Priorities Get Changed Quotes

Throughout all of the changes that have happened in my life, one of the priorities I've had is to never change the way I write songs and the reasons I write songs. I write songs to help me understand life a little more. I write songs to get past things that cause me pain. And I write songs because sometimes life makes more sense to me when it's being sung in a chorus, and when I can write it in a verse.

The less you associate with some people, the more your life will improve. Any time you tolerate mediocrity in others, it increases your mediocrity. An important attribute in successful people is their impatience with negative thinking and negative acting people. As you grow, your associates will change. Some of your friends will not want you to go on. They will want you to stay where they are. Friends that don't help you climb will want you to crawl. Your friends will stretch your vision or choke your dream. Those that don't increase you will eventually decrease you. Consider this: Never receive counsel from unproductive people. Never discuss your problems with someone incapable of contributing to the solution, because those who never succeed themselves are always first to tell you how. Not everyone has a right to speak into your life. You are certain to get the worst of the bargain when you exchange ideas with the wrong person. Don't follow anyone who's not going anywhere. With some people you spend an evening: with others you invest it. Be careful where you stop to inquire for directions along the road of life. Wise is the person who fortifies his life with the right friendships. If you run with wolves, you will learn how to howl. But, if you associate with eagles, you will learn how to soar to great heights. "A mirror reflects a man's face, but what he is really like is shown by the kind of friends he chooses." The simple but true fact of life is that you become like those with whom you closely associate - for the good and the bad. Note: Be not mistaken. This is applicable to family as well as friends. Yes...do love, appreciate and be thankful for your family, for they will always be your family no matter what. Just know that they are human first and though they are family to you, they may be a friend to someone else and will fit somewhere in the criteria above. "In Prosperity Our Friends Know Us. In Adversity We Know Our friends." "Never make someone a priority when you are only an option for them." "If you are going to achieve excellence in big things,you develop the habit in little matters. Excellence is not an exception, it is a prevailing attitude.."..

Be brave. Even if you're not, pretend to be. No one can tell the difference. Don't allow the phone to interrupt important moments. It's there for your convenience, not the callers. Don't be afraid to go out on a limb. That's where the fruit is. Don't burn bridges. You'll be surprised how many times you have to cross the same river. Don't forget, a person's greatest emotional need is to feel appreciated. Don't major in minor things. Don't say you don't have enough time. You have exactly the same number of hours per day that were given to Pasteur, Michaelangelo, Mother Teresa, Helen Keller, Leonardo Da Vinci, Thomas Jefferson, and Albert Einstein. Don't spread yourself too thin. Learn to say no politely and quickly. Don't use time or words carelessly. Neither can be retrieved. Don't waste time grieving over past mistakes Learn from them and move on. Every person needs to have their moment in the sun, when they raise their arms in victory, knowing that on this day, at his hour, they were at their very best. Get your priorities straight. No one ever said on his death bed, 'Gee, if I'd only spent more time at the office'. Give people a second chance, but not a third. Judge your success by the degree that you're enjoying peace, health and love. Learn to listen. Opportunity sometimes knocks very softly. Leave everything a little better than you found it. Live your life as an exclamation, not an explanation. Loosen up. Relax. Except for rare life and death matters, nothing is as important as it first seems. Never cut what can be untied. Never overestimate your power to change others. Never underestimate your power to change yourself. Remember that overnight success usually takes about fifteen years. Remember that winners do what losers don't want to do. Seek opportunity, not security. A boat in harbor is safe, but in time its bottom will rot out. Spend less time worrying who's right, more time deciding what's right. Stop blaming others. Take responsibility for every area of your life. Success is getting what you want. Happiness is liking what you get. The importance of winning is not what we get from it, but what we become because of it. When facing a difficult task, act as though it's impossible to fail.

I'd hoped the language might come on its own, the way it comes to babies, but people don't talk to foreigners the way they talk to babies. They don't hypnotize you with bright objects and repeat the same words over and over, handing out little treats when you finally say "potty" or "wawa." It got to the point where I'd see a baby in the bakery or grocery store and instinctively ball up my fists, jealous over how easy he had it. I wanted to lie in a French crib and start from scratch, learning the language from the ground floor up. I wanted to be a baby, but instead, I was an adult who talked like one, a spooky man-child demanding more than his fair share of attention. Rather than admit defeat, I decided to change my goals. I told myself that I'd never really cared about learning the language. My main priority was to get the house in shape. The verbs would come in due time, but until then I needed a comfortable place to hide.

Oxytocin, a hormone and neuropeptide ... plays a major role in attachment processes and serves several purposes: It causes women to go into labor, strengthens attachment, and ... [increases] trust and cooperation. We get a boost of oxytocin in our brain during orgasm and even when we cuddle -- which is why it's been tagged the "cuddle hormone." How is oxytocin related to conflict reduction? Sometimes we spend less quality time with our partner -- especially when other demands on us are pressing. However, neuroscience findings suggest that we should change our priorities. By forgoing closeness with our partners, we are also missing our oxytocin boost -- making us less agreeable to the world around us and more vulnerable to conflict.

The dreams that were buried the deepest were the hardest to get rid of.

Things fucking change, dude! Life changes. Priorities change. Pre-fucking-conceived notions change. You have to adjust and change with them or your ass gets left behind.

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.

We have to stop the glorification of busy. We need to change our mindset and redefine what it means to be productive. Productivity is not about doing more, it’s doing what’s most important. We need to stop trying to get more done and instead reset our focus on our own priorities. When we do that, our ideal lives can become our real, everyday lives.

All of this is not just a battle plan, it's a vacation too. For instance: you don't like the life you are living? Escape into another world by taking a lover. Men can't do this. When they take on a woman she becomes part of their life, but a woman gets to change lives with every man she sleeps with. In fact men are like magic flying carpets; you can visit different lands, become rich or poor without working, become religious by marrying a priest, become a cowboy by having an affair in Texas, join the political game by blowing the President, and tomorrow get high with a pop star. Society is a wonderful thing if you're a woman, you really can go anywhere so long as a man's first priority is to get laid, and that will never change.

No,” said a third student. “Novartis is a public company. It’s not the boss or the board who decides. It’s the shareholders. If the board changes its priorities the shareholders will just elect a new board.” “That’s right,” I said. “It’s the shareholders who want this company to spend their money on researching rich people’s illnesses. That’s how they get a good return on their shares.” So there’s nothing wrong with the employees, the boss, or the board, then. “Now, the question is”—I looked at the student who had first suggested the face punching—“who owns the shares in these big pharmaceutical companies?” “Well, it’s the rich.” He shrugged. “No. It’s actually interesting because pharmaceutical shares are very stable. When the stock market goes up and down, or oil prices go up and down, pharma shares keep giving a pretty steady return. Many other kinds of companies’ shares follow the economy—they do better or worse as people go on spending sprees or cut back—but the cancer patients always need treatment. So who owns the shares in these stable companies?” My young audience looked back at me, their faces like one big question mark. “It’s retirement funds.” Silence. “So maybe I don’t have to do any punching, because I will not meet the shareholders. But you will. This weekend, go visit your grandma and punch her in the face. If you feel you need someone to blame and punish, it’s the seniors and their greedy need for stable stocks.

I’ve watched it time and time again—a woman always slots into a man’s life better than he slots into hers. She will be the one who spends the most time at his flat, she will be the one who makes friends with all his friends and their girlfriends. She will be the one who sends his mother a bunch of flowers on her birthday. Women don’t like this rigmarole any more than men do, but they’re better at it—they just get on with it. This means that when a woman my age falls in love with a man, the list of priorities goes from this: Family Friends To this: Family Boyfriend Boyfriend’s family Boyfriend’s friends Girlfriends of the boyfriend’s friends Friends Which means, on average, you go from seeing your friend every weekend to once every six weekends. She becomes a baton and you’re the one at the very end of the track. You get your go for, say, your birthday or a brunch, then you have to pass her back round to the boyfriend to start the long, boring rotation again. These gaps in each other’s lives slowly but surely form a gap in the middle of your friendship. The love is still there, but the familiarity is not. Before you know it, you’re not living life together anymore. You’re living life separately with respective boyfriends then meeting up for dinner every six weekends to tell each other what living is like. I now understand why our mums cleaned the house before their best friend came round and asked them “What’s the news, then?” in a jolly, stilted way. I get how that happens. So don’t tell me when you move in with your boyfriend that nothing will change. There will be no road trip. The cycle works when it comes to holidays as well—I’ll get my buddy back for every sixth summer, unless she has a baby in which case I’ll get my road trip in eighteen years’ time. It never stops happening. Everything will change.

He held up a hand. "You've come perilously close to being written up for insubordination, Lieutenant. I expect better control from you, and have rarely had the need to remind you of it." "Yes, sir." "Moreover, I find myself insulted both on a personal and professional level that you assumed I had or would approve an asinine schedule that pulls you off a priority." "I apologize, Commander, and can only offer the weak excuse that any and all contact with Lee Chang results in my temporary insanity." "Understood." Whitney turned the disc over in his hand. "It surprises me, Dallas, that you didn't shove this down his throat." "Actually, sir, I had another orifice in mind." His lips quirked, just slightly. Then he snapped the disc in two, just as she had. "Thank you, Commander." "Let's get this damn circus over with, so we can both get back to work.

Only focusing on what you love is a bad priority, and thinking you even know what that is and that nothing will change is a bad assumption. Eventually, you’ll hate your job, or it will disappear, or it won’t challenge you anymore, or a million other things! Following your dream job usually leads to being stuck in a miserable career, and with it, you sacrifice your health, family, and identity.

You can’t do everything, but you can do one thing, and then another and another. In terms of energy, it’s better to make a wrong choice than none at all. You might begin by listing your priorities—for the day, for the week, for the month, for a lifetime. Start modestly. List everything you want to do today or tomorrow. Set priorities by dividing the items into A, B, and C categories. At the least, accomplish the A items. Try the same thing with long-term goals. Priorities do shift, and you can change them at any time, but simply getting them down in black and white adds clarity to your life, and clarity creates energy.

Things fucking change, dude! Life changes. Priorities change. Pre-fucking-conceived notions change. You have to adjust and change with them or your ass gets left behind.

If you do the same things you’ve always done, you’ll get the same results you’ve always gotten. That’s what the sages say, and the same can be said for thinking. Change your thoughts, change your life.

Start creating the habit of counting your blessings for being alive today. Take ownership of your life. Shift your priorities. You are going to die! Understand this, and get excited about the gift of today. You are alive right now.

This past soccer season, the league in which my son and daughter were playing had to make up two games due to rain (the price of living in Houston). The consensus in the league was that Sunday was the only available day, so the makeup games were scheduled for Sunday afternoon. My family and I sat down to discuss the matter, but no discussion was really necessary. There was no way we were going to participate. Sunday is the Lord's Day, and playing youth soccer games on Sunday makes a definite statement about the priorities in a community. Interestingly, the most flak from our decision came not from the irreligious people involved but from Christians! “You can go to church, then run home and change for the game,” one man said. One of my children's coaches added, “I'd be glad to pick them up if there is somewhere you have to be.” Nobody seemed to get it. We weren't making a decision based on the hectic nature of our Sunday schedule, nor was it a question of our adhering to a legalistic requirement handed down from our denomination. It was a matter of principle. Sunday is more than just another day. Youth sports leagues are great, but they are not sacred; Sunday is! Again, I do not believe that there is a legalistic requirement not to play games on a Sunday. Nor do I believe that the policeman, fireman, or airline mechanic who goes in to work on Sunday is out of the will of God. I do, however, think that there is a huge difference between someone whose job requires working on Sunday and a soccer league that just doesn't care.

