The table of contents and my personal notes from reading
:
What Got You Here Won’t Get You There: Discover the 20 Workplace Habits You Need to Breakby Marshall Goldsmith
256 pages, Hyperion January 9, 2007
ISBN-10: 1401301304
Table of Contents
Acknowledgments
Section One: The Trouble with Success.
1. You are Here
2. Enough About You
3. The Success Delusion, or Why We Resist Change
Section Two: The Twenty Habits That Hold You Back from the Top
4. The Twenty Habits
5. The Twenty-First Habit: Goal Obsession
Section Three: How We Can Change for the Better
6. Feedback
7. Apologizing
8. Telling the world, or Advertising
9. Listening
10. Thanking
11. Following Up
12. Practicing Feedforward
Section Four: Pulling Out the Stops
13. Changing the Rules
14. Special Challenges for People in Charge
Coda: You Are Here Now
Appendix: Global Leadership Inventory
Transactional Flaws (Chapter 4)
1. Winning too much: the need to win at all costs and in all situations—when it matters, when it doesn't, and when it's totally beside the point
2. Adding too much value: the overwhelming desire to add our two cents to every discussion
3. Passing judgment: the need to rate others and impose our standards on them
4. Making destructive comments: the needless sarcasms and cutting remarks that we think make us sound sharp and witty
5. Starting with "No," "But," or "However": the overuse of these negative qualifiers which secretly say to everyone "I'm right. You're wrong."
6. Telling the world how smart we are: the need to show people we're smarter than they think we are.
7. Speaking when angry: using emotional volatility as a management tool
8. Negativity, or "Let me explain why that won't work": the need to share our negative thoughts even when we weren't asked
9. Withholding information: the refusal to share information in order to maintain an advantage over others
10. Failing to give proper recognition: the inability to praise and reward
11. Claiming credit that we don't deserve: the most annoying way to overestimate our contribution to any success
12. Making excuses: the need to reposition our annoying behavior as a permanent fixture so people excuse us for it
13. Clinging to the past: the need to deflect blame away from ourselves and onto events and people from our past; a subset of blaming everyone else
14. Playing favorites: failing to see that we are treating someone unfairly
15. Refusing to express regret: the inability to take responsibility for our actions, admit we're wrong, or recognize how our actions affect others
16. Not listening: the most passive-aggressive form of disrespect for our colleague
17. Failing to express gratitude: the most basic form of bad manners
18. Punishing the messenger: the misguided need to attack the innocent who are usually only trying to help us
19. Passing the buck: the need to blame everyone but ourselves
20. An excessive need to be "me": exalting our faults as virtues simply because they're who we are
The Four Commitments (Chapter 6)
1. Let go of the past
2. Tell the truth
3. Be supportive and helpful - not cynical or negative
4. Pick something to improve yourself - so everyone is focused on more "improving" than "judging"
Soliciting Feedback (Chapter 6)How can I do better?
What can I do to be a better partner at home / better colleague at work / better leader of this group?
The Skill that Separates the Near-Great from the Great (Chapter 9)
Listen
Don't interrupt
Don't finish the other person's sentences
Don't say "I knew that"
Don't even agree with the other person (even if he praises you, just say, "Thank you")
Don't use the words "no", "but," and "however"
Don't be distracted. Don't let your eyes or attention wander elsewhere while the other person is talking
Maintain your end of the dialogue by asking intelligent questions that (a) show you're paying attention, (b) move the conversation forward, and (c) require the other person to talk (while you listen).
Eliminate any striving to impress the other person with how smart or funny you are. Your only aim is to let the other person feel that he or she is accomplishing that.
My Nightly Follow-Up Routine (Chapter 11)
1. How happy are you?
2. How much walking did you do?
3. How many push-ups?
4. How many sit-ups?
5. Did you eat any high-fat foods?
6. How much alcohol did you drink?
7. How many hours of sleep did you get?
8. How much time did you spend watching TV or surfing the Internet?
9. How much time did you spend writing?
10. Did you do or say something nice for Lyda (my wife)?
11. Did you do or say something nice for Kelly and Brian (my children)?
12. How many times did you try to prove you were right when it wasn't worth it?
13. How many minutes did you spend on topics that didn't matter or that you could not control?
Criteria for picking a coach (Chapter 11)
One, it shouldn't be a chore for your coach to get in touch with you (and with cell phones that's no longer an issue). You never want to have some technical problem as an excuse for not following up.
