Proven Team Quotes

We've searched our database for all the quotes and captions related to Proven Team. Here they are! All 86 of them:

...the Stone Table [was] a place that served as the OK Corral for the Faerie Courts when they decided to engage in diplomacy by means of murdering anyone on the other team.
Jim Butcher (Proven Guilty (The Dresden Files, #8))
Murphy, you rock! Go team Dresden!" "Hey, I'm the one who rocks... Go team Murphy.
Jim Butcher (Proven Guilty (The Dresden Files, #8))
Nobody achieves anything great by giving the minimum. No teams win championships without making sacrifices and giving their best.
John C. Maxwell (The 5 Levels of Leadership: Proven Steps to Maximize Your Potential)
Self-leadership always precedes team leadership.
Michael Hyatt (Living Forward: A Proven Plan to Stop Drifting and Get the Life You Want)
Good leadership isn’t about advancing yourself. It’s about advancing your team. The
John C. Maxwell (The 5 Levels of Leadership: Proven Steps to Maximize Your Potential)
First, decide who you want to be. This holds at any level—as an individual, as a team, as a community, as a nation. What do you want to stand for? What are your principles and values? Who do you wish to become?
James Clear (Atomic Habits: An Easy and Proven Way to Build Good Habits and Break Bad Ones)
Chinese laborers "finish" smartphones by wiping off any fingerprints with a highly toxic solvent proven to shorten the workers lives. That's how valuable it is for consumers to believe their devices have been assembled by magic rather than by the fingers of underpaid and poisoned children.
Douglas Rushkoff (Team Human)
Now for the interesting question: If you completely ignored your goals and focused only on your system, would you still succeed? For example, if you were a basketball coach and you ignored your goal to win a championship and focused only on what your team does at practice each day, would you still get results? I think you would.
James Clear (Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones)
There’s a temptation for all of us to blame failures on factors outside our control: “the enemy was ten feet tall,” “we weren’t treated fairly,” or “it was an impossible task to begin with.” There is also comfort in “doubling down” on proven processes, regardless of their efficacy. Few of us are criticized if we faithfully do what has worked many times before. But feeling comfortable or dodging criticism should not be our measure of success. There’s likely a place in paradise for people who tried hard, but what really matters is succeeding. If that requires you to change, that’s your mission.
Stanley McChrystal (Team of Teams: New Rules of Engagement for a Complex World)
Mastery requires patience. The San Antonio Spurs, one of the most successful teams in NBA history, have a quote from social reformer Jacob Riis hanging in their locker room: “When nothing seems to help, I go and look at a stonecutter hammering away at his rock, perhaps a hundred times without as much as a crack showing in it. Yet at the hundred and first blow it will split in two, and I know it was not that last blow that did it—but all that had gone before.
James Clear (Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones)
Here’s the deal. When you get married, you become a team. The pastor at your wedding wasn’t joking when he said, “And now you are one.” It’s called unity. The old marriage vows say, “Unto thee I pledge all my worldly goods.” In other words, “I’m all in,” so combine the checking accounts. It’s hard to have unity when you separate your bank accounts. When his money is over here, and her money is over there, it’s easy to live in your own little financial world instead of working as a team. When you do your spending together, it’s about “our” money. We have an income and we have expenses and we have goals. So when you’re both in agreement on where the money is going, then you’ve taken a major step to being on the same page in your marriage, and you will create awesome levels of communication. This all boils down to trust. Do you trust your spouse or not? I’ve heard from people who keep separate bank accounts just in case their spouse leaves them. Well, why on earth would you marry someone you can’t trust? And if that’s really the case, then you need marriage counseling, not separate bank accounts! Your spouse isn’t your roommate, and this isn’t a joint business venture. It’s a marriage! You don’t run your household and your life separately. Your job is to love each other well, and that includes having shared financial goals—which is hard to do when you have separate accounts.
Dave Ramsey (The Total Money Makeover: Classic Edition: A Proven Plan for Financial Fitness)
The more deeply a thought or action is tied to your identity, the more difficult it is to change it. It can feel comfortable to believe what your culture believes (group identity), or to do what upholds your self-image (personal identity), even if it’s wrong. The biggest barrier to positive change at any level—individual, team, society—is identity conflict.
James Clear (Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones)
As you enter this place of work please choose to make today a great day. Your colleagues, customers, team members, and you yourself will be thankful. Find ways to play. We can be serious about our work without being serious about ourselves. Stay focused in order to be there when your customers and team members most need you. And should you feel your energy lapsing, try this surefire remedy: Find someone who needs a helping hand, a word of support, or a good ear—and make their day.
Stephen C. Lundin (Fish!: A Proven Way to Boost Morale and Improve Results)
OUR WORKPLACE As you enter this place of work please choose to make today a great day. Your colleagues, customers, team members, and you yourself will be thankful. Find ways to play. We can be serious about our work without being serious about ourselves. Stay focused in order to be there when your customers and team members most need you. And should you feel your energy lapsing, try this surefire remedy: Find someone who needs a helping hand, a word of support, or a good ear—and make their day.
Stephen C. Lundin (Fish!: A Proven Way to Boost Morale and Improve Results)
Every Olympian wants to win a gold medal. Every candidate wants to get the job. And if successful and unsuccessful people share the same goals, then the goal cannot be what differentiates the winners from the losers.22 It wasn’t the goal of winning the Tour de France that propelled the British cyclists to the top of the sport. Presumably, they had wanted to win the race every year before—just like every other professional team. The goal had always been there. It was only when they implemented a system of continuous small improvements that they achieved a different outcome.
James Clear (Atomic Habits: An Easy and Proven Way to Build Good Habits and Break Bad Ones)
In full disclosure, this diet—like all other diets—hasn’t been fully proven. The pilot project didn’t include a control group and wasn’t intended as scientific research. We can’t be sure how these outcomes would apply to the general public. But the ideas presented in this book culminate a century of research questioning the calorie balance model of obesity, and represent a fundamentally different way to understand why we gain weight and what we can do about it.7 For those of you with a scientific bent, I’ve included hundreds of supporting studies from many research teams among the references.
David Ludwig (Always Hungry?: Conquer Cravings, Retrain Your Fat Cells, and Lose Weight Permanently)
It is when you begin expressing your ideas and turning your knowledge into action that life really begins to change. You’ll read differently, becoming more focused on the parts most relevant to the argument you’re building. You’ll ask sharper questions, no longer satisfied with vague explanations or leaps in logic. You’ll naturally seek venues to show your work, since the feedback you receive will propel your thinking forward like nothing else. You’ll begin to act more deliberately in your career or business, thinking several steps beyond what you’re consuming to consider its ultimate potential. It’s not necessarily about becoming a professional artist, online influencer, or business mogul: it’s about taking ownership of your work, your ideas, and your potential to contribute in whatever arena you find yourself in. It doesn’t matter how impressive or grand your output is, or how many people see it. It could be just between your family or friends, among your colleagues and team, with your neighbors or schoolmates—what matters is that you are finding your voice and insisting that what you have to say matters. You have to value your ideas enough to share them. You have to believe that the smallest idea has the potential to change people’s lives. If you don’t believe that now, start with the smallest project you can think of to begin to prove to yourself that your ideas can make a difference.
