Team Accomplishments Quotes

Q: You'er presented with a smooth-faced, eight-foot-high wooden wall. Your objective? Get over it. To, like, save comrades or something. How to accomplish this? A: Take a running start, brace one foot against the wall, throw one hand to the top, try to hang on long enough for a comrade to either grab your hand at the top or for another comrade to push your butt up from below. It takes team work! BKA (bird kid answer): Or you could just, like, fly over it.

I will never quit. My nation expects me to be physically harder and mentally stronger than my enemies. If knocked down I will get back up, every time. I will draw on every remaining ounce of strength to protect my teammates and to accomplish our mission. I am never out of the fight.

It is a healthy approach not to expect persons to turn out precisely how you would have wished.

I will never quit. I persevere and thrive on adversity. My Nation expects me to be physically harder and mentally stronger than my enemies. If knocked down, I will get back up, every time. I will draw on every remaining ounce of strength to protect my teammates and to accomplish our mission. I am never out of the fight.

Having hope,” writes Daniel Goleman in his study of emotional intelligence, “means that one will not give in to overwhelming anxiety, a defeatist attitude, or depression in the face of difficult challenges or setbacks.” Hope is “more than the sunny view that everything will turn out all right”; it is “believing you have the will and the way to accomplish your goals.

The strength of every individual is the grace for great work.

Be a team player, not a bandwagon jumper.

All the managers I interviewed had the same sense of identity and self-assurance. None of them were arrogant. Instead, they were clear about who they were and what needed accomplishing. They used that sense of self to engage their team and learn each team member’s strengths and contributions. Their courage and confidence were infectious to their team and to anyone who crossed their paths.

Leaders must see the dream in their mind before they will accomplish the dream with their team.

Fewer things will impact a team’s morale than a leader who does not recognize their accomplishments and hard work.

Some mothers seem to have the capacity and energy to make their children's clothes, bake, give piano lessons, go to Relief Society, teach Sunday School, attend parent-teacher association meetings, and so on. Other mothers look upon such women as models and feel inadequate, depressed, and think they are failures when they make comparisons... Sisters, do not allow yourselves to be made to feel inadequate or frustrated because you cannot do everything others seem to be accomplishing. Rather, each should assess her own situation, her own energy, and her own talents, and then choose the best way to mold her family into a team, a unit that works together and supports each other. Only you and your Father in Heaven know your needs, strengths, and desires. Around this knowledge your personal course must be charted and your choices made.

When a woman excels at her job, both male and female coworkers will remark that she may be accomplishing a lot, but is “not well-liked by her peers.” She is probably also “too aggressive,” “not a team player,” “a bit political,” “can’t be trusted,” or “difficult.

Wow,” he said, his voice as sarcastic as before. “I had no idea I was related to such an accomplished detective. Is that where you were the past couple of days? Doing undercover work? Tell me, Detective Oliviera, what else did you and your CSI team learn during your amazing investigation?” “She learned,” Mr. Liu said, taking a menacing step forward, “that boys who smart off to ladies often get slapped.

A true Leader does not point fingers A true Leader does not assign blame A true Leader does not celebrate the mistakes of others A true Leader points you in the right direction A true Leader assigns praise however meager the task A true Leader celebrates the accomplishments of his team I true Leader Leads.

Life is full of all sorts of setbacks and twists and turns and disappointments. The character of this team will be how well you will come back from this letdown, this defeat. You could still be a great team and you can still accomplish great things as football players but it's going to take a real resolve to do it." -Coach Ladouceur

Look at the Wikipedia entry for any famous doctor, and you’ll see: ‘He proved himself an accomplished rugby player in youth leagues. He excelled as a distance runner and in his final year at school was vice-captain of the athletics team.’ This particular description is of a certain Dr H. Shipman, so perhaps it’s not a rock-solid system.

The only meaningful measure for a leader is whether the team succeeds or fails. For all the definitions, descriptions, and characterizations of leaders, there are only two that matter: effective and ineffective. Effective leaders lead successful teams that accomplish their mission and win. Ineffective leaders do not. The

Every great thing that has been accomplished, and is yet to be accomplished, starts with a dream.

Definite purpose, absolute commitment.

Success is based on people first and strategy second. Build a great team and you will accomplish things beyond your wildest dreams.

Once people stop making excuses, stop blaming others, and take ownership of everything in their lives, they are compelled to take action to solve their problems. They are better leaders, better followers, more dependable and actively contributing team members, and more skilled in aggressively driving toward mission accomplishment. But they’re also humble—able to keep their egos from damaging relationships and adversely impacting the mission and the team.

We wrote this so that the leadership lessons can continue to impact teams beyond the battlefield in all leadership situations—any company, team, or organization in which a group of people strives to achieve a goal and accomplish a mission.

I personally believe mavericks are people who write their own rulebook. They are the ones who act first and talk later. They are fiercely independent thinkers who know how to fight the lizard brain (to use Seth Godin’s term). I don’t believe many are born, rather they are products of an environment, or their experiences. They are usually the people that find the accepted norm does not meet their requirements and have the self-confidence, appetite, independence, degree of self reliance and sufficient desire to carve out their own niche in life. I believe a maverick thinker can take a new idea, champion it, and push it beyond the ability of a normal person to do so. I also believe the best mavericks can build a team, can motivate with their vision, their passion, and can pull together others to accomplish great things. A wise maverick knows that they need others to give full form to their views and can gather these necessary contributors around them. Mavericks, in my experience, fall into various categories – a/ the totally off-the-wall, uncontrollable genius who won’t listen to anyone; b/ the person who thinks that they have the ONLY solution to a challenge but prepared to consider others’ views on how to conquer the world &, finally, the person who thinks laterally to overcome problems considered to be irresolvable. I like in particular the third category. The upside is that mavericks, because of their different outlook on life, often sees opportunities and solutions that others cannot. But the downside is that often, because in life there is always some degree of luck in success (i.e. being in the right place at the right time), mavericks that fail are often ridiculed for their unorthodox approach. However when they succeed they are acclaimed for their inspiration. It is indeed a fine line they walk in life.

Don’t strive to be a well-rounded leader. Instead, discover your zone and stay there. Then delegate everything else. Admitting a weakness is a sign of strength. Acknowledging weakness doesn’t make a leader less effective. Everybody in your organization benefits when you delegate responsibilities that fall outside your core competency. Thoughtful delegation will allow someone else in your organization to shine. Your weakness is someone’s opportunity. Leadership is not always about getting things done “right.” Leadership is about getting things done through other people. The people who follow us are exactly where we have led them. If there is no one to whom we can delegate, it is our own fault. As a leader, gifted by God to do a few things well, it is not right for you to attempt to do everything. Upgrade your performance by playing to your strengths and delegating your weaknesses. There are many things I can do, but I have to narrow it down to the one thing I must do. The secret of concentration is elimination. Devoting a little of yourself to everything means committing a great deal of yourself to nothing. My competence in these areas defines my success as a pastor. A sixty-hour workweek will not compensate for a poorly delivered sermon. People don’t show up on Sunday morning because I am a good pastor (leader, shepherd, counselor). In my world, it is my communication skills that make the difference. So that is where I focus my time. To develop a competent team, help the leaders in your organization discover their leadership competencies and delegate accordingly. Once you step outside your zone, don’t attempt to lead. Follow. The less you do, the more you will accomplish. Only those leaders who act boldly in times of crisis and change are willingly followed. Accepting the status quo is the equivalent of accepting a death sentence. Where there’s no progress, there’s no growth. If there’s no growth, there’s no life. Environments void of change are eventually void of life. So leaders find themselves in the precarious and often career-jeopardizing position of being the one to draw attention to the need for change. Consequently, courage is a nonnegotiable quality for the next generation leader. The leader is the one who has the courage to act on what he sees. A leader is someone who has the courage to say publicly what everybody else is whispering privately. It is not his insight that sets the leader apart from the crowd. It is his courage to act on what he sees, to speak up when everyone else is silent. Next generation leaders are those who would rather challenge what needs to change and pay the price than remain silent and die on the inside. The first person to step out in a new direction is viewed as the leader. And being the first to step out requires courage. In this way, courage establishes leadership. Leadership requires the courage to walk in the dark. The darkness is the uncertainty that always accompanies change. The mystery of whether or not a new enterprise will pan out. The reservation everyone initially feels when a new idea is introduced. The risk of being wrong. Many who lack the courage to forge ahead alone yearn for someone to take the first step, to go first, to show the way. It could be argued that the dark provides the optimal context for leadership. After all, if the pathway to the future were well lit, it would be crowded. Fear has kept many would-be leaders on the sidelines, while good opportunities paraded by. They didn’t lack insight. They lacked courage. Leaders are not always the first to see the need for change, but they are the first to act. Leadership is about moving boldly into the future in spite of uncertainty and risk. You can’t lead without taking risk. You won’t take risk without courage. Courage is essential to leadership.

