Training And Competence Quotes

An uneducated thief may steal goods from the train but an educated one may steal the entire train. We need to compete for knowledge and wisdom, not for grades.

I thought back on my running career at Oregon. I’d competed with, and against, men far better, faster, more physically gifted. Many were future Olympians. And yet I’d trained myself to forget this unhappy fact. People reflexively assume that competition is always a good thing, that it always brings out the best in people, but that’s only true of people who can forget the competition. The art of competing, I’d learned from track, was the art of forgetting, and I now reminded myself of that fact. You must forget your limits. You must forget your doubts, your pain, your past. You

To be a champion, compete; to be a great champion, compete with the best; but to be the greatest champion, compete with yourself.

If you want to continue to be the best in the world, then you have to train and compete like you are second best in the world.

How we perceive the world and how we act in it are products of how and what we remember...No lasting joke, invention, insight, or work of art was ever produced by an external memory...Our ability to find humor in the world, to make connections between previously unconnected notions, to create new ideas, to share in a common culture: All these essentially human acts depend on memory. Now more than ever, as the role of memory in our culture erodes at a faster pace than ever before, we need to cultivate our ability to remember. Our memories make us who we are. They are the seat of our values and source of our character. Competing to see who can memorize more pages of poetry might seem beside the point, but it's about taking a stand against forgetfulness, and embracing primal capacities from which too many of us have became estranged...memory training is not just for the sake of performing party tricks; it's about nurturing something profoundly and essentially human.

Trust is the highest form of human motivation. It brings out the very best in people. But it takes time and patience, and it doesn’t preclude the necessity to train and develop people so that their competency can rise to the level of that trust.

Cowl's apprentice was tough and competent, but no amount of training or forethought can prepare you for the sight of an angry dinosaur coming to eat your ass.

I was hell-bent on being an effective humanitarian in Cambodia and Somalia. But a naïve fog is finally lifting. Revealed is a train wreck of illusions, the depravity of someone else's war, the futility of a competence stillborn there. To understand this you have to become this.

If you want to have a team of competent employees, it's important to have a comprehensive training program in place.

There’s a phenomenon I call the Helpless Traveler. If you’re traveling with someone who’s confident, organized, and decisive you become the Helpless Traveler: “Are we there yet?” “My bags are too heavy.” “My feet are getting blisters.” “This isn’t what I ordered.” We’ve all been that person. But if the person you’re traveling with is helpless, then you become the one able to decipher train schedules, spend five hours walking on marble museum floors without complaint, order fearlessly from foreign menus, and haggle with crooked cabdrivers. Every person has it in him to be either the Competent Traveler or the Helpless Traveler. Because Joe is so clearheaded and sharp, I’ve been able to go through life as the Helpless Traveler. Which, now that I think about it, might not be such a good thing. It’s a question for Joe. His

Being forced to confront the prospect of failure head-on—to study it, dissect it, tease apart all its components and consequences—really works. After a few years of doing that pretty much daily, you’ve forged the strongest possible armor to defend against fear: hard-won competence. Our training pushes us to develop a new set of instincts: instead of reacting to danger with a fight-or-flight adrenaline rush, we’re trained to respond unemotionally by immediately prioritizing threats and methodically seeking to defuse them. We go from wanting to bolt for the exit to wanting to engage and understand what’s going wrong, then fix it.

. . to be exceptional in martial arts, you must possess the "4 C's" : Consistency, Commitment, Creativity and Competence

Policies created by bureaucrats in uniform essentially disarmed some of the most highly trained and competent warriors on earth.

Every one has strengths. Turn your strengths into competencies for your success and you are responsible for your success

Competition may help us create better products and services but in the end competition really seeks to destroy the opponent. To put him out of the power to compete against you.

Within each of us are two competing sides, a polarity of character. Only one leads to greatness.

There's an ingrained distrust in our society of highly intelligent, highly trained, highly competent persons. One need only look at the last presidential election for proof of that.

To paraphrase sprinter Maurice Greene, a onetime world record holder in the 100 meters, train like you are No. 2 (train your talent), but compete like you are No. 1 (trust your talent).

provides American business with the only reliable domestic market in the world. Schools train individuals to respond as a mass. Boys and girls are drilled in being bored, frightened, envious, emotionally needy, generally incomplete. A successful mass production economy requires such a clientele. A small business, small farm economy like that of the Amish requires individual competence, thoughtfulness, compassion, and universal participation; our own requires a managed mass of leveled, spiritless, anxious, familyless, friendless, godless, and obedient people who believe the difference between Cheers and Seinfeld is a subject worth arguing about.

I’m not going to lie,” he replied. “I never really enjoyed going to practice, and I certainly didn’t enjoy it while I was there. In fact, there were brief moments, walking to the pool at four or four-thirty in the morning, or sometimes when I couldn’t take the pain, when I’d think, ‘God, is this worth it?’ ” “So why didn’t you quit?” “It’s very simple,” Rowdy said. “It’s because I loved swimming. . . . I had a passion for competing, for the result of training, for the feeling of being in shape, for winning, for traveling, for meeting friends. I hated practice, but I had an overall passion for swimming.

I made it three days before the text messages started one afternoon while I was trying to finish warming up before our afternoon session. I had gotten to the LC later than usual and had gone straight to the training room, praising Jesus that I’d decided to change my clothes before leaving the diner once I’d seen what time it was and had remembered lunchtime traffic was a real thing. I was in the middle of stretching my hips when my phone beeped from where I’d left it on top of my bag. I took it out and snickered immediately at the message after taking my time with it. Jojo: WHAT THE FUCK JASMINE I didn’t need to ask what my brother was what-the-fucking over. It had only been a matter of time. It was really hard to keep a secret in my family, and the only reason why my mom and Ben—who was the only person other than her who knew—had kept their mouths closed was because they had both agreed it would be more fun to piss off my siblings by not saying anything and letting them find out the hard way I was going to be competing again. Life was all about the little things. So, I’d slipped my phone back into my bag and kept stretching, not bothering to respond because it would just make him more mad. Twenty minutes later, while I was still busy stretching, I pulled my phone out and wasn’t surprised more messages appeared. Jojo: WHY WOULD YOU NOT TELL ME Jojo: HOW COULD YOU DO THIS TO ME Jojo: DID THE REST OF YOU KEEP THIS FROM ME Tali: What happened? What did she not tell you? Tali: OH MY GOD, Jasmine, did you get knocked up? Tali: I swear, if you got knocked up, I’m going to beat the hell out of you. We talked about contraception when you hit puberty. Sebastian: Jasmine’s pregnant? Rubes: She’s not pregnant. Rubes: What happened, Jojo? Jojo: MOM DID YOU KNOW ABOUT THIS Tali: Would you just tell us what you’re talking about? Jojo: JASMINE IS SKATING WITH IVAN LUKOV Jojo: And I found out by going on Picturegram. Someone at the rink posted a picture of them in one of the training rooms. They were doing lifts. Jojo: JASMINE I SWEAR TO GOD YOU BETTER EXPLAIN EVERYTHING RIGHT NOW Tali: ARE YOU KIDDING ME? IS THIS TRUE? Tali: JASMINE Tali: JASMINE Tali: JASMINE Jojo: I’m going on Lukov’s website right now to confirm this Rubes: I just called Mom but she isn’t answering the phone Tali: She knew about this. WHO ELSE KNEW? Sebastian: I didn’t. And quit texting Jas’s name over and over again. It’s annoying. She’s skating again. Good job, Jas. Happy for you. Jojo: ^^ You’re such a vibe kill Sebastian: No, I’m just not flipping my shit because she got a new partner. Jojo: SHE DIDN’T TELL US FIRST THO. What is the point of being related if we didn’t get the scoop before everybody else? Jojo: I FOUND OUT ON PICTUREGRAM Sebastian: She doesn’t like you. I wouldn’t tell you either. Tali: I can’t find anything about it online. Jojo: JASMINE Tali: JASMINE Jojo: JASMINE Tali: JASMINE Tali: Tell us everything or I’m coming over to Mom’s today. Sebastian: You’re annoying. Muting this until I get out of work. Jojo: Party pooper Tali: Party pooper Jojo: Jinx Tali: Jinx Sebastian: Annoying ... I typed out a reply, because knowing them, if I didn’t, the next time I looked at my phone, I’d have an endless column of JASMINE on there until they heard from me. That didn’t mean my response had to be what they wanted. Me: Who is Ivan Lukov?

To compete with China in the twenty-first century, the United States will have to give similar precedence to education reform and expand access to educational and training opportunities for all Americans, not just a select or privileged few.

