Managing Oneself PDF Summary

Managing Oneself PDF Summary

Even the title as it is, holds a specific meaning that you might get it wrong. If you want to start your day on the right foot, you ought to question your inclinations and habits.

It’s a simple process that has to begin anew in order to understand better what your priorities are in life.

The magnitude of the problem should be met with its own force, and that’s what we are trying to explain through this summary.

Who Should Read “Managing Oneself”? And Why?

How you manage your life is strictly your business, but that mustn’t be an excuse not to look for better solutions.

With regards to professional improvement, and personal enlightenment a person needs to understand the real deal about managing itself.

In “Managing Oneself” Peter Drucker explains the process you need to go through in order to come out as a winner. As such, we find it highly inspirational for everyone willing to dive deep into its patterns.

Nurturing a positive mindset should also be among the first things on the priority list!

About Peter F. Drucker

Peter F. Drucker

Peter F. Drucker (1909 – 2005) was an Austrian-born American educator, who revolutionized the learning process which embodies management, leadership, etc.

His fundamental principles revolved around:

  • The creation of a knowledgeable worker
  • Decentralization and simplification
  • A customer-oriented companies
  • Do what you do best and outsource the rest

He is the author of The Effective Executive, Innovation and Entrepreneurship, The Daily Drucker…

“Managing Oneself PDF Summary”

History greatest have always been under close observation and gazed at with an eagle eye to prove their worthiness. When the time and the circumstances were right, they would call upon their mental toughness and held themselves as a beacon of hope in a dead-end world.

In the past, people had a minimal choice, and they were impelled to follow in the footsteps of their parents or community.

Nowadays, we have the means to discover our strengths and define our goals.

With that said, society fails in identifying a standard which could help us in the process. According to Peter Drucker, we need to lean on feedback analysis, above all else.

If practiced consistently, feedback analysis yields excellent fruits in the shortest time-frame possible. It’s even estimated that in the first three years, you’ll get a good understanding of what your strongest attributes are, and how to make headway in the process.

What should you expect from it?

  • It will show you how to identify your strengths and concentrate on them
  • Second, you’ll get the idea on how to improve yourself and enhance your skills
  • Third, it will help you to understand what your weakest links are and how to overcome that ignorance

Indeed, not all “sports” are for the faint of heart, and rectifying a troublesome situation hinges on effectiveness and world-class display. The bad habits are just icing on the cake for those who can’t seem to move an inch from their original position.

In addition, Peter implies that lack of manners is also a problem that ensues within a dysfunctional organization. The turmoil or the friction between two conflicting forces is well defined and applies to both humans and objects.

A greasy substrate is what it takes to proceed.

Another mistake that people tend to do is comparing or putting their expectations and results under the same limelight. It’s not an efficient metric, and what’s worse it doesn’t add up to the solution. In doing so, you’ll remain stuck in the mediocre circle without any surge of adrenaline to propel you forward.

A skilled person should, by all means, resist the temptation to spend resources on areas of low competence. Instead, he/she must make strides towards excellence, and simply refrain from enrolling in a numbers game.  

And yet, the system allocates resources in creating these mediocre figures, despite the lack of logic in doing so.

Your only concern should be in the realm of spearheading an internal campaign for becoming a star-performer.

How Should I Perform? And What’s my Status?

It is shocking to realize that there’s a very small percentage of people who know how they get their things done. If you think about, you’ll come to the conclusion that people behave and think differently and as a result, that will generate performance discrepancy.

From a managerial perspective, that is a disastrous scenario with regards to the nonlinear display of expertise. It is also in conflict with the person’s abilities to get something efficiently done.

You can rephrase it in a way that you deem appropriate, like – What are my strengths?

Some would claim that personality traits are merely a genetic reflection while others believe that the character is built and nurtured. As a matter of fact, society tends to program humans to act in a given manner since the early age, which manifests in the workplace years later.

Whether that’s a good thing or not, you be the judge.

Also, Peter Drucker addresses one particularly sensitive question: Are you a reader or a listener? – You can fall into one or both categories, but the truth is – the individuals who understand their position can be counted on one’s fingers.

The ignorance on this matter is over the roof, and the bar must be raised to accommodate for this lack of perspective.

Likewise, your performance will always be linked or in correlation with your learning-ability and methods. Case in point, Winston Churchill – whose school performance was below average as he struggled to compete with its peers.

Persons who prefer writing as a way of self-expression and continuous improvement are castigated for not following the system.  

Some even, refer to school-learning as torture, due to their preference in absorbing knowledge differently.

Evidently, people like Churchill, who prefer writing over listening should be put on an equal footing. They prefer to make remarks and take notes to facilitate the studying process. Beethoven is yet another example of sketch-artist who did all these drawings, sketches to understand the big picture.

According to Peter Drucker, not all people act upon the knowledge they receive. The number of individuals who understand what’s their best method of learning is high, but when it comes to taking action, the numbers are comparatively low.

With this in mind, why do people refuse to act when an opportunity presents itself?

There are a handful of factors which can impede the process of implementation such as environment, mental status, intellect, etc.

Also, not all people are at their best when they are assigned to groups — some, best rise to the occasion when they are left alone to “drown” in their creativity.

Anyways, you should be flexible to understand that competence is not on the same wavelength as mentorship or even performance. There are Individuals who crack under pressure, but that doesn’t indicate that they are lousy learners and vice versa.  

Ask yourself – Do I need a predictable environment or flexible one to live up to the expectations?

More often than not, you’ll lay eyes upon people who can’t seem to operate in large organizations. And those who feel the same when left on their own.

So, the synergy and analogy can differ from case to case, so you can’t outline an absolute truth in any form whatsoever.

The goal would be to keep calm and try to assess the situation.

How to keep up with the world?

If you are keen to get to the next step, you have to know where you belong. Only a small percentage of the population has a clear unshakable understanding on that matter.

If that seems like something that you can’t do, then perhaps you should identify the mindset which seems distant to you. In other words, you should outline where you don’t belong.

Like we mentioned earlier, some people don’t seem to fit in a rigid and complex organization, while others feel the same way when isolated. Decision-making should be based on many things, but above all else, it should safeguard your interests.

When you take all factors into consideration, you get to a point where you realize that lucrative and successful career paths are not planned but prepared. Individuals whose values are in line with their strengths can outperform their peers, colleagues or competition.

Getting out of the shadow of mediocrity is a tough business, but it is something that could turn you into an outstanding performer.

Key Lessons from “Managing Oneself”

1.      Get the big picture
2.      Keep learning all the time
3.      Fill the cup with discipline

Get the big picture

Yeah yeah… We do get the big picture, it’s all about success, all about social acceptance, right? Well, not quite, since most people these days feel anxiety even though their social status is way above the average line.

The key to managing yourself is to find what reality is made of. Find out whether you conform to imposed regulations and principles, or do you prefer your own path!

From a realistic vantage point, not many understand the whole game.

Keep learning all the time

We hate to say it, but you are not the smartest person in the universe. Nor you should be, and that’s an incentive enough for you to keep enhancing your knowledge.

It’s not something you should stop practicing; it’s an inevitable part of all-around success.

Follow your special method of learning, and rely on it.

Fill the cup with discipline

In this book, the author doesn’t explicitly cover “discipline,” but examines it subtly. If you can take responsibility for your actions by identifying your strengths, you most definitely fall into this category.

Every aspect of decision-making is also contained into this logic.

So, keep your feet on the ground, and never stop questioning your methods and the world.

Like this summary? We’d Like to invite you to download our free 12 min app, for more amazing summaries and audiobooks.

“Managing Oneself Quotes”

Like so many brilliant people, he believes that ideas move mountains. But bulldozers move mountains; ideas show where the bulldozers should go to work. Click To Tweet Schools everywhere are organized on the assumption that there is only one right way to learn and that it is the same way for everybody. Click To Tweet It is a law of nature that two moving bodies in contact with each other create friction. This is as true for human beings as it is for inanimate objects. Click To Tweet Successful careers are not planned. They develop when people are prepared for opportunities because they know their strengths, their method of work, and their values. Click To Tweet This failure to ask reflects human stupidity less than it reflects human history. Click To Tweet

Our Critical Review

Well, who can criticize Peter Drucker based on merit? – It’s tough to pinpoint aspects which seem ridiculous to follow.

After all, Peter Drucker laid the foundations for a corporate revolution which put the customer’s needs at the center of all operations. That’s just one tiny portion of the entire mindset that he endeavored to bring into the business community.

With that said, we believe you liked this summary!

www.pdf24.org    Take this summary with you and read anywhere! Download PDF:   

I Know How She Does It PDF Summary

I Know How She Does It PDF SummaryHow Successful Women Make the Most of Their Time

It is possible to have it all – even if you are a woman.

At least Laura Vanderkam says it is.

To quote her:

I Know How She Does It.

Who Should Read “I Know How She Does It”? And Why?

If the title and the subtitle weren’t already giveaways, the target audience of I Know How She Does It are working mothers.

It’s not that others won’t be able to find a piece of advice or two, but there are better books than this one on time management if you are not a working mom.

If you are – then you should certainly take a look!

About Laura Vanderkam

Laura VanderkamLaura Vanderkam is a bestselling author and the co-host, with Sarah Hart-Unger, of the podcast Best of Both Worlds.

She has authored four productivity and time management books. In addition to this one, these include 168 Hours (2010), What the Most Successful People Do Before Breakfast (2013) and Off the Clock (2018).

Vanderkam’s TED Talk “How to Gain Control of Your Free Time” has been viewed more than 7 million times so far.

Find out more at LauraVanderkam.com.

“I Know How She Does It PDF Summary”

Mastering the work/life balance is not merely tricky – it is almost impossible.

And, according to surveys, that sentence seems true even to men, most of whom don’t even bother with the children or the groceries (unfortunately, Betty, that’s still somewhat true even today).

And what should women say to that?

How should a working mom of three balance between her career in advertising, the constant nagging of her superiors, and the ballet lessons of her daughter – and still buy clothes for her husband and prepare a lunch for everybody?

We don’t blame you if you have been looking for a manual of this type on the SF shelf for the past few years.

It’s time for a change: Laura Vanderkam says that there are such things as successful working moms.

And she knows how they do it.

Interruptions Aren’t Breaks

Here’s one of the most interesting statistics you’ll ever read!

