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Sharpening Your Skills

What Will You Regret?

August 30, 2016 By Nagesh Belludi 2 Comments

'The Top Five Regrets of the Dying' by Bronnie Ware (ISBN 140194065X) You’ve probably read about an interesting study by Bronnie Ware regarding the most common regrets of people in their deathbeds. Ware, a palliative nurse who counseled the dying in their last days, studied a cohort of people between the ages of 60 and 95. One question she asked her patients was, “what do you regret in your life?” The answers were remarkable: the regrets of the dying had nothing to do with their wealth, possessions, or status. They regretted most missed opportunities in their life—not having tried something, not having taken that chance, and not having stepped out of their comfort zones when they knew they wanted to do something and could have done it.

  • “I wish I’d had the courage to live a life true to myself, not the life others expected of me.”
  • “I wish I didn’t work so hard.”
  • “I wish I’d had the courage to express my feelings.”
  • “I wish I had stayed in touch with my friends.”
  • “I wish that I had let myself be happier.”

Ware published her studies first on a popular internet article and later expanded it into a mediocre book called The Top Five Regrets of the Dying.

Wistful feeling of missing out on life’s pleasures

Younger people shared comparable sentiments on regretting not taking chances to have fun. Ran Kivetz of Columbia University and Anat Keinan of Harvard University conducted a study of how college students felt about the balance of study/work and amusement during their winter breaks. Immediately after the break, the students regretted not having studied enough, not working, and not saving money. However, a year later, they regretted not having enough fun and not traveling.

Further along, when the students regrouped for their 40th reunion, they had even stronger regrets about not fully using their college breaks to travel and enjoy life. Kivetz explained, “People feel guilty about hedonism right afterwards, but as time passes the guilt dissipates. At some point there’s a reversal, and what builds up is this wistful feeling of missing out on life’s pleasures.”

Long-Term Regrets Are Usually About Not Taking More Risks

Regrets take two forms: regrets of co-mission (regrets regarding things you did that you wish you hadn’t) and regrets of omission (regrets regarding things you didn’t do that you wish you had.) As people get older and look back at their lives in retrospect, they tend to ruminate more about the things they didn’t do but should have. Deciding not to take gap year and travel around Asia, shying away from telling that girl you love her, holding a grudge against a sibling for years, not learning to surf, and other what-ifs will come to dominate your pangs of regret.

It’s Easier to Live With Disappointment Than With Regret

As you grow older, you will realize that the only things you regret are the things you didn’t do—things that you didn’t commit to when you had the opportunity. The following three quotes echo this life-lesson:

  • “I don’t regret a single ‘excess’ of my responsive youth. I only regret, in my chilled age, certain occasions and possibilities I didn’t embrace,” wrote the American writer Henry James at age 70 to English novelist Hugh Walpole
  • “The best advice I got from my aunt, the great singer Rosemary Clooney, and from my dad, who was a game show host and news anchor, was: don’t wake up at seventy years old sighing over what you should have tried. Just do it, be willing to fail, and at least you gave it a shot. That’s echoed for me all through the last few years,” said the American actor and activist George Clooney
  • “Twenty years from now you will be more disappointed by the things that you didn’t do than by the ones you did do. So throw off the bowlines. Sail away from the safe harbor. Catch the trade winds in your sails. Explore. Dream. Discover,” wrote H. Jackson Brown, Jr., the American bestselling author of the inspirational book Life’s Little Instruction Book. (He possibly incorporated a famous quote attributed to Mark Twain.)

Idea for Impact: You will Come to Regret Your Inactions Far Longer than Your Actions

A fascinating way of looking at life is to think about your life and your career in the context of future regret-avoidance. Regrets for the things you did are likely to be tempered by the passage of time, but regrets for the things you do not do will be upsetting in retrospect. Therefore, contemplating about what you may come to regret in the future could transform you into taking different actions today.

One key to helpful decision-making is to forestall subsequent regret. Many of the questions you will grapple with in life are about taking risk—stepping out of your comfort zone and trying something new. You know what you want to try but you’re not sure if you should try it.

