Podcast: Three top pressure reducers that help you when it matters most

myndset-com“You can’t just show up to a high-pressure situation and expect to perform well jaws herunterladen. You need to be tenacious—to put the work in. People who find it difficult to perform often discount the need for preparation and hard work. It’s easier to believe in the myth of the clutch player, the leader-hero, or the prodigy,” assert Weisinger and Pawliw-Fry, coauthors of Performing Under Pressure: The Science of Doing Your Best When It Matters Most elster mac.

“Nobody performs better under pressure. Regardless of the task, pressure ruthlessly diminishes our judgment, decision making, attention, dexterity and performance in every professional and personal arena.”

Leaders in the nonprofit sector are no strangers to feeling the pressure of furthering a mission with lean resources and limited staff app filmsen. After learning more about the authors’ conclusive research, you can’t help but realize that pressure management should be a baseline competency for every leader joomla deutsch herunterladen.

Since it’s impossible to live life free of pressure, the authors present strategies to manage it immediately and in the future in their latest book can't windows 7 updates.

We recently interviewed coauthor Hendrie “Hank” Weisinger about the book and found ourselves fascinated by tools he shared for managing pressure units app herunterladen. We hope you enjoy his answers to the following questions:

Would you give a brief premise of your book hintergrundbilder 3d kostenlosen?

What are three top pressure reducers that nonprofits can use to perform more successfully instagram download macbook?

Would you explain the “COTE of Armor” and how it reduces pressure over the long-term serien downloaden kostenlos deutsch?

How can nonprofit leaders reduce the stress for their employees, who are often overworked and underpaid magibook inhalteen?

Learn more about Hendrie Weisinger’s online courses if you’d like to do a better job of managing pressure in your life: http://pressure.hendrieweisingerphd.com

See a book summary of this title and others:

Performing Under Pressure: The Science of Doing Your Best When It Matters Most

Driven to Distraction at Work: How to Focus and Be More Productive

Decisive: How to Make Better Choices in Life and Work

Image credits: myndset.com

 

 

 

 

 

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Performing under pressure: Befriend the moment

PerformingUnderPressureCover“Nobody performs better under pressure taxman 2020 herunterladen. Regardless of the task, pressure ruthlessly diminishes our judgment, decision making, attention, dexterity and performance in every professional and personal arena,” assert Performing Under Pressure coauthors Weisinger and Pawliw-Fry songs on youtube.

Leaders in the nonprofit sector are no strangers to feeling the pressure of furthering a mission with lean resources and limited staff. After learning more about the authors’ conclusive research, you can’t help but realize that pressure management should be a baseline competency for every leader brother control center herunterladen.

Weisinger and Pawliw-Fry explain we live in a high-pressure time, where every day we feel we are on the line kalenderen word. More than ever, today’s workers feel the pressure to produce, perform and get results.

Why do we feel the pressure?

Many factors have increased the perceived pressure on our lives: recent economic downturn; higher competition for jobs; advent of the global economy; lack of job stability; and growing competition to get into top colleges, universities and graduate programs lg oled tv apps herunterladen.

Pressure is the enemy of success

The authors explain the bottom line is simply that pressure is the enemy of success. Since it is impossible to live a life without pressure, the key is to understand your reactions to it and how those reactions put you at risk freizeitkarte herunterladen. Then you must engage in what the authors call pressure management.

In our Page to Practice™ book summary of Performing Under Pressure, we asked the authors what they most wanted readers to know about pressure:

CausePlanet: What is the most important thing you want people to know about handling pressure in the workplace herunterladen?theatlantic-com

Weisinger: If you want to perform your best in a pressure moment, it is essential to “befriend the moment.” That means perceiving the pressure moment, whether it is giving a presentation, a crucial conversation, an interview or sports contest, as an “opportunity” or “fun” rather than a threatening situation deutsche rap lieder kostenlos downloaden.