How could someone feel that being beaten does not justify leaving? Being struck and forced not to resist is a particularly damaging form of abuse because it trains out of the victim the instinctive reaction to protect the self. To override that most natural and central instinct, a person must come to believe that he or she is not worth protecting. Being beaten by a “loved one” sets up a conflict between two instincts that should never compete: the instinct to stay in a secure environment (the family) and the instinct to flee a dangerous environment. As if on a see-saw, the instinct to stay prevails in the absence of concrete options on the other side. Getting that lop-sided see-saw off the ground takes more energy than many victims have. No

Mostly, though, students get what economist Bryan Caplan called narrow vocational training for jobs few of them will ever have. Three-quarters of American college graduates go on to a career unrelated to their major—a trend that includes math and science majors—after having become competent only with the tools of a single discipline. One good tool is rarely enough in a complex, interconnected, rapidly changing world. As the historian and philosopher Arnold Toynbee said when he described analyzing the world in an age of technological and social change, “No tool is omnicompetent.” •

When a man devotes himself body and spirit to a single object, if he has training and aptitude, no matter how mediocre he may be in ordinary affairs, he will produce something so nearly akin to a work of genius as to deceive half the judges who think themselves competent to decide between genius and talent. ("The Phantom Model")

The cost of a range of appropriate courses and training activities is much less than the cost of incompetence.

Grab is barbarous, and we are breeding barbarians by frightening people with poverty and insecurity and treating education as a training to compete instead of to live.

To understand why I jumped from the Mormon wagon train requires an understanding of what Mormons are and how they think. While Mormons have some quaint, quirky and fanatical ideas, they really aren't much different from millions of poor, guilt-ridden souls who, throughout the march of human history, have hitched their hopes to mass movements of one sort or another. Eric Hoffer, in his brilliant treatise, "The True Believer," explains the attraction of joining a cause: "A rising mass movement attracts and holds a following 'by the refuge it offers from the anxieties, barrenness and meaninglessness of an individual existence. It cures the poignantly frustrated by freeing them from their ineffectual selves--and it does this by enfolding and absorbing them into a closely knit and exultant corporate whole'. "Of all the cults and philosophies that competed in the Graeco-Roman world, Christianity alone developed from its inception a compact organization." Once I realized this, it wasn't much of a leap out of religion altogether once I flew the Mormon coop. I simply wanted to be free from organizational groupthink. I escaped from the stuffy attic of religion's "pray, pay and obey" mentality into journalism's open laboratory of "who, what, where, when and why.

In political matters I have always been a down-the-middle-line person. When it comes to leaders, I care less about their party affiliation and more about their character and competence. I don’t care how they would vote on school prayer or abortion or gay marriage or gun laws. I want to know that they know what the hell they’re doing, and that they are made of that kind of unswerving steel that will not be rattled in moments that count, no matter what is coming at them. I want to know that they won’t flinch in the face of debate, danger, or death.

End Violence Against Women International, the police training organization, has suggested that the most important factor in talking with victims is the engagement of the investigators. “What is absolutely clear is that an officer’s competence and compassion are far more important than gender in determining their effectiveness at interviewing sexual assault victims,” the organization emphasizes.

It was a basic tenet of faith with men of Ranulf’s class that a knight, trained in the ways of war since boyhood, could easily vanquish lesser foes, as much a belief in the superiority of blood and breeding as in the benefits of battle lore and killing competence. Ranulf had accepted this comforting conviction, too, but no one seemed to have told his assailants that they were inferior adversaries.

There’s a phenomenon I call the Helpless Traveler. If you’re traveling with someone who’s confident, organized, and decisive you become the Helpless Traveler: “Are we there yet?” “My bags are too heavy.” “My feet are getting blisters.” “This isn’t what I ordered.” We’ve all been that person. But if the person you’re traveling with is helpless, then you become the one able to decipher train schedules, spend five hours walking on marble museum floors without complaint, order fearlessly from foreign menus, and haggle with crooked cabdrivers. Every person has it in him to be either the Competent Traveler or the Helpless Traveler.

One of the many difficulties in addressing these issues is the “attention economy” that tech has created. When so much competes for our attention, and when we are trained to expect and demand instant gratification, it is hard to focus on the bigger picture.

I've defined myself, privately and publicly, by my brief, intense years as an athlete, a swimmer. I practices five or six hours a day, six days a week, eating and sleeping as much as possible. Weekends were either spent training or competing. I wasn't the best; I was relatively fast...

There are a thousand small honest breweries in this country that because they have been too poor and localized to compete with the big boys have been forced to close, or else operate under famous names while they turn out yeast, or hops, or some other important but unnamed ingredient of the main company's beer. Now, with the trains full of soldiers and supplies rather than pale ale, perhaps people far from the great breweries will turn again to their local beer factories and discover, as their fathers did thirty years ago, that a beer carried quietly three miles is better than one shot across three thousand on a fast freight.

Despite the occasional backlash, I’ll continue to speak on this topic until people stop assuming that this debate is about whether or not to allow women into combat. Women are already fighting in combat with or without anyone’s permission, and they’re doing so valiantly. What they aren’t doing is being trained alongside their comrades-in-arms, given credit for doing the same jobs as their counterparts, given promotions to jobs overseeing combat operations, or being treated like combat veterans by people back home (even some in the Veterans Administration). Not every man has the skill set or warrior spirit for combat. Not every woman does, either. But everyone that does have that skill set should be afforded the opportunity to compete for jobs that enable them to serve in the way their heart calls them. For some people, that calling is in music or art. Some are natural teachers. There are those who will save lives with science. I was called to be a warrior and to fly and fight for my country. I was afforded the opportunity to answer that call, and because of that, I have lived a full and beautiful life. People will always be afraid of change. Just like when we integrated racially or opened up combat cockpits to women, there will always be those who are vocal in their opposition and their fear. History will do what it always does, however. It will make their ignorant statements, in retrospect, seem shortsighted and discriminatory, and the women who will serve their country bravely in the jobs that are now opening up will prove them wrong. Just like we always have.

The influx of competing messages that we receive whenever we go online not only overloads our working memory; it makes it much harder for our frontal lobes to concentrate our attention on any one thing. The process of memory consolidation can’t even get started. And, thanks once again to the plasticity of our neuronal pathways, the more we use the Web, the more we train our brain to be distracted—to process information very quickly and very efficiently but without sustained attention. That helps explain why many of us find it hard to concentrate even when we’re away from our computers. Our brains become adept at forgetting, inept at remembering. Our growing dependence on the Web’s information stores may in fact be the product of a self-perpetuating, self-amplifying loop. As our use of the Web makes it harder for us to lock information into our biological memory, we’re forced to rely more and more on the Net’s capacious and easily searchable artificial memory, even if it makes us shallower thinkers.

I've never understood how martial arts aren't more popular. Especially here in the states. There's countless fanatics for Football, Basketball and other stuff here. Yet martial arts are considered a niche interest. Throwing a ball through a hoop is supposed to be more interesting than watching two trained fighters compete against one another? Ridiculous.” ​

CONSENSUS PROPOSED CRITERIA FOR DEVELOPMENTAL TRAUMA DISORDER A. Exposure. The child or adolescent has experienced or witnessed multiple or prolonged adverse events over a period of at least one year beginning in childhood or early adolescence, including: A. 1. Direct experience or witnessing of repeated and severe episodes of interpersonal violence; and A. 2. Significant disruptions of protective caregiving as the result of repeated changes in primary caregiver; repeated separation from the primary caregiver; or exposure to severe and persistent emotional abuse B. Affective and Physiological Dysregulation. The child exhibits impaired normative developmental competencies related to arousal regulation, including at least two of the following: B. 1. Inability to modulate, tolerate, or recover from extreme affect states (e.g., fear, anger, shame), including prolonged and extreme tantrums, or immobilization B. 2. Disturbances in regulation in bodily functions (e.g. persistent disturbances in sleeping, eating, and elimination; over-reactivity or under-reactivity to touch and sounds; disorganization during routine transitions) B. 3. Diminished awareness/dissociation of sensations, emotions and bodily states B. 4. Impaired capacity to describe emotions or bodily states C. Attentional and Behavioral Dysregulation: The child exhibits impaired normative developmental competencies related to sustained attention, learning, or coping with stress, including at least three of the following: C. 1. Preoccupation with threat, or impaired capacity to perceive threat, including misreading of safety and danger cues C. 2. Impaired capacity for self-protection, including extreme risk-taking or thrill-seeking C. 3. Maladaptive attempts at self-soothing (e.g., rocking and other rhythmical movements, compulsive masturbation) C. 4. Habitual (intentional or automatic) or reactive self-harm C. 5. Inability to initiate or sustain goal-directed behavior D. Self and Relational Dysregulation. The child exhibits impaired normative developmental competencies in their sense of personal identity and involvement in relationships, including at least three of the following: D. 1. Intense preoccupation with safety of the caregiver or other loved ones (including precocious caregiving) or difficulty tolerating reunion with them after separation D. 2. Persistent negative sense of self, including self-loathing, helplessness, worthlessness, ineffectiveness, or defectiveness D. 3. Extreme and persistent distrust, defiance or lack of reciprocal behavior in close relationships with adults or peers D. 4. Reactive physical or verbal aggression toward peers, caregivers, or other adults D. 5. Inappropriate (excessive or promiscuous) attempts to get intimate contact (including but not limited to sexual or physical intimacy) or excessive reliance on peers or adults for safety and reassurance D. 6. Impaired capacity to regulate empathic arousal as evidenced by lack of empathy for, or intolerance of, expressions of distress of others, or excessive responsiveness to the distress of others E. Posttraumatic Spectrum Symptoms. The child exhibits at least one symptom in at least two of the three PTSD symptom clusters B, C, & D. F. Duration of disturbance (symptoms in DTD Criteria B, C, D, and E) at least 6 months. G. Functional Impairment. The disturbance causes clinically significant distress or impairment in at least two of the following areas of functioning: Scholastic Familial Peer Group Legal Health Vocational (for youth involved in, seeking or referred for employment, volunteer work or job training)