The best things in life may happen just beyond your comfort zone. Don’t ruminate excessively before making a decision. Make a habit of embracing the adventure of uncertainty by taking low-risk actions. Being wrong and failing costs very little in the long-term. You can bounce back faster than you imagine.

Slow down, reassess your options, and question if the choices you’re making at the moment are part of a life-trail you’ll come to regret sooner or later.

Wondering what to read next?

  1. Chances Fade, Regrets Linger
  2. That Burning “What If” Question
  3. The Data Never “Says”
  4. Question the Now, Imagine the Next
  5. How Stress Impairs Your Problem-Solving Capabilities: Case Study of TransAsia Flight 235

Filed Under: Living the Good Life, Sharpening Your Skills Tagged With: Biases, Mortality, Opportunities, Problem Solving, Regret, Thought Process

Serve with a Big Smile

August 19, 2016 By Nagesh Belludi 1 Comment

This research from Penn State suggests,

  • The bigger a service-employee’s smile, the happier a customer. This comports with other research that has shown that the powerful emotions triggered when someone smiles at you and you smile in return can change your brain chemistry. You not only feel more optimistic and motivated, but also tend to remember such happy occasions more vividly.
  • Genuineness of the service-employee enhanced the customer’s perceptions of friendliness, but only influenced customer satisfaction when tasks were well-performed and the customer’s major expectations of the product/service were met.
  • Appearing inauthentic and fake-smiling undermined the assumed benefits of “service with smile.” Customers can spot insincerity in a smile when they see one. Inauthentic, robotic, and feigned friendliness can be a turn off for customers.
  • Given that frontline service-employees represent a company to the public, mandating that employees must smile and appear friendly during their interactions with customers can backfire. The researchers suggest that companies hire happier employees and engender a work-environment that encourages genuine smiles and empowers employees to provide authentically pleasant customer service.

Genuine vs. Fake Smiles: The Science behind Your Smile

You can spot the difference between a genuine smile and a fake one. A genuine smile is also called the “Duchenne smile” after Duchenne de Boulogne (1806–1875,) a French neurologist who studied the association of facial expressions with the soul of humans.

  • Scientific research has shown that Duchenne smile involves the voluntary contraction of the zygomatic major (the muscle that raises the corners of the mouth) and the involuntary contraction of the orbicularis oculi (the muscle that raises the cheeks and produces crow’s feet around the eyes.)
  • In contrast, a fake smile involves the contraction of just the zygomatic major since the orbicularis oculi cannot be voluntarily contracted. A fake perfunctory smile is nothing but a manifestation of obligatory courtesy and politeness rather than one of inner joy.

Further, scientists believe that the two types of smiles are actually controlled by two distinct parts of the brain: the Duchenne smile is controlled by the limbic system (the emotional center of the brain) whereas the fake smile is controlled by the motor cortex.

Idea for Impact: Serve with a Big, Genuine Smile

  • A genuine smile is an index of your happiness. Put in a little more delight into your smile. Reach out to others and give a little more of yourself by serving with a bigger smile.
  • Don’t smile excessively. Although people like smiles but are rather distrustful of excessive smiling. Unless the source of your cheerfulness is genuine and noticeable, people will judge that your undue smiling is feigned—or that you’re smiling distastefully at some deficiency on their part.
  • Engage your eyes for genuine smiles. If you’re forcing yourself to smile, you may be able to organize your lips and teeth into a smile, but you’ll not be able to get your eyes to coordinate.
  • Try to smile even when you are feeling cranky or grouchy. A simple smile can relax your facial muscles and short-circuit your bad mood.

Wondering what to read next?