Befriending the moment allows you to approach the situation with confidence and optimism, two natural pressure reducers, while viewing the pressure moment as threatening causes you to approach the situation with trepidation and anxiety how long does it take to download tonies.

The most important point for individuals to know for reducing daily feelings of pressure is to rid themselves of a ranking mindset —one that causes one to compare himself with others, which fosters competition koran herunterladen. Competition is a natural pressure inducer so when you are always competing with others and trying to be the best, you experience continual pressure because you are chasing an impossible goal.

Plus, you can’t control the actions of others. There is always going to be someone that is better, richer and smarter. In contrast, developing a mindset of “excellence” helps you focus on what you can control –doing your best. When you focus on doing your best rather than trying to “beat” the others, you experience less daily feelings of pressure.lucille ball

Pawliw-Fry: Lose the story you tell yourself that in order to be successful you need to be perfect. You won’t be perfect and that is OK. The people who perform under pressure don’t go in expecting to be better than they have ever been before or perfect. They go in expecting the unexpected, that things might not go well at times and what they need to do is not react to their imperfection.

Michael Jordan performed worse under pressure, not better, but when he missed a big shot or made a mistake, he limited the duration the mistake stayed on his outlook. He wanted the ball back faster than others. That was the secret of his success.

Why you should buy this book

Performing Under Pressure is a guidebook with strategies—22 to be exact—that you can quickly apply in your workplace and in life. This book is grounded in Weisinger’s and Pawliw-Fry’s years of field experience and a multiyear study of more than 12,000 people who experience pressure.

For those of you who need immediate help, you can review part two where the authors share nearly two dozen how-to’s on pressure management. For others who want to better understand why they experience pressure to begin with, part one is extremely enlightening. Part three is a fitting conclusion with a delivery of techniques for managing pressure over the long-term.

See a book summary of this title and others:

Performing Under Pressure: The Science of Doing Your Best When It Matters Most

Driven to Distraction at Work: How to Focus and Be More Productive

Decisive: How to Make Better Choices in Life and Work

Image credits: Crown Business (2015), theatlantic.com, The Lucy Show

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Distracted at work? Tune in for ways to refocus

drivenA few books periodically capture my attention because I can’t stop thinking about them happy birthday lied zum herunterladen. We recently featured Dr. Ned Hallowell’s book, Driven to Distraction at Work: How to Focus and Be More Productive hacked games download ios. Dr. Hallowell’s book is one of those books that I keep bringing up to friends and using to help me block out distractions.

Now, Dr herunterladen. Hallowell is doing a series of podcasts for easy access to his ideas. The series, Distraction (www.DistractionPodcast.com), is hosted by Dr wo kann man serien kostenlosen. Ned Hallowell. The first episode is called “An Exploration of Distraction,” delving into how people are easily distracted in this crazy-busy world, examples of what happens to them, some of their solutions for solving it, and an interview with renowned neuroscientist Dan Levitan on what triggers distraction in people herunterladen.

People can listen and subscribe on the following link:

https://itunes.apple.com/podcast/id1092207516?mt=2&ls=1

Dr excel voor mac. Hallowell doesn’t just give superficial ways to refocus; he delves into the root cause so you can conquer your chaos. This podcast is well worth checking out TV shows from mediathek!

See a book summary of this title:

Driven to Distraction at Work

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When board members are lousy: Simone Joyaux has answers

FiringBookCoverAuthor Simone Joyaux asks these questions: “How many times have you sat in a boardroom and wished you were someplace else podcast herunterladen freeware? How many times did your wish relate to others in the room? Maybe some particular person?”

Joyaux acknowledges we’ve all been there. Perhaps the feeling occurs only in passing but what do we do when our feeling about a board member arises more frequently in response to a pattern of legitimately bad behavior realm royale kostenlos herunterladen?

Unfortunately, the author explains that too often we do nothing about it for a variety of reasons:

1) We don’t want to hurt anyone’s feelings wincp files.

