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Text LEARNERS to 44222 for more... Full show notes at www.LearningLeader.com Twitter/IG: @RyanHawk12  https://twitter.com/RyanHawk12 Greg McKeown wrote the New York Times best-seller, Essentialism: The Disciplined Pursuit of Less.  As well as frequently being the #1 Time Management book on Amazon, this book challenges core assumptions about achievement to get to the essence of what really drives success. His latest book is titled, Effortless: Make It Easier To Do What Matters Most. Notes: Essentialism was about doing the right things; Effortless is about doing them in the right way... The best free throw shooter ever is not Michael Jordan or Steph Curry… It’s Elena Delle Donne. 93.4%. “If you keep it simple, less can go wrong.” The word NOW comes from the Latin phrase, novus homo, which means “a new man” or “man newly ennobled.” The spirit of this is clear: each new moment is a chance to start over. A chance to make a new choice.” “Whatever has happened to you in life. Whatever hardship. Whatever pain. They pale in comparison to the power you have to choose what to do now.” The question to ask yourself: "What's something essential that you're under investing in?" The second question is: How can you make that effortless? Life changes the day you discover residual results How to make it effortless? Create a routine so you don't have to think about it. The competition to the South Pole -- The difference between Amundsen versus Scott Amundsen -- 15 miles per day, no matter what. The "15 mile march." Scott -- Push to exhaustion every day. Amundsen and four others arrived at the pole on December 14, 1911. Five weeks ahead of a British party led by Robert Falcon Scott as part of the Terra Nova Expedition. Scott and his four companions died on the return journey. Amundsen made it to the South Pole and back to base camp without suffering a death in the party. Consistency day in and day out help Amundsen "achieve the goal without particular effort." Effortless is about simplification. Ask, "what if it could be easy?" Ask: "Is there an effortless way to do this? Highland High School Rugby - Won 19 national championships: Systems were put in place Consistent systems are the key How to deal with the guilt when we don't work as hard? Give your best to what you're doing, but have an open mind to finding a better way to do something This book for Greg grew out of agony... His daughter was living an ideal life... And then had health issues that completely changed their family. They had two possible paths to help her: The harder, heavier path of 24/7 always on work... OR Easier path of being grateful. Sharing optimism, and live in the state to help re-wire the brain. "Be grateful for every thing possible." They chose the latter and Eve got better... How they chose to respond was everything...

Connect with me on social media: www.instagram.com/geoffsteurer/ www.facebook.com/GeoffSteurerMFT Visit www.geoffsteurer.com for online courses and other supportive resources. In this episode, I interview Dr. Mark Matheson on the topic of honesty and how we can become more honest in our dealings with other people. Dr. Matheson has an MBA from Harvard and a doctorate in organizational leadership from UoP. From 2010 to 2019 Brother Matheson taught at BYU-Hawaii and Southern Virginia Universities. Before his retirement, he has been a partner and senior analyst with three investment banks. He was also an Adjunct Professor for four years and guest lectured at eight other universities. He taught at BYU Education Week for four years, seminary for five years and for the last seventeen years, when he is in Utah, he has served as a volunteer teacher serving the Utah State Prison. He loves to mentor young adults as they face multiple important life decisions. He posts thought-provoking ideas daily under the titles @ScriptureAnalyst and @ConferneceAnalyst, the same on both Instagram or Facebook. Five preliminary basic steps in improving honesty: 1) Perceive Dishonesty as a Threat to the Well-Being of Your Family 2) Seek to Understand Why You and/or Your Family has Dishonesty Issues or Events Here are two practices you can do now to analyze your level of honesty: **Conduct an Honesty Inventory for a day or a week- keep a pad and pen with you and see if you can tally how many honesty situations you are in or how many times you lied. **Do a Personal Honesty Assessment Reflect on your life and see where you have perhaps cut corners now or in the past. 3) Develop a Personal Commitment to Honesty Here are some self evaluation questions I use: Ask: Is honesty for you always a priority or only when someone calls you on it? Ask: Is honesty a proactive core characteristic of the way you conduct your life or is dishonesty the ‘default’ mode? Ask: Are we usually honest mainly when it is not inconvenient ? Is our internal consistent with our external? 4) As We Develop a Vision of Honesty for Your Family and the World 5) Trust in Positive Outcomes of Honest Behavior --Believe that honesty is the best long term course of action. --Believe that honesty is rewarded in the Long-run; not always in the short-run. -- Honesty skills need to be tested over time and under stress. I Found Two Related Core Traits of Honesty: Sacrifice & Humility 1) Sacrifice to Uphold Honesty Admit mistakes even when it costs something significant. You have to be prepared to walk away from profitable but dishonest dealings. 2) Embrace Humility as a Guard Against Dishonesty Much dishonesty stems from attempts to limit ego damage. We can improve in this by some simple actions: Accepting feedback from others Acknowledging error