According to the American Time Use Survey, in 2013, the average working mother works 35 hours a week; add a few hours if she earns over $100,000 a year.

But that’s… well, normal!

It amounts to no more than 8 hours per day – which is basically how long the workday is ever since socialist Robert Owen formulated the slogan “Eight hours’ labor, Eight hours’ recreation, Eight hours’ rest” back in 1817.

So, if stats say you’re working 8 hours a day, provided that you also sleep as much, what’s stopping you from recreating and being with your family during the 8 hours in-between?

One word:

Interruptions.

Because of them – those minor, unimportant, trivial disruptions – the 8 hours you spend working actually last about 14!

Just think about it this way:

If you check your Facebook profile just 5 times a day, and you spend no more than 10-15 minutes each time, you’ve already lost an hour!

And what about your mail? What about the phone calls? Or, to look at the big picture, what about the time the kindergarten was closed or your cousins came to town?

The worst thing is that interruptions are not breaks; they merely tire you more because they are not planned, and because they constantly leave you behind schedule.

But is there a way out?

Read on to find out!

The Power of Split Shifts

Whether you want to admit it or not, you have plenty of time.

The problem is, you’re not managing it well; or, better yet, you’re not flexible enough to use it to the max!

“Averaged over the entire American population,” writes Vanderkam, “people watch almost as much television as they work. If people don’t exercise, it’s because they don’t want to exercise. Time becomes the scapegoat.”

The good news?

“Time is elastic. It stretches to accommodate what we need or want to do with it.”

Or, to quote Vanderkam for the third time:

You don’t build the life you want by saving time. You build the life you want, and then time saves itself. Recognizing that is what makes success possible.

Too theoretical?

Here’s how it works in practice!

You want to spend more time with your kids and family, but you’re at work between 12PM and 5PM?

Well, why should you be?

Split your shift!

Work while your kids are in kindergarten and while they’re sleeping, both in the morning and at night. Go to work before noon and after lunch.

The latter time, you don’t even have to go to work: ask your boss if you can work from home. He’ll probably say yes because it’s the 21st century and many people work from home.

Your goal is to pinpoint during which periods of the day most of the interruptions happen.

And once you discover that, just tell your boss that it’s better for both you and him/her that you don’t work during that period.

It’s that easy.

And that’s merely the beginning!

Make the Most of Your Time

Playing around with your schedule doesn’t end with split shifts.

Vanderkam has many more tips and tricks which can help you hack your workday and make the most of your time.

Here are just a few:

#1. Start Your Day with the Toughest Task

Or, to quote Brian Tracy, eat that frog!

Now, Tracy suggests this inspired by Mark Twain, according to whom “if the first thing you do each morning is to eat a live frog, you can go through the day with the satisfaction of knowing that that is probably the worst thing that is going to happen to you all day long.”

Vanderkam has an even better reason: according to a study by Johnson & Johnson, your energy levels peak around 8AM.

It’d be stupid to waste them on drinking coffee and gossiping.

#2. Manage Your Meetings

There’s a good chance that you are not needed for many of the meetings you’ll probably go to during any given week.

Start each week by crossing out all of the meetings where your presence is not required; as for the rest – try to shorten them by ten or fifteen minutes.

If during a week you have four 60-minute meetings and you shorten each of them by 15 – there you have it: you’ve just saved yourself an hour!

And you can save even more time when it comes to meetings – just ask Patrick Lencioni!

#3. Make Commitments with Your Free Time

How many times you’ve worked overtime because you realized you had some time and the best idea you had was to do some of tomorrow’s work?

Well, news flash: no matter how much work you do today, there will always be a lot left for tomorrow as well!

So, why don’t you consciously prevent yourself from spending your free time working?

Make commitments with your free time!

Sign up for Spanish or ukulele lessons, or simply make arrangements (a nice restaurant, the movies, a concert) with your family or friends!

That way, you won’t be able to work overtime!

And that’s the best thing a mom can force herself into not doing!

#4. Plan Your Week Ahead

There’s a reason why people don’t like Mondays: they are not only the start of the workweek, but they are also the slow start of the workweek!

In fact, a survey done by Accountemps in 2013, discovered that Mondays are less productive by staggering 75% than Tuesdays – which are, by the way, the most productive days of the week!

Why is that?

For many reasons, of course, the main one being that you don’t have a plan for the week on Monday and you just go with the flow.

So, make one on Friday, during the last ten minutes of the previous week!

Studies have shown that these ten minutes can significantly boost your productivity.

And, we don’t need to tell you that being more productive means being less stressful once the workday is over!

#5. Find Your Drive

We started this list with a quote by Mark Twain, let’s end with another one: “Find a job you enjoy doing, and you will never have to work a day in your life.”

If you don’t have the drive and the motivation to go to work, no matter what you do, you’ll feel unfulfilled after you leave the office.

So, don’t allow yourself to lose another minute in your life doing something you don’t want to.

Find a job you’ll like, and life will suddenly start looking much better than before.

Being Mindful of Family Time

Look back on the past year of your life.

Which are the things you remember most fondly?

We suppose they are not the meetings and the deadlines and the overtime hours. It’s most probably the moments you managed to spend with your husband and your kids.

Then why not spend more of the time with them – and less at work?

Fortunately, being mindful of family time—making a commitment to be there physically and mentally and enjoy life while doing so—makes memories possible. We control a lot less about our children’s outcomes in life than we think. They are their own people. But one thing parents do shape is whether kids remember their childhoods as happy. Creating a happy home is a conscious choice, as is creating a happy marriage.

There’s a big difference between being around your family and spending time with your family. Only the latter one counts.

So, make it count!

Instead of watching TV together with your kids, take them to the playground in summer or to the library – yes, the library – in winter!

Share at least one meal a day with your family.

We know that it’s difficult to make that meal your lunch and that dinner is also not easily manageable (apparently, only 17% of American families dine together regularly).

But what about breakfast?

Also: what about your partner?

Most of the working moms Laura asked didn’t miss their kids as much as they missed their husbands; or, to be more precise, the adults-time spent with them.

So why don’t you take your husband on a date once again?

Your kids are probably going to bed early, and watching TV is not exactly the most romantic way to spend your free hour with your husband.

Just plan it better.

And you’ll do it.

Key Lessons from “I Know How She Does It”

1.      The Benefits of Split Shifts and Flexible Worktime
2.      There Is Enough Time: You Just Need to Change Your Daily Schedule
3.      Nobody’s Perfect – Nor Should One Dream of Being

The Benefits of Split Shifts and Flexible Worktime

Who says that you should be working from 9 to 5?

It’s the 21st century, and there are at least two ways to circumvent this: split shifts and working from home.

Very few people use them, and they are great solutions to your problems.

If you want to have lunch with your family, then go to work before lunch and work the remaining hours after it from home.

Workdays are nowadays more flexible than ever.

Customize your workday to suit your needs.

Your boss won’t mind – because then you’ll be much more productive.

There Is Enough Time: You Just Need to Change Your Daily Schedule

How is it that you’ve binge-watched about ten seasons of TV shows during the last year, and you’re always moaning about how little time you have for yourself or your family?

Somehow, when you need to watch your favorite TV show on Netflix or Amazon Prime, free time magically appears out of nowhere.

The point?

These hours are readily available to you. And if you don’t spend all of them watching TV, you’ll be able to spend them on something else!

How?

Make commitments with your free time!

Take up Spanish or ukulele lessons, go at least once a week to a restaurant with your family or just your husband.

Make these things part of your schedule and be sure that you’ll never be able to get out of them.

A year later, you’ll be richer by quite a few memories, and you’ll probably know another language as well!

Nobody’s Perfect – Nor Should One Dream of Being

Perfectionism leads to anxiety and depression, says Brené Brown.

Why?

Because it’s an unattainable goal. And don’t let anyone tell you otherwise.

There’s a better way to deal with your daily struggles: just let some things go and start accepting help from others.

And that’s true even if you are Shonda Rhimes!

Like this summary? We’d like to invite you to download our free 12 min app for more amazing summaries and audiobooks.

“I Know How She Does It Quotes”

In life, you can be unhappy, or you can change things. And even if there are things you can't change, you can often change your mindset and question assumptions that are making life less goof than it could be. Click To Tweet

Getting adequate sleep is a sign that the world doesn't need your attention for seven to nine hours each day. It keeps spinning as usual in its orbit. Who wants to admit that? Click To Tweet

In 168 hours, there is plenty of space to nurture yourself alongside your career and your relationships. Click To Tweet

You don't become a better parent or employee by not enjoying your life. Click To Tweet

You don’t build the life you want by saving time. You build the life you want, and then time saves itself. Click To Tweet

Our Critical Review

“I’m a longtime fan of Laura Vanderkam’s insightful work,” writes Gretchen Rubin in a review of this book, because even though “her recommendations for getting the most out of every day are often counterintuitive [they are] always realistic and manageable.”

“Thanks to her findings,” she adds, “I’ll never look at my weekly calendar the same way again.”

And if you are a working mom, there’s a good chance that you’ll say the very same after reading this book as well.

www.pdf24.org    Take this summary with you and read anywhere! Download PDF:   

The Laws of Human Nature PDF Summary

The Laws of Human Nature PDF SummaryGreene’s books undoubtedly exert a lot of influence on many people. He covers everything you need to know in order to detach from your emotions and remain vigilant.

Above all else, he addresses the problems that all of us face on a daily basis.

Robert Greene makes assumptions and draws conclusions based on his life-experience and insights gleaned from medieval reformers, philosophers, and successful people in general.

Stay tuned to get a sneak peek into the author’s message.

Who Should Read “The Laws of Human Nature”? And Why?

Unlike most of the other self-help and psychological books, this one covers issues that seemingly elicit interest from the masses.

It gives us the lowdown on how to behave, and most importantly – how to act.

In other words, we find it highly inspirational and insightful, therefore, it’s safe to say that “The Laws of Human Nature” is prescribed for the wider audience.

Robert GreeneAbout Robert Greene

Although Robert Greene has faced some unwanted criticism regarding the message he endeavors to convey, his books continue to fill in the bestselling lists!

The author of five international bestsellers:

– strikes again.

