Friday Forward: Inspiration & Motivation to End Your Week Even Stronger Than You Started It By Robert Glazer

Friday Forward: Inspiration & Motivation to End Your Week Even Stronger Than You Started It Friday Forward: Inspiration & Motivation to End Your Week Even Stronger Than You Started It by Robert Glazer
My rating: 4 of 5 stars

[ Links : Review at Youtube ]

This book Friday Forward by Robert Glazer talks about stories and real - life examples of productivity improvement and gives insight into how a person can improve personal capacity and do things better in all aspects of life. The author’s previous book Elevate talked about what capacity building is for a person and how to embrace it in life. And, in this book he gives real life examples of people who excelled and explains the reasons for it.

The Author, Robert Glazer says that Most of us are living below our full potential, and we have so much more capacity to achieve the life we want. Capacity building is a set of methods that we use to develop the skills of high level.

So, what are the various capacities that we should build so that we can achieve the life we want ? Lets go one by one -

#1 Spiritual Capacity : Spiritual capacity requires us to evaluate who we are and what we want most from life and then align our daily lives to those principles. The author says that building spiritual capacity requires us to deeply evaluate what is most important to us. Building the spiritual capacity requires determining our non-negotiable core beliefs and values through deep introspection and self-assessment. The better you know your core values the better will be your resolve to safeguard them. This helps tremendously when you are either having a difficult time or you have to make a difficult decision. So know your core values very well.

#2 Intellectual Capacity : Intellectual capacity is how we improve our ability to think, learn, plan, and execute with discipline. Setting and achieving goals, developing good routines and habits, and learning continuously are some of the ways to increase your intellectual capacity. By This way, over time you will have amassed a lot of good habits, knowledge and enough practice of setting and achieving goals. This will continuously prepare you for difficult and highly intellectual work.

#3 Physical Capacity : Physical capacity is our ability to improve our health, well being and physical performance. While our brains help guide us through life , it’s our bodies that are asked to do the heavy lifting day in and day out. That’s why it’s important that we maintain our health and wellness in all aspects.

#4 Emotional Capacity : Emotional capacity is about increasing your ability to have good quality relationships. It’s also about how you react to challenging situations and people. People who have high capacity can handle challenges and setbacks better. With continuous practice and self evaluation a person should be able to manage his feelings and react to difficult situations better. The better the emotional capacity you have the better you will be able to handle the difficult situations and understand others.

This Author has shared many stories and has tried to convey the message through them. Let's talk about some of the stories that the book contains.

There is one story in the book about a sociological study that happened in one of the European town that compared the two groups of neighbors : non-Jews who risked their lives to rescue Jews during the holocaust and non-Jews who did nothing. The study revealed that what ultimately differentiated the rescuers from the non rescuers was how their parents disciplined good behaviour and praised good behaviour. The rescuers were explained by their parents the reason behind the discipline that they imposed on them. This also encouraged critical thinking and reasoning among their kids. The parents of the rescuers group instilled the importance of values in the very early life of their kids. These kids would comply with any rules only if that aligned with their important values and questioned those that didn’t comply.

Then there is one story about how being excellent can be the best way to market yourself. The story talks about a service provided by a big company against a local plumber. After repeated calls the contracted big company responded to the service required by a customer after five days and even then they couldn’t fix the problem. Then, that customer contacted a local plumber who not only fixed the problem but he also showed excellence in everything he did from keeping and maintaining his clean car to cleaning up the whole mess after the work was finished at the customer site. There can be no better marketing than demonstrating excellence day in and day out. The story says that When we choose excellence the others do notice it.

The book has many such stories which talk about the 4 capacities that a person can work to increase his productivity. The stories in the book are motivating and to-the point. I also liked the quotes in the book. Overall , I think this is a nice book which gives enough material to think about increasing your productivity in all walks of life. 

Review: The Grit Factor: Courage, Resilience, and Leadership in the Most Male-Dominated Organization in the World

The Grit Factor: Courage, Resilience, and Leadership in the Most Male-Dominated Organization in the World The Grit Factor: Courage, Resilience, and Leadership in the Most Male-Dominated Organization in the World by Shannon Huffman Polson
My rating: 5 of 5 stars

Link: YouTube Review
"Those who are first in their fields, or one of few in their fields, are leaders by virtue of circumstances, and the challenges ahead of them require grit. Their success shows others what is possible. Those who lead and are committed to making a difference either by choice or circumstances need grit, Full stop."-Shannon Huffman Polson, The Grit factor>


The Author of this book Shannon Huffman Polson is from a Military background. And, in this book she has shared stories and experiences from the women who served in the US military. Many of these military women were the first women to join their respective higher positions in the military in their time and faced many hardships.The author says that this book is for women who lead or aspire to lead and men who are in position to integrate women at senior positions in their organization. This book can help you develop your own sense of grit through the stories and the exercises that each chapter has.

All the stories and insights that the author talks about in the book are grouped into three categories : Commit, Learn, and Launch. Each chapter in each category represents a different aspect of Grit hence the book is named as - The Grit Factor.

Grit is a skill that can be developed through dedicated and consistent effort. According to Karen Fine Brasch, one of the military women whose story is discussed in this book by the author says that - “Grit isn’t something that you learn, it’s something that you do. It starts out by something feeling impossible or overwhelming , requires all of your focus and fortitude while you are going through it, and it feels you are going to fail right up to the very point you succeed. And you do it alone.”

The basic requirement to have grit in any person is having the confidence that the task in hand can be done. From where does that kind of confidence come ? This book suggests steps to develop this confidence. Let's take a look at the steps one by one.

Step #1 Craft Your Story
The book suggests that if you reflect back on the events since your childhood and put them on the spectrum of your memory then there will be many instances where you find yourself reacting effectively. This part of the exercise will help one to identify the strengths and weaknesses in self. Once you are aware of your strengths you can utilize them or rely on them if needed. And you can always work on your weakness and get rid of it or minimize the negative impact of it.

Step #2 Unearth your core purpose
Purpose is the bedrock of Grit. If you are out there to do a difficult task with a rock solid purpose then a continuous reminder of that purpose to yourself can keep you on track to complete that task. The author says that the purpose will give you the passion and commitment that you need to successfully navigate those upcoming moments of hardship and funnel your efforts towards achieving your goal.

Step #3 Draw your circle
A leader should have a circle of mentors, a loyal team, colleagues, friends, and acquaintances who support his cause. A leader should be able to draw strength from every person from this circle. Developing a circle prepares you for the circumstances that require grit. Strong and trustworthy relationships can make a person resilient which is an important aspect of Grit. A leader should know two things - one no leader can achieve his goals alone. A leader has to have a team and two you can’t be friends with everyone.

Step #4 Listen like a leader
Listening well helps gather vital information and establish a trusting relationship with both coworkers and superiors. The author talks about three steps to listen like a leader : Ask. Listen. Pause. The author talks in detail about these steps in the book.