What we are all looking for, however, is the readymade, competent man; the man whom some one else has trained. It is only when we fully realize that our duty, as well as our opportunity, lies in systematically cooperating to train and to make this competent man, instead of in hunting for a man whom some one else has trained, that we shall be on the road to national efficiency.

Competing to see who can memorize more pages of poetry might seem beside the point, but it’s about taking a stand against forgetfulness, and embracing primal capacities from which too many of us have become estranged. That’s what Ed had been trying to impart to me from the beginning: that memory training is not just for the sake of performing party tricks; it’s about nurturing something profoundly and essentially human.

I believe I know best in everything I do, and if I don’t, I get trained until I have complete confidence and competence in whatever I am doing. Whether it’s making a sales call, handling my four-year-old, or operating a firearm, I want control over all my various skill sets so that I can lead in all the different areas of my life. I don’t need to be the smartest person in the room—I don’t even need to be right—but I do need to be willing to control things.

I thought back on my running career at Oregon. I’d competed with, and against, men far better, faster, more physically gifted. Many were future Olympians. And yet I’d trained myself to forget this unhappy fact. People reflexively assume that competition is always a good thing, that it always brings out the best in people, but that’s only true of people who can forget the competition. The art of competing, I’d learned from track, was the art of forgetting, and I now reminded myself of that fact. You must forget your limits. You must forget your doubts, your pain, your past. You must forget that internal voice screaming, begging, “Not one more step!” And when it’s not possible to forget it, you must negotiate with it. I thought over all the races in which my mind wanted one thing, and my body wanted another, those laps in which I’d had to tell my body, “Yes, you raise some excellent points, but let’s keep going anyway . . .

But if you’re two guys like us, riding the Bronx tracks, you better make sure you hide any sign of affection if you want to fly under the radar. I’ve known this for the longest—I just hoped it wouldn’t matter. Someone whistles at us and I instantly knew I was wrong. These two guys who were competing in a pull-up contest a few minutes ago walk up to us. The taller one with his jeans leg rolled up asks, “Yo. You two homos faggots?” We both tell him no. His friend, who smells like straight-up armpits, presses his middle finger between Collin’s eyes. He sucks his teeth. “They lying. I bet their little dicks are getting hard right now.” Collin smacks the dude’s hand, which is just as big a mistake as my mom trying to save me from being thrown out the house last night. “Fuck you.” Nightmare after nightmare. One slams my head into the railing, and the other hammers Collin with punches. I try punching the first guy in his nose, but I’m too dizzy and miss. I have no idea how many times he punches me or at what point I end up on the sticky floor with Collin trying to shield me before he’s kicked to the side. Collin turns to me, crying these involuntary tears from shock and pain. His kind brown eyes roll back when he’s kicked in the head. I cry out for help but no one fucking breaks up the fight. No one fucking does the right thing. The train stops and the doors open but there’s no chance for escape. For us, at least.

Parents should not wait until their child’s behavior becomes unacceptable before they commence training—which would then actually be discipline. Training is not discipline. Discipline is the “damage control” part of training, but is insufficient in itself to effect proper behavior. Training is the conditioning of the child’s mind before the crisis arises. It is preparation for future, instant, unquestioning obedience. An athlete trains before he competes. Animals, including wild ones, are conditioned to respond to the trainer’s voice command.

sin attacks and degrades our humanity. It makes us less human, not more.2 By not sinning, Jesus is more human than we are. He’s less like an athlete using steroids, and more like an athlete who never ate Twinkies. Less like an adult competing against kindergartners, and more like an adult who actually trained because she enjoys the sport—while we sat around all year, watching TV, eating potato chips, and didn’t even bother to show up to the race. Jesus doesn’t use a superhuman advantage to win; he refuses the inhumanity we all participate in.

The Pentagon, for its part, has given away military intelligence and millions of dollars in firepower to state and local agencies willing to make the rhetorical war a literal one. Almost immediately after the federal dollars began to flow, law enforcement agencies across the country began to compete for funding, equipment, and training. By the late 1990s, the overwhelming majority of state and local police forces in the country had availed themselves of the newly available resources and added a significant military component to buttress their drug-war operations.

It seems obvious that throughout history, as one of the few professions open to women, midwifery must have attracted women of unusual intelligence, competence, and self-respect§. While acknowledging that many remedies used by the witches were “purely magical” and worked, if at all, by suggestion, Ehrenreich and English point out an important distinction between the witch-healer and the medical man of the late Middle Ages: . . . the witch was an empiricist; She relied on her senses rather than on faith or doctrine, she believed in trial and error, cause and effect. Her attitude was not religiously passive, but actively inquiring. She trusted her ability to find ways to deal with disease, pregnancy and childbirth—whether through medication or charms. In short, her magic was the science of her time. By contrast: There was nothing in late mediaeval medical training that conflicted with church doctrine, and little that we would recognize as “science”. Medical students . . . spent years studying Plato, Aristotle and Christian theology. . . . While a student, a doctor rarely saw any patients at all, and no experimentation of any kind was taught. . . . Confronted with a sick person, the university-trained physician had little to go on but superstition. . . . Such was the state of medical “science” at the time when witch-healers were persecuted for being practitioners of “magic”.15 Since asepsis and the transmission of disease through bacteria and unwashed hands was utterly unknown until the latter part of the nineteenth century, dirt was a presence in any medical situation—real dirt, not the misogynistic dirt associated by males with the female body. The midwife, who attended only women in labor, carried fewer disease bacteria with her than the physician.

consider trying to forgive him yet again. He did his part, so I returned to our home in Virginia that summer of 2010. I wasn’t hopeful, but I didn’t have the strength to end our marriage—or to save it. We attended counseling together for a while, but the conversations reached dead ends. Nonetheless, Robert attempted to rebuild our connection. He wasn’t staying out all night. He helped with the kids and seemed committed to fixing the broken bond between us. Before we knew it, training camp was starting again and he would once again be competing for a spot on the roster. The coaching staff had experienced some changes,

Competing in an Olympics didn't scare her now. The thought of stepping up into the full roar of the crowd, in London, seemed simple and natural and good. It was ordinary days now that frightened her - endless Tuesday mornings and Wednesday afternoons of real life, the days you had to steer through without the benefit of handlebars. Off the bike she was like a smoker without cigarettes, never sure what to do with her hands. As soon as she got off the bike, her heart was expected to perform all these baffling secondary functions - like loving someone and feeling something and belonging somewhere - when all she'd ever trained it to do was pump blood.

Is the competition really some mythical beast? No, not really. Knowing how to play your group of salespeople as a team, to overcome the group objective of winning the customers support, is the objective. The opposing team in proper viewpoint is not just the similar competing business to yours. Nor is it the competing franchises of your home office. No, in order to really be effective in the market place as a surviving business, you must go beyond that philosophy. You must be willing to expand your viewpoint to fully understand who the competition truly is. Your true competition is simply this: Anywhere that your customer would spend his or her dollars as opposed to spending them at your company or place of business.

window of his home on the Missouri River, and Patrick commented that his father’s writing could be compared with nature—a starkly beautiful and complex world that is richly patterned. At that moment two young whitetail bucks ambled up to a willow tree not more than fifteen feet away—a bucolic scene. Patrick moved closer to the window and suggested we watch to see what the two bucks did next. He explained that the annual whitetail rut was just beginning—a time when young males like the two before us typically sparred, instinctual behavior that was a kind of training for when they would compete for a mate. No sooner had he finished his explanation when the two deer squared off and began locking their antlers in playful combat.