In this episode, co-hosts Dan Neumann and Sam Falco discuss the topic of filling the role of a Scrum Master. In particular, whether you should follow Scrum practices and patterns as opposed to using the Scrum principles, or vice-versa. They talk about what they see most Scrum Masters doing, some of the common mistakes they may make, how to take an effective approach as Scrum Master, and share some of the lessons they have learned throughout their careers as Scrum Masters themselves.   Key Takeaways Advice for new Scrum Masters/What Scrum Masters should be aware of: Get feedback and act on it — especially when it’s interpersonal feedback Ask: “How can I be serving my team better?” Build support for your team around Scrum (which may be new and uncomfortable to them) The impulse may be to say, “I’m doing this because that is what it says to do in the book,” but that’s not a satisfying answer for anybody If somebody asks, “Why do we have to have a daily Scrum?” Don’t just say it is because “daily” is in the title — instead, ask, “What value are you not getting out of the daily Scrum?” Whenever your team is unsure about why they are doing a particular practice, ask, “Why wasn’t this valuable?” and “How can we get more value out of it?” Getting a Scrum certification from 2006 or 2008 isn’t sufficient; you have to continuously learn and improve as a Scrum Master — new practices are constantly emerging and you have to adapt “Let them fail” can be misconstrued as not giving someone enough support in their role and letting them fail (what it actually means is putting someone in the place to win and giving them the chance to fail) The new Scrum Guide is an amazing resource because it strips away all of the prescriptive practices and is easier for new Scrum Masters to follow Ask: “Is your daily scrum effective at helping you plan so that this won’t happen again?” The Scrum Master has to guide the team in a way that’s not telling them what to do Sometimes as a Scrum Master the best thing you can do is say nothing (which doesn’t mean sitting back and doing nothing; but actively observing, considering, and when your team asks a question, follow it up with another question [i.e. “What do you think you can do?” or “What are some options?” and allow them to figure things out]) Don’t give your team answers, this disempowers them; instead, allow them to try something on their own (they may solve the problem in a better way) Even if a team member fails when you allow them to try something their own way, remember: you’re only one sprint away from recovering in Scrum As a Scrum Master, there are times where you may need to step in (i.e. when you know something is going to result in something bad that will cause strife) Upholding Scrum is a part of the Scrum Master’s accountability The one situation in which a Scrum Master absolutely needs to step in is if there is abuse If you feel things have gotten stale as a Scrum Master it is time to broaden your horizons and think about the different ways you can serve your team Continue to learn and explore different options for how to build some excitement and make Agile principles and Scrum values more present Patterns and Practices vs. Principles Doing the practices in an inappropriate way can be harmful and the principles can really illuminate effective ways to do that Patterns and practices are important (but equally as important is building the principles so that you’re doing them effectively at the right times) The pattern is important but you need to understand the principle behind it and why you’re doing it so you can then adapt it As a beginning Scrum Master, it is helpful to follow the practices but if you’re only following the rule because “it says so” or “I say so” it is not a good strategy to push forward with As a Scrum Master, it is your job to help people become effective and figure out what patterns and practices work for them   Mentioned in this Episode: AgileThought.com/Events — Visit for AgileThought’s upcoming virtual events & RSVP! Agile Coaches’ Corner Ep. 1: “Do Scrum Well Before Scaling!” Agile Project Management with Scrum (Developer Best Practices), by Ken Schwaber Agile Coaches’ Corner Ep. 54: “The Concept of Shu Ha Ri and Why It’s Important to Agile Adoption with Che Ho” The Scrum Field Guide: Practical Advice for Your First Year (Agile Software Development Series), by Mitch Lacey Coaching Agile Teams: A Companion for ScrumMasters, Agile Coaches, and Project Managers in Transition, by Lyssa Adkins Discover to Deliver: Agile Product Planning and Analysis, by Ellen Gottesdiener and Mary Gorman   Want to Learn More or Get in Touch? Visit the website and catch up with all the episodes on AgileThought.com! Email your thoughts or suggestions to Podcast@AgileThought.com or Tweet @AgileThought using #AgileThoughtPodcast!

