Why sucking at something new is good

Failure is huge right now. It’s being studied. It’s being written about. It’s being blogged about. “Fail early and often,” we’re told.

“Surrender to the pain of failure.” “Failure is fundamental.” The latest key to success is to fail but to fail in the right way.But is there a right way to fail? Is there a right way to submit work you know is half-baked like I did during my first few months at my previous Job(Let’s call it Company X )?

Is there a right way to stumble through a presentation to the sales staff, as I did during
my first few months at Company X? Is there a right way to have a story killed? Is there a right way to do shit work? I don’t think actual failure is what’s being discussed. “Failure” is just the
word that makes the books and articles seem more intriguing than they actually
are. Actual failure is awful and expensive. It’s devastating.

Failure teaches you nothing. You should not consider “failure” a positive outcome. Not early.
Not often. Not ever, if you can help it. Really, what’s being discussed is: mistakes. All of the studies that the books and blog posts cite basically boil down to two messages.

1. Humans hate to make mistakes.

2. A key determinant of success is both accepting that you will make mistakes and paying attention to the mistakes that you make.

One of the most cited experts on this topic is Stanford psychologist Carol Dweck, who pioneered the idea of “mind-sets.” People with “fixed mind-sets,” she says, believe their abilities are unchangeable—a belief that causes them to shy away from situations in which they might fail. By contrast, people with “growth mind-sets” embrace challenges because they believe they can become smarter and more capable even if they don’t succeed. They’re willing to get things wrong but more important, they’re ready to listen to the feedback.


Screwing up is not a defining thing. This is such a useful attitude to have. I’ve only just recently adopted this mentality. It’s made my work better. It’s made the process more efficient. And I have a lot more time to spend with my family.
What people with a growth mind-set know is that mistakes are useful when
you’re willing to have a conversation about them, when you’re willing to be
corrected.


But actual failure? Humiliating, devastating failure?


Aside from teaching us that certain decisions are bad decisions and that we
should not make them twice, failure totally blows. But mistakes are amazing.
The main failure of my first couple of years in New York was the shame I
felt at making mistakes. If I have a regret, this is it. I was too caught up in the
fear of making mistakes. I sometimes acted timidly. In the short term, I probably
did “better” work, but in the long term I did worse work because I didn’t allow
myself to get my mistakes over with early. I would stay at work until midnight
working on a headline. I would refine a single joke over two or three days.
There is nothing wrong with focusing on the details. But focusing on the
details at the expense of your personal life is not a good idea.
Now that I’m a manager, if I see someone hanging on to something for
what I think is too long, I will tell them to give it to me. As is. Just turn it over.
Doing work too fast is a bad idea. But doing work too slow is a terrible idea.
The last thing a boss wants is to be left without any options if the work isn’t
good enough. Being fastidious is possibly the worst thing a young worker can
do. The work is probably not going to get to where it needs to be no matter how
long you hang on to it. So turn it in early and then make corrections. You’re
supposed to do bad work.


Everyone wants you to do bad work.
Everyone.


Your boss wants you to get it out of your system and learn what not to do.
And your peers want you to make mistakes too. Either they understand the
value of a fearless colleague or they just want to feel superior . . . if they even
notice. Loads of studies have shown that we tend to think people pay attention to
us twice as much as they actually do. This is the spotlight effect.

And you don’t realize it, but you want to do bad work too. Because in every
bit of bad work, there is always a kernel of something good. Bad work is 2 to
13 percent good. Your job is to pick through the mess you create and find that
good.

Other people will help you find it. Let them.

How to Screw Up Early On in a Job

You want to screw up. If you don’t screw up when you start out, then
you are overqualified for the position. Because if it was anything less
than a big opportunity that affords you a ton of growth, then you would know
how to do everything that’s required. That it feels overwhelming—that you make
loads of mistakes—lets you know that you took a big step, that you’re learning
things, that you’re being challenged. Little failures are how you know you’re
succeeding.
Once few things have been checked off . . . congratulations,
you’re on your way!