The point of becoming an amateur scientist is not to compete with professionals on their own turf, but to use a symbolic discipline to extend mental skills, and to create order in consciousness. On that level, amateur scholarship can hold its own, and can be even more effective than its professional counterpart. But the moment that amateurs lose sight of this goal, and use knowledge mainly to bolster their egos or to achieve a material advantage, then they become caricatures of the scholar. Without training in the discipline of skepticism and reciprocal criticism that underlies the scientific method, laypersons who venture into the fields of knowledge with prejudiced goals can become more ruthless, more egregiously unconcerned with truth, than even the most corrupt scholar.

In Uprooting Racism, Paul Kivel makes a useful comparison between the rhetoric abusive men employ to justify beating up their girlfriends, wives, or children and the publicly traded justifications for widespread racism. He writes: During the first few years that I worked with men who are violent I was continually perplexed by their inability to see the effects of their actions and their ability to deny the violence they had done to their partners or children. I only slowly became aware of the complex set of tactics that men use to make violence against women invisible and to avoid taking responsibility for their actions. These tactics are listed below in the rough order that men employ them.… (1) Denial: “I didn’t hit her.” (2) Minimization: “It was only a slap.” (3) Blame: “She asked for it.” (4) Redefinition: “It was mutual combat.” (5) Unintentionality: “Things got out of hand.” (6) It’s over now: “I’ll never do it again.” (7) It’s only a few men: “Most men wouldn’t hurt a woman.” (8) Counterattack: “She controls everything.” (9) Competing victimization: “Everybody is against men.” Kivel goes on to detail the ways these nine tactics are used to excuse (or deny) institutionalized racism. Each of these tactics also has its police analogy, both as applied to individual cases and in regard to the general issue of police brutality. Here are a few examples: (1) Denial. “The professionalism and restraint … was nothing short of outstanding.” “America does not have a human-rights problem.” (2) Minimization. Injuries were “of a minor nature.” “Police use force infrequently.” (3) Blame. “This guy isn’t Mr. Innocent Citizen, either. Not by a long shot.” “They died because they were criminals.” (4) Redefinition. It was “mutual combat.” “Resisting arrest.” “The use of force is necessary to protect yourself.” (5) Unintentionality. “[O]fficers have no choice but to use deadly force against an assailant who is deliberately trying to kill them.…” (6) It’s over now. “We’re making changes.” “We will change our training; we will do everything in our power to make sure it never happens again.” (7) It’s only a few men. “A small proportion of officers are disproportionately involved in use-of-force incidents.” “Even if we determine that the officers were out of line … it is an aberration.” (8) Counterattack. “The only thing they understand is physical force and pain.” “People make complaints to get out of trouble.” (9) Competing victimization. The police are “in constant danger.” “[L]iberals are prejudiced against police, much as many white police are biased against Negroes.” The police are “the most downtrodden, oppressed, dislocated minority in America.” Another commonly invoked rationale for justifying police violence is: (10) The Hero Defense. “These guys are heroes.” “The police routinely do what the rest of us don’t: They risk their lives to keep the peace. For that selfless bravery, they deserve glory, laud and honor.” “[W]ithout the police … anarchy would be rife in this country, and the civilization now existing on this hemisphere would perish.” “[T]hey alone stand guard at the upstairs door of Hell.

Universities are turning out highly skilled barbarians because we don’t provide a framework of values to young people, who more and more are searching for it. – Steven Muller, President, Johns Hopkins University True education is training of both the head and the heart. It is better to be uneducated than ill-educated. An uneducated thief may steal goods from the train but an educated one may steal the entire train. We need to compete for knowledge and wisdom, not for grades. Knowledge is piling up facts, wisdom is simplifying them. One could have good grades and a degree and still not learn much. The most important thing one can learn is to ‘learn to learn’. People confuse education with the ability to memorise facts. Educating the mind without morals creates a menace in society.

Hamilton was that rare revolutionary: a master administrator and as competent a public servant as American politics would ever produce. One historian has written, “Hamilton was an administrative genius” who “assumed an influence in Washington’s cabinet which is unmatched in the annals of the American cabinet system.”73 The position demanded both a thinker and a doer, a skilled executive and a political theorist, a system builder who could devise interrelated policies. It also demanded someone who could build an institutional framework consistent with constitutional principles. Virtually every program that Hamilton put together raised fundamental constitutional issues, so that his legal training and work on The Federalist enabled him to craft the efficient machinery of government while expounding its theoretical underpinnings.

Victory was inexorable, Overbeck believed, because the Americans wanted it more, because they had trained harder in the Florida swamp heat and because they had competed more fiercely among teammates who turned pumpkin carving and card games and scavenger hunts into blood sport, because they had survived the lean years of backpack travel and diets of candy bars and queasy soup steeping with the heads of chickens, because they had ridden the coal trains until their faces were black with soot, because they had lived in rickety hotels with one hour of hot water out of 24, because they had run sprints in hotel stairways and parking lots and abandoned fields, because they ignored the disbelievers, building their sport from nothing into a consuming moment, a galvanizing instant, that would make people remember where they were and what they were doing.

one of the hottest topics today is ethics—ethics discussions, ethics curriculum, ethics training, codes of ethics. This book shows that while ethics is fundamentally important and necessary, it is absolutely insufficient. It shows that the so-called soft stuff is hard, measurable, and impacts everything else in relationships, organizations, markets, and societies. Financial success comes from success in the marketplace, and success in the marketplace comes from success in the workplace. The heart and soul of all of this is trust. This work goes far beyond not only my work, but also beyond anything I have read on the subject of trust. It goes beyond ethical behavior in leadership, beyond mere “compliance.” It goes deep into the real “intent” and agenda of a person’s heart, and then into the kind of “competence” that merits consistent public confidence.

I knew that this was my chance to show both Henry and Neil that I was able to look after myself and climb well at high altitude. After all, talk is cheap when you are safely tucked up back in London. It was time to train hard and show my mettle again. Ama Dablam is one of the most spectacular peaks on earth. A mountain that was once described by Sir Edmund Hillary as being “unclimbable,” due to her imposing sheer faces that rise out among the many Himalayan summits. Like so many mountains, it is not until you rub noses with her that you realize that a route up is possible. It just needs a bit of balls and careful planning. Ama Dablam is considered by the world-renowned Jagged Globe expedition company to be their most difficult ascent. She is graded 5D, which reflects the technical nature of the route: “Very steep ice or rock. Suitable for competent mountaineers who have climbed consistently at these standards. Climbs of this grade are exceptionally strenuous and some weight loss is inevitable.” Ha. That’s the Himalayas for you.

I've defined myself, privately and abstractly, by my brief, intense years as an athlete, a swimmer. I practiced five or six hours a day, six days a week, eating and sleeping as much as possible in between. Weekends were spent either training or competing. I wasn't the best; I was relatively fast. I trained, ate, traveled, and showered with the best in the country, but wasn't the best; I was pretty good. I liked how hard swimming at that level was- that I could do something difficult and unusual. Liked knowing my discipline would be recognized, respected, that I might not be able to say the right things or fit in, but I could do something well. I wanted to believe that I was talented; being fast was proof. Though I loved racing, the idea of fastest, of number one, of the Olympics, didn't motivate me. I still dream of practice, of races, coaches and blurry competitors. I'm drawn to swimming pools, all swimming pools, no matter how small or murky. When I swim now, I step into the water as though absentmindedly touching a scar. My recreational laps are phantoms of my competitive races

How we perceive the world and how we act in it are products of how and what we remember. We’re all just a bundle of habits shaped by our memories. And to the extent that we control our lives, we do so by gradually altering those habits, which is to say the networks of our memory. No lasting joke, invention, insight, or work of art was ever produced by an external memory. Not yet, at least. Our ability to find humor in the world, to make connections between previously unconnected notions, to create new ideas, to share in a common culture: All these essentially human acts depend on memory. Now more than ever, as the role of memory in our culture erodes at a faster pace than ever before, we need to cultivate our ability to remember. Our memories make us who we are. They are the seat of our values and source of our character. Competing to see who can memorize more pages of poetry might seem beside the point, but it’s about taking a stand against forgetfulness, and embracing primal capacities from which too many of us have become estranged. That’s what Ed had been trying to impart to me from the beginning: that memory training is not just for the sake of performing party tricks; it’s about nurturing something profoundly and essentially human.