Tiago Forte (Building a Second Brain: A Proven Method to Organize Your Digital Life and Unlock Your Creative Potential)
Here’s the second way a conversation with an MS employee ends. (MS—oh, God, they’ve got me doing it now!) Let’s say I’m at the playground with my daughter. I’m bleary-eyed, pushing her on the swings, and one swing over there’s an outdoorsy father—because fathers only come in one style here, and that’s outdoorsy. He has seen a diaper bag I’m carrying which isn’t a diaper bag at all, but one of the endless “ship gifts” with the Microsoft logo Elgie brings home. OUTDOORSY DAD: You work at Microsoft? ME: Oh, no, my husband does. (Heading off his next question at the pass) He’s in robotics. OUTDOORSY DAD: I’m at Microsoft, too. ME: (Feigning interest, because really, I could give a shit, but wow, is this guy chatty) Oh? What do you do? OUTDOORSY DAD: I work for Messenger. ME: What’s that? OUTDOORSY DAD: You know Windows Live? ME: Ummm… OUTDOORSY DAD: You know the MSN home page? ME: Kind of… OUTDOORSY DAD: (Losing patience) When you turn on your computer, what comes up? ME: The New York Times. OUTDOORSY DAD: Well, there’s a Windows home page that usually comes up. ME: You mean the thing that’s preloaded when you buy a PC? I’m sorry, I have a Mac. OUTDOORSY DAD: (Getting defensive because everyone there is lusting for an iPhone, but there’s a rumor that if Ballmer sees you with one, you’ll get shitcanned. Even though this hasn’t been proven, it hasn’t been disproven either.) I’m talking about Windows Live. It’s the most-visited home page in the world. ME: I believe you. OUTDOORSY DAD: What’s your search engine? ME: Google. OUTDOORSY DAD: Bing’s better. ME: No one said it wasn’t. OUTDOORSY DAD: If you ever, once, went to Hotmail, Windows Live, Bing, or MSN, you’d see a tab at the top of the page that says “Messenger.” That’s my team. ME: Cool! What do you do for Messenger? OUTDOORSY DAD: My team is working on an end-user, C Sharp interface for HTML5…
Maria Semple (Where'd You Go, Bernadette)
Faris Team Real Estate consists of specialists in every field, from negotiation to marketing to even the most complex Real Estate agreements - all focused on delivering the best results in Naples, Florida for you based on proven systems and a tailored approach.
Faris Team Real Estate
Paul Turovsky’s prolific experience in real estate has equipped him as an expert trainer for superintendents and agents. He understands the mechanics of property management and is well-versed in conflict resolution and tenant education. Mr. Turovsky brings over 15 years of experience to muti-level project management and has led accomplished teams of real estate professionals. He is people-oriented and has a proven track record of excellence.
Paul Turovsky
Here are some other items you can include on your Project Completion Checklist. I encourage you to personalize it for your own needs: Answer postmortem questions: What did you learn? What did you do well? What could you have done better? What can you improve for next time? Communicate with stakeholders: Notify your manager, colleagues, clients, customers, shareholders, contractors, etc., that the project is complete and what the outcomes were. Evaluate success criteria: Were the objectives of the project achieved? Why or why not? What was the return on investment? Officially close out the project and celebrate: Send any last emails, invoices, receipts, feedback forms, or documents, and celebrate your accomplishments with your team or collaborators so you receive the feeling of fulfillment for all the effort you put in.
Tiago Forte (Building a Second Brain: A Proven Method to Organize Your Digital Life and Unlock Your Creative Potential)
Then there’s project management software (sometimes referred to as task management or jobs management), which acts as an accountability and management tool. The goal of this software is to track all of your projects and ensure that every team member knows the tasks they should be working on and when they’re due. This also gets all your team communication, relating to any project, out of your email and into a central location.
David Jenyns (SYSTEMology: Create time, reduce errors and scale your profits with proven business systems)
the core benefit of project management software, which is to get your team to use the systems and to record their progress as they’re doing their work.
David Jenyns (SYSTEMology: Create time, reduce errors and scale your profits with proven business systems)
I also suggest getting clear on the qualities your team members need to have to succeed within your business and building that into your recruitment process.
David Jenyns (SYSTEMology: Create time, reduce errors and scale your profits with proven business systems)
The CCF focuses on the specific objective of having the business make money without being dependent on any one specific team member, so be sure that these systems are up and running.
David Jenyns (SYSTEMology: Create time, reduce errors and scale your profits with proven business systems)
The San Antonio Spurs, one of the most successful teams in NBA history, have a quote from social reformer Jacob Riis hanging in their locker room: "When nothing seems to help, I go and look at a stonecutter hammering away at his rock, perhaps a hundred times without as much as a crack showing in it. Yet at the hundred and first blow, it will split in two, and I know it was not that last blow that did it -- but all that had gone before.
James Clear (Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones)
A Consciously Constructive organisation must equally balance the 6 Proven aspects of a High Performance Workplace using the proven CLEARx framework. Philosophy and System.
Tony Dovale
The San Antonio Spurs, one of the most successful teams in NBA history, have a quote from social reformer Jacob Riis hanging in their locker room: “When nothing seems to help, I go and look at a stonecutter hammering away at his rock, perhaps a hundred times without as much as a crack showing in it.19 Yet at the hundred and first blow it will split in two, and I know it was not that last blow that did it—but all that had gone before.
James Clear (Atomic Habits: An Easy and Proven Way to Build Good Habits and Break Bad Ones)
In many organizations, Clarity and Curiosity don’t coexist. Leaders focus on one or the other and experience predictable challenges. When you embrace Clarity to the exclusion of Curiosity, you miss opportunities that are hiding in plain sight. Silos and internal competition creep in as forward motion grinds to a halt. FOSU becomes an epidemic as people become more reluctant to challenge the proven status quo. You often lose top talent who want to innovate and achieve breakthrough results. Ultimately, you have teams full of people who just want to be told what to do and aren’t creating the future.
Karin Hurt (Courageous Cultures: How to Build Teams of Micro-Innovators, Problem Solvers, and Customer Advocates)
The biggest barrier to positive change at any level—individual, team, society—is identity conflict. Good habits can make rational sense, but if they conflict with your identity, you will fail to put them into action.
James Clear (Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones)
Managing when you are located far from your boss presents a different set of challenges. The risk is greater of falling out of step without realizing it. This puts the onus on you to exert even more discipline over communication, scheduling calls and meetings to be sure you stay aligned. It also is even more critical to establish clear and comprehensive metrics so that your boss gets a reasonable picture of what is going on and you can more effectively manage by exception. If it is humanly possible, you should plan to have one or more in-person meetings with your boss early on. It is essential to make face-to-face connections early on to begin to establish a basis of confidence and trust (the same is true if you’re leading a virtual team). So if this means you need to fight for the resources and fly halfway around the world, you should do it.
Michael D. Watkins (The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter)
Remember, before we began, your business was already (mostly) working, and we’ve modelled these systems from what your best team members are doing. We’re looking for consistency and aiming to bring all your team members to that level. It’s also comforting to know your new systems are always the worst they’re ever going to be the first time you create them.