1.Reach out to shake an important person’s hand in inappropriate circumstances. Such
as:
while they are eating food.
while they are in the middle of a conversation with someone else in a restroom.


2.Pretend you are intimately aware of something that you actually know nothing about
and keep speaking about it until your ignorance becomes obvious.


3.Conspicuously avoid making eye contact with someone you admire because you are
either blinded by their glory or cowed by their power.


4.Speak very loudly anxiously.


5.Really screw up a presentation. By, say, forgetting how to swallow your own saliva.

6.Loiter around a group of people at a party. Then sidle up to them.


7.Then insert yourself into the conversation awkwardly.


8.Use the phrase “first-day jitters” on your first day.


9.Feel like you want to go home, home being a metaphor for any metaphorical place that possibly involves being metaphorically tucked into a metaphorical bed.


10.Glare at your own reflection in the mirror as if you want to fight yourself.


11. Attribute your first big accomplishment to luck and deception.


12.Due to fatigue and intimidation, clam up at dinner on your first day at work with all of
your new colleagues, including your boss. Like, clam up. Like, do not say
anything.

Congratulation! With these goofups, you are ready to go big.

Why do people leave their jobs?

According to the SHRM/Career Journal survey, the major reasons employees quit are as follows:

  • Compensation and benefits (53 percent)
  • Career development (35 percent)
  • New experience (32 percent)
  • Job security (21 percent)
  • Career change (21 percent)
    Followed by the management indictments of:
  • Poor management (20 percent)
  • Boredom (18 percent)
  • Conflict with values (18 percent)

So what is the message here? Of course, all employers run a risk in the employment marketplace if they are not prepared to provide competitive and equitably administered pay, benefits, and other conditions of employment. But most people want much more out of a job than high pay and comprehensive benefits.

Employees want a career and a reasonable job security. They want an employer who thinks about them and their individual development, possible new experiences, and equitable consideration for advancement. Most important, they want to work for an organization and person they respect.


Should we not, therefore, work more on those employee-centered issues, especially since many of them “come for free” through improved HR practices and improved first-line supervision? Examples include good employee relations, career development, job enrichment and rotation, and reasonable opportunities for advancement. Then try to buttress those efforts with a work environment characterized by its challenge, appropriate values, and reasonable security, including the ability to speak up and be heard
without fear of retribution? What do you think?

Gaga about Gig Economy

The economical effects of the recent Lock-down
Source: Berkeley College

Knowledge is indeed power, then you have at your disposal the most powerful tool in the history of mankind. I have heard many writers bemoan the fact that technology has not impacted the world in the ways depicted in so many science fiction films. There are no flying cars and very few silver jumpsuits. And yet, in my view, the many ways that technology has actually changed the world are actually even more interesting. For example, the Internet has changed how we communicate with one another, how we entertain ourselves, and how we work. Nobody could have predicted it.

If you want to work four-hour days and are willing to take the cut in income that comes with that, then that’s your call. If you want to finish work early one day “just because,” then most of the time you can. If you want to work an extra hour a day and stop working Mondays, then that’s an option too. There are limits to this flexibility, of course. If you continually shirk on your deadlines, then people are going to stop working with you. And if your contract requires you to be online during certain hours, then you can’t pack in early without telling anyone.

I also believe that, in many ways, being self-employed is actually a more stable and reliable way to earn money versus working for an employer. Think about it: If you are employed by just one company and that company goes under, you’re out of a job. No more income. The same goes if you get let go. But if you have ten ongoing clients, what are the chances that all of them are going to up and leave you at the very same time? Very slim, one would hope. Not only that, but more and more people are going to be turning to freelancers as word gets out. Why would a company limit itself to the local pool of talent when it could go online and find the very best in the business to do the job? Why would a company spend resources and office space on a permanent member of staff when it can get the same work done with no overhead, no administration, and no commitment?