“The Laws of Human Nature PDF Summary”

Decluttering your mind seems like a hard work, which in fact, is. However, not tackling the toxic thoughts and sticking to your comfort zone can backfire on you, and leave you on the brink of emotional destruction. If you are still on the fence, we are here to help you out to pick up the pace.

The author merely wants to expose these destructive patterns and put you in full control over your decisions. It’s about time we put a lid on this constant chatter of thoughts and form judgments based solely on merit and rationality.

Generally speaking, a dearth of humility in the process, will hinder this evolution. Be open to various methods, and subdue your instinct to jump into conclusions. One can easily make mistakes, but that mustn’t be the cause of deep dejection.

In addition, let’s take a closer look at these life-altering Laws of Human Nature:

The Law of Irrationality

The first law interprets our emotional attachment to the decision making. Instead of perceiving the world through the lens of rationality, we lean toward emotions as a way of expressing our dismay over the issues that grab our attention.

Unfortunately, this is one of those things that we can’t inherit or adopt. It’s a mindset that must be cultivated in order to achieve a maximum effect. 

The Law of Narcissism

It goes without saying that we are all narcissistic, at least to some degree. Anyway, to lower people’s resistance when introducing your agenda, you ought to redirect that self-appreciation outwardly.

On top of that, pay heed to narcissists who are either passive or active aggressors and want to drag you into their endless drama. Beware of their hidden intentions and envy.

The Law of Role-playing

You don’t need anyone telling you that people love to wear masks, one for each occasion – metaphorically speaking. Nonetheless, they often reveal their true intentions through various non-verbal cues such as facial expression, body posture, nervous gestures, etc.

By being able to spot these signs of insecurity, you’ll able to outmaneuver and be one step ahead of them at all times. It’s an opportunity one must not take for granted, to say the least.

The Law of Compulsive Behavior

Honestly, people’s character is tricky to understand. It is often the real pillar of the rinse and repeat process. To put it differently, people tend to sing same old song throughout their lives.

You should bear this in mind, and grow fond of individuals who show signs of strength and courage. Being aware of your negative patterns will help you keep toxic people at a distance. If you don’t comply, this law will get the better of you.

The Law of Covetousness

It’s strange but true that the grass is greener on the other side of the fence. A philosophical illustration that shows why humans bend over backward to obtain something slipping from their grasp. You can use this momentum to create a mysterious aura around your presence and leverage that position.

It’s a great way to become an intellectual lodestar and earn some respect. People love to explore the unknown, and playing by those rules could give you the upper hand.

The Law of Shortsightedness

The idea of maintaining long-term vision is too much for most people. They are lured by recent trends, opinions, and backlashes. These people who can’t see beyond their nose, often fall under the shortsighted category.

Keep your distance and associate with individuals whose goals are governed by a long-term perspective. They rarely become victims to some brinkmanship and prefer calmness over reaction.

The Law of Defensiveness

It’s needless to say that over time people take up a defensive stance, and react fiercely when someone advocates for change. If you want to ease off their resistance, you must urge them to alter their viewpoints but not by offending them.

If you want to take gigantic strides towards achieving your goals, one must strive for creativeness. Explain your noble intentions, and make them feel like they are in control of their opinions and patterns.

The Law of Self-sabotage

Whatever you feel, you radiate. By confining solely to negativity and fear, all the people with whom you share as much as a word will sense the habitual skepticism. Such an attitude will lower your chances of success, and make you more vulnerable.

It starts to sound a bit like a cliché, but a positive attitude is the only bridge standing between you and success. Cultivating such a mindset will help you to get the best out of everything, and see opportunities where others see a trap.

The Law of Repression

People are not who they pretend to be. It’s in their nature to try and conceal the darkness that prevails in their heart. Before you embark on a journey to observe the overall ignorance, one must become acutely aware of its shady urges.

By consolidating your enigmatic side into your personality, you’ll get to a vantage point from where you can act as an observer. This action ultimately has a pivotal role in your efforts to draw people to you.

The Law of Envy

The social construct of today endorses the struggle for position, status, and achievement. This, however, often stipulates a dose of stubbornness, which could be the fundamental basis for deep envy. Some individuals only wish to emulate the success of others, but not all of them.

Stay on full alert for unwanted attention and try to avert a potential conflict. Comparing yourself with others will only lower your self-worth and jeopardize your position in the societal circle.

Remember, actions speak louder than words!

The Law of Grandiosity

By all means, humans have a tendency to ponder about a lot of things. This includes our perpetual lust for success associated with the elevation to higher societal status. Nonetheless, most of the time these thoughts take the shape of grandiosity – a far cry from the actual truth.

We strive to gain superiority, and in the process, we lose contact with reality. As a result, we form irrational judgments and confine solely to fictional limits. Your attitude toward success must be brought into line with your overall contribution and the value you bring to other people.

The Law of Gender Rigidity

Truthfully, it’s not as straightforward as using a magic wand to subdue all masculine and feminine qualities. You have to work on your urges, and understand how this affects your thinking mechanism, and make you predictable and rigid in day-to-day encounters.

By eradicating these signs of masculine and feminine energy, you’ll introduce an authentic version of yourself to the world. You’ll no longer be obliged to act in a specific manner based on the features imposed upon you.

In other words, resisting the temptation to play gender roles will put you on the fast track to success.

The Law of Aimlessness

In the digital age, people have to outdo themselves on an occasional basis in order to deal with the temporary disappointments and setbacks in life. On top of that, we fail to acknowledge the fact that a sequence of defeats is merely the end result of lacking direction.

Our judgment and decision are formed to fill in the short-term quote, leaving us exposed to potential threats that may hamper our chances for success. We know ourselves better than anyone, and we ought to use this knowledge to eradicate this sense of aimlessness.

The Law of Conformity

People want to give the impression of confident and self-sufficient individuals, but that’s rarely the case. We tend to pattern our choices after the group’s strides and inclinations. This social construct makes us adjust our mindset, and imitate the mob.  

As much as we want to pull back from this group mood, our lives are already infiltrated to the point of no return. In doing so, we end up deprived of our uniqueness followed by an impaired thinking mechanism.

The Law of Fickleness

When you absorb the role of a leader, prepare yourself for special treatment. Each mistake you make will be recognized as a chance for someone else to step up and take your crown. If you withstand these attacks, you’ll tackle all suspicions and maintain your status.

The best tool for such an endeavor is the authority. A wielder of legitimate power must help people to see him/her as the rightful leader. Proficient leaders practice this craft from early on because they are aware of its side-effects.

The Law of Aggression

The world needs your energy, and people feel disposed to try every trick in the book to get the better of you. They try to fulfill their longings by outmaneuvering different persons and assert their superiority on them.

Dealing with this group takes a bit of expertise and composure. If you remain only the observer of these aggressive moves, you’ll be able to stand your ground when things get out of hand.

Passive aggressors can be spotted from a mile away if you know the array of cues which correlate with their behavior. Aggressive energy is by no means bad! If you know how to channelize it, it will help you to remain bound and determined regardless of the temporary setbacks.

The Law of Generational Myopia

The generation gap is not a myth, because each new generation creates its own separate values and agendas. It forms the behavior of its members and compels them to exert a powerful influence on the world.

The problem is that yet again we are doing this at the cost of our innateness. We are restricting ourselves, without casting a shred of doubt on these concepts.

Make strides toward uniqueness, not mediocrity! Leave the generational narrowmindedness aside!

The Law of Death Denial

Death smiles at us all, and that’s the truth. Being aware of the unpredictability and shortness of this existence is truly a powerful tool one can embrace. It will help you to create a sense of urgency that will fuel your day-to-day activities.

Training your mind to think and act in a similar manner is undoubtedly a great way to achieve results much quicker. Don’t be obsessed with overshadowing others; just remain keenly aware of the mortality as an integral part of life.

Key Lessons from “The Laws of Human Nature”

1.      Tackle the narrow-minded aspects
2.      Use persuasion only as a last resort
3.      Define your goals

Tackle the narrow-minded aspects

It’s not easy to shift your mindset when certain concepts are so deeply rooted in your heart. All whining aside, it’s a process of utmost significance.

By expanding your horizons, you’ll surely prosper more than you ever thought possible.

Use persuasion only as a last resort

Despite what others have taught you, the number of people who love pushy persuaders and influencers can be counted on one’s fingers.

You have to respect one’s opinion before you decide to submit yours. Don’t act as if you know everything!

Define your goals

Although we try to refrain ourselves from sharing cliché tips, this one is based purely on merit. How can you reach your destination without knowing your bearings?

It’s a simple process that allows you to move with confidence and withstand potential threats.

Like this summary? We’d Like to invite you to download our free 12 min app, for more amazing summaries and audiobooks.

“The Laws of Human Nature Quotes”

Our continual connection to social media makes us prone to new forms of viral emotional effects. These are not media designed for calm reflection. Click To Tweet

To this day, we humans remain highly susceptible to the moods and emotions of those around us, compelling all kinds of behavior on our part—unconsciously imitating others, wanting what they have, getting swept up in viral feelings of… Click To Tweet

Your task as a student of human nature is to transform yourself into a master decoder of envy. Click To Tweet

Do not be afraid to exaggerate the role of willpower. It is an exaggeration with a purpose. It leads to a positive self-fulfilling dynamic, and that is all you care about. Click To Tweet

In developing your skills in this arena, you must learn to distinguish between the fake and the genuine smile. In trying to hide our negative feelings, we most often resort to the fake smile, because it is easy and people generally do not… Click To Tweet

Our Critical Review

Now we see why Robert Green is hailed as one of the best authors of its own time.

His methods are always authentic and most importantly practical, which means – they are applicable in real life.

We must give this one, a Thumbs Up and 10/10 score. We really felt like it reflects the everyday struggle of an average Joe.

www.pdf24.org    Take this summary with you and read anywhere! Download PDF:   

Powerful PDF Summary – Patty McCord

Powerful PDF Patty McCordBuilding a Culture of Freedom and Responsibility

At Netflix, Patty revolutionized the concept of efficiency by challenging the conventional methods of doing business.

She should undoubtedly be accorded the status of policy-changer, due to her efforts.

In this summary, we try to share the most critical findings.

Stay with us!

Who Should Read “Powerful”? And Why?

It’s hard to determine, who is fit to read this book and leverage its takeaways. In our humble opinion, anyone working or participating in some organization should consider diving into its mysteries.

