e-book Why Dont They Follow Me? 12 Easy Lessons to Boost Your Leadership Skills

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It's all grounded in the tenets of biology. If you look at a cross-section of the human brain, from the top down, the human brain is actually broken into three major components that correlate perfectly with the golden circle. Our newest brain, our Homo sapien brain, our neocortex, corresponds with the "what" level.

The neocortex is responsible for all of our rational and analytical thought and language. The middle two sections make up our limbic brains, and our limbic brains are responsible for all of our feelings, like trust and loyalty. It's also responsible for all human behavior, all decision-making, and it has no capacity for language.

In other words, when we communicate from the outside in, yes, people can understand vast amounts of complicated information like features and benefits and facts and figures. It just doesn't drive behavior. When we can communicate from the inside out, we're talking directly to the part of the brain that controls behavior, and then we allow people to rationalize it with the tangible things we say and do. This is where gut decisions come from.

Sometimes you can give somebody all the facts and figures, and they say, "I know what all the facts and details say, but it just doesn't feel right. Because the part of the brain that controls decision-making doesn't control language. The best we can muster up is, "I don't know. It just doesn't feel right. I hate to break it to you, those aren't other body parts controlling your behavior. It's all happening here in your limbic brain, the part of the brain that controls decision-making and not language.

But if you don't know why you do what you do, and people respond to why you do what you do, then how will you ever get people to vote for you, or buy something from you, or, more importantly, be loyal and want to be a part of what it is that you do. The goal is not just to sell to people who need what you have; the goal is to sell to people who believe what you believe. The goal is not just to hire people who need a job; it's to hire people who believe what you believe. I always say that, you know, if you hire people just because they can do a job, they'll work for your money, but if they believe what you believe, they'll work for you with blood and sweat and tears.

Nowhere else is there a better example than with the Wright brothers. Most people don't know about Samuel Pierpont Langley. And back in the early 20th century, the pursuit of powered man flight was like the dot com of the day. Everybody was trying it. And Samuel Pierpont Langley had, what we assume, to be the recipe for success. Even now, you ask people, "Why did your product or why did your company fail?

It's always the same three things, so let's explore that. Samuel Pierpont Langley was given 50, dollars by the War Department to figure out this flying machine. Money was no problem. He held a seat at Harvard and worked at the Smithsonian and was extremely well-connected; he knew all the big minds of the day. He hired the best minds money could find and the market conditions were fantastic. The New York Times followed him around everywhere, and everyone was rooting for Langley. Then how come we've never heard of Samuel Pierpont Langley? A few hundred miles away in Dayton, Ohio, Orville and Wilbur Wright, they had none of what we consider to be the recipe for success.

They had no money; they paid for their dream with the proceeds from their bicycle shop. Not a single person on the Wright brothers' team had a college education, not even Orville or Wilbur. And The New York Times followed them around nowhere. The difference was, Orville and Wilbur were driven by a cause, by a purpose, by a belief. They believed that if they could figure out this flying machine, it'll change the course of the world.

Samuel Pierpont Langley was different. He wanted to be rich, and he wanted to be famous. He was in pursuit of the result. He was in pursuit of the riches.

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And lo and behold, look what happened. The people who believed in the Wright brothers' dream worked with them with blood and sweat and tears. The others just worked for the paycheck. They tell stories of how every time the Wright brothers went out, they would have to take five sets of parts, because that's how many times they would crash before supper. And, eventually, on December 17th, , the Wright brothers took flight, and no one was there to even experience it. We found out about it a few days later. And further proof that Langley was motivated by the wrong thing: He could have said, "That's an amazing discovery, guys, and I will improve upon your technology," but he didn't.

He wasn't first, he didn't get rich, he didn't get famous, so he quit. If you talk about what you believe, you will attract those who believe what you believe. But why is it important to attract those who believe what you believe? Something called the law of diffusion of innovation, if you don't know the law, you know the terminology. The only reason these people buy touch-tone phones is because you can't buy rotary phones anymore. We all sit at various places at various times on this scale, but what the law of diffusion of innovation tells us is that if you want mass-market success or mass-market acceptance of an idea, you cannot have it until you achieve this tipping point between 15 and 18 percent market penetration, and then the system tips.

I love asking businesses, "What's your conversion on new business? That's like that gut feeling, "Oh, they just get it. How do you find the ones that get it before doing business versus the ones who don't get it? So it's this here, this little gap that you have to close, as Jeffrey Moore calls it, "Crossing the Chasm" — because, you see, the early majority will not try something until someone else has tried it first.

And these guys, the innovators and the early adopters, they're comfortable making those gut decisions. They're more comfortable making those intuitive decisions that are driven by what they believe about the world and not just what product is available. These are the people who stood in line for six hours to buy an iPhone when they first came out, when you could have bought one off the shelf the next week.

These are the people who spent 40, dollars on flat-screen TVs when they first came out, even though the technology was substandard. And, by the way, they didn't do it because the technology was so great; they did it for themselves. It's because they wanted to be first. People don't buy what you do; they buy why you do it and what you do simply proves what you believe.

In fact, people will do the things that prove what they believe. The reason that person bought the iPhone in the first six hours, stood in line for six hours, was because of what they believed about the world, and how they wanted everybody to see them: So let me give you a famous example, a famous failure and a famous success of the law of diffusion of innovation.


