Essentialism: The Disciplined Pursuit Of Less by Greg Mckeown

“Less but better” embodies the ethic of Essentialism.

The essence of Essentialism

Essentialism is a way of thinking that drives success, that replaces false assumptions that we can do it all, that being busy means being productive, that we must accept every single opportunity that comes our way.

Essentialists understand that they have the ability to choose before they feel helpless and let someone else make decisions for them.

They acknowledge that hard work does not necessarily pay off or lead to great results. Essentialists therefore learn to distinguish among all opportunities the best and most appropriate, most essential.

They also understand that decisions are made by design and not by default.

They focus their energy and time on a small portion of activities, and refuse those that won’t help them achieve their goals.

Essentialism: The Disciplined Pursuit Of Less by Greg Mckeown #books #bookreviews #essentialism #discipline #prioritization #journeytoleadership journeytoleadershipblog.com

The exploration and selection process

Essentialists give themselves the liberty to explore everything and anything before making a decisions on what to focus their energy, before committing to one option.

To do so, they:

  • Set aside time to think, to focus on different possibilities, to create space for intense concentration, to read, to meditate.
  • Visualize the bigger picture and notice the larger issues that matter.
  • Listen deliberately and observe intensely.
  • Write a journal, with restraint, until it becomes a habit to keep track of the small changes implemented and to memorize the important events and information.
  • Take time to play. In the workplace and in adulthood, playing has become trivial and undermined. However, playing sparks creativity, opens people up to see more possibilities, “challenges old assumptions and makes us more receptive to untested ideas”, alleviates stress, improve overall corporate skills.
  • Make sleep a priority to counter-intuitively remain productive, to increase creativity and sustain a healthy mind.
  • Apply the 90 percent rule, if unsure of a decision, to avoid committing to too many options in our personal and professional lives. “think about the single most important criterion for that decision, and then simply give the option a score between 0 and 100. If you rate it any lower than 90 percent, then automatically change the rating to 0 and simply reject”. For example, the 90 percent rule is useful to hire the right people and make sure that they are fit from the start.
  • Say no to the unwanted opportunities that come your way.
  • Fight the fear of missing out.

The elimination process

Furthermore, Essentialists find the courage, strength and conviction to firmly and resolutely say no to external pressure when they believe it is right and eliminate the nonessentials.

They clarify their goals, their personal and professional mission statements, make them concrete, measurable, meaningful and memorable, identify the activities that align themselves with their mission statements.

Clarifying their goals and missions improves their relationships, their motivation, sense of cooperation, sense of purpose, their jobs, roles.

It also helps them focus their energy and time in one direction and therefore increase productivity.

In the workplace, employees without a clear mission or values tend to play politics.

Often Nonessentialists are afraid of missing out on an opportunity or are afraid of conflict, of not being conform to expectations, to social norms, but saying no will increase your effectiveness and the respect level.

Nonessentialists would be better off if they:

  • Separated the person from their decisions.
  • Found different ways to say no politely but firmly. It is critical to be prepared for reactions of annoyance, disappointment or anger from the other party. However, respect usually replaces those emotions in the long run.
  • Traded the denied nonessential opportunities for better ones.
  • Realized that respect is more valuable than popularity.
  • Exercised discipline to remove distractions, cut their losses and stopped investing time, money and energy in nonessentials, dead-end activities.
  • Broke free from a false sense of ownership to a project and object.
  • Avoided staying somewhere just because they are afraid of wasting time, losing their investment and ownership.
  • Admitted their mistakes.
  • Avoided trying too hard to fit in.
  • Challenged the status quo.
  • Took a break before responding to someone and taking on a new commitment.
  • Set boundaries and viewed them as liberating. Essentialists write down their red flags, deal breakers, lay down their priorities and take heed of negative people.

The execution process

It is critical to come up with a system to execute your essential activities, the right things the right way.

To prepare for wet days or to allocate time to respond to the unexpected, Essentialists create a buffer.

The buffer is a contingency plan for difficult circumstances, works as a risk management strategy, ensures some wiggle room to execute their activities.

To create a buffer, Essentialists:

  • Accurately estimate the time of the activity by adding half the time that is expected to accomplish your tasks.
  • Identify early all obstacles in their plan and remove them beforehand.
  • Take small steps, increase positive interactions and congratulate themselves and their team for small wins.
  • Design a routine to improve their ability to execute the essentials, to render the process easy and unconscious, to remove obstacles, to save their energy in the long run, to enhance their creativity and innovation.
  • Stay in the present, avoid doing too many thing at once as opposed to doing many things and focusing on one thing at a time.

Favorite quote(s)

the pursuit of success can be a catalyst for failure. Put another way, success can distract us from focusing on the essential things that produce success in the first place.

Discerning what is essential to explore requires us to be disciplined in how we scan and filter all the competing and conflicting facts, options, and opinions constantly vying for our attention.

By definition, applying highly selective criteria is a trade-off; sometimes you will have to turn down a seemingly very good option and have faith that the perfect option will soon come along.

Essentialism is not about how to get more things done; it’s about how to get the right things done. It doesn’t mean just doing less for the sake of less either. It is about making the wisest possible investment of your time and energy in order to operate at our highest point of contribution by doing only what is essential.

Review

In Essentialism: The Disciplined Pursuit Of Less, Greg Mckeown teaches us to hone our decisions making and time management skills in order to achieve more to do less and to do better, to filter out the noise and distractions, to find out what we really want out of life and pursue our dreams the most effective and disciplined way possible.

Essentialism: The Disciplined Pursuit Of Less by Greg Mckeown is destined to overachievers, to ambitious people, and to those who feel like they are spread thin in their personal and professional lives.

Indeed, when we want to be successful, we have a tendency of accepting every opportunity that comes to us, we fear that we will be missing out and we worry about everything.

Greg Mckeown shows us that we have the power to choose, that it is OK to turn down a mediocre option, with the faith that a better option comes around.