  1. Want to be more likeable? Improve your customer service? Adopt Sam Walton’s “Ten-Foot Rule”
  2. How to Increase Your Likeability: The 10/5 Rule
  3. How to Accept Compliments Gracefully
  4. Play the Part of an Optimist
  5. A Trick to Help you Praise At Least Three People Every Day

Filed Under: Living the Good Life, Sharpening Your Skills Tagged With: Body Language, Courtesy, Likeability, Personality

How to Solve a Problem By Standing It on Its Head

July 19, 2016 By Nagesh Belludi 1 Comment

Fixed Mental Set or Fixation

Psychologists use the terms ‘fixation’ and ‘fixed mental set’ to describe a person’s inability to see his/her problem from a fresh perspective. Fixation impedes problem-solvers from approaching problems from a different angle and from finding novel solutions.

Fixation is a persistent impasse in problem-solving in which predispositions towards a previously-reliable process, unwarranted postulations, unjustifiable assumptions, conventional thinking in identifiable contexts (called Einstellung Effect,) or recent experiences block awareness of possible solutions that may exist within other contexts. A period of rest, entertainment, or exposure to an alternative environment frequently can dissipate fixation.

Problem Reversal in Problem-Solving

If you’re stuck on a problem and can’t solve it because you’re fixated on a reliable process, try reversing the problem to reframe your thinking and consider alternate perspectives.

As the following three case studies illustrate, reversing a problem simply involves taking a problem and turning it on its head.

  • A top-level executive at a large American corporation loved his job, his company, his employees, and his salary. However, he despised his boss. The executive and his boss were both long tenured; neither was likely to move out of their jobs anytime soon. The executive decided to find a new job at a different company. A headhunter assured the executive that a new job could be easily arranged. While speaking to his wife in the evening, the executive realized that he could easily reverse the problem. So he returned to the headhunter the next day and provided the boss’s name. Within days, the headhunter found an appealing new job for the unwary boss, who accepted. The executive then got his boss’s job and was even more content with his career.
  • A herd of sheep was moving slowly along a narrow country lane that was surrounded by high banks. An ambulance in a great hurry came up behind the herd and requested the shepherd to move his sheep to the side so that the ambulance could drive through. The shepherd declined because getting the ambulance past the sheep would be slow and he wasn’t sure of keeping all his sheep out of the way of the ambulance on a narrow lane. Instead, he reversed the problem: he got the sheep past the ambulance. He asked the ambulance to halt and then gently turned the herd round and guided it back past the stationary ambulance.
  • An ethical used-car salesman loathed his job because he felt compelled to sell cars with problematic features to unsuspecting buyers. He was eager for a career change, but the only thing he knew was cars. Therefore, he reversed his problem: he started a new business of locating, inspecting, and recommending used cars to prospective buyers. For a reasonable fee, he helped car buyers by scrutinizing used cars, listing current and prospective problems, and offering an estimate for repairs. His business boomed and he was much happier than he was as a used-car salesman.

Idea for Impact: Solve Problems by Reversing Them

When you’re stuck and can’t see how to solve the problem at hand, try reversing it or “standing the problem on its head.” Reversal as a problem-solving technique can free you from old ways of looking at problems.

Wondering what to read next?

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  2. The Akbar-Birbal Parable of the Pulling of the Emperor’s Beard Is a Master Class in Critical Thinking
  3. The Solution to a Problem Often Depends on How You State It
  4. Defect Seeding: Strengthen Systems, Boost Confidence
  5. Creativity by Imitation: How to Steal Others’ Ideas and Innovate

Filed Under: Mental Models, Sharpening Your Skills Tagged With: Creativity, Critical Thinking, Decision-Making, Mental Models, Problem Solving, Thinking Tools, Thought Process, Wisdom

Etiquette for Office Cubicle Dwellers

July 15, 2016 By Nagesh Belludi 1 Comment

If you work in an open cubicle farm, you already know that a lack of privacy and frequent interruptions can cause cubicle dwellers to get on each others’ nerves. Here are some ground rules and etiquette tips to follow.