Now I’m being purposefully contrary. But the point I’m making is that you will be working on your own much of the time. That means a lot of isolation, and for some people, being part of a “team” is one of the big perks of work. For that reason, this type of career is arguably better suited to introverts(yay). That said, when the time comes to speak with a client in person, it can help to be a bit more extroverted (there is such thing as an ambivert!). If you feel you will suffer as a result of not being around co-workers, then you need to make sure that you make up for it by jam-packing your free time with social alternatives.

But again, this comes down to personal preference. There is also a fair amount of admin and “fiddly stuff” to contend with when setting up any business. While a sole proprietor has less to worry about than a limited liability company, you do still need to consider things like filing tax returns, logging your expenses and income, dealing with clients, investing in marketing (maybe including trademarks), and more. You’ll need to sign up for websites, and you may wish to create your own business website. All this can be a headache and it is often a considerable “barrier to entry.”

In other words, if you’re not 100% sure about working as a freelancer, potential admin tasks may be enough to deter you from diving in. The good news is that you can take these responsibilities on slowly and eventually automate or outsource a great deal of them. But in the interests of balance, let’s consider risk. At the end of the day, you won’t be employed. You won’t have a long-term contract. There is no guarantee that the work will keep coming.

That’s a shift in the way we have been brought up to view work, and for some, that’s bound to incite just a little anxiety.

A Bad Economy Is a Great Opportunity

Instead of fearing the waves ,we should learn to navigate through it

A pessimist sees the difficulty in every opportunity; an optimist sees the opportunity in every difficulty —Winston Churchill

As we continue to face the worst economic times since the Great Depression along with the Pandemic it is only natural to be worried. Sometimes it feels like the challenging financial times are never-ending. Despite the gloom, I know that the glory days will be back soon. History and experience tell me so.

Many companies in history and smaller ones too thrived during a bad economy. For example, Microsoft, founded by Bill Gates and Paul Allen, was started during a recession in 1975. During that time, unemployment was high and gas prices were through the roof due to OPEC’s decision to increase prices drastically. A few other companies founded during difficult economic times are Disney, IBM, and General Motors. Similarly, many companies already in existence have made comebacks during challenging financial periods. Perhaps the most familiar and recent example is Apple, which began its resurgence in 2001 during the dotcom bust and the effects of the September 11, 2001, tragedy. As I reflect on companies that weathered the storm, I want to remind myself that 2020 is also no different.

Despite the bad signs, I am fortunate that my youth(?!?)and temerity enables me to see the world through a positive lens. I know that hard work would pay off, no matter what the circumstances. It certainly would. In short, entrepreneurs do not allow a bad economy to hold them back from accomplishing their goals. Ironically, poor economic conditions often have the opposite effect; they motivate entrepreneurs more and propel them to success even faster.

Times are not so great as I write, but entrepreneurs ignore the zeitgeist and create positive circumstances. They roll up their sleeves and get to work, anticipating the next growth period. That’s where I want you to be: ready to grab the bull by its horns and ride.

Indeed unprecedented times call for unprecedented actions.

Why “learn, unlearn, relearn”?

Adult education experts estimate that up to 40% of what tertiary students are learning will be obsolete a decade from now when they will be working in jobs that have yet to be created. Indeed, the top 10 most in-demand jobs today didn’t even exist 10 years ago. To say that we live in a changing world understates the speed of both the pace and the scope of ongoing change.

In this perspective, the education system is undergoing a major overhaul.

Illiterate of the 21st Century will not those who cannot read and write, but those cannot learn, unlearn and relearn – Alvin Toffler

How does our brain work in the encoding of long-term knowledge?

Unlike babies who do not have any prior knowledge (concepts, beliefs, ideas, values, theories,…), we learn new knowledge by reference to those we already know. We focus on the points of similarity between them to select the information that reaches the brain.