2) Phantom Guilt – Like a person who has had a limb amputated. Phantom guilt can persist in a Xian’s life for sometime if not dealt with… where does it come from…? - A hypersensitive/weak conscious… - Unhealthy spiritual upbringing… - Unhealthy upbringing… o Don’t feel what you feel… feel what we tell you to feel! o Don’t show emotion! ** Don’t ever get angry! o Emotions not validated… You shouldn’t feel like that! o Abuse… neglect… abandonment… Phantom Guilt unchecked…. Can lead to: - Perfectionism - Workaholic - Depression - Regular outburst of anger - An inability to have close relationships - Can lead to physical illnesses! - Can lead to addictions… from drugs to food to shopping! Feeling guilty…? Ask: Is my guilt true guilt or phantom guilt…? Have I violated God’s Word…? Or… Have I not lived up to my mom’s expectations…? Have I disappointed my dad…? Have I not lived up to some expectation that’s not from God…?

In this episode, Dan Neumann is joined by AgileThought colleague and frequent guest of the show, Quincy Jordan. Quincy has been with AgileThought for just over two years as a principal transformation consultant and agile competency lead. Prior to AgileThought, Quincy was the transformation lead for Pivotal’s Atlanta office, where he consulted with clients to help them reach enterprise scale. He has also served as a principal consultant and agile coach at SCRUMstudy.com for over six years.   In their discussion today, Dan and Quincy explore the topic of culture as related to agile transformations. They define what culture is, why it is important, how it factors into agile transformations, and how to begin addressing it as an organization. Quincy also shares how to become more intentional about addressing culture early on as the company is moving toward a more agile way of working, the outcomes of being unintentional about addressing culture challenges, and additional tips and takeaways that are critical to keeping in mind when addressing culture.   Key Takeaways What does ‘culture’ refer to? A combination of the values, habits, and norms within a group or organization The values that are present in everything that your organization does It applies to any organization (whether it’s a religious institution, your family unit, company, etc.) Can be characterized as “The way things happen around here” or “How we do things around here” Quincy’s advice regarding how culture factors into agile transformations: Culture cannot come last; if you want the ‘machine to run well’ and address the culture after, you have created a culture that says, “The machine is more important than the culture” If a specific habit, such as courage, is not encouraged, you are building cultural debt; i.e., it will become more and more difficult for courage to be expressed It is important to be intentional about culture upfront and incorporate it into your transformation as part of your strategy If you don’t want certain habits to be a part of the culture, you have to intentionally set a new structure for everyone to transition to (otherwise it will continue to be pervasive) Outcomes of being unintentional about addressing culture challenges: If you’re not intentional about the culture and you develop a culture by default, it is likely to be riddled with cultural debt If you don’t address having the proper culture that you want up front, you are going to have a mismatch of what you currently have and what it is that you really want If the team/s are checklist-driven then they won’t have the opportunity to help the culture be values-driven How to be more intentional about addressing culture early on as the company is moving toward a more agile way of working: Ask: “Are we involving the teams in the actual planning or are they being given plans and milestones that they’re expected to hit without participating in the creation of those plans?” Ask: “Is our culture checklist-driven rather than values-driven?” The team/s should be involved in understanding what’s drawing value so they can better help accomplish the work that needs to be done for the values to be there Set the culture upfront Figure out the things that you are and are not aligned to as an organization Decide on where the values lie and what they would be (ask individuals and teams: “What are the things that we value?”) Have teams and individuals fill in the blank: “It really agitates me when _________.” It helps make clear what things affect their value system Do a team working agreement where you establish what the values are Once you establish what the values are, ask: “How can we act on these values?” and “What are the things that we can do, day-in and day-out, to express that those are our values?” For example, if the value is: “Everyone has a voice,” then you need to provide opportunities for individuals to have their voice heard Additional culture tips and takeaways: You need to be intentional and know what your values are so that you can drive towards them (and be intentional about not allowing those values to be encroached upon) If you address culture upfront, then you’re putting the organization in a position where you’re helping to impact the decision-making Addressing the culture upfront helps the organization work towards their overall vision It is important to have people within the organization that are carrying the culture forward so that when others are unsure/confused, they can look to those people   Mentioned in this Episode: The Reengineering Alternative, by William E. Schneider Measure What Matters: How Google, Bono, and the Gates Foundation Rock the World with OKRs, by John Doerr Science of Running: Analyze your Technique, Prevent Injury, Revolutionize your Training, by Chris Napier   Want to Learn More or Get in Touch? Visit the website and catch up with all the episodes on AgileThought.com! Email your thoughts or suggestions to Podcast@AgileThought.com or Tweet @AgileThought using #AgileThoughtPodcast!

