Podcasts about matchers

In today's episode, I explore the question of who is more likely to succeed: the hard-driving individual who doesn't mind stepping on others, or the nice guy who helps those around them?I dive into research by Professor Adam Grant, who studied this very topic and found that, while nice guys do sometimes finish last, the aggressive, self-serving types don't come out on top either.Grant's study identifies three types of people: Takers, who are aggressive and self-focused; Matchers, who help others but keep score with an “I scratch your back, you scratch mine” mentality; and Givers, those who help without expecting anything in return. Tune in to learn which type might be the most successful in the long run and how these insights can be applied to business and life.Welcome to another episode of the O'Connor Bootstrap Podcast! If you enjoyed the content, drop a comment, and don't forget to give us a 5-star rating on your preferred platform.A massive thank you to Wintergatan for providing our incredible intro/outro music at no cost. Check out their amazing work on YouTube at youtube.com/@Wintergatan.Download the track "Moon And Star" by Wintergatan Build Tracks for free at www.wintergatan.net and get a free license for video use at www.wintergatan.net.Chat with us on DiscordSupport us:BuyMeACoffee.com/BootstrapPayPal.me/IocPodPatreon.com/IocPodExplore our Patreon tiers, including the $5/month Bootstrapper Community Explorer Tier for ad-free content Generous supporters at $25/month and up have a chance to be featured as valued guests.Check out our podcast on YouTube.com/OConnorBootstrap for visual content.This episode is part of the O'Connor Bootstrap Podcast by Atheoz Business Solutions. Visit Atheoz.com/IocPod for more, and find related blogs at Atheoz.com/OConnor-Bootstrap-Blog. Thank you for being part of our community! Until next time, I am your friendly neighborhood Entrepreneur, Isaiah O'Connor, signing off.

What if understanding your giving style could unlock unprecedented levels of success in your personal and professional life? Join me, as I explore the powerful insights from Adam Grant's transformative book, "Give and Take," and its profound influence on my personal and professional journey. We explore the three reciprocity styles: givers, takers, and matchers, and delve into how givers, those who prioritize generosity, can end up being the most or least successful based on their approach. Discover the crucial difference between selfless givers, who often burn out, and otherish givers, who blend kindness with strategy, ensuring that their generosity is sustainable and mutually beneficial.   In this episode, we also dissect the unique impacts of generosity within the business world, comparing the transactional nature of matchers to the deeper legacy left by strategic givers. By managing time and resources effectively, energetic givers can create lasting positive impacts. Reflect on your own reciprocity style and its influence on your relationships. Whether you're aiming to grow your business or enrich your personal connections, these insights will guide you toward authenticity and well-being, paving the way to success without sacrificing yourself in the process. Connect with Paul here: Website: https://innovativewealth.com/Instagram: https://businesslegacypodcast.com/ Timestamps 00:00:00 - Introduction and Welcome to Business Legacy Podcast   00:00:37 - Overview of Adam Grant's 'Give and Take'   00:01:15 - Understanding Reciprocity Styles: Givers, Takers, and Matchers   00:02:30 - Personal Impact of 'Give and Take' on Host Paul Dio   00:03:45 - Distinction Between Selfless and Otherish Givers   00:05:10 - Strategic Giving: Balancing Generosity and Self-Care   00:06:30 - Importance of Setting Boundaries for Success   00:08:10 - The Role of Matchers and Transactional Relationships   00:09:00 - Long-term Success and Legacy of Generous Givers   00:10:15 - Reflecting on Personal Giving Style and its Impact   00:11:30 - Practical Steps for Enhancing Business and Personal Connections   00:12:45 - Conclusion and Final Reflections on Generosity in Business   00:13:30 - Closing Remarks   Legacy Podcast: For more information about the Legacy Podcast and its co-hosts, visit businesslegacypodcast.com.  Leave a Review: If you enjoyed the episode, leave a review and rating on your preferred podcast platform. For more information: Visit businesslegacypodcast.com to access the shownotes and additional resources on the episode.  

Episode 586: Shaan Puri sits down with Mohnish Pabrai for a rare interview about value investing. Mohnish is sometimes called the "Indian Warren Buffett" for having turned $1M into over $1B+ through stock investing. In this podcast they talk about how founders can become great investors, how to avoid big mistakes, and lessons learned from Buffett & Munger. Want to see Sam and Shaan's smiling faces? Head to the MFM YouTube Channel and subscribe - http://tinyurl.com/5n7ftsy5 — Show Notes: (0:00) Intro (1:41) Why entrepreneurs make the best investors (4:40) How Warren Buffett's pre-paid for his college education (9:56) Becoming Ben Graham's Protege (13:57) What Buffett learned about branding from See's Candies (17:53) Buffett's failed play to be a candy mogul (20:54) Identifying offering gaps (21:47) Getting an MBA at age 14 as the son of an entrepreneur (26:12) The 3 tells of a future millionaire (28:49) Mohnish builds his first product with maxed out credit cards at 24 (31:21) The 168 hour framework (33:56) “Entrepreneurs do not take risks” (36:10) How Richard Branson launches Virgin Atlantic with no money (39:09) How 0.1 percent of the population owns 70 percent of all the motels in America (43:45) The unfair advantage of being a low-cost producer (44:49) How Mohnish turned his first million into $13M in 5 years (48:18) Pabrai Funds grows to $600M in assets in less than 10 years (49:42) What Mohnish knows about fundraising that we don't (55:46) Pivoting from tech investments in 1999 to value investments (58:50) $2M lunch with Warren Buffett (1:04:15) Be a harsh grader of people (1:08:09) The Givers, The Takers, and The Matchers (1:11:30) “Heads I win, tails I don't lose much” (1:16:41) Private markets v public auctions (1:21:15) The #1 trait that makes a great investor (1:22:50) What people of Reddit think of Mohnish Pabrai (1:24:26) Starting capital, annual rate of return, length of runway (1:25:04) The rule of 72 (1;26:03) “The most important rule in life is how long something takes to double” (1:30:21) Circle the Wagons Philosophy (1:32:14) Losing $3B in one unfortunate event (1:37:34) Be fearful when the world is greedy; Be greedy when the world is fearful (1:38:34)What a value investor thinks of bitcoin (1:39:50) Nick Sleep bets (1:52:49) The Best Of: Capital Allocators — Links: • The Intelligent Investor - https://tinyurl.com/3jmpjrmc • The Dhandho Investor - https://tinyurl.com/53p9bhfv • Get HubSpot's Free AI-Powered Sales Hub: enhance support, retention, and revenue all in one place https://clickhubspot.com/sym — Check Out Shaan's Stuff: Need to hire? You should use the same service Shaan uses to hire developers, designers, & Virtual Assistants → it's called Shepherd (tell ‘em Shaan sent you): https://bit.ly/SupportShepherd — Check Out Sam's Stuff: • Hampton - https://www.joinhampton.com/ • Ideation Bootcamp - https://www.ideationbootcamp.co/ • Copy That - https://copythat.com • Hampton Wealth Survey - https://joinhampton.com/wealth My First Million is a HubSpot Original Podcast // Brought to you by The HubSpot Podcast Network // Production by Arie Desormeaux // Editing by Ezra Bakker Trupiano