Also, this book administers practical advice, applicable to leaders, illustrated with great examples, and made me realize the number of things that hinder my productivity and my time management.

At last, Essentialism: The Disciplined Pursuit Of Less cannot be compared with New Years resolutions but provides a new way of thinking, a new way of life.

Ratings 4/5

Author

Greg Mckeown

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Daring Greatly By Brené Brown

Daring Greatly means being vulnerable, being engaged, being exposed and avoiding being perfect.

Daring Greatly By Brené Brown #book #bookreviews #vulnerability #selfimprovement #journeytoleadership journeytoleadershipblog.com

A Narcissistic Society

Many researchers have shown that the American culture has turned into a narcissistic influenced culture, a culture of scarcity, a culture where people put themselves first, think that they are special, are always connected to social media, go after money and power, chase beauty and other vanity, compare themselves, are disengaged and concerned with the idea of lacking.

Instead of putting sown narcissistic people and showing them that they are not special, it is better to seek understanding and find the root of the problem.

Being narcissistic stems from a feeling of not being enough and of being ordinary.

Vulnerability & The Feeling Of Not Being Enough

The feeling of not being enough brings about shame and stops us from being vulnerable.

Shame is a universal emotion, is corrosive, “keeps us small, resentful and afraid”.

Furthermore, we become disengaged when we are too afraid to be vulnerable, when we are ashamed, when we lack purpose, when a social contract is not met.

It is critical to speak out on your shame, to be self-aware, to know your self-worth, to ask and receive feedback because knowing your worth will help you become more vulnerable.

To eradicate the feeling of shame:

  • Identify your shame triggers.
  • Observe your self talk.
  • Practice authenticity.
  • Accept your experiences.
  • Share your experience, be vulnerable with someone who genuinely cares about you.

Common Misconceptions About Vulnerability

We are thought not to be vulnerable, not to show our emotions, to look down on those who do.

There are several misconceptions when it comes to vulnerability.

Misconception #1: “Vulnerability is weakness”

The reality is vulnerability is not a weakness, is not good or bad.

Vulnerable is the origin of all emotions. It therefore becomes important to acknowledge your vulnerability.

Besides, the people who think that they are impenetrable are in fact the most vulnerable.

Misconception #2: “I don’t do vulnerability”

Vulnerability is unavoidable.

When we try to avoid it, we often exhibit unusual inconsistent behaviors.

Misconception #3: Vulnerability is letting it all hang out”

You cannot be vulnerable with everyone. It is important to build trust and boundaries before being vulnerable.

Otherwise, more times than ever, you will end up getting betrayed and hurt.

Misconception #4: “We can go it alone”

Individualism and going it alone are highly regarded in American culture.

In this case, it is essential to construct a support system, to ask for and receive help

Shame As A Management Tool

Most of the time, shame and the blame game are used as management tool, yet is ineffective.

Subsequently, the situations that we face on a daily basis, in the education system, in the workplace, force us to keep our head down and our mouth shut which doesn’t encourage innovation, creativity or the learning process.

Vulnerability & Protective Mechanism

Our protective mechanisms are survival strategies, used to shield our vulnerability.

Those shields can go from foreboding joy, to perfectionism to numbing down your emotions.

To avoid shielding vulnerability, it is critical to:

  • Practice gratitude.
  • Appreciate your strengths and weaknesses.
  • Confront your emotions.
  • Live a more fulfilling life and feed your spirit.
  • Focus your time and energy on the essentials.
  • Consider how your behavior affect those around you.

Shield #1: Victim mentality

Some people go through life with a victim or perpetrator, win or lose mentally and subsequently fall into one of these categories.

Surprisingly, the people who have been through the most trauma, demonstrate the most resilience.

People who don’t feel like victims or perpetrators, see themselves as thrivers.

Shield #2: “Floodlighting”

Floodlighting is essentially oversharing and stems from a need for confirmation and validation.

We have to be careful not to share vulnerable stories too soon with people who have not earned the right to hear them.

The people on the receiving end often shut down, lack empathy or feel disconnected.

Shield #3: “The smash and grab”

With this shield, some people use vulnerability as a manipulation, sensationalizing tactic that is common in celebrity culture, as an attention seeking tool.

Shield #4: “Serpentining”

Serpentining is a draining and an avoidance behavior.

It happens when people are not facing a situation head on for fear of being vulnerable, of not being present.

Shield #5: Mean-spiritedness

In this case, people use criticism, cynicism and mean-spiritedness to protect themselves.

They are mean to people who dare demonstrate vulnerability.

Review

Daring Greatly is essential to leadership, parenting, relationships, finding your purpose and your passion.

Daring Greatly by Brené Brown gives insight into the corporate and the western culture where being vulnerable equals being weak and lets you open to different attacks.

Through Daring Greatly, Brown has gathered data from people from different walks of life so we can somewhat self diagnose and become more aware of some of our toxic behavior.

Brené Brown makes some pertinent point and writes exactly like she speaks.

Furthermore, Brown is very open and authentic, shares her anecdotes, fears and doubt. For example, she is vulnerable with us, mindful of the stories to share, lets us into her conversations with her therapist.

Brené Brown explains the reasons why we are afraid of being vulnerable, the different ways we protect ourselves from vulnerability, and how to become more vulnerable in our society.

All in all, I thoroughly enjoyed this book.

Favorite quote(s)

Vulnerability is not weakness, and the uncertainty, risk, and emotional exposure we face every day are not optional. Our only choice is a question of engagement. Our willingness to own and engage with our vulnerability determines the depth of our courage and the clarity of our purpose; the level to which we protect ourselves from being vulnerable is a measure of our fear and disconnection.

Vulnerability is the core, the heart, the center, of meaningful human experiences.

