Every thing cannot be done based on experience. You have to create theories which help you to guide through the the bad times.
As we grow old, we allow our dreams to peel away. We choose our jobs for wrong reasons, and settle slowly for it. We begin to accept that it's not realistic.
We need to develop a strategy and change the strategy on the go.
In career, what we think will make us happy doesn't usually make us happy. And we don't realize this until it's too late.
The strategy needs to be executed. The problem is that we have limited attention and time. And we allow our attention to the things which shout the loudest and our time to things which seem to offer the fastest growth.
Balance: priorities, plan with opportunity, allocation of resources.
We need to find what makes us happy.
Money is not the motivator
Motivation theory talks about job satisfaction.
Satisfaction and dissatisfaction are not on the same metric. You can love and hate your job at the same time. They are separate and independent measures.
Dissatisfaction comes through the lack of hygiene factors: status, compensation, job security, work conditions, company policy, supervisory practices.
Compensation is a hygiene factor: you can avoid dissatisfaction by giving a good compensation.
Satisfaction comes through motivation factors: that you are making meaningful contribution. Challenging work, responsibility, recognition.
Money is not the root cause fir unhappiness, it makes you unhappy when it becomes the priority.
Can we do what is meaningful and enjoyable... In the position we are in?
What motivates us: maybe a feeling of accomplishment and of learning.
At a certain point, hygiene factors like money and status are just a by-product of how good we are doing.
Most of the times, the problem is that we focus too much in the by-product.
Once you understand what makes you tick, you need to find a career. You need to balance the pursuit of happiness and goal, while taking benefit of unanticipated opportunities.
Strategy springs from two very different sources: anticipated aaproach and unanticipated approach.
Anticipated strategies work best if you have reached the phase of the career when you already know the pathway.
Unanticipated strategies are more for the people who are still in the progress. Once you have understood , you can move from unanticipated to deliberate or anticipated.
Tool:
"What has to prove true for this to work": People decide based on current projection... And then never reevaluate. The problem is usually in one or more critical basic assumptions.
When making a decision, list the assumptions which were made to reach it. List them from being most important and least certain to least important and most certainl.
The topmost assumptions must prove true.
Your strategy is where you spend your time, motivation, and energy. See which direction your resources are flowing. Sometimes what is wrong in long-term may make no sense in short term.
WHERE ARE YOU ALLOCATING YOUR RESOURCES?
There should be harmony between what we are being told to do and what we are expected to achieve is the key.
Resources:
Personal time
Energy.
Talent
Wealth.
If you are not making conscious effort to control your resources, your mind will allocate it by default understanding.
The problem with high achieving people is that they allocate the resources to things which yield immediate results.
The short term benefits... Like a promotion... Keeps them sway from investing resources in long-term benefits.
A strategy is nothing but a good intention, if you don't allocate resources.
If your decision regarding where you spend your blood and sweat is not where your aspirations are... You will never be that person.
FAMILY
High achievers, since they focus a lot on short term gains, focus a lot on career and little on family.
When you think that you can lay-back since everything is going well with the family, it is also the time when you really need to invest before its too late.
Since most of the successful companies (93%) which became successful had to give up their initial strategy... The investment which focuses on growth before profitability is a foolish investment. Invest less and seek profitability... If the strategy doesn't seem profitable, abandon and move to the next strategy.
Once the strategy is found... Invest everything to be impatient for growth and patient for profit.
Invest well before the time. Planting a tree when you realize you need shade.
We go into relationships thinking about what we want, compared to what people expect .
Theory of job to be done.
What are you being hired to do to the person?
Can I keep her happy? What makes her happy? When I make her happy... I will be happy... And she will try to make me happy.
You need to understand the job that your spouse needs to do to make you happy... And vice versa. You need to put your efforts and priorities there.
For a company, there are 3 important things:
Resources
Processes which turn resources into products and services.
Priorities
As a company gets bigger, managers cannot take individual decisions... And have to ensure that processes are in place and priorities are properly understood.
Identify the critical steps and keep them with yourself... Your own company.
Raising kids:
Know his resources: financial, materials, time, energy, knowledge, talent, relationship.
Processes are what your child does with the resources he has: way he thinks, how he asks insightful questions, problem solving, working with others.
Resources are what he uses to do it, processes are how he does it, and priorities are why he does it
When you keep giving more and more to your kids, without ensuring if they are engaged with something in depth... You are raising weak kids.
Children learn when they are ready to learn, not when we are ready to teach. We need to be there when they are ready to learn. We need to be found displaying g through our actions what they should learn.
What makes people great is a combination of their skills and circumstances. People are not inherently great in all the circumstances. To hire someone, one must be able to combine both.
When choosing a job, think: is this experience going to give me the tools to wrestle with?
In games, coaches keep playing the best player without giving chance to bench. In terse situation when the bench is needed, no one is available m
For your kids, make them work on difficult projects and let them fail. Teach them how to celebrate failure. Let them do things and take responsibility for their own failures.
Create challenging experience for kids from where they can learn.
Develop a culture in the family which will help the kids to decide the correct priorities.
Culture is a way of working together towards a common goal which have been followed so frequently and so successfully that people don't even think of doing things in other ways. Culture ensures what people do automatically.
Culture is a unique combination of process and priorities. Every time the employees are solving a problem, they are learning priorities of the company.
A good culture makes a company sekf-managed.
Culture is developed by first identifying a recurring problem. And the solution keeps improving.
To develop a culture:
Articulate a value. For instance, kindness.
Implement the value. HmShow how kindness can help you succeed.
When left unchecked once or twice, it becomes a culture.
Staying out of jail:
The decisions important for the future will not be obviously important when they are to be taken.
But usually we take small decisions over time. Which are consequential over time.
If you need a machine, and don't buy it; ultimately you will realize that you have paid for it and don't have it.
The marginal cost of doing it," just this once" seems to be quite low in the grand scheme of things. This mainly happens with the established professionals.
Rising athletes don't usually do this.
100% of the times is easier than 98%: don't do it "just this once".
You keep justifying all the small decisions till you reach the big one.
You don't realize that you are going down that path, till you have arrived at the destination.
If you justify doing it just once, there is no reason to stop later.
There should always be a purpose. There are 3 parts of purpose:
Likeness: what the key people in the company want it to become.
Commitment: to reach that likeness.
Metrics: to measure the progress.
Purpose should never be left to chance . It must be deliberately chosen.
Finding the purpose is a process not an event.
If you start to feel, at some point, that this is not the person you want to become, change your likeness as you go.
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