At this stage, it is necessary to know how to differentiate between short-term memory and long-term memory. The first is part of the memory system where limited bits or simple chunks of information that have attended to are held a brief amount of time (5–20 seconds) for processing then lost. So let’s say “use it or lose it! ». On the other hand, long-term memory is the part of the memory system where processed information is stored, managed, and retrieved for later use.

The first step to creating a memory is called “encoding”. It’s when you notice an event or come across a piece of information and your brain consciously perceives the sounds, images, physical feeling, or other sensory details involved.

It is, therefore, necessary to actively review the information we have noted or heard through training to enhance, reorganize, strengthen, and making them easier to retrieve: passive proofreading with highlighting is of no use here. It is preferable to use practical scenarios, quizzes, or even conversations with peers about the concepts discussed. The visualization of learning supports such as graphs and images also improves the anchoring during the rehearsal.

The more consolidated the memory subsequently becomes and the easier it will be retrieve later. Likewise if the learner is made aware of organizational relationships during memory formation, the easier it will likely be to retrieve the memories.

Of course, you have surely heard some people say that he was not good enough in mathematics, in studies in general. Yet Albert Einstein was the worst of the dunces in class, many dyslexics like Steve Jobs did not follow the university path at all, and yet they became true “geniuses”, or rather visionaries.

2. It’s all about the Mindset

We will not stumble upon reading Dr. Carol Dweck’s book “Mindset” to understand that:

  • Those called fixed-mindset are people who have limiting beliefs that prevent them from evolving in the acquisition of skills as long as they are outside their comfort zone. They feel unable to overcome certain problems and lack flexibility in managing their emotions.
  • On the other hand, the so-called growth-mindset is characterized by a certain amount of curiosity, ease, and perseverance in solving difficult problems. They have better stress management. It’s a sort of mental attitude about critical thinking and curiosity. It’s about the mindset of looking at the world in a playful and curious, creative way.

In terms of skills acquisition, from a psychological point of view, we will have to use certain strategies to motivate fixed-mindset people to leave their comfort zone, by restoring their confidence in their ability to succeed step by step and to put them in confidence during the learning process with:

  • relevant and encouraging feedback allowing them to work on their weak points. Success will depend on what the learner does with his or her feedback, giving the learner the opportunity to progress and challenge his or her own disabling beliefs.

“When people express opinions that differ from yours, take it as a chance to grow. Be curious, not defensive. The only way to disarm another human being is by listening”. Glennon Doyle Helton

  • a small win and sometimes reinforce their sense of self-efficacy, confidence in moving forward.
  • joint work to be done with peers at a slightly more sustained level to receive further feedback, feel a sense of belonging to a group and persevere, or even challenge with them while avoiding unnecessary pressure.
  • work to be carried out with increasingly increasing difficulties over time that they can achieve in such a way that they understand the meaning of the effort, purpose and in fine let them know that struggle is an integral part of the learning process. Each small step they achieve leads to a small win and sometimes reinforce their sense of self-efficacy, confidence in moving forward.

This so-called heuristic method makes it possible not to separate the least efficient from the most “intelligent”, providing opportunities for choice, control, a collaboration which are good strategies to increase the “academic” level if it is the education system. This is a far cry from the elitist method, but it is no less interesting.

Scientific research has also shown that, in terms of motivation, the stronger the feeling of belonging to a group, the higher the results of assessments. Students, learners who have negative stereotypes (historically marginalized groups including women who enter quantitative fields) associated with their identities (gender, race, cultures, beliefs, socio-economical level) worry about their teacher, instructor/coach, expect them. They can increase stress, anxiety, undermine student motivation which is a source of failure, of abandonment for the learner. This is why it is important to create a climate of trust. By promoting the idea that critical, constructive feedback is a sign of a teacher’s confidence in a learner’s potential to reach high standards and skills.