2) We’re afraid of conflict or confrontation.

3) Volunteer work is supposed to be fun.

4) We’re all just volunteers so let’s avoid the challenging issues.

No matter the reason, Joyaux asserts we cannot compromise the organization’s quality due to a little discomfort or the loss of a bad board member’s donation. In short, it’s unacceptable.

Why? Because of the great costs to your cause in the areas of organizational integrity, delivery on mission impact and ability to retain good board members, to name only a few.

There are no quick fixes or silver bullets for turning around bad board member performance. The good news is there are answers.

Board versus board members

One of the strategies that I particularly liked in Joyaux’s Firing Lousy Board Members and Helping Others Succeed was her focus on the distinction between the individual and the group.

Joyaux emphasizes the critical importance of every board distinguishing between a collective board and its individual members. Each has a distinct role. The collective board makes the decisions, not necessarily unanimously, and presents a united front in supporting those decisions. It treats all board members equally, including the board chair, as no one board member is more important than another.

Joyaux provides a list of board responsibilities. A sampling of the list follows:

·      Establish charitable contributions goals.

·      Define board member performance expectations regarding fund development.

·      Define values, mission, vision and strategic direction.

·      Ensure financial sustainability by adopting a budget and fund development plan and monitoring performance.

·      Hire, appraise and fire the chief executive.

In contrast, the individual board members have different responsibilities. Some of their main responsibilities include:

·      Attend board meetings.

·      Engage in board conversation. (Silence is consent and is not acceptable.)

·      Give a financial contribution.

·      Help nurture relationships with donors and people interested in the cause.

·      Help carry out fundraising activities.

·      Ask strategic questions.

Keep evaluation of the board and individual separateadaptivepath-com

By separating the individual trustee from the collective effort, it’s not only easier to establish accountability and volunteer job descriptions, the chair and executive director can fall back on each line that describes the discretionary effort of each person rather than dillute someone’s lack of effort in the overall board’s outcomes.

In Firing Lousy Board Members, Joyaux explains how it’s imperative that you move quickly with underperforming board members because your cause deserves better. While she acknowledges this task is not always easy, this guide will provide what Joyaux calls helpful “recipes.” What’s more, Joyaux has done everything she’s suggested in this book—not only as a staff member but also as a board member and chair.

See a book summary of this title and other relevant titles:

Firing Lousy Board Members…and Helping Others Succeed

Super Boards

The Ultimate Board Member’s Book

The Practitioner’s Guide to Governance as Leadership

Image credits: Charity Channel Press

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Podcast with Jim Hornickel about nonprofit negotiations

NegotiatingSuccessBookCoverAccording to Negotiating Success author Jim Hornickel, people around the world have been taught for too long that every win requires a loser herunterladen. Instead, he says, successful negotiations are built on the goal of having both parties win, yielding long-term positive outcomes for both sides.

All conversations are negotiations 

Negotiating Success, in your personal and professional life, provides you with seasoned advice on how to improve strategies and outcomes in negotiating anything Free pc games for kids download. “All conversations are negotiations. Whether small personal exchanges or large, complex business contracts, we are negotiating all the time,” claims author Jim Hornickel herunterladen.

He suggests two key questions to consider when in negotiations: “What negotiating skills do you have to work with?” and “Who are you being as you negotiate?”

Negotiations reflect an emphasis on the relationships involved etwas bei netflixen. Hornickel explains that when negotiations are built upon the goal of having both sides win, “magic happens.”

This week, we had the pleasure of talking with Jim Hornickel about the incredible negotiation lessons in this book android spiele kostenlos herunterladen. I found myself scribbling notes as we spoke, thinking how relevant his advice is for many of the conversations I have every week.

When he says all conversations are really negotiations, it’s true access 97 for free. Listen to his answers and ponder what encounters you’ve had with partners, contractors, stakeholders, board members and others.  I hope you get as much out of these answers to our questions as I did herunterladen. Thanks, Jim.