What’s the best thing you’ve done in your work and career? In business decision-making, certainly one of your highlights was licensing your computer operating system to IBM for almost no money, provided you could retain the right to license the system to other computer manufacturers as well. IBM was happy to agree because, after all, nobody would possibly want to compete with the most powerful company in the world, right? With that one decision, your system and your company became dominant throughout the world, and you, Bill Gates, were on your way to a net worth of more than $60 billion. Or maybe you’d like to look at your greatest career achievement from a different angle. Instead of focusing on the decision that helped you make so much money, maybe you’d like to look at the decision to give so much of it away. After all, no other person in history has become a philanthropist on the scale of Bill Gates. Nations in Africa and Asia are receiving billions of dollars in medical and educational support. This may not be as well publicized as your big house on Lake Washington with its digitalized works of art, but it’s certainly something to be proud of. Determining your greatest career achievement is a personal decision. It can be something obvious or something subtle. But it should make you proud of yourself when you think of it. So take a moment, then make your choice.

The bad news is, everyone looks great on paper and in interviews, but everyone also looks exactly the same. People have figured out how to present themselves as competent, qualified managers who won’t make waves and who won’t make mistakes—but nobody is able to say, “I’ve got ideas that are really new and different!” People are afraid to present themselves as innovators, and consequently innovation itself has become a lost art. This is a problem for American business. But it’s also a golden opportunity for anyone who values originality and knows how to put it to work. You can instantly set yourself apart from the crowd by focusing on what you’ll do right instead of what you won’t do wrong. To do that, you’ll need insight about your strengths and weaknesses, and intelligence about how to maximize your contribution. But most of all you’ll need inspiration—the power to create energy and excitement by what you say, how you look, and above all, what you do. Those are some of the topics we’ll be talking about in this chapter. As a first step toward making yourself unforgettable to others, consider how you see yourself in your own eyes. Image is built upon self-perception. If your self-perception is out of sync with the way you want to be perceived, you will have a hard time making a positive impression—especially if you’re not even fully aware of the problem. This happens to many people. For some reason, we tend to think less of ourselves than we’d like. We also tend to have a lower opinion of ourselves than other people have of us. It

The climate for relationships within an innovation group is shaped by the climate outside it. Having a negative instead of a positive culture can cost a company real money. During Seagate Technology’s troubled period in the mid-to-late 1990s, the company, a large manufacturer of disk drives for personal computers, had seven different design centers working on innovation, yet it had the lowest R&D productivity in the industry because the centers competed rather than cooperated. Attempts to bring them together merely led people to advocate for their own groups rather than find common ground. Not only did Seagate’s engineers and managers lack positive norms for group interaction, but they had the opposite in place: People who yelled in executive meetings received “Dog’s Head” awards for the worst conduct. Lack of product and process innovation was reflected in loss of market share, disgruntled customers, and declining sales. Seagate, with its dwindling PC sales and fading customer base, was threatening to become a commodity producer in a changing technology environment. Under a new CEO and COO, Steve Luczo and Bill Watkins, who operated as partners, Seagate developed new norms for how people should treat one another, starting with the executive group. Their raised consciousness led to a systemic process for forming and running “core teams” (cross-functional innovation groups), and Seagate employees were trained in common methodologies for team building, both in conventional training programs and through participation in difficult outdoor activities in New Zealand and other remote locations. To lead core teams, Seagate promoted people who were known for strong relationship skills above others with greater technical skills. Unlike the antagonistic committees convened during the years of decline, the core teams created dramatic process and product innovations that brought the company back to market leadership. The new Seagate was able to create innovations embedded in a wide range of new electronic devices, such as iPods and cell phones.

Suppose you entered a boat race. One hundred rowers, each in a separate rowboat, set out on a ten-mile race along a wide and slow-moving river. The first to cross the finish line will win $10,000. Halfway into the race, you’re in the lead. But then, from out of nowhere, you’re passed by a boat with two rowers, each pulling just one oar. No fair! Two rowers joined together into one boat! And then, stranger still, you watch as that rowboat is overtaken by a train of three such rowboats, all tied together to form a single long boat. The rowers are identical septuplets. Six of them row in perfect synchrony while the seventh is the coxswain, steering the boat and calling out the beat for the rowers. But those cheaters are deprived of victory just before they cross the finish line, for they in turn are passed by an enterprising group of twenty-four sisters who rented a motorboat. It turns out that there are no rules in this race about what kinds of vehicles are allowed. That was a metaphorical history of life on Earth. For the first billion years or so of life, the only organisms were prokaryotic cells (such as bacteria). Each was a solo operation, competing with others and reproducing copies of itself. But then, around 2 billion years ago, two bacteria somehow joined together inside a single membrane, which explains why mitochondria have their own DNA, unrelated to the DNA in the nucleus.35 These are the two-person rowboats in my example. Cells that had internal organelles could reap the benefits of cooperation and the division of labor (see Adam Smith). There was no longer any competition between these organelles, for they could reproduce only when the entire cell reproduced, so it was “one for all, all for one.” Life on Earth underwent what biologists call a “major transition.”36 Natural selection went on as it always had, but now there was a radically new kind of creature to be selected. There was a new kind of vehicle by which selfish genes could replicate themselves. Single-celled eukaryotes were wildly successful and spread throughout the oceans.

Business leadership is based on two elements: vision and technical competence. Top people in a given industry always embody at least one of those two elements. Sometimes, but rarely, they embody both of them. Simply put, vision is the ability to see what other people don’t. It’s a Ford executive named Lee Iacocca realizing that a market existed for an automobile that was both a racing car and a street vehicle—and coming up with the Mustang. It’s Steven Jobs realizing that computers needed to be sold in a single box, like a television sets, instead of piece by piece. About one hundred years ago, Walter Chrysler was a plant manager for a locomotive company. Then he decided to go into the car business, which was a hot new industry at the time. The trouble was, Walter Chrysler didn’t know a lot about cars, except that they were beginning to outnumber horses on the public roadways. To remedy this problem, Chrysler bought one of the Model T Fords that were becoming so popular. To learn how it worked, he took it apart and put it back together. Then, just to be sure he understood everything, he repeated this. Then, to be absolutely certain he knew what made a car work, he took it apart and put it together forty-eight more times, for a grand total of fifty. By the time he was finished, Chrysler not only had a vision of thousands of cars on American highways, he also had the mechanical details of those cars engraved in his consciousness. Perhaps you’ve seen the play called The Music Man. It’s about a fast-talking man who arrives in a small town with the intention of hugely upgrading a marching band. However, he can’t play any instruments, doesn’t know how to lead a band, and doesn’t really have any musical skills whatsoever. The Music Man is a comedy, but it’s not totally unrealistic. Some managers in the computer industry don’t know how to format a document. Some automobile executives could not change a tire. There was once even a vice president who couldn’t spell potato. It’s not a good idea to lack the fundamental technical skills of your industry, and it’s really not a good idea to get caught lacking them. So let’s see what you can do to avoid those problems.

The story of Cassius Clay’s lost bicycle would later be told as an indication of the boxer’s determination and the wonders of accidental encounters, but it carries broader meaning, too. If Cassius Clay had been a white boy, the theft of his bicycle and an introduction to Joe Martin might have led as easily to an interest in a career in law enforcement as boxing. But Cassius, who had already developed a keen understanding of America’s racial striation, knew that law enforcement wasn’t a promising option. This subject—what white America allowed and expected of black people—would intrigue him all his life. “At twelve years old I wanted to be a big celebrity,” he said years later. “I wanted to be world famous.” The interviewer pushed him: Why did he want to be famous? Upon reflection he answered from a more adult perspective: “So that I could rebel and be different from all the rest of them and show everyone behind me that you don’t have to Uncle Tom, you don’t have to kiss you-know-what to make it . . . I wanted to be free. I wanted to say what I wanna say . . . Go where I wanna go. Do what I wanna do.” For young Cassius, what mattered was that boxing was permitted, even encouraged, and that it gave him more or less equal status to the white boys who trained with him. Every day, on his way to the gym, Cassius passed a Cadillac dealership. Boxing wasn’t the only way for him to acquire one of those big, beautiful cars in the showroom window, but it might have seemed that way at the time. Boxing suggested a path to prosperity that did not require reading and writing. It came with the authorization of a white man in Joe Martin. It offered respect, visibility, power, and money. Boxing transcended race in ways that were highly unusual in the 1950s, when black Americans had limited control of their economic and political lives. Boxing more than most other sports allowed black athletes to compete on level ground with white athletes, to openly display their strength and even superiority, and to earn money on a relatively equal scale. As James Baldwin wrote in The Fire Next Time, many black people of Clay’s generation believed that getting an education and saving money would never be enough to earn respect. “One needed a handle, a lever, a means of inspiring fear,” Baldwin wrote. “It was absolutely clear the police would whip you and take you in as long as they could get away with it, and that everyone else—housewives, taxi