Two, your coach should be interested in your life and have your best interests at heart. You don't want someone yawning through your checklist as you answer whether you flossed, or remembered to take your vitamins. For example, Jim Moore is an old friend, also from my home state of Kentucky. We enjoy talking to each other. It's not a burden for us to call each other.
Three, your coach can only ask the prescribed questions; he or she cannot judge your answers. (Warning: If your coach is a spouse or parent, suspending judgement might be asking a lot of them.)
After that, it's a simple process. Pick an issue in your life that you're not happy with and that you want to improve. Make a list of a dozen small daily tasks - nothing so major that it overwhelms the rest of your day - that you need to do to improve in your chosen area. And have your "Jim Moore" ask you about each task at the end of the day. That's it. As with any exercise, you won't see results immediately. But if you stick to it with daily follow-up, you will do all the tasks on your list. The results will appear. You will change. You will be happier. And people will notice.
Feedforward (Chapter 12)
1. Pick the one behavior that you would like to change which would make a significant, positive difference in your life. For example, I want to be a better listener.
2. Describe the objective in a one-on-one dialogue with anyone you know. It could be your wife, kids, boss, best friend, or coworker. It could even be a stranger. The person you choose is irrelevant. He or she doesn't have to be an expert on the subject. For example, you say, I want to be a better listener. Almost anyone in an organization knows what this means. You don't have to be an "expert" on listening to know what good listening means to you. Likewise, he or she doesn't have to be an expert on you. If you've ever found yourself on a long flight seated next to a perfect stranger and proceeded to engage in an earnest, heartfelt, and honest discussion of your problems with that stranger - or vice versa - you know this is true. Some of the truest advice can come from strangers. We are all human beings. We know what is true. And when a useful idea comes along, we don't care who the source is. (If you think about it, a stranger - someone who has no past with you and who cannot possibly hold your past failings against you or, for that matter, ever bring them up - may be your ideal feedforward "partner.")
3. Ask that person for two suggestions for the future that might help you achieve a positive change in your selected behavior - in this case, becoming a better listener. If you're talking to someone who knows you or who has worked with you in the past, the only ground rule is that there can be no mention of the past. Everything is about the future.
For example, you say, I want to be a better listener. Would you suggest two ideas that I can implement in the future that will help me become a better listener?
The other person suggests, First, focus all your attention on the other person. Get in a physical position, the "listening position," such as sitting on the edge of your seat or leaning forward toward the individual. Second, don't interrupt, no matter how much you disagree with what you're hearing.
These two ideas represent feedforward.
4. Listen attentively to the suggestions. Take notes if you like. Your only ground rule: You are not allowed to judge, rate, or critique the suggestions in any way. You can't even say something positive, such as "That's a good idea." The only response you're permitted is, Thank you.
Changing: The Rules (Chapter 13)
1. You might not have a disease that behavioral change can cure
2. Pick the right thing to change
3. Don't delude yourself about what you really must change
4. Don't hide from the truth you need to hear
5. There is no ideal behavior
6. If you can measure it, you can achieve it
7. Monetize the result, create a solution
8. The best time to change is now
Appendix: Global Leadership Inventory
The leadership inventory was developed as part of a research project (sponsored by Accenture) involving 200 specially selected high-potential leaders from 120 companies around the world. Respondents are asked to rate leaders on a five-point scale, ranging from Highly Satisfied to Highly Dissatisfied.
Consider your own (or this person's) effectiveness in the following areas. How satisfied are you with the way he or she (or you) . . .