Step #5 Build your resilience
The author talks about the Master Resilience Training which is used by the US army to train resilience to it’s soldiers . This program talks about six core competencies of resilience -
- self awareness,
- understanding your and other’s strength,
- connection
- Optimism
- Mental Agility
- self- regulation
The book talks in detail about these competencies. While narrating the story of Major Rhonda Cornum, there is a quote from her which rightly puts the power of mindset, it says that - “One of the most important things you can learn is that what you think and how you perceive events is totally up to you. ... Your enemies can not determine what you think. It is your choice. “. Major Cornum was severely injured and despite that she was able to get the help from her captors because of her positive mindset to keep herself and her fellow prisoners alive in Iraq after her helicopter was shot and she was captured by the Iraqi soldiers.

Step #6 Face the Fear head on
The author says that soldiers know that the way you train for push-ups is by doing push-ups. Gradually increasing the number of push-ups until you reach your goal. The lesson applies to most anything. You train for grit by doing things requiring grit. You train for courage by doing things that require courage. And you do that by taking smaller risks at first. As you do, you build up your tolerance for uncertainty and your confidence. Over time it’s how you conquer fear. The willingness to take risk is important throughout your life and career. Taking risk and seizing opportunity is a powerful way to give yourself and your career more lift.

Step #7 and #8 Authenticity and Adaptability
The author says that both go hand in hand. Being yourself is an important component of grit. And, The courage to stay true to yourself requires many things, including speaking out against something you don’t believe in.

The Greeks have a word describing a broader ethos : arete, a striving for excellence in every area. This concept of arete eschews mediocrity, expecting the best in each area of life and performance. Arete must be part of the leader’s ethos today, too. To have the best chance of success in your field, your performance must be stellar - arete must be your goal. This is not perfection, but it is true excellence.

The heart of this book is the stories of various military women which the author has nicely narrated and intertwined it with various aspects of grit, resilience and leadership that these women have displayed during the course of their job. A hats off to all these women !!! I hope that this book reaches every woman who doubts her ability to do difficult things in life and every man who thinks that women can not handle difficult things.

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The Grit Factor By Shannon Huffman Polson



The Author of this book Shannon Huffman Polson is from a Military background. And, in this book she has shared stories and experiences from the women who served in the US military. Many of these military women  were the first women  to join their respective higher positions in the military in their time and faced many hardships.

Time Smart By Ashley Whillans

Time Smart: How to Reclaim Your Time and Live a Happier Life Time Smart: How to Reclaim Your Time and Live a Happier Life by Ashley Whillans
My rating: 4 of 5 stars

This book Time Smart by Ashley Whillans, starts with identifying the time traps and the reasons for time poverty. It suggests some steps, habits and strategies to become time affluent. The book also talks about how to fund the time to get rid of the activities that we do not like.

The author also lays out strategies that can keep us time affluent in the long run and how the government and private companies can help to increase the time affluence of common people and their workers respectively.


Let's start by asking this question, Which is more important between time and money ?

The author says, both are valuable, scarce and measurable. It’s also difficult to gain as much of both as we want. We are often choosing between them and making trade-offs. Vacation or no vacation ? eat at home or go out ? are some of the situations where we have to make a choice. And most of the time we end up taking decisions which favor money.

Since childhood we are told or we see that Money is very important. if one is poor then the only thing he wants is money. Many of us learn that time is money and nobody sees anything wrong if you spend every second of your available time to earn more money. Though, even after earning a significant amount of money you do not stop there, you continue to want to earn more and more and
spend countless hours at work ignoring your loved ones assuming that you will make time for them someday and that someday never comes. We do not realize that sitting at home idle or talking to loved ones or spending time with kids is as important as going out and working in an office.

As per the book, We also don't understand that time is finite and is our most valuable resource. Money is valuable to a point, the author says, but it’s an infinite errand which never stops.

This focus on money can cause stress, unhappiness, and loneliness. The cost of getting out of these problems is huge and sometimes you never overcome it.


The book talks about six traps that make us time poor. These traps are -

Trap #1 Constant connection to technology - Cell Phones, Laptops, emails, messages and other technologies constantly interrupt us. This happens both at home and office. It stops us from doing any deep work at the office or complete relaxation at home.

Trap #2 Obsession with work and making money - People wrongly believe that if they work and make money now they will have more time to relax in future. But in reality, making money only leads to an increased interest in making more money.

Trap #3 Limited value placed on time - People often give up large amounts of time to save a very little money. People don’t correctly value their time.

Trap #4 Busyness as a Status Symbol - In many cultures people use their busyness at work as status symbol and are considered of higher status and rich wealthy people.

Trap #5 Aversion to Idleness - People don’t want to sit idle. They simply don’t see any value in being mindful and doing nothing.

Trap #6 Over commitment - people often over commit and then spend extra hours to meet those commitments. They often make over-commitment a habit and they end up working extra hours every day. At the end of the day it doesn’t add any value to their life.

This book has a diagnostic tool which can help you measure how time poor you are and it makes you aware of the traps that are causing your time poverty.


After you have identified your time poverty this book suggests Five ways to alleviate your time poverty and improve your time affluence -

Step 1 - Know your default setting - After doing the exercises suggested by the author you would know where you stand when it comes to giving importance to money and time. if you value money more than time and you are not struggling to meet ends then start moving towards respecting your time more.

Step 2 - Document your time - Be mindful about the activities that you do whether it is productive or unproductive, Pleasurable or purposeful, does it add meaning to your life or not. Identify the Unproductive activities that make you stressed. Once the activities are grouped, reflect on them. Now you should ask yourself if it’s possible to spend less time on the activities that make you unhappy and stressed ? If not, is it possible to make them pleasurable. Think about it.

Step 3 - Find Time - Sometimes we get stuck in activities that we do not like and can’t control. Such activities are the biggest causes of time poverty.The solution for this is that Deliberately spend more time on the tasks that bring you joy and less time on activities that bring misery. The author suggests following activities to find more time or steal more time from your daily routine -
Transform Bad Time - Identify the time that you don’t like and look for ways to improve it.
Augment good time - Knit multiple positive activities together.
Hack Work time - if possible, work from home more often, Take all your paid leaves and vacations and utilize them.
Practice Active Leisure time - the author says that free time spent on active-leisure activities like volunteering, socializing, and exercising promotes happiness far more than free time spent on passive leisure activities like watching TV, napping or online surfing.
Meet New people and help Others

Step 4 - Fund Time
Instead of doing everything yourself you can outsource the activities which can save you time . For example you can order home delivery of groceries, take Uber for office and use that time to read or listen to your favorite music. If you find these expenses are high then you can try to outsource the tasks which you dislike the most and that outsourcing will not cause any big hole in your pocket. If you think you will always find ways to save time.


Step 5 - Re-frame Time
If we change how we feel about our time that can also make us time affluent. The author has given some examples here - if we treat an upcoming weekend as a holiday it can change the mindset of a person how he spends the weekend. One more example is that in physically demanding jobs if one considers them as “Exercise” then he can start liking the job more and feel more physically fit.

Accounting for time and writing down how long you are spending on tasks shows your respect for time.

In this book, the author says that the people who value time are happier, healthier and more productive than those who value money over time. The author suggests to account your time. Spend your time more proactively rather than just let it pass. Daily Reflection on how the day was spent by you can give you ample ideas about what you can tweak in daily routine to make yourself time affluent.

Overall this book is a good book. The book comes with strategies and tool kits to help you build good habits and break away from bad habits to manage the time better. I had been following some of the techniques suggested in this book unknowingly which my family always made fun of and called me lazy. Now I can tell them that I am not lazy. Awesome !