Vulnerability is the birthplace of love, belonging, joy, courage, empathy, and creativity. It is the source of hope, empathy, accountability, and authenticity. If we want greater clarity in our purpose or deeper and more meaningful spiritual lives, vulnerability is the path.

We live in a world where most people still subscribe to the belief that shame is a good tool for keeping people in line. Not only is this wrong, but it’s dangerous. Shame is highly correlated with addiction, violence, aggression, depression, eating disorders, and bullying. Researchers don’t find shame correlated with positive outcomes at all—there are no data to support that shame is a helpful compass for good behavior. In fact, shame is much more likely to be the cause of destructive and
hurtful behaviors than it is to be the solution.

Much of the beauty of light owes its existence to the dark. The most powerful moments of our lives happen when we string together the small flickers of light created by courage, compassion, and connection and see them shine in the darkness of our struggles.

Ratings 4/5

Author

Brené Brown

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No One Understands You and What To Do About It by Heidi Grant Halvorson

We seldom are perceived the way we see ourselves or the way we want to be perceived.

Contrary to popular belief, our facial expressions are not always readable, our emotions are not that obvious and we don’t communicate as much as we think we do.

No One Understands You and What To Do About It by Heidi Grant Halvorson #books #bookreviews #communication #skills #communicationskills #selfimprovement #journeytoleadership journeytoleadershipblog.com

Guided Perceptions

There are many heuristics and assumptions that guide our perceptions and create inaccurate interpretations of people.

Assumption #1: The confirmation bias

Some people look at you and see what they expect to see, taking into account the stereotypes of the groups to which you belong, your culture and their past experiences with you.

Assumption #2: The primary effect

Other people forme their perceptions of you using their initial impression of you.

With this assumption, first impressions are lasting impressions.

Assumption #3: Stereotypes

Stereotypes are the beliefs about categories of people to “better understand” them.

Assumption #4: The halo effect

The halo effect is the belief that someone, with one powerful positive trait, has a lot more positive traits.

Assumption #5: The false-consensus effect

The false-consensus effect is the belief that others think and feel the same way that we do.

The Two Phases of Perception

There are two phases of perception that exist in every interactions: Phase 1 or System 1 and Phase 2 or System 2.

Phase 1 or System 1 is the automatic and effortless ability to recognize strong emotions in someone’s facial expression and voice, to identify, categorize and interpret a given behavior, to attach that given behavior to “some aspect of your personality, character or abilities”.

First impressions are made in Phase 1.

Perception often stops at Phase 1 and people, being busy, tend to rely heavily on heuristics and assumptions.

Phase 2 or System 2 is the ability, through complex and effortful mental operations to get a complete and accurate understanding of someone, by taking into account additional factors about yourself.

This effort has to purposefully be motivated by an attention-grabbing circumstance.

Distortion of The Phases of Perception

The level of trust, the possession of power and the size of the ego tend have an impact on these phases of perception.

However, these distortions can be averted by understanding the circumstances and the wanted results of each interaction.

The level of trust

Most of the time, people are not just trying to make assumptions about you but are trying to find out unconsciously if they can trust you, especially in the workplace: are you a friend or a foe?

The decision to trust is made unconsciously in Phase 1 of perception and depends on the way that you project warmth and competence.

To increase trust to the people around you:

  • Convey warmth indirectly by giving subtle but genuine complements, by providing assistance whenever you can, by showing interest in others feelings and thoughts.
  • Demonstrate empathy by acknowledging someone else’s perspective.
  • Manifest your trust in people first by being cooperative, talking about your vulnerabilities and challenges.
  • Transmit competence by making eye contact while speaking.
  • Show will power by showing self-control.
  • Avoid overconfidence by showing modesty and restraint.
  • Adopt a power pose in order to take up most of the space, to signal your competence.
  • Emphasize your potential for greatness and for success.

The possession of power

Having more or less power changes the impressions that we form about one another.

Powerful people tend to be overwhelmed with responsibilities and have no time to spare, to be focused on their goals, rely heavily on stereotypes to categorize people, stay stuck in Phase 1 of perception.

Furthermore, the sad truth is that powerful people don’t pay much attention to less powerful people.

To get noticed by powerful people and to increase your influence:

  • Be instrumental to their success.
  • Find out how you can align your. objectives with those of the powerful.
  • Ease their burden.
  • Anticipate their needs and challenges.
  • Avoid complementing them because they don’t care.

The size of the ego

Perception is distorted by the size of the ego in such ways that you must come out on top, feeling good about yourself.

Your ego has the purpose of protecting and enhancing your self-esteem.

To control the way people perceive you through their ego, you will need to:

  • Help people enhance their self-esteem.
  • Evaluate the threat that you and your abilities pose to your colleagues.
  • Be humble about your accomplishments, past and current difficulties. Avoid tooting your own horn, playing dumb or acting like someone else.
  • Affirm other people by praising them and their achievements.
  • Avoid stereotyping other people.

The eager reward seekers and the vigilant risk mitigators

The safety and security of our personal situations also poses a threat to our perceptions of people, of our colleagues and of our career.

On one hand, the eager reward seeker looks for opportunities everywhere, are effective, risk takers, rule breakers, adventurers, optimistic, motivated, innovative and often creative.

Unfortunately, eager reward seekers are prone to fail and to underestimate problems.

On the other, the vigilant risk mitigators see danger everywhere they go, are vigilant, risk averse, reliable, thorough and deliberate, prone to analytical thinking and self-doubt.

To get the best of both types of people, simply adapt your language to each of them by making one see a potential for gain and the other a cautionary plan.

The clingy, anxious and the aloof, avoidant

The need for closeness shapes our relationship with others.

The clingy and anxious people tend to have low self-esteem, need validation, constantly seek closeness and are worried that the people that they have built a relationship with will leave them, see injuries and slights where there aren’t, fear rejection.

To accommodate them, practise empathy, don’t take it personally, clarify your speech, stay reliable to this person.