David Jenyns (SYSTEMology: Create time, reduce errors and scale your profits with proven business systems)
Richard Delury - Proven Leader Richard Delury is highly skilled in the complex field of electric controls. He has over 15 years of experience as an electrician and is keen to continue. Richard Delury also has managerial experience and can keep even the most challenging team running efficiently.
Richard Delury
Identifying Cultural Norms The following domains are areas in which cultural norms may vary significantly from company to company. Transitioning leaders should use this checklist to help them figure out how things really work in the organizations they’re joining. Influence. How do people get support for critical initiatives? Is it more important to have the support of a patron within the senior team, or affirmation from your peers and direct reports that your idea is a good one? Meetings. Are meetings filled with dialogue on hard issues, or are they simply forums for publicly ratifying agreements that have been reached in private? Execution. When it comes time to get things done, which matters more—a deep understanding of processes or knowing the right people? Conflict. Can people talk openly about difficult issues without fear of retribution? Or do they avoid conflict—or, even worse, push it to lower levels, where it can wreak havoc? Recognition. Does the company promote stars, rewarding those who visibly and vocally drive business initiatives? Or does it encourage team players, rewarding those who lead authoritatively but quietly and collaboratively? Ends versus means. Are there any restrictions on how you achieve results? Does the organization have a well-defined, well-communicated set of values that is reinforced through positive and negative incentives?
Michael D. Watkins (The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter)
How to Create Your Proven Process Step 1 With your team, illustrate on a whiteboard what you believe are the major steps in your proven process and then give each step a name. These major steps are the touch points with your customers when you interface with them. The rule of thumb is three to seven steps.
Gino Wickman (Traction: Get a Grip on Your Business)
you build a team of competent people whom you trust, you establish goals and metrics to monitor their progress, you translate higher-level goals into specific responsibilities for your direct reports, and you reinforce them through process.
Michael D. Watkins (The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter)
The Group Product Manager Role There's a role in larger product organizations that I find especially effective. The role is titled group product manager, usually referred to as GPM. The GPM is a hybrid role. Part individual contributor and part first‐level people manager. The idea is that the GPM is already a proven product manager (usually coming from a senior product manager title), and now the person is ready for more responsibility. There are generally two career paths for product managers. One is to stay as an individual contributor, which, if you're strong enough, can go all the way up to a principal product manager—a person who's an individual contributor but a rock‐star performer and willing and able to tackle the toughest product work. This is a very highly regarded role and generally compensated like a director or even VP. The other path is to move into functional management of the product managers (the most common title is director of product management) where some number of product managers (usually somewhere between 3 and 10) report directly to you. The director of product management is really responsible for two things. The first is ensuring his or her product managers are all strong and capable. The second is product vision and strategy and connecting the dots between the product work of the many teams. This is also referred to as holistic view of product. But lots of strong senior product managers are not sure about their preferred career path at this stage, and the GPM role is a great way to get a taste of both worlds. The GPM is the actual product manager for one product team, but in addition, she is responsible for the development and coaching of a small number of additional product managers (typically, one to three others). While the director of product management may have product managers who work across many different areas, the GPM model is designed to facilitate tightly coupled product teams.
Marty Cagan (INSPIRED: How to Create Tech Products Customers Love)
Therapy Services - Cognitive Behavioral Therapy or CBT, as it is called, is proven to be one of the best ways to treat a whole range of conditions from depression and anxiety to stress and trauma, amongst many others. We are a highly recommended team of expert, competent as well as seasoned specialists.
Direct Therapy
Brailsford and his team continued to find 1 percent improvements in overlooked and unexpected areas. They tested different types of massage gels to see which one led to the fastest muscle recovery. They hired a surgeon to teach each rider the best way to wash their hands to reduce the chances of catching a cold. They determined the type of pillow and mattress that led to the best night’s sleep for each rider. They even painted the inside of the team truck white, which helped them spot little bits of dust that would normally slip by unnoticed but could degrade the performance of the finely tuned bikes.
James Clear (Atomic Habits: An Easy and Proven Way to Build Good Habits and Break Bad Ones)
By the time you reach a final, the hard, physical work has already been done. Many teams have lost a final after changing what had worked for them and brought them to within touching distance of glory. They come up with new strategies and plays, and then find it difficult to execute those plans against a team that stuck to its proven formula.
Heyneke Meyer (7 - My Notes on Leadership and Life)
In Robert Noyce’s office there hung a black-and-white photo that showed a jovial crew of young scientists offering a champagne toast to the smiling William Shockley. The picture was taken on November 1, 1956, a few hours after the news of Shockley’s Nobel Prize had reached Palo Alto. By the time that happy picture was taken, however, Shockley Semiconductor Laboratories was a chaotic and thoroughly unhappy place. For all his technical expertise, Shockley had proven to be an inexpert manager. He was continually shifting his researchers from one job to another; he couldn’t seem to make up his mind what, if anything, the company was trying to produce. “There was a group that worked for Shockley that was pretty unhappy,” Noyce recalled many years later. “And that group went to Beckman and said, hey, this isn’t working. . . . About that time, Shockley got his Nobel Prize. And Beckman was sort of between the devil and the deep blue sea. He couldn’t fire Shockley, who had just gotten this great international honor, but he had to change the management or else everyone else would leave.” In the end, Beckman stuck with Shockley—and paid a huge price. Confused and frustrated, eight of the young scientists, including Noyce, Moore, and Hoerni, decided to look for another place to work. That first group—Shockley called them “the traitorous eight”—turned out to be pioneers, for they established a pattern that has been followed time and again in Silicon Valley ever since. They decided to offer themselves as a team to whichever employer made the best offer. Word of this unusual proposal reached an investment banker in New York, who offered a counterproposal: Instead of working for somebody else, the eight scientists should start their own firm. The banker knew of an investor who would provide the backing—the Fairchild Camera and Instrument Corporation, which had been looking hard for an entrée to the transistor business. A deal was struck. Each of the eight young scientists put up $500 in earnest money, the corporate angel put up all the rest, and early in 1957 the Fairchild Semiconductor Corporation opened for business, a mile or so down the road from Shockley’s operation.
T.R. Reid (The Chip : How Two Americans Invented the Microchip and Launched a Revolution)
This was not advice for a debate team; it was advice for martyrs! Peter asked his readers to take courage, to look into the eyes of their assailants with patience and compassion, gentleness and respect. He urged them to live lives that are beyond reproach, to follow the teachings of Jesus Christ and love their enemies to the point of death. This passage is not about fearlessly defending a set of propositions; it’s about fearlessly defending hope — a wild, bewitching, and reckless thing that cannot be systematized or proven or rationally explained
Rachel Held Evans (Faith Unraveled: How a Girl Who Knew All the Answers Learned to Ask Questions)
From their hotel in Orlando, Florida, before team training on March 31, 2016, Hope Solo, Carli Lloyd, Becky Sauerbrunn, and Alex Morgan, joined by Jeffrey Kessler, spoke live with Matt Lauer over a video feed at the Today show studio in New York City. “Carli, you don’t just wake up one morning and say, We’re going to file a claim with the EEOC, and point a finger at U.S. Soccer,” Matt Lauer said to open the segment. “This has been simmering for a while. But why does it come to a head now?” “The timing is right,” Lloyd said. “We’ve proven our worth over the years, just coming off of a World Cup win, and the pay disparity between the men and women is just too large. We want to continue to fight. The generation of players before us fought, and now it is our job to keep on fighting.