You do not get to choose the events that come your way nor the sorrows that interrupt your life. They will likely be a surprise to you, catching you off quard and unprepared. You may hold your head in your hands and lament your weak condition and wonder what you ought to do. To suffer, that is common to all. To suffer and still keep your composure, your faith and your smile, that is remarkable. Pain will change you more profoundly than success or good fortune. Suffering shapes your perception of life, your values and priorities, and your goals and dreams. Your pain is changing you.

There is a vast difference between being a Christian and being a disciple. The difference is commitment. Motivation and discipline will not ultimately occur through listening to sermons, sitting in a class, participating in a fellowship group, attending a study group in the workplace or being a member of a small group, but rather in the context of highly accountable, relationally transparent, truth-centered, small discipleship units. There are twin prerequisites for following Christ - cost and commitment, neither of which can occur in the anonymity of the masses. Disciples cannot be mass produced. We cannot drop people into a program and see disciples emerge at the end of the production line. It takes time to make disciples. It takes individual personal attention. Discipleship training is not about information transfer, from head to head, but imitation, life to life. You can ultimately learn and develop only by doing. The effectiveness of one's ministry is to be measured by how well it flourishes after one's departure. Discipling is an intentional relationship in which we walk alongside other disciples in order to encourage, equip, and challenge one another in love to grow toward maturity in Christ. This includes equipping the disciple to teach others as well. If there are no explicit, mutually agreed upon commitments, then the group leader is left without any basis to hold people accountable. Without a covenant, all leaders possess is their subjective understanding of what is entailed in the relationship. Every believer or inquirer must be given the opportunity to be invited into a relationship of intimate trust that provides the opportunity to explore and apply God's Word within a setting of relational motivation, and finally, make a sober commitment to a covenant of accountability. Reviewing the covenant is part of the initial invitation to the journey together. It is a sobering moment to examine whether one has the time, the energy and the commitment to do what is necessary to engage in a discipleship relationship. Invest in a relationship with two others for give or take a year. Then multiply. Each person invites two others for the next leg of the journey and does it all again. Same content, different relationships. The invitation to discipleship should be preceded by a period of prayerful discernment. It is vital to have a settled conviction that the Lord is drawing us to those to whom we are issuing this invitation. . If you are going to invest a year or more of your time with two others with the intent of multiplying, whom you invite is of paramount importance. You want to raise the question implicitly: Are you ready to consider serious change in any area of your life? From the outset you are raising the bar and calling a person to step up to it. Do not seek or allow an immediate response to the invitation to join a triad. You want the person to consider the time commitment in light of the larger configuration of life's responsibilities and to make the adjustments in schedule, if necessary, to make this relationship work. Intentionally growing people takes time. Do you want to measure your ministry by the number of sermons preached, worship services designed, homes visited, hospital calls made, counseling sessions held, or the number of self-initiating, reproducing, fully devoted followers of Jesus? When we get to the shore's edge and know that there is a boat there waiting to take us to the other side to be with Jesus, all that will truly matter is the names of family, friends and others who are self initiating, reproducing, fully devoted followers of Jesus because we made it the priority of our lives to walk with them toward maturity in Christ. There is no better eternal investment or legacy to leave behind.

Sometimes I think that when you live together for a very long time, and have children together, life is a bit like climbing trees. Up and down, up and down, you try to cope with everything, be good, you climb and climb and climb, and you hardly ever see each other along the way. You don’t notice that when you’re young, but everything changes when you have children, and sometimes it feels like you hardly ever see the person you married any more. You’re parents and teammates, first and foremost, and being married slips down the list of priorities. But you … well, you keep climbing trees, and see each other along the way. I always thought that was just the way it is, life, the way it has to be. We just had to get through everything, I thought. And I kept telling myself that the important thing was that we kept climbing the same tree. Because then I thought that sooner or later … and this sounds so pretentious … but I thought that sooner or later we’d end up on the same branch. And then we could sit there holding hands and looking at the view.

Ron Sider rocked the Christian world over thirty years ago with his book Rich Christians in an Age of Hunger. He now challenges Christians to pragmatic ministry to the poor by joining in a covenant he calls the Generous Christian Pledge.' He encourages every Christian to undertake a lifestyle mission for the poor. The pledge reads: "I pledge to open my heart to God's call to care as much about the poor as the Bible does. Daily, to pray for the poor, beginning with the Generous Christians Prayer: "Lord Jesus, teach my heart to share your love with the poor." Weekly, to minister, at least one hour, to a poor person: helping, serving, sharing with and mostly, getting to know someone in need. Monthly, to study, at least one book, article, or film about the plight of the poor and hungry and discuss it with others. Yearly, to retreat, for a few hours before the Scriptures, to meditate on this one question: Is caring for the poor as important in my life as it is in the Bible? and to examine my budget and priorities in light of it, asking God what changes He would like me to make in the use of my time, money, and influence." The cage-rattling statements of Jesus and James demand a response. The Generous Christian Pledge is a great place to start.

My stump speech became less a series of positions and more a chronicle of these disparate voices, a chorus of Americans from every corner of the state. “Here’s the thing,” I would say. “Most people, wherever they’re from, whatever they look like, are looking for the same thing. They’re not trying to get filthy rich. They don’t expect someone else to do what they can do for themselves. “But they do expect that if they’re willing to work, they should be able to find a job that supports a family. They expect that they shouldn’t go bankrupt just because they get sick. They expect that their kids should be able to get a good education, one that prepares them for this new economy, and they should be able to afford college if they’ve put in the effort. They want to be safe, from criminals or terrorists. And they figure that after a lifetime of work, they should be able to retire with dignity and respect. “That’s about it. It’s not a lot. And although they don’t expect government to solve all their problems, they do know, deep in their bones, that with just a slight change in priorities government could help.” The room would be quiet, and I’d take a few questions. When a meeting was over, people lined up to shake my hand, pick up some campaign literature, or talk to Jeremiah, Anita, or a local campaign volunteer about how they could get involved. And I’d drive on to the next town, knowing that the story I was telling was true; convinced that this campaign was no longer about me and that I had become a mere conduit through which people might recognize the value of their own stories, their own worth, and share them with one another. —

what. Content strategy asks these questions of stakeholders and clients: Why are we doing this? What are we hoping to accomplish, change, or encourage? How will we measure the success of this initiative and the content in it? What measurements of success or metrics do we need to monitor to know if we are successful? How will we ensure the web remains a priority? What do we need to change in resources, staffing, and budgets to maintain the value of communication within and from the organization? What are we trying to communicate? What's the hierarchy of that messaging? This isn't Sophie's Choice, but when you start prioritizing features on a homepage and allocating budget to your list of features and content needs, get ready to make some tough calls. What content types best meet the needs of our target audience and their changing, multiple contexts? What content types best fit the skills of our

As successful companies mature, employees gradually come to assume that the priorities they have learned to accept, and the ways of doing things and methods of making decisions that they have employed so successfully, are the right way to work. Once members of the organization begin to adopt ways of working and criteria for making decisions by assumption, rather than by conscious decision, then those processes and values come to constitute the organization’s culture. 7 As companies grow from a few employees to hundreds and thousands, the challenge of getting all employees to agree on what needs to be done and how it should be done so that the right jobs are done repeatedly and consistently can be daunting for even the best managers. Culture is a powerful management tool in these situations. Culture enables employees to act autonomously and causes them to act consistently. Hence, the location of the

Unnecessary Creation gives you the freedom to explore new possibilities and follow impractical curiosities. Some of the most frustrated creative pros I’ve encountered are those who expect their day job to allow them to fully express their creativity and satisfy their curiosity. They push against the boundaries set by their manager or client and fret continuously that their best work never finds its way into the end product because of restrictions and compromises. A 2012 survey sponsored by Adobe revealed that nearly 75 percent of workers in the United States, United Kingdom, Germany, France, and Japan felt they weren’t living up to their creative potential. (In the United States, the number was closer to 82 percent!) Obviously, there’s a gap between what many creatives actually do each day and what they feel they are capable of doing given more resources or less bureaucracy. But those limitations aren’t likely to change in the context of an organization, where there is little tolerance for risk and resources are scarcer than ever. If day-to-day project work is the only work that you are engaging in, it follows that you’re going to get frustrated. To break the cycle, keep a running list of projects you’d like to attempt in your spare time, and set aside a specific time each week (or each day) to make progress on that list. Sometimes this feels very inefficient in the moment, especially when there are so many other urgent priorities screaming for your attention, but it can be a key part of keeping your creative energy flowing for your day-to-day work. You’ll also want to get a notebook to record questions that you’d like to pursue, ideas that you have, or experiments that you’d like to try. Then you can use your pre-defined Unnecessary Creation time to play with these ideas. As Steven Johnson explains in his book Where Good Ideas Come From, “A good idea is a network. A specific constellation of neurons—thousands of them—fire in sync with each other for the first time in your brain, and an idea pops into your consciousness. A new idea is a network of cells exploring the adjacent possible of connections that they can make in your mind.”18

The Sun ran a correction for their porn story. In a tiny box, on page two, where no one would see it. What did it matter? The damage had been done. Plus it cost Meg tens of thousands of dollars in legal fees. I rang Pa yet again. Don’t read it, darling— I cut him off. I wasn’t about to hear that nonsense again. Also, I wasn’t a boy anymore. I tried a new argument. I reminded Pa that these were the same shoddy bastards who’d been portraying him as a clown all his life, ridiculing him for sounding the alarm about climate change. These were his tormentors, his bullies, and now they were tormenting and bullying his son and his son’s girlfriend—did that not inspire his outrage? Why have I got to beg you, Pa? Why is this not already a priority for you? Why is this not causing you anguish, keeping you up at night, that the press are treating Meg like this? You adore her, you told me so yourself. You bonded over your shared love of music, you think she’s funny and witty, and impeccably mannered, you told me—so why, Pa? Why? I couldn’t get a straight answer. The conversation went in circles and when we hung up I felt—abandoned.

I want to end here with the most common and least understood sexual problem. So ordinary is this problem, so likely are you to suffer from it, that it usually goes unnoticed. It doesn't even have a name. The writer Robertson Davies dubs it acedia. “Acedia” used to be reckoned a sin, one of the seven deadly sins, in fact. Medieval theologians translated it as “sloth,” but it is not physical torpor that makes acedia so deadly. It is the torpor of the soul, the indifference that creeps up on us as we age and grow accustomed to those we love, that poisons so much of adult life. As we fight our way out of the problems of adolescence and early adulthood, we often notice that the defeats and setbacks that troubled us in our youth are no longer as agonizing. This comes as welcome relief, but it has a cost. Whatever buffers us from the turmoil and pain of loss also buffers us from feeling joy. It is easy to mistake the indifference that creeps over us with age and experience for the growth of wisdom. Indifference is not wisdom. It is acedia. The symptom of this condition that concerns me is the waning of sexual attraction that so commonly comes between lovers once they settle down with each other. The sad fact is that the passionate attraction that so consumed them when they first courted dies down as they get to know each other well. In time, it becomes an ember; often, an ash. Within a few years, the sexual passion goes out of most marriages, and many partners start to look elsewhere to rekindle this joyous side of life. This is easy to do with a new lover, but acedia will not be denied, and the whole cycle happens again. This is the stuff of much of modern divorce, and this is the sexual disorder you are most likely to experience call it a disorder because it meets the defining criterion of a disorder: like transsexuality or S-M or impotence, it grossly impairs sexual, affectionate relations between two people who used to have them. Researchers and therapists have not seen fit to mount an attack on acedia. You will find it in no one’s nosology, on no foundation's priority list of problems to solve, in no government mental health budget. It is consigned to the innards of women's magazines and to trashy “how to keep your man” paperbacks. Acedia is looked upon with acceptance and indifference by those who might actually discover how it works and how to cure it. It is acedia I wish to single out as the most painful, the most costly, the most mysterious, and the least understood of the sexual disorders. And therefore the most urgent.

