Here are 10 of the book’s nuggets that resonated with me:
1. The passion hypothesis is false.
Instead of searching for work you love, start to love your work. Take ownership of your work and change it in subtle ways that make you love it more.
2. The craftsman mindset beats the passion mindset.
Do remarkable work. Take pride in your work. Whistle while you work. This will get you farther than chasing your passions.
3. Build career capital and invest it to gain creativity, impact, control
The path to gain creative freedom, have more impact, and take more control over your agenda requires career capital. You have to build career capital gradually over months and years of delivering great results and building a support network.
4. Record your day in 15 minute increments
Where is your time actually going? Are you spending time on important work that moves you toward your goals? Or low value tasks that have little ROI?
5. Limit email to 90 min/day
Email is not work. (Unless your job is primarily writing emails)
6. Look for career capital already available to you, right in front of you.
You have career resources you may not realize. Your network, alumni groups, community are great examples. Enroll these people in your support network. This is an important part of building career capital.
7. Control is the dream job elixir.
Spend and invest your career capital to gain more control over your work. This is the path to loving your work and producing something remarkable. The path to finding, carving out your dream job.
8. Get paid
Getting paid is a measure of the career capital theory. You are ready to pursue an idea when you find someone to pay you to pursue it. If no one will pay you for the work, you aren’t good enough yet.
9. Do marketable, remarkable work
Do work that stands out. Work that stands out is remarkable and marketable. It gets people’s attention because it stands out and it makes you stand out from the crowd.
10. Working right trumps finding the right work
Stop searching for the perfect project. YOU are the project.
You have a very small group of friends you could call at 3am to bail you out of jail. You built trust with these people over years if not decades. You know they would rescue you without second thoughts, because you would do the same for them. If trust could be put in a joint bank account, this account would pay dividends.
You trust your spouse 100% (hopefully), and this allows you to accomplish feats otherwise impossible. Telling your partner ‘I trust you’ is more powerful than saying ‘I love you’. Since you feel safe at home, you focus your energy on threats outside.
Relationships make or break your business, inside and out. According to the Gallup Q12 Employee Engagement Study, having a best friend at work is a key factor for employee engagement. The best friend satisfies the need to build trust in the workplace. Since you feel safe at work, you focus your energy on working together to reach your potential.
Currency is Trust
When customers buy your product they trust you will deliver to them value. This trust starts before they buy; it starts with a relationship. Often, the relationship is formed through public speaking and media.
The Trust Cycle illustrates how trust grows between two parties. First, trust is given. Second, trust is received. Then, mutual trust is born and exchanged.
Think of it this way: trust starts with you. You can go around waiting for your family members to repair the relationship, or you can “be the bigger person” now and give them trust.
Flow of Trust
Where does trust start? It starts where anything else starts, with leaders. Giving trust without expectation of return requires courage, a risk taken, a leap of faith.
The leader serves a group of followers. The leader takes the first step by giving trust. The followers return trust to the leader. Trust starts at the top and flows downhill.
360 Degree Trust
Trust flows in all directions. This model helps you analyze your relationships and focus on those with weaker trust. By carefully listening to your peers you may find unexpected hints of mistrust. The mission and the process are abstract. There is no mutual exchange of trust for mission and process; instead, trust comes from understanding.
Managers differ from leaders in that no one wants to be managed and most people want to be led. As a leader I care deeply about enabling my people do their best work.
I know that people cannot do their best work when their health, home and family are not in order. If their own health is not in order they cannot do their best work and cannot do their best to care for loved ones. They are at work, and the family crisis is always in the back of their mind.
The person’s health comes before family comes before work. When those things are in order, when they are at work, they can give their all. They are enabled to do their best work.
Creating a safe environment and enabling this to happen distinguishes a Multiplier Leader from a Diminisher Leader.
Your Own Health
Sometimes it’s hard. What if a key team asset has a crisis and needs to take months leave of absence? The team needs to come together and cover the gaps. Each individual person may deal with a future crisis.
How to apply it:
Take an honest assessment of your own health of mind and body. Are you taking care of yourself?
Take an honest assessment of what baggage you carry to work. Are you thinking about a brewing home crisis instead of being fully present?
Practice empathy with your peers. Support them when they need it most.