untitled This Is How To Be Productive: 5 New Secrets Proven By Research Want to know how to be productive? Create goals, make a plan and execute. We all know this is a good idea… and it never, ever seems to work. It’s like simplifying boxing down to “Just go into the ring and punch the other guy until he’s knocked out.” So let’s ask a different question: what’s stopping you from being productive? Whenever you’re not getting stuff done (or not getting the right stuff done), ask which of these 5 is the problem and apply the solution… Problem 1: Priorities Sometimes you do get a lot done… but they’re not the right things. Whenever you hear or say, “I don’t have time” — it’s a lie. You need to be realistic. Ask yourself, “What’s important?” And this is where procrastination can help. There are three variants of procrastination, depending on what you do instead of working on something: you could work on (a) nothing, (b) something less important, or (c) something more important. It’s not a question of objective important/not-important. So how do you implement this?
Steps In Decision Making Process How to Think When I applied for my faculty job at the MIT Media Lab, I had to write a teaching statement. One of the things I proposed was to teach a class called “How to Think,” which would focus on how to be creative, thoughtful, and powerful in a world where problems are extremely complex, targets are continuously moving, and our brains often seem like nodes of enormous networks that constantly reconfigure. In the process of thinking about this, I composed 10 rules, which I sometimes share with students. I’ve listed them here, followed by some practical advice on implementation. 1. Synthesize new ideas constantly. 2. 3. 4. 5. 6. 7. 8. 9. 10. Two practical notes. The second practical note: I find it really useful to write and draw while talking with someone, composing conversation summaries on pieces of paper or pages of notepads.
Decision Process Quality 10 requirements of the perfect manager If you could hire your next boss, what selection criteria would you use? Alan Norton shares a make-believe want ad aimed at finding the ideal manager. Haven't you wished at least once that you could hire your next boss? You might win the lottery, buy the company, and do just that. One of the wonderful things about being a writer is that I don't have to win the lottery for my daydreams to become reality. 1: Be a "people person" Norxodd is people and we are looking for managers who like people. 2: Be visionary Can you see the future? 3: Be a good communicator You should be able to communicate effectively using all methods, including visual presentations, public speaking, email, teleconferencing, and face-to-face. All information at Norxodd is shared equally among all employees. 4: Be technically proficient The products we create at Norxodd are technically complicated. 5: Put your employees' needs first 6: Encourage teamwork Teamwork is important at Norxodd. 7: Lead by example The bottom line
Decision Making Process Questions Advice: These Are Andrew Carnegie's 10 Rules of Success 3 Ways Elephants And Neuroscience Can Help You Make Better Decisions Everything You Know About Neuroscience is Wrong Here’s a fancy brain picture for you: Research says that’s likely to make you think I know what I’m talking about — even if I don’t. Via The Invisible Gorilla: How Our Intuitions Deceive Us: In one clever experiment, David McCabe and Alan Castel had subjects read one of two descriptions of a fictitious research study. The brain is quite complex and poorly understood — even by experts. As Molly Crockett explains, most everything we read in the media about the brain is grossly oversimplified and often flat-out wrong. Oxytocin isn’t just the “love hormone.” Is this a very left brain way for me to look at things? Turns out that distinction is largely misunderstood in the popular media as well: Sorry. I don’t mean to poo-poo all the ways you make sense of what’s going on in your head. So is there a good metaphor for the brain’s workings that can help us live our lives better — and doesn’t require a PhD to understand? Yes. The Elephant And The Rider Sum Up
25 Google Drive Tips You’ve Probably Never Heard Before | Process Street Recently I moved over from Dropbox to Google Drive and found a few unexpected benefits. At first I had a little trouble managing the space since the 1TB on my Google Drive was bigger than my HDD, but after I got that sorted I started to learn some of the deeper features of Google Drive, some of which are pretty cool. Below is a list of the top tips and tricks I have learned from playing with Google Drive over the last few months. Work Well with Others Google drive got it’s early breaks in the market by being far superior at collaborating with others than any other tool out there. Publicly Share Documents Not only can you share and collaborate with people you invite, but you can also make documents public. Control Access Levels for Security Just because you want to share and work with others, doesn’t mean you necessarily want people messing with yo sh*t. Chat While Collaborating Search by Person Enhance your Experience with Add-Ons Don’t forget the Apps Use Drag and Drop to Upload
Decision Making Process 6 Things Every Manager Wants from Employees Each job comes with its own set of requirements, but there are a few universal things every manager looks for in an employee. To impress your manager and earn a reputation for excellence, make sure you're delivering these six items. 1. Results are the number one way managers judge their employees. Get stuff done. 2. Managers want employees who play well with others and don't cause interpersonal issues. We all have that colleague who irritates us, or moments when we're tempted to engage in pointless gossip. 3. The Greek playwright Euripides said, "The wisest men follow their own direction." Managers want employees who show initiative and don't have to be told exactly what to do every time. 4. Managers want employees who are candid about the issues they see in the organization. No manager wants a good employee to leave over a problem the manager didn't even know existed, or to find out about a giant roadblock and then learn that the entire team knew about it for months. 5. 6.
Kepner Tregoe decision making model What is it? Kepner Tregoe decision making is a structured methodology for gathering information and prioritizing and evaluating it. It was developed by Charles H. Kepner and Benjamin B. This is a rational model that is well respected in business management circles. So the idea is not to find a perfect solution but rather the best possible choice, based on actually achieving the outcome with minimal negative consequences. There are four basic steps when using the Kepner Tregoe decision matrix: Situation appraisal - is used to clarify the situation, outline concerns and choose a direction Problem analysis - here the problem is defined and it's root cause determined Decision analysis - alternatives are identified and a risk analysis done for each Potential problem analysis - the best of the alternatives is further scrutinized against potential problems and negative consequences and actions are proposed to minimize the risk. Kepner Tregoe decision analysis - Repeat this for each alternative
The 12 Most Important Things I've Learned About Leadership “I am not afraid of an army of lions led by a sheep; I am afraid of an army of sheep led by a lion.” –Alexander the Great The quote provides insight as to why leadership is so crucial to entrepreneurship; the person at the top usually is the difference between success and failure. Most of us have encountered natural leaders -- people who instinctively do the right thing and effortlessly make average people into exceptional performers. But for the majority of us, leadership is something we have to work on. The million-dollar question is this: can leadership really be learned? In my experience, the answer is unequivocally YES. Related: The 3 Stages of Powerful But Simple Leadership 1. A reality for any leader is that many people need decisions from you, and if you can’t make them quickly your organization is going to suffer. Don’t agonize, over analyze or second-guess yourself. 2. As a leader it’s your job to drive change, not avoid it. 3. 4. 5. 6. 7. 8. John F. 9. 10. 11. 12. Ravin Gandhi