  • If you like to listen to music or the radio, keep the volume low or use headphones. Your neighbors may not work best with background music (or noise) and may not share your music preferences.
  • Don’t speak loudly. Avoid long, loud conversations—sometimes unrelated to work—with colleagues or on the phone. Step out of your cubicle into the hallway or an empty conference room. Don’t pursue conversations on sensitive topics—it is impossible to know who else is listening.
  • Avoid popping into others’ cubicles and parking yourself at an open seat. Don’t interpret an “open door” policy for a “no door” choice. Cubicles have made it easy to walk by someone, interrupt them, and start chatting. Don’t interrupt them if they seem busy. Prior to starting a conversation, take a second to ask them if now is a good time to talk. Remember that in the modern workplace, distractions kill productivity more than anything else.
  • Speak to people from the front. If someone’s sitting with their back to the entrance of their cubicle, don’t startle them. Instead, knock on the wall of their cubicle or take a moment to walk around to their front before talking to them.
  • Don’t look at others’ computer screens as you walk by their cubicles. Keep your glances out of other people’s space.
  • Don’t expect others to keep track of their neighbors. If you intend to seek out Anna but can’t find her at her cubicle, don’t expect James to know where Anna is because he’s right next door to her.
  • And, James may not want to have a chat with you while you wait for Anna. Don’t bother James. Leave a note for Anna and move on.
  • Don’t linger around someone’s cubicle if they are chatting with another person or on a phone call. Revisit at another time.
  • Don’t yell across cubicles. Walk over to the other’s location.
  • Never borrow items from other people in the office without letting them know. If they are away, leave a note on their table saying that you took the item and will return it as soon as possible.
  • Pay attention to personal hygiene and cubicle cleanliness. Don’t eat a smelly lunch. Don’t overuse perfumes. Don’t take off your shoes.
  • Personalize your workspace (it’s a sign of nesting) with framed pictures, area rugs, memorabilia, fresh flowers, a candy jar, and the like. Be discerning; don’t flaunt anything distracting, political, religious, unprofessional, or offensive.

Wondering what to read next?

  1. Why a Friend Can’t Keep a Secret
  2. How to Address Employees with Inappropriate Clothing
  3. How to … Deal with a Colleague Who Talks Too Much
  4. Nobody Likes a Tattletale: Do Not Play the Office Cop
  5. To Inspire, Translate Extrinsic Motivation to Intrinsic Motivation

Filed Under: Ideas and Insights, Sharpening Your Skills Tagged With: Etiquette, Feedback, Workplace

Don’t Push Employees to Change

July 12, 2016 By Nagesh Belludi Leave a Comment

One of managers’ most common complaints relates to their failure to persuade their employees to change.

Having high expectations of employees can lead to bitter disappointment. The frustration that comes from employees not wanting to change causes many managers to focus on their employees’ negative qualities. Such an attitude makes it easy to find errors in employee behavior, leading to more disappointment—even resentment.

Even when an employee wants to change, he often fails to because he is pulled in two directions: by a motivation to change and by a motivation to maintain the status quo. Since change is seldom as easy as we think it will be, the motivation to maintain the status quo often triumphs.

The real reason employees (and people in general) don’t change is that underneath each employee’s commitment to change, he has an underlying, even stronger commitment to something else, as identified his intrinsic motivation.

For instance, an employee who expresses a desire to earn a promotion may avoid tougher assignments on his current job because he may be anxious about not measuring up. This employee may not even be fully aware of his own opposition. Therefore, managers are best served by understanding what truly motivates (and limits) each employee—i.e. his elements of intrinsic motivation. Only then can managers, through coaching and feedback, impel the employee to change by channeling the levers of extrinsic motivation (rewards, salary raise, fame, recognition, punishment) through one of the employee’s elements of intrinsic motivation.

Idea for Impact: Trying to change people will result in frustration and futility. Employees may change for a short time, but unless they have a compelling reason for change, they will go back to their natural state. Managers must temper their expectations about changing employees. As the Buddha taught, one way to lessen disappointment in life is to learn to lower your expectations of others.

Wondering what to read next?