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Win Fast By Siimon Reynolds





Win Fast By Siimon Reynolds reveals some cutting-edge techniques

that one  can apply quickly to be more productive, disciplined and

healthy.  Once the suggested methods are applied regularly and

become a habit then one can achieve high levels of success both in

personal and professional life.

The Art of being indispensable at work by Bruce Tulgan







This book talks about how to collaborate and become  a go-to person at the
workplace without affecting your mental peace and health.

Review: The Art of Being Indispensable at Work: Win Influence, Beat Overcommitment, and Get the Right Things Done




The Art of Being Indispensable at Work: Win Influence, Beat Overcommitment, and Get the Right Things Done The Art of Being Indispensable at Work: Win Influence, Beat Overcommitment, and Get the Right Things Done by Bruce Tulgan
My rating: 4 of 5 stars

These days doing your job has become a lot harder, it requires a lot more that it ever did. You collaborate with a lot more people than ever before. you have to collaborate not only with your boss and your peers, but all over the organization chart - up, down, sideways and diagonal. In addition to your direct boss, immediate teammates, you probably serve a seemingly unlimited number of people in these internal teams in your organization. And your colleagues are also in the same boat with you.

You and most of your colleagues make commitments and promises to deliver for each other. Most everybody wants to be that indispensable go-to person and depend and deliver for each other.

But if you are not careful about your commitments then you may end up doing over commitments which can muddle your priorities and your important tasks are left undone or done ineffectively. If you are not able to finish your own work, how would you become indispensable for others ?

As collaboration is the latest revolution sweeping across the workplace because of the globalization, We need to look at it more closely. Collaboration manifests in different ways with different names in any organization. It can be called matrix management, dotted-line reporting, cross functional coordination, self managed project teams, lateral cooperation, interdependency etcetera.

The main goal of collaboration is speed up and improve -
-- information exchange,
-- decision making,
-- planning,
-- resource sharing,
-- execution.

In a collaborative working environment you should be ready to work with everyone and anyone. Think about corporate departments that provide common services to all other departments, like the IT department or the Payroll department. If Anyone in the organization has a problem either with their computer or paycheck they come to these two departments. In a collaborative environment you are required to manage more working relationships and produce richer, more flexible products and services faster.


What is the main problem with collaboration ? Getting what you need from your lateral colleague is difficult because there is no way to hold them accountable without clear authority. The author here talks about something called over commitment syndrome. Which is defined as -

Inundation of requests + No Accountability + EIMJ (Everything is my Job ) = Over commitment Syndrome

This syndrome emerges when everything in your list is told to you as urgent and important by the persons who made the request. New priorities are added to the list everyday. There is competition for resources. You keep saying yes to each other but at the end of it you let down each other.

And, if this continues and you remain over committed then the time will come that you would start feeling to resist any new work coming towards you and you will also become more aggressive while making requests to others for some work. It ends up with spoiled working relationships. and , it becomes detrimental to your goal of becoming that GO-TO person in the organization that you always dreamt to become. Author calls this - Siege mentality which is more like you are fighting your rescuer when you are in over your head.

Most people bounce back from the siege mentality sooner or later but they start saying “Yes, Yes, yes” again and it leads them back to the overcommitment syndrome which again leads them back to the “siege” mentality and which again leads right back to saying “No, No, No”.

So, How to get out of this no-win cycle ?

It is a fact that in any organization everybody needs something from others all the time. And above all the lines of authority are usually unclear and there is always a room for confusion. In this situation the author suggests to use real influence where people work for you because they want to. But he wants us to adhere to two things.

What is the first thing ?

The First thing is, Regardless of how much influence you have, never ignore authority. Somewhere someone is making decisions. You should ensure that you are aligned with your boss and the leadership.

What is the second thing ?

The Second thing is, do not put pressure of any kind on people to get them to comply. That will make people root against you, and wish for your failure.

Now the author says that, The real influence a go-to person achieves by serving others. Stop focusing on what other people can do for you and focus instead on what you can do for them. Make yourself super valuable to others. The more value you add, the more truly invested others become in your success. The author says that - that’s how you become indispensable. That’s how you use real influence and become a real go-to person.

As per the book following are the characteristics of a go-to person with real influence -
#1 incredibly valuable to others.
#2 Are very good at their job.
#3 have positive attitude and double on hard work
#4 Take personal responsibility and get things done.
#5 Are creative and tenacious but do the things by the book and follow orders.
#6 Do all the things consistently, almost every time.

Now, if we talk about the structure of the book, There are 8 chapters in this book .

The first chapter “Fight over commitment syndrome” talks about the over commitment and it’s affects..

The second chapter “The peculiar mathematics of real influence” is on how to create real influence.

The third one “Up and down chain of command” talks about alignment on ground rules, priorities etcetera with your boss and leadership.

The Chapter 4, talks about when to say no and how to maximize your gains while saying yes.

In the chapter 5 “Work Smart”, the author talks about mastering the best practices, repeatable solutions and job aids.

In chapter 6 “finish what you start”, the author talks about how to finish one work at one time and how to have and manage a long to-do list.

In chapter 7 “Keep Getting better and better at working together”, the author talks about building long lasting work relationships.

In chapter 8, Go-to-ism is the art of being indispensable at work, the author talks about finding and building new go-to-people wherever and whenever you need them.

Finally the verdict, This book is highly practical in the suggestions that it makes and the approach that it suggests. I liked this book and now I think that I have some idea about how a person can become indispensable in any organization.


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Infinite Gamification by Toby Beresford








Review: Infinite Gamification: Motivate your team until the end of time

Infinite Gamification: Motivate your team until the end of time Infinite Gamification: Motivate your team until the end of time by Toby Beresford
My rating: 4 of 5 stars

This book is about Gamification and its application to improve the motivation of your team. It talks about the 3 phases that are required to complete any Gamification program. These phases are - Analysis, Design and Evolution.

I have never read a book on Gamification and after reading the title of this book, the first question that came to my mind was - What is Gamification ? Is Gamification good or bad ?

With a little bit of research I found that Gamification may be a new term but the idea of using game-thinking and game - mechanics to solve problems and engage audiences isn’t exactly new. The Military has been using games and simulations for hundreds of years. These days It can be used to increase engagement in any area like online marketing of a product or a service or to increase learner’s engagement in education.

Gamification is also being used heavily in the health sector to change behavior, to aid in cognitive and physical development of children.

Humans like playing games. And, Gamification works by encouraging people to engage in desired behaviors by taking advantage of this tendency of humans.

A typical finite Gamification program has a beginning, middle, and end. The end reflects in an epic win, a top level, a complete collection of badges.. But, an infinite Gamification program works well in situations where you desire a continuous improvement and the program is designed to continue forever. The book talks about both of these two concepts but it’s main focus is on Infinite Gamification.

As I said earlier the Most of the programs fit into the finite gamification model and the programs end when the learner passes the final hurdle and achieves supposed mastery.

But, in real life, mastery doesn’t happen just because you have completed the education process - there is still the need to adopt the skills into your day to day life and then perform them well.

It is in these two latter stages - adoption and performance - that infinite gamification becomes more important.