Linked together as a team with one goal, we soon realized we were only as strong as our weakest link. But did we condemn the weaker member? That wouldn’t serve any purpose. Instead, the stronger guys responded by carrying more weight than the weaker teammate. Encouragement was key in reaching the top of the stadium, standing as one. Sometimes one person on your team may not be as strong as another. Strengths usually differ. Likewise, in an encounter with another, someone may have a different set of beliefs or ideas.To accomplish any goal, embracing the strengths and weaknesses of each member and compensating where necessary are the best ways to make it to the top.

I will never quit. I persevere and thrive on adversity. My Nation expects me to be physically harder and mentally stronger than my enemies. If knocked down, I will get back up, every time. I will draw on every remaining ounce of strength to protect my teammates and to accomplish our mission. I am never out of the fight.” As I mentioned, my name is Marcus.

Team spirit promotes greater accomplishment.

A task is only difficulty, when we not find the best strategy to get it done.

remove individual ego and personal agenda. It’s all about the mission. How can you best get your team to most effectively execute the plan in order to accomplish the mission?

You’re only as good as the team that surrounds you, so help one another, split up the tasks, and utilize each other’s skills and talents.

We live in a society that only embraces success and that is who we are. It takes a great deal of inner strength to deal with the time commitment of coaching when very little seems to be accomplished.

NBA superstar David Robinson remarked, “I think any player will tell you that individual accomplishments help your ego, but if you don’t win, it makes for a very, very long season. It counts more that the team has played well.

A boat was a place where no one could reach you, a place where some boy couldn't slide into your path to make you a prop in his joke. Even when the boys rowed past us, all we'd do was holler or chant; we didn't have to drop everything to watch them, which was the usual expectation. (Do you remember, for instance, the fake Woodstock that Marco Washington and Mike Stiles set up on the quad? They hauled couches from the dorms, used extension cords for guitars and stand mics. I joined the audience to listen to their terrible playing because it was the thing to do. Just as Open Dorm nights were for girls to feign interest in boys playing video games. Just as the only sporting events with full stands were for boys' teams. At the time, what rankled was the idea that we were supposed to see these boys as the stars, to fall at their sweaty feet. What bothers me now is those boys internalizing girls as audience, there only to act as mirrors, to make their accomplishments realer.)

He had spoken to me before he went onstage. “There’s a myth we all carry inside our head,” Bock said. “We think we need superstars. But that’s not what our research found. You can take a team of average performers, and if you teach them to interact the right way, they’ll do things no superstar could ever accomplish.

One: set inspiring and measurable goals. Two: make sure you and your team are always making progress toward that desired end state. No matter how many other things are on your plate. And three: set a cadence that makes sure the group both remembers what they are trying to accomplish and holds each other accountable.

The only meaningful measure for a leader is whether the team succeeds or fails. For all the definitions, descriptions, and characterizations of leaders, there are only two that matter: effective and ineffective. Effective leaders lead successful teams that accomplish their mission and win. Ineffective leaders do not.

An aggressive mind-set should be the default setting of any leader. Default: Aggressive. This means that the best leaders, the best teams, don’t wait to act. Instead, understanding the strategic vision (or commander’s intent), they aggressively execute to overcome obstacles, capitalize on immediate opportunities, accomplish the mission, and win.

There is an amazing beauty and strength in diversity. Everyone has something special to offer, everyone has a gift that can add value to the organization, community and even the world. People with different tribe, race, religion and nationality can come together and accomplish something extraordinary. The key is the culture of unity and team work.

PJs use parachuting skills to raid into enemy territory to rescue and save lives; army rangers parachute onto the battle field to kill enemy soldiers and capture ground, while a Green Beret will infiltrate a remote, hostile area to teach the local populace how to fight and defend themselves against an enemy. Recon marines can sneak into enemy territory and learn all their secrets. SEALs are small direct-action-oriented teams that can infiltrate areas by sea air, or land to accomplish their objectives, such as capturing or destroying high value targets. Air force combat controllers call in airstrikes, help seize enemy airfields, and use their air traffic control skills to orchestrate everything from large-scale aerial invasions to small insertions of American planes and soldiers. All of these elite units consider themselves exclusive brotherhoods. Members of these outfits live at the most dangerous extreme of human experience and entrust their lives to each other. They focus on a common mission and share unique experiences of adventure and danger.

the bigger the goal, the more effort it requires, the more dopamine we get. This is why it feels really good to work hard to accomplish something difficult, while doing something quick and easy may only give us a little hit if anything at all. In other words, it feels good to put in a lot of effort to accomplish something. There is no biological incentive to do nothing.

To master the virtual equation and make all the elements work together, you have to become the connector. In fact, your greatest role as a virtual manager is to link the various parts of his/her team to accomplish the goals that lead to its formation in the first place. You may need to shift gears, perform ream tune-ups, realign, and refuel your team's energy along the way.

Just as I believe everyone should have a long-term dream, I also believe everyone should have an eighteen-month plan. (I say eighteen months because two years seems too long and one year seems too short, but it does not have to be any exact amount of time.) Typically, my eighteen-month plan sets goals on two fronts. First and most important, I set targets for what my team can accomplish.

understood that part of the reason large teams are crippled in their ability to innovate and move fast is that because it’s hard work to manage them, companies build infrastructure to make sure people are doing the right things. But the teams I saw that accomplished great stuff just knew what they most needed to accomplish; they didn’t need elaborate procedures, and certainly not incentives.

But without a team—a group of individuals working to accomplish a mission—there can be no leadership. The only meaningful measure for a leader is whether the team succeeds or fails. For all the definitions, descriptions, and characterizations of leaders, there are only two that matter: effective and ineffective. Effective leaders lead successful teams that accomplish their mission and win. Ineffective leaders do not. The

Globoforce worked with Cisco to use recognition to boost employee engagement by 5 percent, and with Intuit to achieve and sustain a double-digit increase in employee engagement over a large employee base that spans six countries. Hershey’s recognition approach helped increase employee satisfaction by 11 percent. And for LinkedIn, retention rates are nearly 10 percentage points higher for new hires who are recognized four or more times. Whether we’re leading a group or a member of the team, whether we’re working in a formal or informal recognition program, it is our responsibility to say to the people who work alongside us: “We’ve got to stop and celebrate one another and our victories, no matter how small. Yes, there’s more work to be done, and things could go sideways in an hour, but that will never take away from the fact that we need to celebrate an accomplishment right now.

When the office environment is frustrating enough, people look for a place to hide out. They book the conference rooms or head for the library or wander off for coffee and just don’t come back. No, they are not meeting for secret romance or plotting political coups; they are hiding out to work. The good news here is that your people really do need to feel the accomplishment of work completed. They will go to great extremes to make that happen.

Accomplishing the maximum impact on student learning depends on teams of teachers working together, with excellent leaders or coaches, agreeing on worthwhile outcomes, setting high expectations, knowing the students’ starting and desired success in learning, seeking evidence continually about their impact on all students, modifying their teaching in light of this evaluation, and joining in the success of truly making a difference to student outcomes.

contrary to conventional leadership in which the leader’s focus is on himself and what he can accomplish and achieve. Rather, the focus is on those being served. Servant leaders do many of the same things other leaders do—cast vision, build teams, allocate resources, and so on. The big difference is their orientation and their motivation; these make all the difference in the world. They possess an others-first mindset. The servant leader constantly works to help others win.