The aloof and avoidant people don’t foster close relationships but instead maintain emotional distance.

To accommodate them, don’t take their behaviour personally, restraint your own warmth, give them time to open up.

Correcting bad impressions and fighting misunderstandings

Finally, to correct bad impressions and start over on the right track, you can exhibit attention-getting evidence of the contrary evidence of you so they can notice and cannot deny reality.

You can also force people to revisit their opinion of you by making them feel that their judgement is unfair or unequal.

Finally, you can make people depend on you and need you to reach their goals.

Review

No One Understands You and What To Do About It by Heidi Grant Halvorson is a great self-development book that explores the prominent reasons why we are often misunderstood and gives useful advice on how to clean up our reputation, to clarify a difficult situation.

Every single conclusion that Halvorson draws is scientifically researched and illustrated with probing examples.

This book is intended for people who have made past mistakes with people and want to correct them.

It was absolutely hard to read because Halvorson revealed hard truths, reminded me of the stereotypes that pursue me on a daily basis and that keep interfering with my goals, forces me to question myself and my behavior.

In addition, this book made me more self-conscious about my presentation to the world and my decisions, more aware that first impressions are critical, that most people don’t think the same way I do, react the same I do, or perceive me the same way I do.

Furthermore, No One Understands You and What To Do About It was also cathartic and purging, helped me become a better judge of others, understand that the way people treated me in the past was not my full responsibility.

In No One Understands You and What To Do About It, Heidi Grant Halvorson explains how perceptions are born, describes a set of stereotypes and assumptions that affect how people perceive you, the different ways for correcting bad impressions and for overcoming misunderstandings.

Favorite quote(s)

Studies show that while very strong, basic emotions—surprise, fear, disgust, and anger—are fairly easy to read, the more subtle emotions we experience on a daily basis are not.
You are never really starting from scratch with another person, even when you are meeting him or her for the first time. The perceiver’s brain is rapidly filling in details about you—many before you have even spoken a word. Knowing this gives you a sense of what you’ve got going for you and what you might be up against. And the more you can know in advance about your perceiver’s likes, dislikes, strengths, and weaknesses, the better equipped you will be to anticipate what’s being projected onto you.

The benefits of projecting trustworthiness (and the costs of failing to do so) are Enormous, particularly in the workplace. Studies show, for instance, that the willingness to share knowledge with colleagues—a sticking point in most large organizations—is strongly predicted by feelings of trust among employees.

Ratings 4/5

Author

Heidi Grant Halvorson

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#ENTRYLEVELTweet by Heather R. Huhman Taking Your career from classroom to cubicle

140 tweets…

140 inspiring tweets that give out helpful job searching tips to newly college graduates.

#ENTRYLEVELTweet by Heather R. Huhman Taking Your career from classroom to cubicle #books #bookreviews #interview #jobinterview #careeradvice #journeytoleadership journeytoleadershipblog.com

There are tweets for people who wish to identify and highlight their professional strengths.

There are tips for graduates who are applying for different jobs, scheduling job interviews, crafting efficient resumes, cover letter and any other tools necessary to get the job.

These tweets relate also networking and creating relationships with hiring managers.

For example, being present on various social media and using your profile in order to connect directly with the hiring managers is a skill that can be acquired.

Other soft skills such as managing different job offers without burning bridges and navigating office politics and making a lasting good impression on your boss and coworkers are introduced.

Review

#ENTRYLEVELTweet by career expert Heather R. Huhman is a fast and easy read and gathers both practical and motivational tips that, I believe, can be helpful to boost your job search.

#ENTRYLEVELTweet by career expert Heather R. Huhman is intended for newly college graduates with absolutely no idea how to transit from the classroom to the cubicle.

Heather R. Huhman is the founder and president of Come Recommended.

Introduced to the working sphere without guidance, she is adamant about helping recent graduates to launch their career.

I wish that there would be more practical illustrations and detailed tweets on how to navigate office politics.

Let me know below what you think about this book!

Favorite quotes

Tweet 2 Others, namely your parents, will “strongly encourage” you to take the first job you’re offered out of college

Tweet 5 Don’t beat yourself up for not making the right choice at first—most of us don’t!

Tweet 52 If you have large gaps in your résumé due to removing all unrelated positions, include them in Additional Experience. No bullets.

Tweet 112 Read industry publications and blogs. It’s important to keep up with the news and latest trends in your industry.

Tweet 131 If you are not entirely certain you understand what your supervisor wants when he or she has given you an assignment, speak up!

Tweet 132 Become the go-to person for something in the office, whether it’s building PowerPoint presentations or navigating social media.

Tweet 133 Keep your opinions to yourself, and be aware of negative “types” in the office. Don’t partake in gossip!

Ratings: 3/5

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So Smart But…: How Intelligent People Lose Credibility – And How They Can Get It Back by Allen K. Weiner

Credibility, the quality or power to inspire trust and belief, is essential and strategic to career evolution.

Credibility is so difficult to acquire and to maintain but so quick and easy to lose.

So Smart But...: How Intelligent People Lose Credibility - And How They Can Get It Back by Allen K. Weiner #books #bookreviews #success #successmindset #leadership #leadershipdevelopment #selfdevelopment #selfimprovement #journeytoleadership journeytoleadershipblog.com

Credibility is 45% how you look, 45% how you sound and 10% what you say.

credibility2

In agreement with McCroskey, scholar in West Virginia University, there are five factors of credibility:

1. Competence

This quality is acquired when an employee has succeeded to champion the company’s vision, engage in innovation, focus on performance and results, and to build a high performance organization.

With competence, an employee is able to explain concept with the appropriate message and to calibrate a message to a specific listener.

credibilitylost

Credibility is easily lost if someone:

  • Is not understanding or is reacting inappropriately to an issue at hand.
  • Is lacking better judgement in order to make the right decisions.
  • Reflects too long before making a decision.