The best way not to have to use your military power is to make sure that power is visible. When people know that we will use force if necessary and that we really mean it, we’ll be treated differently. With respect. Right now, no one believes us because we’ve been so weak with our approach to military policy in the Middle East and elsewhere. Building up our military is cheap when you consider the alternative. We’re buying peace and we’re locking in our national security. Right now we are in bad shape militarily. We’re decreasing the size of our forces and we’re not giving them the best equipment. Recruiting the best people has fallen off, and we can’t get the people we have trained to the level they need to be. There are a lot of questions about the state of our nuclear weapons. When I read reports of what is going on, I’m shocked. It’s no wonder nobody respects us. It’s no surprise that we never win. Spending money on our military is also smart business. Who do people think build our airplanes and ships, and all the equipment that our troops should have? American workers, that’s who. So building up our military also makes economic sense because it allows us to put real money into the system and put thousands of people back to work. There is another way to pay to modernize our military forces. If other countries are depending on us to protect them, shouldn’t they be willing to make sure we have the capability to do it? Shouldn’t they be willing to pay for the servicemen and servicewomen and the equipment we’re providing? Depending on the price of oil, Saudi Arabia earns somewhere between half a billion and a billion dollars every day. They wouldn’t exist, let alone have that wealth, without our protection. We get nothing from them. Nothing. We defend Germany. We defend Japan. We defend South Korea. These are powerful and wealthy countries. We get nothing from them. It’s time to change all that. It’s time to win again. We’ve got 28,500 wonderful American soldiers on South Korea’s border with North Korea. They’re in harm’s way every single day. They’re the only thing that is protecting South Korea. And what do we get from South Korea for it? They sell us products—at a nice profit. They compete with us. We spent two trillion dollars doing whatever we did in Iraq. I still don’t know why we did it, but we did. Iraq is sitting on an ocean of oil. Is it out of line to suggest that they should contribute to their own future? And after the blood and the money we spent trying to bring some semblance of stability to the Iraqi people, maybe they should be willing to make sure we can rebuild the army that fought for them. When Kuwait was attacked by Saddam Hussein, all the wealthy Kuwaitis ran to Paris. They didn’t just rent suites—they took up whole buildings, entire hotels. They lived like kings while their country was occupied. Who did they turn to for help? Who else? Uncle Sucker. That’s us. We

The Seventh Central Pay Commission was appointed in February 2014 by the Government of India (Ministry of Finance) under the Chairmanship of Justice Ashok Kumar Mathur. The Commission has been given 18 months to make its recommendations. The terms of reference of the Commission are as follows:  1. To examine, review, evolve and recommend changes that are desirable and feasible regarding the principles that should govern the emoluments structure including pay, allowances and other facilities/benefits, in cash or kind, having regard to rationalisation and simplification therein as well as the specialised needs of various departments, agencies and services, in respect of the following categories of employees:-  (i) Central Government employees—industrial and non-industrial; (ii) Personnel belonging to the All India Services; (iii) Personnel of the Union Territories; (iv) Officers and employees of the Indian Audit and Accounts Department; (v) Members of the regulatory bodies (excluding the RBI) set up under the Acts of Parliament; and (vi) Officers and employees of the Supreme Court.   2. To examine, review, evolve and recommend changes that are desirable and feasible regarding the principles that should govern the emoluments structure, concessions and facilities/benefits, in cash or kind, as well as the retirement benefits of the personnel belonging to the Defence Forces, having regard to the historical and traditional parties, with due emphasis on the aspects unique to these personnel.   3. To work out the framework for an emoluments structure linked with the need to attract the most suitable talent to government service, promote efficiency, accountability and responsibility in the work culture, and foster excellence in the public governance system to respond to the complex challenges of modern administration and the rapid political, social, economic and technological changes, with due regard to expectations of stakeholders, and to recommend appropriate training and capacity building through a competency based framework.   4. To examine the existing schemes of payment of bonus, keeping in view, inter-alia, its bearing upon performance and productivity and make recommendations on the general principles, financial parameters and conditions for an appropriate incentive scheme to reward excellence in productivity, performance and integrity.   5. To review the variety of existing allowances presently available to employees in addition to pay and suggest their rationalisation and simplification with a view to ensuring that the pay structure is so designed as to take these into account.   6. To examine the principles which should govern the structure of pension and other retirement benefits, including revision of pension in the case of employees who have retired prior to the date of effect of these recommendations, keeping in view that retirement benefits of all Central Government employees appointed on and after 01.01.2004 are covered by the New Pension Scheme (NPS).   7. To make recommendations on the above, keeping in view:  (i) the economic conditions in the country and the need for fiscal prudence; (ii) the need to ensure that adequate resources are available for developmental expenditures and welfare measures; (iii) the likely impact of the recommendations on the finances of the state governments, which usually adopt the recommendations with some modifications; (iv) the prevailing emolument structure and retirement benefits available to employees of Central Public Sector Undertakings; and (v) the best global practices and their adaptability and relevance in Indian conditions.   8. To recommend the date of effect of its recommendations on all the above.

A fit athlete, as Glassman put it, is competent in all general physical skills, meaning that he or she not only has stamina, but is also strong, fast, agile, coordinated, and flexible. With this base, you can add in sport-specific training for anything from running a marathon to fighting in the cage.

The most vexing managerial aspect of this problem of asymmetry, where the easiest path to growth and profit is up, and the most deadly attacks come from below, is that “good” management—working harder and smarter and being more visionary—doesn’t solve the problem. The resource allocation process involves thousands of decisions, some subtle and some explicit, made every day by hundreds of people, about how their time and the company’s money ought to be spent. Even when a senior manager decides to pursue a disruptive technology, the people in the organization are likely to ignore it or, at best, cooperate reluctantly if it doesn’t fit their model of what it takes to succeed as an organization and as individuals within an organization. Well-run companies are not populated by yes-people who have been taught to carry out mindlessly the directives of management. Rather, their employees have been trained to understand what is good for the company and what it takes to build a successful career within the company. Employees of great companies exercise initiative to serve customers and meet budgeted sales and profits. It is very difficult for a manager to motivate competent people to energetically and persistently pursue a course of action that they think makes no sense.

Step One Preparing The Mind Anytime athletes compete, they condition themselves that they may win the prize. An athlete is well self-disciplined, and temperate in all things. They tell their bodies what to do rather than letting their bodies tell them what to do. They have self-control and self-discipline in every aspect of life including their diet, in sleeping, in their behavior, in their conduct, and in their exercise. They keep a goal in mind with a plan of attack, and a determination to win. They exercise their bodies with a plan to optimize themselves in strength to overcome. For example a runner will be more concerned with leg exercises and the parts of the body which help run. They will train for endurance more so than strength, whereas some other athletes may be concerned with upper body strength only. Likewise we need to be conditioned in all things and well-disciplined to exercise ourselves towards godliness. Our target workout is not upper or lower body, but the spiritual body with soundness of mind. Without self-discipline it is impossible to memorize the amount of Scripture we should memorize. It goes without saying that mental conditioning should be a primary focus when attempting to memorize. That way, one may be optimized for memorizing the word of God. A runner exercises their legs for optimum performance and likewise we should also exercise our minds in Christ for memorizing and walking in wisdom. To make the most of memorization time one needs to be fully alert. It is best not to do it after a long day of work, an extremely stressful period of time, early in the morning when you’re groggy, or late at night before you go to bed. Rather it is better to pick a peaceful time of day during which you are most alert. Sometimes a small sip of coffee or other mental stimulant can help wake you up enough for meditation time. In order to be well conditioned mentally, first we need to understand how to be at peace within ourselves. If you’re often stressed out it can be difficult to memorize what you need to. Watch your own heart and be certain that you don’t take things too critically in life. Life is 10% what happens to you and 90% how you take it. If you find yourself stressed out often, it may be more of how you’re handling the situation, than what’s happening to you. Although there may be something stressful happening in your life you may not need to take it so hard. In fact, the Lord calls us to always be rejoicing. As it is written, “Rejoice always” 1Th 5:16  The apostles through hardship and persecution were known to give joyous glory to the Lord. After being beaten by the council in Acts the apostles rejoiced in the Lord for the persecution they received. As we read, “…and when they had called for the apostles and beaten them, they commanded that they should not speak in the name of Jesus, and let them go. So they departed from the presence of the council, rejoicing that they were counted worthy to suffer shame for His name.” Act 5:40-41 Likewise our temperance and spiritual state of mind can help us when it comes to time for memorizing the word of God. There are both short term and long term exercises that we should practice. In the short term we should learn to rest in Christ and release things to Him. In the long term we should grow in meekness, not taking things so critically in life that we can be at peace.