1) Book premise

2) Negotiating advice for nonprofits (Cialdini’s six principles)

3) Importance of emotional intelligence or EQ

4) Development of emotional intelligence

5) Tricky areas in negotiations you should be aware of

We tend to think of negotiations as isolated events from our day-to-day conversations, when in fact, they’re very much a part of our entire day–every day www.metro.de/mymetro herunterladen. If you’d like to build better rapport and have more of your discussions result in win-win outcomes, look into Hornickel’s book. It is a highly logical guide that presents a holistic approach to the hard and soft skills needed for ethical negotiations kann man access kostenlos downloaden.

After reading his book, you’ll have a better understanding of how to negotiate successfully for the mutual benefit of all parties involved herunterladen. What’s more, Hornickel provides you with ways to expand your emotional intelligence through self-awareness, self-management, social awareness and management of relationships.

To learn more, see our book summary of Hornickel’s Negotiating Success, plus a description of his management title:

Negotiating Success: Tips and Tools for Building Rapport and Dissolving Conflict While Still Getting What You Want 

Managing From the Inside Out: 16 Insights for Building Positive Relationships with Staff

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Put your own stories to work when winning others over

business2community-comPeople tell stories all the time and don’t realize it absentielijst downloaden. “This book is actually designed to help you pay better attention to the stories you tell, so you can teach, build vision, share a process or introduce a new idea more effectively,” says storytelling thought leader Annette Simmons xubuntu downloaden.

Influence, persuade, inspire

Simmons explains why storytelling that is used to influence others is more than a tool for the marketing professional or fundraiser herunterladen. Whoever Tells the Best Story Wins is widely applied by leaders to influence, persuade and inspire alle ebooks kostenlos downloaden. In Whoever Tells, you’ll learn how to build consensus, win others over to your point of view, and foster group decision making by using six kinds of stories herunterladen.

These stories are often the reasons why donors give, why board members act, why stakeholders advocate or why people collaborate. Annette Simmons not only explains why this skill is so critical to everyone, but also how to learn and develop what many people mistakenly believe is a rare gift only a few of us enjoy kik messenger kostenlos downloaden.

Whoever Tells the Best Story Wins takes you step by step through the process of identifying and choosing stories from your own life, experience and knowledge, and then linking them, fully and authentically, to the themes, messages and goals of your workplace herunterladen.designpm-com

You’ll gain skills in how to influence others, improve collective decision making and leverage the approval of ideas you’re presenting java kostenlosen 32 bit. Simmons helps you accomplish these goals by using six kinds of stories:

Six kinds of stories

1.     Who-I-Am Stories: People need to know who you are before they can trust you snowrunner kostenlos herunterladen.

2.     Why-I-Am-Here Stories: People can be wary so you must disarm them by sharing your agenda.

3.     Teaching Stories: Some lessons are best learned from telling a story that creates a shared experience herunterladen.

4.     Vision Stories: The idea of a worthy, exciting future can reframe difficulties and diminish obstacles.

5.     Values-In-Action Stories: Tell a story that illustrates the real-world manifestation of a value.

6.     I-Know-What-You-Are-Thinking Stories: These stories address possible suspicions and dispel them to build trust.

Working definition, how to identify good stories and Simmons’ approach

Simmons defines “story” as a “reimagined experience narrated with enough detail and feeling to cause your listeners’ imaginations to experience it as real.” There are many other definitions but this one is helpful because it keeps you focused on stories that influence and change perceptions.

She adds, “Stories replenish information with the food of human connection and reignite powerful motivations stimulated when we feel the sense of our shared humanity.”

According to the author, once you know how to find and tell stories that feel personal to you and your receivers, you have what you need to acknowledge, connect with and emotionally move others. The best storytellers understand how to use their own emotional responses as indicators of what will resonate with others.

Why you must tell stories from the inside out

Most storytelling advice instructs you to tell the story from the outside in. All stories have a beginning, middle and end. They have a plot, character, setting, conflict and resolution. These elements are all true but they don’t generate an emotional connection.