Welcome to the What's Next! Podcast with Tiffani Bova.    Adam Grant is a leading voice on organizational psychology and I know many of you resonate with his ideas, which is why I'm so eager to replay a conversation I had with Adam a while back.   Adam is an expert on finding motivation and meaning and living more generous and creative lives. He's been recognized as one of the world's 10 Most Influential Management Thinkers and Fortune's 40 under 40. He's the author of three New York Times bestsellers: Give and Take,  Originals,  and Option B.  Adam now hosts WorkLife, a TED original podcast after his TED talk got over 12 million views.     THIS EPISODE IS PERFECT FOR… team members and team builders.    TODAY'S MAIN MESSAGE… Adam's research shows that interpersonal interactions that a difference in our success. At various points in our day, humans operate in three realms:  A giver, or people who ask what can I do for you? A taker, someone who asks what can you do for me? Matchers, who follow the law of reciprocity.     Yes, there are grey areas, but people usually fit in one of these categories.    One would think that placing a group of givers on a team would guarantee a culture of givers, but that's not the case. Yet, when you have a team of takers, more harm is done than good. Adam believes it's more important to screen out takers, leaving a good mix of givers and matchers.    Forming teams is more than finding similarities or matching “culture fit.” Forming teams is an important skill that finds differences and diversity of thought and identifies the holes in current teams.    WHAT I LOVE MOST… Adam's work around being better teammates and better individuals in our home and work life is inspiring. He forces us to think if we are a giver, a taker, or a matcher. How are we adjusting each day to bring our best selves to our day? This is an important question to ponder and to try to implement in your life.    Running time: 26:42   Subscribe on iTunes    Find Tiffani Online: Facebook  Twitter  LinkedIn    Find Adam Online: Website  Instagram  

Today I am going to start with a question. Who do you think is the most successful type of person in general. The hard driver who does not care who they step on, or the nice guy? Well, a professor named Adam Grant did a study on this very topic. You can find an article about it here. In his study, he actually found that in a sense nice guys do finish last, but the hard-driving one does not win either. He found there were three types of people, Operators the aggressive selfish types, Matchers, The general public who do things for others but keep score “I scratch your back you scratch mine” type, and Givers.For the previous Remastered episode click here.Remastered Series Season 1, Episode 4: A life Lesson From Stan LeeGet your free 1/2 hour consultation by using our contact page.To transcribe your work, Happy Scribe.coJoin the O'Connor Bootstrap Podcast FB group by clicking HEREThanks for listening to the O'Connor Bootstrap podcast, an Atheoz business solutions podcast.You can reach out to me at Isaiah@ballongeventbyraa.com If you find value in my podcasts please subscribe and share.Learning made easy for the busy entrepreneur, www.Audible.com /BootstrapPay Pal paypal.me/IocPodOur sponsors:Learning made easy for the busy entrepreneur, Audible.com For free images check out www.freepik.omFor free icons flaticon.comFor free images check out www.freepik.omTo transcribe your work, Happy Scribe.co Travel in style with Tilley Or if you need to monetize your content check out AWINUntil next time, I have been,Your Friendly Neighborhood Entrepreneur, Isaiah O'Connor

In this engaging episode of the Moonshots Podcast, hosts Mike and Mark explore the groundbreaking concepts presented in Adam Grant's "Give and Take." This book offers a fresh look at how our interactions in professional settings can shape our path to success. The episode is rich with insights, perfect for entrepreneurs, leaders, and anyone interested in personal and professional development.

If you're exceptionally good games such as spot the difference, you might be a 'super-matcher' - one of the few people with the natural ability to accurately compare or match complex visual patterns. University of Canterbury Psychology Lecturer Bethany Growns is looking for more 'super-matchers'. Growns spoke to Ingrid Hipkiss.

Have you ever considered, or are considering specialising, but you are put off by the journey of becoming a specialist? Usually the path to specialising means putting almost everything else aside for 3-5 years. But what if there was a different way? Dr Anna Dengate is a medicine specialist, and she's convinced that there could be an alternative path, and in this conversation she helps us to explore what that could look like. Anna's own career journey hasn't quite followed the the norm. After graduating from Sydney Uni in 2008 her path has meandered its way through several roles: intern, wife, resident, PhD candidate, GP vet, Member of ANZCVS, mum of 1, founding partner in a specialist hospital, Fellow of the ANZCVS, mum of 2, and resident supervisor. Most recently, Anna has been providing specialist medical and ultrasound services to GPs through her business The Vet's North. She also provides ongoing learning opportunities to wider groups of vets with teaching in ultrasound & online medical rounds, and has a new social impact project under development & is working on ways to integrate people with disabilities & traumatic backgrounds into the animal-care industry to increase diversity & inclusion. Join in for a conversation around what more inclusive residencies could look like, how Anna made it happen for herself, the importance of getting to know yourself for creating a career pathway that fills your bucket, finding the balance between pushing yourself enough for growth without reaching breaking point, and much much more. Topic list: 03:37 The relative rarity of female veterinary specialists with children. 04:16 Anna's journey through qualification, specialisation & having kids. 08:09 Having a newborn while studying. 11:59 Being prepared to fail. 13:38 Are institutions more supportive for part-time residencies now? 14:30 The barrier to specialising: to be a specialist or have a family? 15:05 Is specialising worth it? 16:31 More on barriers - from vet to specialist, the system is set up wrong. 18:18 Why can't we do it part-time? 20:18 The culture in specialist clinics that does not prioritise balance. 24:42 Givers, Takers & Matchers - who is the most successful? 25:56 The difference between successful vs unsuccessful Givers. 26:44 Can we change the profession & it's lack of boundaries, or is it up to us to know ourselves & our limits? 29:04 Coasting vs striving. 33:10 The benefits of making mistakes & getting to know yourself. 37:17 Negativity bias & how it affects the resilience in the vet industry. 48:37 Focussing on the positives & building resilience. 50:54 How empathy plays a role in resilience. 51:22 Empathy vs compassion - is empathy a bad thing? 53:47 Compassion fatigue vs burnout. 59:50 The connection between teaching & bureaucracy. 62:30 What's Anna excited about in the vet world? 67:49 Anna's education programs. 71:56 Anna's favourite podcasts. 73:28 How would Anna's career look different if she knew the things she knows now? 74:52 Anna's advice for new grads. Join our Vet Vault Nerds to lift your clinical game & get your groove back with our up to date easy-to-consume clinical episodes at vvn.supercast.com.  Visit thevetvault.com for show notes & resources for this episode. Connect with us and other listeners through our Vet Vault Network community for episode highlights, chats, questions & support. Join LIVE in Adelaide on 31st May - RSVP here. Can't make it to Adelaide? Come join online here Artificial intelligence in vet industry LIVE June 1st, join us here Join us at Vets on Tour in Wanaka on 13 - 18 August 2023 Anna's Business - The Vet's North --- Send in a voice message: https://podcasters.spotify.com/pod/show/vet-vault/message