Rationalization is a process of not perceiving reality, but of attempting to make reality fit one’s emotions.” We humans possess a strong, innate desire to view ourselves as competent and upstanding, meaning that when we fail ourselves in some way, we tend, consciously or not, to explain it away. In fact, this rationalization bias is so ingrained that we use it for just about everything—from excusing our cheating to even convincing ourselves why it wasn’t our fault that we missed a train.

As a result, anecdotes abound in the tech world about scientists, entrepreneurs, and inventors who study and train here but move to Silicon Valley or Austin or North Carolina, lured by climate and lifestyle and a more freewheeling atmosphere. Technology companies like Microsoft, Google, and Amazon have branch offices in Cambridge, but are headquartered on the West Coast. To compete on a global scale, Bostonians need to claim their place in the global conversation. Friday marks a step in that direction. At a press conference at the Ragon Institute, The Boston Globe will join Harvard University, the Massachusetts Institute of Technology, and MGH in announcing HUBweek, a week-long festival of discussions and creative problem-solving scheduled for Oct. 3 to 10 of next year. It’s a collaborative effort to bring big ideas out from behind institutional walls. To draw participants from all over the nation, and the world, all four co-hosts are creating programming that will focus on game-changing science, technology, engineering, and art. The week will feature some central events, kicking off with a master class at Fenway Park.

Rigid dress codes can indeed enforce authority and suppress individuality—an army uniform is intended to do just that. But in their time, uniforms—whether worn by schoolchildren, mailmen, train conductors or street-crossing wardens—bespoke a certain egalitarianism. A child in regulation clothing is under no pressure to compete sartorially with his better-off contemporaries. A

Not everyone is born a great leader, but anyone can foster core leadership competencies for themselves and become actionable, effective leaders.

Real empowerment comes from having both the principles and the practices understood and applied at all levels of the organization. Practices are the what to do’s, specific applications that fit specific circumstances. Principles are the why to do’s, the elements upon which applications or practices are built. Without understanding the principles of a given task, people become incapacitated when the situation changes and different practices are required to be successful. When training people, we often teach skills and practices, the specific how to of a given task. But when we teach practices without principles, we tend to make people dependent on us or others for further instruction and direction. Principle-centered leaders are men and women of character who work with competence “on farms” with “seed and soil” on the basis of natural principles and build those principles into the center of their lives, into the center of their relationships with others, into the center of their agreements and contracts, into their management processes, and into their mission statements. The challenge is to be a light, not a judge; to be a model, not a critic.

Real empowerment comes from having both the principles and the practices understood and applied at all levels of the organization. Practices are the what to do’s, specific applications that fit specific circumstances. Principles are the why to do’s, the elements upon which applications or practices are built. Without understanding the principles of a given task, people become incapacitated when the situation changes and different practices are required to be successful. When training people, we often teach skills and practices, the specific how to of a given task. But when we teach practices without principles, we tend to make people dependent on us or others for further instruction and direction. Principle-centered leaders are men and women of character who work with competence “on farms” with “seed and soil” on the basis of natural principles and build those principles into the center of their lives, into the center of their relationships with others, into the center of their agreements and contracts, into their management processes, and into their mission statements. The challenge is to be a light, not a judge; to be a model, not a critic. Section 1 PERSONAL     and INTERPERSONAL EFFECTIVENESS  

Trustworthiness at the personal level. Trustworthiness is based on character, what you are as a person, and competence, what you can do. If you have faith in my character but not in my competence, you still wouldn’t trust me. Many good, honest people gradually lose their professional trustworthiness because they allow themselves to become “obsolete” inside their organizations. Without character and competence, we won’t be considered trustworthy, nor will we show much wisdom in our choices and decisions. Without meaningful ongoing professional development, there is little trustworthiness or trust. • Trust at the interpersonal level. Trustworthiness is the foundation of trust. Trust is the emotional bank account between two people that enables them to have a win-win performance agreement. If two people trust each other, based on the trustworthiness of each other, they can then enjoy clear communication, empathy, synergy, and productive interdependency. If one is incompetent, training and development can help. But if one has a character flaw, he or she must make and keep promises to increase internal security, improve skills, and rebuild relationships of trust. Trust—or the lack of it—is at the root of success or failure in relationships and in the bottom-line results of business, industry, education, and government.

Ask yourself: What would the self-talk of a champion be like as he prepared for competition?   How would that champion be moving his body around as he prepared?   And how would that champion be breathing as he prepared to enter the competition and face his opponent?   Then do it.  Bring it all together for several minutes prior to your time, and allow yourself to enter into this totally prepared and empowered state before you compete.  Get out of your own way.  Let your training take over.

The Bible says, “Physical training is good, but training for godliness is much better, promising benefits in this life and in the life to come” (1 Tim. 4:8 NLT). Yes, physical exercise is beneficial, and God is certainly pleased with your efforts to be healthy and strong. However, your goal should not be to sculpt your body or compete in races so other people will admire you. Rather you should exercise to improve your health so you can maintain God’s temple and have more energy to serve the Lord and others.

With training or experience, people can encode patterns deep in their memories in vast number and intricate detail—such as the estimated fifty thousand to one hundred thousand chess positions that top players have in their repertoire.20 If something doesn’t fit a pattern—like a kitchen fire giving off more heat than a kitchen fire should—a competent expert senses it immediately. But as we see every time someone spots the Virgin Mary in burnt toast or in mold on a church wall, our pattern-recognition ability comes at the cost of susceptibility to false positives. This, plus the many other ways in which the tip-of-your-nose perspective can generate perceptions that are clear, compelling, and wrong, means intuition can fail as spectacularly as it can work.

Luxury brands create additional value for consumers by providing an excellent level of service. This is mostly manifested in the form of highly trained and competent staff, typically sophisticated individuals who are willing to go the extra mile in service delivery. The corporate values communicated by the brand, should also be communicated by staff.

Fortunately for the cause of science and of humanity, we had as Governor-General of Cuba at that time General Leonard Wood, of the United States Army. General Wood had been educated as a physician, and had a very proper idea of the great advantages which would accrue to the world if we could establish the fact that yellow fever was conveyed by the mosquito, and his medical training made him a very competent judge as to the steps necessary to establish such fact. General Wood during the whole course of the investigations took the greatest interest in the experiments, and assisted the Board in every way he could.

What was going on? The only way to make sense of this exchange is through the prism of cognitive dissonance. Many prosecutors see their work as more than a job; it is more like a vocation. They have spent years training to reach high standards of performance. It is a tough initiation. Their self-esteem is bound up with their competence. They are highly motivated to believe in the probity of the system they have joined. In the course of their investigations, they get to know the bereaved families well and quite naturally come to empathize with their trauma. And they want to believe that in all those long hours spent away from their own families pursuing justice, they have helped to make the world a safer place. Imagine what it must be like to be confronted with evidence that they have assisted in putting the wrong person in jail; that they have ruined the life of an innocent person; that the wounds of the victim’s family are going to be reopened. It must be stomach churning. In terms of cognitive dissonance, it is difficult to think of anything more threatening.

To use a very ordinary example, growing means taking off the training wheels from the bicycle. We lean into the potential of developing more independence and competence but must run the risk of falling over. Our safety is threatened. This challenging dynamic is at the heart of almost all of life. Often we prefer to play it safe by hiding out in what we know, rather than letting go and learning something new. It feels more secure to avoid change than to risk trying and failing. It feels smarter to keep our thoughts and feelings to ourselves than to share them in an intimate way. While

As Christian parents, pastors, teachers, and youth group leaders, we constantly see young people pulled down by the undertow of powerful cultural trends. If all we give them is a “heart” religion, it will not be strong enough to counter the lure of attractive but dangerous ideas. Young believers also need a “brain” religion—training in worldview and apologetics—to equip them to analyze and critique the competing worldviews they will encounter when they leave home.