Americans struggle with silence.  It seems we must have the radio blaring in the car or a TV on in the house, even if no one is watching.  We can't handle solitude very well.  Yet, solitude is the one thing a deer hunter craves and anticipates.  There are a few times when the woods get so quiet you feel like you are the only living creature around.  It's life-changing!  People are most like themselves in nature.  You can get down to the real you—no veneer, no facade, no masquerade— and it is there that God can do wonders on us.  I like thinking of it as an anesthetic that puts everything to sleep so that surgery can take place. Jesus knew the power of time alone with God, and we also need to know it — by experience.  He would often slip away (Luke 5:16).  The disciples would awaken, look around, and discover that Jesus was gone.  He loved the early morning moments before the world came alive and began buzzing with activity (Mark 1:35-39).  He knew that soon everyone would wipe the sleep out of their eyes, and He would be in high demand.  So, He placed high priority on those private, devoted moments, in order to escape and be alone with His Father.  He didn’t just squeeze in prayer and meditation between all His preaching and miracles.  Someone once said, “Jesus went from place of prayer to place of prayer with teaching and miracles in between.”  I like that.               Those who hunt know the adrenaline rush caused by the crunching leaves as a whitetail slowly approaches.  There is also such a surge when the word of God is read.  I hope you will enjoy both as you read this book.  My greatest satisfaction would be to know that you have found yourself a quiet place to read this book and contemplate the spiritual lessons in it.  When you have even more time, get your Bible and turn to the passages cited and read them more fully.  It will deepen your understanding.

He that is good for making excuses is seldom good for anything else. The person who really wants to do something finds a way; the other person finds an excuse. If you strip away all the excuses we dish up to God day after day, you’ll find they all come down to this: laziness. If you’re serious about making your one-on-one time with God a priority, you’ve got to be willing to tackle that ugly D word: discipline. Discipline is an integral part of being committed to some form of daily, routine encounter with God. Will you willingly ignore His invitation, throwing your alarm clock across the room, opting for more sleep? Will your good intentions get lost in a flurry of other important tasks? Or will you plan ahead, making sure you don’t miss the opportunity of a lifetime — make that eternity — and give your appointed time with your Heavenly Father the priority it deserves? Do you sincerely desire a personal, intimate relationship with your Lord?When we say we love God, yet make no time for Him in our lives, well—what kind of love is that? I ask myself if there’s anything more important than spending a few moments with my Jesus. The answer is always the same: nothing. Nothing is more important. I’m responsible for my own spiritual growth. Tragedy will always be a part of life on earth. We may not understand why God allows such things to happen. But we have a choice. Either we can turn our backs on God, even blame Him for these unspeakable heartaches, or we can hold on. We can refuse to let go, even against all odds. Even when our faith is tested beyond our human abilities. Even when nothing makes sense any more. We can hold on because God is our only hope. To say that “prayer changes things” is not as close to the truth as saying, “Prayer changes me and then I change things.” What will it take for you to go deep with God? All those silly excuses aside, what’s stopping you?

A daunting example of the impact that the loose talk and heavy rhetoric of the Sixties had on policy can be seen in the way the black family—a time-bomb ticking ominously, and exploding with daily detonations—got pushed off the political agenda. While Carmichael, Huey Newton and others were launching a revolutionary front against the system, the Johnson administration was contemplating a commitment to use the power of the federal government to end the economic and social inequalities that still plagued American blacks. A presidential task force under Daniel Patrick Moynihan was given a mandate to identify the obstacles preventing blacks from seizing opportunities that had been grasped by other minority groups in the previous 50 years of American history. At about the same time as the passage of the Voting Rights Act of 1965, Moynihan published findings that emphasized the central importance of family in shaping an individual life and noted with alarm that 21 percent of black families were headed by single women. “[The] one unmistakable lesson in American history,” he warned, is that a country that allows “a large number of young men to grow up in broken families, dominated by women, never acquiring any stable relationship to male authority, never acquiring any set of rational expectations about the future—that community asks for and gets chaos. Crime, violence, unrest, disorder—most particularly the furious, unrestrained lashing out at the whole social structure—that is not only to be expected; it is very near to inevitable.” Moynihan proposed that the government confront this problem as a priority; but his conclusions were bitterly attacked by black radicals and white liberals, who joined in an alliance of anger and self-flagellation and quickly closed the window of opportunity Moynihan had opened. They condemned his report as racist not only in its conclusions but also in its conception; e.g., it had failed to stress the evils of the “capitalistic system.” This rejectionist coalition did not want a program for social change so much as a confession of guilt. For them the only “non-racist” gesture the president could make would be acceptance of their demand for $400 million in “reparations” for 400 years of slavery. The White House retreated before this onslaught and took the black family off the agenda.

How lonely am I ? I am 21 year old. I wake up get ready for college. I go to the Car stop where I have a bunch of accquaintances whom I go to college with. If I'm unfortunately late to the stop, I miss the Car . But the accquaintances rarely halt the car for me. I have to phone and ask them to halt the car. In the car I don't sit beside anyone because the people I like don't like me and vice versa. I get down at college. Attend all the boring classes. I want to skip a class and enjoy with friends but I rarely do so because I don't have friends and the ones I have don't hang out with me. I often look at people around and wonder how everyone has friends and are cared for. And also wonder why I am never cared for and why I am not a priority to anyone. I reach home and rest for few minutes before my mom knocks on my door. I expect her to ask about my day. But she never does. Sometimes I blurt it out because I want to talk to people. I have a different relationship with my dad. He thinks I don't respect him and that I am an arrogant and self centered brat. I am tired of explaining him that I'm not. I am just opinionated. I gave up. Neither my parents nor my sis or bro ask me about my life and rarely share theirs. I do have a best friend who always messages and phones when she has something to say. That would mostly be about his girlfriend . But at times even though I try not to message him of my life. I do. I message him about how lonely I am. I always wanted a guy or a girl best friend. But he or she rarely talk to me. The girl who talk are extremely repulsive or very creepy. And I have a girl who made me believe that I was special for her.She was the only person who made me feel that way. I knew and still know that she is just toying with me. Yet I hope that's not true. I want to be happy and experience things like every normal person. But it seems impossible. And I am tired of being lonely. I once messaged a popular quoran. I complimented him answers and he replied. When I asked him if I can message him and asked him to be my friend he saw the message and chose not to reply. A reply, even a rejection is better than getting ignored. A humble request to people on Quora. For those who advertise to message them regarding any issue should stop doing that if they can't even reply. And for those who follow them. Don't blindly believe people on Quora or IRL Everyone has a mask. I feel very depressed at times and I want to consult a doctor. But I am not financially independent. My family doesn't take me seriously when I tell them I want to visit a doctor. And this is my lonely life. I just wish I had some body who cared for me and to stand by me. I don't know if that is possible. I stared to hate myself. If this continues on maybe I'll be drowning in the river of self hate and depreciation. Still I have hope. Hope is the only thing I have. I want my life to change. If you read the complete answer then, THANKS for your patience. People don't have that these days.

Oh, by the way, security told me earlier that some guy showed up, claiming to be your assistant.” “Already? What time is it?” “It’s almost one o’clock,” he says. “Are you telling me you actually hired someone?” My heart drops. I shove past Cliff, ignoring him as he calls for me, wanting his question answered. I head straight for security, spotting Jack standing along the side with a guard, looking somewhere between disturbed and amused. “Strangest shit I’ve ever witnessed in Jersey,” Jack says, looking me over. “And that’s saying something, because I once saw a chimpanzee roller skating, and that was weird as fuck.” “I’m going to take that as a compliment, even though I know it isn’t one,” I say, grabbing his arm and making him follow me. It’s about a two-and-a-half hour drive to Bennett Landing, but I barely have two hours. “Please tell me you drove.” Before he can respond, I hear Cliff shouting as he follows. “Johnny! Where are you going?” “Oh, buddy.” Jack glances behind us at Cliff. “Am I your getaway driver?” “Something like that,” I say. “You ever play Grand Theft Auto?” “Every fucking day, man.” “Good,” I say, continuing to walk, despite Cliff attempting to catch up. “If you can get me where I need to be, there will be one hell of a reward in it for you.” His eyes light up as he pulls out a set of car keys. “Mission accepted.” There’s a crowd gathered around set. They figured out we’re here. They know we’re wrapping today. I scan the area, looking for a way around them. “Where’d you park?” I ask, hoping it’s anywhere but right across the street. “Right across the street,” he says. Fuck. I’m going to have to go through the crowd. “You sure you, uh, don’t want to change?” Jack asks, his eyes flickering to me, conflicted. “No time for that.” The crowd spots me, and they start going crazy, making Cliff yell louder to get my attention, but I don’t stop. I slip off of set, past the metal barricades and right into the street, as security tries to keep the crowd back, but it’s a losing game. So we run, and I follow Jack to an old station wagon, the tan paint faded. “This is what you drive?” “Not all of us grew up with trust funds,” he says, slapping his hand against the rusted hood. “This was my inheritance.” “Not judging,” I say, pausing beside it. “It’s just all very ‘70s suburban housewife.” “That sounds like judgment, asshole.” I open the passenger door to get in the car when Cliff catches up, slightly out of breath from running. “What are you doing, Johnny? You’re leaving?” “I told you I had somewhere to be.” “This is ridiculous,” he says, anger edging his voice. “You need to sort out your priorities.” “That’s a damn good idea,” I say. “Consider this my notice.” “Your notice?” “I’m taking a break,” I say. “From you. From this. From all of it.” “You’re making a big mistake.” “You think so?” I ask, looking him right in the face. “Because I think the mistake I made was trusting you.” I get in the car, slamming the door, leaving Cliff standing on the sidewalk, fuming. Jack starts the engine, cutting his eyes at me. “So, where to? The unemployment office?” “Home,” I say, “and I need to get there as soon as possible, because somebody is waiting for me, and I can't disappoint her.