More than two centuries ago, Benjamin Franklin wrote, “You tell me, I forget. You teach me, I remember. You involve me, I learn”. It’s always so true!

But Hiring is discrimination

Let’s not jump to conclusions!

Don’t get all worked up reading the title! All the George Floyd discussions on racism, discrimination, and biases got me thinking that we as HR professionals or any human being for that matter,” Are we devoid of that?” I want to ask you all “Can we really get rid of discrimination?

As a hiring manager I have discriminated candidates based on their education, location, and maybe overall personality (Though I do not want to disclose it even to myself let alone to the world on my blog) and I am sure you are no different. In return, I am also discriminated against as a woman and as a job-seeking candidate. Maybe because the recruiter doesn’t like my face or my qualification (what is a Dentist doing in HR? Another confused kid?). The Dentists on the other hand discriminate against me because I was a fool to leave a noble profession (how dare she disrespect the profession by wasting one precious seat?!?) totally forgetting that I am actually doing them a favor by not adding to the competition!

And then there is discrimination as a Woman. Not long ago a Manager reprimanded me for considering a pregnant woman for a role which I seriously thought she was fit for. “But Anuya, why don’t you see that she will head for her Maternity Leave within 6 Months? Why do you want to hire someone who wouldn’t come to the office as soon as they join?” With “work from home” becoming a norm I hope to see some positive changes for women wanting to go on Maternity Leave, they shouldn’t be forced to choose between two loves. Moreover, it’s no secret that women often are employed at lower-paid positions, and if the position is the same as men, the salary will be lower at least.

She has to do so and so because she is a woman.” That so and so can range from doing the dishes to doing babies. And I am neither against doing dishes or babies but can I really escape me being a woman? I revel in me being a woman but could I escape it if I didn’t like being one? Do we really have a choice of what defines us and what doesn’t?

Research says that a woman is a more undesirable employee (?) than a man. Oh, can she stay late? Or travel to that far away office all on her own? It is proved that most employers (and they, as a rule, are represented by men) prefer to hire men and show prejudice against women workers (Jerenberg R. and Smith R., 2014).

Let’s not forget that recruiters are technical Buyers. Their performance is judged on how well candidate/s match the given requirement.

If you aren’t a 90-100% match on paper, you won’t get called. And you can’t be more than 100% match either (talk about impossible standards!)  Studies show that discrimination in employment can be categorized into four types: taste discrimination model; statistical discrimination; discrimination on the basis of monopsony power, discrimination on the basis of occupational segregation.

  1. Taste discrimination model (Becker’s ‘employer taste’ model) is based on the work of Gary Becker and develops the idea that some workers, employers or customers do not want to work with or come into contact with members of other racial groups or with women. In India that racial discrimination can be categorised as religious or caste-based discrimination. No explanation is given as to why this prejudice exists, rather it is simply assumed that there is a ‘taste’ or preference against people from disadvantaged groups and that this taste can be treated in exactly the same way that economists would analyse individual preferences between goods and services(!?!)
  2. Statistical discrimination is the orientation of the employer on his/her predictions about the possible performance of a particular group, for example, men and women. The applicant in the selection of a job will set the wage that corresponds to the value of the average productivity, although the individual performance of the applicant will be different from its value in this group.
  3. Discrimination on the basis of a monopsony power of the employer is based on the idea of a single buyer, a monopsonist, who sets wages below marginal revenue product. The more inelastic the Labour supply, the lower are wages relative to productivity. By differentiating wages between groups with different elasticities of Labour supply, the monopsonist may obtain higher profits. Gender is one of the dimensions along which the employer may discriminate. If female Labour supply is more inelastic than male Labour supply, women will earn less than men relative to their productivity, and thus face a higher level of exploitation in the Labour market.
  4. Occupational segregation is a very dangerous form of discrimination in society, as representatives of different groups of workers have unequal access to the different kinds of Labour activity. Occupations are locked between men and women, between the newcomers and locals and so on.

