Organizational Skills Quotes

Pack speaking about his new love, Sky: “Well, let’s see. She has the animal husbandry skills of a vet, the organizational skills of a Six Sigma guru, and the mechanical skills of a…trained mechanic. She doesn’t require handyman help. And she’s nice to look at. Other than that, she leaves a lot to be desired. And maybe I omitted the best part, which is that she’s a fine human being with strong values.

Instead of waiting for a leader you can believe in, try this: Become a leader you can believe in.

You can’t sell it outside if you can’t sell it inside.

I consider giving her crap about her lack of organizational skills, but decided not to. It took some major balls to be alone with a punk like me.

The purpose of leadership is to change the world around you in the name of your values, so you can live those values more fully.

I think of everything and I'm pretty sure if I could use my organizational skills for something else, like wildlife survival kits or preparing people for nuclear warfare, I'd be a millionaire. Or at the very least actually a useful human being.

When you’re a manager, you work for your company. When you’re a leader, your company works for you.

The first step to solving any problem is to accept one’s own accountability for creating it.

Work/life balance is not about escaping work. It’s about living exactly the way you want to when you’re at work.

Profitability. Growth. Quality. Exceeding customer expectations. These are not examples of values. These are examples of corporate strategies being sold to you as values.

What first separates a leader from a normal human being? A leader knows who they are as a human being.

no manager at any level can expect to succeed without the skill set of an organizational engineer.

True leaders live their values everywhere, not just in the workplace.

When rewards come from an external source instead of an internal source, they’re unreliable, which means they’re dangerous if you grow to depend on them.

The first step out of the gate has to be knowing where you want to end up. What do you really want from your company?

The worst thing in your own development as a leader is not to do it wrong. It’s to do it for the wrong reasons.

Values are deeply held personal beliefs that form your own priority code for living.

Values are the individual biases that allow you to decide which actions are true for you alone.

Violet had been neglecting her strumpetly duties when it came to Lord Albert. She had no idea how really promiscuous women kept strings of lovers all at one time. Surely one would need vast organizational skills, or a secretary.

The myth of management is that your personal values are irrelevant or inappropriate at work.

Success means: I want to know the work I do means something to somebody and helps make the world, if not a Better place, not a worse one.

Success for Managers means: I want to be in healthy relationships. I want a real connection with people I spend so much time with.

Your values are your essence: an undistorted mirror showing you at your pure, attractive best.

Careful now: even a financially rewarding, intellectually stimulating work environment isn’t the same as living your own values.

It’s impossible for a company to get what it wants most if managers have to make a choice between their own values and company priorities.

A manager’s emotional commitment is the ultimate trigger for their discretionary effort, worth more than financial, intellectual & physical commitment combined.

Give today to get better tomorrow.

A company can’t buy true emotional commitment from managers no matter how much it’s willing to spend; this is something too valuable to have a price tag. And yet a company can’t afford not to have it.

Recognize, however, that some people with ADHD compensated for their ADHD in childhood but fall apart after they have too much on their plate as adults. Typically, this happens with the introduction of children into your lives. Raising kids takes an inordinate amount of organizational skill, which is not generally an ADHD strong point.

She will choose a bath over a shower, a play over a movie, and the ocean over a pool. She has saved herself from intense pain in her life with strong, pulled-up bootstraps and terrifying organizational skills. She has the legs for tennis, the grace for skiing, and such high-arched eyebrows they could bring the Supreme Court to their knees.

Try not to take this the wrong way, but your brain is smarter than you are.

Human behavior is only unpredictable and dangerous if you don’t start from humanity in the first place.

You can stuff yourself with emotional fulfillment until it’s dribbling down your chin & your ego will quickly chomp it down and demand more.

The economy is in ruins! Bottom line? Good management will defeat a bad economy.

Being relevant to your customers only when you’re trying to sell something means choosing to be irrelevant to them for the rest of the time.

You don't have to fear your own company being perceived as human. You want it. People don't trust companies; they trust people.

There will be plenty of other problems in the future. This is as good a time as any to get ahead of them.

Let’s get right on top of the bottom line: You must live your personal values at work.

Management controls performance in people because it impacts skills; it’s a matter of monitoring, analyzing and directing.