2. Character

This quality is acquired when an employee has succeeded to foster a climate of innovation, to foster and model the company’s values.

credibilitylost

Credibility is easily lost if someone:

  • Is lacking passion and drive for their work
  • Is arrogant. This character flaw can be corrected by changing your words when addressing your colleagues, expressing interest in them, asking for advice, listening more in conversations and sharing your personal weaknesses.
  • Cannot manage emotions very well.
  • Has it out for some people in their organization.

3. Composure

This quality is acquired when an employee has succeeded to manage workforce performance and delegate appropriately.

credibilitylost

Credibility is easily lost if someone:

  • Is not timely (not punctual with deliveries, appears frantic and rushing,…).
  • Cannot manage emotions very well.
  • Maneuver their body language to manifest their belonging.
  • Decorate and manage their personal space.
  • Does not look the part by not applying the company’s dress code, by not grooming oneself when coming to work or even by not working out.

4. Sociability

This quality is acquired when an employee has succeeded to demonstrate interpersonal skills.

5. Extroversion

Extroversion as defined in the Myers-Briggs Type Indicator (MBTI).

This quality is acquired when an employee has succeeded to passionately drive the company’s strategy.

Review

So Smart But…: How Intelligent People Lose Credibility – And How They Can Get It Back by Allen K. Weiner is a self-development book is very relatable, accurate and was very difficult to read since I have met up with most of the scenarios and possess some of the corporate personality flaws discussed in this book.

Allen N. Weiner, in So Smart But…, provides tips on how to preserve and enhance your credibility in the workplace.

Furthermore, every argument is properly illustrated with realistic workplace scenario and is not gender biased.

According to Allen N. Weiner, to climb the social ladder, it seems that one needs to :

  • comply to too many non written rules, indicative of a rigid and intolerant society that is the corporate world. Is it possible to apply every single one of these rules to the cost of spreading oneself very thinly?
  • be likeable to succeed when, in my opinion, likeability can only take you so far. Indeed, in my experience, it is preferable and more effective to be respected in corporate culture because being liked puts you on equal footing with your pairs, constitutes additional emotional work and subjects you to fluctuating and random external opinion. Nevertheless, according to Allen N. Weiner, people who are not liked are trying to find excuses instead of trying to be liked.
  • adapt, be accepted by your pairs or fitting in. Fitting in is very hard to do but not impossible to do. Check out the article Signs that You are a good fit for your new job.

Let me know below what you think about this book!

Ratings 4/5

About the author

Allen N. Weiner

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The Calling Journey by Tony Stoltzfus

There is a timeline model for every leader’s journey…

The Calling Journey by Tony Stoltzfus #purpose #faith #books #bookreviews #success #journey #journeytoleadership journeytoleadershipblog.com

Indeed, a leader’s journey can be divided into successively seven distinctive steps.

1. Natural Promotion

Natural promotion is the timeline during which leaders advance without difficulties with their innate abilities.

2. Valley of Dependence

The Valley of dependence relates to where leaders strengthen their faith in God.

3. Preparation Stage

In the Preparation Stage, leaders learn new skills.

4. Valley of Wholeness

In the Valley of wholeness, leaders let go of any character flaw that would arrest their personal progress.

5. Releasing Stage

The Releasing Stage is the moment when leaders are promoted to their area of calling and expertise.

6. Valley of Identity

In the Valley of identity, leaders start distinguishing their identity from their purpose.

7. Fulfillment

Finally, in the timeline of Fulfillment, leaders reach their full potential and accomplish their destiny.

Review

The Calling Journey by Tony Stoltzfus is a Faith-based book that helps you understand, through multiple biblical figures, the plan and the life purpose of most leaders’ journey.

This inspirational and encouraging book is written for purpose driven leaders and provides us with a new understanding and a new mindset.

Thanks to this book, readers can firstly learn to trust God and translate God’s message for their calling.

Then, will they be able to acquire patience and other virtues throughout struggles by mapping out the journey with a personal calling timeline.

They will also be able to renew their mindset, gain a new perspective on events and look beyond circumstances and shift focus from self to purpose.

The Calling Journey by Tony Stoltzfus will help in removing the pressures of life and in finding the right career path right away.

Tony Stoltzfus teaches readers to take each and every traumatic experience to transform into something productive and find your calling.

Finally, this book takes us through the life of renowned leaders and biblical characters such as Joseph and mother Teresa in order to show us that finding your calling is a lengthy process.

Let me know below what you think about this book!

Favorite quotes

Much of the pain we experience in times of adversity is not from the events themselves, but from our kicking back against the pricks life is making to our ego and our beliefs. Instead of meeting God in the event, we waste energy agonizing over the wrong questions. Am I a failure? Has God passed me by? Is he even out there? Will my dreams ever come true? What is wrong with me? When we don’t squirm and struggle to get out of the places God has us, so we can get to the completely different places that we think he wants us. Understanding what God has planned makes a huge difference.

Ratings 2,5/5

About the author

Tony Stoltzfus

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The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow By John C. Maxwell

There are 21 irrefutable laws of leadership that every leader should hold on to…

The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow By John C. Maxwell #books #bookreviews #leadership #leadershipdevelopment #principles #fundamentals #journeytoleadership journeytoleadershipblog.com

1. The law of the lid

Your ability to lead determines your effectiveness, the height of your success, the limit of your vision, the impact of your influence.

To overcome the law of the lid, you have to increase your ability to lead.

2. The law of influence

Influence is an important part of leadership.

You have to put in work to gain influence. It is not about a title or a leadership position and cannot be bought.

With influence, you can rally people to a cause, move people in a new direction, and you can win people over on the long run.

3. The law of process

Leadership is a lifelong process.

LEADERSHIP IS DEVELOPED DAILY, NOT IN A DAY. - John C. Maxwell in The 21 Irrefutable Laws of Leadership Click To Tweet

Leadership is a collection of skills that need continual improvement, personal growth and learning.