Arik had already gone two weeks longer than usual for this haircut because of an overseas business trip. Time to get back to his highest priority. “How long until Dominic is back?” “A week, maybe two. I told him to take his time. Granddad doesn’t often take time off, and he’s getting up there in years.” A few weeks? He’d look like a wildebeest if he waited that long. “That’s no good. I need a cut. Are there any male barbers available?” “Afraid to let a girl touch your precious hair?” She smirked. “I can peek at the schedule and see if we can squeeze you in this afternoon.” “I don’t have time to come back. I need it done now.” Usually when he used the word now, people jumped to do his bidding. She, on the other hand, shook her head. “Not happening, unless you’ve changed your mind and are willing to let me cut it.” “You’re a hairdresser.” “Exactly.” “I want a barber.” “Same thing.” Said the girl without a Y chromosome. “I think I’ll wait.” Arik turned away from her, only to freeze as she muttered, “Pussy.” If she only knew how right she was. But, of course, she didn’t mean the feline version. Pride made him pivot back. “You know what. On second thought, you may cut my hair.” “How gracious of you, Your Majesty.” She sketched him a mock bow. Not funny, even if accurate. He glared in reply. “I see someone’s too uptight for a sense of humor.” “I greatly enjoy comedy, when I hear it.” “Sorry if my brand of sarcasm is too simple for you to understand, big guy. Now, if you’re done, sit down so we can get this over with and send you and your precious hair back to your office.

oday so many children aren't involved in their families' lives. Let's change that! Get them active in your family. Start by creating times for sharing and conversation.. .at the dinner table. Turn off the TV, all phones (including cells), and any other distractions. Toward the end of the meal, ask everyone this question: "What's the best thing that happened to you today?" Make dinnertime fun. Find out what's happening in your children's hearts and lives, and let them know what's happening in yours. Honor jobs well done, good grades, and positive contributions to the family and community. love having family pictures all over the house. It's a great way to promote family identity. Do team sports together. Have a family night out every now and then. The apostle Paul says, "If you have any encouragement from being united with Christ. . .then make my joy complete by being like-minded, having the same love, being one in spirit and purpose" (Philippians 2:1-2). hen was the last time you did something really special to say "I love you" to your husband or boyfriend? In the morning, tell your husband, "Honey, tonight is a special evening-just for the two of us." Then get busy. Set up a card table on your patio or deck-or even in the living room. Get out a beautiful tablecloth, your best napkins, flowers, and candles! Fix him his favorite meal and your best dessert, put on some soft romantic music, give yourself enough time to look your best, and you're all set for when he gets home. He'll feel like a king and know he's a top priority in your life.

The situational diagnosis conversation. In this conversation, you seek to understand how your new boss sees the STARS portfolio you have inherited. Are there elements of start-up, turnaround, accelerated growth, realignment, and sustaining success? How did the organization reach this point? What factors—both soft and hard—make this situation a challenge? What resources within the organization can you draw on? Your view may differ from your boss’s, but it is essential to grasp how she sees the situation. The expectations conversation. Your goal in this conversation is to understand and negotiate expectations. What does your new boss need you to do in the short term and in the medium term? What will constitute success? Critically, how will your performance be measured? When? You might conclude that your boss’s expectations are unrealistic and that you need to work to reset them. Also, as part of your broader campaign to secure early wins, discussed in the next chapter, keep in mind that it’s better to underpromise and overdeliver. The resource conversation. This conversation is essentially a negotiation for critical resources. What do you need to be successful? What do you need your boss to do? The resources need not be limited to funding or personnel. In a realignment, for example, you may need help from your boss to persuade the organization to confront the need for change. Key here is to focus your boss on the benefits and costs of what you can accomplish with different amounts of resources. The style conversation. This conversation is about how you and your new boss can best interact on an ongoing basis. What forms of communication does he prefer, and for what? Face-to-face? Voice, electronic? How often? What kinds of decisions does he want to be consulted on, and when can you make the call on your own? How do your styles differ, and what are the implications for the ways you should interact? The personal development conversation. Once you’re a few months into your new role, you can begin to discuss how you’re doing and what your developmental priorities should be. Where are you doing well? In what areas do you need to improve or do things differently? Are there projects or special assignments you could undertake (without sacrificing focus)? In practice, your

The correct approach is to start with the environment and then analyze the organization. The first step is to assess the organization’s external environment, looking for emerging threats and potential opportunities. Naturally this assessment must be conducted by people who are grounded in the reality of the organization and knowledgeable about its environment. Having identified potential threats and opportunities, the group should next evaluate them with reference to organizational capabilities. Does the organization have weaknesses that make it particularly vulnerable to specific threats? Does the organization have strengths that would permit it to pursue specific opportunities? The final step is to translate these assessments into a set of strategic priorities, blunting critical threats and pursuing high-potential opportunities. These are then the inputs to a more extensive strategic planning process. The confusion that has flowed from naming the method SWOT is so pervasive that a name change is probably in order. The alternative? Call it TOWS, so that people get the right cues about the best order for conducting the process.

Most of us have, in the past seventy-two hours, received more change-producing, project-creating, and priority-shifting inputs than our parents did in a month, maybe even in a year.

Climate change has never received the crisis treatment from our leaders, despite the fact that it carries the risk of destroying lives on a vastly greater scale than collapsed banks or collapsed buildings. The cuts to our greenhouse gas emissions that scientists tell us are necessary in order to greatly reduce the risk of catastrophe are treated as nothing more than gentle suggestions, actions that can be put off pretty much indefinitely. Clearly, what gets declared a crisis is an expression of power and priorities as much as hard facts. But we need not be spectators in all this: politicians aren’t the only ones with the power to declare a crisis. Mass movements of regular people can declare one too. Slavery wasn’t a crisis for British and American elites until abolitionism turned it into one. Racial discrimination wasn’t a crisis until the civil rights movement turned it into one. Sex discrimination wasn’t a crisis until feminism turned it into one. Apartheid wasn’t a crisis until the anti-apartheid movement turned it into one.

Changing a culture sounds like a tall order. And it probably is. “I think there are two critical components to policing that cops today have forgotten,” says the former Maryland cop Neill Franklin. “Number one, you’ve signed on to a dangerous job. That means that you’ve agreed to a certain amount of risk. You don’t get to start stepping on others’ rights to minimize that risk you agreed to take on. And number two, your first priority is not to protect yourself, it’s to protect those you’ve sworn to protect. But I don’t know how you get police officers today to value those principles again. The ‘us and everybody else’ sentiment is strong today. It’s very, very difficult to change a culture.

se "in-between times" to get things done. For example, it takes 15 minutes or less to change the sheets on a bed. So when you're waiting for dinner to finish cooking, to go somewhere, or for something to finish up, make a bed. Planning saves you time. Know what you have to do-and set your priorities. ere's a fun idea! Why not lighten a gathering together load a little by hosting a tea "potluck." It's a great way to widen your circle of friends and expand your recipe files. You provide the beautiful setting-and, of course, the tea. Invite each guest to bring a wonderful tea-time treat to share, along with the recipe. Have fun sampling all the goodies. You can also invite someone to play the piano, the guitar, or even do a dramatic reading of some sort. After the gathering, create a package of recipes and send them to each participant, along with a "thank you for coming" note. Friends are the continuous threads that help hold our lives together. f you have a fireplace, make it the focus of the room. Add plants, a teddy bear collection, or whatever you like to catch the eye. Add homey touches with a favorite stuffed toy, a framed picture of yourself with your grandmother. Photos and vacation souvenirs are great to liven up a room. Slipcovers help you make incredible changes in your decor simply. In winter months, toss an afghan over a sofa or chair. When you're not using afghans or blankets, stack them neatly under a shelf or a table to add texture to a room. Instead of a lamp table, stack wooden trunks or packing boxes together. These make great tables and provide storage.

Most of us have, in the past seventy-two hours, received more change-producing, project-creating, and priority-shifting inputs than our parents did in a month, maybe even in a year. I

You will invariably face jobs that are associated with uncomfortable feelings, ranging from relatively minor annoyance (e.g., taking out the garbage in the rain) to more persistent and recurring feelings of stress and discomfort (e.g., dissertation, organizing income taxes) that activate your procrastination script. Even a minimal degree of stress or inconvenience (what we have come to describe as the feeling of “Ugh”) can be potent enough to make you delay action. Think about some of the mundane examples of procrastination, such as watching a boring television show because the remote control is out of reach (e.g., “It’s ALL THE WAY over there.”) or exercise (e.g., “I’m TOO TIRED to change into my workout clothes.”). The use of capital letters is meant to illustrate the tone of voice of your selftalk, which serves to exaggerate and convince you of the difficulty of what you want to do. You are capable to perform the action, but your thoughts and feelings (including feeling tired or “low energy”) makes you conclude that you are not at your best and therefore cannot and will not follow through (for seemingly justifiable reasons). You might think, “I have to be in the mood to do some things.” But, how often are any of us in the mood to do many of the tasks on which we end up procrastinating? The very fact that we have to plan them indicates that these tasks require some targeted planning and effort. When facing emotional discomfort, ADHD adults are particularly at risk for bolting to pleasant, easy, and yet often unsatisfying activities, such as eating junk food, watching television, social networking, surfing the Internet, etc. In fact, sometimes you may escape from stressful tasks by performing other, lower priority errands or chores. Thus, you rationalize violating your high-priority project plan in order to run out to fill your car with gas. This strategy can be seen as a form of “plea bargaining”—“I will do something productive in order to justify not doing the higher priority but less appealing task.” Moreover, these errands are often more discrete and time limited than the task you are putting off (i.e., “If I start mowing the lawn now, I will be done in 1 hour. I don’t know how long taxes will take me.”), which is often their appeal—even though they are low priority, you are more confident you will get them done. You need not be “in the mood” for a task in order to perform it. A useful reframe is the reminder that you have “enough” energy to get started and recall that once you get started on the first step, you usually feel better and more engaged. Breaking the task down into its discrete steps and setting an end time help you to reframe the plan (e.g., “I’m tired, but I have enough energy to do this task for 15 minutes.”). Rather than setting up the unrealistic expectation that you must be stress-free and 100% energized before you can do tasks, the notion of acceptance of discomfort is a useful mindset to adopt and practice.

Here’s the thing,” I would say. “Most people, wherever they’re from, whatever they look like, are looking for the same thing. They’re not trying to get filthy rich. They don’t expect someone else to do what they can do for themselves. “But they do expect that if they’re willing to work, they should be able to find a job that supports a family. They expect that they shouldn’t go bankrupt just because they get sick. They expect that their kids should be able to get a good education, one that prepares them for this new economy, and they should be able to afford college if they’ve put in the effort. They want to be safe, from criminals or terrorists. And they figure that after a lifetime of work, they should be able to retire with dignity and respect. “That’s about it. It’s not a lot. And although they don’t expect government to solve all their problems, they do know, deep in their bones, that with just a slight change in priorities government could help.

It’s funny, when you’re younger, you think your friendships are everlasting, you think you’ll always be there for each other, that nothing will ever change no matter what. And day to day, nothing changes. But then one day you wake up and realize priorities shifted, people got married, took jobs across the country, started families. You keep in touch online at first, chatting and sending messages for hours on end when you catch each other online at the same time. But eventually life gets in the way of that too and you might be lucky to get a “happy birthday” text once a year.

I recently recommended to Lea Endres, CEO of NationBuilder, which builds software for community leaders, that she follow Senghor’s lead. NationBuilder was operating close to the red and Endres was frustrated because, despite her reminding everyone that cash collection was a priority, she couldn’t get her team to care enough about it. Our conversation went like this: Lea: I’m really worried about cash collections. We use this outsourced finance firm and they don’t care. We have a low cash balance and we got surprised last month. A couple more surprises and we’re in deep trouble. Ben: Is there a team on it? How much do you need to collect this month? Lea: Yes. And $1.1 million at least. Ben: If you have a crisis situation and you need the team to execute, meet with them every day and even twice a day if necessary. That will show them this is a top priority. At the beginning of each meeting you say, “Where’s my money?” They will start making excuses like “Boo Boo was supposed to call me and didn’t,” or “The system didn’t tell me the right thing.” Those excuses are the key, because that’s the knowledge you’re missing. Once you know that the excuse is that “Fred didn’t answer my email,” you can tell Fred to answer the damned email and also tell the person making the excuse that you expect way more persistence. The meetings will start out running long, but two weeks later they’ll be short, because when you say, “Where’s my money?” they are going to want to say, “Right here, Lea!” Two weeks later: Lea: You wouldn’t believe some of the excuses. One was that we have an auto email that is one sentence long that tells customers they are late—but it doesn’t tell them what to do! I’m like, “Well, then, let’s fix the damned email!” We’re making progress and they know I want my money. End of quarter: Lea: We collected $1.6 million in September! And the team loves hearing me say “Where’s my money?!?!” To change a culture, you can’t just give lip service to what you want. Your people must feel the urgency of it.