Leadership creates performance in people because it impacts willingness; it’s a matter of modeling, inspiring, and reinforcing.

Any expert will tell you that if you want emotionally committed relationships then people must be allowed to be true to who they are.

Companies should be the best possible place to practice fulfillment, to live out values and to realize deep connectivity and purpose.

When you’re not on your own agenda, you’re prey to the agenda of others.

When you don’t know what true for you, everyone else has unusual influence.

Why live my personal values at work? This is an excellent question to ask. If your attorneys are planning an insanity defense.

This is your one and only precious life. Somebody’s going to decide how it’s going to be lived and that person had better be you.

If you work on yourself first, as Faraday did, developing a solid work ethic and organizational skills, eventually the right teacher will appear in your life.

I have superior organizational skills. I sense how things can fit together. I’m, like, a human Tetris. It’s my superpower.

Here’s what you need to know most about leadership: Lead your own life first. The only thing in this world that will dependably happen from the top down is the digging of your grave.

I hadn't come to Uganda with a degree in education; I wasn't a nurse; and I certainly didn't consider myself a missionary. I had absolutely no idea what was involved in running a ministry and frankly did not possess the business knowledge or organizational skills required to do so. I was in no way qualified, but I was available.

The company may have captured their minds, their bodies and their pockets, but that doesn’t mean it’s captured their hearts.

Your dreams and the dreams of your company may be different, but they are in no way incompatible.

Your company really has to work for you before you’ll really work for your company.

Imagine a world where what you say synchs up, not sinks down.

Your company is its own competition and can deliver itself debilitating blows the competition only dreams of.

Dialogue isn’t a competition to be the smartest or the most correct person in the room; it is a collaboration to find the truth.

Hard-core results come from igniting the massive power of emotional commitment. Are your people committed?

Do you think your people struggle with being true to themselves? Do their values match up with their work?

The heart of a company’s performance is hardwired to the hearts of its managers.

The high quality of a company’s customer experience rarely has anything to do with the high price of their product.

To integrate one’s experiences around a coherent and enduring sense of self lies at the core of creating a user’s guide to life.

Leaders are people who know exactly who they are. They know exactly where they want to go. They’re hell-bent on getting there.

Leaders make a lot of mistakes but they admit those mistakes to themselves and change because of them.

Managers know what they want most: to be allowed to achieve success by leveraging who they are, not by compromising it.

Most managers have plenty of emotional commitment to give to their jobs. If they can be convinced it’s safe and sensible to give it.

Emotional commitment is a personal choice. Managers understand this even if their companies don’t.

A manager’s emotional commitment is worth more than their financial, intellectual and physical commitment combined.

What managers want most from companies they stop themselves from getting. What companies want most from managers they stop them from giving.

Emotional commitment means unchecked, unvarnished devotion to the company and its success; any legendary organizational performance is the result of emotionally committed managers.

Providing the ultimate solution to work/life balance: not escaping from work but living the way you want to at work.

Trust that as you learn to learn about yourself, you’re developing skills that will catapult your leadership and make you invaluable to your organization and those you lead.

What companies want most from their managers is what they most stop their managers from giving. What managers want most from their jobs is what they most stop themselves from getting.

She’s such a bitch,” Tina says, which I find a little contradictory, but overall quite true. “She’s got to be in charge of everything.” I sit next to her. “Well, I guess. But in business, that’s leadership.” Tina stares at me for a second. “I can’t believe you consider that a positive trait. How about her inability to accept other points of view? Is it good leadership to be narrow, too?” “Focus,” I say. “They call that focus.” Tina stares at me. “Her paranoia?” “Business savvy.” “Compulsive need to have everything just how she wants it?” “Organizational skills.” “Aggressiveness?” “Aggressiveness,” I say, “is already a good thing.” “Jesus Christ,” Tina says, her eyebrow ring glinting in the morning sun. “Sometimes I worry about this country.

Developing humans has nothing to do with developing their skills. Developing humans is about getting them in connection with their primitiveness and what their Instinct guide them to what they should do in life. Afterwards any efforts to skill them will pay off immediately. We get humans to connect with their core primitiveness and instinct through readings, meditating, loving, awakening them, and maybe make them notice how life can enhance all.