Caitlin Murray (The National Team: The Inside Story of the Women Who Dreamed Big, Defied the Odds, and Changed Soccer)
If sales managers hire C-grade players and do everything else perfectly—onboarding, training, developing, and maintaining a great sales process—that team will still have a difficult time becoming the number one sales force. However, if you hire only grade A players and do everything else average, the A players will help you find a way to win.
John McMahon (The Qualified Sales Leader: Proven Lessons from a Five Time CRO)
The essence of business consulting Business consulting is becoming a well-liked hit everywhere in the world. Consultation providers are important to business folks since they help them in making informative choices. That is solely potential after serving to them understand the workforce within the enterprise world. Managers who analyze the functionality of their businesses are bound to make higher earnings than those that don’t consult an expert for surveillance. They should perceive the risks concerned, weaknesses and strengths in order for their businesses to survive competition. It is with enterprise consulting that companies are capable of analyze as well as improve upon their strategic operations. This turns into attainable because of the experience across assorted fields translating into a spectrum of new ideas. Any effective enterprise consulting will allow you to faucet into their varied sources, capabilities as well as services. Your online business will take pleasure in proven approaches, ideas and even methods. Because of this you would not have to reinvent the wheel again. You make use of confirmed strategies and construct upon them. In spite of everything, this can ultimately translate into increased productiveness in addition to more sales for your online business. As a Richmond Business Help way to grow to be more productive in addition to worthwhile, the companies of a enterprise consulting cannot be ignored. Simply just remember to are on the same page as them. It's highly vital for a business to be on the identical wavelength as their enterprise consulting team. The enterprise states its wishes whereas the enterprise consultants rework it into an achievable aim. The business states its desires and the enterprise consultants define whether or not it's practical and the simplest method to turn dreams into reality. Involving a professional guide will information you in making crucial choices. They usually present you with different scenarios that are more likely to happen in the market in the present day. Additionally they explain how your decisions are prone to impression on what you are promoting in the future. In addition they present strategies on find out how to diversify the product line rather than relying on a single product. They are going to guide you to ensure that there's utmost progress and competition is at per. Enterprise consultants enhance the information stage of a business. Their data is effective. They've been involved in varied tasks earlier than and understand all of the facets involved in the planning process. Additionally they have a clear understanding of the dangers concerned in each enterprise growth step. You possibly can due to this fact depend upon them for the event of your enterprise.
Thompson Brothers
Positive psychology is the study of what constitutes excellence in individuals, communities, and workplaces. It incorporates the study of productivity, resilience, motivation, emotions, strengths, team dynamics, and more.
Margaret Greenberg (Profit from the Positive: Proven Leadership Strategies to Boost Productivity and Transform Your Business, with a foreword by Tom Rath)
Mariana Figueiro, of the Lighting Research Center at Rensselaer Polytechnic, and her team showed that two hours of iPad use at maximum brightness was enough to suppress people’s normal nighttime release of melatonin. When your melatonin secretion is thrown off, it will intrinsically throw off your normal sleep cycle. 
Shawn Stevenson (Sleep Smarter: 21 Proven Tips to Sleep Your Way To a Better Body, Better Health and Bigger Success)
Another game-changing project is the BRCK, pronounced “brick,” created by the same team behind Ushahidi and iHub. On a flight back to Africa from the United States some years ago, Hersman looked down on our vast, rugged continent and wondered why it was that most routers and modems were built for the first-world comfort zones of, say, New York or London, whereas most Internet users actually live in the harsh, far less comfortable environments of Asia, Africa and Latin America. The team sketched out a design for a rugged portable connectivity device that could work in remote conditions where electrical power and Internet connections were a problem. The result is the BRCK, a sturdy, brick-shaped, cloud-enabled Wi-Fi hotspot router from which you can access the Internet from anywhere on the continent that is close to a signal. It has an antenna, charger, USB ports, 4 GB of storage, a built-in global SIM card and enough backup power to survive a blackout. The device sells for $199 online and is already being used in 45 countries around the world. Consider the provenance: designed in Nairobi, Kenya; manufactured in Austin, Texas. This is a complete reversal of the standard manufacturing paradigm. Again, an example of African technology going global.
Ashish J. Thakkar (The Lion Awakes: Adventures in Africa's Economic Miracle)
This is the Prius,” he said. The car he pointed to was a shell with wires hanging out. “It is an example of what they look like when we are done,” he said. This particular examination had proven exceedingly useful because when the second-generation Prius was released in the mid-2000s, some wondered whether Toyota had cheated on the fuel economy tests. Hillebrand’s team had showed that, if the company wanted to, it in fact could game federal evaluators. That was because the car could be programmed with advance knowledge of the curves, stops, and hazards that all automakers knew the test featured. So armed, it could adjust and conserve gasoline. Hillebrand’s team did not demonstrate that the Prius folks did cheat. But the opportunity to do so was sufficient. He sent word to the Environmental Protection Agency, which devised a randomized test that was harder to con.
Steve Levine (The Powerhouse: Inside the Invention of a Battery to Save the World)
This is a story about the power and impact of “truly human” leadership. It is about bringing our deepest sense of right, authentic caring, and high ideals to business. It is about achieving success beyond success, measured in the flourishing of human lives. It is a story of an approach to business and leadership that emerged only in the last twenty years or so in the life of a 130-year-old company, but that has already built a strong track record of enriching the lives of team members and creating extraordinary shareholder value at the same time. It is an approach that has been tested, refined, and proven to work dozens of times in half a dozen very different countries and in numerous towns and cities across the United States.
Bob Chapman (Everybody Matters: The Extraordinary Power of Caring for Your People Like Family)
Reading Plan • 30 minutes per day of Scripture time • 30 minutes per day reading on business and leadership • Google News daily • Read HBR and Fast Company monthly • Read twelve books on business and leadership this year
Daniel S. Harkavy (Becoming a Coaching Leader: The Proven System for Building Your Own Team of Champions)
The nautical expression that “Rats leave a sinking ship” is an observed truth. Not only will they attempt to save themselves but they will also assist in saving others. In fact studies show that they will be more apt to help their fellow rats if they had experienced a previous dunking themselves. Although detested by human’s rats are in fact very compassionate social animals that crave company. Research has proven that they will help another rat in distress before searching for food even though they may be hungry. Although not proven it has been observed that they have an innate knowledge of impending disaster and if they are seen abandoning ship, it just might be wise to follow. This is born out in Shakespeare's The Tempest, Act I, Scene II where he wrote: “In few, they hurried us aboard a bark, bore us some leagues to the sea; where they prepared a rotten carcass of a boat, not rigged, nor tackle, sail, nor mast; the very rats instinctively had to quit it.” Of course this nautical concept is fortunately not frequently witnessed, however in a metaphorical sense it is now being witnessed politically. The New York Times's Maggie Haberman and Alexander Burns have written articles concerning the tumult behind the scenes in the world of Donald Trump. “In private, Mr. Trump's mood is often sullen and erratic, his associates say. He veers from barking at members of his staff to grumbling about how he was better off following his own instincts…” Many others claim that he is not up to the task and could actually be a danger to our country if not the World. On Twitter, Bill Kristol a conservative and the Editor at large of the Weekly Standard says that the New York Times story suggest suggests prominent members of Trump's team are already beginning their recriminations in anticipation of a Republican defeat in November. Although I usually save my political remarks for my personal Facebook page, the obvious cannot be ignored and it has been universally apparent that our “Ship of State” has been heading into uncharted waters, rife with dangers herebefore unknown!