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First, the famous failure. It's a commercial example. As we said before, the recipe for success is money and the right people and the right market conditions. You should have success then. From the time TiVo came out about eight or nine years ago to this current day, they are the single highest-quality product on the market, hands down, there is no dispute.

They were extremely well-funded. Market conditions were fantastic. I mean, we use TiVo as verb. But TiVo's a commercial failure. They've never made money. And when they went IPO, their stock was at about 30 or 40 dollars and then plummeted, and it's never traded above In fact, I don't think it's even traded above six, except for a couple of little spikes. Because you see, when TiVo launched their product, they told us all what they had.

They said, "We have a product that pauses live TV, skips commercials, rewinds live TV and memorizes your viewing habits without you even asking. We don't need it. We don't like it. What if they had said, "If you're the kind of person who likes to have total control over every aspect of your life, boy, do we have a product for you.

It pauses live TV, skips commercials, memorizes your viewing habits, etc. Now let me give you a successful example of the law of diffusion of innovation. In the summer of , , people showed up on the mall in Washington to hear Dr. They sent out no invitations, and there was no website to check the date. How do you do that? Learn more at Author Central.

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My family suffered through many hours and headaches of me beating the skins to jazz, funk, and rock music. Through the years of raising our kids both Patty and I grew by leaps and bounds in how we parented both together as a team as well as separately as father and mother. Bedside Manner and the PM. So we've all been to the doctor. We know the feeling of getting marched into a sterile examination room, given a gown that only covers the front half of your body, aked to step on a scale, prodded with a thermometer, asked to pee in a cup.

Then there's what seems like an eternity of sitting on an examination table with your hind quarters hanging out waiting for the doctor to come in the room. Then after what seems like an eternity the door bursts open and the doctor pronounces,. The concept of work life balance to most is just a bunch of theoretical baloney espoused by a bunch of talking-head motivational speakers and organizational leaders.

There truly is such a th. Despite my very best intentions, there are some people I have encountered throughout my life who simply are not interested in and do not want my feedback. I would spend a lot of time writing behaviors down, focusing on how I thought others perceived their behavior, and desired changes to behavior. I would focus on facts and keep things as unemotional as possible during the feedback session.

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Even with doing all the right things, my feedback sessions would go bust. Cultivate it, Don't Squelch It. Some years back one of my sales directors had been diligently working with online retailers to partner to get our retail product on their websites. During a one week period she had several very promising phone calls which in turn generated lots of excitement on her part. The term exuberant couldn't quite capture how she was truly feeling.

She was absolutely giddy with excitement. More importantly, she landed several very profitable accounts. Let Decided Decisions Stay Decided. Jane was a group manager over a team of six buyers for a large department store chain.

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Her team specialized in buying house-wares, including linens, sheets, towels and small appliances. Her team met every week to discuss advertised specials for upcoming weeks and any supplier issues that the team needed to be aware of. In December our son Trevor, who was diagnosed with autism at age 5, graduated from Arizona State University with a degree in Film and Media Studies.

Despite the challenges and all of the change Trevor endured in his college experience, he graduated with a 3. He also experienced living by himself, living with nice and not-so-nice roommates, internships, and a summer job as a photographer at a boys camp in North Carolina. He gained a tremend. Our Fallibility as Leaders. Some time back I was reminded about a crucial attribute that all seasoned leaders possess. What surprised me was that it didn't come from what I do in my work life, it came from an interaction I had with my then year-old son. Sparing you some of the gory details, we had a situation where my son and I had to have some "man talk" where I expressed some displeasure with his behavior.

It wasn't pretty and was very uncomfortable for him and not at all pleas. Be a PM Closer. I love watching the strategies, the big plays, the colossal errors anyone remember poor Bill Buckner? The Tampa Bay Rays, who in nine of their first ten years of existence finished dead last in their division In they managed to beat out one team and finished fourth in their division , surprised everyone in by beating out such teams as the Boston Red Sox and the New York Yankees and made it to the World Series only to lose to th.

Answers to behavioral issues are finally apparent and steps that need to be taken are revealed. However, this is just the beginning of a long road to travel, not just for parents, but for siblings. Understanding this condition and how it should be managed affects an entire family. Age Adjustments Children have a limited ability.

With the second "Incredibles" movie coming out this weekend, Trevor Pacelli, autistic adult movie reviewer at TrevorsViewonHollywood. Backyards for Kids on the Autism Spectrum - Make them fun, safe and accessible. Backyards are wonderful spaces to enjoy nature, get the wiggles out, explore, and de-stress. They also facilitate activities that improve gross and fine motor skills, problem-solving and thinking skills, and social, communication, and language skills.

Make your backyard safe and accessible Because autistic b. Autism Lessons from "Tully". Autistic movie reviewer Trevor Pacelli makes some interesting points about the son in the movie being on the autism spectrum, and offers some great lessons to think about. Autism Lessons from "The Shape of Water". However, for their parents this can be more challenging than a trip to the store for a safety gate and some cabinet locks.

Autism, or Autism Spectrum Disorder, is unique to every child. While one child may be triggered by noise,. See Challenges as Strengths. While watching for strengths, be aware of subject areas or tasks that are challenging or difficult for your child. Keep them in mind when envisioning the future, but consider how a challenge at home could be a strength in the workplace.