Category: Thought and Opinion

The Danger of Comparing Yourself to Others

Reading Time: 3 minutes

The most important things in life are internal not external.

“The big question about how people behave,” says Warren Buffett, “is whether they’ve got an inner scorecard or an outer scorecard. It helps if you can be satisfied with an inner scorecard.” To make his point, Buffett often asks a simple question: Would you rather be the world’s greatest lover, but have everyone think you’re the world’s worst lover? Or would you rather be the world’s worst lover but have everyone think you’re the world’s greatest lover?

Comparing ourselves to others allows them to drive our behavior. This type of comparison is between you and someone else. Sometimes it’s about something genetic, like wishing to be taller, but more often it’s about something the other person is capable of doing that we wish we could do as well. Maybe Sally writes better reports than you, and maybe Bob has a happier relationship with his spouse than you do. Sometimes this comparison is motivating and sometimes it’s destructive.

You can be anything but you can’t be everything. When we compare ourselves to others, we’re often comparing their best features against our average ones. It’s like being right-handed and trying to play an instrument with your left hand. Not only do we naturally want to be better than them, the unconscious realization that we are not often becomes self-destructive.

Comparisons between people are a recipe for unhappiness unless you are the best in the world. Which, let’s be honest, only one person is. Not only are we unhappy but the other people are as well. They are probably comparing themselves to you—maybe you’re better at networking than they are and they’re jealous. At worst, when we compare ourselves to others we end up focusing our energy on bringing them down instead of raising ourselves up.

There is one thing that you’re better at than other people: being you. This is the only game you can really win.

When you start with this mindset the world starts to look better again. No longer are you focused on where you stand relative to others. Instead, your focus and energy is placed on what you’re capable of now and how you can improve yourself.

Life becomes about being a better version of yourself. And when that happens, your effort and energy go toward upgrading your personal operating system every day, not worrying about what your coworkers are doing. You become happier, free from the shackles of false comparisons and focused on the present moment.

When what you do doesn’t meet the expectations of others, too bad. The way they look at you is the same way you were looking at them, though a distorted lens shaped by experiences and expectations. What really matters is what you think about what you do, what your standards are, what you can learn today.

That’s not an excuse to ignore thoughtful opinions—other people might give you a picture of how you fall short of being your best self. Instead, it’s a reminder to compare yourself to who you were this morning. Are you better than you were when you woke up? If not, you’ve wasted a day. It’s less about others and more about how you improve relative to who you were.

When you stop comparing between people and focus internally, you start being better at what really matters: being you. It’s simple but not easy.

The most important things in life are measured internally. Thinking about what matters to you is hard. Playing to someone else’s scoreboard is easy, that’s why a lot of people do it. But winning the wrong game is pointless and empty. You get one life. Play your own game.

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Jeff Bezos: Big Things Start Small

Reading Time: 3 minutes

An interview with Amazon.com founder Jeff Bezos touches on the timeless lessons he’s learned for business success. The three big ideas are (1) thinking on a different timescale, (2) putting the customer first, and (3) inventing.

What we’re really focused on is thinking long-term, putting the customer at the center of our universe and inventing. Those are the three big ideas to think long-term because a lot of invention doesn’t work. If you’re going to invent, it means you’re going to experiment, you have to think long-term. These three ideas, customer-centricity, long-term thinking and a passion for invention, those go together. That’s how we do it and by the way, we have a lot of fun doing it that way.

Ballet or Rock Concert?

When asked about the pressures of running a public company and meeting quarterly earnings expectations he said:

Well, I think that if you’re straight forward and clear about the way that you’re going to operate, then you can operate in whatever way you choose. We don’t even take a position on whether our way is the right way, we just claim it’s our way, but Warren Buffet has a great saying along these lines. He says, “You can hold a ballet and that can be successful and you can hold a rock concert and that can be successful. Just don’t hold a ballet and advertise it as a rock concert. You need to be clear with all of your stakeholders, with are you holding a ballet or are you holding a rock concert and then people get to self-select in.”

Big Things Start Small

While there is no one recipe that fits all, there are elements of what Amazon does that help.