These days, it’s impossible to find someone who’s not incorporated into some system. Therefore, we wholeheartedly urge you to scratch the surface of “Powerful” regardless of your position.

Patty McCordAbout Patty McCord

Patty McCord draws on her personal and professional experience to cast doubt on the Silicon Valley concepts of fresh ideas. She yearns for a full-scale modification, in terms of how we behave and think within the business environment.

By putting the best practices on a silver platter, she makes it easier for the reformers to utilize the knowledge and apply the methods. Patty spent more than a decade at Netflix, while continually being on the lookout for better ways of conducting the operations.

She is a frequent keynote speaker and an advocate for challenging the outdated policies. So far, she has appeared on a dozen CEO Forums, and Business Schools.

“Powerful PDF Summary”

Do you have the guts to hear the bitter truth or you prefer to comfort yourself with lies? – We’ll get to that in a minute, but first, one must realize that advocating for changes in the workplace, might not be a straightforward transition. Patty states that hiring adults, meaning persons whose focus is fixated on improving the company, will make your life a lot easier.

The rookies, in need of a babysitter, will often turn out to be costly. Filling up your organization with self-managing people can create the snowball effect. These characters endorse criticism, are prone to learning, and know their boundaries.

Arguably, siding with the reality will give you a leg up in any quarrel.

For instance, a football team requires from its players to showcase their talent in order to achieve victory. A one man’s show would never suffice, and the same analogy can be broken down into details regarding HR and business overall.  

How can we define this phenomenon?

A culture of responsibility is perhaps the most suitable description and stands as a symbol of a prosperous association. Nonetheless, this system should not be sided with “working harder” but linked to the idea of adding greater value.

Although this will eventually crank up the competition, you should not dread the idea of a challenge. Being eclipsed by someone can become the turning point in your life. On the bright side, you should try to outperform yourself on a daily basis.

From a leadership vantage point, these urges must be fueled continuously but monitored in order to balance the scales.

In the early years of the 20th century, an average employee had zero respect and no contribution to decision-making whatsoever. The exploited machinery had to stick to their routine, without even bothering to comprehend the operations.

This ineffective way of management started to crumble when a new form of leadership emerged.

Generally speaking, the new generation tries not to divulge misinformation by integrating all the layers into the system. In doing so, all the parties can get an aerial view of the situation and share their insights.

Nowadays, each applicant, employee, associate, partner, or manager strives to understand the whole ball game. Nobody wants to be a drop in the ocean, but an essential element to the business. Achieving that however, it’s often easier said than done.

Encourage debates, dialogue, freedom of expression, annual reviews, or simply communication – will get you across the threshold.

The Power of a Debate and Radical Honesty

It’s unlikely that you’ll be stunned upon hearing that people are not fond of two-faced leaders. There’s absolutely no need to twist the reality because disclosing the problems in a timely fashion can help the organization to assess its current rankings.

In the light of this discovery, it’s also critical to mention that not all employees, welcome constructive criticism. Nonetheless, if you establish such a corporate culture, they’ll have little choice but to embrace transparency.  

Let’s unveil few benefits, which are a direct result of radical honesty on an organizational level:

  • It minimizes backstabbing
  • It enhances the communication
  • It spots the problems promptly as they rise to the surface
  • It adds to problem-solving
  • It improves the performance of all parties

Indeed, the number of leaders that dare to acknowledge their mistakes is still meager. By breaking the ice, they create a new culture and incite the employees to do likewise. In other words, they will automatically trigger transparency.

Powerful Summary Patty McCordAt Netflix, Patty brought in an all-encompassing feedback system for the employees to share their insights on the team’s efforts and submit their annual analysis.

When it comes to debating or discussing, the leader should set terms in advance, and urge everyone participating in the debate to adhere to them. After all, problems crop up each day, and the organization must put its analytical prowess to the test by encouraging dialogue.

If you find yourself in an argument, give a stamp of approval to anyone who shares facts not personal agenda. In like manner, you should abide by the same set of norms, and refrain yourself from getting emotional when a potential conflict erupts.

In the meantime, you should stick to your broadness, because someone may lay down a series of well-researched theories that oppose your perspective. Be prepared to double-check your methods, and leave your ego aside.

According to Patty, debates among smaller groups bring about a revolution in the organization because of the input. They are not prone to group-thinking, which opens a window of various scenarios and conclusions.

When it’s your turn to present your insights, be on alert for people who adhere to their biases. The information extracted to support their claim is rarely applicable to the matter of contention. Even so, it’s needless to say that formal debates are the epitome of business breakthroughs.

Build the Powerful Future by Finding the Right People

As reported by Patty – today’s actions and behavior shape the future. By being aligned with the fluctuating practices in the digital age, you’ll develop into an energetic leader. For example: you have this great idea of how should your team should perform in a year or so, but you lack the execution methods.

Start by labeling every element that is hampering the enhancement and transition. Next up, lay the groundwork for the future by making the necessary modifications in order to scale the company. Such an attitude has all the earmarks of successful progression.

Being proactive when instigating the complete change, will push you to find the right people who don’t bear a grudge against alteration. The scatterbrained attempt to carry out all of these assignments shouldn’t serve as an excuse in potential failure. Genuine leaders pour their blood, sweat, and tears in order to embolden the organization; and they also blaze a trail for others to follow.

Evidently, without the prowess and craftiness to back them up, they can’t do much. The detailed planning doesn’t incentivize the execution as one might have hoped, and only the team of implementers is duty bound to accentuate the proceedings. Prior to conducting the hiring process, consider the following aspects:  

  • Pay little attention to the resume and observe the body language
  • Try to determine whether the applicant thrives on problem-solving
  • Assess their strong motives for joining the organization
  • Gauge the competence
  • Try to evaluate whether the applicant would be a good fit for the team

You don’t need a big name, but a person whose skillset, character and determination apply to the team’s vision. As simple as that! For the job, you need a set of HR officials who understand the technical side of the business too.

Once you find people whose expertise matches the organization demands, you could expand the operations.

The beginning of the 21st century was turbulent for Netflix. The company merely collapsed due to deep economic malaise within its ranks. Netflix reacted by laying off almost 1/3 of its employees. What came as a shock to the new operational structure, was the fact that, this new policy generated remarkable dividends.

The crafty pool prevailed over the obstacles by embracing more responsibilities in order to fill in the gap. It didn’t take too long for Netflix to get back on track, and restore its former status.

The Art of Managing the Employees

When an organization is crammed with underachievers, it cannot function in a strong fashion. That’s a major blow to the company, and that’s precisely what happened to Netflix. Nonetheless, the line that separates productive employees from bad ones is very slim.

Every so often, people are hired for a position that doesn’t match their expertise, or the officials are not aware of their contribution. Either way, a leader must double-check to see whether the managerial hierarchy with all its sub-elements is well structured.

When it comes to payment, Patty McCord argues that you should at least ponder about paying top of the market for the positions that you believe are the most precious to the organization.  

A common mistake most managers make is taking into account only what the organization can afford in terms of salary. Indeed, being aware of your financial capabilities is critical, but sometimes you should consider the value that the new hire will generate.

To put it differently, consider how will the new employee influence the business, and as a result, perhaps you need to conduct an audit regarding this matter. It’s a topic that should be thought about.

After putting all the elements on the table, you can agree on a salary that reflects the financial worth that the new employee will bring. Meanwhile, don’t forget to execute the following checklist:

  • Embrace transparency
  • Don’t hesitate to increase the salaries of those who deserve it
  • Identify the best value for the business
  • Don’t put a lot of weight on salary surveys

Singing the praises of the employees is a tremendous team-building asset. The same methodology works perfectly fine when constructive criticism is unleashed. This strategy can diminish the chances of getting sued by a former employee who was fired based on its performance.

Goodbyes don’t manifest the end of the world nor speak about the attributes of the individual. Genuine managers understand that some people are not in tune with the particular working atmosphere. They would even recommend them to someone else, only to expose them to an environment that resonates with their skills.

Key Lessons from “Powerful”

1.      Get into the right frame of mind
2.      Less is more
3.      Don’t be a narrow-minded prick

Get into the right frame of mind

Then again, Patty McCord states that openness can help you to balance the scales in favor of the organization, and keep underachievers at a distance.

Don’t hesitate to speak your mind! A good leader can both lavish praise upon someone, and discuss the probability of someone being better off at some other company or team.

Less is more

The conceived plan, must not incorporate people who are pessimistic from the outset. This tells you that only a handful of high-performers can do the job.

Improve the cohesion among them and try to identify any potential twists.

Don’t be a narrow-minded prick

In case you’ve miscalculated the severity of the problem, agree to support the better solution and alter your viewpoints.

As you can see, a productive debate can shore up the company, so don’t be reluctant to solicit as many views as possible, to get a bird’s eye view of the situation.

Like this summary? We’d Like to invite you to download our free 12 min app, for more amazing summaries and audiobooks.

“Powerful Quotes”

Trust is based on honest communication, and I find that employees become cynical when they hear half-truths. Cynicism is a cancer. It creates a metastasizing discontent that feeds on itself, leading to smarminess and fueling backstabbing. Click To Tweet

Are we limited by the team we have not being the team we should have? Click To Tweet

Instilling belief in the practice gets easier as managers come on board. The greater the density of great team builders you achieve, the more you can spread the practice organically. Click To Tweet

When engineers start to whine about a process you’re trying to implement, you want to really dig into what’s bothering them, because they hate senseless bureaucracy and stupid process. But they don’t mind discipline at all. Click To Tweet

Our Critical Review

Like what you saw or read? We bet you did because this is one of those books that get you all fired up and ready to conduct the necessary changes.

We advise you to read this book, page by page to get a good handle on what Patty is trying to convey.

www.pdf24.org    Take this summary with you and read anywhere! Download PDF:   

The Ideal Team Player PDF Summary

The Ideal Team Player PDF

How to Recognize and Cultivate the Three Essential Virtues: A Leadership Fable

If you know anything about Patrick Lencioni, you probably didn’t need that subtitle: of course, it’s a leadership fable, possibly one of your favorites!

This one’s about “The Ideal Team Player.”

Who Should Read “The Ideal Team Player”? And Why?

If you’re interested in sports, you’ve probably noticed that haphazard groups of extra-talented individuals are never as good as teams of average players with a good manager.

