Is learning a talent?

Few years ago I watched a movie called “yes man”, a year after I read two books “switch” and “mindset” and since then I embarked on a journey to try and learn as many things as possible, today my list of talents, hobbies and things I enjoy doing extends from playing the guitar to public speaking and includes singing, capaoira, dancing “not professional yet”, chess, leadership and meditation.

During this period I realized that the real talent I have acquired is called “learning” or “the passion to learn”, one might argue that learning as an act couldn’t be a talent, therefor I am not going to disagree instead I will explain and leave it to you the reader to accept or not.

Learning something consist in simple terms of knowing the basics of the thing you want to learn and understanding the process of learning.

Take singing as an example, for many of us singing seems like something either you know or you don’t the truth is singing is

  1. Understanding the basic of music tune, rhythm and beat
  2. Learning how to breath in the right way
  3. Understanding your voice range
  4. Phrasing…etc.

On top of all that, the understanding that learning anything will take time, and mastering it takes even longer, you might have heard of the 10,000 hours rule.

Above all learning and especially in the beginning take patience and dealing with the frustration in the early stages of it, the uncertainty whether you are doing the right thing or not or are you going to really be good at it. So why do I call “learning” a talent, I do because my brain had become better to the process that he doesn’t doubt he will get there anymore, my brain is also extremely tolerant to the learning frustrations to the extent that I barely feel it anymore.

I will conclude my post listing what I would call my “recipe” to master learning

  1. Try to learn as many things as you could like the yes man say yes to opportunities
  2. Have faith that you can learn anything, your mindset is highly influential over your learning
  3. Yes learning at the beginning is frustrating, your brain is going through an unknown territory, there is nothing the human brain hate as much as the unknown, constant learning ease that process

So what are you waiting for get comfortable, have an open mind and start the learning.

On Andrew Carnegie’s Tombstone

Here lies a man
Who knew how to enlist
In his service
Better men than himself

What I have learned from Warren Buffett?

The man is known as the greatest investor and I think we all agree that if you want to learn then you should learn from the best, the whole concept of investment might sound complicated at beginning, but hearing it from him I could give you what I would call the golden rules to a successful investment and I will keep them as simple as possible

  1. Never follow the herd: don’t invest in something just because everyone else is investing in it, don’t let your emotions lead you into the investment, think rationally.
  2. Instead invest in what you know, if you know retail invest in retail if you know hospitality invest there.
  3. Most important if you are choosing shares, stocks or bonds: don’t just base your investment on the performance history of the company instead find out about the company itself the board of executives, read the news and even go meet them if possible.
  4. Last and I think the most basic always diversify your basket of investment, more than one company, maybe different industries and defiantly low, medium and high risk investment

If the above works for him I am sure it will work for all of us. It is not science trust him ;)

Oh Dear Sleep, The Truth

Russell Foster: Why do we sleep?

true power

Knowing others is intelligence; knowing yourself is true wisdom.
Mastering others is strength, mastering yourself is true power.

—Lao Tzu

The Danger of Micro Management

Dear micro managers, yes I am talking to you, and if you really know that you are already one then please try as soon as possible to change yourself. You are ,my dear friend, contributing not only to your lack of growth, you are destroying businesses and killing the ambition in many younger employees.

Now let’s assume you still don’t know you are a micro manager and interested to know. It is easy all what you have to do is to ask yourself the below questions when you are about to deal with your subordinates, keeping in mind I personally discourage the use of such word, or peers.

  1. Are you monitoring and assessing every step of the business process?
  2. Do you have to make all the decisions in behalf of your team?
  3. Are you irritated when a subordinate makes decisions without consulting you? Especially the decisions which are in the level of the subordinate’s authority.
  4. Do you frequently ask for unnecessary and overly detailed reports?
  5. Do you want a detailed performance feedback and to focus excessively on procedural trivia rather than on overall performance, quality and results?
  6. Do you get upset every time you see your subordinate is not on his/her seat?

If the answer is yes to most of the questions above, then you are my friend a micro-manager, the type of manager who is limiting her/his growth, her/his team growth and even wasting your organization resource (money and time). While such management styles could be tolerated in the finance department, as you know you need attention to details there, it is defiantly not in either sales or marketing as your strongest assets is creativity.

As harsh as what I am writing here might sound the reason you are a micro manager is related to the fact you are emotionally insecure, and you have doubts in everyone competency and ability, I don’t think anyone could or should call her/him-self the smartest person in the world. On top of that if you, my friend, trying to convince yourself that you are doing that for business reasons then the truth is you are often doing that to feel useful and valuable and/or to create the appearance of being so.

And if for a while you decided to leave aside all above and think rationally instead you would know that your behavior is

  1. Creating resentment in both “vertical” (manager-subordinate) and “horizontal” (peer-peer) relationships
  2. Damaging the trust in both vertical and horizontal relationships
  3. Is interfering with existing teamwork and inhibition of future teamwork again both horizontal and vertical.

I will conclude with an advice now I don’t want to claim that I own all the wisdom in the world but micro management is defiantly standing in your way. Ask yourself a simple question if you had at team of 7 instead of 2 people or 20 instead of 7 would you be able to micro-manage all of them? if you want to be the CEO even of a small organization you will have I guess at least 10, I don’t really know what you are think right now in any way I offer you below few tips that might help you change your behavior if you wanted to

  1. Enable your team to make decisions especially the ones in their level of authority.
  2. Make it clear to yourself that all what matters are results, so sit clear results and expectations then enable your team to follow through, control the urge to look at every small detail to anything they do.
  3. Look at the bigger picture if it looks beautiful no matter who actually did the small details in it, you my friend, is who actually made it happen.

Good luck!

Coco

Either I die as well, or I finish what we started together.

I know that I need to know

To be conscious that you are ignorant of the facts is a great step to knowledge.

- Benjamin Disraeli

How high we are?

We never know how high we are
Till we are called to rise;
And then, if we are true to plan,
Our statures touch the skies—

The Heroism we recite
Would be a daily thing,
Did not ourselves the Cubits warp
For fear to be a King—

by Emily Dickinson

Five Myths about Leadership

1) The Management Myth – that leading and managing are the same. Leadership is about influencing people to follow, while management focuses on maintaining systems and processes. Managers can maintain direction; to move people you need influence.

2) The Entrepreneur Myth – entrepreneurs are skilled at seeing opportunities and going after them. But not all of them are good with leading people in their vision.

3) The Knowledge Myth – neither IQ nor education necessarily equates to leadership.

4) The Pioneer Myth – being a trendsetter is not the same as being a leader. To be a leader, a person has to not only be out in front, but also has to have people following his lead.

5) The Position Myth – leadership is not based on rank or title. It’s not the position that makes the leader; it’s the leader that makes the position.