So, when you are saying “Yes” to something you are saying “No” to something else, and let’s not deny that. When Darwin said “Survival of the fittest” he didn’t know his concept was so widely relatable not just to Science but to all walks of life.If you go looking for discrimination, you’ll find it! While criticizing discrimination let’s also look at shifting perspectives.

Let Rejections be just improvement areas disguised as roadblocks. None of us like rejection but that is the part of the process and necessary so. Our perspective should be, “Was that discrimination justified? Was I not hired because there was a better suitable candidate or Was, I rejected because something in me triggered the recruiter and he/she acted out of their sub/unconscious bias?” are the questions we need to ask not only as interviewees but also as interviewers.

All in all, I am against biases or any discrimination which is demoralizing, dehumanizing, and downright ridiculous. I want to raise my opinion about how any selection process is in fact discrimination albeit indirect. You are discriminating when you are buying groceries, selecting a mate, or deciding which work to do first. Let’s be conscious of our biases and act better. Let’s take discrimination positively and also let’s discriminate only on the basis of quality. Let’s be generous in our outlook and be open to thought processes that are not similar to our own.

Let “the best” Man, Woman, Idea, process, policy, rule, habit (and the list goes on) win and may we also strive to discriminate our older versions against our not so good versions and be on a continuous process of reinventing ourselves. While we cannot completely remove discrimination, we can definitely make better use of it.

References:

*Discrimination issues in the process of personnel selection Krinitcyna Z.V. a *, Menshikova E.V.

Dream Job Anyone?

Source : Andy Art @trojantry

In the grand scheme of things, the concept of a “dream job” of a job as more than a means to an end is a relatively recent phenomenon. It’s always been a notion steeped in privilege, requiring a certain level of security as a worker to dive in.

Now, as the coronavirus pandemic has reshaped so much of what we took for granted, will be a privilege afforded to even fewer whether through layoffs or sweeping changes to their industries, many people who have been fortunate enough to work toward their professional dreams have now hit a hard stop. And as we look to the unfamiliar future of work, it may be time to reconsider not only whether the dream job is a feasible thing to aim for, but whether aiming for it serves us well at all.

While the questions may seem simple, it’s all too easy to leave them unanswered as we adopt the one-size-fits-all definition of success. But the answers matter especially now when so many people are being forced to look elsewhere to find the fulfilment they once sought through work.

The loss of a job or a career path that you believed was right for you, the evaporation of this kind of dream, may seem like a small sadness in contrast with the deep grief that so many people have suffered during the pandemic. But it’s still grief in its own right. In time, however, it can also feel like an opportunity, or at least a chance to reset: If you have no choice but to create a new path for yourself, what can that path be? Does your job itself need to be a major source of emotional satisfaction, or could you focus on finding something that helps you achieve other things in your life that make you happy stability, time with your family, the opportunity to live somewhere you like, a chance to connect with your community, the space to be creative without needing your creativity to drive your income?

For many, working life will never be the same. People working on the front lines in essential services are risking their lives in ways that their job descriptions never entailed, and they may live with the trauma of that forever. Millions of people have lost jobs that they loved because they can’t do them from home, or because their employers couldn’t sustain businesses without serving customers in person, or because the domino effect of the economic crisis has required their organizations to restructure in order to survive. Others, lucky enough to hang on to their jobs, have found themselves questioning whether their employers will expect their physical presence in their offices ever again.

Would love to know your thoughts on this 🙂

The Remote Toolbox

Source: www.kinsta.com
#remotework #productivitytools #teleworkers

There have never been more tools to help make remote working possible. Here’s what I am in the process of experimenting with.

Basecamp. No matter where you are, or where you work, Basecamp is available in your web browser or on your mobile phone (and it even works with plain old email!). On any given day we’re running nearly thirty separate projects on Basecamp. Check out Basecamp at http://basecamp.com.