Suppose that, through legislation (an artificial means) and through a government-run school voucher program (an artificially created market), public schools are privatized. "Natural evolution" will then take place: Schools will have to compete, only the best competitors will survive, and those schools that cannot compete will cease to exist. The surviving schools, by the Folk Theory of the Best Result, will be the best schools. It is an argument entirely based on two metaphors and a folk theory, all of which derive from Strict Father morality. Many people do not notice that Evolution Is Survival Of The Best Competitor is, indeed, a metaphor, much less a Strict Father metaphor. One way to reveal its metaphorical character is to contrast it with a metaphor for evolution that takes the perspective of Nurturant Parent morality: Evolution Is The Survival Of The Best Nurtured. Here "best nurtured" is taken to include both literal nurturing by parents and others and metaphorical nurturing by nature itself. Where fitting an ecological niche is being metaphorized as winning a competition in one case, it is metaphorized as being cared for by nature in the other. Both are metaphors for evolution, but they have very different entailments, especially when combined with the metaphor Natural Change Is Evolution and the folk theory that evolution yields the best result. Putting these together yields a very different composite metaphor for natural change, namely, Natural Change Is The Survival Of The Best Nurtured, which produces the best result. Applied to the issue of whether public schools should be privatized, this metaphor would entail that they should not be. Rather, public schools need to be "better nurtured," that is, given the resources they need to improve: better-trained and better-paid teachers, smaller classes, better facilities, programs for involving parents, community involvement, and so on.

Your body provides you with constant feedback that can help improve your running performance while minimizing biomechanical stress. Learn to differentiate between the discomfort of effort and the pain of injury. When you practice listening, you increase competence in persevering through the former and responding with respect and compassion to the latter.

There are times to teach and train and times not to teach. When relationships are strained and charged with emotion, attempts to teach or train are often perceived as a form of judgment and rejection. A better approach is to be alone with the person and to discuss the principle privately. But again, this requires patience and internal control—in short, emotional maturity. BORROWING STRENGTH BUILDS WEAKNESS In addition to parents, many employers, leaders, and others in positions of authority may be competent, knowledgeable, and skillful (at day six) but are emotionally and spiritually immature (at day two). They, too, may attempt to compensate for this deficiency, or gap, by borrowing strength from their position or their authority. How do immature people react to pressure? How does the boss react when subordinates don’t do things his way? The teacher when the students challenge her viewpoint? How would an immature parent treat a teenage daughter when she interrupts with her problems? How does this parent discipline a bothersome younger child? How does this person handle a difference with a spouse on an emotionally explosive matter? How does the person handle challenges at work? An emotionally immature person will tend to borrow strength from position, size, strength, experience, intellect, or emotions to make up for a character imbalance. And what are the consequences? Eventually this person will build weakness in three places: First, he builds weakness in himself. Borrowing strength from position or authority reinforces his own dependence upon external factors to get things done in the future. Second, he builds weakness in the other people. Others learn to act or react in terms of fear or conformity, thus stunting their own reasoning, freedom, growth, and internal discipline. Third, he builds weakness in the relationship. It becomes strained. Fear replaces cooperation. Each person involved becomes a little more arbitrary, a little more agitated, a little more defensive. To win an argument or a contest, an emotionally immature person may use his strengths and abilities to back people into a corner. Even though he wins the argument, he loses. Everyone loses. His

…self-consciously question its premises as well as its actions, accept uncertainty, and measure leadership competence at all levels by its capacity to acknowledge ignorance and uncertainty as prerequisites for discovery and change, i.e. as the conditions for learning.111

The world is expected to take it for granted than an American expat who studied at any 'reputable' American academic institution is smart, well trained, and competent to do a job anywhere around the globe, but the opposite is never true for newcomers in the U.S.

I compete to raise the level of excellence in my life, to learn and grow, in order to raise it in others.

They may adopt elaborate defenses designed to look good or seem normal, withdraw into their own private world, or compete for the little love and attention that is available. In the absence of reliable adults, siblings may become parentified and try to provide the care and comfort that is missing for each other, or they may become co-opted by one parent as a surrogate partner, filling in the gaping holes and massaging the sore spots of a family in a constant low level of crisis. This is on-the-job training for codependency.

Henry Marfori completed a successful internship with Morgan Stanley. His duties in this role were to support financial advisors with clerical work, providing information to clients and advisors, and providing minor analysis on stock market. Henry Marfori also has a background in boxing, he has both trained and competed. His favorite boxers are Floyd Mayweather and Manny Pacquiao.

For Rebecca, the world was not a dangerous place spinning rapidly out of control; it was a problem to be managed by men and women of competence and training.

What Are Skills? Skills are the capabilities developed through training or hands-on experience. Skills are the practical application of knowledge. Someone can take a course on investing and gain knowledge of it. But only experience in trading gives them the skills. What Are Abilities? Abilities, often confused with skills, are the innate traits or talents that you bring to a task or situation. Many people can learn to negotiate competently by acquiring knowledge and practicing skills. But a few are brilliant negotiators because they have an innate ability to persuade. What Are Assets? Assets are funds you have saved up or that you acquire through loans, investors, or fund-raising. So how do assets work with everything else to push your business from idea into reality? Take a look at the example below. This is what I call the knowledge, skills, abilities, and assets matrix:

This is the downside of what is generally regarded as a virtue: the self-confidence and moral independence of those schooled to believe in their own autonomy and intellectual competence. It can have the unfortunate, sometimes tragic, effect of inducing people to overvalue their ability to make judgments and decisions that require considerable technical training as well as a wide base of experience and knowledge. But deference to even the most well-warranted authority has become perilously dilute in a culture whose celebration of individualism is unconstrained.

Not unlike Mussolini in his early laissez-faire period with Alberto De Stefani, Hitler named as his first minister of finance the conservative Lutz Graf Schwerin von Krosigk. For a time, the Führer left foreign policy in the hands of professional diplomats (with the aristocratic Constantin von Neurath as foreign minister) and the army in the hands of professional soldiers. But Hitler’s drive to shrink the normative state and expand the prerogative state was much more sustained than Mussolini’s. Total master of his party, Hitler exploited its radical impulses for his own aggrandizement against the old elites and rarely (after the exemplary bloodbath of June 1934) needed to rein it in. Another suggested key to radicalization is the chaotic nature of fascist rule. Contrary to wartime propaganda and to an enduring popular image, Nazi Germany was not a purring, well-oiled machine. Hitler allowed party agencies to compete with more traditional state offices, and he named loyal lieutenants to overlapping jobs that pitted them against each other. The ensuing “feudal” struggles for supremacy within and between party and state shocked those Germans proud of their country’s traditional superbly trained and independent civil service. Fritz-Dietlof Count von der Schulenburg, a young Prussian official initially attracted to Nazism, lamented in 1937 that “the formerly unified State power has been split into a number of separate authorities; Party and professional organizations work in the same areas and overlap with no clear divisions of responsibility.” He feared “the end of a true Civil Service and the emergence of a subservient bureaucracy.” We saw in the previous chapter how the self-indulgently bohemian Hitler spent as little time as possible on the labors of government, at least until the war. He proclaimed his visions and hatreds in speeches and ceremonies, and allowed his ambitious underlings to search for the most radical way to fulfill them in a Darwinian competition for attention and reward. His lieutenants, fully aware of his fanatical views, “worked toward the Führer,” who needed mainly to arbitrate among them. Mussolini, quite unlike Hitler in his commitment to the drudgery of government, refused to delegate and remained suspicious of competent associates—a governing style that produced more inertia than radicalization. War provided fascism’s clearest radicalizing impulse. It would be more accurate to say that war played a circular role in fascist regimes. Early fascist movements were rooted in an exaltation of violence sharpened by World War I, and war making proved essential to the cohesion, discipline, and explosive energy of fascist regimes. Once undertaken, war generated both the need for more extreme measures, and popular acceptance of them. It seems a general rule that war is indispensable for the maintenance of fascist muscle tone (and, in the cases we know, the occasion for its demise). It seems clear that both Hitler and Mussolini deliberately chose war as a necessary step in realizing the full potential of their regimes. They wanted to use war to harden internal society as well as to conquer vital space. Hitler told Goebbels, “the war . . . made possible for us the solution of a whole series of problems that could never have been solved in normal times.

To sell, you had have 1) the competence—expert knowledge of the product you were selling and the process to demonstrate it (qualifying the buyer by validating their need and budget; helping define what their buying criteria are while setting traps for the competition; getting sign-off from the technical and the economic buyer at the customer, and so forth) so that you could have 2) the confidence to state your point of view, which would give you 3) the courage to have 4) the conviction not to be sold by the customer on why she wasn’t going to buy your product. Cranney was obsessed with training every salesperson, testing them, and holding them accountable on the four C’s.