Leadership requires a lot of self discipline and determination. It is important for leaders to open themselves up for improvement to start slow and fight their way up.

4. The law of navigation

Leaders need to effectively navigate their way through life, while knowing people are depending on them.

In order to give themselves the best chances at success, they:

  • Are realistic.
  • Have to stay focused and in control.
  • Have a solid vision for their destination.
  • Have enough visibility to change course in time if they want to.
  • Draw their itinerary from their past failures and successes.
  • Listen to what their team has to say.
  • Don’t make commitments lightly.
  • Plan the course of their action.

5. The law of E. F. Hutton

Leaders become real leaders thanks to their character, relationships, knowledge, experience, past successes and abilities. People will not follow you because of your position.

The law of E. F. Hutton helps you figure out who the real leader in the room really is.

To find the real leader, observe the reaction of the people in the room when the real leader speaks.

6. The law of solid ground

Leaders must communicate their character, exemplify their behavior, maintain their credibility and avoid breaking the trust of their followers.

When leaders make a mistake, they must quickly admit it and ask for forgiveness.

7. The law of respect

Leaders who are stronger and better leaders than their followers tend to gain respect.

8. The law of intuition

The law of intuition is a complex part of leadership, relies on instinct, facts and other factors.

Leaders who work with the law of intuition are able to sense a situation, to read people and themselves, to use their intuition to achieve their goals and to solve problems.

9. The law of magnetism

The law of magnetism states that who you are is who you attract.

Leaders who follow this law are able to attract the people who possess the same qualities as they do.

They attract people with same attitude, from the same generation and background, with the same values, life experiences and abilities.

Character makes trust possible. And trust makes leadership possible. - John C. Maxwell in The 21 Irrefutable Laws of Leadership Click To Tweet

10. The law of connection

Leaders who observe this law touch people emotionally, know how to communicate with people, connect with them and show that they care.

The more leaders work on the connection with their employees, the more employees are loyal and demonstrate a strong work ethic.

11. The law of the inner circle

The people in the leader’s inner circle will determine the leader’s potential.

Leaders understand that they cannot be a lone ranger and acknowledge the purpose and strengths of the inner circle.

12. The law of empowerment

Successful and secure leaders empower and believe in their team.

Those who don’t create a barrier that their employees cannot overcome.

13. The law of reproduction

The law of reproduction works in a way where only leaders are capable of developing leaders and by teaching them what they know.

Some leaders don’t develop other leaders because they don’t have time or because of their own insecurities.

14. The law of buy in

People buy into leaders who have a vision.

If they don’t like the leader or the vision, they get another leader.

If the leader is credible, then people believe that the vision is credible as well.

15. The law of victory

Leaders who observe this law refuse defeat, dedicate themselves to victory and find a way to achieve success.

16. The law of the big mo

Leaders understand that to create change they need to create momentum.

Momentum is contagious, improves performance and makes the leader look good.

17. The law of priorities

Leaders spend their time prioritizing and recognize that doing more does not equate success.

They use the Pareto principle and the three Rs( requirement, return, reward).

18. The law of sacrifice

Sometimes, leaders have to sacrifice themselves to succeed and to gain opportunities.

The higher you go up on the ladder, the more you have to sacrifice.

19. The law of timing

Successful leaders read situations, recognize when to lead and when to take the right action at the right time.

20. The law of explosive growth

Potential leaders are hard to find and to attract but leaders who develop other leaders multiply growth within their organization.

21. The law of legacy

Leaders who leave a legacy lead with tomorrow in mind, make developing other leaders as part of the culture, sacrifice for future success and pass on the torch.

Review

The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow is an easy to read leadership development book.

In The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow, John C. Maxwell makes a list of 21 laws of leadership to help people better themselves and their organization.

These laws are the universal foundation for every area of your life. They can be learnt, be in standalone, have serious consequences, be practiced on a daily basis.

Maxwell has spent most of his life in leadership position. So, he entertains us with uncommon, historical and adventurous examples that everyone can relate to.

Finally, he encourages leaders to learn and go apply what they learnt.

Let me know below what you think about this book!

Favorite quote(s)

Leadership is complicated. It has many facets: respect, experience, emotional strength, people skills, discipline, vision, momentum, timing—the list goes on. As you can see, many factors that come into play in leadership are intangible. That’s why leaders require so much seasoning to be effective.

The good news is that your leadership ability is not static. No matter where you’re starting from, you can get better.

The leader finds the dream and then the people. The people find the leader, and then the dream.

MANY PEOPLE TODAY WANT TO CLIMB UP THE CORPORATE LADDER BECAUSE THEY BELIEVE THAT FREEDOM AND POWER ARE THE PRIZES WAITING AT THE TOP. THEY DON’T REALIZE THAT THE TRUE NATURE OF LEADERSHIP IS REALLY SACRIFICE.

Ratings 4/5

Author

John C. Maxwell

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Mindset: The New Psychology of Success By Carol S. Dweck

It is only when children grow up that they don’t want to look foolish, and start defining themselves by their failures and successes.

However, the most successful people don’t worry about failing and have developed a Growth Mindset.

Mindset: The New Psychology of Success By Carol S. Dweck #books #bookreviews #mindset #success #growthmindset #successmindset #journeytoleadership journeytoleadershipblog.com

What is a Growth Mindset?

Mindsets are just beliefs. They’re powerful beliefs, but they’re just something in your mind, and you can change your mind. - Carol S. Dweck Click To Tweet

The Growth Mindset can be applied to different areas of our lives.

Growth Mindset consists in converting your past failures into successes.

It shows us how to love and cope with failures then to turn these failures into a learning experience.

The Growth Mindset allows us to challenge and stretch ourselves, to avoid a life of regrets, to cultivate our intelligence and most skills through failures and perseverance.

It encourages us to do our best, to put forth the effort where there needs to be, change the beliefs about ourselves and identify our personal qualities.