  Today’s Guest I'm back again, with another solo episode! This week's episode was inspired by a listener, who asked me to speak about how to create habits that last. I think this is something that I'm pretty good at...when the new habit is something that's really important to me. In this episode, I share tips on creating habits, but most importantly I share questions you need to ask yourself BEFORE committing to a new habit.   Listen To This Episode        What You'll Learn The questions you need to ask BEFORE committing to a new habit How to get super specific about what this new habit will look like Why it can be helpful to start small and uplevel later Why it's so important to select ONE new habit to implement + commit to ONE THING Why it needs to be non-negotiable, no exceptions How to get accountability for your habit (both people + apps) How to keep track and have mini celebrations What to do if you struggle How to celebrate + reward yourself (and what you need to pay attention so the reward doesn't sabotage your habit)   Questions to Ask Is this new habit a should or a want? Why is this important to you? How important is it to you, from 1-10? What is the new habit, when will you do it, and how often will you do it? Is this reasonable/doable/achievable? How does it fit into your current lifestyle/schedule? How can you simplify it? Does it have different levels? Can you adjust the frequency? If you struggle: reevaluate your habit. Is it still important to you? What can you change? How can you do it differently? Can you simplify it?   Things I Discussed 304 Holly Worton ~ How To Prioritize When You Can’t Do It All 24 Best Habit Tracking Apps (2019 Updated) Survey   Connect With Holly Website Facebook Instagram Twitter Pinterest Google+ LinkedIn   How to Subscribe Click here to subscribe via iTunes Click here to subscribe via RSS Click here to subscribe via Stitcher   Help Spread the Word If you enjoyed this episode, please head on over to iTunes and kindly leave us a rating and a review! You can also subscribe, so you'll never miss an episode.

Take a step back, and keep it simple. Ask — Is the technology in alignment with government agendas? Is it more likely that sovereign states will allow you to control the buying power of your own money, or is it more likely that government agenda (and businesses who own patents on technology) will support a blockchain designed to keep data safe, scalable, and future-proofed against the potential of a paradigm shift in computing power?

Becky and Diana explore concepts from David Allen’s book, Getting Things Done.  In Getting Things Done, David Allen describes a 5 step process to master productivity. The steps: Capture, Clarify, Organize, Reflect, and Engage. Capture: Get every idea, task, and to-do item out of your head and put it somewhere. Whether you use an app, a whiteboard, a notebook, or something else, find a place you trust to store your ideas. Developing this habit prevents the cognitive load of incompletions (Roy Baumeister).   Clarify: Process the ideas. Ask “Is this important to me now?” Ask “Does it add value?” Use the 2 minute rule. If it only takes 2 minutes to deal the item, do it immediately.   Organize: Where does this belong? Give ideas and projects a priority. What do I need get done today?   Reflect: Review what your tasks and projects so you learn to trust your choices. Schedule time for reflection. Reflection creates more clarity.   Engage: DO SOMETHING! Take the first step. Don’t let worrying about the end result paralyze you and keep you from moving forward.  

Dharma talk on Compassion Suffering relates to the “conceit of ‘I am’” – the delusion that there is an “I” that exists outside of conceptual constructs. There is a current trend among some people that one must develop a strong sense of “I am” before one can meditate. However, it is important to develop confidence rather than ego. Confidence and humility along with a sense of gratitude for one’s teachers can be developed simultaneously. Rather than a strong ego, one must have a realistic sense of who you are. A dream sign to develop (regarding lucid dreaming) is the psychological impulse of “I am.” Develop this in your so-called “waking state.” Observe your reaction when you are either blamed or praised, not given enough respect. There is a surge of emotion. When you experience anger, resentment, fear, anxiety, self-loathing, pride, do a “reality check” (or as is done in developing lucid dreaming, a “state check”). Ask “Is there really somebody here or is it just a thought?” Meditation (16:00) on all three types of suffering: blatant suffering, the suffering of change, and the suffering that arises due to our vulnerability because of our vision of who we are. Carrying practice: Throughout the day, when you have a sense of “I am,” do a reality/state check. Just jumping up and down won’t be enough. Go deep into your awareness that is obscured by mental afflictions but is never contaminated by them.