The Book says - A sustainable program that motivates teams and individuals to continuous improvements is the goal of infinite gamification. Examples of infinite gamifications are -

  • The Oscars - where status is awarded every year
  • Time Magazine’s person of the year - where status is accorded based on the media coverage
  • English Premier League - where status is based on the results of games played.
  • Transparency Index - where countries compete not to be shamed at the bottom of the index.

In Fact in most businesses you can find infinite gamification such as -

  • Employees of the month
  • Scores in loyalty programs and so on.

The next question comes to mind, why does a manager, a marketer or a leader need to Gamify ? the author answers this by saying that - Leadership usually involves an infinite gamification program to influence colleagues or direct subordinates and infinite gamification equips them with a new powerful influence tool. At some level leaders signpost the behaviour they want to see in others. It might be as simple as ‘doing or not doing’ with a graded level of achievement. One example of this could be whether a salesperson contacts 10 prospects or not per day. In return we calibrate our behaviour to the score given to us as we all are sensitive to scores from childhood. And this is where Gamification becomes a powerful effective tool for leaders.

Most Infinite gamification programs are based on scores, be it the Oscars or the English Premier League, Because consciously or not we all keep track of the score that matters to us. With the rise of the digital world, we are now presented with more scores than ever. How many followers do I have, likes for the post etc. the book says that a well- designed score enables you to succeed. A badly designed score drives negative behaviors - like apathy, cheating, or other wrong behaviors.

Sometimes, the badly designed scores can wreak havoc. For example - People taking selfies from roof tops risking death in the quest for more social media likes.

So a badly designed infinite gamification program can kill you. It’s worth taking the time to design the score well.

The book says that any new Gamification program comes into fruition in three main phases -

  • Analysis
  • Design and
  • Evolution

What is done in the Analysis phase ? In the analysis phase the requirements are clarified. Target players are located. And, Existing infinite gamification programs, score cards, leagues are identified for the target players. In this phase you will hear the terms like - Prime Directive, Data Sourcing, Score Context, Stake Holder Analysis, Player Motivation, Players Opt-in Spectrum etc.

The Next phase is Design. In this phase you would come with a design for a Scorecard and a League. A Scorecard will be based on some score algorithm evaluating many metrics. Using Score card players will get feedback on their progress. And using League, Players can compare their progress with others. Please note that, A player can be an individual person or a team who is participating in the league. In this phase you will talk about - Vanity and Clarity Metrics, Lag and Lead Metrics, Score Methods, Ranking methods, Later Arrival Handling, Leader board Layout, Scoreboard Layout, Badge Design etc.

The third phase is - Evolution. The infinite gamification program iterates and changes over the time. The best programs have processes in place to manage change. Without Evolution, Program can break and result in unwanted side effects and disengagement. In this phase you will hear about the maturity model, Metric Maturity, player Maturity and committee which will affect Evolution.

Finally the verdict on this book. This book is nice and it can give you ample information to start an infinite gaming program to change the behaviour of your team or their responses in certain situations. The book nicely explains the basics of Gamification.

You may want to explore another book on the same subject -

Review: Eat, Sleep, Innovate: How to Make Creativity an Everyday Habit Inside Your Organization

Eat, Sleep, Innovate: How to Make Creativity an Everyday Habit Inside Your Organization Eat, Sleep, Innovate: How to Make Creativity an Everyday Habit Inside Your Organization by Scott D. Anthony
My rating: 4 of 5 stars

Innovation is something different that creates value but it is an unnatural act in most of the organizations. This book is about innovation and how to make it a day-to-day habit in any organization. This book can be used as a practical guide for building a culture of innovation in any organization. The book suggests to ingrain certain habits by using behaviour enablers, artifacts, and nudges.

The book is divided into two parts - the first part sets the foundation and The second part provides practical tools and tips and inspiring stories to help drive cultural change.

The approach that the book suggests is the convergence of four streams of research -
-- Organizational culture
-- Habit change
-- Innovation enabling behaviors
-- Innovation enhancing structures and systems

Let’s talk about how organizational culture impedes or enables the innovations to fail or succeed.
Organizational Culture
Now the first thing, How do you bring cultural change in any organization that enables innovations to succeed ? The enemy of innovation inside most organizations is institutionalized inertia that is reinforced in systems and norms.

Cultural change is not a paint-by-number exercise. The solution for your organization needs to be tailored to your unique goals, current context, and history.

How to create a culture of innovation ? the authors say - don’t bring foosball tables at the workplace. Don’t run useless campaigns exhorting people to give their new ideas on a particular day called “Free thinking friday” . Don’t do all these things. The authors suggest use of BEANs to hack habits. Beans are inspired by habit-change literature. A bean is - behaviour enabler, artifact and nudge.

The organization will have to work at the ground level with the employees where they will have to define specific behaviours that succeed in enabling innovation. those behaviours are like -
Innovators are curious,
Innovators are customer obsessed
Innovators collaborate,
Innovators can work efficiently even if there is ambiguity in the system or work space.
Innovators feel empowered.
Innovators think about future requirements while addressing the current needs.

Now how to ingrain these behaviors into any organization ? The book says that success requires focussing on changing people’s daily habits through a series of interventions, and then ensuring that the new habits stick and scale.

How Do you change a habit ?
Habit change requires engaging people’s rational, logical side and their emotional and intuitive side.
Habit change requires a multi front battle which uses a combination of mantras, nudges, and social interaction to change people’s behavior pattern.
To Reinforce the desired behavior - goal setting and achievement and social comparison and encouragement can be used.

Here the authors suggest use of BEANs to change the impeding behaviour and engrain new habits which enable innovation to succeed.

What are the behaviour enablers - these are the direct way to change behaviour -
-- Developing a daily ritual
-- Building a wider community
-- Having access to a coach and counsellor
-- Create simple checklists or user guides.

Artifacts are physical and digital reinforcers that connect the first two ideas. Artifacts include -
-- Prizes and trophies
-- Physical Avatars that reinforce the desired changes
-- Picture and visuals that serve as background reminders
-- Physical objects that sit on desks or in conference rooms.

What are nudges that can be used to change behaviour ? nudges are an indirect way to change the behavior.
Making the desired behavior default.
-- Having reminders.
-- Creating and sharing stories
-- Using physical office design to facilitate specific behaviour.
-- Providing some form of comparison

The book also talks about a case study where it provides a step by step guidance on how to conduct a six week sprint to develop practical interventions and catalyze a group of change agents for innovation to succeed.


PART II

Part II contains practical tips and tools and inspiring stories to help you drive culture changes that sticks and scales. Short sections are organized into chapters tied to the phases. A phase is what a would be innovator should follow :-

Phase 1 - Discover Opportunity by Being curious and customer obsessed. In this phase you discover the problem that you want to solve.


Phase 2 - Blueprint compelling ideas by being collaborative and customer obsessed. In this phase you come up with tangible idea that solves the problem that was identified in phase 1

Phase 3 - Assess and test ideas By being adept in ambiguity and by being empowered. This phase involves picking up an idea, looking at it from multiple angles, separating facts from assumptions, testing rigorously and adapting quickly.

Phase 4 - Move ideas forward by being empowered and collaborative

For each phase the book talks about 4 things -
beans that include behaviour enables, artifacts and nudges. The book lists around 101 BEANS used by various companies and book talks about around 40 of them in detail in this book.