In this episode, How to Be A Giver without Burning Out with Dr. Azi Jankovic, you'll hear our favorite highlights from Adam Grant's book "Give and Take." In Give and Take, Adam Grant outlines three personality types: Givers, Takers, and Matchers. Interestingly, Givers make up both the MOST successful and the LEAST successful of all three personality types. What's the difference between these two types of Givers? In this episode, we'll take a look at exactly that + how you can implement a few specific strategies to make your biggest impact and be most generous in life and business without burning out. For transcripts, highlights, and recaps, sign up at www.drazi.co/in To check out more of Adam Grant's book, Click here: https://adamgrant.net/book/give-and-take/ Give and Take is a Wall Street Journal and NYT Bestseller and has been translated into 30 languages.

Do you feel like you give too much without receiving anything back? Sounds like you might be surrounded by Takers, so let's sort that out. Watch to learn about the differences between Givers, Takers, and Matchers.------------------------------------------------------------------------Let's stay connected! Come explore and play in my world! YOUR INTUITIVE LIFE - my signature VIP program for living your best life! https://yourintuitivelife.com HUMAN FOOD 101 - https://HumanFood101.com 20-MINUTE MEDITATION - https://savannahalalia.com/20min-meditation COLON CLEANSE - http://bit.ly/3HvuF4l KIDNEY CLEANSE - http://bit.ly/3wsQgE7 LIVER CLEANSE - http://bit.ly/3Yf5N6z INSTAGRAM - http://bit.ly/3XFMJOm FACEBOOOK - http://bit.ly/3ksaqvd TWITTER - http://bit.ly/3ku5m9M TIKTOK - http://bit.ly/3QUxjn2 WEBSITE - www.savannahalalia.com EMAIL - hello@savannahalalia.com

Sales matchers and sales sharks are motivated by completely different things, and this economy is actually a huge advantage to a salesperson who isn't focused on the numbers. A shifting market where people are nervous about buying is where matchers get to truly shine. It's where we can take an educational stance and use our knowledge to make the process of buying feel less daunting. Why does the consumer's current buying behavior line up so perfectly with the abilities of a sales matcher? In this episode, I share why matchers will thrive in this market. Three Things You'll Learn In This Episode How to help people with buying decisions People aren't buying the way they were before, but does that mean they aren't buying at all?What will keep sales matchers in business through a down marketWhy do sales sharks struggle in a market that's not ruled by numbers? A sales matcher's biggest fear How do we overcome the fear of showing how knowledgeable we are?

In the world of sales, a lot of really great people struggle to hit their numbers - not because they are bad at sales, but because they don't resonate with the prevailing sales methods.  Not every salesperson will feel motivated in a typical high-pressure, high-volume environment. If the traditional approach to selling makes you feel icky, and you prefer to succeed through connection and relationship, you're a matcher, and this is a very different archetype to a sales consultant.  Many matchers struggle to meet their goals because they believe they don't measure up - but the problem isn't you, it's how you've been trained.  What's the better approach for matchers, and how do you motivate them? In this episode, I'll share the two camps of salespeople and how to specifically thrive as a matcher.  Three Things You'll Learn In This Episode  What hampers your ability to be a strong matcher  How do we do away with the subconscious belief that we're not doing well at sales because something is wrong with us?  Quantity cold vs. quality warm  What are the different types of leads and which category works best for the matchers? How to motivate a matcher If matchers aren't money-motivated or motivated by the usual rewards salespeople get, what do they care about?  Prosperity Program Link: https://angelakristentaylor.com/mastery-program-page/ (https://angelakristentaylor.com/mastery-program-page) Download your Matcher's Accountability Checklist: https://angelakristentaylor.activehosted.com/f/9 (https://angelakristentaylor.activehosted.com/f/9) 

Which group are happiest in love and relationships? Givers, takers? What is a Matcher? If relationships feel exhausting. If you have labeled yourself as a "GIVER" give this episode a listen. Do you experience an equal exchange of energy in all of your relationships? Do you feel that your energy input and output is dependent on someone else and if they are giving or taking? Do you want to feel more balanced and stop leaking energy? click the "find your joy" link to work with me on this, and more to bring joy into your life! Find Your Joy  

Amir, Stefan och Joakim tar en snabb titt på helgens Stryktipsetomgång och snackar lite om transfer och övriga ligor. 

Are you aspiring to work in a senior HR role, or perhaps you have already reached this level and would like to work on your influencing skills? In this episode of HR Coffee Time Career Coach, Fay Wallis shares how incorporating the six principles of persuasion can help to influence across your entire organisation. Key Points From This Episode[02:07] The importance of being strategic in a senior HR role[04:26] How to incorporate elements of Dr Cialdini's six principles of persuasion into your work[05:28] The first principle – ‘Reciprocity' [06:12] Fay refers to Adam Grant's research into Givers, Takers & Matchers, as mentioned in: Episode 16 | How to become more confident about networking[07:43] The second principle – ‘Commitment and Consistency' [09:22] The third principle – ‘Social Proof'[11:23] The fourth principle – ‘Liking'[13:13] The fifth principle – ‘Authority'[16:17] The sixth principle – ‘Scarcity'[18:27] Let Fay know if you're interested in joining the waitlist for joining the second cohort of the Inspiring HR group coaching programmeUseful Links Connect with Fay on LinkedInThe Bright Sky Career Coaching websiteRobert Cialdini's book, “Influence: The Psychology of Persuasion” (Disclosure: this is an Amazon Affiliate link. If you purchase the book using it, Fay will receive a small commission from Amazon) Rate and Review the PodcastIf you found this episode of HR Coffee Time helpful, please do rate and review it on Apple Podcasts or Spotify.If you're kind enough to leave a review, please do let Fay know so she can say thank you. You can always reach her at: fay@brightskycareercoaching.co.uk.Enjoyed This Episode? Don't Miss the Next One!Be notified each time a new episode of HR Coffee Time is released and get access to other free career tips, tools and resources by signing up to receive the free weekly HR Coffee Time email.Mentioned in this episode:Get Your 2024 HR PlannerSet yourself up for the best year of your HR career with the 2024 HR Planner. Order your copy today. 2024 hardback HR Planner