In the center of the movement, as the motor that swings it onto motion, sits the Leader. He is separated from the elite formation by an inner circle of the initiated who spread around him an aura of impenetrable mystery which corresponds to his “intangible preponderance.” His position within this intimate circle depends upon his ability to spin intrigues among its members and upon his skill in constantly changing its personnel. He owes his rise to leadership to an extreme ability to handle inner-party struggles for power rather than to demagogic or bureaucratic-organizational qualities. He is distinguished from earlier types of dictators in that he hardly wins through simple violence. Hitler needed neither the SA nor the SS to secure his position as leader of the Nazi movement; on the contrary, Röhm, the chief of the SA and able to count upon its loyalty to his own person, was one of Hitler’s inner-party enemies. Stalin won against Trotsky, who not only had a far greater mass appeal but, as chief of the Red Army, held in his hands the greatest power potential in Soviet Russia at the time. Not Stalin, but Trotsky, moreover, was the greatest organizational talent, the ablest bureaucrat of the Russian Revolution. On the other hand, both Hitler and Stalin were masters of detail and devoted themselves in the early stages of their careers almost entirely to questions of personnel, so that after a few years hardly any man of importance remained who did not owe his position to them.

For mindful leaders, cultivating such organizational health requires first and foremost a mastery of organizational conduct—a fluency in nine basic competencies: Eliminate toxicity. Appreciate health. Build trust. Send clear messages. Embrace resistance. Understand blindness. Accept invitations. Heal wounds. Be realistic.

What exactly are values? Values are not your skills or knowledge but things that you acquired unconsciously since childhood. You may think that you can change yourself enough to cope with the demands of a career. Be careful because it’s much easier to acquire skills than to change values. Hence the importance of matching your values with the, organizational culture.

When war broke out in Europe in September 1939, Eisenhower was a 49-year-old lieutenant colonel stuck in a distant outpost in the Pacific. Less than three years later, in June 1942, General Eisenhower took command of the entire European Theater of Operations in the war with Germany. Some contemporaries expressed wonder and sheer bafflement at this meteoric rise to fame and power by the once-obscure staff officer who had never commanded troops in the field. Yet inside the armed forces and in Washington, D.C., Eisenhower had developed a reputation for planning brilliance, hard work, supreme organizational skills, and personal qualities of tact, loyalty, devotion to duty, and optimism. Eisenhower himself said it best: he had been preparing all his life for this moment, and he would make the most of it.

A properly functioning system of indoctrination has a variety of tasks, some rather delicate. One of its targets is the stupid and ignorant masses. They must be kept that way, diverted with emotionally potent oversimplifications, marginalized, and isolated. Ideally, each person should be alone in front of the TV screen watching sports, soap operas, or comedies, deprived of organizational structures that permit individuals lacking resources to discover what they think and believe in interaction with others, to formulate their own concerns and programs, and to act to realize them. They can then be permitted, even encouraged, to ratify the decisions made by their betters in periodic elections. The "rascal multitude" are the proper targets of the mass media and a public education system geared to obedience and training in needed skills, including the skill of repeating patriotic slogans on timely occasions.

Dr. Brown's book is able to make the subject matter interesting in a very pragmatic way, without losing the attractiveness and appeal of his academic writing and sound background. I would recommend the use of this book for teaching in leadership, management and organizational behavior courses knowing that it would make a great contribution to the learning experience of the reader." Alberto DeFeo, Ph.D. (Law) Chief Administrative Officer of Lake Country and Adjunct Professor of University of Northern British Columbia

In addition to work, ADHD can significantly impact family life and relationships. The effects of ADHD on relationships are not necessarily negative; in fact, they can bring out many positive attributes. Loved ones may feel energized around you and recognize that your sense of spontaneity and creative expression brings a lot of joy into their lives. On the flip side, friends and family may complain about imbalanced relationships, issues with intimacy, and/or fraught dynamics. If you get easily sidetracked, you may be late to dates with friends and family (or completely forget to meet). You may forget to respond to emails, calls, and test. Family and friends may take these behaviors personally. This can feel hurtful to you when you are trying your best with a brain that works differently than theirs. Of course, this does not have anything to do with how much you care for your loved ones, so communicating what you're going through and strengthening your organizational skills to respect important commitments can keep your treasured relationships humming along smoothly.