Conversely, telling personal stories teaches you storytelling from the inside out, which puts emotion and personal connection first. “Unless you bring a beating heart to your message, it is dead. But when you tell your own heartfelt stories about what is meaningful in your life and work, you get the hang of finding stories that frame life and work in emotionally meaningful ways for your listeners.”

Why you should take a closer look at Simmons’ book

If you find yourself in any situation where it is essential to engage a listener, audience, prospect, board or task force, you will find Whoever Tells exceptionally useful. Simmons’ well-researched and example-rich chapters help you build a foundation of stories that will become useful to you in a variety of settings. The book is well-written, clearly organized and an enjoyable read. In storytelling terms, there are no cliff hangers. Rather, Simmons provides you with heroic ideas and satisfying endings to each chapter.

See books and summaries for related titles:

Storytelling for Grantseekers: A Guide to Creative Nonprofit Fundraising

Content Marketing for Nonprofits: A Communications Map for Engaging Your Community, Becoming a Favorite Cause, and Raising More Money

How to Write Fundraising Materials That Raise More Money

Image credits: designpm.com, business2community.com

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CausePlanet’s Choice Awards–Our Top Nonprofit Books for 2015

This is my favorite time of year for many reasons bestanden downloaden van soundcloud. One of them is our chance to look back at a great year of book choices for our readers.

It’s also the hardest time of the year because we choose books that stand out among the rest updates nicht automatisch herunterladen. Now, this may seem like an easy task but it isn’t. Choosing from titles that are already among our favorites is like choosing a favorite child. Thankfully, the challenging task is tempered by the fact that we know you love these awards netflix folgen am mac herunterladen. Thank you for the wonderful feedback when we launched this designation last year.

All our Choice Award titles are chosen based on the following criteria: original insights, inspirational content, well-organized and easy-to-follow format, voice, applicability, and strong evidence of case stories and/or exhibits income tax return 2019.

Our Choice Awards for 2015 go to the following authors:

The Sustainability Mindset by Steve Zimmerman and Jeanne Bell
This book not only effectively argues the importance of having financial and programming discussions within the same conversation, but the authors also provide a proven framework designed to guide the process toward sound decision-making herunterladen. Thanks to matrix mapping, your leaders can leave the guesswork out of strategic planning.

The Last Virtual Volunteering Guidebook by Jayne Cravens and Susan Ellis
Cravens and Ellis do a wonderful job of addressing how volunteering has changed so dramatically over the years that calling out the notion of virtual volunteering is no longer necessary because this form of giving has meshed with traditional volunteering funny sounds. This thorough guidebook is the resource for anyone managing volunteers.

Global Fundraising: How the World Is Changing the Rules of Philanthropy edited by Penelope Cagney and Bernard Ross
Cagney and Ross create a rare and fascinating look at what types of fundraising are working all over the world windows media player 11en gratis nederlands. In a telescoping society that’s facilitated by technology, nonprofits’ reach is farther than ever before. This book helps you gather context for your fundraising efforts and consider what’s influencing your donors outside of traditional boundaries and borders beihilfe app herunterladen.
On behalf of the CausePlanet team, we would like to thank these authors and the company of authors they share who’ve contributed so much to the sector in which we work bfv spielplan herunterladen. We hope our Page to Practice™ book summaries have inspired you to engage in deeper reading and make better book choices. Don’t forget—December is Read a New Book Month ps3 games download multiman. Choose one of these titles or any of the great recommendations in our book summary library and work smarter in 2016.

See also:

The Sustainability Mindset: Using the Matrix Map to Make Strategic Decisions

The Last Virtual Volunteering Guidebook: Fully Integrating Online Service into Volunteer Involvement

Global Fundraising: How the World Is Changing the Rules of Philanthropy

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How to make culture your nonprofit advantage

Culture Eats Strategy for Lunch is about the fragile balance between two forces on your organization—rational and emotional. Both are necessary to create a culture at every level of your organization.