But the leader’s access to information is not the problem. We can work harder, but how much can we actually take in? Attention studies have shown that most people can thoughtfully consider only one thing at a time, and that multitasking dramatically degrades our ability to accomplish tasks requiring cognitive concentration. Given these limitations, the idea that a “heroic leader” enabled with an über-network of connectivity can simultaneously control a thousand marionettes on as many stages is unrealistic.

1. Recruit the smallest group of people who can accomplish what must be done quickly and with high quality. Comparative Advantage means that some people will be better than others at accomplishing certain tasks, so it pays to invest time and resources in recruiting the best team for the job. Don’t make that team too large, however—Communication Overhead makes each additional team member beyond a core of three to eight people a drag on performance. Small, elite teams are best. 2. Clearly communicate the desired End Result, who is responsible for what, and the current status. Everyone on the team must know the Commander’s Intent of the project, the Reason Why it’s important, and must clearly know the specific parts of the project they’re individually responsible for completing—otherwise, you’re risking Bystander Apathy. 3. Treat people with respect. Consistently using the Golden Trifecta—appreciation, courtesy, and respect—is the best way to make the individuals on your team feel Important and is also the best way to ensure that they respect you as a leader and manager. The more your team works together under mutually supportive conditions, the more Clanning will naturally occur, and the more cohesive the team will become. 4. Create an Environment where everyone can be as productive as possible, then let people do their work. The best working Environment takes full advantage of Guiding Structure—provide the best equipment and tools possible and ensure that the Environment reinforces the work the team is doing. To avoid having energy sapped by the Cognitive Switching Penalty, shield your team from as many distractions as possible, which includes nonessential bureaucracy and meetings. 5. Refrain from having unrealistic expectations regarding certainty and prediction. Create an aggressive plan to complete the project, but be aware in advance that Uncertainty and the Planning Fallacy mean your initial plan will almost certainly be incomplete or inaccurate in a few important respects. Update your plan as you go along, using what you learn along the way, and continually reapply Parkinson’s Law to find the shortest feasible path to completion that works, given the necessary Trade-offs required by the work. 6. Measure to see if what you’re doing is working—if not, try another approach. One of the primary fallacies of effective Management is that it makes learning unnecessary. This mind-set assumes your initial plan should be 100 percent perfect and followed to the letter. The exact opposite is true: effective Management means planning for learning, which requires constant adjustments along the way. Constantly Measure your performance across a small set of Key Performance Indicators (discussed later)—if what you’re doing doesn’t appear to be working, Experiment with another approach.

Jill’s words reminded me of a concept I learned in the Army: the 80 percent solution. As Army leaders, we were trained to recognize that the 100 percent solution—absolute perfection—isn’t realistic, so the 80 percent solution was our goal: Get most things right, and get your butt moving to accomplish the mission. If you have 80 percent handled and a well-trained team, you’ll be able to deal with whatever contingencies arise. But if you spend all your time planning to create the 100 percent perfect solution, the troops won’t have time to prepare, train, and actually execute the mission.

It’s natural for anyone in a leadership position to blame subordinate leaders and direct reports when something goes wrong. Our egos don’t like to take blame. But it’s on us as leaders to see where we failed to communicate effectively and help our troops clearly understand what their roles and responsibilities are and how their actions impact the bigger strategic picture. “Remember, it’s not about you,” I continued. “It’s not about the drilling superintendent. It’s about the mission and how best to accomplish it. With that attitude exemplified in you and your key leaders, your team will dominate.

SECTION IV: CALIBRATED QUESTIONS Prepare three to five calibrated questions to reveal value to you and your counterpart and identify and overcome potential deal killers. Effective negotiators look past their counterparts’ stated positions (what the party demands) and delve into their underlying motivations (what is making them want what they want). Motivations are what they are worried about and what they hope for, even lust for. Figuring out what the other party is worried about sounds simple, but our basic human expectations about negotiation often get in the way. Most of us tend to assume that the needs of the other side conflict with our own. We tend to limit our field of vision to our issues and problems, and forget that the other side has its own unique issues based on its own unique worldview. Great negotiators get past these blinders by being relentlessly curious about what is really motivating the other side. Harry Potter author J. K. Rowling has a great quote that sums up this concept: “You must accept the reality of other people. You think that reality is up for negotiation, that we think it’s whatever you say it is. You must accept that we are as real as you are; you must accept that you are not God.” There will be a small group of “What” and “How” questions that you will find yourself using in nearly every situation. Here are a few of them: What are we trying to accomplish? How is that worthwhile? What’s the core issue here? How does that affect things? What’s the biggest challenge you face? How does this fit into what the objective is? QUESTIONS TO IDENTIFY BEHIND-THE-TABLE DEAL KILLERS When implementation happens by committee, the support of that committee is key. You’ll want to tailor your calibrated questions to identify and unearth the motivations of those behind the table, including: How does this affect the rest of your team? How on board are the people not on this call? What do your colleagues see as their main challenges in this area? QUESTIONS TO IDENTIFY AND DIFFUSE DEAL-

I have a small mind, but big goals. I have a small heart, but big ambitions. I have a small soul, but big dreams. I have small eyes, but a big vision. I have small ears, but big understanding. I have small hands, but big reach. I have a small tongue, but a big opinion. I have a small nose, but a big sense. I have a small mouth, but a big lecture. I have a small message, but a big audience. I have a small title, but a big education. I have a small purse, but a big gift. I have a small lesson, but a big classroom. I have a small resume, but a big accomplishment. I have a small company, but a big project. I have a small budget, but a big profit. I have a small team, but a big success. I have a small reputation, but a big destiny.

Circuitry for self-confidence depends on a child’s ability to locate identity over observable behavior; this comes from growing up in a family that focuses more on what’s “inside” a child (enduring qualities, feelings, ideas) than what is “outside” (accomplishments, outcomes, labels). In regard to your child’s sports team, for example, inside stuff might be her effort in practice, her attitude when winning and losing, and her willingness to try new things; outside stuff might be her number of goals or home runs, or labels like “most valuable player.” When it comes to academics, inside stuff might be willingness to try a bonus math problem, spending time on studying, and showing enthusiasm about a subject; outside stuff might be a grade, a test score, or a label like “smartest kid in class.

Build, Build, Build has been the target of fake news, trolls, and critics. They have tried to redefine it far from its scope — and in their “proud, most credible voice” — report it as truth. Are they confused or just simply cunning? During the upcoming elections, many will try to discredit the accomplishments of 6.5 million construction workers. They will say that what we have completed is not enough, that there could have been many things that we could have done still, or that we never really worked at all. Allow me to say — if you are reading this, and you’re part of the Build, Build, Build team - without you, we wouldn’t have been able to build 29,264 kilometers of roads, 5,950 bridges, 11,340 flood control projects, 222 evacuation centers, 150,149 classrooms, 214 airport projects, and 451 seaport projects.

One of the most closely guarded secrets of advanced capitalist societies involves the possibility—the real possibility—of radically transforming the nature of housework. A substantial portion of the housewife’s domestic tasks can actually be incorporated into the industrial economy. In other words, housework need no longer be considered necessarily and unalterably private in character. Teams of trained and well-paid workers, moving from dwelling to dwelling, engineering technologically advanced cleaning machinery, could swiftly and efficiently accomplish what the present-day housewife does so arduously and primitively. Why the shroud of silence surrounding this potential of radically redefining the nature of domestic labor? Because the capitalist economy is structurally hostile to the industrialization of housework.

Cultivate Level 5 Leadership Our research showed that having charismatic leadership doesn’t explain why some companies become great and others don’t. In fact, some of the most disastrous comparison cases had very strong, charismatic leadership in the very era that the companies fell or failed. Rather, our research found that the critical ingredient is Level 5 leadership. The essence of Level 5 leadership is a paradoxical combination of personal humility and indomitable will. The humility expressed at Level 5 isn’t a false humbleness; it’s a subjugation of personal ego in service to a cause beyond oneself. This humility is combined with the fierce resolve to do whatever it takes (no matter how difficult) to best serve that cause. Level 5 leaders are incredibly ambitious, but they channel their ambition into building a great team or organization and accomplishing a shared mission that’s ultimately not about them.

something that cannot be memorized and graded: a great doctor must have a huge heart and a distended aorta through which pumps a vast lake of compassion and human kindness. At least, that’s what you’d think. In reality, medical schools don’t give the shiniest shit about any of that. They don’t even check you’re OK with the sight of blood. Instead, they fixate on extracurricular activities. Their ideal student is captain of two sports teams, the county swimming champion, leader of the youth orchestra and editor of the school newspaper. It’s basically a Miss Congeniality contest without the sash. Look at the Wikipedia entry for any famous doctor, and you’ll see: ‘He proved himself an accomplished rugby player in youth leagues. He excelled as a distance runner and in his final year at school was vice-captain of the athletics team.’ This particular description is of a certain Dr H. Shipman, so perhaps it’s not a rock-solid system.