  1. To Inspire, Pay Attention to People: The Hawthorne Effect
  2. General Electric’s Jack Welch Identifies Four Types of Managers
  3. Eight Ways to Keep Your Star Employees Around
  4. Direction + Autonomy = Engagement
  5. Seven Real Reasons Employees Disengage and Leave

Filed Under: Sharpening Your Skills Tagged With: Coaching, Discipline, Emotions, Employee Development, Feedback, Great Manager, Management, Mentoring, Motivation, Performance Management, Winning on the Job, Workplace

Eight Ways to Keep Your Star Employees Around

July 5, 2016 By Nagesh Belludi Leave a Comment

Every manager should make employee retention a priority and regularly inquire, “How many of my star employees would leave my organization if they could?”

Employee turnover can be expensive. Managers must find and hire replacements, invest in training the new employees, and wait for them to get to up to speed—all while suffering productivity shortfalls during the transition. The more talented an employee, the higher the cost of replacing him/her.

Here’s what you need to do to keep your star employees around.

  1. Identify them. Find key attributes that distinguish top performers from average performers. Then rank your team against these attributes and identify those employees who are critical to your organization’s short- and long-term success.
  2. Perform salary and compensation research within your industry and offer an attractive-enough benefits package. Beyond a particular point, compensation loses much of its motivating power. Consider flexible work arrangements.
  3. Understand what your star employees value and help them realize their values and regard their work as meaningful, purposeful, and important. Often, the risk of losing employees because their personal values don’t correspond with the team’s values is far greater than the risk of losing them because of compensation.
  4. Get regular feedback from your star employees. Ask, “What can I do as your manager to make our organization a great place for you to work?” Let them tell you what they need and what they like and don’t like about their jobs. Adjust their assignments and their work conditions accordingly.
  5. Invest in training and development. Give star employees opportunities to develop their skills and increase their engagement and job security. Hold frequent and formal career discussions to determine employees’ goals and aspirations and coach them.
  6. Give your star employees the autonomy, authority, and resources to use their skills and do their jobs in their own way.
  7. Keep them challenged and engaged. Make work more exciting. Set aggressive, but realizable goals. Move your star employees around into positions in the company where they will face new challenges and develop critical skills. Employees would like to be challenged, appreciated, trusted, and see a path for career advancement.
  8. Appreciate and give honest feedback regularly. Make timely and informal feedback a habit. Don’t disregard employee performance until the annual review. Help employees feel confident about your organization’s future. Earn their trust.

Wondering what to read next?

  1. General Electric’s Jack Welch Identifies Four Types of Managers
  2. Don’t Push Employees to Change
  3. Four Telltale Signs of an Unhappy Employee
  4. Seven Real Reasons Employees Disengage and Leave
  5. Seven Easy Ways to Motivate Employees and Increase Productivity

Filed Under: Career Development, Managing People, Sharpening Your Skills Tagged With: Coaching, Feedback, Goals, Great Manager, Human Resources, Mentoring, Motivation, Performance Management, Winning on the Job

How to Prepare an Action Plan at a New Job [Two-Minute Mentor #6]

July 1, 2016 By Nagesh Belludi Leave a Comment

Meet with all the people your new role interacts with—bosses, peers, suppliers, internal and external customers, and your employees.

Inquire what they expect to see you accomplish in five weeks, five months, and five years. Ask,

  • “What should we continue to do?”
  • “What should we change?”
  • “What should we do?”
  • “What shouldn’t we do?”
  • “What are the two or three levers that, if pulled correctly, can enable us to make the biggest impact?”

Synthesize their responses and prepare a one-page “plan for action.” Keep it as simple as possible for all your constituencies to understand and buy-in.

Communicate your proposals across your organization: “Here’s what I heard from you. Here’s what I think about it. Here’s our list of priorities and an action plan.”

For more guidelines on preparing an action plan, see my article on doing a job analysis; it’s part of my three-part (parts 1, 2, 3) series of articles on how to write a job description for your present position.

Wondering what to read next?

