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Benjamin Hardy is an organizational psychologist and the author of Willpower Doesn’t Work and Personality Isn’t Permanent. He also co-authored Who Not How with Dan Sullivan, which sold over 120,000 copies in the first 4 months of publication. Their most recent book is called, The Gap and The Gain. His blogs have been read by over 100 million people and are featured on Harvard Business Review, the New York Times, Forbes, Fortune, CNBC, and many others. For several years, he was the #1 most-read writer on Medium.com.

Notes:

• The broaden and build theory — Dr. Barbara Fredeickson — shows that positive emotions are the starting point of learning, growth, and high performance
• “Competing against someone else puts you in the gap. Your happiness as a person is dependent on what you measure yourself against.” More specifically you measure your own gains, rather than worrying about other people.
  • When we measure ourselves against that ideal, we're in "the GAP." However, when we measure ourselves against our previous selves, we're in "the GAIN."
• "This one simple concept is a masterclass on positive psychology, healthy relationships, mental well-being, and high-performance. Everything that psychologists know about how to create a high-functioning and successful person can be achieved using The GAP and the GAIN."
• Who Not How -- Life is about surrounding yourself with the right WHO’s. Who are the WHO’s in your life to help you achieve what you want?
  • “Surround yourself with people who remind you more of your future than your past. —Dan Sullivan”
• Commitment creates freedom -- Once the decision is made, then you can focus on the work. I like thinking of it that way and in a way it frees your mind when the decision, the commitment has been made.
• “Your behavior doesn’t come from your personality. Rather, your personality is shaped by your behavior. When you act a certain way, you then judge yourself based on your actions. Hence, you can quickly alter your identity simply by altering your behavior.”
• “The belief that you cannot change leads to a victim mentality. If you are determined by nature to be what you are, then there is nothing you can do about your lot in life. Conversely, the belief that you can change leads you to take responsibility for your life. You may have been born with certain constraints, but you can change those constraints, allowing yourself to improve and grow.”
• “Don’t join an easy crowd; you won’t grow. Go where the expectations and the demands to perform are high. —Jim Rohn”
• “You are never pre-qualified to live your dreams. You qualify yourself by doing the work. By committing—even overcommitting—to what you believe you should do.”
• “You shape the garden of your mind by planting specific things from your environment, such as the books you read, experiences you have, and people you surround yourself with.”
• “True learning is a permanent change in cognition and/or behavior. In other words, learning involves a permanent change in how you see and act in the world. The accumulation of information isn’t learning. Lots of people have heads full of information they don’t know what to do with. If you want to learn something quickly, you need to immerse yourself in that thing and immediately implement what you’re learning.”
• “You need to deepen the quality and intimacy of your relationships with other people. Our culture is being shaped to isolate us more and more from each other. Addiction is becoming an epidemic. When you have deep and meaningful relationships, your chances of unhealthy addiction are far less. The following are four principles for overcoming harmful defaults in your environment.”

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Twitter/IG: @RyanHawk12    https://twitter.com/RyanHawk12

John McWhorter teaches linguistics, philosophy, and music history at Columbia University, and writes for various publications on language issues and race issues such as Time, the Wall Street Journal, the Daily Beast, CNN, and the Atlantic. He’s also the author of many books including his most recent New York Times bestseller, Woke Racism - How A New Religion Has Betrayed Black America.