Hank Bracker
There is a wealth of research that underlies the value of diverse teams and shows that being around people who are different from us makes us more creative, more diligent, and harder-working,6 and has also been proven to make companies more innovative and successful.7
Richard Banfield (Product Leadership: How Top Product Managers Launch Awesome Products and Build Successful Teams)
few days earlier, Trump’s team of data scientists, squirreled away in an office down in San Antonio, had delivered a report titled “Predictions: Five Days Out,” which contained stunning news that contradicted the widespread assumption that Clinton would win easily. It was suddenly clear that Comey’s FBI investigation was roiling the electorate. “The last few days have proven to be pivotal in the minds of voters with the recent revelations in reopening the investigation of Secretary Clinton,” the report read. “Early polling numbers show declining support for Clinton, shifting in favor of Mr. Trump.” It added: “This may have a fundamental impact on the results.” The report’s authors further detected
Joshua Green (Devil's Bargain: Steve Bannon, Donald Trump, and the Storming of the Presidency)
Don't Hire Good....Hire Great.
Diane Polnow (7 Secrets of Building Elite Sales Teams: Proven Ways to Increase Sales Results - For Sales Managers and Sales Executives)
You Work For Your Team, They Don't Work For You.
Diane Polnow (7 Secrets of Building Elite Sales Teams: Proven Ways to Increase Sales Results -- For Sales Managers and Sales Executives)
Micromanagement could have unintended consequences. Instead of getting people in line, it may cause them to leave.
Diane Polnow (7 Secrets of Building Elite Sales Teams: Proven Ways to Increase Sales Results -- For Sales Managers and Sales Executives)
You can't run at your maximum if you're always pushing your limits. Neither can your team.
Diane Polnow (7 Secrets of Building Elite Sales Teams: Proven Ways to Increase Sales Results -- For Sales Managers and Sales Executives)
Despite the obvious difficulties when it comes to social systems, social scientists have been very imaginative in devising analogous quantitative experiments to inspire and test hypotheses, and these have proven to give insight into social structure and dynamics. Many involve surveys and responses to various questionnaires and are subject to limitations that depend on the role of the experimental teams who have to interact with the subjects.
Geoffrey West (Scale: The Universal Laws of Growth, Innovation, Sustainability, and the Pace of Life, in Organisms, Cities, Economies, and Companies)
Once we understand Hillary as single-mindedly pursuing her own interest and financial gain, we can for the first time make sense of recent Clinton scandals. Consider the email scandal. What we know is that Hillary created and maintained an entirely private email server, insulated from her State Department requirements. This took great effort and required the collaboration of a whole team of aides as well as State Department bureaucrats. Why did Hillary do this? Her official explanation is convenience. Hillary simply wanted to get things done, and she was a little careless about how she went about doing them. She claims she got into all this trouble because she didn’t want to have to carry two phones.1 But setting up a parallel email system is actually very inconvenient. Far from being careless, Hillary was careful to do it in a manner that would allow her to carry on private communications that would not show up on an official network, rendering the Freedom of Information Act useless. By doing this, in essence she stole the people’s property. Sending classified and secret information through a private network is not merely harmful to the national security; it is also illegal. Former CIA director John Deutch, former National Security Adviser Sandy Berger, and General David Petraeus were all punished for doing it. Their offenses pale before Hillary’s. Moreover, Hillary, in the middle of a government investigation, went through her private emails, deleting thousands of them that she didn’t want the government or the public to see. Normal people who do such things end up in prison. Hillary, clearly, sees herself as politically protected by the Obama gang. She acts like she’s above the law, and so far she has been proven correct.
Dinesh D'Souza (Hillary's America: The Secret History of the Democratic Party)
Leadership Leadership has a lot more to it than simply telling people what to do, keeping track of efforts, penalizing those who are late or who disrupt, and hiring / firing. Great leaders are also great workers with a level of competence and confidence learned on the job that others accept and are willing to follow. These leaders are good at working with themselves, they have developed discipline, an ability to delay gratification, curiosity as to why people think or do things the way they do, and are open minded and accepting of change. Just look at any sports team, military unit or successful company and you will read or hear about all the leaders that make up the company. Most frequently these leaders are not the ones with a title, but the ones who make the place run through their efforts, focus, determination and ability to overcome obstacles. It is from these ranks that titles are granted and rewards given. These people have proven that they can lead by example, are able to shoulder the load and have what it takes to lead others, helping them grow just as they were helped on their way. My book entitled YOU Working With YOU is all about you, helping you to become the leader that you are capable of becoming. Just showing up to work might keep you employed, stepping up and leading by example is what others will notice and align with.
Richard Morin (You Working With You: A Roadmap to Self Mastery)
Success is nothing more than a few simple disciplines, practiced every day; while failure is simply a few errors in judgment, repeated every day. It is the accumulative weight of our disciplines and our judgments that leads us either to fortune or failure. — Jim Rohn
Daniel S. Harkavy (Becoming a Coaching Leader: The Proven System for Building Your Own Team of Champions)
On April 12, 1955, a team of scientists announced that Jonas Salk’s vaccine against polio—the disease that had killed thousands a year, paralyzed Franklin Roosevelt, and sent many children into iron lungs—was proven safe. According to Richard Carter’s history of the discovery, on that day “people observed moments of silence, rang bells, honked horns, blew factory whistles, fired salutes, . . . took the rest of the day off, closed their schools or convoked fervid assemblies therein, drank toasts, hugged children, attended church, smiled at strangers, and forgave enemies.”4 The city of New York offered to honor Salk with a ticker-tape parade, which he politely declined.
Steven Pinker (Enlightenment Now: The Case for Reason, Science, Humanism, and Progress)
teamed up with Dr. Elizabeth Blackburn, who was awarded the 2009 Nobel Prize in Medicine for her discovery of telomerase. In a study funded in part by the U.S. Department of Defense, they found that three months of whole-food, plant-based nutrition and other healthy changes could significantly boost telomerase activity, the only intervention ever shown to do so.69 The study was published in one of the most prestigious medical
Michael Greger (How Not to Die: Discover the Foods Scientifically Proven to Prevent and Reverse Disease)
Karl was next. ‘I know the problem. We are not one team. It makes us happy on the inside when we fail because in our egos we think failure is a lesson for someone else on this team. We don’t do what’s required because we are busy playing the game of superiority with each other. Unless people here function as a team, nothing will change. I have tried to have conversations with people, but nothing has changed’.