Culture Eats authors Coffman and Sorensen argue that our strategies and tactics can either take a bite out of our culture or ignite the passion within it wie kann man nintendo 3ds spiele kostenlos downloaden. The authors claim that as leaders, managers and employees, we must actively own the cultures to which we belong to draw out the best climate that is conducive to our business imperatives.

The reality about culture

Every organization has a culture, whether you cultivate it or not. The question is will you nurture your culture so it becomes your competitive advantage or choose to ignore it and hope for the best adobe photoshop 7.0 gratisen? Many nonprofits hope their noble missions will have a halo effect on their cultures.

The reality is nonprofits may need culture management more than most due to workplace challenges such as fewer resources for programming budgets, perks and pay. Coffman and Sorensen argue that culture is the X Factor when it comes to pushing your competitive advantage, delivering on your brand and ensuring strategies are fulfilled youtube videosen forum. The advantage nonprofits do have is plenty of purpose, which the authors explain is a critical ingredient for building a strong culture.

Culture questions asked and answered

We asked Curt Coffman and Kathie Sorensen about their unique idea of a Cultural P&L and about how leaders can have an impact on MicroCulture:

CausePlanet: Curt and Kathie, thank you for writing this book that focuses on culture as a means to success and competitive advantage. How did you come up with the idea of Cultural P&L (Profit and Loss)? What exactly does it involve?

Coffman and Sorensen: Every effective business leader knows the value of the P&L. Without it, you would be “guessing” about the outcomes that are critical to your business. The idea of a Cultural P&L is to provide the same kind of attentiveness for what has historically been hard to assess–the culture itself. Rather than seeing culture or even employee engagement as a once-a-year “outcome,” we see culture as evolving throughout the year and requiring a relentless interest to manage it effectively.

The three levels of culture, MacroCulture, MicroCulture and Bridge, are all a part of the P&L and help us understand the power of attraction within the culture and the degree of productive energy and connections around our line-of-sight. While the P&L will take the shape of the organization, the vigilance practiced helps ensure that the culture aligns with the brand and creates competitive advantage.

CausePlanet: You discuss at great length how the individual, not the leadership, in the MicroCulture is responsible for the culture. How can leaders then steer the culture in the right direction and motivate individuals to create a positive culture?

Coffman and Sorensen: Leaders can’t mandate culture, but they can encourage it through their active interest in their people’s perspectives, talents, ideas and needs. What leaders pay attention to creates focus in the larger organization. Asking about collaboration, partnership and new ideas means that leaders can bring about more of those strengths.

Great leaders ask about the elements of culture they want to see more of. The leader controls three things in making culture a competitive advantage: 1) brand, 2) future and 3) strategy. But, leaders can take a scalpel to culture if their role isn’t well defined.

MicroCulture is the most local team that shares similar goals and focus. The onus of culture is really activated or squashed at this level. The role of the micro level is to activate and sustain productive energy in one another. This is where execution, quality and true productivity lie.

If you’re tired of looking at financials, give the Cultural P&L a try. Coffman and Sorensen assure you that a consistent focus on culture will soon become your best insurance for a solid future.

See also:

Culture Eats Strategy for Lunch: The Secret of Extraordinary Results Igniting the Passion Within

Fired Up or Burned Out: How to Reignite Your Team’s Passion, Creativity and Productivity

Liquid Leadership: From Woodstock to Wikipedia: Multigenerational Management Ideas That Are Changing the Way We Run Things

Image credits: torbenrick.eu

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Do you have a giver or taker leadership style? The surprising truth about both.

Last week I posed the question, “Ever wonder what makes some of your interactions successful and others failures?”

Give and Take author Adam Grant also wanted to know this answer so he spent 10 years of his life studying the professional choices of leaders from all walks of life.