  1. Howard Gardner’s Five Minds for the Future // Books in Brief
  2. This is Yoga for the Brain: Multidisciplinary Learning
  3. Systems-Thinking as a Trait for Career Success
  4. You Can’t Develop Solutions Unless You Realize You Got Problems: Problem Finding is an Undervalued Skill
  5. Finding Potential Problems & Risk Analysis: A Case Study on ‘The Three Faces of Eve’

Filed Under: Career Development, Mental Models, Sharpening Your Skills Tagged With: Creativity, Goals, Thought Process, Winning on the Job

Finding Potential Problems & Risk Analysis: A Case Study on ‘The Three Faces of Eve’

June 24, 2016 By Nagesh Belludi Leave a Comment

The Three Faces of Eve (1957)

Risk Analysis is a Forerunner to Risk Reduction

My previous article stressed the importance of problem finding as an intellectual skill and as a definitive forerunner to any creative process. In this article, I will draw attention to another facet of problem finding: thinking through potential problems.

Sometimes people are unaware of the harmful, unintended side effects of their actions. They fail to realize that a current state of affairs may lead to problems later on. Their actions and decisions could result in outcomes that are different from those planned. Risk analysis reduces the chance of non-optimal results.

The Three Contracts of Eve

'The 3 Faces of Eve' by Corbett H. Thigpen and Hervey M. Cleckley (ISBN 0445081376) A particularly instructive example of finding potential problems and mitigating risk concerns the Hollywood classic The Three Faces of Eve (1957). This psychological drama features the true story of Chris Sizemore who suffered from dissociative identity disorder (also called multiple personality disorder.) Based on The Three Faces of Eve by her psychiatrists Corbett Thigpen and Hervey Cleckley, the movie portrays Sizemore’s three personalities, which manifest in three characters: Eve White, Eve Black, and Jane.

Before filming started on The Three Faces of Eve, the legal department of the 20th Century Fox studio insisted that Sizemore sign three separate contracts—one for each of her personalities—to cover the studio from any possible legal action. For that reason, Sizemore was asked to evoke “Eve White,” “Eve Black,” and “Jane,” and then sign an agreement while manifesting each of these respective personalities. According to Aubrey Solomon’s The Films of 20th Century-Fox and her commentary on the movie’s DVD, the three signatures on the three contracts were all different because they were a product of three distinct personalities that Sizemore had invoked because of her multiple personality disorder.

Idea for Impact: Risk analysis and risk reduction should be one of the primary goals of any intellectual process.

Postscript Notes

  • I recommend the movie The Three Faces of Eve for its captivating glimpse into the mind of a person afflicted with dissociative identity disorder. Actress Joanne Woodward won the 1958 Academy Award (Oscar) for best actress for her portrayal of the three Eves.
  • The automotive, aerospace, and other engineering disciplines use a formal risk analysis procedure called “failure mode and effects analysis” (FEMA.) FEMA examines the key risk factors that may fail a project, system, design, or process, the potential effects of those failures, and the seriousness of these effects.

Wondering what to read next?

  1. Defect Seeding: Strengthen Systems, Boost Confidence
  2. How to Stimulate Group Creativity // Book Summary of Edward de Bono’s ‘Six Thinking Hats’
  3. This is Yoga for the Brain: Multidisciplinary Learning
  4. Turning a Minus Into a Plus … Constraints are Catalysts for Innovation
  5. Creativity by Imitation: How to Steal Others’ Ideas and Innovate

Filed Under: Mental Models, Sharpening Your Skills Tagged With: Creativity, Critical Thinking, Innovation, Mental Models, Personality, Risk, Thinking Tools, Thought Process, Winning on the Job

You Can’t Develop Solutions Unless You Realize You Got Problems: Problem Finding is an Undervalued Skill

June 21, 2016 By Nagesh Belludi Leave a Comment

Problem finding plays an important role in creative thinking

Problem finding is one of the most significant parts of problem solving. However, it tends to be an underappreciated skill. Many managers naively consider it strange to encourage employees to look for problems at work: “Why look for new problems when we’ve got no resources to work on ones we’ve already identified?”

Many courses and books on problem solving and creativity overlook problem finding. Many educational resources tend to assume that problem solving really begins only after problems have been identified.

Problem-identification lead to the invention of the ballpoint pen

The story of the invention of the ballpoint pen demonstrates the importance of problem finding. Had the inventors not recognized a problem with the existing writing instruments of their day, they would not have developed their invention.

In the 1920s, Hungarian journalist Laszlo Biro spent much time proofreading and checking for errors in others’ writings. To communicate these errors to the authors, Laszlo could not use pencils because their impressions fade quickly. He tried using a fountain pen, but the ink from the fountain pen dried slowly and often left smudges on paper.

Laszlo observed that the ink used in newspaper printing dried quickly and left the paper smudge-free. When he tried using that ink in his fountain pen, however, the ink was too viscous to flow into the tip of the fountain pen.

Laszlo then collaborated with his chemist-brother Gyorgy Biro to invent a new pen tip consisting of a ball that was enclosed within a socket. As the ball rolled inside the socket, the ball could pick up ink from a reservoir or cartridge and then continue to roll to deposit the ink on the paper. The Biro brothers thus invented the ballpoint pen. The company they created is now part of the BIC Company. The ballpoint pen continues to be called a ‘Biro’ in some countries.

Often, creativity is the outcome of discovered problem solving

Greek Philosopher Plato famously wrote in The Republic, “Let us begin and create in idea a State; and yet a true creator is necessity, which is the mother of our invention.”

One reason we fail to identify problems is that we do not stop to think about improving various situations that we encounter. Very often, these problems are directly in front of us; we need to consciously identify them and convert them into opportunities for problem solving. Instead, we tend to take inconveniences and unpleasant situations for granted and assume they are merely “facts of life.”

  • The grain mill was not invented until somebody in antiquity identified the ineffectiveness of two hours of pounding grain to make a cup of flour.
  • The world’s first traffic lights were installed around the British Houses of Parliament in London only after somebody thought of the problem of traffic congestion. In other words, up until the problems from congestion were identified in the 1860s, no one attempted to systematically consider how the problem might be solved.
  • James Watt invented his seminal separate-condenser steam engine after discovering an interesting problem with the Newcomen steam engine. In 1763, when Watt was working as an instrument maker at the University of Glasgow, he was assigned to repair a model of a Newcomen engine for a lecture-demonstration. Watt initially had difficulty getting the Newcomen engine to work because its parts were poorly constructed. When he finally had it running, he was surprised at its efficiency. Watt observed that the engine was constantly running out of coal because the constant heating and cooling of the cylinder resulted in a large waste of energy. Watt then devised a system whereby the cylinder and the condenser were separate. This led to his invention of the “steam engine” (or, more precisely, the separate-condenser steam engine.)
  • As I mentioned in a previous article on the opportunities in customers’ pain points, crispy potato chips were invented only when Chef George Crum of New York’s Saratoga Springs attempted to appease a cranky customer who frequently sent Crum’s fried potatoes back to the kitchen complaining that they were mushy and not crunchy enough. Decades later, Laura Scudder invented airtight packaging for potato chips only after becoming conscious of customers’ complaints that chips packaged in metal containers quickly go stale and crumble during handling.

If problems are not identified, solutions are unlikely to be proposed

It pays to keep your eyes open and look at inconveniences, difficulties, and troubles as creative problems to be solved. Don’t ignore these merely as facts of life.

Curiosity, intrigue, and motivation influence problem finding (and problem solving.) One of the easiest ways to develop your skills in problem finding is to ponder at anything around you and wonder why those gadgets and contraptions were ever invented. Analyze carefully and you’ll learn that the first step taken by the inventors of these objects was the identification of the problems the objects were designed to solve.

When you look around various objects in your life, think about what life was before these objects were invented. What problems could these inventions have solved? Why was the zipper invented? What problems motivated Bjarne Stroustrup to create C++? What was internet search like before Google? How did commerce transpire before the advent of coins and bills and money?

Some people make a career out of problem finding. Managers who want to know if their organizations are running efficiently frequently hire consultants to look for problems that managers do not know exist in their businesses.

And finally, if you want to become an inventor or an entrepreneur, try to start with problems you already have in your work or in your life. Ideally, identify problems shared by a large number of people to increase the probability that your inventions will be put in widespread use.

Idea for Impact: A creative solution to a problem often depends on first finding and defining a creative problem. Very often, the solution to a problem becomes obvious when the problem has been properly identified, defined, and represented.

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  2. You Never Know What’ll Spark Your Imagination (and When)
  3. Three Rules That Will Decide If You Should Automate a Task
  4. How to Solve a Problem By Standing It on Its Head
  5. Creativity by Imitation: How to Steal Others’ Ideas and Innovate

Filed Under: Mental Models, Sharpening Your Skills Tagged With: Artists, Creativity, Critical Thinking, Luck, Mental Models, Problem Solving, Scientists, Thinking Tools, Thought Process, Winning on the Job

To Become Time-Conscious, Always Ask, “Is It a Priority?”

June 7, 2016 By Nagesh Belludi 1 Comment

As I wrote in my three-part series on time logging, time analyzing, and time budgeting, life is all about values and the relative priorities you attach to these values.

Priorities imply choice; you get to make a choice in almost everything you do. Every choice involves tradeoffs: when you choose to do something, it implies that you choose not do something else.

Before being sucked into doing anything, ask, “Is this the best use of my time?”

Another way to think about this is in terms of “opportunity cost.” Everything in life has an opportunity cost. Whenever you take up one opportunity, you forfeit another. When you choose to go to a movie with a friend, it means you aren’t going to the library to work on a research paper that’s due next week. When you choose to spend this month’s savings on new furniture, it means you can’t add to your retirement account. So, when making decisions about anything, keep opportunity costs in mind. Be aware of what you’re giving up.

One of the most important choices you make—often subconsciously—is how you use your time, which is your most important resource. Before doing anything, be aware of what you are giving up; decide whether the benefits are worth the time you’re investing in the task.

The Nagging “5-5-5” Questions

Poor time management often has less to do with your packed schedule than with your indecisive, unorganized, or undisciplined mind. To improve your life, stop wasting time on things that don’t matter. Have a little voice in your head that constantly nags you by asking the following “5-5-5” questions:

  • Is this a priority?
  • Will this matter in 5 days?
  • Will this matter in 5 months?
  • Will this matter in 5 years?

The “5-5-5” questions will prevent you from being caught up in little tasks and trivialities that aren’t truly important.

Idea for Impact: Be time conscious; constantly ask yourself, “Is this time-effective?”

According to my world’s shortest course on time management, “There are countless things you can do. There are numerous things you want to do. There are several things others expect you to do. There are many things you think you are supposed to do. However, there are only a few things that you must do. Focus on those and avoid the rest.”

As I mentioned in my article “don’t say ‘yes’ when you really want to say ‘no’,” don’t be vulnerable enough to be pulled along by forces that are beyond your control. Be accommodating when you can and assertive when you must. Be intentional about how you choose to use our time. Your life depends on it.

Wondering what to read next?

  1. Personal Energy: How to Manage It and Get More Done // Summary of ‘The Power of Full Engagement’
  2. Get Your Priorities Straight
  3. How to … Nap at Work without Sleeping
  4. Warren Buffett’s Advice on How to Focus on Priorities and Subdue Distractions
  5. Yes, Money Can Buy Happiness

Filed Under: Sharpening Your Skills Tagged With: Balance, Task Management, Time Management

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About: Nagesh Belludi [hire] is a St. Petersburg, Florida-based freethinker, investor, and leadership coach. He specializes in helping executives and companies ensure that the overall quality of their decision-making benefits isn’t compromised by a lack of a big-picture understanding.

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