On the other hand, the Fixed Mindset limits our achievements.

The Fixed Mindset

The Fixed Mindset has been instilled in us, unbeknownst to us, since our tender childhood.

When you don’t have a Growth Mindset, you tend to:

  • Show more depression.
  • Believe that you possess fixed traits.
  • Look for outside validation or for people who are worse off than you are.
  • Feel an urge to succeed and to prove yourself.

Fixed Mindset leaders only hire people who can boost their ego and make them feel superior.

They use their company as a display of their superiority.

They tend to compare themselves to others, to become abusive and controlling, to pick on people who perform at their best.

How leaders grow their mindset?

It is possible for leaders to shift to a Growth Mindset by adopting a few habits.

Growth Mindset monitor their surrounding and thought patterns. Then, they seek to understand their implications and what they can learn from their experience.

They learn to maintain a sense of confidence and devote themselves to growing.

Furthermore, they make concrete plans that they can visualize. They understand that their plans will fail from time to time and that they will have to develop strategies to maintain their Growth Mindset.

Growth Mindset leaders don’t hide their mistakes and are not defensive about them. They don’t beat themselves up for their failures.

They ask for feedback and for more opportunities to learn. They believe that everyday is an opportunity to learn.

Finally, Growth Mindset leaders take care of their people.

They allow dissenting voices to speak up and avoid groupthink.

They don’t feel threatened by high performing employees. Instead, they help employees to improve on the job.

Review

Mindset: The New Psychology of Success by Carol S. Dweck is a self-help book that encourages introspection and teaches us how to develop a “Growth Mindset”.

In Mindset: The New Psychology of Success, Carol S. Dweck shares poignant examples of people who have embraced the Growth Mindset, overcome challenges and achieved personal success.

In addition, Carol S. Dweck recaps all the ways we can be harboring a fixed mindset in our parenting, relationships and leadership.

For Carol S. Dweck in Mindset: The New Psychology of Success, compared to adults, children are eager to learn and never worry about failing.

She also asks significant questions to help us determine whether or not we have a Growth or Fixed Mindset.

I wish there were more detained and practical advice or a step by step guide on how to acquire a Growth Mindset.

Let me know below what you think about this book!

Favorite quote(s)

People may start with different temperaments and different aptitudes, but it is clear that experience, training, and personal effort take them the rest of the way.

Mindsets are just beliefs. They’re powerful beliefs, but they’re just something in your mind, and you can change your mind.

Even in the growth mindset, failure can be a painful experience. But it doesn’t define you. It’s a problem to be faced, dealt with, and learned from.

Real self-confidence is not reflected in a title, an expensive suit, a fancy car, or a series of acquisitions. It is reflected in your mindset: your readiness to grow.

Ratings 3.5/5

Author

Carol S. Dweck

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The Key To Success by Russell H. Conwell

An intelligent person recognizes their abilities and limits, understand that they have to hire someone with more insights, knowledge and competencies to do what she or he is not able to do.

It is evident that very few are fit to lead or to know what to do under difficult or important circumstances: only wise and good men are fit to be leaders.

The Key To Success by Russell H. Conwell #success #leadership #leadershipdevelopment #journeytoleadership journeytoleadershipblog.com

The story of the Silver Crown

In Ackba, there was a beautiful palace and in the palace, next to the throne, there was a pedestal with a Silver Crown, which the emperor wore when he passed a law and without which the emperor was a regular citizen.

After many years of ruling, the emperor died and left the throne without an heir or anyone to claim the Silver Crown.

After twelve years of searching for a successor, when the country started to sink, the astrologers, who worshipped the stars, asked the stars where to find a successor. The stars answered:

Look up and look down your country, and when you find a man whom the animals follow, the sun serves, the waters obey, and mankind love, you need not to ask who his ancestors were. This man will be one of the royal line entitle to the throne of gold and the Crown of Silver.

The astrologers searched the country, asked the people but were met with ridicule.

Until one night, an old astrologer got lost in the Himalaya Mountains and took refuge in a cottage to find an intelligent leader, worthy of the throne.

Through the story of the Silver Crown, Russell H. Conwell illustrates four characteristics that he deems are necessary to subsist in modern civilization.

How to find the intelligent leaders of tomorrow?

In life, it becomes necessary to have a leading man or woman.

Russell H. Conwell uses the four characteristics of the Silver Crown story to determine the leaders of tomorrow: a man or woman whom the animals follow, a man or woman whom the sun serves, a man or woman whom the waters obey, and a man or woman who possesses mankind love.

Characteristic 1: Animals will follow the leader

Conwell considers that, alike universities, animals ought to instruct and encourage us.

He takes a scientifical approach to demonstrate the knowledge and power embodied in animals.

Studying the animals and taking notice of their instinctive knowledge on a daily basis will allow us to comprehend life better.

For example, the horse is much more useful than a human being. The horse “has within its body so much galvanic and electric force continually generated by the activities of life, that if that electricity could be concentrated and held to a certain point, a horse could stand still and run a forty-horse power electric engine.” Whereas, a human being, standing still, can run a ten-power horse engine.

Furthermore, a hen and her egg are filled with mystery and more knowledge than an intelligent professor with degrees from prestigious schools are willing to admit or to spend time studying.

Conwell believes, contrary to science, that hens or chickens possess their own language, the “egg is the greatest scientific problem with which the world has ever grappled — the beginning of life and the God-given design”.

Characteristics 2 & 3: the sun will serve the leader and the waters will obey the leader

Through the story of the locomotive and the milkman, Conwell shows how a leader is being served by both sun and water, the importance of getting educated on a daily basis and noticing the events around us and noticing the unnoticed.

The locomotive, using steam to move and driven by Man, is used to illustrate these 2 characteristics.

A milkman took a locomotive every day to distribute his milk. On the train, he consistently asked questions about the functioning of the train to the engineers.