Habits and behaviors never lie. If there’s a discrepancy between what you say and what you do, I’m going to believe what you do every time. If you tell me you want to be healthy, but you’ve got Doritos dust on your fingers, I’m believing the Doritos. If you say self-improvement is a priority, but you spend more time with your Xbox than at the library, I’m believing the Xbox. If you say you’re a dedicated professional, but you show up late and unprepared, your behavior rats you out every time. You say your family is your top priority, but if they don’t appear on your busy calendar, they aren’t, really. Look at the list of bad habits you just made. That’s the truth about who you are. Now you get to decide whether that’s okay, or if you want to change.

Two decades later we’ve learned to change the order and priorities to gospel first, then disciples, then churches. When we connect with people, we’re not trying to get them to come to our church. We share the good news about Jesus, not the good news about our church.

We are all more than just our bodies, but also our thoughts, emotions, and spirituality, which combine to determine our health.” “Our bodies have a natural wisdom with intrinsic knowledge of how to grow, heal, balance, and regenerate.” “We have the ability to change our own genetic blueprints for ourselves and for our children.” “Your body is more than the sum of its parts; it has an energy, or life force, that goes beyond the mere physical nature of your body or your generation.” “Human health is intricately and inextricably connected to planetary health.” “Water is the life source and most essential component of each cell of your body.” “Learn to live in the moment and tune in to mindful breathing while engaging all of your senses to soak in the universe around you.” “Healthy sleep habits will help you learn faster, get stronger and more fit, and protect yourself from diseases.” “Spiritual awakening is important for the state of consciousness with which you meet the world.” “If you don’t make self-care a priority in your life, you will pay a high price as your health declines.” “Balance is not something you are born with, nor is it something you find. Rather, it is something you must create” “If your body is balanced, your mind will be at peace and your spirit will soar!” “Resilience to injury is not an inborn trait; it must be nurtured and acquired.” “Excessive fear of injury takes away the joy of living.” “Allow nature to nurture a child’s backbone, literally and figuratively.” “Dig deep and find the foundation of your own core to prepare you for all adversity, sustain your health and wellness through all your endeavors, and build the home of your dreams for your mind-body-spirit.” “The shared challenges of despair, hardship, and adversity promote collaboration, and collaboration fortifies the collective consciousness of the international community.” “Learn to live your life from your core, and harness and embrace your unlimited potential for strength, health, and growth.” “Hang loose and fly like a butterfly to withstand all the perturbations and punches life brings your way.” “Get back in touch with your primitive animal spirit and pop some pandiculation into your day” “Cultivating body awareness will help you stand taller, look slimmer, and find your grace against gravity.” “Exercise, outlook, diet, and lifestyle choices actually change the way your DNA is expressed within your body to help you avoid injury, fight disease, and thrive.” “When you substitute negative beliefs with positive ones, you will begin to notice positive results.” “Find what floats your boat and enjoy the journey!” “Do not fear the storm, for you will learn to sail your ship through wind and wave.

The prize money certainly said something about FIFA’s priorities, though. The same week the 2015 Women’s World Cup kicked off, United Passions debuted in movie theaters. It was a propaganda film that FIFA produced about itself and bankrolled for around $30 million. That’s double the total amount of prize money FIFA made available to all teams participating in the 2015 Women’s World Cup. The film earned less than $1,000 in its debut weekend in North America, for the worst box-office opening in history, and it went down as the lowest-grossing film in U.S. history. Almost all the millions of dollars FIFA poured into making the movie was lost. The film has a 0% rating on the popular movie-review-aggregation website Rotten Tomatoes, and a New York Times review called it “one of the most unwatchable films in recent memory.” And remember the uncomfortable encounter at the team hotel between the Americans and Brazilians after the 2007 Women’s World Cup semifinal? That would never happen in a men’s World Cup. That’s because FIFA assigns different hotels and training facilities to each men’s team, to serve as a base camp throughout the tournament. The women don’t get base camps—they jump from city to city and from hotel to hotel during the World Cup, and they usually end up bumping into their opponents, who are given the same accommodations. American coach Jill Ellis said she almost walked into the German meal room at the World Cup once. “Sometimes you’re in the elevator with your opponent going down to the team buses for a game,” Heather O’Reilly says. “It’s pretty awkward.

With this in mind, here are the basic steps to organizational design: 1. Figure out what needs to be communicated. Start by listing the most important knowledge and who needs to have it. For example, knowledge of the product architecture must be understood by engineering, QA, product management, marketing, and sales. 2. Figure out what needs to be decided. Consider the types of decisions that must get made on a frequent basis: feature selection, architectural decisions, how to resolve support issues. How can you design the organization to put the maximum number of decisions under the domain of a designated manager? 3. Prioritize the most important communication and decision paths. Is it more important for product managers to understand the product architecture or the market? Is it more important for engineers to understand the customer or the architecture? Keep in mind that these priorities will be based on today’s situation. If the situation changes, then you can reorganize. 4. Decide who’s going to run each group. Notice that this is the fourth step, not the first. You want to optimize the organization for the people—for the people doing the work—not for the managers. Most large mistakes in organizational design come from putting the individual ambitions of the people at the top of the organization ahead of the communication paths for the people at the bottom of the organization. Making this step four will upset your managers, but they will get over it. 5. Identify the paths that you did not optimize. As important as picking the communication paths that you will optimize is identifying the ones that you will not. Just because you deprioritized them doesn’t mean they are unimportant. If you ignore them entirely, they will surely come back to bite you. 6. Build a plan for mitigating the issues identified in step five. Once you’ve identified the likely issues, you will know the processes you will need to build to patch the impending cross-organizational challenges.

The former head of this operation, Gary Wendt, who is credited with much of the enormous success of GEFS, used his personal agenda as a simple but inordinately powerful tool for growing the business into ever new entrepreneurial arenas. Over the years, he used his personal agenda to make it unequivocally clear that he expected entrepreneurial business growth from every member of management. At every major meeting, the topic of business development was on the agenda (usually in the number one spot). In every annual review, managers were asked to demonstrate the revenues they had created from businesses that did not exist five years before. From division heads to newly hired analysts, everyone was held accountable for some set of activities having to do with creating entrepreneurial revenue and profit streams. In short, no one who worked in the organization could avoid the unremitting focus on new business development. You need to make sure that you are similarly consistent, predictable, and focused, and that you sustain this emphasis over a long period. Pressure applied only once is soon forgotten, and alternating pressure (as in flavor-of-the-month management) will cause people to be confused, disillusioned, or angry. Wendt’s consistent, visible, and predictable attention to business development created a pressure in GEFS for entrepreneurial business growth that took it from the $300 million installment loan portfolio we looked at in chapter 6 to a financial services behemoth with $250 billion in assets under management when he left in 1998. Examples of Wendt’s single-minded determination to drive growth through entrepreneurial transformation at GEFS are numerous. Years ago, for instance, he was asked whether his agenda would change if someone rushed in and told him that the computer room was on fire (implying that his business could be completely destroyed). Wendt replied that he employed firefighters to handle such emergencies. As the leader, his most important job was to keep people focused on business development. Since business development is an uncomfortable and unpredictable process, Wendt knew that if he allowed it to appear to be a low priority for him, all those working for him would heave a sigh of relief and go back to business as usual, with new businesses struggling to find a place on the priority list. In fact, as he remarked, even if he did try to get involved in putting out the fire, he would probably only interfere with the efforts of the highly competent people employed to do so.

The most important behavior on your part involves dedicating a disproportionate share of your own time, attention, and discretionary resources to creating new business models. Existing businesses, and the leaders in charge of them, face little difficulty in articulating their needs, building a case for their support, and attracting people. Entrepreneurial initiatives, on the other hand, are usually seen as marginal or unimportant in their early stages. Unless you personally allocate to them disproportionate attention, disproportionate resources, and disproportionate talent, they will get squeezed by the existing business to the extent that they never have a chance to take off. Your challenge is to provide counterpressure to the inertial forces that lead your people to constantly attend to the demands of today’s business. [...] By disproportionate resources, we mean budget, access to operating capacity or operating assets, and, most vitally, the very best people. Ironically, these are the very resources that are highly desired by managers of the existing business, who are apt to hotly contest any other claim on them. Like the payment of disproportionate attention, the disproportionate allocation of resources to new business models has its costs. Every dollar and every hour of operations capacity allocated disproportionately to entrepreneurial initiatives is money and time denied the existing business. Disproportionate allocation must be a deliberate process, with commitment of resources being visibly recognized as a matter of strategic choice, not a struggle between long- and short-term goals. [...] Finally, you must be prepared for your organization’s top talent to work on entrepreneurial initiatives. This can create a painful dilemma. When top talent works on an entrepreneurial initiative, the current business is weakened accordingly. However, if only mediocre talent is assigned to the difficult task of new business development, the ventures are doomed. Furthermore, allowing ventures to be run by mediocre people sends an even stronger signal to the rest of the business about your real priorities. The smart people in the firm will recognize that business development is not truly a priority for you, and they will organize their own priorities accordingly. The message: If you don’t walk the talk, only the dumb people will listen.

First, true motivation, change, transformation, and action (whether by individuals or groups) is accomplished by the Holy Spirit whose movements cannot be tracked or predicted (John 3:8). Second, we are not called to have followers but to be followers of Jesus Christ. Third, “getting things done” is rarely a biblical priority; we are encouraged rather to cooperate in God’s purposes and rely on God for fruitful results.

Barely the day started and it's already six in the evening. Barely arrived on Monday and it's already Friday. .. and the month is already over. .. and the year is almost over. .. and already 40, 50 or 60 years of our lives have passed. .. and we realize that we lost our parents, friends. .. and we realize it's too late to go back. So.. Let's try, despite everything, to enjoy the remaining time. Let's keep looking for activities that we like. Let's put some color in our grey. Let's smile at the little things in life that put balm in our hearts. And despite everything, we must continue to enjoy with serenity this time we have left. Let's try to eliminate the afters.. I'm doing it after. I'll say after. I'll think about it after. We leave everything for later like ′′ after ′′ is ours. Because what we don't understand is that: Afterwards, the coffee gets cold. afterwards, priorities change. Afterwards, the charm is broken. Afterwards, health passes. Afterwards, the kids grow up. Afterwards parents get old. Afterwards, promises are forgotten. Afterwards, the day becomes the night. Afterwards, life ends. And then it's often too late. So.. Let's leave nothing for later. Because still waiting to see later, we can lose the best moments, the best experiences, best friends, the best family. The day is today. The moment is now. We are no longer at the age where we can afford to postpone what needs to be done right away.