 WebEx. WebEx is a go-to tool when you want to share a screen, give a product demo to someone who isn’t in the office, and set up show and tell conference calls. Check out WebEx at http://webex.com.Great alternatives we sometimes use include Go-To-Meeting (http://gotomeeting.com) & Join.Me (http://join.me).

 Know Your Company. If you’re CEO or owner of a company with between twenty-five to seventy-five people, and you’re having a hard time staying current on how your employees feel about your company, culture, leadership, management, workplace, decision making, etc., then Know Your Company is a must. This is especially important if your company is remote , since you see people less often and remote cultures are trickier to manage. Check out Know Your Company at http://knowyourcompany.com.

Skype. Excellent for international calling, conference calls, video conferences, and even basic screen sharing, it’s hard to go wrong with Skype when you need to talk to people who aren’t nearby. Extremely reliable, and widely adopted, and available for just about every platform under the sun. Check it out at http://skype.com.

Instant Messaging. For quick text-based chats with one other person, it’s hard to beat Instant Messaging. If you’re a Mac shop, iChat/Messages is a good option. If you’re a Google shop, Gchat works really well. Or if you’re technically inclined, you can set up a Jabber server (ask your IT guys).

Campfire. It’s a great place to ask a question when you just don’t know who has the answer. You can even set up rooms for specific projects or teams inside your company. Check out Campfire at http://campfirenow.com.

Google Hangouts. The new kid on the block packs quite a punch. Google Hangouts is an incredibly easy way to fire up a private video conference with up to ten people. People can use their webcams on their laptops or cameras on their phones to jump in. The technology is top-notch, and it has some great features that highlight the person talking so someone “has the floor.” It really does a great job simulating being in a room together. Check it out at http://google.com/hangouts.

Dropbox. If you need to keep a trusted set of company files in one central place, and you want multiple people to have access to those files from their own computer, no matter where they live Dropbox your ally. Add a file to Dropbox and it’ll be saved in the cloud and also on any computer, phone, or tablet you have where Dropbox is installed. It works across teams, across countries, across continents. Check it out at http://dropbox.com.If you’re a Microsoft shop, Skydrive may be a good option for you (http://skydrive.live.com).

 Google Docs. If you need to collaborate on documents, spreadsheets, or PowerPoint-like presentations in real time, or if you just want to have a trusted spot for the latest version of a specific document, Google Docs is a great option. Check it out at http://docs.google.com.

 Coworking spaces. One of the great remote-work movements in recent years has been the proliferation of “coworking spaces.” We are all familiar with https://www.wework.com/. Here are some more predominantly in the US: Regus (http://regus.com) has more locations around the world than anyone else.LiquidSpace https://liquidspace.com/ is predominantly in the US, so is Desktime (http://www.desktimeapp.com) and the Coworking Wiki https://coworking.com/

Productivity Tools:

1. OneTab

It’s a browser extension that takes all your hundreds of open tabs and puts them on a single page in one tab. You go from lots of windows to one window with one tab, overnight.

2. New Tab Draft

New Tab Draft makes it so every new tab you open by default becomes a beautiful blank page that you can write down thoughts on.It’s minimalist by design and can be used to scribble ideas or to-do lists on.

3. Trello

One can see to do (not started), in progress (doing), and done.By seeing everything visually on a Trello Board, I could set due dates and see red for items that were overdue. It was better than any notes app or CRM for making me productive.

4. ConvertKit

It’s easy to use for people who hate sending an email (like me) and it’s straightforward to build email audiences and create some simple funnels.

5. Notes App

The brilliance of the Notes App is that it syncs with all of your devices. Now, this may seem stock standard but it’s not. The simplicity of the Notes App and the speed in which it opens and allows you to quickly write a note is brilliant. The speed is crucial because when you’re dying to take a note, you don’t want syncing or app updates to spoil your day and rob you of a good idea.

That’s all for now. Will keep updating this post as now we can be sure that more such tools will be coming and thriving in the market.