Cash was running low, so I'd applied for a job as an administrative assistant for a nonprofit arts group. Without question, my organizational skills were as sharp as my vision, and I had no office experience to speak of. Luckily for me, none of this surfaced during the interview. 'Ryan, pretend it's a rough morning for a sec. Handle this situation for me. When you arrive at work to open the arts resource centre, several people are already at the door. Two clients want immediate help with grant applications - you know those artists, they just can't wait! - and a third wants to use our library, which isn't open till noon. Entering the office, you hear the phone is ringing and see the message light is blinking. The fax machine looks jammed again, and we're expecting an important document. Among the people waiting is a courier with a package you need to sign for. Think about it, though. The lights haven't been turned on yet, and the sign put out front. The alarm needs the code within a minute, too. So, wow, rough morning. I'd like to know what you'd do first.' 'First I'd tell everybody how weird this is. I'm in the same test situation from my job interview. What are the chances?' I started the next day.

Gut Feel Versus Structure Many leaders, especially those who run smaller organizations, believe that they have the natural skills they need to choose good people without any real process. They look back at their careers and remember the good employees they’ve hired and give themselves credit for having recognized those people’s potential. However, they seem to block out the memories of the unsuccessful hires they’ve made, or they justify those mistakes based on the hidden behavioral deficiencies in the people they later had to fire. Whatever the case, they persist in the belief that they know a good person when they see one and that they can go about the hiring process without much structure.

Though not true in all cases, people with ADHD often have trouble planning ahead. Planning means organizing a number of different options into a workable game plan and anticipating what will happen in various scenarios. Executive function differences in the ADHD brain often don’t accommodate these common skills. One upside of not being natural planners is that people with ADHD can be really good at going with the flow, making things work in real time. It’s not unusual for a person with ADHD to be attracted to a partner who is a good planner. In courtship, her ability to organize and plan helps to make things happen, and his easygoing nature provides liveliness and spontaneity. They both benefit and thrive. After kids, though, the ADHD partner’s inability to plan becomes a real negative as the organizational demands imposed by taking care of children require that both pitch in to keep life from becoming overwhelming.

Thou shalt give thy all in the struggle to unify the entire society with the revolutionary ideology of the Great Leader Comrade Kim Il-sung. Thou shalt honor the Great Leader Comrade Kim Il-sung with all thy loyalty. Thou shalt make absolute the authority of the Great Leader Comrade Kim Il-sung. Thou shalt make the Great Leader Comrade Kim Il-sung’s revolutionary ideology thy faith and make his instructions thy creed. Thou shalt adhere strictly to the principle of unconditional obedience in carrying out the Great Leader Comrade Kim Il-sung’s instructions. Thou shalt strengthen the entire party’s ideology and willpower and revolutionary unity, centering on the Great Leader Comrade Kim Il-sung. Thou shalt learn from the Great Leader Comrade Kim Il-sung and adopt the Communist look, revolutionary work methods, and people-oriented work style. Thou shalt value the political life thou wast given by the Great Leader Comrade Kim Il-sung, and loyally repay his great trust and thoughtfulness with heightened political awareness and skill. Thou shalt establish strong organizational regulations so that the entire party, nation, and military move as one under the one and only leadership of the Great Leader Comrade Kim Il-sung. Thou shalt pass down the great achievement of the revolution by the Great Leader Comrade Kim Il-sung from generation to generation, inheriting and completing it even unto the very end.