, There are also bean boosters that help maximize the impact of selected beans.

Each section has one or two inspirational case studies.

Each chapter has a tool to help. For example in phase 1 - Being curious is a must for being innovative. The book suggests a tool called - curiosity quotient which can give you an idea of how curious you or your team are ?

Finally, the verdict. The book is good. It has a lot of examples in the form of beans, case studies. This book gives a fair idea of how to inculcate the habit of innovation in your team at granular level by using various tools. It can be started with a small team and then scaled to the whole organization. I liked this book and certainly learnt that building an innovation oriented team may not be that difficult.


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Eat Sleep Innovate By Scott D Anthony





Innovation is something different that creates value but it is an unnatural act in most of the  organizations. This book is about innovation and how to make it a day-to-day habit in any organization. This book can be used as a  practical guide for building a culture of innovation in any organization. The book suggests to ingrain certain habits by using behaviour enablers, artifacts, and nudges.


The Business of Friendship By Shasta Nelson

Review: The Business of Friendship: Making the Most of Our Relationships Where We Spend Most of Our Time

The Business of Friendship: Making the Most of Our Relationships Where We Spend Most of Our Time The Business of Friendship: Making the Most of Our Relationships Where We Spend Most of Our Time by Shasta Nelson
My rating: 4 of 5 stars

Video Review - The Business of Friendship by Shasta Nelson

I am not here to make friends - this is what we often hear at work . This book challenges this notion. And, the author believes that this philosophy of not having friends has caused a lot of damage to the employees at work places. They often feel lonely, left out and nowhere to go in the face of any difficulty in office.

Why do relationships matter at work ?
--Because you want to enjoy working with the people around you in the office.

--You want to trust the people around you to support you when needed.

--You want to feel valued.

--You want to come to office because you feel part of something bigger.

We may not want to be best friends with everyone. But, wouldn’t we want as many as possible good friends in our life ? but what stops people from making friends at the office ? What are their fears ?

Do they fear that -

--What if a manager delays firing of a person because he is his friend ?

--What if a manager hires someone who is his friend ?

--Two employees, who are Friends, competing for the same promotion ?

--What if I have to start supervising a friend of mine ?

--What if I hire a friend and he doesn’t perform well ?

--What if a friendship leads to a sexual harassment ?

These are the questions that people generally raise when it comes to friendship at work. But Aren’t these risks already there in the world ? What would you do if your boss is not a friend of someone but still favors him ? Are these issues really new ?

We could be against friendship at work and have no friends but that doesn't protect us from jealousy, gossip, drama or feeling left out.

More loneliness leads to less empathy to others and we take more offences then we become more defensive and then we are more likely to hurt others. We need connections with others to overcome loneliness just like what food would do for hunger and water would do for thirst.

How many of us feel that we have a meaningful relationship at work ?
Research shows that the more intimate and meaningful the relationship at work, the more easier you would find the work there. And, you are willing to take on any work.

Handling the stresses alone is not a good idea. If done, you feel more tired, and it causes more wear on your body.

Social isolation adds stress on our body and makes them more fertile for diseases.

Loneliness hurts one’s health badly. .

What are the core factors of happy life - number of friends, closeness of friends, closeness of family, relationships with coworkers and neighbors. Together these features explain about 70% of personal happiness.

People with friends at work are happier at work.

As per research, the single best predictor for well being is enjoying how you spend our days. and, the most important is with whom you are spending the day and not what you are doing. A most stressful and high - responsibility job can be rewarding if one feels supported, part of a team, engaged, believed in, cheered for, and appreciated.You want to enjoy your work more, make a few friends.

As per study by Gallup, We feel seven times more engaged if we have at least one best friend at work. As per another study, Without a best friend there are 37% chances that we often or always feel lonely at work.

Feeling connected to those with whom we work regularly shows up as the number one factor for our job satisfaction. If you want to like your job, feel better physically, increase your mental and emotional health, and report greater happiness and energy, then make a close friend at work.

Loneliness at work causes more mistakes , makes less productive and gets you sick every now and then. UK has a minister on loneliness , it is estimated that companies in UK lose around $3.5 billion due to lonely workers who are less productive, take more sick leaves, change job.The cost of disengaged employees is not cheap. Employees with friends have stronger immune systems, lower rates of anxiety and depression, recover fast from surgeries, and show up to work with more energy.

We can protect our bodies from absorbing stress , feel more hopeful, and strengthen our mental health through relationships.

It's one thing to simply assign a bunch of people to a project or task and quite another to have the confidence that they’ll maximize their collective strength, consider diverse ideas and take the risks to pursue big ideas.

In the past, jobs were about muscles, now they are about brains, but in the future they will be about the heart. What skills the workers most depend upon today- interpersonal skills, critical thinking, and good written and spoken communication skills. The skills that are required by employees to have good relationships at work are the same that are needed by the companies to have good relationships with their customers, vendors etc.

20 to 60 % of our population show up at work with loneliness.

If two people have many things or few things in common like having kids of the same age, same religion, same ethnicity it doesn’t ensure that they will be friends.

A healthy relationship should have three factors, everything that we name and want in our relationship fall under these three categories -
Positivity means positive feelings + Consistency means consistent interaction
Vulnerability means meaningful sharing

No one wants to be embarrassed, punished , or thought less of for sharing ideas, revealing needs or risking what would be perceived as failure.

Psychological safety is basically to groups what trust is to any two individuals.

This book is easy to read. it forced me to think about my office relationships. I was initially uncomfortable with the idea of having Close friends at my workplace. but now I realize that having a BEST friend in your team is the best thing that can happen to anyone at work.

The author shares many ground Rules to establish such a friendship.If we follow them then this whole process of having friends at work can be rewarding.

There are some more books on friendship, which can be further explored -

Frientimacy - By Shasta NelsonFriendships Don't Just Happen! - By Shasta NelsonTogether - By Vivek MurthyFriendship - by Lydia DenworthSocial chemistry - by Marissa King


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Whatever Works By Thalma Lobel

Whatever Works: The Small Cues That Make a Surprising Difference in Our Success at Work—and How to Create a Happier Office Whatever Works: The Small Cues That Make a Surprising Difference in Our Success at Work—and How to Create a Happier Office by Thalma Lobel
My rating: 5 of 5 stars

The book is about the small cues that make a significant difference to our success at work.
Another book by the Thalma Lobel is - Sensation.

How do self help books today look like ? Vast majority focus on one obvious and important subject and lay out its secrets and conclusions methodically. Most of these books harness obvious factors like harnessing motivation, getting organized, networking, and so on.

This book is a bit different. This book focuses on elements that either we think that they do not matter or we are not aware of. There are so many extremely valuable and interesting findings in psychology that should be made available to everyone, not just to professionals.


What does this book contain ?
What are the small - small things YOU can do to improve your life at OFFICE,

Did you know People focus better and be more creative with the ambient noise of a coffee shop ?

Did you know that the phone conversations, also called halfalogues , are the most distracting for co - workers ?

Did you know that the presence of a plant in one's physical space improves attention and recovery after performing a mentally fatiguing cognitive task ?

Did you know that nature is a reliable stress reducer/buster ?

Did you know that Women feel that they are more scrutinized, than men, for their appearance in an open office ?