[I]nside our culture, we understand that even though we have some big businesses, new businesses start out small. It would be very easy for say the person who runs a US books category to say, “Why are we doing these experiments with things? I mean that generated a tiny bit of revenue last year. Why don’t we instead, focus those resources and all that brain power on the books category, which is a big business for us?” Instead, that would be a natural thing to have happen, but instead inside Amazon, when a new business reaches some small milestone of sales, email messages go around and everybody’s giving virtual high fives for reaching that milestone. I think it’s because we know from our past experiences that big things start small. The biggest oak starts from an acorn and if you want to do anything new, you’ve got to be willing to let that acorn grow into a little sapling and then finally into a small tree and maybe one day it will be a big business on its own.

Step By Step Ferociously

The Latin phrase gradatim ferociter Is a Bezos favorite. What does it mean?

Well it means step by step ferociously and it’s the motto for Blue Origin. Basically you can’t skip steps, you have to put one foot in front of the other, things take time, there are no shortcuts but you want to do those steps with passion and ferocity.

Loving What You Do

Not every day is going to be fun and easy. That’s why they call it work.

I have a lot of passions and interests but one of them is at Amazon, the rate of change is so high and I love that. I love the pace of change. I love the fact that I get to work with these big, smart teams. The people I work with are so smart and they’re self-selected for loving to invent on behalf of customers.

It’s not, do I love every moment of every day? No, that’s why they call it work. There are things that I don’t enjoy, but if I’m really objective about it and I look at it, I’m so lucky to be working alongside all these passionate people and I love it. Why would I go sit on a beach?

 

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Footnotes
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    Source of interview: https://twitter.com/producthunt/status/1125038440372932608?s=11

Renaissance Paragone: An Ancient Tactic for Getting the Most From People

Reading Time: 3 minutes

One of the engines behind the Italian Renaissance was the concept of paragone—pitting creative efforts against one another in the belief that only with this you could come to see art’s real significance.

At first, the concept drove debates in salons. Eventually, however, it shifted into discussions of art, often among the very people who selected and funded it. In the Medici palaces, for example, rooms were arranged so that paintings would face each other. The idea was that people would directly compare the works, forming and expressing opinions. These competitions shifted the focus from the art to the artist. If one painting was better than another, you needed to know who the artist was so that you could hire them again.

Artists benefited from this arrangement, even if they didn’t win. They learned where they stood in comparison to others, both artistically and socially. Not only did they understand the gap, they learned how to close it, or change the point of comparison.

Da Vinci believed artists thrived under such competition. He once wrote:

You will be ashamed to be counted among draughtsmen if your work is inadequate, and this disgrace must motivate you to profitable study. Second, a healthy envy will stimulate you to become one of those who are praised more than yourself, for the praises of others will spur you on.

Many people want to know where they stand in relation to not only the external competition but to the people they work with every day. A lot of organizations make such comparisons difficult by hiding what matters. While you might know there is a gap between you and your coworker, you don’t know what the chasm looks like. And if you don’t know what it looks like, you don’t know where you are in relation. And if you don’t know where you are, you don’t know how to close the gap. It’s a weird sort of sabotage.

Not everyone responds to competition the same way. Pitting people directly against one another for a promotion might cause people to withdraw. That doesn’t mean they can’t handle it. It doesn’t mean they’re not amazing. Michelangelo once abandoned a competition with Da Vinci to flee to Rome—and we have only to look at the ceiling of the Sistine Chapel to know how he fared.

But a lack of competition can breed laziness in a lot of people. Worse still, that laziness gets rewarded. It’s not intentional. We just stop working as hard as we could. We coast.

Consider the proverbial office worker who sends out a sloppy first draft of a presentation to 15 people for them to “comment” on. What that person really wants is the work done for them. And because of the subtle messages organizations send, coworkers will often comply because they’re team players.

Consider the competition to make a sports team. The people on the bench (people who don’t start) make the starters better because the starters know they can’t get complacent or someone will take their job. Furthermore, the right to be on a team, once granted, isn’t assured. Someone is always vying to take any spot that opens up. That’s the nature of the world.