Notes:

• How to change someone's mind?
  • "I try to understand where other people are coming from. I am not surprised by anyone. I think you need to listen to it from their point of view and not assume that anyone is crazy or evil."
• John recommends pragmatic action against racism involving only three programs: an end to the war on drugs, teaching reading by phonics to children lacking literate households and, promoting the idea that not everyone needs a college education to succeed.
• “I don’t think of myself as brave. What I really am is a failed lawyer. My issue is if things don’t make sense to me, I just want to try to make sense of it and I want people to understand what I mean.”
• John believes that affirmative action should be based on class, not on race.
• What to do if your leadership team is not well represented by people of another race?
  • From John: "Don't hire a token black person. Don't hire someone just because they are black. They need to be qualified for the role."
• Expansion from Dr. King's statement about judging someone for the content of their character rather than the color of their skin... "I agree with that, but I think you also have to look at class, and if they come from a poor upbringing."
• John criticized the 2018 book White Fragility following its resurgence in sales during the George Floyd protests beginning in May 2020, arguing that it "openly infantilized Black people" and "simply dehumanized us," and "does not see fit to address why all of this agonizing soul-searching (for residual racism by white people) is necessary to forging change in society." He said, "it's a true horror of a book. The worst book I've read since I was 16."
• Qualities John looks for in a friend:
  • A wry sense of humor
    • You have to "see beyond level 1" and be smart to have this
    • "They don't have to have the MSNBC take on race"
    • "I want coherence."
• From Woke Racism:
  • "The people wielding this ideology and watching its influence spread ever more are under the genuine impression that they are forging progress, that reason and morality are in flower. However, society is changing not because of a burgeoning degree of consensus in moral sophistication. What is happening is much cruder. Society is changing not out of consensus, but out of fear."
• Life advice:
  • Don't get a degree in law unless you want to practice law
  • To the extent you can, follow your passion
  • "Follow your own gut. Go with your own mind. You'll have a much richer adulthood doing this."
• Linguistics: the scientific study of language and its structure, including the study of morphology, syntax, phonetics, and semantics.

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red Reichheld is the creator of the Net Promoter Score system of management. Also known as “NPS.” NPS is used in two-thirds of Fortune 500 companies. Fred has worked at Bain and Company since 1977. He is also the best-selling author of five books, including his most recent, “Winning On Purpose.” Fred graduated with Honors both from Harvard College (B.A., 1974) and Harvard Business School (M.B.A., 1978).

Notes:

• The ultimate question: “How likely are you to recommend this brand to a friend or colleague?”
• Fred views "Net Promoter Score" as "Net Lives Enriched."
• “At Bain, we came to realize through our own experience that the frontline team leader sets the tone, models the values, sets the priorities, and balances individual needs with team needs. Given this critical importance, we select leaders with great care and invest heavily in their training and coaching.”
• The difference between good profits and bad profits. Play the long game. It’s not helpful to earn a profit from someone who had a bad experience.
• Negotiation - Try to give the other person as much as possible. The story of the Costco CEO sharing the extra profits with others... Think about how you can do this in your negotiations with family, friends, and work colleagues.
  • The Costco leaders always think of how they can put they can love on their customers
• How can you turn someone from a detractor to a promoter?
  • Pleasantly surprise your customer
    • The Certa Pro Painters example - They train their teams to seek out opportunities for acts of kindness. For example, when they are on a ladder up high painting a wall and notice a light bulb is out, they will put in a new light bulb (for free). They go out of their way to surprise and delight their customers.
• Richard is a big believer in the golden rule: Treat others as a loved one should be treated. When customers feel loved, they come back, and they tell all of their friends.
  • "You want a workforce that is inspired to treat others as loved ones."
  • "The leader's job is to love their team."
• Front line leaders -- Make sure you're constantly getting feedback.
• Dr. Martin Luther King Jr. - "Everyone can be great because everyone can serve."
• Earned growth rate - Warby Parker - 90% of their business through referrals
• Joe Girard - The top-selling car sales professional of all time - "I hope you get a lemon." "What! Why would you want me to get a bad car?" "Because then I get a chance to show off. I will give you the best customer service experience of your life. And after I do that, you'll buy cars from me for the rest of your life. And you'll tell all of your friends and family to do the same."
• Good profits - Earn from promoters
• Bad profits - Profits from detractors
  • "You don't deserve profits unless the customer is happy."
• “Where there is individual accountability, things get done. Measure is another magic word: what gets measured creates accountability. With no standard, reliable metric for customer relationships, employees can’t be held accountable for them and so overlook their importance.”
• “These companies manage to balance the need for profits with the overarching vision of providing great results for customers and an inspiring mission for employees.”
• How to sustain excellence?
  • Think of NPS as your moral compass
  • Great leaders create a community by living the golden rule
  • Enrich the lives you're responsible for
• Life advice:
  • Your WHO - The people you spend your life with are everything
  • Only invest in places where you can bring something of value