If you're stuck and unsure about how to build a relationship with a difficult person at work, don't worry, this episode of HR Coffee Time is here to help. Career coach Fay Wallis shares three top tips to find a solution that works for you.Disclosure: some of the links in these show notes are affiliate links, which means Fay may receive a small commission if you choose to make a purchase through them (at no cost to you).Key Points From This Episode[01:26] Fay refers back to Episode 3 - Building relationships with difficult people at work[02:03] Tip 1: Listen – Fay refers to Stephen Covey and The Seven Habits of Highly Effective People[05:07] Tip 2: Spend time with them regularly06:23] Finding a solution that works for you[10:41] Tip 3: Give (Fay refers to previous episodes about building relationships):Building relationships with difficult people at workHow networking can help your careerHow to become more confident about networkingNetworking - three most important networks for your career[12:20] Adam Grant's research into Givers, Takers & Matchers. His TED talk: Are you a giver or a taker? | Adam Grant [15:47] Fay refers to the book; How to win friends and influence people by Dale CarnegieUseful Links Connect with Fay on LinkedInThe Bright Sky Career Coaching websiteRate and Review the PodcastIf you found this episode of HR Coffee Time helpful, please do rate and review it on Apple Podcasts or Spotify.If you're kind enough to leave a review, please do let Fay know so she can say thank you. You can always reach her at: fay@brightskycareercoaching.co.uk.Enjoyed This Episode? Don't Miss the Next One!Be notified each time a new episode of HR Coffee Time is released and get access to other free career tips, tools and resources by signing up to receive the free weekly HR Coffee Time email.Mentioned in this episode:Get Your 2024 HR PlannerSet yourself up for the best year of your HR career