If this is true—if solitude is an important key to creativity—then we might all want to develop a taste for it. We’d want to teach our kids to work independently. We’d want to give employees plenty of privacy and autonomy. Yet increasingly we do just the opposite. We like to believe that we live in a grand age of creative individualism. We look back at the midcentury era in which the Berkeley researchers conducted their creativity studies, and feel superior. Unlike the starched-shirted conformists of the 1950s, we hang posters of Einstein on our walls, his tongue stuck out iconoclastically. We consume indie music and films, and generate our own online content. We “think different” (even if we got the idea from Apple Computer’s famous ad campaign). But the way we organize many of our most important institutions—our schools and our workplaces—tells a very different story. It’s the story of a contemporary phenomenon that I call the New Groupthink—a phenomenon that has the potential to stifle productivity at work and to deprive schoolchildren of the skills they’ll need to achieve excellence in an increasingly competitive world. The New Groupthink elevates teamwork above all else. It insists that creativity and intellectual achievement come from a gregarious place. It has many powerful advocates. “Innovation—the heart of the knowledge economy—is fundamentally social,” writes the prominent journalist Malcolm Gladwell. “None of us is as smart as all of us,” declares the organizational consultant Warren Bennis,

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

If only you would apply yourself.” My teachers in high school told me that so often that they decided to really drill it in by writing it in my yearbook, over and over. I was a bad student. Still am. Busywork was the bane of my existence—those little homework assignments that felt like a waste of time, that required organizational skills like Writing Down Your Assignment and Not Losing Your Handout. These were difficult tasks for me. My locker was a pile of loose papers that got more and more crinkly as the weeks went on until it looked like the inside of a recycling bin. I discovered that if you ignore something long enough, it really does go away. Literally. The papers would disintegrate. I would pass just enough tests and do enough begging to eke by with a D. Sometimes.

In a restaurant, I can’t sit with my back to the door. Not sure if I’m OCD, but I excel at organizational skills. Slightly claustrophobic, not crazy about heights. Love martinis but one is enough. Tend to be opinionated at times but good at reigning it in. Love long-legged women, clueless about cars, love trucks. I read several dozen books a year, cook every night, and am uncomfortable if music isn’t playing. Don’t like scat singing or modulation, jazz is my preferred music, and my favorite colors are black and dark blue. Have no problem eating on my own in a restaurant, have to have a dog, and hate clowns and circuses. I’d never heard a Pink Floyd album until 2015, Penderecki’s “Polish Requiem” can make me cry, love trains, and am a confirmed sushi snob. I’ve never wanted to be anyone else, but if I had to choose I’d be Michael Caine.

The exercise of distilling complex work systems to their most essential and macro-level components builds critical thinking skills and creates a more manageable means for designing improvements to an entire system

About the Bacharach Leadership Group: Training for Pragmatic Leadership™ “Vision without execution is hallucination.”—Thomas Edison The litmus test of pragmatic leadership is results. The Bacharach Leadership Group (BLG) focuses on the skills necessary to lead and move agendas. Whether in corporations, nonprofits, universities, or entrepreneurial start-ups, BLG instructors train leaders in the core competencies necessary to execute change and innovation. At all levels of the organization, leaders must master ideation skills for innovation, political skills for moving change, negotiation skills for building support, coaching skills for engagement, and team leadership skills for going the distance. The BLG approach: 1. ASSESSMENT BLG will assess your organizational challenges and leadership needs. 2. ALIGNMENT BLG will align its training solutions with your organization’s challenges and culture. 3. TRAINING BLG training includes options for mixed-modality delivery, interactive activities, and collaboration with an emphasis on application. 4. OWNERSHIP BLG provides continuous follow-up, access to the exclusive BLG mobile apps library, and coaching. Whether delivering a complete leadership academy or a specific program or workshop, BLG will partner with you to get the results you need. To keep up to date with the BLG perspective, visit blg-lead.com or contact us at info@blg-lead.com.

She has the influential skills of a dictator and the organizational skills of a wedding planner. A terrifying combination.

For all the talk about hiring for fit, there is still too much emphasis on technical skills and experience when it comes to interviewing and selection. And this happens at all levels. When push comes to shove, most executives get enamored with what candidates know and have done in their careers and allow those things to overshadow more important behavioral issues. They don’t seem to buy into the notion that you can teach skill but not attitude.

You can’t do meaningful work that makes a difference unless you’re devoted to learning, growing, and stretching your skills. If you want others to redefine what you do and who you are within organizational boundaries, then you have to be able to redefine yourself. That means going above and beyond what’s called for. It means seeing your résumé as a dynamic, changing document every year. It means using your contacts inside and outside your network to deliver each project you’re assigned with inspired performance. Peters calls this the pursuit of WOW in everything you do.