Thinking Globally
1. Recognizes the impact of globalization on our business
2. Demonstrates the adaptability required to succeed in the global environment
3. Strives to gain the variety of experiences needed to conduct global business
4. Makes decisions that incorporate global considerations
5. Helps others understand the impact of globalization
Appreciating Diversity
6. Embraces the value of diversity in people (including culture, race, sex, or age)
7. Effectively motivates people from different cultures or backgrounds
8. Recognizes the value of diverse views and opinions
9. Helps others appreciate the value of diversity
10. Actively expands her/his knowledge of other cultures (through interactions, language study, travel, etc.)
Developing Technological Savvy
11. Strives to acquire the technological knowledge needed to succeed in tomorrow's world
12. Successfully recruits people with needed technological expertise
13. Effectively manages the issue of technology to increase productivity
Building Partnerships
14. Treats coworkers as partners, not competitors
15. Unites his/her organization into an effective team
16. Builds effective partnerships across the company
17. Discourages destructive comments about other people or groups
18. Builds effective alliances with other organizations
19. Create a network of relationships that help to get things done
Sharing Leadership
20. Willingly shares leadership with business partners
21. Defers to others when they have more expertise
22. Strives to arrive at an outcome with others (as opposed to for others)
23. Creates and environment where people focus on the larger good (avoids sub-optimization or "turfism")
Creating a Shared Vision
24. Creates and communicates a clear vision for our organization
25. Effectively involves people in decision-making
26. Inspires people to commit to achieving the vision
27. Develops an effective strategy to achieve the vision
28. Clearly identifies priorities
Developing People
29. Consistently treats people with dignity
30. Asks people what they need to do their work better
31. Ensures that people receive the training they need to succeed
32. Provides effective coaching
33. Provides developmental feedback in a timely manner
34. Provides effective recognition for others' achievements
Empowering People
35. Builds people's confidence
36. Takes risks in letting others make decisions
37. Gives people the freedom they need to do their job well
38. Trusts people enough to let go (avoids micromanagement)
Achieving Personal Mastery
39. Deeply understands her/his own strengths and weaknesses
40. Invests in ongoing personal development
41. Involves people who don not have strengths that he/she does not possess
42. Demonstrates effective emotional responses in a variety of situations
43. Demonstrates self-confidence as a leader
Encourages Constructive Dialogue
44. Asks people what he/she can do to improve
45. Genuinely listens to others
46. Accepts constructive feedback in a positive manner (avoids defensiveness)
47. Strives to understand the other person's frame of reference
48. Encourages people to challenge the status quo
Demonstrates Integrity
49. Demonstrates honest, ethical behavior in all interactions
50. Ensures that the highest standards for ethical behavior are practices throughout the organization
51. Avoids political or self-serving behavior
52. Courageously "stands up" for what she/he believes in
53. Is a role model for living our organization's values (leads by example)
Leading Change
54. Sees changes as an opportunity, not a problem
55. Challenges the system when change is needed
56. Thrives in ambiguous situations (demonstrates flexibility when needed)
57. Encourages creativity and innovation in others
58. Effectively translates creative ideas into business results
Anticipating Opportunities
59. Invests in learning about future trends
60. Effectively anticipates future opportunities
61. Inspires people to focus on future opportunities (not just present objectives)
62. Develops ideas to meet the needs of the new environment
Ensuring Customer Satisfaction
63. Inspires people to achieve high levels of customer satisfaction
64. View business processes from the ultimate customer perspective (has an "end to end" perspective)
65. Regularly solicits input from customers
66. Consistently delivers on commitments to customers
67. Understands the competitive options available to her/his customers
Maintaining a Competitive Advantage
68. Communicates a positive, "can do" sense of urgency toward getting the job done
69. Holds people accountable for their results
70. Successfully eliminates waste and unneeded cost
71. Provides products/services that help our company have a clear competitive advantage
72. Achieves results that lead to long-term shareholder value
Written Comments
What are your strengths? Or if you are evaluating someone, what does this person do that you particularly appreciate? (Please list two or three specific items.)
What specifically might you do to be more effective? Or if evaluating someone, what suggestions would you have for this person on how she or he could become more effective? (Please list two or three specific items.)
