and prestige is important. Affiliation Seekers Employees who are motivated by Affiliation are looking for the following things: They need friendly relationships and are motivated by interaction with others. Being liked and held in high regard is important. They are team players. Emotions are a larger motivating factor than quantifiable data. They are in tune with others’ feelings and seek to make others happy.

Why is this? How can experience be so valuable in some professions but almost worthless in others? To see why, suppose that you are playing golf. You are out on the driving range, hitting balls toward a target. You are concentrating, and every time you fire the ball wide you adjust your technique in order to get it closer to where you want it to go. This is how practice happens in sport. It is a process of trial and error. But now suppose that instead of practicing in daylight, you practice at night—in the pitch-black. In these circumstances, you could practice for ten years or ten thousand years without improving at all. How could you progress if you don’t have a clue where the ball has landed? With each shot, it could have gone long, short, left, or right. Every shot has been swallowed by the night. You wouldn’t have any data to improve your accuracy. This metaphor solves the apparent mystery of expertise. Think about being a chess player. When you make a poor move, you are instantly punished by your opponent. Think of being a clinical nurse. When you make a mistaken diagnosis, you are rapidly alerted by the condition of the patient (and by later testing). The intuitions of nurses and chess players are constantly checked and challenged by their errors. They are forced to adapt, to improve, to restructure their judgments. This is a hallmark of what is called deliberate practice. For psychotherapists things are radically different. Their job is to improve the mental functioning of their patients. But how can they tell when their interventions are going wrong or, for that matter, right? Where is the feedback? Most psychotherapists gauge how their clients are responding to treatment not with objective data, but by observing them in clinic. But these data are highly unreliable. After all, patients might be inclined to exaggerate how well they are to please the therapist, a well-known issue in psychotherapy. But there is a deeper problem. Psychotherapists rarely track their clients after therapy has finished. This means that they do not get any feedback on the lasting impact of their interventions. They have no idea if their methods are working or failing—if the client’s long-term mental functioning is actually improving. And that is why the clinical judgments of many practitioners don’t improve over time. They are effectively playing golf in the dark.11

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1959. His father’s death had a significant impact on his emotional state.

Pushkala’s team knew that top-down approaches like those used by Lou Gerstner and Steve Jobs would backfire in this company as, unlike IBM and Apple, AstraZeneca wasn’t in crisis—although revenue and profits fell between 2011 and 2016. AstraZeneca is also a decentralized company, in which local leaders have substantial authority to accept, modify, or ignore orders from on high. So, rather than telling people what to do, Pushkala’s team took “a player-coach” approach. They implemented some key companywide efforts, but believed their success hinged on the cumulative impact of small systemwide and local changes. Most employees would join the effort because they wanted to, not because they had to. And the team believed that many of the best solutions would be tailored for tackling distinct local problems. As Pushkala put it, “Let us not solve world hunger; let us start eating the elephant in small chunks.