Did you know that Light and brightness influence self control and self awareness ? it will motivate the employees to adopt the behaviors that impresses around them.

Did you know that darkness makes people feel disconnected and distant from others and increases the feeling that they can do what they want ?

There so many such information that the book talks about. this book is very interesting
and once you start you wouldn't want to put it down. it talks about our day to day life and how we can use latest research to our advantage and make everyone's life better around us.

I see that some of the things that she talks about offices is already implemented by some experts in my office. but I never knew why it was so ? It is good feeling that I know that now. I am going to put one live plant on my office desk now.

Also, Author's writing style is good, the way she has weaved the research info in the book is interesting.

Overall, I liked this book. I think that this book is highly informative and useful. I recommend this book - Read it ! Read it !! Read it !!!

5 stars

Video Review of the book




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8 Paradoxes of Leadership Agility By Yeo Chuen Chuen

8 Paradoxes of Leadership Agility: How to Lead and Inspire in the Real World8 Paradoxes of Leadership Agility: How to Lead and Inspire in the Real World by Yeo Chuen Chuen

My rating: 3 of 5 stars



How easy IS IT to change ? It is always difficult, and often paradoxical. You have an idea to start a business in your field but you do not want to quit your regular job and because you do not want to lose that regular income that pays your bills.

The book talks about solving the various paradoxes, 8 to be precise, that a leader may face at workplace or in life.

It provides a model called Re4 which is - Reconstruct, Refresh, Renew and Rebuild to navigate through all these paradoxes.

Here, Reconstruct is about finding the truth in any problem. This can be different from what people perceived initially. and, Refresh is about cleaning up the dirt, the mess that was hiding the truth. It can be prejudices, it can be ineffective rules etc.

And, The Third Re is Renew. Renew is the change that you want to make. It can be a change in behavior you want or you want a change in attitude and so on. and Rebuild is about the new skills and actions needed to implement that change. So it can involve training, new processes etc.

Overall, the book is good. the book is worth reading the way it has discussed the paradoxes. I rate this book 3/5.

Video Review - 8 Paradoxes of leadership skills



Review: The 12 Rules of Attention: How to Avoid Screw-Ups, Free Up Headspace, Do More and Be More At Work

The 12 Rules of Attention: How to Avoid Screw-Ups, Free Up Headspace, Do More and Be More At Work The 12 Rules of Attention: How to Avoid Screw-Ups, Free Up Headspace, Do More and Be More At Work by Joseph Cardillo
My rating: 4 of 5 stars

Attention is connected to every single thing we think, feel, and do at work and elsewhere.Either we regulate this mental faculty or it will regulate us. And, This book talks about how our attentional machinery works and how we can manage it.

The Author recommends that You can practice the 12 rules of attention one at a time until they ingrain and begin to flow naturally. You can also consult them whenever slip ups and work related issues arise. Find the specific rules that pertain to your situation. Reread the related chapters and tools suggested in the chapter to help you refresh and re-balance.

The author wants to create a baseline information of your attention where your attention level is - bad, good or excellent during a normal work day. Then the author suggests various techniques to improve them.

This book is nicely written and structured well. All the chapters have a very good number of examples, a LOT of exercises to understand the concepts. Book has a glossary where all the
terms used in the book are defined. I liked this book and I recommend to every one who is interested in improving his/her Attention. I rate this 4/5.

Video Review of the book -




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Book Reviewing is an Art ...

How to Review a Book ?


When I review a book I take care of a lot of things. In the beginning, when I started reviewing books, the only thing which I considered was whether I liked it or not. but over the time I understood that reviewing a book is a multi-faceted activity where I need to look many aspects of a book . following are some of them which I give importance to while reviewing/rating a book -

1.) How the book looks ? 

The physical appearance of a newly released book matters a lot. is the font of the book good for me ? how many lines per page the book has ? depending on the genre of the book I may or may not buy it.  A poor paper quality can put me off unless the price of the book has been drastically cut and the book is relatively small under 100 pages. 

if the book  is an old classic then the cover doesn't matter. The  cover page tells me a lot of things about it. If I have not heard about a particular book and I see it in a book store for first time then the only thing attracts me towards a book is, first,  it's cover, second, it's title. the cover of a book can be simple or complicated but it should be soothing to eyes. and, it should match the genre of the book. 


2.) Introduction Part of the book

I always try to scan through the introduction part of a book and try to understand the process the author has gone through while writing the book.  I also go through all the recommendations that some people might have given about the book and check if I have ever read any book recommended by them. if I have not liked the book recommended by them in the past I become more careful and I think more about purchasing that book and try to look for some more information about the content of the book.

3.) Table of Contents section of the book 

This part of the book gives me ample idea about the structure of a book. I have seen many books, where I get the feeling that the book's main theme, as per the title of the book,  would have ended in 3 parts but one more part was added just for the sake of it. I have seen this mainly in self - help books.


4.) Actual Content of the book

If I have gone through the first three steps and the book looks promising to me, I purchase it and start reading at some point of time. I try to see how the read is - is it pacy ? slow ? or both ?  if the book is non fiction, does it have enough info graphics to explain the topics ?  how is the language of the author ? Is the author repeating the same thought multiple times ? I try to get into the mind of the author and try to see the content from his perspective. I make note of anything important that I find in the book, it can be any nice quote or a very good sentence which I have never heard. anything good that I can find in the book I try to note it down somewhere and use it while I am writing the review the book.

5.) Writing the review of a book

Now the most important part of the book. I start with giving credit to anyone who facilitated the book review and with a thanks note. Then, I try to give summary of the book in two sentences and then I elaborate it with my own understanding of the book.

The important task in reviewing the book is, how much of it you can keep remembered after you finish it ? This is mostly required for non-fiction books. To keep this under control, I generally try to summarize each chapter after I finish. remember,  it's not verbatim . it's my own word that show my own understanding of the chapter. but be careful, it should not be too big, if you find this overwhelming, then start to summarize each page or paragraph and then build this habit from there step by step. this way a time will come when you can easily summarize a chapter or multiple chapters. but generally I restrict myself summarize each chapter that I finish.  then A time will come where you can hold the summary of chapter in your mind. all you have to do it repeat all the chapters, every time you move to a new chapter of the book. It's not easy , but you will get it over the time.

Not About Review, Some times, I would give a brief summary of the  book and most of the time I talk about some part of it , author's style of writing, how the book ended or started ?  was the book slow in the middle ? was the author able to explain the concepts well ?  is the author using simple words or using heavy words like Salman Rushdie ? I never completed  any book of Salman Rushdie because of difficult words that he uses. Do the characters in the book fit in well ? and so on .. after I while the review becomes my own and I can write anything that I feel about the book and no body can stop me from doing that :) ..
Above all , Develop your own style of reviewing a book ... . and most important - read your review twice, may be once, before you publish.

I hope I made sense to you, please do leave a comment below. it matters to every blogger :)




Review: Calm in the Midst of Chaos: Dr. Calm's Prescription for Stress-Free Living

Calm in the Midst of Chaos: Dr. Calm's Prescription for Stress-Free Living Calm in the Midst of Chaos: Dr. Calm's Prescription for Stress-Free Living by Kiran Dintyala
My rating: 4 of 5 stars

[ Note : I got this book from netgalley for free and this is my honest review of the book]

In This book, the author, Dr. Kiran Dintyala talks about how one can remain calm when faced with chaos around you. he talks about some principles, exercises and meditation techniques to be followed to stay calm under such situation.