One day, while the fireman and the engineer were absent, the train rolled down the mountain.

Fortunately, the milkman was on the train, knew how to drive it and saved everyone, including a stakeholder in the railroad company. The milkman happened to get rich of his knowledge and his curiosity.

Characteristic 4: mankind will love the leader

A leader gains the love of mankind by being great benefactors: while they are going after their own success, they bless humanity, they hear the call of humanity and respond to it.

The university from which they have graduated from does not matter in real life.

University can make you unlearn the real values and useful knowledge, needed in real life.

An uneducated person will know more instinctively than anyone who has been to school by using their everyday observations, even though they have a degree from a university or not.

Review

The Key To Success by Russell H. Conwell is a great book that takes approximately one hour to read.

It is filled with picturesque stories and fictional dialogues to illustrate and to get us to remember his point.

The Key To Success is dedicated to those who wish to become leaders and strengthens their core values, for those who are eager for success. It emphasizes the idea that every man is his own university, that every man should take notice of his surroundings and learn from everything.

The Key To Success by Russell H. Conwell is an essay to encourage people to seek their own success by observing the events around them. Russell H. Conwell seeks to find the intelligent and the “leading men and women” of tomorrow.

In The Key To Success, Russell H. Conwell is very controversial, progressist, scientifically curious and forward for his time.

He is continually questioning the limits of science and of human knowledge, is answering the questions that science cannot answer with the knowledge of God.

After reading this book, all I could think is “I like this guy” for his opinion. Conwell does not hesitate to denounce academics, with diplomas from prestigious schools, who have no time to study “lesser” things in life, who belive that their studied education trumps their natural and instinctive education.

Hence, for him, science does not explain everything but we should seek explanation from God.

Favorite quote(s)

There is danger that a man will get so much education that he won’t know anything of real value because his useless education has driven the useful out of his mind.

The great scientific men—and we need more—often are not given the full credit that is due them because they have not “graduated” from somewhere. It seems to me there is a feeling in these later days for creating an aristocracy among the men who have graduated from some rich university. But that does not determine a man’s life. It may be a foolish tyranny for a little while, but nevertheless every man and woman must finally take the place where he and she are best fitted to be, and do the things that he and she can do best, and the things about which he and she really know. Where they graduated, or when, will not long count in the race of practical life.

Do you know that the humblest man, whatever his occupation, really knows instinctively certain things better for not having been to school much? It is so easy to bias the mind.

No man ever gives himself for others’ good in the right spirit without receiving “a hundredfold more in this present time.”

Many of us spend our lives searching for success when it is usually so close that we can reach out and touch it

Ratings 3,5/5

Author

Russell Herman Conwell

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Find Your People By Jennie Allen

We stay stuck in the routines of our lives.

We don’t connect with others, we seclude ourselves for self-protection and stay within the social circles we are comfortable with.

Yet we remain unsatisfied with our lives and wonder whether or not life is supposed to be this way.

Yet we wonder how to find our community, our people, the ones who will fight for us and who are worth fighting for.

Find Your People By Jennie Allen #relationships #books #bookreviews #journeytoleadership journeytoleadershipblog.com

What is a Community?

Community is more then friendships.

Community is a way of life and is essential to living a fulfilled life.

In addition, the sense of community is based on the truths that people are the best and most painful part of our lives.

Your Community is made of non toxic people who see you, know you and who are willing to be seen and known by you.

Principles for Community

Community is necessay.

Needing other people is not a weakness but a strength.

There are 5 principles to building a healthy Community.

1. Proximity

The principle of Proximity relates to a need for intimacy and physical closeness.

To create Proximity, you can start noticing people in your vecinity and initiating the friendship even if you get frustrated.

2. Transparency

Closeness leads to Transparency.

However, you will only be as close as you are transparent and vulnerable.

3. Accountability

When we are left alone, we tend to become the worst versions of ourselves.

That is why Community has the potential to make us better and keep us accountable.

Indeed, Community makes us more effective, challenges us to aim higher, sharpens the mind and speaks truth.

4. Shared purpose

Most communities are built around a bigger and common mission.

Communities give the opportunity to do something meaningful and exciting.

5. Consistency

Communities provides healthy and consistent relationships.

Usually, people aren’t because they don’t want to deal with conflicts.

Nevertheless, conflicts are an inherent part of life.

That is why the people from your Community have to be consistent, choose to stay and be willing to be inconvenienced by your relationship.

To stay consistent, one must:

  • Assume the best because so many offenses are misunderstandings.
  • Seek peace and address a problem directly before it grows.
  • Be quick to apologize and make amends.

Review

Find Your People by Jennie Allen is a faith-based self-help book about building deep community.

Find Your People is destined mostly for extroverts, for people who are hardwired for relationships, for people who are afraid of being alone and of being lonely.

It is also written for those who hope to make deep connection and build an authentic community.

Allen uses her own life experiences and as an example of moving from a space of lack and fear to one of finding the right community.

Indeed, Allen transforms her initial neediness for relationship into a personal strength.

Furthermore, she demonstrates through biblical references that Deep Community is a social necessity and a path to greater success, hope and faith.

It seems like building and keeping that Community requires hardwork but is worth it.

Finally, Allen stressed that there are no perfect people but only the right people for you.

So, go out there and find your people!

Let me know below what you think about this book!

Favorite quote(s)

But community is bigger than two or three friends. Community should be the way we live.

We live guarded because we fear someone will use our weakness against us.

No one can be your everything, but everyone has something to say, something to teach you, and something to bring to your life.

Conflict isn’t the enemy to our friendships; conflict is fodder to make them grow. Conflict is inevitable in the kind of deep community we are talking about here.

If we’re going to deal with an offense, it needs to be a real offense. This is my rule on when to address something: don’t react too quickly. So many hurts are just misunderstandings.

Ratings 3/5

Author

Jennie Allen

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