You’re a night owl, you don’t like other people, and you have the organizational skills of a two-year-old in a toy box.

With self-awareness, a basic definition tells us, “You know what you are feeling and why—and how it helps or hurts what you are trying to do.” Other key points: you can align your self-image on how others see you; you have an accurate sense of your limits and strengths, and so a more realistic self-confidence; you are clear about your sense of purpose and values, which helps you be more decisive. Cognitive scientists call this self-reflexive attention “meta-awareness.” We can watch our thoughts and feelings as they come and go, and know where our attention focuses—and change that focus if we want. This deliberate control of the beam of our attention is a mental skill. Think of our mind as a sort of gym, a place where we can practice in ways that will bulk up our mental capacities. The research on flow, you may recall, revealed that the person’s focus while in flow was 100 percent. They were one-pointed, fully present to the moment. Such absorption indicates meta-awareness, that ability to monitor and manage your own focus. But we don’t need that diamond-like beam of focus all the time: a stronger muscle for attention boosts the odds that we can get into an optimal state. Focus—paying attention where and when we want to—has endless uses. Deliberate concentration on whatever may be important to us at the moment lets us do our best; being distracted worsens our effort. Having control of our attention is for the mind what cardiovascular fitness is for the body; just as a fit heart enhances any physical task, full focus enhances whatever we do.

I didn't tell him what I had already figured out for myself, that it was only a people as cultured and advanced as the Germans who could have done such a thing. A less advanced people would not have had the planning and organizational skills required to create the death industry the Germans had erected, with the gas chambers, the slave camps, the efficient transportation of prisoners to the camps, their swift elimination within, and the

Resources required Flip chart paper and pens, virtual whiteboard/platform. A3 cards with the six logical levels (Dilts, 1990) headings printed on them as below (you can also use flip charts or display virtually): Purpose Identity Values and Beliefs Skills and Capabilities Behaviours Environment

In essence, use logic to guide your actions, but don't neglect the emotional undercurrents that drive people's behavior.

Your potential to create wealth is found between your education on how to make money, and your willingness to live in poverty. By education on how to make money, I am referring here to the many skills you need to acquire for a job, in communication, but also organizational and ethical skills. By willingness to live in poverty, I am referring here to the sacrifices you are willing to make. You see, people fear poverty as if they could avoid it, but the one who escapes it faster, is the one who embraces it better. This means spending as less as possible in your habits, not worrying about what others think of you, and committing yourself to become a servant, even a slave, to your higher self. The reason why so many people struggle to accumulate wealth, is because they are avoiding both of these things just mentioned. They don't want to work, for themselves or others, they aren't willing to make sacrifices, they care a lot about what others think of them, they don't want to save any money, they spend without any sense of responsibility, and they also have no interest in investing on their education, either through formal means or by reading books. Most people don't read, they are waiting for the world to offer them the solutions they want, and the trust luck and shortcuts more than they trust their own capacity to achieve things with their own efforts. That's why they can't get to where they want in life. What I just said, can be applied to any other area of life. Even a good marriage requires education on how to make it work and sacrifices to make it work, and just as much as a dog will require you to sacrifice your time and learn better ways of communicating with him. Your own existence depends on a balance of an education on opportunities and a commitment to find them. So what is the most imbecile thing anyone can tell you? The most dumb persons you will ever find, are those who tell you the exact opposite of what I just said, and in doing so, separate everything in different categories. They will say that happiness doesn't require wealth, or that wealthy individuals are miserable. They will say that love requires luck, or that education isn't necessary to become successful. And you have quite a bunch of idiots in this world, marketing their foolish views on others, as if they were absolute truth. You tend to buy into such views with the love and attachment you feel for them. Thus, be wary of the merchants of incompetence. They will try to sell you the most stupid ideas about life. And if you trust them, you will fail, and keep on failing, until you realize you trusted the wrong people. If you think education is expensive, know that stupidity is a lot more. It can cost you an entire existence in the dark. The path to enlightenment is a path of integration, while the distance is measured in segregations. Stupidity is found in the relativity of everything. The dumber one is, the more he or she will think in terms of differentiations. The wiser one is, the more he or she will focus on the similarities and correlations, because enlightenment is found in an upward route towards oneness.