There are seven parts of the book covering various aspects of stress and how to prevent. the focus is more on prevention than managing it. Its actually right when author says that when we are born we stress less but as soon as move towards adulthood we start experiencing the stress. there are various reasons for the. the author nicely identifies them in this book and also provide the remedy on how to handle them.

The author provides a solution called P-E-T which involves classic 3 Principles by Sydney Banks + 2 exercises and one medication technique ABC - Affirmation, Breathing and concentration. He has provided the details steps to perform this.

Overall focus of the remedy is to keep calm under any circumstances.

Overall the book is good and I liked it. I rate it 4/5.

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Review: Develop Your Leadership Skills

Develop Your Leadership Skills Develop Your Leadership Skills by John Adair
My rating: 5 of 5 stars

“Communication is the sister of leadership” ― John Adair ( From the Book )

This book by John adair is a simple practical guide for any one who is about to take a team leadership role in any organization. This book talks about basic leadership skills. It is generally believed that no body can teach leadership to anyone and it is a skill that a person has to continuously learn by being proactive and reflective.

What are the qualities that are necessary for a leader ? some qualities are so fundamentals that without those a leader can lose his credibility. But these skills are not sufficient in themselves alone to make you seen as leaders. qualities of leadership -
1.) Enthusiasm - You won't find a dull leader
2.) Integrity - This quality makes people trust them.
3.) Toughness - Leaders are often demanding people , their standards are high, they are resilient and tenacious.
4.) Fairness - they do not have favorites. they treat individuals differently but equally.
5.) Warmth, humility, Confidence

And, There are four types of authority commonly found in leaders but the leaders don't rely on only one :

1. Authority by position and rank: "Do this because I'm the boss."
2. Authority by knowledge: Authority flows to the person who knows . example - Captain of a ship.
3. Authority by personality: Charismatic leaders
4. Authority by morals: Some one like Mandela

Now, what functions leaders exactly do ? There are 8 functions that are fundamental to leadership -

1.) Defining the task : Define What , why and how to do a task
2.) Planning : Planning is key. plan for contingencies, alternate routes. ensure team members are involved.
3.) Briefing: Communicating objectives and plans to the teams effectively.
4.) Controlling: direct, regulate, restrain, and encourage the team members toward completing the tasks and objectives.
5.) Evaluating: Evaluate progress and making adjustments as needed.
6.) Motivating: Understand people's inner needs and how they function to motivate them.
7.) Organizing: structure of people and teams.
8.) Providing an example: Act yourself as how you'd like your team to act.

Great leaders also take interest in developing leaders for future.

I liked this book and rate it 5/5.

Related Video :




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Review: The Gropes

The Gropes The Gropes by Tom Sharpe
My rating: 3 of 5 stars

The Book by Tom Sharpe is starts well then slows down for a while and then picks up the speed in middle.

The Story is about Gropes, a Northumberland matriarchy. its origins back to an encounter between a seasick Viking deserter and an unattractive nun rejected by the rapers. After an unpromising start, the Grope women have ensured the centuries-long domination of the Grope women by means of kidnap, forced matrimony. occasionally they allow their women to go out and marry and stay in the cities. one such girl is Belinda. Belinda after marrying to a city guy comes back to the grope hall with Esmond, with intent to marry him. and, the story unfolds. there are many things that happen to the parents of Esmond and his uncle. the book is full of events.

Overall the book is OK.





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Review: Help Them Grow or Watch Them Go: Career Conversations Employees Want

Help Them Grow or Watch Them Go: Career Conversations Employees Want Help Them Grow or Watch Them Go: Career Conversations Employees Want by Beverly Kaye
My rating: 5 of 5 stars

The book says - Study after study confirms that career development is the single most powerful tool managers have for driving retention, engagement, productivity, and results. and, In this book the authors talk about these benefits and various methods to discuss career development with employees.

There are several myths that managers believe. and, these myths stopped them from discussing career with the employees -
There is simply not enough time.
-- If I do not talk about it, they may not think about it, and the status quo will be safe. Employees always have growth on their minds, whether managers address it or not.
--Since employees need to own their careers, it is not my job. Managers have an essential role to play in helping and supporting others to take responsibility.
--Everyone wants more, bigger, or better: promotions, prestige, power. When asked what they want to get out of a career conversation with their managers, most employees are simply looking for ways to use their talents creatively.
-- Development efforts are best concentrated on high potentials, many of whom already have plans in place. Managers will usually see a significant return on the development they invest in their high potentials, but they only make up a small fraction of an organization's population. A small investment in the massive middle doing the bulk of the work could yield great results.

Remember :
-- People recognize and respond to genuine curiosity on the part of their leaders
-- Quality questions asked with a spirit of curiosity can facilitate conversations that will allow others to change their lives
-- Studies have shown that employees in every sector are starving for feedback
-- With the right support people can grow right where they are. Finding ways to grow talents, explore interests, and build capacity within the context of employees' current jobs is completely within a manager's sphere of influence

To Help achieve career goals of employees, a manager should facilitate exploration of three "sights" in an employee - Hindsight, Foresight, and Insight.
Hindsight- What is it that employees loved to do in the past?
Foresight- A big picture look at business and environment changes that can affect future
Insight -It's convergence of hindsight and foresight where manager and employee jointly determine the full range of ways to move forward and the actions to take to achieve career objectives.

Working with employees around hindsight and foresight helps to generate insight into the world of possibilities that exist for those who want to move forward and toward their career goals.

Managers should give hindsight information to the employees in the following area -
-- Technical skills - needed for day to day work
-- Soft skills - Communication, collaboration, teamwork, and networking.
-- A set of career intangibles - Continuous learning, resilience in the face of change, and a natural curiosity about the world and its endless possibilities.

Feedback :
Managers should encourage the employees to get feedback from others and while doing so they should focus only on following three things : ABC -
1. Abilities - Strengths, skills,
2. Blind spots - Any behaviors that might get in the way of an employee's success
3. Conditions - Environments where employee can make greatest contribution and factors that could trigger stress or other negative reactions.

Enjoyed !!! 5 Stars

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Review: Nine Lies About Work: A Freethinking Leader’s Guide to the Real World

Nine Lies About Work: A Freethinking Leader’s Guide to the Real World Nine Lies About Work: A Freethinking Leader’s Guide to the Real World by Marcus Buckingham
My rating: 4 of 5 stars

According to the book following are the nine of the most prevalent lies about work and the truth behind them:
Myth #1 - Company culture impacts employee retention.

Research shows that employees actually care more about the
teams they belong to than the companies they work at.


 Myth #2 - Planning is essential.
 
The world moves too fast for plans—a better strategy is to regularly provide teams with the best, most up-to-date information possible.

 Myth #3- Goals stimulate better employee performances.

Instead of having employees set goals, companies must galvanize their workforce by having a meaningful purpose and shared values.


 Myth #4- The best employees are well-rounded.

Employees who are encouraged to focus on their unique strengths are
more effective than those who try to be good at everything.


 Myth #5- Constructive feedback is necessary.