In honor of our upcoming IO2022 innovation Accelerated Summit, which is happening September 19th and 20th in Lincoln Nebraska. Thought it'd be nice to pull some of the best interviews and sessions from our IO2020 virtual event. So, over the next few weeks, check out some of our amazing speakers and grab a ticket for the upcoming event. We'd love to see you there. Tickets and more information can be found at io2022.com. And now back to the show. Inside Outside Innovation is a podcast to help new innovators navigate what's next. Each week, we'll give you a front row seat into what it takes to learn, grow, and thrive in today's world of accelerating change and uncertainty. Join us as we explore, engage, and experiment with the best and the brightest innovators, entrepreneurs, and pioneering businesses. It's time to get started.Interview Transcript with Steph Smith, Trends.co / The Hustle / HubspotBrian Ardinger: We are excited to have Steph Smith here with the Hustle and Trends to talk about one of these amazing new trends that we're seeing. It's the whole move to remote work. Steph is the Head of Trends and Product Manager at the Hustle, which is a great newsletter, if you don't subscribe to that. Trends is their exclusive group. And I I've got to say it's, it's one of the best groups out there to talk about new things that are happening out there, new business leaders, things along those lines. She's got a new book out called Standing Out in 2020. Doing Content Right. And I know she's been doing a series of sessions on that. It's an eBook. You can check it out at stephsmith.io. She's been blogging for a ton of time. And she's also been in this world of remote work. Been a digital nomad for a while. So, with that, I'm going to just turn over to Steph. And we'll talk the trend of remote working. Steph Smith: Sweet. Thanks so much. That was a great intro, Brian. Today, I'm going to be talking about something that I care a lot about. I saw some other people in the chat mention that they've been working remotely for a long time. Two, I'm going to be talking about thinking past the office and designing what I call resilient, remote teams. And I do this in a little bit of a different way than I think most presentations on this topic are, which give you a lot of super, super concrete, like you must do this. I like to think of this more so as how do we think about what has changed? What does that mean? And what can we learn from this? So, I use three books and I'll get into that in a second to actually convey some of these points. But just quickly, I don't want to talk about myself very much. Brian gave me a great intro. All you need to know is that I have been working remotely for the last four or five years now. And I did that originally at a company called Top Tell, which was one of those kind of remote first companies built from the ground up to be remote. Now I work at a company called The Hustle and I've done some remote training for different companies. And in general, have been nomadding around for the last couple years as I work remotely. So that's enough about me. Let's talk about where we are in this world. As I mentioned before COVID there was a series of companies I'd say only a couple dozen of scale that were built up to be remote. From the ground up, they said, you know what, we're never going to have any offices. Or if we do, we're going to be remote first. Companies like Zapier Basecamp, Web Flow. All these companies were built from the ground up to facilitate positive remote working environment. Now, as we all know, you saw this kind of trend, the slow trickle of people that were searching for remote work overtime. This is Google trends from 2004 to present. Then as we all know, 2020. crazy year. We see this big spike and we're all remote, whether we want to be or not. And this includes huge companies like Google, Cora, Coinbase. Shopify that at least are either going to be remote for several, several years or in some cases like Shopify have just claimed that they are now remote first from here forward. The question then becomes with all of these companies with now millions, if not billions of people that are kind of thrown into this new environment, what happens. What happens to these organizations that weren't built from the ground up? Like Zapier, Base Camp, or Buffer. Some of the questions that I have here, allude to what I'll be talking about in this presentation. So how does remote work or the shift influence how people interact with one another? How does it influence the social fabric or culture of the company? How does this change how potentially leaders should or can operate at these organizations?And in general, this all brings me back to the title of this presentation. How do we build resilient teams? And resiliency in this case means teams that thrive in the environment that they're put in, right. It doesn't feel like they're kind of pushing against walls. It doesn't feel like there's friction to achieve certain things.It feels like they're put in an environment where they're put in a place to succeed by nature, by the nature of the environment that they're in. So, as I said, this presentation is really based on three books that I've read and, and I think are excellent. It's Give and Take, Algorithms to Live By and The Four Tendencies.And I like using books like this to really frame these conversations because these books are actually not based on remote work at all. They're based on human psychology. They're based on how people interact in given situations or environments. And then I just layer on a question. Is this still true with remote work or how does this change as people go from an in-person environment to remote. And so, we'll talk specifically about how giving and taking behavior may change with remote work. We'll talk about how we can design systems. So, using something From Algorithms to Live By, Game Theory. How do we incentivize people to actually act in their best interest? Because they don't always do that on their own. And how do we in general make remote work sustainable. And then I'll talk about the potential archetype of remote worker using this four tendencies framework. To preface the three books and the three things that we'll talk about, I want to jump back to summarize where we are.So, we as a society had a majority of people working in offices. And now we have a majority of people working remotely. And I like to kind of facetiously say that when you work in an office, you work in a box. And that box is predefined for you. And even though it's a little facetious in terms of the analogy, a lot of that is true in the sense that you have a lot of things, whether it's, you know, where you're physically working, how you're working exactly, when you're working. A lot of that is super predefined for you. And for some people that's actually better. Some people that's worse. I'm not trying to ascertain whether one is better or worse, but the idea is that before you had a lot of things mapped out for you, right? And now when you're working remotely, the way, the analogy that I like to give is that box is kind of like stripped clean.So, you get rid of the walls, you get rid of exactly when, how you work. And now a lot of people are left to figure out how to build their own box. And what I see a lot of people doing, whether it's individuals or companies is they basically do this Control C Control V where they basically say, you know, we had all these things, these processes, these systems, these frameworks that worked in our office. So, let's just take all those and let's paste them into our new environment. And that can work. But what I think we have a unique opportunity to do is in fact, rethink the box. So, build our new box from the ground up. So instead of just copying everything and saying, oh, this worked there. It should work here. Let's just rethink what are the things that we should operate by in this new environment? How do we rebuild our box? And something more important than that is instead of giving our employees a new box saying, hey, this is your box. Please take it. And again, abide by these rules or operations or logistics. Let's actually just give them the tools to build their own box. And this kind of summarizes part of what I'm, I'm getting to at least to preface three examples is, is a quote from Amir. Who's a CEO of Doist one of those kind of remote first and companies. And he says, basically, remote. Isn't just a different way to work. It's a different way to live. We have to acknowledge that we're kind of blurring these lines and people, you know, experience isolation, anxiety, depression. And in general, we need to figure out ways in systems to resolve this new, almost more complex issue where you have people, people's work and their lives just meshing into this continuous system.All right. So, what are the cornerstones of remote work? I mentioned this because this bleeds into some of the examples. So remote work overall, at least prior to COVID, when people weren't forced into it, really prioritized three things over three other things. Meaning output trumped input, which meant that didn't matter exactly how many hours you were working or exactly what you did to get to the impact that you're driving for a company.What mattered was the impact, the output. Similarly, remote work tended to favor autonomy over administration. Again, this idea that didn't matter exactly how you got from Point A to Point B. You had the autonomy to figure that out. And similarly, flexibility over rigidity. So, let's keep these cornerstones in mind throughout the presentation. And consider that even those cornerstones sound kind of resoundingly positive, all of us at face value are like, yes, I love being graded on my output. I love being graded or given the autonomy to figure out how I deliver that output. And I love being given flexibility. But let's just keep those in mind and consider that they're not always strictly positive. All right, so let's dive into the first example in the book, Give and Take. Obviously, these books are very in depth and I only covered one small sliver of them in this presentation. But the key takeaway from Give and Take is that Adam Grant, he's a professor at Wharton, amazing writer as well. He talks about three different types of individuals. So, Givers, Takers, and Matchers. All you need to know about them for the purpose of this presentation is that givers basically believe in this world as a positive sum game. Meaning they believe in mutually beneficial situations. They're willing to give without expecting anything in return. Takers are kind of the opposite of that. They think zero sum game. I'm sure you can imagine or conceptualize people in your life that you've encountered that really are trying to get ahead at the expense of other people.Now matchers fall somewhere in the middle. They basically believe, or kind of function off of this idea of reciprocity and fairness. All right. So with that in mind, the question or sorry, before I even get to the question, something I want to mention is that the whole premise of Adam Grant's book is a little surprising in that most people would expect that given Takers and Matchers and Takers in particular, their approach to life in terms of kind of utilizing other people to get ahead or prioritizing their own growth over other people, you would expect those people to be the most successful.Now, interestingly enough, he found that Givers were both at the very top of the spectrum of success, and the very bottom. You can notice two different types of Givers here. One is selfless. One is, is otherish. All you need to know here is that Otherish Givers are Givers but have found a way to prioritize their own needs.So really interesting that Givers not only elevate other people, but they are actually the most successful on their own. So, this is kind of a summary or a quote from Adams, which basically says they succeed in a way that creates a ripple effect, enhancing the success of others around them. You'll see that the difference lies in how Giver success creates value instead of just claiming it.So, in general, I think the obvious takeaway here is that we want more Givers at our organizations. Now the question becomes, and this will be a repetitive question throughout, is this the same with remote work. Or how does this change with remote work? Some of the sections here are based on actual data sources.This one, not so much. This is me more hypothesizing. And what I've come to in terms of my many years leading teams, interacting with teams, being individual contributors on teams is that because if we remember the cornerstones of remote work, we prioritize output. We prioritize impact. That which in remote, all that matters is that impact, right?Are you delivering value? Are you worth your salary? Are you hitting your KPIs. In person when you're in an office? All that stuff matters. But it's also weighed against certain unspoken things, unspoken rules, like the amount of time you're spending in the office. Whether you're on time for things, whether you stay late to help another employee in general, everyone knows who the team players are in an office.That's not always true when you work remotely. I think if you've worked remotely over the last couple months, especially if you were in an office before, you can probably resonate with this idea. In remote, there's a couple thing, other things that I want to know. This idea of staying on longer to, you know, as a Giver, let's say you're helping other people.That's super difficult to quantify because when you're working remotely again, our work life and our lifeline blend together. So, it's actually hard, if I were to ask anyone on this call, how many hours did you spend this week working remotely? I think a lot of people would struggle to actually quantify that.So then layering on, am I working extra? Am I not working enough? It's really hard to kind of parse that out. Additionally, if you support someone. Let's say I have a friend and her name is Sally at work. And she says, Hey Steph, can you help me with this project? And it actually takes like, you know, five hours out of my day.I end up helping her. All of that work for better or for worse is hidden online. Sally knows about it. But everyone else at work, didn't see me stay late to help Sally. They didn't see the output of that work. They didn't see the Giving behavior. And so, in addition to this, KPIs in general, when you work remotely by nature of trying to ascertain that output of people, tends to be more individual. You even hear people use terms like manager of one when they're working remotely.And in general, the idea that I'm trying to get across here is that by nature, when you're working remotely, because there are so much emphasis on output and impact, which has many positives, basically takes away the recognition that you typically get in an in-person environment of these Givers, and what happens is these Givers end up burning out, they become more of those selfless givers that you saw at the tail end. Instead of the Otherish givers that were the most successful individual. And something I want to call out here is that regardless of intentions, morals, or values, and what I'm saying here is it doesn't matter if someone's a good person or bad person. That's not what I'm trying to ascertain. Bad incentive structures result in bad behavior, no matter how good of a person you think you are. So, what's the takeaway here? Again, I'm trying to go through this quickly, so I won't go through everything. But the idea here is that you still won't have a water cooler. In the office, which almost acted like, you know, animals in the wild. There's like a certain hierarchy and there's a kingdom and, and it kind of regulates things, right. You just subtly, but it does. You don't have that anymore with remote, or at least it's not created without intentionality. And so, there are a couple quick things that you can do. The first thing is just ask your team very simply who helped you this week? Who did you work with? Where did you put in extra hours? Where did someone else put in extra hours for you? You must ask this because it will not be surfaced as naturally as in the office. The second thing is build KPIs to incentivize teamwork. This is a little harder to do because again, when you work remotely, you're trying to ascertain output. But think about how you can do this to incentivize teamwork. So, you're not kind of encouraging people to act more as Takers versus Givers. And then finally create an environment where you're not just recognizing good behavior or giving behavior, but you're actually rewarding it.So, some companies like GitLab have actually started things like micro bonuses, where in addition to the bonus structures or the compensation structures that you get from your boss, other people around you can actually reward you based on your giving behavior. Because that's really important. You're not just recognizing it in like kind of shout outs or things like that, but you're actually rewarding this behavior. So, you're incentivizing people to continue doing it. The final thing I want to call out is that you can do as much as you can once you have people at an organization to incentivize giving behavior. But you can also kind of integrate this into your hiring process. Which means bringing in people who are more naturally Givers.So, Adam Grant mentions in his book. This is directly from Give and Take where he, during the hiring process asks this question, can you give me the names of four people whose careers you have fundamentally improved? And the idea here is that people who are Givers tend to mention either people at the same level as them or below them in terms of the people that they've helped.And it's a natural response. Of course, this is again, not quite scientific versus Takers, tend to mention people that are above them. That they've helped, because again, there's this nature of people who are Takers, trying to get ahead and using things like status to get ahead. So, something to keep in mind as well as you're hiring.So, the second example that I want to go through is from Algorithms to Live By. Again, excellent book. This is a book where basically they take principles from software development or software engineering and use it to help us think through problems that are outside of that scope. So, things like Cashing Theory or Kneeling or making intractable problems tractable.The one that I want to talk about today is Game Theory. So, in Game Theory, I'm not going to go into depth, but it's this idea that within a game, there are certain rules. And within those rules, they incentivize people to act a certain way. And once a game is predefined, you tend to get to this equilibrium where all the players individually are acting their own best interest.But sometimes the kind of aggregate of those actions actually may result in outcomes that are worse for everyone. Again, depending on the rules that were set for that game. And this equilibrium that I'm specifically talking about is called the Nash Equilibrium. And it's this idea again, there's this kind of long definition and talks about a stable state.The idea here is the Nash Equilibrium is within an environment within a game. It's the outcome or the optimal state, where there's no incentive for any individual to deviate. Now, this may not sound super actionable. So let me give you a precise example of what I'm talking about. So, with remote work, a lot of remote first companies tend to go with unlimited vacation.And I think this is something that probably more companies will end up moving towards as well. But something you keep in mind here is the Nash Equilibrium of unlimited vacation approaches, zero days. And the reason for this it's a little counterintuitive because you think unlimited vacation sounds amazing. Sounds like a great perk. Well, what happens with unlimited vacation is that people look to be perceived as more loyal, more committed, more dedicated than their peers. And therefore, they look to take just slightly less vacation than their peers. And what happens is a cascading effect, which approaches zero.This is actual data from Buffer's Data Remote Report from 2019, where you can see in blue, the amount of vacation offered, and then in orange, the amount of vacation that was actually taken. So, you can see around 30, 35% of people had unlimited vacation. And if you look at how that's actually distributed, most of the people who had unlimited vacation took anywhere from no vacation to two weeks' vacation. Versus the people who had, you know, six weeks, five weeks, four weeks were likely to actually take that amount of vacation.So, what is my point here? Well, in Game Theory is this idea where basically you have a game and then those rules are set for the game. And then you just see what behaviors actually emerge from those given set of rules. Well, I think with remote work, we have to be a lot more intentional about not just kind of throwing rules out there, again, kind of redefining our box and, and not just taking a box that already exists. And you can do that through Mechanism Design, which is kind of flipping that script and saying, what are the behaviors that we actually want and what rules do we need to establish to actually generate those behaviors? So kind of again, reversing the question and figuring out what behaviors you want to incentivize. And then figuring out what rules need to be in place to actually achieve that.As I mentioned, the box has changed, the game has changed. So, here's a couple examples of things that people struggle with from the same report, when they're working remotely. It's things like unplugging, loneliness, distractions, culture, and communication. If you were to ask the same question to people who are working in an, in an office, these would not be the case, which shows us the game has changed. The problems have changed. The things that we're solving for have changed and therefore you must come up with rules or incentives so that people act in their own best interest. So again, you're thinking backwards. You're asking the question, what are the KPIs that you need to actively design to encourage people to, for example, have a work life balance outside of just the freedom to define their own. And this is really important because it sounds counterintuitive to say a I'm actually going to define more rules. Because flexibility sounds like a great perk or sounds like a great thing to have. But actually, you can help your employees in certain situations to actually help them again, this idea of building their own box.Something I want to call out here is again, is Wall Street, which is again, the most like capitalist type environment there is, has mandatory off hours. So that brokers don't push themselves to their Nash Equilibrium, which would be the sleepless equilibrium, where they're constantly trading. So, you have to think backwards and figure out how to design an environment that people succeed in.Quick couple examples before we move on to the third example. The third book are things like a minimum vacation policy, mandatory days that they must take off, allowing people to take back their calendars and actually block off significant parts so that they're not encountering what people call Calendar Tetris. I like this example from Keith, I don't know Keith personally, and this was pre COVID.But basically, he decided to close his office on Friday. Simple things like this, where he basically said it's a mandatory weekend. You are not allowed to work, even though it seems strange in a digital environment. And I'm giving you 50 bucks to go eat at your favorite restaurant. So, think about how you are intentionally designing systems for your employees.Finally, third example that I'll breeze through is the Four Tendencies. And I'll caveat this example with this quote directly from Gretchen Rubin, the author that says the happiest, healthiest, most productive people aren't those from a particular tendency, but rather the people who have figured out how to harness the strengths of their tendency, counteract the weaknesses, and build lives that work for them.So, what is the Four Tendencies? It's this idea that there as it sounds like four tendencies. Upholder, Obliger, Questioner, and Rebel. Now these two highlighted in green are not highlighted, because they're the best. As Gretchen said in that quote, it's just that they're they are the most common. Now the Four Tendencies is basically a two-by-two framework, which identifies how people respond to expectations or accountability.So, do they readily meet outer expectations? Do they readily meet inner expectations? Do they resist both of them or do they kind of fluctuate towards or air towards one or the other? So, I personally am a Questioner. I resist outer expectations and I meet inner expectations. To give a quick example, if I wanted to get fit, having a gym buddy as an outer expectation expecting me to show up that actually wouldn't help me. And that actually is something that I've tried to do throughout my life. Hasn't worked. Meanwhile, something like actually understanding the science behind why I should be fit or kind of convincing myself that my identity, or I want to be the type of person who, you know, respects their health. That works for me. So as a Questioner, I meet inner expectations. I resist outer expectations.Now I did a poll on Twitter a while ago, got around 400 votes from people who had been working remotely again, pre COVID. And it was interesting to see that the most popular tendencies among this again, non-scientific poll were Questioners and Rebels, and I thought, huh, that's interesting.If you remember questioners and obligers for the most common in the overall population with remote workers, or at least those who sought out remote work. Where questioners and rebels with the, the familiarity or the common thread here is that they both resist outer expectations. I thought that was really interesting.And I think that relates to this idea that there's a level of self-selection or misalignment with outer expectations of society, of people trying to at least identify their own work norms, identify their own vision or how they can actually build something, build their own box. And this isn't again, mean that they're more successful or less successful.It's just perhaps that they actively sought out this type of environment. Now, what's the takeaway here. This is a brief section compared to the other two, but it's the idea that people actually respond differently to inner and outer accountability. We used to have everyone in an office and that didn't necessarily work with everyone.Now we have everyone remote that doesn't necessarily work for everyone. So, I think the idea here is that leaders need to actually learn past, just the high level this person is good at these skills. This person is good at these skills. This is my top player. This is my, you know, less valuable player. And more so think about how to tailor their leadership stylers to figure out how to motivate their employees. Whether they're in a remote environment or not. But especially if you're in a remote environment, how do you incentivize, if we just quickly go back, how do you incentivize Upholders and Obligers when Questioners and Rebels tend to naturally seek out this environment?And on the flip side, if you're in an office, how do you naturally incentivize Questioners and Rebels so that they're motivated when Upholders and Obligers may more naturally fit into those traditional environments. So just something to consider. Right. This is the final slide I have, and I know we're running out of times, but the idea here is just, again, there are certain things or certain ways that humans tend to interact in, in an person environment.And they don't necessarily act the same ways in a remote environment. And in particular, they may not even act in ways that benefit themselves all the time. So, we must as leaders, if you're leading a team, if you're leading a company, It's good to consider some of these things and figure out A: How do I encourage Giving through discovering, hiring, promoting, and acknowledging and rewarding as I said before Givers. How do I select incentives or develop the right systems so that we're using Mechanism Design and not just throwing people into a game and hoping that they choose the best outcomes that are best for them or best for everyone?And then finally, how do we actually learn about our people past the face value in terms of their skills and figure out how to harness their unique strengths, whether they're in an in-person environment or a remote environment. If you want to find me, or if you have questions, happy to answer them now, but you're also welcome to email me or DM me on Twitter and that is it.Brian Ardinger: That's it for another episode of Inside Outside Innovation. If you want to learn more about our team, our content, our services, check out InsideOutside.io or follow us on Twitter @theIOpodcast or @Ardinger. Until next time, go out and innovate.FREE INNOVATION NEWSLETTER & TOOLSGet the latest episodes of the Inside Outside Innovation podcast, in addition to thought leadership in the form of blogs, innovation resources, videos, and invitations to exclusive events. SUBSCRIBE HEREYou can also search every Inside Outside Innovation Podcast by Topic and Company.  For more innovations resources, check out IO's Innovation Article Database, Innovation Tools Database, Innovation Book Database, and Innovation Video Database.  Also don't miss IO2022 - Innovation Accelerated in Sept, 2022.