Why Delay Gratification?

Source: www.Thelollipopeffect.com

Studies show that delayed gratification is one of the most effective personal traits of successful people. People who learn how to manage their need to be satisfied in the moment thrive more in their careers, relationships, health, and finances than people who give in to it.

The way I see it, there are two paths we can take in any given situation: one is the path of avoiding pain in the moment, and the other is the more difficult path of delaying pleasure for a bigger purpose. Our cultural norms encourage us to seek Band-Aid solutions and temporary comforts. Basically, whatever it takes to ease our discomfort now. This is apparent in the prevalence of casinos, commercials for psychiatric medications, and get rich quick schemes in our culture.

Some people don’t see the value in having patience during difficult times or working toward a goal; they want to lose the weight now and would rather buy the latest, greatest cell phone than save for retirement. We often make our life choices according to how we can avoid pain in the moment and, in doing so, fail to see that the path of delayed gratification is sometimes where the real solutions to our problems lie.

Pleasure Principle

There’s a term in Freudian psychoanalysis known as the pleasure principle, which is the instinctual seeking of pleasure and avoidance of pain in order to satisfy biological and psychological needs. According to Freud, the pleasure principle is the driving force guiding the id, the most basic part of ourselves.

Freud compared the pleasure principle to the concept of the reality principle, which explains the ability to delay gratification when a situation doesn’t call for immediate gratification. Whether it’s saving for that future dream house, choosing a healthy lifestyle now to stay healthy as you age, or putting up with a difficult job to help boost your career for the long-term, delayed gratification can yield tremendous returns while helping you develop a tolerance for waiting.

According to Freud, the id rules the behaviour of infants and children by only satisfying the pleasure principle; there is no thinking ahead for the greater purpose. Children seek immediate gratification, aiming to satisfy cravings such as hunger and thirst, and seeking whatever they want in the moment to ease their discomfort.

Pleasure is central to our survival. We need things like food, water, and sex in order to survive and pass our genetic material on to the next generation. However, as we get older and mature, we must learn to tolerate the discomfort of delayed gratification if we have a greater purpose or goal in mind.

Unlike infants and young children, adults are characterized by their ability to delay gratification and tolerate hard work, discipline, and occasional unpleasantness in order to fulfill responsibilities and achieve goals. Mature adults don’t expect others to meet their needs. They understand and accept that they won’t always be gratified.

Regardless of what our developmental stages dictate, most adults have a complicated relationship with pleasure. We spend considerable time and money pursuing pleasure now instead of delaying gratification for a greater reward later. It’s complicated, because certain types of pleasure are accorded special status, such as wearing the latest fashion or driving a limited edition car.

Some of our most important rituals such as praying, listening to music, dancing, and meditating produce a kind of transcendent pleasure that’s become part of our culture. In this way, feeling good in the immediate term isn’t such a bad thing. It’s provided us with an opportunity to survive and experience some relief from our stress.

But what happens when you want to be instantly satisfied in all areas of your life? What happens when you only avoid pain? What results from needing to have the newest and most expensive car, even though you’re in horrible credit card debt?

Living for a purpose becomes impossible at that point, because a life spent avoiding pain doesn’t result in goals getting accomplished. It might be an easier life in the short term, but it won’t necessarily be a better life in the long run. When we live in pursuit of immediate pleasure, needing to have the newest gadget or accessories the moment they’re available, or wanting the perfect job without getting an education or working our way up from the bottom; we become just like toddlers again, completely incapable of delaying gratification. 

Being able to delay satisfaction isn’t the easiest skill to acquire. It involves feeling dissatisfied, which is why it seems impossible for people who haven’t learned to control their impulses. Choosing to have something now might feel good, but making the effort to have discipline and manage your impulses can result in bigger or better rewards in the future.

Over time, delaying gratification will improve your self-control and ultimately help you achieve your long-term goals faster.