Employees don’t need feedback—they need their team leaders to give
them frequent positive attention. ask them what strategies/activities works for them in the current/past work. and, there gut feeling about what will work in future.


 Myth #6- Leaders should rate their employees’ performances.

The only things that human beings can accurately and
reliably rate are their own experiences and feelings.


 Myth #7- Some employees have more potential than others.

Everyone has the ability to learn and improve.


 Myth #8- Work-life balance is the key to happiness.

Rather than trying to balance out jobs they hate with personal time,
people must learn to focus on the positive aspects of their jobs.


 Myth #9- Leadership is a set of predictable traits.

When it comes to effective leadership, there’s no one-size-fits-all strategy.



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Review: Creating Passion-Driven Teams: How to Stop Micromanaging and Motivate People to Top Performance

Creating Passion-Driven Teams: How to Stop Micromanaging and Motivate People to Top Performance Creating Passion-Driven Teams: How to Stop Micromanaging and Motivate People to Top Performance by Dan Bobinski
My rating: 5 of 5 stars

Key Ideas -
• Great managers spend time being “Builders” who mentor the team members and build them up to become valued members of the company with a passion for their work.
• The Organizations need clearly defined job duties and responsibilities for all team members.
• Positions should be classified as either leadership, management, or front-line employees. Each classification should understand what its raw product is, what its process is, and what its outcome should be.
• Micromanagers are often front-line employees who are promoted to management and not given
the training needed to understand their new roles.
• Micromanagers thrive on hearing that they are doing a good job, and they often step in to fix things their employees should be responsible for.
• To stop micromanagement, managers should think differently about their roles and to understand that a new set of core competencies are expected of them.
• People with higher Emotional Intelligence scores are often better managers than people with lower scores.
• Regular communication, even casual “water cooler conversations,” are good opportunities for managers to keep team members in the loop and motivated.
• When managers delegate tasks, they should delegate responsibility, authority, and accountability.
• Meetings should always have a purpose.
• Good listening skills are essential in gaining the trust of team members.
• Conflict should never be allowed to fester; it should be dealt with quickly and openly.
• Good training programs can save companies hundreds of thousands of dollars by reducing employee turnover rates.

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Review: Win the Heart

Win the Heart Win the Heart by Mark Miller
My rating: 5 of 5 stars

This book talks about Employee Engagement in any organization. It talks about CARE :

-- Connection - Talk, Talk Talk.. encourage more conversation among employees
-- Affirmation - Appreciate your employees more
-- Responsibility - give more responsibility , more freedom to work
-- Environment - an environment where it's easy to work , it's easy to communicate, easy
To raise concerns , pointed addressable feedback

To get deeper into the concepts discussed in the book one is suggested to read the another book by the same author - Win the heart - The field guide.

I liked their book and rate it 5 stars.



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Review: Work On Your Game: Use the Pro Athlete Mindset to Dominate Your Game in Business, Sports, and Life

Work On Your Game: Use the Pro Athlete Mindset to Dominate Your Game in Business, Sports, and Life Work On Your Game: Use the Pro Athlete Mindset to Dominate Your Game in Business, Sports, and Life by Dre Baldwin
My rating: 4 of 5 stars

This book by Dre Baldwin pushes you to apply following four principals in your life and transform yourself into a professional -
1.) Discipline
2.) confidence
3.) Mental Toughness
4.) Personal Initiative

The most important think which I liked in this book is the steps suggested by the author to get rid of your hyper self consciousness and fear of success.

As per him, success is straightforward: Understand what you want, make a decision to get it, work hard, and believe in yourself.

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Review: The Lost Boy

The Lost Boy The Lost Boy by Dave Pelzer
My rating: 5 of 5 stars

This book is about the life of the author at foster homes during his teens ( 12 - 18 years to be precise). After being abused by his mother for years he is saved by his school teachers and is sent to foster homes after one another.

The story of the author really touches heart .

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Review: Main Pakistan Mein Bharat Ka Jasoos Tha

Main Pakistan Mein Bharat Ka Jasoos Tha Main Pakistan Mein Bharat Ka Jasoos Tha by Mohanlal Bhaskar
My rating: 0 of 5 stars

This book by Mohanlal Bhaskar , an Indian spy, is about his days in Pakistan and in it's jails. and he was one of the few spys who was well educated and probably because of that he got a better treatment in the Pakistani jails. which also made sure that he could safely return back to India.

The most interesting part of the book , which I liked most, was his discussion with a Pakistani sub Inspector Raja Gul Anar Khan. where he explains the hatred of Pakistanis towards Indians and to him how his family generations back converted to Islam due to force and how their Hindu relatives boycotted them. I think that those reasons were true and even today hinduism doesn't have any mechanism to take back it's own people back. any way, this book is about a spy's life in Pakistan and how they would collect information from there and send it back to India.

The only thing I could understand from this book is that people in Pakistan and India suffer from similar bureaucratic system even today. India is a far more better because it never went into the hands of the army the way it happened in Pakistan frequently and that as per the author of this book is highly corrupt and killed it's own citizens in Pakistan mercilessly.

This book also gives idea about the life of an average Pakistani in 60s and 70s.

I liked this book a lot and I rate it 4/5.

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Review: Paper Towns

Paper Towns Paper Towns by John Green
My rating: 2 of 5 stars

I have mixed feelings about this book . The story of the book is OK , first part is also pacy and it kept me glued. But the second part dragged and in third part is hazy.

Margo and Quentin are childhood friends and towards the end the high school Margo plans an adventure with Quentin to take revenge from the her classmates who had hurt her at some point of time in the school specially her boyfriend Jase. And after that Margo disappears. now the second part of the book is all about putting together all the clues Margo left behind to find her current location by Quentin and his friends. (view spoiler).

Over all I rate this 2/5.






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Review: Of Aakash and Aarti

Of Aakash and Aarti Of Aakash and Aarti by Govind Sharma
My rating: 3 of 5 stars

This book by Govind Sharma is about about Aakash and Aarti. One had troubled childhood and moves towards drugs and spoils his life . And, another one is stricken with poverty and moves towards trapping a wealthy person.

The story of the book is good but could not hold me for long. The writing style of the author is good but it fails to keep me glued to the book. The book is neither a crime fiction nor a love story but has a little bit of both and probably because Of that There is no strong character in this book.

The story just moves on without causing any excitement.Inclusion of notebandi in the plot was interesting. I thought that character of Rajeshwari could have been more powerful.









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Review: Deep Work: Rules for Focused Success in a Distracted World

Deep Work: Rules for Focused Success in a Distracted World Deep Work: Rules for Focused Success in a Distracted World by Cal Newport
My rating: 5 of 5 stars

This book talks about concentration of mind and distractions that we face in our work life as well as in personal life.

The idea that this book puts forward is to minimize the distractions or the shallow work and do more DEEP work. The books tells some strategies about how to do it.

Also, this exhorts the reader to quit social media which kind trains the brain to be distractive most of the time.

I liked This book andand rate it 5/5.

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Review: Why Workplace Wellbeing Matters: The Science Behind Employee Happiness and Organizational Performance

Why Workplace Wellbeing Matters: The Science Behind Employee Happiness and Organizational Performance by Jan-Emmanuel De Neve...

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