This week we reminisce over our insightful conversation with Adam Grant on our reload episode of the What's Next! Podcast.  Adam is the leading expert on finding motivation, meaning, living more generous and creative lives. He's been recognized as one of the world's 10 Most Influential Management Thinkers and Fortune's 40 under 40. He's a #1 New York Times bestselling author and has written five books: Think Again, Give and Take, Originals, Option B, and Power Moves.  Adam now hosts WorkLife, a TED original podcast after his TED talk got more than 12 million views.  THIS EPISODE IS PERFECT FOR… team members and team builders.  TODAY'S MAIN MESSAGE… Adam's research shows that interpersonal interactions can make a difference in our success.    At various points of our day humans operate in three realms: (1) a giver, or people who ask what can I do for you?, (2) a taker, someone who asks what can you do for me?, and (3) matchers, who follow the law of reciprocity.  Yes, there are grey areas, but people usually fit in one of these categories.  One would think that placing a group of givers on a team would guarantee a culture of givers, but that's not the case.  Yet, when you have a team of takers, more harm is done that good.  Adam believes it's more important to screen out takers, leaving a good mix of givers and matchers.  Forming teams is more than finding similarities or matching “culture fit.”  Forming teams is an important skill that finds differences, diversity of thought, and identifies the holes in current teams.  WHAT I LOVE MOST… Adam's work around being better teammates and better individuals in our home and work life is inspiring.  He forces us to think if we are a giver, a taker, or a matcher.  How are we adjusting each day to bring out best selves to our day?  This is an important question to ponder and to try to implement in your life.    Running time: 26:31    Subscribe on iTunes    Find Tiffani on social:  Facebook  Twitter  LinkedIn    Find Adam on social:  Website  Twitter  LinkedIn 