Here are some ideas to get started: Discuss top priorities: What are the one, two, or three most critical outcomes for your report and how can you help her tackle these challenges? Calibrate what “great” looks like: Do you have a shared vision of what you’re working toward? Are you in sync about goals or expectations? Share feedback: What feedback can you give that will help your report, and what can your report tell you that will make you more effective as a manager? Reflect on how things are going: Once in a while, it’s useful to zoom out and talk about your report’s general state of mind—how is he feeling on the whole? What’s making him satisfied or dissatisfied? Have any of his goals changed? What has he learned recently and what does he want to learn going forward?

resting will help you to manage stress and make the most priority decisions thus you get to be successful in your life

Keystone habits say that success doesn’t depend on getting every single thing right, but instead relies on identifying a few key priorities and fashioning them into powerful levers. This book’s first section explained how habits work, how they can be created and changed. However, where should a would-be habit master start? Understanding keystone habits holds the answer to that question: The habits that matter most are the ones that, when they start to shift, dislodge and remake other patterns.

I know – we all are experiencing a never ever seen global pandemic, tragic events all over, lack of governance, declining health, constant fear of loosing loved ones, loss of income & facing so many other severe challenges in our daily lives. Undoubtedly, this is a time of unprecedented struggle & upheaval for everyone. But darling, there are people who are genuinely coping up with troubling times. They are able to handle time of adversity in better way & are better at tolerating all the associated feelings of stress, anxiety & sadness. If you will notice, you will see that these people will also rebound from these setbacks much quickly & mostly will become much better than they were before these terrible days. Have you ever heard the phrase “Pressure Makes Diamonds?” That’s the secret. I want you to also hold on, become more resilient, maintain a positive outlook, feel strong, amazing & remind yourself that you too have the favor of God. So far you survived 100 percent of your worst days & you are doing reasonably okay! Remember strength does not come from what you can do. It comes from overcoming the things you once thought you couldn’t. If you can prepare & change your thoughts, attitudes, beliefs & philosophies, if you can do your best with whatever you have – for sure, you can grow as person, push the boundaries & experience a abundant & more fulfilling life. Let you reset, recharge & rewire your brain for excelling in life no matter what’s going on, reconnect to what gives you fulfilment & realign your life around your real priorities & purpose. I am praying God to strengthen you in all your tests, trials & tribulations. Let you get through these collective & personal tough times satisfyingly & most successfully. Blessings!

Here’s the thing, most people, wherever they’re from, whatever they look like, are looking for the same thing. They’re not trying to get filthy rich. They don’t expect someone else to do what they can do for themselves. But they do expect that if they’re willing to work, they should be able to find a job that supports a family. They expect that they shouldn’t go bankrupt just because they get sick. They expect that their kids should be able to get a good education, one that prepares them for this new economy, and they should be able to afford college if they’ve put in the effort. They want to be safe, from criminals or terrorists. And they figure that after a lifetime of work, they should be able to retire with dignity and respect. That’s about it. It’s not a lot. And although they don’t expect government to solve all their problems, they do know, deep in their bones, that with just a slight change in priorities government could help.

The chief of staff has the time to get deep on the issues, carries the weight of your office to make change a priority, and leads by influence and relational capital to get groups to share information or simply to make change happen and stick.

Before Entry Read internal and external perspectives on the market and consumers. You won’t become an expert, but that’s OK; awareness is what you’re after. Identify local consultants who can brief you on the state of the market and the competitive environment. Learn the language—it’s not about fluency; it’s about respect. Develop some hypotheses about the business situation you are entering. – Use the STARS model to talk with your new boss and other stakeholders about the situation. – Assess the leadership team—is it functioning well, and does it comprise a good mix of new and veteran, or local and expatriate, talent? – Assess the overall organization using any available corporate performance and talent-pool data. – If possible, talk to some team members to gather their insights and test some of your early hypotheses. After Entry Your first day, first week, and first month are absolutely critical. Without the following four-phase plan, you risk getting drawn into fighting fires rather than proactively leading change. Diagnose the situation and align the leadership team around some early priorities. Establish strategic direction and align the organization around it. Repair critical processes and strive for execution consistency. Develop local leadership talent to lay the foundation for your eventual exit.

pressures and intense learning curve It takes time to get up to speed on the content of your new position, and yet business and markets cannot slow down and wait for you to catch up. Decisions still need to be taken and, consequently, the pressure can build up and will need to be managed in order to stay operating effectively. Being overwhelmed with immediate fire-fighting and task-driven priorities It would be tempting to get busy and dive into the immediate business tasks and issues. But you need to have the strength of character to step back and take time out to look at the big picture: what tasks should you continue, what should you stop, and what should you start? Need to invest energy in building new networks and forging new stakeholder relationships There is no point in having the right vision and strategy in isolation of bringing people with you. The culture may be dense and slow-moving – people may be resistant to the changes you bring. Invest early in the influencer and stakeholder network. Dealing with legacy issues from the predecessor Depending on the quality of your predecessor, your unit may or may not have a good reputation, and your team may have developed poor habits, behaviours and disciplines that will take time to address. Or you may have to endure the scenario of filling the shoes of a much-loved predecessor, and being initially resented as the new guy whose mandate is to change how things have always been done before. Challenges on inheriting or building a team and having to make tough personnel decisions Don’t expect underperformers to have been weeded out prior to your arrival. A key task in your first 100 days will be to assess the quality of your team: who stays, who goes and what fresh talent is needed on board. Unfortunately, your best talent is possibly now de-motivated and resentful – and consequently underperforming – because they applied unsuccessfully for your job. For external appointments, a lack of experience of the new company culture may lead to inadvertent gaffes and early political blunders – all of which can take time to recover From the innocuous to the significant, everything you do is being judged as indicative of your character. Checking your smart device during a meeting may deeply offend your new role stakeholders who may judge that action as an indication that you are brash, uninterested and arrogant. You will need to be on ‘hyper alert’ to consciously pick up clues on the acceptable norms and behaviours in your new culture. Getting the balance right between moving too fast and moving too slowly Newly appointed people sometimes panic and this can result in either doing too much (scattergun approach, but not tackling the core issues) or doing too little (‘I’ll just listen and learn for the first three months, and then decide what to do’). Neither extreme cuts it. Find the right balance.

P3 - ten minutes of that movie, or indeed of any movie whose message is similarly dystopian about a post-aging world (Blade Runner), you will see that they set it up by insinuating, with exactly no justification and also no attempt at discussion (which is how they get away with not justifying it), that the defeat of aging will self-evidently bring about some new problem that we will be unable to solve without doing more harm than good. The most common such problem, of course, is overpopulation - and I refer you to literally about 1000 interviews and hundreds of talks I have given on stage and camera over the past 20 years, of which several dozen are online, for why such a concern is misplaced. The reason there are 1000, of course, is that most people WANT to believe that aging is a blessing in disguise - they find it expedient to put aging out of their minds and get on with their miserably short lives, however irrational must be the rationalizations by which they achieve that. Aubrey has been asked on numerous occasions whether humans should use future tech to extend their lifespans. Aubrey opines, "I believe that humans should (and will) use (and, as a prerequisite, develop) future technologies to extend their healthspan, i.e. their healthy lifespan. But before fearing that I have lost my mind, let me stress that that is no more nor less than I have always believed. The reason people call me an “immortalist” and such like is only that I recognize, and am not scared to say, two other things: one, that extended lifespan is a totally certain side-effect of extended healthspan, and two, that the desire (and the legitimacy of the desire) to further extend healthspan will not suddenly cease once we achieve such-and-such a number of years." On what people can do to advance longevity research, my answer to this question has radically changed in the past year. For the previous 20 years, my answer would have been “make a lot of money and give it to the best research”, as it was indisputable that the most important research could go at least 2 or 3x times faster if not funding-limited. But in the past year, with the influx of at least a few $B, much of it non-profit (and much of it coming from tech types who did exactly the above), the calculus has changed: the rate-limiter now is personnel. It’s more or less the case now that money is no longer the main rate-limiter, talent is: we desperately need more young scientists to see longevity as the best career choice. As for how much current cryopreservation technology will advance in the next 10-20 years, and whether it enough for future reanimation? No question about the timeframe for a given amount of progress in any pioneering tech can be answered other than probabilistically. Or, to put it more simply, I don’t know - but I think there's a very good chance that within five years we will have cryo technology that inflicts only very little damage on biological tissue, such that yes, other advances in rejuvenation medicine that will repair the damage that caused the cryonaut to be pronounced dead in the first place will not be overwhelmed by cryopreservation damage, hence reanimation will indeed be possible. As of now, the people who have been cryopreserved(frozen) the best (i.e. w/ vitrification, starting very shortly immediately after cardiac arrest) may, just possibly, be capable of revival by rewarming and repair of damage - but only just possibly. Thus, the priority needs to be to improve the quality of cryopreservation - in terms of the reliability of getting people the best preservation that is technologically possible, which means all manner of things like getting hospitals more comfortable with cryonics practice and getting people to wear alarms that will alert people if they undergo cardiac arrest when alone, but even more importantly in terms of the tech itself, to reduce (greatly) the damage that is done to cells and tissues by the cryopreservation process.

We believe a major reason change efforts so often fail is that successful implementation eventually requires people to have difficult conversations — and they are not prepared to manage them skillfully. People inevitably have different views on priorities, levels of investment, measures of success, and exactly what correct implementation should entail. With everyone taking for granted that their own view is right, and readily assuming that others’ opposition is self-interested, progress quickly grinds to a halt. Decisions are delayed, and when finally made they are often imposed without buy-in from those who have to implement them. Relationships sour. Eventually people give up in frustration, and those driving the effort get distracted by new challenges or the next next big thing. The ability to manage difficult conversations effectively is foundational, then, to achieving almost any significant change.

Knowing What Your Job Is We are trained to believe our “job” is the set of tasks we accomplish for an employer in return for money. That’s how I saw it until a CEO shared with me his approach to business. He viewed his career as a non-stop search for a better job and because of that changed jobs and companies often. Apparently it worked because he was the head of a company when I met him. Usual Frame: Your job is what your boss tells you it is. Reframe: Your job is to get a better job. Don’t confuse your job with the work your employer wants you to do. The boss might want you to process all the pending orders by quitting time, but your job is to get a better job. Everything else you do should service that reframe. If it doesn’t help you leave the job you are in and upgrade, it might not be worth doing. But don’t worry that this line of thinking feels sociopathic—doing a good job on your assigned duties is one way to look good for promotions.  The reframe reminds us to be in continuous job-search mode, including on the first day of work at a new job. If that sounds unethical, consider that your employer would drop you in a second if the business required it. In a free market, you can do almost anything that is normal and legal. Changing jobs—for any reason you want—is normal. Your employer’s job is to take care of the shareholders. It’s your job to take care of you. That doesn’t always mean acting selfishly. If being generous with your time and energy seems as if it will have the better long-term payoff, do that. Your employer might want to frame employees as “a family,” which is common, but that’s to divert you from the fact that they can fire you at will. They don’t want you to know you have the same power to fire them. Part of the job of leadership is convincing you that what is good for the leader is good for you. Sometimes that is the case but keep your priorities clear. You are number one. When I recommend being selfish in the job market, I expect you to know that approach works best when dealing with a big corporation. A small business might require a more generous approach. When your workplace reframe is that your job is to get a better job, that helps you make decisions that work in your favor. For example, if you’re offered a choice of two different projects at work, pick the one that teaches you a valuable skill, lets you show off what you can do, or lets you network with people who can help you later. Don’t make the mistake of picking the project that has the most value to the company if doing so has the least value to you. Sometimes your best career move is to do exactly what your boss asks, especially if it’s critical to the company. You’ll know those situations when you see them. Don’t lose sight of your mission: Get a better job. Boredom

Why Long Term Goal Setting is Largely Pointless. Desires change, motivations change. What you wanted the most in high school is probably not what you wanted the most 10 years after that. In high school, being popular with the opposite sex and trying to look cool was probably the number one priority. After ten years, the number one priority is to probably get a good job or have a stable income. And if you have that, to find the right relationship for life. Twenty years after high school, it is probably to see your Kids do well in school and so on. Having a dream that you desire with the same extreme intensity as you desired it when you were 16 is possible but uncommon. Most of the times, you will realize that you probably don’t desire it after twenty or if you do, you probably don’t care AS much as you used to. How can a fire keep on raging once the fuel is burnt up? How can anything be accomplished if the burning desire to achieve it is no longer there after a long stretch of time? And there is nothing wrong with wanting something else after twenty years. That’s human nature. You don’t have to keep slogging on for something that you don’t care about. The point is this is why super long term individualistic goals can sometimes get vague and pointless because you may realize midway that you don’t even care about them anymore.