Rajiv Talreja (LEAD Or BLEED: How Entrepreneurs And Corporate Leaders Can Adopt A PROVEN SYSTEM To STOP FIRE FIGHTING And START ACCELERATIONG PERFORMANCE And PROFITS)
No matter where you land, the keys to effective delegation remain much the same: you build a team of competent people whom you trust, you establish goals and metrics to monitor their progress, you translate higher-level goals into specific responsibilities for your direct reports, and you reinforce them through process.
Michael D. Watkins (The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter)
That’s what a team of researchers from Duke University attempted. They randomly assigned depressed men and women aged fifty or older to either begin an aerobic exercise program or take the antidepressant drug sertraline (Zoloft). Within four months, the mood of those in the drug group improved so much that they were, on average, no longer depressed. But the same powerful effect was found in the exercise group—that is, the group of people who weren’t taking any drugs. Exercise, it seemed, works about
Michael Greger (How Not to Die: Discover the Foods Scientifically Proven to Prevent and Reverse Disease)
In practice, ship and iterate means that marketing programs and PR pushes should be minimal at launch. If you are in the restaurant business, you call this a soft opening. When you push the babies out of the nest, don’t give them a jetpack or even a parachute—let them fly on their own. (Note: This is a metaphor.) Invest only when they get some lift. Google’s Chrome is a great example of this—it launched in 2008 with minimal fanfare and practically no marketing budget and gained terrific momentum on its own, based solely on its excellence. Later, around the time the browser pushed past seventy million users, the team decided to pour fuel on the fire and approved a marketing push (and even a TV advertising campaign). But not until the product had proven itself a winner did it get fed.
Eric Schmidt (How Google Works)
For centuries, cannabis has long been used as a go-to remedy for a wide range of medical conditions by different societies all around the world. But after the dangers of its addiction were brought into light during the 1930s and 1940s, it was banned in most countries—not unlike alcohol was during the Prohibition. It’s only recently that its numerous medical benefits have been reinvestigated. Many studies have proven that marijuana is effective in alleviating symptoms of diseases like multiple sclerosis, Parkinson’s disease, and even cancer. A New Breakthrough Study The Journal of Bone and Mineral Research published a new study that explored a new and more promising medical application for cannabis. Conducted by researchers from Hebrew University and Tel Aviv University, the research showed that administering cannabidiol (aka. CBD), the non-psychotropic compound cannabinoid found in cannabis, aids in healing bone fractures. Conducted on rats with femoral fractures, it found that cannabidiol significantly enhanced the healing process in just eight weeks. This breakthrough research was jointly led by Prof. Itai Bab of the Bone Laboratory of Hebrew University and by Dr. Yankel Gabet of the Department of Anatomy and Anthropology’ Bone Research Laboratory at TAU’s Sackler Faculty of Medicine. Undisputable Clinical Potential In an earlier research study, the very same team also discovered that cannabinoid receptors in the human body also inhibited bone loss and stimulated bone formation. The results of this study just might pave the way for the use of cannabinoid medication to effectively fight osteoporosis and other diseases related to the bone in the near future. According to Dr. Gabet, the compounds of cannabis and its benefits to the medical world is not undeniable. He stressed that there is still a lot of work that has to be done to develop the right therapies, but it’s possible to come up with a clinical therapy that doesn’t involve the psychoactivity of marijuana. After all, cannabidiol is mostly anti-inflammatory and doesn’t cause any psychoactivity. Dr. Gabet also stated that the human body has a cannabinoid system that regulates vital and non-vital systems. The reason we only respond to marijuana is that our built-in intrinsic compounds and receptors can be activated by the compounds found in the cannabis plant. Research has shown that the skeleton is regulated by cannabinoids, while non-psychogenic compounds affect the skeleton. Separating the Components The study showed that cannabidiol makes the bones stronger during the healing process. It does so by enhancing the maturation of the collagen matrix, which then gives the basis for the new mineralization of the bone tissue. Because of this, after a fracture is healed with cannabidiol, if it gets broken again in the future, the healed bone will be tougher to break. In the study, the researchers prepared two groups of rats with fractured femurs: the first one was injected with cannabidiol alone, while the second one was injected with both cannabidiol and tetrahydrocannabinol. After evaluating the administration of these compounds on the subjects, it was found that it was only cannabidiol that offered therapeutic effects. The researchers found that only cannabidiol sufficiently and effectively enhanced the healing of the fracture—not to mention there are other studies that proved cannabidiol to be a safe agent. Because of this, the researchers are planning to move on with their studies and proceed to clinical trials to look into the use of CBD in improving the healing of human fractures. As we are seeing the use of medical marijuana being legalized in a growing number of states and countries, we can only expect research like this to grow. Research such as this one only adds to the growing list of the health benefits of marijuana.
Kurt MARTIN
FOGLAMP project checklist FOGLAMP is an acronym for focus, oversight, goals, leadership, abilities, means, and process. This tool can help you cut through the haze and plan your critical projects. Complete the table for each early-win project you set up. Project: __________________________ Question Answer Focus: What is the focus for this project? For example, what goal or early win do you want to achieve? Oversight: How will you oversee this project? Who else should participate in oversight to help you get buy-in for implementing results? Goals: What are the goals and the intermediate milestones, and time frames for achieving them? Leadership: Who will lead the project? What training, if any, do they need in order to be successful? Abilities: What mix of skills and representation needs to be included? Who needs to be included because of their skills? Because they represent key constituencies? Means: What additional resources, such as facilitation, does the team need to be successful? Process: Are there change models or structured processes you want the team to use? If so, how will they become familiar with the approach?
Michael D. Watkins (The First 90 Days: Proven Strategies for Getting Up to Speed Faster and Smarter)
See, I appreciate that you are losing your productive time to show me the positive direction & thoughts. But why you are thinking that I’m a full package of negativity? Why? You know that I’m at my work place? What kind of projects I’m working on? I have not permission to disclose this information to my family too; that’s what I can tell it to you. I left your chance for these projects. Let’s come to your every advice: 1. I believe in women helping each other feel good about themselves instead of trying to compete Answer: If you are thinking that I’m competing with other women then it’s absolutely wrong my dear. You tell me a single example at your work place to whom I had not supported. You are absolutely taking me wrong. Now I’m crying because why people are not getting me properly. You are here who is treating me so differently. You are not understanding the point I think so. What do you think that in my whole life Shall I not ask for money? Let the world take me for granted? After 5-6 year of experience, Should I remain quiet only? You were giving me the examples of development & negotiations to others? To whom you have paid much higher & satisfactory. I didn’t had problem about that. But somewhere I thought that I was dying over there. Leave about the talent, because according to you, I’ve been proven already ….& so much bad. I don’t like to discuss bad things about the people; I remains silent that doesn’t mean you are taking me like anything. Your concerned person told me everybody’s salary. On that day I was cried a lot. I remember that day now also. I let it go. I observe the deserving factor about the surrounding. I was depressed a lot. I suffered that situation near about 5-6 months. I didn’t want to trouble you in case of finance because I was connected to market situation somehow. I thought that quitting will save you. I’ll get my hike & you will get your favorite candidate on that place. You were also happy with that candidate & you also wanted to promote. So I thought as it is my existence is not matter at all to that place at all. Better to move on. But on other side I knew that you will not let me leave easily or you may not need me at all. Who knows? I didn’t know? I shared that thing with my work team & nobody other than them. I loved that people a lot, I never mind anyone’s talk, if anybody did a good job then I was the person over there who brought cadbury, chocolates for them. I never hide a single thing from them. I love them as a friend, sister, mother & even one day your head of that department gossiped about me with the help of another person, when I come to know that thing I called him & asked him the reason. There was tears in my eyes while asking, that was the return of my love to him. After 1-1.5 month I took a heavy decision. That was not easy for me. But ask every person at your place about me that I have ever tried to compete with them? Not co-operate them? Whoever they may be. Either women or men. Even I had given instructions to women about the common sensed toilet hygiene too. Please dear, don’t put the un-necessary blames. I’m kind, love you that doesn’t mean that you can say anything. I have a competitive spirit about my work, not for the other men or women. Please clean up this point dear.