Why?

Well, because – as they say for quite a long time – there’s no “I” in “Team.”

“The Ideal Team Player” is the book you should read if you want to build an all-star team at your company. So, if you are in HR or you are a company owner/leader, and you think you could really use a little guidance from someone who knows a thing or two about good teams, then don’t hesitate to buy this book and take Patrick Lencioni’s advice.

It works both ways: Lencioni’s fable can help you even if you are an employer who can’t fit in, but would really want to become a good team player.

About Patrick Lencioni

Patrick LencioniPatrick Lencioni is an American author, consultant, and keynote speaker. He is the founder and the president of The Table Group, a management counseling firm.

Deemed by the “Wall Street Journal” as “one of the most in-demand business speakers,” Lencioni has so far written ten books on various aspects of business management, most of them stressing the importance of teamwork.

Lencioni is renowned as the author of two bestsellers, “The Advantage” and “The Five Dysfunctions of a Team,” the latter of which serves as a sort of a prequel to the “The Ideal Team Player.”

“The Ideal Team Player PDF Summary”

Once again, Lencioni’s story is about a company with a problem: Bob Shanley, the long-time CEO of Valley Builders (VB) – a contracting firm he has founded – has to retire due to a heart problem requiring surgery.

He offers the job to his nephew Jeff, who soon learns that he has become the CEO at the worst time possible: the company has just won two gigantic contracts which require for him to hire at least 60 new employees within the next two months.

Make that 80: 20 of them, as his experienced senior executives tell him right at the bat, would eventually quit.

Why?

Because they wouldn’t fit the VB culture established and cultivated by his uncle, who was pretty aware that “the ability to work effectively with others…is more critical in today’s fluid world than it has ever been.”

Soon Jeff learns that VB’s work culture is based on the idea that a team must be built around ideal team players and that these, in turn, must share three traits: humility, hunger, and people smarts.

However, they must have all of these, since lacking one or two of them will probably have a counter-effect.

You see, people who are merely humble are no more than pawns; those who are merely hungry are bulldozers; and those who are smart only are charmers.

You don’t like any of those.

However, two of these three traits aren’t enough:

Employees who are hungry and smart but not humble are skillful politicians who will further their personal interests until it’s too late to do something about that.

Employees who are humble and smart but not hungry are lovable slackers who won’t get going when the going gets tough.

Finally, employees who are humble and hungry but not smart are accidental mess-makers who will unintentionally create more problems than the team can solve.

So, you want your team player to be ideal?

Pick only those who have all three values:

#1. Humility

In Lencioni’s words, humility is probably the most important quality:

Great team players lack excessive ego or concerns about status. They are quick to point out the contributions of others and slow to seek attention for their own. They share credit, emphasize team over self, and define success collectively rather than individually. It is no great surprise, then, that humility is the single greatest and most indispensable attribute of being a team player. Humility is the single greatest and most indispensable attribute of being a team player.

#2. Hunger

Hungry people are never satisfied, and they always want more than they have. They have a drive and a burning ambition to be more than they are.

Hunger, writes Lencioni, “is the least sensitive and nuanced of the three virtues. That’s the good news. The bad news is – it’s the hardest to change.”

#3. People Smarts

Be aware that “people smarts” doesn’t necessarily mean “brilliant”; but it does mean emotionally intelligent and capable of interpersonal interaction.

Of course, you can’t have a team if there’s no team chemistry; and employees who are people smarts contribute to this chemistry.

Key Lessons from “The Ideal Team Player”

1.      The Three Essential Virtues of the Ideal Team Player
2.      How to Interview New Hires for Your Team
3.      How to Develop the Three Essential Qualities

The Three Essential Virtues of the Ideal Team Player

For organizations seriously committed to making teamwork a cultural reality,” writes Patrick Lencioni, “’the right people’ are the ones who have the three virtues in common – humility, hunger and people smarts.

However, neither of them is enough in itself; in fact, if not combined with the other two, it can be seriously detrimental to your team, producing either too servile or ambitious workers or, even worse in today’s work climate, lone wolves.

How to Interview New Hires for Your Team

“Most interviews are still the same stilted, rehearsed and predictable conversations they were 40 years ago” – notes Patrick Lencioni.

And of course – they don’t need to be!

Now that you know the three essential virtues of an ideal team player, you should design your interview process to find out if your potential employee has them.

So, try to be unconventional (say, take the interviewee on a shopping trip) and focus on detecting the subtle hunches which may tell you if your new prospect is humble, hungry and people smarts.

These are good rules-of-thumb:

#1. For humble: Ask the applicant about the most important accomplishments of his/her career and see if he will use “I” or “we” more; the latter indicates humility;

#2. For hungry: Ask the applicant what the hardest he/she has ever worked on in his/her life is. If it seems that he/she has enjoyed (as opposed to merely tolerate) this experience – he/she is certainly hungry.

#3. For smart: Ask the applicant how would he describe his/her personality. If he knows his/her weaknesses and strengths well, then he/she is introspective and emotionally intelligent.

How to Develop the Three Essential Qualities

If you want to become the ideal team player, then, obviously, you need to work on the three essential qualities of being one:

#1. Humble: be polite and learn how to compliment; ask your colleagues how they feel; listen.

#2. Hungry: this is the most difficult virtue to develop; but do try: learn how to do more work.

#3. Smart: there are many books which can help you develop your emotional intelligence; use them as your guide.

Like this summary? We’d like to invite you to download our free 12 min app for more amazing summaries and audiobooks.

“The Ideal Team Player Quotes”

The five behavioral manifestations of teamwork: trust, conflict, commitment, accountability and results. Click To Tweet

A long list of hobbies like extreme skiing, sled dog racing, storm chasing and shark hunting might just be a red flag when it comes to someone who is not going to put the needs of the team ahead of personal pursuits. Click To Tweet

Humility isn't thinking less of yourself, but thinking of yourself less. Click To Tweet

The most unhappy people in a company are the ones who don't fit the culture and are allowed to stay. They know they don't belong. Deep down inside they don't want to be there. They're miserable. Click To Tweet

Many people will try to get a job even if they don't fit the company's stated values, but very few will do so if they know that they're going to be held accountable, day in and day out, for behavior that violates the values. Click To Tweet

Our Critical Review

If you know your Lencioni, you won’t be disappointed by “The Ideal Team Player”: this book has everything one has grown accustomed to expect from a book by him.

Namely, a finely written and relatable fable with a straightforward moral, which is not only simple but also universal and easily applicable.

www.pdf24.org    Take this summary with you and read anywhere! Download PDF:   

Taking the Stage PDF Summary

Taking the Stage PDF

How Women Can Speak Up, Stand Out, and Succeed

Are you a woman wondering how you can succeed in this all too male world?

Then, time to learn a lesson or two in “Taking the Stage,” sister!

Who Should Read “Taking the Stage”? And Why?

Let’s eliminate about 50% of the world’s population straight away: this book doesn’t concern men, and they will find nothing even remotely interesting or applicable here. (One more reason why you should always read the subtitle first: titles are just too poetic to be straight to the point!)

However, the other half of the population should really give this book a go!

Because even though its main target audience is women in the corporate world, it doesn’t hurt to know how you can communicate leadership even if you can use the knowledge merely in somewhat trivial, day to day situations.

About Judith Humphrey

Judith HumphreyJudith Humphrey is a Toronto-based entrepreneur and author.

In 1988, Humphrey founded the Humphrey Group, the first Canadian leadership communication firm to focus on teaching executives and leaders how to be effective speakers.

In the three decades since its inception, the firm has built a portfolio of high-quality clients, including IBM, Microsoft, Deloitte, Walmart, and TD Bank.  

An acclaimed speaker and part-time columnist in “Fast Company,” Humphrey is the author of one more book in addition to “Taking the Stage” – “Speaking as a Leader.”

“Taking the Stage PDF Summary”

Have you ever heard of a little thing called “The Impostor Syndrome”?

If not, that’s a psychological condition which makes an individual feel as if he or she is not worthy of his/her career and that, anytime soon, he/she will be exposed by someone as a “fraud.”

And this goes against the external evidence, in spite of the abundance of which, these individuals still believe that they have become successful merely due to luck or chance!

The worst part is that we kind of used too many pronouns in the sentence above: scratch the “hes” and the “hises” because, unsurprisingly, the Impostor Syndrome is all but an exclusively female category!

Judith Humphrey claims that 9 out of the 10 women who sought leadership advice from her and the Humphrey Group were plagued by the feeling of imposterism, speaking to themselves with a “negative internal voice”!

But how can they not?

After all, we live in a society which teaches boys to be competitive and outspoken and girls to be humble and passive.

It’s only normal that men end up believing that leadership roles are within their natural predisposition as opposed to women who think that these are everything they shouldn’t be:

Men tend to take pride in their strengths and accept compliments, whereas women are more likely to point out their flaws, disclose their fears and dismiss their strengths.

The solution?

Challenge the status quo:

It’s time for us to claim our place on center stage. As we do so, we will discover in ourselves a stronger, clearer, more influential voice that can change us, change others, change our companies and change the world.

First step: don’t allow to be interrupted!

Studies have shown that the majority of interruptions in conversations occur when males interrupt females, and only a small minority happen the other way around.

So, change that: when interrupted from now on, raise your palm in the direction of the person who interrupts you and say “Hold on!”

Afraid that you will be described as “aggressive” or “overbearing”?

Well, that brings us to the second step: don’t be afraid of being described as “bossy”!

“Bossy” is one of the many adjectives male employees use to downgrade women’s qualities and abilities.

In “Lean In,” Sheryl Sandberg reminded us that the majority of women have been accused of behaving aggressively; strangely, barely few men have ever experienced the same.

So, from now on, take this kind of attitude from your male co-workers as a compliment instead of taking it as an insult: obviously, you’ve become a threat; potentially, you can lead them instead of being led by them.

Step three: change your language and change your attitude!

As we said above, as opposed to men who highlight their strengths, women tend to draw attention to their weaknesses.

So, time to put an end to quite a few phrases and speech patterns which say a lot more than you intend to:

#1. “Do you mind if I add something…” – Nobody should mind: just add what you want to add.
#2. “I guess…” – No: you know.
#3. “This is probably a stupid question but…” – Don’t undermine yourself: it’s not!
#4. “I just wanted to spend a few minutes…” – Don’ use past tense when talking about the future.
#5. “Probably” is “always” from now on!