Gain Perspective—If your head is down in your work, you aren’t aware of your surrounding environment. Priorities may have changed since you started your project. A break can let you zoom in and out again.

when changes come, they give us a chance to take a closer look at our lives and get a fresh start, keeping what’s important and setting new priorities.

Respond slowly to emails, chats, texts, and other messages. Let hours, days, and sometimes weeks go by before you get back to people. This may sound like a total jerk move. It’s not. [...] Online, anyone can contact you, not just the highly relevant people in your physical vicinity. They have questions about their priorities—not yours—when it’s convenient for them—not you. Every time you check your email or another message service, you’re basically saying, “Does any random person need my time right now?” And if you respond right away, you’re sending another signal both to them and to yourself: “I’ll stop what I’m doing to put other people’s priorities ahead of mine no matter who they are or what they want.” Spelled out, this sounds insane. But instant-response insanity is our culture’s default behavior. [...] You can change this absurd default. You can check your inbox rarely and let messages pile up till you get around to answering them in a batch. You can respond slowly to make more time for Laser mode, and if you’re worried about coming off like a jerk, remind yourself that being focused and present will make you more valuable as a colleague and friend, not less.

as my relationships with others change, my relationship with myself evolves too. at times i can’t get enough of myself, and at other times i need a hiatus from me. at times i understand myself, and at other times i find need for rediscovery. at every phase, I AM MY OWN PRIORITY.

Task-level thinkers are team members who focus on their current or next task. They might be early in their career or get overwhelmed with more than a few sequential tasks on their plate. Most of us begin our careers as task-level thinkers because prioritizing many complex, interrelated tasks is often not a natural ability. Project-level thinkers look ahead weeks or months and juggle multiple priorities. They often rely on team members to complete work that’s combined into a single deliverable. Project-level thinkers have advanced systems in place to track the myriad moving parts needed to successfully complete a project. Owner-level thinkers not only manage projects but also think about how to improve internal processes and bring ideas for experiments that can change the trajectory of the company. Owner-level thinkers look ahead months or years and consider strategic shifts that may need to take place to take the company to the next level.

I know you are strong and smart, you sprinkled my life with joy and love. After so long i realised about happiness. You are the cheered and motivated me to never give up about challenges j use to face daily.. yaar we use to get issues but everytime we overcome them more and better bonding. Your love give me power to enrich to modernize my lifestyle. Coz of you know i am known as more smarter than past i try each day my best to improve so you can feel more proud. You really changed my life alot. Yes i am lil dumb n silly, i am trying my best not to do things that hurts you. Its dust that needs some time get removed fully.. you are my life i swear.. i love you so much.. i really mean it.. i promise you i will always treat you as my Queen during my whole life. My biggest fear is losing you. My heart is completely your snd only yours.. i never wanna miss any chance where i can say i love you.. i promise i will always stand with you holding your hands either its bad or good time. You are my priority and always going to remain same for my life time. I promise i will share my each and every little or big feelings with you.. i promise i trust you duri whole my life. I literally crave you, your time. I am really not good in pickup line. I am bored guy but trust me my love for you is really pure. I wanna spend my whole life with you. I want your mini me to play with me and i want to say her proudly how much i love you.. You are not one in a million kind of girl.. You are once in lifetime kind of girl and i feel so blessed i have you in my life..i am not perfect. We are going to argue sometimes & have our problems but I'm never going to stop loving you. Each wave gonna make you love more than past.. I love you till infinity...

Getting to fifty-fifty is incredibly complex and nuanced, requiring many detailed solutions that will take decades to fully play out. To accelerate the process, change needs to start at the top. Like Stewart Butterfield, CEOs need to make hiring and retaining women an explicit priority. In addition, here is the bare minimum of what we can do at an individual and a systemic level: First of all, people, be nice to each other. Treat one another with respect and dignity, including those of the opposite sex.That should be pretty simple. Don’t enable assholes. Stop making excuses for bad behavior, or ignoring it. CEOs must embrace and champion the need to reach a fair representation of gender within their companies, and develop a comprehensive plan to get there. Be long-term focused, not short-term. It may take three weeks to find a white man for the job, but three months to find a woman. Those three months could save three years of playing catch-up in the future. Invest in not just diversity but inclusion. Even if your company is small, everything counts. And take the time to educate your employees about why this is important. Companies need to appoint more women to their boards. And boards need to hold company leadership to account to get to fifty-fifty in their employee ranks, starting with company executives. Venture capital firms need to hire more women partners, and limited partners should pressure them to do so and, at the very least, ask them what their plans around diversity are. Investors, both men and women, need to start funding more women and diverse teams, period. LPs need to fund more women VCs, who can establish new firms with new cultural norms. Stop funding partnerships that look and act the same. Most important, stop blaming everybody else for the problem or pretending that it is too hard for us to solve. It’s time to look in the mirror. This is an industry, after all, that prides itself on disruption and revolutionary new ways of thinking. Let’s put that spirit of innovation and embrace of radical change to good use. Seeing a more inclusive workforce in Silicon Valley will encourage more girls and women studying computer science now.

The insights of Rule #2 fundamentally changed the way I approach my work. If I had to describe my previous way of thinking, I would probably use the phrase “productivity-centric.” Getting things done was my priority. When you adopt a productivity mindset, however, deliberate practice-inducing tasks are often sidestepped, as the ambiguous path toward their completion, when combined with the discomfort of the mental strain they require, makes them an unpopular choice in scheduling decisions. It’s much easier to redesign your graduate-student Web page than it is to grapple with a mind-melting proof. The result for me was that my career capital stores, initially built up during the forced strain of my early years as a graduate student, were dwindling as time went on. Researching Rule #2, however, changed this state of affairs by making me much more “craft-centric.” Getting better and better at what I did became what mattered most, and getting better required the strain of deliberate practice. This is a different way of thinking about work, but once you embrace it, the changes to your career trajectory can be profound. How

Ericka had thought of them as her glory days when she had wanted to march on every capitol; kick down the doors of the most powerfully entrenched; when she had wanted to right every wrong, and stomp out villainy everywhere. Gene had called her the “Rebel with too many causes”. But that had been different. It was as if all that had just been a training period, mere preparation for the way she felt now. That had been student idealism. This was the pain of a grieving mom who couldn’t watch anyone else’s kid suffer. In her short time on the planet, their sweet daughter Madie, their little Bitsie, had taught them so much. About priorities. About courage. About how they could truly love and treasure another single human life, not just hold some general, pro-active fondness for all of humanity everywhere. In loving that tiny child; knowing all the while that they were losing her, Ericka and Gene had suffered immensely. But they had also grown. In tending to their frail, courageous little girl, Ericka had once again unleashed her inner need to help others; an essential part of her being, but now with renewed, and focused passion. Once, when Ericka had broken down and wept as she’d had to hand her baby off for more tests, it had been little Madie who had comforted Mommy. She’d told Ericka she was glad she could do this so they could find out what was wrong with her, and then maybe other little kids wouldn’t have to hurt this way ever again. One way or another, her mommy now would make that little life count for something. Ericka wanted to; she needed to cram all her pain into something she could change. Someone somewhere she could actually help, but not lose in the end. She had to find causes she could pour her almost fierce, hard-charging nature into, and actually save somebody this time. It didn’t have to be one particular disease; it could be hunger; it could be anything, but she had to get out there and do something. Before she had fought for causes. But now those causes would have little faces. - A taste of my new book, "The Soul Hides in Shadows

Although your daily ‘to do’ list may change, your overall work priorities shouldn’t. My priority list goes something like this: Existing client work New client luring Financial admin –getting paid Marketing, self-promotion and blog writing Faffing about on social media It’s a simple and effective way to make sure I focus on my customers and don’t get sucked into random videos about cats on Facebook. (Well, most of the time.)

On the other hand, in the world that we care about, endlessly preparing for social change work without actually doing it produces the exact same results as endless procrastination. As a matter of simple priority-setting and time management, the dilemma is that by the time I properly ready myself by (a) apprenticing myself in one or more field placements; (b) becoming proficient in a foreign language; (c) getting up to speed about my identity and my privilege; (d) studying the structural causes of social and economic injustice; (e) figuring out the complex drivers holding back a marginalized population; (f) mapping institutional racism and sexism; (g) upping my cultural competency; (h) fine-tuning my emotional IQ; and, (i) sorting through the hurdles of political correctness—I could be dead.

Keystone habits say that success doesn’t depend on getting every single thing right, but instead relies on identifying a few key priorities and fashioning them into powerful levers.” For me, the most powerful keystone habit has been sleep. Once I changed the amount of sleep I was getting, and started regularly getting seven to eight hours of sleep a night, other habits, such as meditation and exercise, became easier. Willpower alone is not enough. As a number of psychological studies have shown, willpower is a resource that gets depleted the more it’s used.

Hackett found that leaders at “above average” companies are surprisingly different in this critical measure. They identify an average of just twenty-one priorities instead of 372. Editing the list isn’t easy, but the payoff is huge. Time and money get tightly focused on the crucial activities that drive the firm’s competitive advantage, and everyone has a clearer idea what to do and no problem deciding who’s accountable.

Scarcity pushes us to be very concrete about our priorities, and those that matter to us the most make themselves known in these moments. And that will help make significant changes for the better with your finances.

here are the basic steps to organizational design: 1. Figure out what needs to be communicated. Start by listing the most important knowledge and who needs to have it. For example, knowledge of the product architecture must be understood by engineering, QA, product management, marketing, and sales. 2. Figure out what needs to be decided. Consider the types of decisions that must get made on a frequent basis: feature selection, architectural decisions, how to resolve support issues. How can you design the organization to put the maximum number of decisions under the domain of a designated manager? 3. Prioritize the most important communication and decision paths. Is it more important for product managers to understand the product architecture or the market? Is it more important for engineers to understand the customer or the architecture? Keep in mind that these priorities will be based on today’s situation. If the situation changes, then you can reorganize. 4. Decide who’s going to run each group. Notice that this is the fourth step, not the first. You want to optimize the organization for the people—for the people doing the work—not for the managers. Most large mistakes in organizational design come from putting the individual ambitions of the people at the top of the organization ahead of the communication paths for the people at the bottom of the organization. Making this step four will upset your managers, but they will get over it. 5. Identify the paths that you did not optimize. As important as picking the communication paths that you will optimize is identifying the ones that you will not. Just because you deprioritized them doesn’t mean they are unimportant. If you ignore them entirely, they will surely come back to bite you. 6. Build a plan for mitigating the issues identified in step five. Once you’ve identified the likely issues, you will know the processes you will need to build to patch the impending cross-organizational challenges.