I’m not suggesting that all organizations promote a professional sport-like mentality. I’m suggesting you think about how you can harness competition to give people the information they need to get better. If they don’t want to get better after they know where they stand, you now know something about them you didn’t know before. I’m not also blindly advocating using competition. It has limitations and drawbacks you need to consider (such as the effects it has on self-preservation and psychological safety).

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Footnotes
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    Image source: Max Pixel

The Importance of Working With “A” Players

Reading Time: 3 minutes

Stop me if this sounds familiar. There is a person who toils alone for years in relative obscurity before finally cracking the code to become a hero. The myth of the lone genius. It’s the stuff of Disney movies.

Of course, we all have moments when we’re alone and something suddenly clicks. We’d do well to remember, though, that in those moments, we are not as independent as we like to think. The people we surround ourselves with matter.

In part, because we tell ourselves the story of the lone genius, we under-appreciate the role of a team. Sure, the individual matters, no doubt. However, the individual contributions are supercharged by the team around them.

We operate in a world where it’s nearly impossible to accomplish anything great as an individual.  When you think about it, you’re the product of an education system, a healthcare system, luck, roads, the internet and so much more. You may be smart but you’re not self-made. And at work, most important achievements require a team of people working together.

The leader’s job is to get the team right. Getting the team right means that people are better as a group than as individuals. Now this is important.  Step back and think about that for a second — the right teams make every individual better than they would be on their own.

Another way to think about this is in terms of energy. If you have 12 people on a team and they each have 10 units of energy, you would expect to get 120 units of output. That’s what an average team will do. Worse teams will do worse. A great team will take the same inputs and get a non-linear outcome. The result won’t be 120; it’ll be 360.No matter where you’re going, great teams will get you there multiples faster than average teams.

Here is a quote by Steve Jobs on the importance of assembling “A” players.

I observed something fairly early on at Apple, which I didn’t know how to explain then, but I’ve thought a lot about it since. Most things in life have a dynamic range in which [the ratio of] “average” to “best” is at most 2:1. For example, if you go to New York City and get an average taxi cab driver, versus the best taxi cab driver, you’ll probably get to your destination with the best taxi driver 30% faster. And an automobile; what’s the difference between the average car and the best? Maybe 20%? The best CD player versus the average CD player? Maybe 20%? So 2:1 is a big dynamic range for most things in life. Now, in software, and it used to be the case in hardware, the difference between the average software developer and the best is 50:1; maybe even 100:1. Very few things in life are like this, but what I was lucky enough to spend my life doing, which is software, is like this. So I’ve built a lot of my success on finding these truly gifted people, and not settling for “B” and “C” players, but really going for the “A” players. And I found something… I found that when you get enough “A” players together, when you go through the incredible work to find these “A” players, they really like working with each other. Because most have never had the chance to do that before. And they don’t work with “B” and “C” players, so it’s self-policing. They only want to hire “A” players. So you build these pockets of “A” players and it just propagates.

Building a team is more complicated than collecting talent1. I once tried to solve a problem by putting a bunch of PhDs’ in a room. While comments like that sounded good and got me a lot of projects above my level, they were rarely effective at delivering actual results.

Statements like “let’s assemble a multidisciplinary team of incredible people” are gold in meetings if you work for an organization. These statements sound intelligent. They are hard to argue with. And, most importantly, they also have no accountability built in, and they are easy to wiggle out of. If things don’t work out, who can fault a plan that meant putting smart people in a room.

Well … I can. It’s a stupid plan.

The combination of individual intelligence does not make for group intelligence. Thinking about this in the context of the Jobs quote above, “A” players provide a lot more than raw intellectual horsepower. Among other things, they also bring drive, integrity, and an ability to make others better.  “A” players want to work with other “A” players. Accepting that statement doesn’t mean they’re all “the best”.

In my experience solving difficult problems, the best talent available rarely led to the best solutions. You needed the best team. And the best team meant you had to exercise judgment and think about the problem. While there was often one individual with the idea that ultimately solved the problem, it wouldn’t have happened without the team.  The ideas others spark in us are more than we can spark in ourselves.

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Footnotes
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    A play on a quote by Bill Belichick

In the face of adversity, are you a Guernsey or a Brahman?