I’m not suggesting anyone has acted illegally. To the contrary: CEOs believe they are supposed to maximize shareholder returns, and one means of accomplishing that goal is to play the political game as well as it possibly can be played and field the largest and best legal and lobbying teams available. Trade associations see their role as representing the best interests of their corporate members, which requires lobbying ferociously, raising as much money as possible for political campaigns of pliant lawmakers, and even offering jobs to former government officials. Public officials, for their part, perceive their responsibility as acting in the public interest. But the public interest is often understood as emerging from a consensus of the organized interests appearing before them. The larger and wealthier the organization, the better equipped its lawyers and its experts are to assert what’s good for the public. Any official who once worked for such an organization, or who suspects he may work for one in the future, is prone to find such arguments especially persuasive. Inside the mechanism of the “free market,” the economic and political power of the new monopolies feed off and enlarge each other.

a harbinger of a third wave of computing, one that blurred the line between augmented human intelligence and artificial intelligence. “The first generation of computers were machines that counted and tabulated,” Rometty says, harking back to IBM’s roots in Herman Hollerith’s punch-card tabulators used for the 1890 census. “The second generation involved programmable machines that used the von Neumann architecture. You had to tell them what to do.” Beginning with Ada Lovelace, people wrote algorithms that instructed these computers, step by step, how to perform tasks. “Because of the proliferation of data,” Rometty adds, “there is no choice but to have a third generation, which are systems that are not programmed, they learn.”27 But even as this occurs, the process could remain one of partnership and symbiosis with humans rather than one designed to relegate humans to the dustbin of history. Larry Norton, a breast cancer specialist at New York’s Memorial Sloan-Kettering Cancer Center, was part of the team that worked with Watson. “Computer science is going to evolve rapidly, and medicine will evolve with it,” he said. “This is coevolution. We’ll help each other.”28 This belief that machines and humans will get smarter together is a process that Doug Engelbart called “bootstrapping” and “coevolution.”29 It raises an interesting prospect: perhaps no matter how fast computers progress, artificial intelligence may never outstrip the intelligence of the human-machine partnership. Let us assume, for example, that a machine someday exhibits all of the mental capabilities of a human: giving the outward appearance of recognizing patterns, perceiving emotions, appreciating beauty, creating art, having desires, forming moral values, and pursuing goals. Such a machine might be able to pass a Turing Test. It might even pass what we could call the Ada Test, which is that it could appear to “originate” its own thoughts that go beyond what we humans program it to do. There would, however, be still another hurdle before we could say that artificial intelligence has triumphed over augmented intelligence. We can call it the Licklider Test. It would go beyond asking whether a machine could replicate all the components of human intelligence to ask whether the machine accomplishes these tasks better when whirring away completely on its own or when working in conjunction with humans. In other words, is it possible that humans and machines working in partnership will be indefinitely more powerful than an artificial intelligence machine working alone?

When we get down to potential versus reality in relationships, we often see disappointment, not successful achievement. In the Church, if someone creates nuclear fallout in a calling, they are often released or reassigned quickly. Unfortunately, we do not have that luxury when we marry. So many of us have experienced this sad realization in the first weeks of our marriages. For example, we realized that our partner was not going to live up to his/her potential and give generously to the partnership. While fighting the mounting feelings of betrayal, we watched our new spouses claim a right to behave any way they desired, often at our expense. Most of us made the "best" of a truly awful situation but felt like a rat trapped in maze. We raised a family, played our role, and hoped that someday things would change if we did our part. It didn't happen, but we were not allowed the luxury of reassigning or releasing our mates from poor stewardship as a spouse or parent. We were stuck until we lost all hope and reached for the unthinkable: divorce. Reality is simple for some. Those who stay happily married (the key word here is happily are the ones who grew and felt companionship from the first days of marriage. Both had the integrity and dedication to insure its success. For those of us who are divorced, tracing back to those same early days, potential disappeared and reality reared its ugly head. All we could feel, after a sealing for "time and all eternity," was bound in an unholy snare. Take the time to examine the reality of who your sweetheart really is. What do they accomplish by natural instinct and ability? What do you like/dislike about them? Can you live with all the collective weaknesses and create a happy, viable union? Are you both committed to making each other happy? Do you respect each other's agency, and are you both encouraging and eager to see the two of you grow as individuals and as a team? Do you both talk-the-talk and walk-the-walk? Or do you love them and hope they'll change once you're married to them? Chances are that if the answer to any of these questions are "sorta," you are embracing their potential and not their reality. You may also be embracing your own potential to endure issues that may not be appropriate sacrifices at this stage in your life. No one changes without the internal impetus and drive to do so. Not for love or money. . . . We are complex creatures, and although we are trained to see the "good" in everyone, it is to our benefit to embrace realism when it comes to finding our "soul mate." It won't get much better than what you have in your relationship right now.

It’s about a letter Facebook promised the privacy commissioner in Hong Kong, responding to questions about the privacy of Facebook users there: Update: Rob and I spoke with Vaughan and Zhen on the China team yesterday, and they flagged a potential complication arising from the likely course of our negotiations with the Chinese government. In exchange for the ability to establish operations in China, FB will agree to grant the Chinese government access to Chinese users’ data—including Hongkongese users’ data. Facebook will grant the Chinese government access to Chinese users’ data—including Hong Kong users’ data—in exchange for getting into China? This can’t be true. It’s one of those crazy ideas the other offices at Facebook are always floating that Marne and I beat back down before they go very far. This proposal, which would surely violate the consent order Facebook agreed to with the Federal Trade Commission in 2012 (and the earlier 2011 agreement with the Irish Data Protection Commission), doubtless is the work of juniors who haven’t subjected it to any scrutiny by the actual decision makers at Facebook. This is so far-fetched I’m sure there’s no danger of it becoming real anytime soon or ever. So I ignore it, even though the next sentence in the email explains exactly how Facebook would accomplish this: New users in China will agree to a modified DUP/SRR reflecting this practice, but we will have to re-TOS Hongkongese users. Translation: new users in China will have a new Data Use Policy they’ll agree to when they sign up for Facebook—a policy that discloses that the Chinese government will have access to their data—and existing users in Hong Kong will be forced to accept a new Terms of Service (the contract Facebook has with its users) that will also contain this stipulation.

The first cut at the problem—the simplest but still eye-opening—is to ask how much income would have to be transferred from rich countries to poor countries to lift all of the world’s extreme poor to an income level sufficient to meet basic needs. Martin Ravallion and his colleagues on the World Bank’s poverty team have gathered data to address this question, at least approximately. The World Bank estimates that meeting basic needs requires $1.08 per day per person, measured in 1993 purchasing-power adjusted prices. Using household surveys, the Ravallion team has calculated the numbers of poor people around the world who live below that threshold, and the average incomes of those poor. According to the Bank’s estimates, 1.1 billion people lived below the $1.08 level as of 2001, with an average income of $0.77 per day, or $281 per year. More important, the poor had a shortfall relative to basic needs of $0.31 per day ($1.08 minus $0.77), or $113 per year. Worldwide, the total income shortfall of the poor in 2001 was therefore $113 per year per person multiplied by 1.1 billion people, or $124 billion. Using the same accounting units (1993 purchasing power adjusted U.S. dollars), the income of the twenty-two donor countries of the Development Assistance Committee (DAC) in 2001 was $20.2 trillion. Thus a transfer of 0.6 percent of donor income, amounting to $124 billion, would in theory raise all 1.1 billion of the world’s extreme poor to the basic-needs level. Notably, this transfer could be accomplished within the 0.7 percent of the GNP target of the donor countries. That transfer would not have been possible in 1980, when the numbers of the extreme poor were larger (1.5 billion) and the incomes of the rich countries considerably smaller. Back in 1981, the total income gap was around $208 billion (again, measured in 1993 purchasing power prices) and the combined donor country GNP was $13.2 trillion. Then it would have required 1.6 percent of donor income in transfers to raise the extreme poor to the basic-needs level.