18. The Political Left/Right Cycle. Capitalists (i.e., those of the right) and socialists (i.e., those of the left) don’t just have different self-interests—they have different deep-seated ideological beliefs that they are willing to fight for. The typical perspective of the rightist/capitalist is that self-sufficiency, hard work, productivity, limited government interference, allowing people to keep what they make, and individual choice are morally good and good for society. They also believe that the private sector works better than the public sector, that capitalism works best for most people, and that self-made billionaires are the biggest contributors to society. Capitalists are typically driven crazy by financial supports for people who lack productivity and profitability. To them, making money = being productive = getting what one deserves. They don’t pay much attention to whether the economic machine is producing opportunity and prosperity for most people. They can also overlook the fact that their form of profit making is suboptimal when it comes to achieving the goals of most people. For example, in a purely capitalist system, the provision of excellent public education—which is clearly a leading cause of higher productivity and greater wealth across a society—is not a high priority. The typical perspective of the leftist/socialist is that helping each other, having the government support people, and sharing wealth and opportunity are morally good and good for society. They believe that the private sector is by and large run by capitalists who are greedy, while common workers, such as teachers, firefighters, and laborers, contribute more to society. Socialists and communists tend to focus on dividing the pie well and typically aren’t very good at increasing its size. They favor more government intervention, believing those in government will be fairer than capitalists, who are simply trying to exploit people to make more money. I’ve had exposure to all kinds of economic systems all over the world and have seen why the ability to make money, save it, and put it into capital (i.e., capitalism) is an effective motivator of people and allocator of resources that raises people’s living standards. But capitalism is also a source of wealth and opportunity gaps that are unfair, can be counterproductive, are highly cyclical, and can be destabilizing. In my opinion, the greatest challenge for policy makers is to engineer a capitalist economic system that raises productivity and living standards without worsening inequities and instabilities. 21.

For example, some people argue, Yes, climate change is happening, but it’s not worth spending much to try to stop it or adapt to it. Instead, we should prioritize other things that have a bigger impact on human welfare, like health and education. Here’s my reply to that argument: Unless we move fast toward zero, bad things (and probably many of them) will happen well within most people’s lifetime, and very bad things will happen within a generation. Even if climate change doesn’t rank as an existential threat to humanity, it will make most people worse off, and it will make the poorest even poorer. It will keep getting worse until we stop adding greenhouse gases to the atmosphere, and it deserves to be as much of a priority as health and education.

we need to offer a sustained analysis of transsexual lives that moves beyond questions of identity, matters of who is or is not a woman, debates about whom we can include [...] this book insists on the importance of discussing the lives of transsexual prostitutes, prisoners, and drug users. The history of transsexual activism [...] is a history of prostitutes organizing themselves to get their peers the services they require [...] By integrating the lives of transsexual prostitutes, prisoners, and drug users into public discussions of transsexuality in feminist communities, we can imagine forms of political action that make questions of poverty a political priority.

As Chang’s answer has almost everything to do with work and little with play, a few days later I ask Peter Meehan what he thinks makes David Chang really and truly happy—if the wheels can ever stop turning, he relaxes, takes a deep breath of free air, nothing on his mind. “I’ve seen it,” Meehan says. “It’s there. But he doesn’t pursue it. His happiness is not a priority in his life. It’s an incidental benefit, but he’s not dead to it. Maybe, if someday he realizes that happiness can help him achieve his goals, he’ll give a shit about it.” The waiter at Yakitori Totto comes over and reminds us we have to be out by seven. They need the table. Chang looks out the window, then back at me. “My great regret is I can’t get drunk with my cooks anymore. “I’ll die before I’m fifty,” he says, matter-of-factly.

To turn your venture into a successful business, you must make it a priority and carry your business with you wherever you go.

It will never be a priority and you’ll stay stuck in an endless, vicious cycle: you’re not working on your business because it’s not tied to something you really want; you’re beating yourself up because you’re not working on your business; you’re not working your business because it’s now all about guilt and failure because you’re beating yourself up for not working on your business. That’s

Setting boundaries and limits became a priority in my life and changed everything for the better.

Getting U.S. public debt on a sustainable path will require more sacrifice from the American public. Just to slow debt growth to the rate of GDP growth (or a steady debt-to-GDP ratio) from today through 2040, changes to current policy would have to be dramatic: cut entitlements by 10 percent or cut discretionary spending by 24 percent or increase tax revenue by 6 percent, or some combination of the three.27 Adjustments to actually lower the debt-to-GDP ratio would be even more painful. Ideally, the debt-reduction burden would be shared by all Americans. But one thing is certain—less generous entitlement programs and tax increases will need to be part of any balanced solution. PUBLIC OPINION: FOR A BALANCED BUDGET, BUT AGAINST SACRIFICES TO BALANCE THE BUDGET Changes in entitlement programs and tax increases, however, collide with an American public that largely wants neither. Almost as a rule, Americans support a balanced federal budget. But public opinion moves decisively in the other direction when Americans are asked about the specific actions necessary to balance the budget.28 Entitlement programs are broadly popular. Although most Americans understand that entitlements have a financing problem, they oppose making them less generous. When given the choice between preserving entitlements and reducing the deficit, Americans prefer the status quo. A solid majority, or 69 percent, would rather keep entitlements as they are and incur the debt consequences, whereas only 23 percent say the country should take steps to reduce the budget deficit that would include entitlement cuts.29 It is understandable that older Americans are more inclined than their younger counterparts to want to preserve entitlements. But even so, most Americans age eighteen to twenty-nine, who will foot the future debt interest bill, still favor entitlement preservation over debt reduction. Perspectives differ depending on party affiliation: Republicans are more likely than Democrats to favor making deficit reduction a priority. There may be a “tax more” option. Americans do appear to favor increasing taxes on the rich, though Democrats more so than Republicans.30 It is unclear, however, whether Americans would favor raising their own taxes to cover their entitlement expenses. This suggests a fundamental disconnect between the services Americans want and what they are willing to pay in taxes to fund them.

The important thing to remember is that in any public or private sector organization, whether it has three million employees or three, having a clearly defined and achievable vision—or set of goals—and getting the priorities right in moving forward are the preconditions for successfully leading change. After all, as Yogi Berra said, “If you don’t know where you’re going, you will wind up somewhere else.

In the neutral zone, people are overloaded, they frequently get mixed signals, and systems are in flux and more unreliable. It is only natural that priorities get confused, information is miscommunicated, and important tasks go undone. It is also natural that with so much uncertainty and frustration, people lose confidence in the organization’s future and turnover begins to rise.

As a society, our priorities have changed. In the 1950s, the average canoe trip in Algonquin was a month long. In the 1970s, it was seven to 10 days. In the 1990s, it averaged a week. Now, the standard amount of time spent paddling the interior of the park is two nights. I know life has become insanely busy for most of us, and it’s not easy to get away for longer than a mere weekend, but how connected can someone be to their natural surroundings if they’re just popping in for a night or two?

So here is what I tell young Scouts or young adventurers who ask me what the key is to living a fulfilled life. I keep it pretty simple. I call them the five Fs. Family. Friends. Faith. Fun. Follow your dreams. None of them requires a degree, and all of them are within our reach. Just make them your priority, write them on your bathroom mirror, let them seep into your subconscious over time, and soon they will be like a compass guiding you to make the right decisions for your life. When faced with big decisions, just ask yourself: ‘Will this choice or that one support or detract from the five Fs in my life?’ Family - sometimes like fudge: mostly sweet but with a few nuts! - but still they are our closest and dearest, and, like friendships, when we invest time and love in our families, we all get stronger. Having good Friends to enjoy the adventures of life with, and to share the struggles we inevitably have to bear, is a wonderful blessing. Never underestimate how much good friends mean. Faith matters. Jesus Christ has been the most incredible anchor and secret strength in my life - and it is so important to have a good guide through every jungle. (Go and do an Alpha Course to explore the notion of what faith is and isn’t) Fun. Life should be an adventure. And you are allowed to have fun, you know! Make sure you get your daily dose of it. Yes, I mean daily! And finally, Follow your dreams. Cherish them. They are God-given, dropped like pearls into the depths of your being. They provide powerful, life-changing purpose: beware the man with a dream who also has the courage to go out there and make it happen. These five Fs will sustain and nurture you, and I have learnt that if you make them your priority, you have a great shot at living a wild, fun, exciting, rich, empowered and fulfilling life. And, finally, remember that the ultimate success in the game of life can never come from money amassed, power or status attained, or from fame and recognition gained. All of those things are pretty hollow. Trust me. Our real success is measured by how we touch and enrich people’s lives - the difference we can make to those who would least expect it, to those the world looks over. That is a far, far better measure of a human life, and a great goal to aspire to, as we follow the five Fs along the way.

Let me tell you something you already know. Life isn't complicated. Life doesn't suck. You need to change your priorities over time and stay ridiculously focused on your goals. That's how you get it. That's how you win.

We used to put a lot of effort into basic science, things that won’t get you a return on investment now but will lead to major discoveries in 30 or 40 years. We don’t see that as a priority [today]. And you have to ask: is making a new element more important than climate change, or renewable energy? It’s not an easy argument to make. I mean, I’m a heavy element person, and I’d pick renewable energy.

O’Neill believed that some habits have the power to start a chain reaction, changing other habits as they move through an organization. Some habits, in other words, matter more than others in remaking businesses and lives. These are “keystone habits,” and they can influence how people work, eat, play, live, spend, and communicate. Keystone habits start a process that, over time, transforms everything. Keystone habits say that success doesn’t depend on getting every single thing right, but instead relies on identifying a few key priorities and fashioning them into powerful levers. This book’s first section explained how habits work, how they can be created and changed. However, where should a would-be habit master start? Understanding keystone habits holds the answer to that question: The habits that matter most are the ones that, when they start to shift, dislodge and remake other patterns.

manipulation through the tactic of mass assignation. Silvia, a CIO for a logistics agency, described the tactic in the following manner. “Behind closed doors I assemble the team and we plan how to best maneuver the multitude of stakeholders we have to influence to get large-scale change done. We create a highly detailed power map that includes their priorities, relationships, likes, dislikes — even their hobbies and favorite foods. This power map file is encrypted and kept only on my personal laptop, which no one may access but me.” Then she explains, “We continuously analyze their communication styles and who they relate to both on and off the team to determine the best person, channel and information to sway them. If they need to meet with Paul on a project, but they dislike Paul but like Mary, for example, we have Mary set up the meeting and Paul just shows up with her. If they like golf, the information we provide them includes golf analogies. If they like seafood, I take them out for lunch at the local oyster bar. I learned to do this when I worked for a consumer products company. This is how we analyzed the relationships between multiple target customers at the same time to determine how to sell more, and it made sense to apply it internally here.” As noted, mass

book Buy-In, Harvard Business School professor John Kotter explains the importance of gaining others’ support in order to create real institutional change: Buy-in is critical to making any large organizational change happen. Unless you win support for your ideas, from people at all levels of your organization, big ideas never seem to take hold or have the impact you want. Our research has shown that 70 percent of all organizational change efforts fail, and one reason for this is executives simply don’t get enough buy-in, from enough people, for their initiatives and ideas.