Reading Time: 2 minutes

If the mother of a Guernsey and a Brahma calf dies, one of the calves will survive and one will not. One thing makes the difference. And is it the very factor that keeps us from reaching what we want most.

***

Persistence in the face of defeat often makes the difference in outcome.

Ask any farmer, and they will tell you that orphaned Guernsey calves die. It’s not the fact that they die, so much as how it happens, that stays in the mind. An orphaned calf soon gets so hungry she picks a new mother from the herd. The cow promptly kicks the strange calf away. After all, she didn’t give birth to the calf—why should she feed it? The Guernsey calf gives up, lies down, and slowly starves to death.

The orphaned Brahman calf gets a different result. The same scenario plays out, with the calf being kicked out by the reluctant mother. However, in this case, the naturally persistent calf keeps coming, until the potential new mother acquiesces out of exhaustion. As a result of this persistence, the calf survives.

Persistence is hard. It’s hard to get kicked in the face and to keep going. It hits at your self-esteem. You begin to wonder if you have value. You begin to think you might be crazy.

So often we’re told that having a positive attitude is the important thing. You can get through the setbacks if you find the silver linings and believe in what you are doing. But it’s important to remember that persistence and a positive attitude aren’t the same thing. They differ in some pretty fundamental ways.

Positivity is fragile. If you’re positively certain that you’ll be successful, you’ll start to worry the minute things deviate from your plan. Once this worry seeps into your mind, it’s impossible to get out. You’re done. When the going gets tough, positive attitudes often vanish.

Persistence, on the other hand, anticipates roadblocks and challenges. It gears up for the fact that things never go as planned and expects goals to be hard to attain.

If you run into failure, persistence continues, and positivity disappears. Persistence is antifragile and benefits from setbacks, while positivity, like that Guernsey calf, crumbles when it runs into hard times.

When met with setbacks, are you a Guernsey or a Brahman?

Yes, It’s All Your Fault: Active vs. Passive Mindsets

Reading Time: 2 minutes

The hard truth is that most things in your life – good and bad – are your fault. The sooner you realize that, the better things will be. Here’s how to cultivate an active mindset and take control of your life.

What happens when someone repeatedly says it—whatever “it” may be—is not their fault?

“It’s not my fault I was late for the meeting. Traffic was bad.”

“It’s not my fault I lost money. I got the stock tip from a friend.”

“It’s not my fault I don’t have the skills for the job and was laid off. They should have trained me.”

I don’t want to get into edge cases. But most of the time these kinds of things are your fault. And if you don’t see that, you’re going to continue to find yourself in these situations over and over again.

You should have planned for traffic. You made a terrible investment and you have no idea what you’re doing. Stop waiting for people to teach you the skills you need to earn a living and go learn them.

When the passive mindset takes over, you say another phrase that drives me batty: “I can’t.” Actually, yes you can, you’re just not willing to pay the price. You’re not willing to do the work or spend the time. You’re not willing to do something hard. You’re not willing to sacrifice what’s needed.

The passive mindset is defined by an attitude, an assumption that life happens to you and you’re not responsible. People with this mindset also say things like, “Why does this always happen to me?”

When the language you use about things going on in your life is passive, you slowly convince yourself that nothing is your responsibility. This makes you feel good because it absolves you from responsibility. It means you don’t have to look inside yourself and change anything.  It means you’re not in control.

Well I have news for you: you are in control. You’re in control of how you respond to the ups and downs of life. You’re in control of how you talk to yourself.

An active attitude means ownership. You own your failures. An active mindset means you are responsible for things you control.

“Sorry, I should have planned for traffic, I’ll consider that next time.”

“Wow, that investment blew up! I really don’t know what I’m doing. Maybe I should learn.”

“I got laid off because I didn’t make myself indispensable. I won’t let that happen again.”

The next time you catch yourself saying “I can’t,” say “I choose not to because….“

“I choose not to go to the gym because….”

“I choose not to learn something new because…” 

“I choose not to eat healthy because….”

It’s not that you can’t do something it’s that unless you have literally done everything, you’re choosing not to because the price is too high. Stop lying to yourself.

Own your choices. Own the process. Take control.

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