What he found were givers, takers and matchers Download the latest itunes version. Grant’s startling discovery is that givers dominate both the top and bottom of the success ladder. Grant explores compelling research that illustrates how—in spite of the risk—giving is more powerful than people believe. Grant’s book examines the special behavior that’s characteristic of the givers at the top.

Grant’s book begs the question

So why aren’t more of us giving, especially in the nonprofit world that focuses on giving to people outside the organization movies netflix pc? Could nonprofits be even more successful if healthy giving translated everywhere, even inside the nonprofit?

Grant argues that many of us compartmentalize our giving outside of the workplace yet inside the workplace is exactly the territory where giving should expand. We know that much of our professional achievement depends on the success of our relationships with others. We must ask ourselves if we’re doing more taking than giving or if we’re satisfied with simply staying in the middle musiken auf samsung.

The fourth and often neglected trait in highly successful people

Adam Grant explains that highly successful people have three things in common: motivation, ability and opportunity. He argues that a fourth ingredient is often neglected. This characteristic involves how we approach our interactions with other people. “Every time we interact with another person at work, we have a choice to make: Do we try to claim as much value as we can, or contribute value without worrying about what we receive in return?”

Lead from the Heart author Mark C office 2016 herunterladen microsoft. Crowley conducted an interview with Adam Grant about Give and Take and kindly allowed us to share an excerpt with you.

Mark Crowley: If we know giving ensures succeeding, why don’t more people lead this way?

Adam Grant: Part of the reason I wrote this book is that I was raised by extremely generous parents and came to take giving for granted iphone musik von youtube herunterladen. But then I got into the workplace and was struck by how many people were paranoid and felt like everyone was a taker and out to get them. Their belief was, “If I don’t put myself first, no one will.”

According to Stanford psychologist Dale Miller, when people anticipate self-interested behavior, they believe they’ll be exploited if they operate like givers. So they conclude that “pursuing a competitive orientation is a rational and appropriate thing to do.” There’s also great popularity in books like Robert Green’s The 48 Laws of Power and Sun Tzu’s The Art of War fortnite ps4. Books like these demonstrate we don’t see much room for giver values in our professional lives.

And, finally, when you look at core values and world-views, oftentimes the simpler view is the easier one to hold on to herunterladen. There are people who believe giving is good and overlook its dark side; and there are people who believe giving is foolish and a great way to be exploited and overlook the upside. Maybe the reason we need to convince more leaders to be givers is because, of course, it’s both.

Mark Crowley: Why does it always seem as though takers find success despite their self-serving practices wie kann man videosen iphone?

Adam Grant: Let me be clear that givers, takers, and matchers all can—and do—achieve success. But there’s something distinctive that happens when givers succeed: It spreads and cascades. When takers win, there’s usually someone else that loses. Research shows that people tend to envy takers and look for ways to knock them down a notch solid edge v17 download kostenlos. As the venture capitalist Randy Komisar remarked, “It’s easier to win if everybody wants you to win. If you don’t make enemies out there, it’s easier to succeed.”

Jonas Salk, who during a press conference announcing the cure for polio, famously failed to acknowledge any of the several scientists who greatly contributed to the breakthrough. Despite Salk’s long-enduring fame, he never went on to win a Nobel Prize, nor was he elected to the prestigious National Academy of Sciences—recognition that every prominent polio researcher later earned ich kann fifa 20 nichten. For being a taker, and for not giving well-deserved credit to people who had helped him, Salk was snubbed by his peers. Such is the karma of takers.

Watch for my next post when we’ll explore Grant’s suggestions for modeling what the best givers do to succeed rather than burn out.

See this book and other relevant titles we’ve summarized:

Give and Take: Why Helping Others Drives Our Success

12: The Elements of Great Managing

It’s Not Just Who You Know: Transform Your Life (and Your Organization) by Turning Colleagues and Contacts Into Lasting, Genuine Relationships

Nine Minutes on Monday: The Quick and Easy Way to Go from Manager to Leader

Image credits: Lead From the Heart, onlinesovereignty.com, filesdirect.com

 

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Giver or taker? Find out which nonprofit leadership style is more successful.