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Gino Wickman is the author of the award-winning, best-selling book Traction: Get a Grip on Your Business, which has sold over 1 million copies, as well as five other books in the Traction Library that have sold almost 2 million copies.

Notes:

• Keys To Sustaining Excellence:
  • Fanatical about excellence
  • Stamina
  • Endurance to stay with something
  • Drive - a desire to succeed, to win
• Gino believes that entrepreneurship is nature, not nurture (you are born with it)
• What's usually missing in someone who thinks they're an entrepreneur, but they're not? The ability to take a big risk.
• Gino's dad was an entrepreneur. His two brothers are not.
  • Gino set a goal to be a millionaire by the time he was 30. 
    • He achieved that goal... And then went broke two years later.
• It took more than five years to create Traction. He worked with more than 50 companies testing the ideas. He eventually found patterns and trends.
• Delegation -- Gino obsesses over delegating at least one task for the last 30 years. This has helped him scale his business.
• The difference between a visionary and an integrator:
  • Visionary - Wild and crazy entrepreneur
  • Integrator - Run the day-to-day operations. Sometimes called the Chief Operating Officer.
• How to run better meetings? Use the Gino Wickman Level 10 Meeting format:
  • Segue – Spend 5 minutes sharing one personal best and one professional best from the previous week. No discussion; just an announcement. This helps move your team from working “in the business” to working “on the business”.
  • Review your company scorecard. This is a 5-minute high-level review to make sure your most important five to 15 numbers are on track. The person responsible for the number says whether it is “on track” or “off-track”. If the number is “off”, move that measurement to the Issues List portion of the agenda.
  • Rock review. Take 5 minutes to review your company and individual Rocks to determine if they are “on track” or “off track.” Again, if the rock is “off”, move it to the Issues List portion of the agenda.
  • Customer/Employee headlines. This is a 5-minute opportunity to announce any news, positive or negative, about a customer or employee. If the announcement is an issue, add it to the Issues List portion of the agenda.
  • To-Do List. Review the seven-day action items from the previous meeting, and report whether each task is “done” or “not done.” This should take no more than 5 minutes
  • Issues List. Your leadership team now has 60 minutes to identify, discuss and solve your company’s biggest issues in order of priority. Solving an issue usually requires someone to take action, which becomes a task for the to-do list for review at your next meeting.
  • Conclude. Use your final 5 minutes to bring the meeting to a close, recap the to-do list, and discuss any messages that need to be communicated to the rest of the organization. And rate the meeting on a scale of 1 – 10; this helps your team self-correct. Establish the practice that anyone who rates the meeting below an “8” must explain why, and “because I never give high marks” is not an acceptable reason.
• Leadership teams should get together in person every 90 days
• What is EOS? EOS™ is a holistic management system with simple tools that help you do three things we call vision, traction, healthy. Vision from the standpoint of first getting your leaders 100% on the same page with where your organization is going. Traction from the standpoint of helping your leaders to become more disciplined and accountable, executing really well to achieve every part of your vision. Healthy meaning helping your leaders to become a healthy, functional, cohesive leadership team.
• The six key components to your business that Gino's work helps you improve:
  • Vision. Build your V/TO™ within Traction Tools and keep it easily accessible to everyone in your company. V/TO content is integrated throughout the software so that you always have the right information at the right time.
  • People. Our People Tools™ add-on (currently in Beta) bundles everything you need to manage the key People component of your business—including the Accountability Chart, People Analyzer™, LMA™, and Quarterly Conversation™ tools
  • Data. The Traction Tools Scorecard makes it easy to record and measure your company, departmental and employee numbers. Everything is located in one place, and many metrics can be automatically updated. Personalize the Scorecard according to your viewing preferences.
  • Issues. Manage and IDS™ all of your company and departmental issues in the Issues List. Flexible features make it easy to add and solve your Issues or move them to other meetings.
  • Process. It’s quick and easy to attach your company’s core processes to notes within Issues, To-Dos, or Level 10 Agendas
  • Traction®. With Traction Tools Rocks, you’ll take your company’s vision to street level, and make it real. The Level 10 Meeting™ Agenda will help you keep your Meeting Pulse™ EOS-pure.
• Life/Career advice:
  • "Let your freak flag fly." -- Be yourself. "It took me until I was 45 years old to learn this. Do it now."
    • "Know thyself. Be thyself."
    • Spend time understanding your strengths and weaknesses.