Series: N/AService: Sun AMType: SermonSpeaker: Paul Douthitt

We all know people that are givers and takers.  Do you know what a Matcher is?  And what type of reciprocity style are you?  This week we will talk about each type and which ones are the most successful. Key takeaways: 5-minute favors Ask for help Give in "chunks"  Do favors

We all know people that are givers and takers.  Do you know what a Matcher is?  And what type of reciprocity style are you?  This week we will talk about each type and which ones are the most successful.   Key takeaways: Definition of Takers, Givers & Matchers Which ones are more successful at work Selfless & Otherish givers Tips for being a successful giver

Once we believe our basic physical needs have been met, we begin to yearn for love and belonging. As we look for love and belonging, we ask questions like "who will treat me the way I'm willing to treat them?" These thoughts indicate a movement from taking from the world to a willingness to match it. What if God was a matcher?

Psycholgy of Givers, Takers & Matchers within the world of business, careers and life. Special guest host Dr Renee.

Given Family and Chosen Family. The “family” we are born with and the “family” we choose to be with.Tune in to discover:- Given Family and Chosen Family- Innate fears vs Learned fears- What if your family does not support you?- The friends in your life: Takers, Matchers, Givers- Who deserves to be part of your Chosen Family?Enjoy!Have a look at my Company website --> www.t1growthacademy.comFollow me on LinkedIn & Instagram here --> https://linktr.ee/MatteoGrosso©2021 by T1 Growth Academy. All rights reserved.