Eagles
See, I appreciate that you are losing your productive time to show me the positive direction & thoughts. But why you are thinking that I’m a full package of negativity? Why? You know that I’m at my work place? What kind of projects I’m working on? I have not permission to disclose this information to my family too; that’s what I can tell it to you. I left your chance for these projects. Let’s come to your every advice: 1. I believe in women helping each other feel good about themselves instead of trying to compete Answer: If you are thinking that I’m competing with other women then it’s absolutely wrong. You tell me a single example at your work place to whom I had not supported. You are absolutely taking me wrong. Now I’m crying because why people are not getting me properly. You are here who is treating me so differently. You are not understanding the point I think so. What do you think that in my whole life Shall I not ask for money? Let the world take me for granted? After 5-6 year of experience, Should I remain quiet only? You were giving me the examples of development & negotiations to others? To whom you have paid much higher & satisfactory. I didn’t had problem about that. But somewhere I thought that I was dying over there. Leave about the talent, because according to you, I’ve been proven already ….& so much bad. I don’t like to discuss bad things about the people; I remains silent that doesn’t mean you are taking me like anything. Your concerned person told me everybody’s salary. On that day I was cried a lot. I remember that day now also. I let it go. I observe the deserving factor about the surrounding. I was depressed a lot. I suffered that situation near about 5-6 months. I didn’t want to trouble you in case of finance because I was connected to market situation somehow. I thought that quitting will save you. I’ll get my hike & you will get your favorite candidate on that place. You were also happy with that candidate & you also wanted to promote. So I thought as it is my existence is not matter at all to that place at all. Better to move on. But on other side I knew that you will not let me leave easily or you may not need me at all. Who knows? I didn’t know? I shared that thing with my work team & nobody other than them. I loved that people a lot, I never mind anyone’s talk, if anybody did a good job then I was the person over there who brought Cadbury, chocolates for them. I never hide a single thing from them. I love them as a friend, sister, mother & even one day your head of that department gossiped about me with the help of another person, when I come to know that thing I called him & asked him the reason. There was tears in my eyes while asking, that was the return of my love to him. After 1-1.5 month I took a heavy decision. That was not easy for me. But ask every person at your place about me that I have ever tried to compete with them? Not co-operate them? Whoever they may be. Either women or men. Even I had given instructions to women about the common sensed toilet hygiene too. Please dear, don’t put the un-necessary blames. I’m kind, love you that doesn’t mean that you can say anything. I have a competitive spirit about my work, not for the other men or women. Please clean up this point.
Eagles
The team repeated the prerelease protocol with John and Judy, but this time, they held the pair in an acclimation pen for six months. They also built a fixed-position telemetry antenna receiver on a 110-foot-high fire tower on the island. This freed them from needing to use the jeep to tail the wolves, which Carley feared may have proved too intrusive. The fixed-position antenna held a ten-mile range. Carley attached a portable telemetry antenna to an eighteen-foot speed boat in case they needed to pursue the animals across the inlets or open water - a possibility that Margie had proven likely. As a joke, Carley also posed by John and Judy’s kennel box with a long sheet of paper, from which he read aloud while a colleague snapped photos. “Since the animals seem to understand more than they let on, we did another thing differently” the second time around, Carley quipped while showing the photo in a public presentation. “We read them The Plan.
T. DeLene Beeland (The Secret World of Red Wolves: The Fight to Save North America's Other Wolf)
By comparing the defined target with actual results, the team can determine if its hypothesis was proven and make appropriate adjustments if it wasn't
Karen Martin (Value Stream Mapping: How to Visualize Work Flow and Align People for Organizational Transformation: Using Lean Business Practices to Transform Office and Service Environments)
The more deeply a thought or action is tied to your identity, the more difficult it is to change it. It can feel comfortable to believe what your culture believes (group identity) or to do what upholds your self-image (personal identity), even if it’s wrong. The biggest barrier to positive change at any level—individual, team, society—is identity conflict.
James Clear (Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones)
The next step is, then, for each member of the group, beginning with the founder, to ask: ‘What are the activities that I am doing well? And what are the activities that each of my key associates in this business is actually doing well?’ Again, there is going to be agreement on most of the people and on most of their strengths. But, again, any disagreement should be taken seriously. Next, one asks: ‘Which of the key activities should each of us, therefore, take on as his or her first and major responsibility because they fit the individual’s strengths? Which individual fits which key activity?’ Then the work on building a team can begin. The founder starts to discipline himself (or herself) not to handle people and their problems, if this is not the key activity that fits him best. Perhaps this individual’s key strength is new products and new technology. Perhaps this individual’s key activity is operations, manufacturing, physical distribution, service. Or perhaps it is money and finance and someone else had better handle people. But all key activities need to be covered by someone who has proven ability in performance.
Peter F. Drucker (Innovation and Entrepreneurship (Routledge Classics))
One of the worst disconnects of a business software development effort is seen in the gap between domain experts and software developers. Generally speaking, true domain experts are focused on delivering business value. On the other hand, software developers are typically drawn to technology and technical solutions to business problems. It’s not that software developers have wrong motivations; it’s just what tends to grab their attention. Even when software developers engage with domain experts, the collaboration is largely at a surface level, and the software that gets developed often results in a translation/mapping between how the business thinks and operates and how the software developer interprets that. The resulting software generally does not reflect a recognizable realization of the mental model of the domain experts, or perhaps it does so only partially. Over time this disconnect becomes costly. The translation of domain knowledge into software is lost as developers transition to other projects or leave the company. A different, yet related problem is when one or more domain experts do not agree with each other. This tends to happen because each expert has more or less experience in the specific domain being modeled, or they are simply experts in related but different areas. It’s also common for multiple “domain experts” to have no expertise in a given domain, where they are more of a business analyst, yet they are expected to bring insightful direction to discussions. When this situation goes unchecked, it results in blurred rather than crisp mental models, which lead to conflicting software models. Worse still is when the technical approach to software development actually wrongly changes the way the business functions. While a different scenario, it is well known that enterprise resource planning (ERP) software will often change the overall business operations of an organization to fit the way the ERP functions. The total cost of owning the ERP cannot be fully calculated in terms of license and maintenance fees. The reorganization and disruption to the business can be far more costly than either of those two tangible factors. A similar dynamic is at play as your software development teams interpret what the business needs into what the newly developed software actually does. This can be both costly and disruptive to the business, its customers, and its partners. Furthermore, this technical interpretation is both unnecessary and avoidable with the use of proven software development techniques. The solution is a key investment.