Ever wonder what makes some of your interactions successful and others failures pubg gratis downloaden?

Give and Take author Adam Grant also wanted to know this answer so he spent 10 years of his life studying the professional choices of leaders from all walks of life schriften mac.

What he found were givers, takers and matchers. Grant’s startling discovery is that givers dominate both the top and bottom of the success ladder herunterladen. Grant explores compelling research that illustrates how—in spite of the risk—giving is more powerful than people believe. Grant’s book examines the special behavior that’s characteristic of the givers at the top.

The importance of our interactions

Adam Grant explains that highly successful people have three things in common: motivation, ability and opportunity. He argues that a fourth ingredient is often neglected. This characteristic involves how we approach our interactions with other people. “Every time we interact with another person at work, we have a choice to make: Do we try to claim as much value as we can, or contribute value without worrying about what we receive in return?”

Your mix of giving and taking affects your success

During the last 30 years, social scientists have discovered that people differ dramatically in their preferences for reciprocity. In other words, their desired mix of taking and giving. In order to further uncover differences along the reciprocity spectrum, Grant introduces the two types of people who fall at the opposite ends of the range, as well as the one in the middle. He calls them givers, takers and matchers.

Givers

Givers are rare and prefer to give more than they get. Givers are “other-focused, paying more attention to what other people need from them.” Grant recognizes that givers don’t earn this distinction because they give more charity dollars or demand less pay at work; rather, givers help whenever the benefits to others exceed the personal costs. Ultimately, they strive to be generous with their time, energy, knowledge, skills, ideas and connections. To illustrate giving, Grant cites psychologist Margaret Clark’s research at Yale which concludes that most people act like givers in close relationships. For example, in marriages and friendships, we contribute without keeping score.

Takers

Takers, on the other hand, have a distinctive signature, explains Grant. Not only do they like to get more than they give, they “tilt reciprocity in their own favor, putting their own interests ahead of others’ needs.” Grant adds, “Takers believe the world is a competitive dog-eat-dog place. They feel that to succeed, they need to be better than others. To prove their competence, they self-promote and make sure they get plenty of credit for their efforts.” The author tempers this description by explaining this group isn’t cruel or cutthroat, they are just cautious and self-protective.

Matchers

In contrast, the workplace produces behavior that’s neither purely giving nor taking. “We become matchers, striving to preserve an equal balance of giving and getting. Matchers operate on the principle of fairness: when they help others, they protect themselves by seeking reciprocity.” In short, your relationships at work are ruled by an even exchange of favors.

Who is the most successful? Grant discovers a surprising pattern.

Giving, taking and matching are three fundamental styles of social interaction but Grant explains they aren’t hard and fast because people can shift from one style to another as they move from one setting to another. Professionally, all three reciprocity styles have their own benefits and drawbacks, states Grant.

However, one style in particular is not only more successful than the others, but can also experience failure if the person is constantly yielding to others or gives to the point of exhaustion. Givers are most likely to land at the bottom of the success ladder, but Grant discovered a surprising pattern:

Givers are also most likely to be at the top. “Givers dominate the bottom and the top of the success ladder. Across occupations, if you examine the link between reciprocity styles and successes, the givers are more likely to become champs—not only chumps.”

What kind of connector will you be? Perhaps during this timely week in November, it would be better to think about Thanksgiving than Thanksgetting.

See also:

It’s Not Just Who You Know: Transform Your Life (and Your Organization) by Turning Colleagues and Contacts Into Lasting, Genuine Relationships

Leaders Make the Future: Ten New Leadership Skills for an Uncertain World

Nine Minutes on Monday: The Quick and Easy Way to Go from Manager to Leader

Image credits: penguin.com, mom2summit.com, filesdirect.com

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