We go over a few more tips and tricks in our “Key Lessons” section!

Key Lessons from “Taking the Stage”

1.      Develop Your Voice
2.      Choose a Suitable Wardrobe
3.      Stand Out on Stage

Develop Your Voice

There’s really no such thing as the voiceless,” writes Arundhati Roy. “There are only the deliberately silenced, or the preferably unheard.

Don’t allow to be one of these two groups: develop a voice which breaks through the barriers you had to put up with ever since childhood.

So, no more “the little-girl voice” or “the cheerleader voice,” “the girlfriend voice” or “the maternal voice,” “the nice voice” or “the grateful voice.”

No more attempts at emulating “the manly voice” either!

It’s time to find your own unique voice, which you should develop on the background of calmness, gravitas, and pride – the qualities of all true leaders.

Add some body to it as well: you already know that your body language shapes who you are!

Choose a Suitable Wardrobe

Here are few tips from Judith Humphrey concerning your wardrobe:

#1. Wear clothes that reflect the workplace you want to have in the future, and not such which reflect the one you currently have;
#2. If you have a meeting, prepare yourself accordingly;
#3. Instead of highlighting it, deemphasize sexuality with your wardrobe;
#4. Avoid haircuts or accessories which will turn other people’s attention from your corporate appearance.

Stand Out on Stage

Your future depends on your presence. No, that’s not a mistake – it’s just a clumsy pun.

Presence is not to be confused with charisma,” writes Humphrey. “Charisma involves a bit of flash. It is an aspect of certain personalities. Presence comes from a deeper, more personal place.

Dig deep and find that place.

That way, you’ll always stand out on stage!

Like this summary? We’d like to invite you to download our free 12 min app, for more amazing summaries and audiobooks.

“Taking the Stage Quotes”

’Taking the Stage’ is a metaphor for all the ways you can be your own best champion by finding compelling ways to express yourself Click To Tweet

Women must take the stage if they want to have a greater impact on their organizations and greater success. Click To Tweet

To flourish on center stage, you’ll need to develop your ‘character.’ Click To Tweet

Self-confidence and assertiveness do not belong to men alone…Such strengths are a woman’s birthright, too. Click To Tweet

If there is a formula for staying on center stage, it is refusing to be sidelined or satisfied when you hit a ‘wall.’ Click To Tweet

Our Critical Review

Even though “Taking the Stage” claims that it is about all women (“no matter their age, rank, or profession”) one feels that no more than two groups of women can really profit from reading this book: those who are at a more junior stage and have time to learn how to assert their authority, and those who are already at a higher level

“Blue-collar” women workers – i.e., those who are working in a men’s environment and want to make themselves heard (but are unable to) – may feel that the book leaves somewhat to be desired.

We feel the same way too.

www.pdf24.org    Take this summary with you and read anywhere! Download PDF:   

United Breaks Guitars PDF Summary

United Breaks Guitars PDFThe Power of One Voice in the Age of Social Media

By now, you are surely aware that “United Breaks Guitars.”

And that’s all because of one man, songwriter Dave Carroll.

The full story ahead.

Who Should Read “United Breaks Guitars”? And Why?

In case you don’t know, “United Breaks Guitars” is a trilogy of protest songs by Canadian musician Dave Carroll written soon after United Airlines broke one of his guitars and refused to admit it had been their fault and apologize or reimburse him for the damage.

This book recounts that story, so it’s definitely the one you should read if you are a fan of the songs and want to find out more about the story behind them.

However, despite the subtitle, this book won’t be able to teach you something especially new about the relation between social media and corporate culture.

If you are interested in the theoretical aspects of this relation, then try a book in the vein of “The Art of Social Media.”

About Dave Carroll

Dave CarrollDave Carroll is a Canadian musician.

In 1989, he and his brother Don formed a band called “The Don and Dave Show.” Four years later, in honor of their father, they changed the name of the band to Sons of Maxwell, under which they tour to this day.

A volunteer firefighter in his free time, Dave Carroll has so far written only one book: “United Breaks Guitars.”

“United Breaks Guitars PDF Summary”

In the spring of 2008, Dave Carroll embarked on a trip from his hometown Halifax, Nova Scotia to Omaha, Nebraska, where he was supposed to have a concert with his band, Sons of Maxwell.

Carroll had to change flights in Chicago where the staff of United Airlines wanted him to check both his Taylor guitar and his backup Ovation Elite as baggage.

Which is why Dave’s blood froze when a fellow passenger exclaimed “Oh my God, they’re throwing guitars out there” as the United Airlines’ plane stood parked at O’Hare.

When Dave arrived at Omaha he realized that his worst fears had become true: his beloved Taylor guitar had been broken by the United Airlines baggage handlers.

Naturally, Carroll complained to United, but they refused to compensate him for the damage. In fact, they refused to apologize or even discuss with him the nuances of the matter for six or seven months.

Finally, a certain Ms. Irlweg did, but her final answer was a “no”: even though Dave did nothing wrong, apparently the fact that he hadn’t filed a complaint within 24 hours was enough for his request for compensation to be turned down.

If Michael Moore was a singer-songwriter,” Carroll asked himself sometime around this point, “what would he do?

Dave’s answer?

He would sublimate this negative energy into a creative endeavor.

So Carroll told Mrs. Irlweg that he would compose three songs about his experience with United Airways and that he would share them on YouTube:

My goal of being compensated had evolved into a goal of sharing my story with as many people as were interested in hearing it.

And on July 6, 2008, the first of the three songs was uploaded on YouTube.

The Internet went wild: in just one day, the video had garnered more than 150,000 views and thousands of likes and, soon enough, it became a viral sensation, amassing millions of hits.

In Dave’s opinion, this happened because “United Breaks Guitars” was a catchy country song which recounted his story through relatable, humorous lyrics and an amusing low-budget video.

See for yourself:

United Airlines couldn’t ignore Carroll anymore.

So its representatives approached Dave with a request for a conference call during which Carroll was offered $1,200 in coupons for future flights and $1,200 in cash – the sum he had paid to have his Taylor guitar fixed.

However, by this time, Dave couldn’t care any less for compensation; in fact, he was very much aware that accepting a compensation would damage his integrity. “I changed gears,” he writes, “from someone who wanted something to someone who was going to do something.”

So, he requested that, instead of reimbursing him, United Airlines give the money to someone else and immediately change its policy.

Such thing didn’t happen, so “United Breaks Guitars 2″ and 3 followed – and went viral as well.

What could have been solved with merely a thousand dollars and an apology turned into a nightmare for United Airlines, whose stock price fell by 10% within 4 weeks of the day Carroll posted the first video online.

What amazed Carroll the most was not United Airlines’ incompetence in dealing with the matter, but its policy that as long as cases such as his are rare, they are statistically insignificant and can be dismissed.

Thankfully, he proved them wrong!

Key Lessons from “United Breaks Guitars”

1.      The Story of Dave Carroll and His UBG Trilogy
2.      An Apology Worth $180 Million Dollars
3.      Marketing Campaigns Shouldn’t Exclude Anyone

The Story of Dave Carroll and His UBG Trilogy

During a layover at Chicago’s O’Hare airport, Canadian singer/songwriter Dave Carroll’s Taylor guitar was broken by United Airlines baggage handlers back in the spring of 2008.

In July, after spending months unsuccessfully demanding an apology and compensation from the disinterested United Airlines staff, Carroll wrote a song, “United Breaks Guitars” (UBG), which became a viral hit and amassed millions of views in just a few days.

Even so, United Airlines refused to change its policy, so things went from bad to worse for them, because soon UBG 2 and 3 appeared.

A PR disaster for the airline giant!

An Apology Worth $180 Million Dollars

“Sometimes saying you’re sorry is not only the right thing to do but also the least expensive” – writes Dave Carroll.

Indeed, if United Airlines had done that effectively, Dave Carroll wouldn’t have written the UBG trilogy, and the company could have even gotten away without reimbursing Carroll.

4 weeks since the first UBG video went viral, United Airlines’ stock price fell by 10%, resulting in losses for its stockholders which have been estimated at about $180 million!

Marketing Campaigns Shouldn’t Exclude Anyone

The message of Dave Carroll’s book is twofold.

First of all – as should be obvious by now – that individuals matter and that the voice of one can be echoed by the hearts of multitudes: “A victory for me,” writes Carroll, “was a victory for everyone who has ever flown and a victory for customers everywhere who have felt disempowered by giant companies performing badly.”

On a slightly different note, Carroll also has great advice for companies as well: “I am suggesting that marketing campaigns not be designed to exclude anyone. Targeting customers is wise. Excluding people you assume would never be your customers is not.”

Because who knows – maybe the excluded guy will be the next Dave Carroll!

Like this summary? We’d like to invite you to download our free 12 min app, for more amazing summaries and audiobooks.

“United Breaks Guitars Quotes”

The good news about having a viral video is that everyone wants to talk to you. The bad news is that everyone wants an exclusive. Click To Tweet

What should have been a routine business trip became a comedy of errors the likes of which far too many people continue to experience each day. Click To Tweet

United was completely ill equipped to handle a customer-service nightmare in the age of social media. Click To Tweet

United was caught flat-footed in an outdated culture that embraces statistical insignificance. Click To Tweet

By embracing social media, companies have an opportunity to engage directly with their customers. Click To Tweet

Our Critical Review

Just like the songs themselves, “United Breaks Guitars” is a charming little book which does tend to grow a bit less and less interesting as it progresses.

The main story, however, is so humble and inspiring that it’s definitely worth the read.

If you ask us, there should be more people like Dave Carroll on this planet.

www.pdf24.org    Take this summary with you and read anywhere! Download PDF:   

Flat Army PDF Summary

Flat Army PDFCreating a Connected and Engaged Organization

Are you ready to take your management knowledge on to the next level?

Over the course of thousands of years, the hierarchal form of leadership has remained etched into the hearts of those seeking and having power.

The day has finally come to put a stop to that!

Who Should Read “Flat Army”? And Why?

If at some point in life, you wish to coordinate a group of people and make them feel worthy, this book comes as a blessing to you.

To put it briefly: It’s best suited for decision-makers who are still searching for the uniqueness and students who are eager to dig up the mysteries of proper leadership.