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Kirk Herbstreit played quarterback at Centerville High School. He was a PARADE All-American and the Ohio Player-of-the-Year as a senior (1986) … threw for 1,298 yards and 10 TDs as a senior … also rushed for 576 yards and 16 TDs his final year … career totals of 55 TDs and 4,258 yards in total offense in two years as a starter … led Centerville to a 10-0 record as a junior … all-league in baseball. Currently, Kirk is the lead analyst for ESPN's College GameDay, a TV program covering college football and he is the #1 color analyst on college football games on ESPN and ABC. For his TV work, Kirk has won five Sports Emmy Awards. He is known as one of the best sports broadcasters of all time.

Notes:

• “Coach Gregg was a legend on the field but so much more. He was TOUGH-DEMANDING-at times intimidating. But he taught us about TEAM-HARD WORK-PERSEVERANCE & SACRIFICE. Blessed to have him in my life."
• "Part of what makes football great is what you learn playing it. Being selfless, learning how to go through adversity as a group, learning about perseverance."
• When first meeting Coach Gregg, "I was like half scared and half man I  want to play for this guy."
• The Centerville Elks were about execution, work ethic, pride, and excellence.
  • "I thought... Mannnn, how lucky am I to be part of this program."
• The summer workouts:
  • "The Monday's and Friday's were bad... The Wednesday with the circuits were DREADFUL. I was scared to death."
• Coach Gregg had established the "decade of dominance" before Kirk was there. "You had an appreciation and you were in awe of him and the program."
  • "We thought, 'Am I going to be good enough to be part of this program?'"
• "Those workouts broke me down... And then they built us back up."
  • "As a group, we went through torture, but we did it together. It created this unbelievable bond."
• "Bob Gregg taught me so much about humility, sacrifice, hard work, team team team... The team is so much more important than you. All the fundamental principles that you use in life are what you learned from him."
  • "The person you are today is because of that."
• "What I learned from him... We beat teams with superior talent with execution and preparation and our work ethic collectively. And our team. It was from all that work we put in June and July."
• "You can get a leg up on your competition in anything you do in life by just outworking them."
  • "When you feel like you don't matter, the best thing you can you, how you create confidence, is by outworking everyone in the room. Do little things. Do more. Do more."
• "I thought work ethic was HERE, before I met Bob Gregg, and then they taught me the hard way, that I was capable of working a lot harder."
• "Coach Gregg reminds me a lot of Nick Saban."
  • They have incredibly high standards and keep their players humble.
  • "You and I are grinders. All of us that played for him are wired the same way. I don't think that's a coincidence. It's because of Coach Gregg."
• "His personality... I wish more people got to know him. He had a personality that to outsiders seemed gruff. Some thought he was a tyrant. But if you really got to know him, he was not that way. He had a soft heart."
• "I think we need more than ever, right now, MORE people like Bob Gregg."
  • "He's going to ruffle some feathers, but he's going to do it the right way."