-Write out a conversation with your inner voice. Begin the entry with a question directed to yourself, then write your mental response. It may help to label the different voices A and B. Dialogue writing is a very effective way to get to the heart of the matter. The following passage is an example of typical dialogue writing: A: Tomorrow is a big day. You have an interview at a college. How do you feel? B: I am really nervous. This is the first interview and I don’t know what it is going to be like. A: What are you afraid of? B: I’m afraid I’ll stutter and say something stupid. I’m worried the person will ask a question and I won’t know what to say. A: What do you want to discuss? B: I think it is good that I was on the basketball team for four years. That shows commitment and dedication. I also got decent grades and earned a blue ribbon at the science fair. A: What about your hobbies outside of school? B: I really like to read. I could mention that. I could talk also about the vacations my family has taken. They are pretty interesting. I enjoy my part-time retail job. A: It sounds like you do a lot. B: I guess I am good at organizing my life and accomplishing what needs to be done. Hey, that would sound good in an interview! -Try focused “freewriting.” Pick one topic, such as school, friends, or family, and write everything that comes to mind about that topic. Write for at least ten minutes or until you’re certain that you have run out of things to write. -Write your belief system. Start by writing “I believe…” at the top of a clean page. Then write whatever comes to mind. It may help to ask yourself questions when you get stuck such as “What do I believe about friendship?” “What is my personal style?” or “What are my gifts and abilities?” -Write about an event from your perspective, then write about the same event from someone else’s point of view. For example, if you had a hard time answering a question during class, write about how you felt, what you thought, and how you behaved. Next, pretend you are the teacher writing about the same event. What do you think he or she was thinking? How did he or she act? This exercise is a great way to show that there are multiple ways of seeing the same situation.

Bram stared into a pair of wide, dark eyes. Eyes that reflected a surprising glimmer of intelligence. This might be the rare female a man could reason with. “Now, then,” he said. “We can do this the easy way, or we can make things difficult.” With a soft snort, she turned her head. It was as if he’d ceased to exist. Bram shifted his weight to his good leg, feeling the stab to his pride. He was a lieutenant colonel in the British army, and at over six feet tall, he was said to cut an imposing figure. Typically, a pointed glance from his quarter would quell the slightest hint of disobedience. He was not accustomed to being ignored. “Listen sharp now.” He gave her ear a rough tweak and sank his voice to a low threat. “If you know what’s good for you, you’ll do as I say.” Though she spoke not a word, her reply was clear: You can kiss my great woolly arse. Confounded sheep. “Ah, the English countryside. So charming. So…fragrant.” Colin approached, stripped of his London-best topcoat, wading hip-deep through the river of wool. Blotting the sheen of perspiration from his brow with his sleeve, he asked, “I don’t suppose this means we can simply turn back?” Ahead of them, a boy pushing a handcart had overturned his cargo, strewing corn all over the road. It was an open buffet, and every ram and ewe in Sussex appeared to have answered the invitation. A vast throng of sheep bustled and bleated around the unfortunate youth, gorging themselves on the spilled grain-and completely obstructing Bram’s wagons. “Can we walk the teams in reverse?” Colin asked. “Perhaps we can go around, find another road.” Bram gestured at the surrounding landscape. “There is no other road.” They stood in the middle of the rutted dirt lane, which occupied a kind of narrow, winding valley. A steep bank of gorse rose up on one side, and on the other, some dozen yards of heath separated the road from dramatic bluffs. And below those-far below those-lay the sparkling turquoise sea. If the air was seasonably dry and clear, and Bram squinted hard at that thin indigo line of the horizon, he might even glimpse the northern coast of France. So close. He’d get there. Not today, but soon. He had a task to accomplish here, and the sooner he completed it, the sooner he could rejoin his regiment. He wasn’t stopping for anything. Except sheep. Blast it. It would seem they were stopping for sheep. A rough voice said, “I’ll take care of them.” Thorne joined their group. Bram flicked his gaze to the side and spied his hulking mountain of a corporal shouldering a flintlock rifle. “We can’t simply shoot them, Thorne.” Obedient as ever, Thorne lowered his gun. “Then I’ve a cutlass. Just sharpened the blade last night.” “We can’t butcher them, either.” Thorne shrugged. “I’m hungry.” Yes, that was Thorne-straightforward, practical. Ruthless. “We’re all hungry.” Bram’s stomach rumbled in support of the statement. “But clearing the way is our aim at the moment, and a dead sheep’s harder to move than a live one. We’ll just have to nudge them along.” Thorne lowered the hammer of his rifle, disarming it, then flipped the weapon with an agile motion and rammed the butt end against a woolly flank. “Move on, you bleeding beast.

Ellen Braun, an accomplished agile manager, noticed that different behaviors emerge over time as telltale signs of a team’s emotional maturity, a key component in their ability to adjust as things happen to them and to get to the tipping point when “an individual’s self interest shifts to alignment with the behaviors that support team achievement” (Braun 2010). It is better to know some of the questions than all of the answers. —James Thurber Team Dynamics Survey Ellen created a list of survey questions she first used as personal reflection while she observed teams in action. Using these questions the same way, as a pathway to reflection, an agile coach can gain insight into potential team problems or areas for emotional growth. Using them with the team will be more insightful, perhaps as material for a retrospective where the team has the time and space to chew on the ideas that come up. While the team sprints, though, mull them over on your own, and notice what they tell you about team dynamics (Braun 2010). • How much does humor come into day-to-day interaction within the team? • What are the initial behaviors that the team shows in times of difficulty and stress? • How often are contradictory views raised by team members (including junior team members)? • When contradictory views are raised by team members, how often are they fully discussed? • Based on the norms of the team, how often do team members compromise in the course of usual team interactions (when not forced by circumstances)? • To what extent can any team member provide feedback to any other team member (think about negative and positive feedback)? • To what extent does any team member actually provide feedback to any other team member? • How likely would it be that a team member would discuss issues with your performance or behavior with another team member without giving feedback to you directly (triangulating)? • To what extent do you as an individual get support from your team on your personal career goals (such as learning a new skill from a team member)? • How likely would you be to ask team members for help if it required your admission that you were struggling with a work issue? • How likely would you be to share personal information with the team that made you feel vulnerable? • To what extent is the team likely to bring into team discussions an issue that may create conflict or disagreement within the team? • How likely or willing are you to bring into a team discussion an issue that is likely to have many different conflicting points of view? • If you bring an item into a team discussion that is likely to have many different conflicting points of view, how often does the team reach a consensus that takes into consideration all points of view and feels workable to you? • Can you identify an instance in the past two work days when you felt a sense of warmth or inclusion within the context of your team? • Can you identify an instance in the past two days when you felt a sense of disdain or exclusion within the context of your team? • How much does the team make you feel accountable for your work? Mulling over these questions solo or posing them to the team will likely generate a lot of raw material to consider. When you step back from the many answers, perhaps one or two themes jump out at you, signaling the “big things” to address.