Don’t skip it!

About Dan Pontefract

Dan PontefractDan Pontefract is a management expert, coach and a teacher who places emphasis on leadership as a form of achieving greatness in the business community.

He is the author of several books.

“Flat Army PDF Summary”

At the peak of the industrial era in the early 20th century, management had a pivotal role in controlling the output. Likewise, it became crystal clear that the command-and-control management style had lost its grip on productivity and efficiency and corporations started to suffer due to its rigidness.

To this day, this management approach is still not eradicated. The dynamic and progressive society now demands sometimes way more innovative than a hierarchical system, which is not only outdated but entirely fruitless.

Frederick Taylor and Henri Fayol

The well-renowned and highly proficient industrial efficiency expert Frederick Taylor along with Henri Fayol cast doubt on the hierarchical structuring as a whole. They outlined the importance of remodeling the command-and-control post by engaging the workforce in the operations.

Although most of the organizations nurture rigidness, and they are not keen to give up on their power, they have to realize that employees no longer wish to be perceived as merely a disposable workforce.  

They arrived at a conclusion: “To lead is a way of life. Being able to coordinate, control, run, and plan is in tight correlation with the idea of knowing how your subordinates react and want to be treated. The rigidness that was applied on a colossal scale in the past has seen its last summer. “

Nowadays, employees and workers want to be incorporated in the decision-making and all the other processes and mechanisms.

The bottom line is – collaboration and communication are critical to achieving success and staying on the top of the world. When we speak about interaction, we mainly refer to maintaining contact that has no hierarchical boundaries between the interlocutors.

All things considered, the management system needs to get back to the drawing board and weight its options. No one wants to be a part of an exploitation system that disregards the basic needs of the employees and stripes them of even more fundamental rights.

Flat Army Management to the Rescue.

If you are skeptical about the previously mentioned hierarchy, a “flat” structure can clear up the uncertainty in next to no time. Army, for instance, derives from Armada (Spanish) which stands for a group of battleships moving towards the enemy.

In other words, Flat Army has a symbolic meaning that unlike other concepts, strongly relies on team efforts. Constructing a system around a single goal is a unique way of inviting all the parties to play a part in accomplishing the mission.

The Flat Army’s approach entails integration and relatedness as the core principles which propels the organization. This new form of management links all layers of the corporation and helps them to work in the spirit of mutual understanding and togetherness.

There’s not a single person on this planet who doesn’t want to be a part of a harmonious working environment. Being in tune with the corporate mission, and being able to apply The Flat Army Strategy to the full extent requires:

  • Trust
  • Authenticity
  • Understanding
  • Open-Mindset
  • Expertise

All these things come into play when an execution of a task is underway. Leaders must present collaboration and dialogue as the backbone of the organization.

Mayor Michael Bloomberg is perhaps the role model of this new leadership ideology that we are trying to convey. As a mentor and a person to be idolized as far as connected leadership is concerned, he stresses out the importance of sharing critical info and data with his subordinates when the time is right.

In addition, he lays out 15 attributes that display the effectiveness of the Flat Army Approach. Connected leaders must not only abide by the ground rules but also look for a way to improve them:

  1. Trusting” – Don’t feed your vanity and allow others to express their opinion. Reward them for making mistakes, as long as they are within the context of planned improvements.
  2. Involving” – Don’t put anyone on the side, and double-check that everyone has a role to play. Destroy all the shallow obstacles that are preventing the employees to seize the day.
  3. Empathizing” – Don’t be overly critical and focus on the growth of the organization. Applying the reward-punishment system is not only outdated but highly ineffective as well.
  4. Developing” – Pave the way with vision and intentions that incite the employees to develop and grow as professionals.
  5. Communicating” – This is not a one-way street, but a dialogue that lowers the chances for any misunderstanding to occur due to unclear instructions.
  6. Analyzing” – Don’t draw conclusions single-handedly; allow others to gauge the level of your competence to see whether the analysis is accurately presented.
  7. Deciding” – Take into account the consequence and rewards of your decision-making. Stay flexible, and prepared to adapt if such thing is required.
  8. Delivering” – Don’t rush into making split-second decisions. When you ran into trouble, dive into thorough investigation and devise a plan to overcome the situation you are facing.
  9. Cooperating” – Sprinkling a dose of enthusiasm and positivity is the embodiment of a successful cooperation. Don’t become a loner; it sends negative vibes to the Universe.
  10. Clowning” – You don’t need us telling you that people who love their jobs and are relaxed cannot fit into the group of underachievers. Raising the morale of your employees is as critical as formulating a long-term strategy.
  11. Coaching” – Mentor your subordinates, provide guidance and give them feedback. This is the recipe for having motivated and highly creative associates around you.
  12. Measuring” – Don’t forget to use “quantitative business metrics,” for the purpose of measuring the level of achievement.
  13. Exploring” – Get out of your comfort zone, and put a weight on all your options. Take the burden off your shoulders by understanding the surroundings.
  14. Adapting” – We can’t emphasize enough on how important it is to remain flexible at all costs.
  15. Bettering” – There’s no such thing as perfection. Never settle for anything less than utter dedication and friendliness. Work to improve that atmosphere.

Like this summary? We’d Like to invite you to download our free 12 min app, for more amazing summaries and audiobooks.

“Flat Army Quotes”

Employee Engagement: The state at which there is reciprocal trust between the employee and leadership to do what's right however, whenever and with whomever. Click To Tweet

By collaborating more effectively, organizations have become healthier and more productive. Click To Tweet

Trust is not merely saying you trust someone. Trust is about actually acting in a trusting manner. Click To Tweet

Open Leadership: the act of engaging others to influence and execute a coordinated and harmonious conclusion. Click To Tweet

A disengaged or not-engaged employee is toxic. Click To Tweet

Our Critical Review

In our humble opinion, Flat Army is a manager’s hidden gem, something that can psyche him/her up for the battles to follow.

Make use of it by diving into its essence.

You won’t regret it!

www.pdf24.org    Take this summary with you and read anywhere! Download PDF:   

Lean UX PDF Summary – Jeff Gothelf

Lean UX PDF Applying Lean Principles to Improve User Experience

You know what lean methodology is, but not sure how to apply its principles in your design & development firm?

Enter Jeff Gothelf and Josh Seiden to give you a lesson or two in “Lean UX.”

Who Should Read “Lean UX”? And Why?

O’Reilly’s “Lean Series” – edited by none other than Eric Reis – brings us a new title: “Lean UX.”

Obviously, designers and developers should benefit the most from reading – and applying – the content of this book.

However, project and program managers should find interesting advice here as well.

About Jeff Gothelf and Josh Seiden
Jeff Gothelf

Jeff Gothelf is an author, designer, and Agile practitioner.

A sought-after international speaker, he is one of the world’s leading voices on topics such as Agile UX and Lean UX.

Together with Josh Seiden, he has co-authored one more book, “Sense & Respond.”

Josh Seiden is an author and UX designer.

He is the founder and past CEO of the Interaction Design Association and is currently a principal at NEO.

Prior to this role, he has held the positions of product design at Liquidnet, and design leader at Cooper.

“Lean UX PDF Summary”

The lean methodology has been stirring up quite a buzz ever since it was first introduced by Eric Ries in his 2011 bestselling book, “The Lean Startup.”

In the meantime, O’Reilly Media has published a series of related books – such as Ash Maurya’s “Running Lean” or Yoskovitz and Croll’s “Lean Analytics” – and quite a few companies have explicitly adopted the lean methodology in their ways of working, General Electric and Dropbox probably the most famous names of the bunch.

Some other companies implicitly use lean business models and practices, since, well, in many cases it is reasonable to use them.

Amazon, for example, makes updates, on average, 5 times in a minute – and what is “lean” if not shortening development cycles through experimentation and iterative product releases?

Jeff Gothelf and Josh Seiden claim that it’s about time we translated Eric Ries’ vision more methodically in the terminology of user experience design.

It’s only appropriate that we start off with Gothelf’s and Seiden’s disclaimer:

Lean UX is not a set of rules. Instead, it’s an approach that you adopt.

And just like Ries’ lean startup methodology had a precursor in Taiichi Ohno’s lean manufacturing system of the 1990s, Lean UX can firmly plant its roots in the history of the design thinking method, whose five main principles (learning from people, finding patterns, using design principles, making things tangible, and iterating relentlessly) serve as more than just an inspiration for Lean UX.

Its definition?

In the words of the authors,

[Lean UX is] the practice of bringing the true nature of a product to light faster, in a collaborative, cross-functional way.

We work to build a shared understanding of the customers, their needs, our proposed solutions, and our definitions of success.

We prioritize learning over delivery to build evidence for our decisions.

Next, Gothelf and Seiden go over the numerous principles on which Lean UX is more specifically based, and these are all, in turn, organized into three groups:

#1. Principles to Guide Team Organization

A Lean UX team is a small, dedicated, collocated and problem-focused team.

This means that its few members (never more than 10) should collaborate closely and share a similar focus, related to one specific problem.

Also – and this is very important – a Lean UX team should be cross-functional which would grant it just enough autonomy: all Lean UX teams should be self-sufficient and empowered.

#2. Principles to Guide Culture

The Lean UX culture of your company starts with you labeling everything as an assumption until proven otherwise by the Lean UX process. This will allow you to move from a state of doubt to a state of certainty through actual work, instead of through a debate.

Since “Lean UX measures progress in terms of explicitly defined outcomes,” these become more important than outputs. As opposed to outputs (features and services), outcomes are meaningful and measurable changes in customer behavior.

Having your outcome in mind should help you remove waste (i.e., anything that doesn’t lead to the outcome) and, moreover, reach a shared understanding.

Because Lean UX is always about the team and never about the rock stars, gurus and ninjasthey usually create poisonous work environment.

Finally, Lean UX is also about a company’s permission to fail; this permission inspires experimentation and contributes to ultimate greatness.

#3. Principles to Guide Process

All processes should be chunked up in small units, or batches; this mitigates risk in that it allows for changing course at almost all times without ever going too far.

In addition, all processes should be based on the idea of continuous discovery, i.e., doing research “on a frequent basis and a regular rhythm.”

Speaking of research: since it should be user-centered, you should GOOB! If you still don’t know what you should do, it would be only fair on our part to add that GOOB is Steve Blank’s fancy way of saying get out of the building.