Vaughn Vernon (Implementing Domain-Driven Design)
3 Proven Method for Rapid Weight Gain Looking for a healthy and balanced technique of quick weight gain for the following stage of your physical fitness strategy ? Fast weight gain is feasible via just all-natural techniques. Also if you believe you are consuming sufficient to get weight, you might not also be making up for the additional calories shed by your exercise. A weight loss (or gain, in this instance) calculator will certainly take your dimensions, physical task degree, and also preferred weight to provide you a needed calorie consumption each day. Lots of individuals believe they require to exercise extra in order to attain fast weight gain. However, that breaks down the muscle mass without providing the body a possibility to restore itself. Looking for a healthy and balanced approach to fast weight gain for the following stage of your physical fitness strategy? There are rather a couple of weight gainer tablets out there, however exactly how do you understand which ones are healthy and balanced? Fast weight gain is feasible via just all-natural techniques. A weight loss (or gain, in this situation) calculator will certainly take your dimensions, physical task degree, as well as preferred weight to offer you a needed calorie consumption each day. Integrating this with your online tracking website allows you rapidly as well as quickly see if you are fulfilling your calorie objectives for the day. Trying to find weight gain pills for females? Check out this page weightgainofficial dot com There are changes you could make while you are in the fitness centre to speed up your weight gain. Considerably overwhelming a details muscle mass team with enhancing quantities of weight will certainly optimize your gains in dimension from one exercise to the following. Numerous individuals believe they require to exercise extra in order to attain fast weight gain, however that just breaks down the muscular tissues without providing the body a possibility to reconstruct itself. Usage of the internet calorie checking devices and also weight loss calculators to establish objectives as well as track your development. You had to look up every food in a calorie publication and also compose down your computations in a notepad. Currently, you could conveniently input the food you simply consumed right into an online calorie counting website as well as it will certainly look up the calories for you. This might appear like an apparent pointer, yet problem obtaining weight typically suggests you are not consuming anywhere near sufficient food. Also if you assume you are consuming sufficient to acquire weight, you might not also be making up for the added calories shed by your exercise. Many individuals undervalue the large quantity of calories required to acquire also one extra pound.
Roslyn
Here’s a proven sales meeting checklist of pre-meeting, during meeting, and post-meeting best practices and tips to follow and live by every day: Have clear meeting goals and expected outcomes documented and stated in email before and after meetings. Put agendas that are agreed to by your customers in meeting calendar invites. Meeting agendas should start with introductions and customers’ priorities/challenges review. Meeting agendas should close with discussion and time for questions. Research the company and recent announcements and know how their business is doing. Understand the context of their industry, too. Research the people attending your meeting and identify shared interests and shared executive connections. Connect with meeting attendees on LinkedIn before meeting. Some people believe this should be done after a meeting. My point of view is that it’s an important touch point when a prospect accepts your request to connect. Make the connection, and use your connection’s response and speed of response as a gauge of their awareness. If they connect fast, then it may mean they are excited to meet with you. If they don’t connect quickly, it could mean it’s not top of mind. Both are important to know. Don’t forget to personalize the message. Reconfirm agenda and meeting attendee participation. It’s good to do this the day before the meeting is scheduled to happen. Prepare a list of discovery and qualification questions to ask the prospect. The questions should preferably be open ended. Share the questions with your internal team to get alignment. It’s a requirement and best practice to brief executives attending the meeting with you beforehand. Share with your executives the context, current situation, and everything you learned during company, industry, and executive research. Your executives are busy. Help them help you. Be clear on what their role in the meeting is. Introduce meeting attendees at meeting outset, and let everyone have a voice. Go around and have people share their role and what they hope to get out of the meeting. Take thorough notes, capturing your customer’s words. Listen more and talk less. Watch the clock to begin and end meetings as promised. Leave time for questions and discussion at the end. Recap meeting outcomes and next steps before ending the call. Send meeting follow-up notes with clear action items the same day of the meeting using your customer’s words.
Elay Cohen (Enablement Mastery: Grow Your Business Faster by Aligning Your People, Processes, and Priorities)
The remainder of this book will provide you with step-by-step instructions on how to build better habits in yourself, your family, your team, your company, and anywhere else you wish.
James Clear (Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones)
Good leaders don't take anything for granted. They keep working and keep leading. They understand that leadership must be earned and established. They remain dissatisfied in a way, because dissatisfaction is a good one-word definition for motivation. Good leaders strive to keep the people and organization moving forward toward its vision. They recognize that organizations can sometimes be filled with appointments, but teams can be built only by good leadership.
John C. Maxwell (The 5 Levels of Leadership: Proven Steps to Maximize Your Potential)
As you lead your team, your goal should be to help every person get to the place where they are doing their should-dos and love-to-dos, because that is where they will be the most effective. As a rule of thumb, try to hire, train, and position people in such a way that: 80% of the time they work in their strength zone; 15% of the time they work in a learning zone; 5% of the time they work outside their strength zone; and 0% of the time they work in their weakness zone. To facilitate that, you must really know your people, understand their strengths and weaknesses, and be willing to have candid conversations with them.
John C. Maxwell (The 5 Levels of Leadership: Proven Steps to Maximize Your Potential)
While the things we have in common may make relationships enjoyable, the differences are what really make them interesting. Good leaders deal successfully with these differences and leverage them for the benefit of the team and the organization. Good leaders are able to look at hard truths, see people's flaws, face reality, and do it in a spirit of grace and truth. They don't avoid problems; they solve them. Leaders who build relationships understand that conflict is part of the progress. Often it is even constructive.
John C. Maxwell (The 5 Levels of Leadership: Proven Steps to Maximize Your Potential)
All great leaders are productive. However, it is possible to be a producer and not a leader. Personal success does not always translate into team success. Leadership is defined by what a person does with and for others. It is established by making the team better and more productive. It's measured by what the entire group accomplishes, not by the individual efforts of the person in charge. Good leadership is never based on what someone does by and for himself.
John C. Maxwell (The 5 Levels of Leadership: Proven Steps to Maximize Your Potential)
Plan to meet with your team at least weekly to give feedback on performance. Practice the Pareto principle. Set aside a block of time to make a list of all your responsibilities. Then put them in order of importance according to the impact they make for the good of the company. On a daily basis for the tasks you must do. On a weekly basis on the team's priorities. Make sure that 80% of efforts are focused on the top 20% in terms of importance. Set aside an hour daily or regularly to think of five ways to change things for the better. Accept your role as change agent.
John C. Maxwell (The 5 Levels of Leadership: Proven Steps to Maximize Your Potential)
As you look at potential leaders, try to assess their capacity in the following areas: Stress Management - their ability to withstand and overcome pressure, failure, deadlines, and obstacles Skill - their ability to get specific tasks done Thinking - their ability to be creative, develop strategy, solve problems, and adapt Leadership - their ability to gather followers and build a team Attitude - their ability to remain positive and tenacious amidst negative circumstances As a leader, your goal should be to identify what their capacity is, recognize what they think their capacity is, and motivate, challenge, and equip them in such as way that they close the gap between the two.
John C. Maxwell (The 5 Levels of Leadership: Proven Steps to Maximize Your Potential)