How Google Works (Schmidt, Eric) - Your Highlight on Location 3124-3150 | Added on Sunday, April 5, 2015 10:35:40 AM In late 1999, John Doerr gave a presentation at Google that changed the company, because it created a simple tool that let the founders institutionalize their “think big” ethos. John sat on our board, and his firm, Kleiner Perkins, had recently invested in the company. The topic was a form of management by objectives called OKRs (to which we referred in the previous chapter), which John had learned from former Intel CEO Andy Grove.173 There are several characteristics that set OKRs apart from their typical underpromise-and-overdeliver corporate-objective brethren. First, a good OKR marries the big-picture objective with a highly measurable key result. It’s easy to set some amorphous strategic goal (make usability better … improve team morale … get in better shape) as an objective and then, at quarter end, declare victory. But when the strategic goal is measured against a concrete goal (increase usage of features by X percent … raise employee satisfaction scores by Y percent … run a half marathon in under two hours), then things get interesting. For example, one of our platform team’s recent OKRs was to have “new WW systems serving significant traffic for XX large services with latency < YY microseconds @ ZZ% on Jupiter.”174 (Jupiter is a code name, not the location of Google’s newest data center.) There is no ambiguity with this OKR; it is very easy to measure whether or not it is accomplished. Other OKRs will call for rolling out a product across a specific number of countries, or set objectives for usage (e.g., one of the Google+ team’s recent OKRs was about the daily number of messages users would post in hangouts) or performance (e.g., median watch latency on YouTube videos). Second—and here is where thinking big comes in—a good OKR should be a stretch to achieve, and hitting 100 percent on all OKRs should be practically unattainable. If your OKRs are all green, you aren’t setting them high enough. The best OKRs are aggressive, but realistic. Under this strange arithmetic, a score of 70 percent on a well-constructed OKR is often better than 100 percent on a lesser one. Third, most everyone does them. Remember, you need everyone thinking in your venture, regardless of their position. Fourth, they are scored, but this scoring isn’t used for anything and isn’t even tracked. This lets people judge their performance honestly. Fifth, OKRs are not comprehensive; they are reserved for areas that need special focus and objectives that won’t be reached without some extra oomph. Business-as-usual stuff doesn’t need OKRs. As your venture grows, the most important OKRs shift from individuals to teams. In a small company, an individual can achieve incredible things on her own, but as the company grows it becomes harder to accomplish stretch goals without teammates. This doesn’t mean that individuals should stop doing OKRs, but rather that team OKRs become the more important means to maintain focus on the big tasks. And there’s one final benefit of an OKR-driven culture: It helps keep people from chasing competitors. Competitors are everywhere in the Internet Century, and chasing them (as we noted earlier) is the fastest path to mediocrity. If employees are focused on a well-conceived set of OKRs, then this isn’t a problem. They know where they need to go and don’t have time to worry about the competition. ==========

All the many successes and extraordinary accomplishments of the Gemini still left NASA’s leadership in a quandary. The question voiced in various expressions cut to the heart of the problem: “How can we send men to the moon, no matter how well they fly their ships, if they’re pretty helpless when they get there? We’ve racked up rendezvous, docking, double-teaming the spacecraft, starting, stopping, and restarting engines; we’ve done all that. But these guys simply cannot work outside their ships without exhausting themselves and risking both their lives and their mission. We’ve got to come up with a solution, and quick!” One manned Gemini mission remained on the flight schedule. Veteran Jim Lovell would command the Gemini 12, and his space-walking pilot would be Buzz Aldrin, who built on the experience of the others to address all problems with incredible depth and finesse. He took along with him on his mission special devices like a wrist tether and a tether constructed in the same fashion as one that window washers use to keep from falling off ledges. The ruby slippers of Dorothy of Oz couldn’t compare with the “golden slippers” Aldrin wore in space—foot restraints, resembling wooden Dutch shoes, that he could bolt to a work station in the Gemini equipment bay. One of his neatest tricks was to bring along portable handholds he could slap onto either the Gemini or the Agena to keep his body under control. A variety of space tools went into his pressure suit to go along with him once he exited the cabin. On November 11, 1966, the Gemini 12, the last of its breed, left earth and captured its Agena quarry. Then Buzz Aldrin, once and for all, banished the gremlins of spacewalking. He proved so much a master at it that he seemed more to be taking a leisurely stroll through space than attacking the problems that had frustrated, endangered, and maddened three previous astronauts and brought grave doubts to NASA leadership about the possible success of the manned lunar program. Aldrin moved down the nose of the Gemini to the Agena like a weightless swimmer, working his way almost effortlessly along a six-foot rail he had locked into place once he was outside. Next came looping the end of a hundred-foot line from the Agena to the Gemini for a later experiment, the job that had left Dick Gordon in a sweatbox of exhaustion. Aldrin didn’t show even a hint of heavy breathing, perspiration, or an increased heartbeat. When he spoke, his voice was crisp, sharp, clear. What he did seemed incredibly easy, but it was the direct result of his incisive study of the problems and the equipment he’d brought from earth. He also made sure to move in carefully timed periods, resting between major tasks, and keeping his physical exertion to a minimum. When he reached the workstation in the rear of the Gemini, he mounted his feet and secured his body to the ship with the waist tether. He hooked different equipment to the ship, dismounted other equipment, shifted them about, and reattached them. He used a unique “space wrench” to loosen and tighten bolts with effortless skill. He snipped wires, reconnected wires, and connected a series of tubes. Mission Control hung on every word exchanged between the two astronauts high above earth. “Buzz, how do those slippers work?” Aldrin’s enthusiastic voice came back like music. “They’re great. Great! I don’t have any trouble positioning my body at all.” And so it went, a monumental achievement right at the end of the Gemini program. Project planners had reached all the way to the last inch with one crucial problem still unsolved, and the man named Aldrin had whipped it in spectacular fashion on the final flight. Project Gemini was

ORDINARY PEOPLE Guess what? Most of us are ordinary people just trying to live our lives. We worry about paying bills, educating kids, our favorite team winning a championship, getting a promotion, caring for elderly parents, taking an occasional vacation, having time for a hobby, and relaxing now and then. We are more alike than we are different, and our commonality as human beings opens the door for connection and conversation. Even ordinary people have extraordinary things happen to them that make for excellent conversation. Every person I know has had an extraordinary experience of one kind or another. Lurking somewhere in your conversation is a hilarious event, a once-in-a-lifetime vacation, a ridiculous moment, an ex-citing accomplishment, a hair-raising happy-ending tale an uncanny coincidence, or an incredible adventure. Find it and bring it out! Almost anything is a conversation in the making.

Put simply, Cover and Move means teamwork. All elements within the greater team are crucial and must work together to accomplish the mission, mutually supporting one another for that singular purpose. Departments and groups within the team must break down silos, depend on each other and understand who depends on them. If they forsake this principle and operate independently or work against each other, the results can be catastrophic to the overall team’s performance.

How did the team accomplish so much, so quickly, and for so long? The answers require an appreciation of Johnson’s unsurpassed work ethic, the feeling among staff members that they were learning important skills, and the sense of shared engagement in a significant mission.

The objectives do not need to cover every little thing the team does, but they should cover what the team needs to accomplish.

When a woman excels at her job, both male and female coworkers will remark that she may be accomplishing a lot but is “not as well-liked by her peers.” She is probably also “too aggressive,” “not a team player,” “a bit political,” “can’t be trusted,” or “difficult.” At least, those are all things that have been said about me and almost every senior woman I know. The world seems to be asking why we can’t be less like Heidi and more like Howard.

Some people find collecting stamps or following their favourite football team an entirely adequate way of giving purpose to their lives. There is nothing irrational about that; but others again seek something more significant as they become more aware of their situation in the world and more reflective about their purposes. To this third group, the ethical point of view offers a meaning and purpose in life that one does not grow out of. At least, one cannot grow out of the ethical point of view until all ethical tasks have been accomplished. If that utopia were ever achieved, our purposive nature might well leave us dissatisfied, much as egoists might be dissatisfied when they have everything they need to be happy.

yet it’s so simple. A conscious leader needs to be actively appreciative. We can be tough leaders at times, we can and should be strong, but at the end of the day, human beings respond best to care and appreciation. It’s important to remember that in business, everything we accomplish is ultimately done with and through other people. That is what conscious leaders do—we inspire, motivate, develop, and lead others. To be appreciative of the gifts that other people share with us and with our teams is uplifting and creates a rewarding feeling of fulfillment. Appreciations are easy for leaders and organizations to implement, as we have done at Whole Foods, and they have very powerful reverberations. They unite people, create camaraderie, and help build trust. Conscious leaders should consider ways to institutionalize a culture of appreciation—their teams will thank them for it. Let me end this section on appreciation with a personal note. I have always felt so grateful for the truly amazing people I have worked with over the past forty-plus years at Whole Foods. Without them, the company never would have amounted to much of anything, and neither would I. Every day I work with people who I know are incredibly smart, talented, caring, and passionate

A Great rating means you want to give people outsized rewards because you want to compensate them fairly (they accomplished more than others!) and retain them. In general, I’ve found that group comprises roughly (very roughly) 15 percent of a team. As stated earlier, there are usually 1 to 5 percent of a population whose work is truly exceptional, whom you want to retain at all costs. Identifying these people is an important exercise, but there is no need to create a special rating for them. That leaves about 40 percent of your population getting an OK for Now and 40 percent getting a Good rating.

First off, be sure that you understand the purpose for taking these notes. For example, the goal of taking notes in a midsemester lecture might be very different from the notes you take in the review class before a big final. Similarly, what you’re trying to accomplish with the notes you take in a weekly meeting with your team is likely to be different from the notes you take in the week leading up to a major client presentation.

When you come down to it, alignment is about helping people understand what you want them to do. Most contributors will be motivated to ladder up to the top-line OKRs—assuming they know where to set the ladder. As our team got larger and more layered, we confronted new issues. One product manager was working on Premium, the enhanced subscription version of our app. Another focused on our API platform, to enable third parties like Fitbit to connect to MyFitnessPal and write data to it or applications on top of it. The third addressed our core login experience. All three had individual OKRs for what they hoped to accomplish—so far, so good. The problem was our shared engineering team, which got caught in the middle. The engineers weren’t aligned with the product managers’ objectives. They had their own infrastructure OKRs, to keep the plumbing going and the lights on. We assumed they could do it all—a big mistake. They got confused about what they should be working on, which could change without notice. (Sometimes it boiled down to which product manager yelled loudest.) As the engineers switched between projects from week to week, their efficiency dragged.

Lori Toye founded a small publishing company in August of 1989. Lori Toye's husband joined the team to form I AM America Publishing and Distributing. I AM America Publishing and Distributing has many accomplishments. I AM America publications have been featured on NBC, FOX, UPN, London’s Carlton Television, Art Bell’s Dreamland, George Noory’s Coast to Coast, the Washington Post, and the New York Times.

On the contrary, the more excellence we have on the team, the more we accomplish. The more we accomplish, the more we grow. The more we grow, the more positions we add to our roster. The more positions we add, the more space there is for high-performing talent.

Here’s my contribution...” This statement works in multiple contexts, including those where bragging is not highly regarded and when pointing out your contributions to a team project. If someone claims your work, you might also use statements such as “I appreciate [name] adding to my thinking” or “I’m glad we’re on the same page. My original thinking is that...” “People tell me that...” This softens a brag, as you’ve put it in the third person. “I’m proud to have supported my client by...” This is a softer version of “I did this...” “It’s a privilege to have...” Other variations of this include “I was excited when...,” “I was honored by...,” and “I appreciate...” Banish the statements “It was really a team effort” and “It wasn’t a big deal” from your vocabulary. It’s also stronger to talk about accomplishments rather than effort. I asked Whitney Johnson, who is recognized as one of the world’s foremost executive coaches, what she recommends her clients say when they’re having trouble bragging. One suggestion of particular note is: I know it might feel odd for me to talk to you about what I do well because society has taught us to not like women who do. But now I’m going to, so that you will know that I can do the work you are thinking of hiring me to do.

One of the best things we ever did, and I wish we did it earlier in our marriage, was to have a weekly team meeting. We started these meetings when the kids were probably 11 and 13 and they usually took place on a Sunday. I can still hear the groans when we would say, “Family meeting.” Everyone had to put down their phone or stop what they were doing. Yes, sometimes that groan was from me. It was usually a rough start but always ended up being productive. We would sit around the table and talk about our family mission statement and our weekly accomplishments and failures. We would discuss our challenges and offer solutions. We found out so many things our kids were going through and things that were on their minds that we would never have discovered without these meetings. They offered an opportunity for us to connect with one another amidst all the busyness in our lives.

Clarifying the collective result enables individuals and teams to improve their contributions within the organization without waiting for directives from those who have a broader view of the organization’s interconnected parts. With this understanding, people don’t require someone to align their roles relative to others; they can do this themselves. Imagine an organization of self-aligning individuals and teams who take responsibility for implementing the outward-mindset pattern, constantly adjusting what they do to ensure that their impact contributes to the accomplishment of the collective result. Every individual can decide to be this kind of contributor.

I would tell him to limit the company goals between three and seven, and each year we set goals, he would keep piling on more. When we were done, the company would have 12 to 15 goals for the year. Like clockwork, at the end of the year, they would accomplish very little and end up frustrated. Going into the third year, he finally had a revelation: They were taking on too much. With this awareness, we agreed that the team could choose only three goals for the

The “Yes—But!” comes from a fear of not being able to accomplish a project, so the natural tendency is to slow down, and as a leader, I must give vision, and I must move my team from the “Yes—But!” to the “Yes—We will get it done!

Ganesh Chaturthi is one of the major festivals in India and is celebrated on a large scale in many states of India. This popular festival is approaching and these celebrations are done all over with a lot of enthusiasm. During the pandemic, the celebrations are set to be different as the mode of celebrations has become somehow reformed. The widespread celebrations across 11 days of the festival might turn out to be great for you. The good times might bring the best for your life. The government has insisted on various measures for safeguarding the general health and well-being of people and with this approach, the virtual world has become quite open to new ways of getting various services. There are some of the important tips to follow for finding your best match during this phase. Find your soulmate The people planning to get the best matches for their life can find this as the most auspicious phase to search for the prospective match and make proceeding to have them in their life. Lord Ganesha gets the prime worshipping place and this festival will allow growing your life’s scope with finding the most loving soulmate. TruelyMarry can make the occasion of Ganesh Pooja to accomplish the most important event in your life, i.e., your marriage. · Virtual Selection In this Covid struck phase, the virtual selection of your life partner could be done with the sophisticated website platform and application. There is no longer any worry and you can choose the best matches by shortlisting the different matches. It is no longer difficult to find your better half as the online platform can make it obtain with ease. · Following social norms TruelyMarry platform assures that there are only valid profiles available on their platform. They make sure that the social norms are followed and you get the most amazing matches for the distant relationships. You can choose your interests and the profiles with similar matches will be revealed to you. This Ganesh Chaturthi can bring a lot of happiness to your life. It is the motive of every person to find the perfect life partner and TrulyMarry.com will be your assistance in becoming your associate for the same. You can find every profile with details through the enhanced research and the membership assures being capable of knowing all the details in the most responsible way. The list of handpicked profiles will be presented to you to make the right selection. The initial registration is free of cost followed by an option to choose the membership plans. There are several ways for making the selection, by applying filters or making the selection based on community, religion, caste, and profession. TruelyMarry.com majorly focuses on the Indian community Matrimonial Services and is a unique portal for finding the perfect soulmate. May the blessings of the Lord on Ganesh Chaturthi make you successful in obtaining your best match through online or offline consultation. Our team is highly efficient and would assure you meeting your life partner at our matrimony platform. Bappa will be with you for every new beginning in life..!! Wishing you & your family a very Happy Ganesh Chaturthi.

All this wasn’t accomplished with kids who weighed 250 pounds and were automatic major-college prospects, but with kids who often weighed 160 or 170 or even less. They had no special athletic prowess. They weren’t especially fast or especially strong. But they were fearless and relentlessly coached and from the time they were able to walk they had only one certain goal in their lives in Odessa, Texas. Whatever it took, they would play for Permian.

If our plan today is to write three thousand words, rock a presentation with our leadership team, and catch up on our email, and we successfully accomplish all of those, we were perfectly productive. Likewise, if we intend to have a relaxing day and manage to do absolutely nothing, we're again perfectly productive. Being busy doesn't make us productive. It doesn't matter how busy we are if that busyness doesn't lead us to accomplish anything of importance. Productivity is not about cramming more into our days but about doing the right thing in each moment.

I’m not real certain we were ready for the kind of desegregation that currently exists. I think it would have caused some bad feelings and potentially would have hurt the school system,” said Bunton, who was ultimately appointed a federal judge by President Carter and went on to issue a landmark decision finding the FBI guilty of racial bias in the treatment of its Hispanic agents. At that time there were three high schools in the town: Ector, which was located on the Southside and 90 percent minority; Odessa High, the town’s first high school, which was 93 percent white; and Permian, which served the newer parts of town and was 99 percent white. One obvious way of accomplishing desegregation would have been to shift students among these three

Coaching might be even more essential than mentoring to our careers and our teams. Whereas mentors dole out words of wisdom, coaches roll up their sleeves and get their hands dirty. They don't just believe in our potential; they get in the arena to help us realize our potential. They hold up a mirror so we can see our blind spots and they hold us accountable for working through our sore spots. They take responsibility for making us better without taking credit for our accomplishments.

For example, it is only in the past few years that scientists have discovered how the brain gets rid of its waste. In other parts of the body, waste is removed in several ways, including via the lymphatic system, a system of vessels that run in parallel to the blood circulatory system. The lymphatic system picks up waste, broken-down cells, and invaders like viruses, bacteria, and fungi and carries them to the lymph glands, where the immune-system cells deal with them. Despite our well-established understanding of this process, we really didn’t know how the brain accomplished the same feat because the lymphatic system had not yet been discovered in the brain. One of the coolest studies I’ve seen in a long time was released last year by Dr. Maiken Nedergaard, co-director of the Center for Translational Neuromedicine at the University of Rochester Medical Center.21 Nedergaard’s team showed that during sleep, the size of the neurons in the brain is reduced by up to 60%. This creates a lot of space between brain cells. Then, still during sleep, a microscopic network of lymphatic vessels—the glymphatic system—clears the metabolic waste from these spaces between the neurons. This research shows that you can literally wash your brain of waste products and damage each night, if you sleep well.22 Dr. Jeffrey Iliff, who works in the same lab as Dr. Nedergaard, has shown that more than half of the amyloid beta, a protein that accumulates in the brains of patients with Alzheimer’s disease, is washed out of the brain each night via the glymphatic system. This is important because waste buildup in the brain occurs in nearly all people with neurodegenerative diseases, and this buildup may kill neurons, ultimately leading to cognitive diseases and mental deterioration. (Dr. Iliff’s TED Talk “One More Reason to Get a Good Night’s Sleep” is a great watch.)

spawned still more opinions and comments, and soon what should have been a fairly straightforward problem-solving exercise had devolved into a sprawling, undisciplined debate. I was there to observe and coach the team, and after fifteen minutes of this I had to ask the team to stop. “What question are you trying to answer?” I asked them. Everyone paused awkwardly. Nobody had a response. Then someone made a comment about something else, and again the group went off on a tangent. I stepped in and posed my question again. And again. Eventually the team stopped and really thought about what goals they were trying to accomplish and what decisions really needed to be made to accomplish them. They stopped the side conversations. They waded through all the ideas and opinions that had been haphazardly thrown out, listening for the hidden themes and big ideas that connected them. Then, finally, they moved from a state of motion sickness to momentum. They settled on a plan of action, made the necessary decisions, and divided up responsibilities. Elay’s team won by a landslide.

The word of Charlie,” Lanza said, “may give me the right-of-way.” Haffenden knew that recruiting the man who was believed to be the country’s top criminal to help the navy could never reach the light of day. None of his fellow officers would try something so audacious and risky, that could damage the reputation of the navy so badly. But his qualms about recruiting Luciano for the navy’s interests only went so far as whether or not Luciano could help him accomplish his mission. If it was going to succeed, nobody outside of MacFall, Howe, and the spymaster in DC could know about it. If the main branch of the navy heard about it, they’d be shut down and possibly reprimanded. Whatever information or contacts they developed would also have to be controlled, and sworn to secrecy, if that was even possible. Haffenden knew that bringing in Luciano would mean they were going to develop dangerous contacts that went way beyond fishing boat captains and low-level gangsters. These informants would represent the top echelon of Mafia leadership. “I’ll talk to anybody,” Haffenden said at the time. “A priest, a bank manager, a gangster, the devil himself, if I can get the information I need. This is a war.

In one Globetrotter’s skit, it involved Globetrotter’s Captain Meadowlark Lemon collapsing on the ground, and Wilt threw him up in the air several feet high and caught him like a baby. Lemon weighed 210 lbs. Lemon, and other people including Arnold Schwarzenegger, said that Wilt was the strongest athlete that ever lived. On March 9, 2000, his number 13 was retired by the Globetrotters. Wilt’s NBA Career Accomplishments On October 24, 1959 Wilt finally made his NBA debut. Wilt played for the then, “Philadelphia Warriors.” Wilt immediately became the league’s top earner making $30,000 topping Bob Cousy who was making $25,000. The $30,000 is equivalent to $263,000 in today’s currency as per the year 2019. In Wilt’s 1959-1960 season, which was his rookie year, his team made the playoffs. The Warriors beat the Syracuse Nationals then had to go on to play the Eastern Conference Champions, the Boston Celtics. Coach Red Auerbach strategized his forward Tom Heinsohn to commit fouls on Wilt. When the Warriors shot free throws, Heinsohn grabbed and pushed Wilt to stop him from getting back on defense, so quickly. Wilt was a prolific shot blocker, and this allowed Celtics to score quickly without Wilt protecting the basket. The Warriors lost the series 4 games to two after Tom Heinsohn got a last second tip in to seal the win of the series for the Celtics. As a rookie Wilt shocked Warriors' fans by saying he was thinking of retiring from basketball. He was tired of being double- and triple-teamed, and of teams fouling him very hard. Wilt was afraid that he would lose his temper one day which he did in the playoff series versus Boston. Wilt punched Heinsohn and injured his hand. Wilt played for The Philadelphia Warriors, who then relocated to San Francisco, The Philadelphia 76ers, and The Los Angeles Lakers. He won one title with the 76ers then one with the Lakers. First NBA game Wilt scored 43 points and snatched 28 rebounds. Grabbed his rookie career high of 43 rebounds in a win over the New York Knicks.

The best, most wonderful, indelible, and greatest achievements of humanity are accomplished not by a single individual, but a team of innovative thinking individuals.

Decouple participation from productivity. As you grow more senior, you’ll be invited to more meetings, and many of those meetings will come with significant status. Attending those meetings can make you feel powerful, but you have to keep perspective about whether you’re accomplishing much by attending. Sometimes, being able to convey important context to your team is super valuable, and in those cases you should keep attending, but don’t fall into the trap of assuming that attendance is valuable.

That’s because many of them had been secretaries—users of the equipment. These guys, maybe they punched a button on a copier one time in their lives, but they had someone else do their typing and their filing. So we were trying to sell to people who really had no concept of the work this equipment was actually accomplishing. “It didn’t register in my mind at that event, but that was the loudest and clearest signal we ever got of how much of a problem we were going to have getting Xerox to understand what we had.” There was at least one other harbinger of the coming letdown. Toward the end of the evening McColough, Kearns, and a few of the executive staff materialized in the demo room. Their appearance had been prearranged. “They were there to have an opportunity to say, ‘Well, now we’re going to do something, guys,’” Ellenby recalled. “But they didn’t take that opportunity. They just said, ‘Thank you.’ “I was expecting a bit more than that,” he said. “We’d developed a camaraderie that was quite unusual. My people felt pumped up and hyped, like a sporting team. Instead what we got was, ‘Thanks, boys, the war is over, and you can take your horses back.’” Thus did the doubts surface almost before the euphoria of a flawless demonstration had a chance to run its course. Despite McColough’s ringing re-endorsement of “the architecture of information,” his and Kearns’s equivocal farewell told Ellenby and his team that they were naïve to think Xerox would exploit this technology anytime soon. And in this beleaguered and distracted corporation, Ellenby knew, time was the enemy.

The new paradigm says that focusing solely on piling up accomplishments makes it impossible for us to experience success—an optimized daily experience that’s sustainable over time.

If you want to accomplish a lot of stuff, by all means, follow that pattern. The harder you struggle today, the more accomplishment you’ll have tomorrow. It’s true. But in the end, if you’ve struggled your entire life for a bunch of accomplishments but never felt the joy and satisfaction and experience of being truly successful…What’s the fucking point?