Externalizing your work is a must: the earlier it gets to the public, the earlier you know which changes you should make.

This is closely related to the fifth process-guiding principle, i.e., staying away from over-analysis: “there is more value in creating the first version of an idea than spending half a day debating its merits in a conference room.”

Finally, getting out of the deliverables business means shifting from documenting processes to achieving desirable outcomes.

Now that you know the principles of Lean UX design let’s see how you can put them into practice in our “Key Lessons” section.

Key Lessons from “Lean UX”

1.      Drive Your Vision Through Outcomes and Collaboration
2.      Lean UX Is All About MVPs and Feedbacks
3.      Integrate and Support Lean UX: The 10 Rules

Drive Your Vision Through Outcomes and Collaboration

Lean UX begins with a concern for the outcome – and going straight for it!

So, no deliverables, definitions, and “requirements”; just assumptions and results.

After determining your hypotheses (based on the outcome) – create multidisciplinary teams and proto-personas of your potential buyers.

Then, chunk up the project into small batches and start externalizing as soon as possible, so that you can move from assumptions to facts, from doubt to certainty.

Don’t worry about the details: everything will come in its place in time.

Lean UX Is All About MVPs and Feedbacks

Testing your hypotheses means building MVPs, i.e., minimum viable products.

You don’t need to design the perfect weekly newsletter if you want to test the hypothesis whether a weekly newsletter will increase your market share!

Just design a simple sketch and/or design it online using the simplest possible wireframes.

If it works – you’ll do it better as soon as possible.

If it doesn’t – why waste time and energy to design a cutting-edge weekly newsletter when you can use it for something else?

That’s basically how feedback helps: every iteration is better than the last one because you have more and more info on what should make it perfect.

Integrate and Support Lean UX: The 10 Rules

To integrate, adjust and optimize Lean UX, it’s good if you follow these 10 simple rules:

#1. You can’t be a prophet: test your ideas and assumptions.
#2. Focus on outcomes, not deliverables.
#3. Break down silos by creating cross-disciplinary teams.
#4. Everybody should collaborate with everybody: teams should be physically together or, if necessary otherwise, use collaborative online tools. Work is no place for ninjas, gurus and rock stars.
#5. Small problems should be handled by small teams.
#6. Big Design Up Front is a myth – and it may cost you a lot of money; so don’t worry about appearances.
#7. Start with notes and sketches and experiment!
#8. Improve and iterate constantly.
#9. Consider the perspective of the others.
#10. Communicate.

Like this summary? We’d like to invite you to download our free 12 min app, for more amazing summaries and audiobooks.

“Lean UX Quotes”

Collaborative design is still a designer-led activity. It’s the designer’s responsibility to not only call collaborative design meetings but to facilitate them, as well. Click To Tweet

Focus on maximizing two factors: increasing collaboration between client and agency, and working to change the focus from outputs to outcomes. Click To Tweet

MVPs help us test our assumptions – will this tactic achieve the desired outcome? – while minimizing the work we put into unproven ideas. Click To Tweet

The most effective way we found to rally a team around a design direction is through collaboration. Click To Tweet

If you want your stakeholders – both those managing you and those dependent on you – to stay out of your way, make sure that they are aware of your plans. Click To Tweet

Our Critical Review

“Lean UX” has a lot to offer – from applying lean principles to improve UX (as the subtitle of its first edition looks like) to designing great products with agile teams (as the second edition of the book is subtitled).

All in all, a great introduction to UX (even if you have not been introduced so far) and an even better manual for those who are stuck in a less systemic UX approach, which, ironically, means also much more rigorous and more prone-to-failure approach.

www.pdf24.org    Take this summary with you and read anywhere! Download PDF:   

How Complicated Is Your Company? PDF Summary

How Complicated Is Your Company? PDFNot satisfied with how productive your employees are?

Willing to restructure processes in order to make them more efficient?

Well, authors Reinhard Messenböck, Yves Morieux, Jaap Backx, and Donat Wunderlich from the Boston Consulting Group believe that you should start with a simple question:

“How Complicated is Your Company?”

Who Should Read “How Complicated Is Your Company?”? And Why?

As a rule of thumb, the more complicated your company is, the less productive and satisfied your employees are.

However, going simple is not as easy as it sounds.

Hence, this article should be a must for every owner, CEO, upper-level manager and leader of a company who knows he/she should keep things simple but doesn’t know how to do that.

About Reinhard Messenböck, Yves Morieux, Jaap Backx, and Donat Wunderlich

Jaap Backx

Reinhard Messenböck and Yves Morieux are both involved in several projects at the Boston Consulting Group as senior managers.

Donat Wunderlich

Jaap Backx is currently one of the leading partners of the organization where Donat Wunderlick absorbs the role of a principal.

“How Complicated Is Your Company? PDF Summary”

In the words of Nobel laureate Paul Krugman, “productivity isn’t everything, but in the long run, it is almost everything. A country’s ability to improve its standard of living over time depends almost entirely on its ability to raise its output per worker.”

Now, many factors can influence productivity – everything from erratic political instability to predictable business cycles – but, none of them have been found to properly explain the global economic decline of late.

in the opinion of Reinhard Messenböck, Yves Morieux, Jaap Backx, and Donat Wunderlich – global management consultants at the Boston Consulting Group – “the underlying cause of the recent slowdown has been the ongoing, long-term rise of complicatedness.”

Its definition?

Complicatedness is… the increase in organizational structures, processes, procedures, decision rights, metrics, scorecards, and committees that companies impose to manage the escalating complexity of their external business environment.

A wide-ranging survey of executives and employees at over 1,000 companies led the authors of “How Complicated Is Your Company?” to few interesting conclusions.

First of all, that complicatedness can be found in eight different dimensions and that, consequently, there are at least eight ways to simplify an organization.

#1. Leadership
#2. Strategy and Transformation Agenda
#3. Structure
#4. Activities and Roles
#5. Processes, Systems, and IT
#6. Decision Making
#7. Performance Management
#8. People and Interactions

Leadership is, by far, the most crucial dimension, since it “binds together and affects each of the other areas.”

Leaders often create complex procedures and structures which seriously affect productivity.

If you want to simplify, the best way to do this is via leading by example when hiring, promoting and firing. This reinforces desired behaviors in your employees and inspires cooperation and transparency.

In the area of strategy and transformation, the key objective is to “translate strategy into concrete must-win initiatives,” since that’s the only way to ensure consistency between overall goals and lower-level initiatives.

As far as the company’s structure is concerned the solution one should be a no-brainer: simply remove unnecessary layers.

This streamlines top-to-down communication and, moreover, it gives low-level managers just enough freedom, empowering them to make minor decisions quickly and independently.

Eliminate duplication of activities and roles: be sure that each and everyone of this adds value to your company by itself.

It’s the 21st century, so it should be fairly easy for you to completely abolish handoffs between departments and streamline processes and systems via IT.

This simplifies and speeds up communication and boosts end-to-end responsibility.

Give each and every one of your managers strictly delineated area of responsibilities and mandates so that you are able to take decision making back to first principles.

Not only this promotes understanding and cooperation, but it also eliminates conflicts and accelerates the workflow.

So that you can help your managers lead and ensure appropriate recognition for the most cooperative employees, you must master the art of performance management.

Introduce proper collaboration-fostering KPIs should be a great start!

If you want to maximize the output of your employees, then silo mentality is one of your worst enemies!

So, to simplify things in the people and interactions dimensions, try eradicating silos altogether, by creating an unhostile work environment.

The key word – if you ask us – is fun.

In conclusion,

Rooting out complicatedness is possible but only with a structured and focused simplification effort. Business leaders following this road will harvest the fruits of improved productivity and gain a competitive advantage for their companies.

Key Lessons from “How Complicated Is Your Company?”

1.      Productivity Is Stifled by Excessive Complicatedness
2.      Complicatedness Can Be Found in Eight Dimensions
3.      The Simplified Four-Step Simplification Solution

Productivity Is Stifled by Excessive Complicatedness

Even though many factors can affect productivity, it seems that one of the most important ones – if not “the underlying cause” – in relation to the recent economic falloff is the growing complicatedness of companies.

It’s easy to blame external factors, but a survey of the executives and employees of over 1,000 companies has pinpointed complicatedness as the main obstacle to faster growth.

And this is especially true for companies which operate in regulated environments, such as the healthcare industry and the public sector.

Those in the IT world are much simpler and, consequently, agiler.

Complicatedness Can Be Found in Eight Dimensions

Complicatedness can take root in any of eight different dimensions: leadership; strategy and transformation agenda; structure; activities and roles; processes, systems and IT; decision making; performance management; and people and interactions.

The Simplified Four-Step Simplification Solution

The authors recommend “a four-step approach to implementing a lasting solution” for complicatedness-related problems:

#1. Smart Start. Identify the complicatedness dimensions which need to be remedied by, for example, conducting belief audits.

#2. Diagnosis. In-depth employee interviews should help you understand the root causes of unproductive behavior.

#3. Solution Design. Develop appropriate interventions which address the root causes. We’ve gone over some sample actions in the summary above to help you understand how this part works.

#4. Implementation. Now, apply the interventions.

Like this summary? We’d like to invite you to download our free 12 min app, for more amazing summaries and audiobooks.

“How Complicated Is Your Company? Quotes”

The underlying cause of the recent slowdown has been the ongoing, long-term rise of complicatedness. Click To Tweet

Complicatedness is… the increase in organizational structures, processes, procedures, decision rights, metrics, scorecards, and committees that companies impose to manage the escalating complexity of their external business environment. Click To Tweet

Companies that develop strategies and design processes to respond quickly and effectively to their complex business environments can gain a significant competitive advantage over their peers. Click To Tweet

Striving for simplicity involves more than addressing a single dimension of complicatedness. Click To Tweet

Rooting out complicatedness is possible but only with a structured and focused simplification effort. Click To Tweet

Our Critical Review

Since it addresses a complex problem, “How Complicated Is Your Company?” is too simple for its own sake.

True, companies should streamline processes and structures, but this is not as innovative as the article makes it sound.

And, somehow, we are not convinced that complicatedness is “the underlying cause” for the economic decline.

www.pdf24.org    Take this summary with you and read anywhere! Download PDF: