If something is very complicated and you don’t want to learn but it is a mandate to have that skill set.
All it requires is 2 minutes a day. It will lead to learning a complicated task or skill in a given time.
All you need to do is promise yourself that you will give 2 minutes a day, every day, day after day and you will slowly grow to learn whatever it is.
The job interview question, “Tell me about yourself,” can be the most challenging to answer. It requires careful consideration to provide an effective response. Rather than sharing your life story or job history, focus on what the company needs from the role you are applying for.
Begin by reviewing the job description and identifying key requirements and desired skills. Look for phrases like “required,” “must have,” and “highly desired.” Then, research the company’s corporate culture and core values. Visit their website’s “About Us” section to understand what they stand for and what they’re looking for in a candidate.
Consider how you can connect your background and interests to what the company is seeking. Practice your response so that you can confidently deliver it during the interview. You want to sound like your career has been building towards this role and that you are the best candidate to fill it. Remember, the interviewer is not looking for a monologue of your professional and personal life, but rather a clear and concise statement of your qualifications and relevance to the role.
Giving employees autonomy to make decisions and solve problems is critical for your team’s innovation, performance, and motivation. But for many managers, trusting your team’s ability to self-manage is easier said than done.
Here’s how you can mentally prepare to delegate.
Reflect on what’s holding you back from empowering people to make decisions in the past. Is a specific failure haunting you? Are you a controlling person by nature? What were your feelings when you delegated in the past, and what can you learn from them?
Next, plan for a gradual transition of responsibilities. Start by giving low-risk decisions to capable people. This approach will help you build up confidence in yourself as a delegator—and in your employees as decision-makers—before you distribute responsibility more widely. Think of this as an opportunity to grow.
As you develop as a leader, it’s natural to shift your focus from small, in-the-weeds decisions to bigger-picture ones that inform strategy, innovation, and growth. Embrace these newer, higher-stakes responsibilities.
Finally, remind yourself that increased autonomy is good for your team’s morale. The best leaders give their people opportunities to develop and harness their own insights.
Human beings have got two machines for decisions making:
The first one is your mind, which tries to evaluate logic based on knowledge and make the most logical decision.
Second, is your heart, which takes an emotional path, and sometimes takes a riskier decision.
But, If you would have seen life sometimes even if you have made logical decisions it doesn’t pan out well.
So whenever you are in doubt and logic seems confusing, follow your heart, and take that decision thru your heart. Even if you fail, you still have both machines in place to move forward, so don’t worry.
Sometimes be others, put in others’ shoes, empathize, and imagine in their place.
It’s one of the best ways of learning!
Obligation to reciprocate.
Obligation to be emotional.
Obligation to listen and aspect.
Obligation to help and be helped.
Obligation to be social with them.
So beware who you choose to love, choose few, and keep them far.
This is one of the most critical questions I ask in an interview.
Of course, you want to bring in employees with impressive achievements and qualifications. Still, a person’s future performance will largely be determined by how intentionally and systematically they develop their skills. So let’s spend some time digging into the question of learning during the interview process.
Ask the candidate about something they’ve learned recently and how they could apply it to the role you’re considering them for.
Be open-minded about what counts as learning. It is one of the most critical parameters to emphasize the importance of learning.
If you are not impacting others, it does not matter what you think or act upon.
If you really want to make difference, understand what others need, understand what others want, and act accordingly.
The more you can understand and act, the more impact you can make.
Criticism is cruel, it disheartening and brings us down.
To avoid criticism do nothing, be nothing, say nothing.
Is that what we want? Be nothing.
So embrace criticism, embrace being different, embrace trying different, and aspire to grow.
Don’t take things very seriously as the changes in life are very unpredictable, thinking hard and seriously most of the time doesn’t help.
If you keep tightening the grip the sand in your hand will hurt and eventually, you will lose it.
So be funny, be happy, be light… don’t be too serious because it rarely helps!