GET TRANSCRIPT AND FULL SHOWNOTES: melanieavalon.com/invited 2:00 - IF Biohackers: Intermittent Fasting + Real Foods + Life: Join Melanie's Facebook Group At Facebook.com/groups/paleoOMAD For A Weekly Episode GIVEAWAY, And To Discuss And Learn About All Things Biohacking! All Conversations Welcome! 2:10 - Follow Melanie On Instagram To See The Latest Moments, Products, And #AllTheThings! @MelanieAvalon Stay Up To Date With All The News And Pre-Order Info About Melanie's New Serrapeptase Supplement At melanieavalon.com/serrapeptase! 3:50 - FOOD SENSE GUIDE: Get Melanie's App At Melanieavalon.com/foodsenseguide To Tackle Your Food Sensitivities! Food Sense Includes A Searchable Catalogue Of 300+ Foods, Revealing Their Gluten, FODMAP, Lectin, Histamine, Amine, Glutamate, Oxalate, Salicylate, Sulfite, And Thiol Status. Food Sense Also Includes Compound Overviews, Reactions To Look For, Lists Of Foods High And Low In Them, The Ability To Create Your Own Personal Lists, And More! 4:35 - BEAUTYCOUNTER: Non-Toxic Beauty Products Tested For Heavy Metals, Which Support Skin Health And Look Amazing! Shop At beautycounter.com/melanieavalon For Something Magical! For Exclusive Offers And Discounts, And More On The Science Of Skincare, Get On Melanie's Private Beautycounter Email List At melanieavalon.com/cleanbeauty! Find Your Perfect Beautycounter Products With Melanie's Quiz: melanieavalon.com/beautycounterquiz 9:00 - The Influencer's Dinner  12:30 - The First Dinner 14:25 - Building A Community 15:45 - The Degree Of Effect 16:45 - Social Integration: Sardinia 19:05 - The Perception Of Belonging 21:30 - DRY FARM WINES: Low Sugar, Low Alcohol, Toxin-Free, Mold-Free, Pesticide-Free, Hang-Over Free Natural Wine! Use The Link dryfarmwines.com/melanieavalon To Get A Bottle For A Penny! 23:10 - Introvert Vs Extrovert 24:30 - The Connection Between Physical Pain And Social Pain 27:00 - Drug Addiction 28:15 - The Brain Bias 29:25 - Trust 32:05 - What Role Does Intention Play? 34:45 - Can Fake Friendships Become Real? 36:15 - Kindness, And Community In Social Media 40:30 - The Loneliness Of The Current Time 41:05 - The Tendency To Isolation 42:15 - Vulnerability Loops 43:45 - The Practical Solution To Isolation And Loneliness www.meetup.com 45:50 - LMNT: For Fasting Or Low-Carb Diets Electrolytes Are Key For Relieving Hunger, Cramps, Headaches, Tiredness, And Dizziness. With No Sugar, Artificial Ingredients, Coloring, And Only 2 Grams Of Carbs Per Packet Try LMNT For Complete And Total Hydration. For A Limited Time Go To drinklmnt.com/melanieavalon To Get A Sample Pack For Only The Price Of Shipping! 48:25 - Dating 50:45 - The Ben Franklin Effect 52:50 - Matchers, Givers, And Takers 54:55 - Love Languages And Gift Giving 57:55 - Predicting Behavior And Biases 1:00:55 - How You Are In Person Vs How You Are “On Paper” 1:02:15 - The Mona Lisa 1:04:35 - Group Think 1:10:15 - Inclusion

William Guy, The Relationship Between Human Fulfillment and Ethics, https://www.youtube.com/watch?v=UxXiwV7mrD0Simon Sinek, If You Don't Understand People, You Don't Understand Business, 99u, https://www.youtube.com/watch?v=llKvV8_T95MAdam Grant, Who Are the Takers, Givers, and Matchers in the Workplace, Google Zeitgeist, https://www.youtube.com/watch?v=zxEzJFvO2oECandace Vogler, Ultimate Fulfillment & Human Perfection, https://www.youtube.com/watch?v=G8DpB_X94d4&t=2289sArt Bejarano, Super Human Longevity with Dr Steve Hruby, The Power of Human Connection; a Secret of Longevity, Fulfillment, & Happiness, https://www.youtube.com/watch?v=AN15F2bIlDwOlivia Aguilar, Sustainability and Human Fulfillment, TEDxDenisonU https://www.youtube.com/watch?v=NNFx2uI5v0gRussell Brand, The Answer to Your Problem Is Not in Your Head, Commune, https://www.youtube.com/watch?v=E5Okl5V5NRMHuston Smith, Human Fulfillment, Search for America, https://www.youtube.com/watch?v=Y5kTW4lLA9UMUSICDwarf Star by Freedom Trail StudioSlappy Clov by GodmodeEternal Garden by Dan Henig

Today I am going to start with a question. Who do you think is the most successful type of person in general. The hard driver who does not care who they step on, or the nice guy? Well, a professor named Adam Grant did a study on this very topic. You can find an article about it here. In his study, he actually found that in a sense nice guys do finish last, but the hard-driving one does not win either. He found there were three types of people, Operators the aggressive selfish types, Matchers, The general public who do things for others but keep score “I scratch your back you scratch mine” type, and Givers.For the previous Remastered episode click here.Remastered Series Season 1, Episode 4: A life Lesson From Stan LeeGet your free 1/2 hour consultation by using our contact page.To transcribe your work, Happy Scribe.coJoin the O'Connor Bootstrap Podcast FB group by clicking HEREThanks for listening to the O'Connor Bootstrap podcast, an Atheoz business solutions podcast.You can reach out to me at Isaiah@ballongeventbyraa.com If you find value in my podcasts please subscribe and share.Learning made easy for the busy entrepreneur, www.Audible.com /BootstrapPay Pal paypal.me/IocPodOur sponsors:Learning made easy for the busy entrepreneur, Audible.com For free images check out www.freepik.omFor free icons flaticon.comFor free images check out www.freepik.omTo transcribe your work, Happy Scribe.co Travel in style with Tilley Or if you need to monetize your content check out AWINUntil next time, I have been,Your Friendly Neighborhood Entrepreneur, Isaiah O'Connor

Hosts: Quan, Dee Dee, Fraronda, Auri, & O.G Givers, Takers, Askers, Matchers, and Oh it’s Strategic Too. On this week’s episode, each of these is discussed by the crew. Placing themselves and one another in each of these categories, this conversation takes another deep dive into who the PPP crew is and how they operate. It isn’t always easy being a giver and sometimes it’s hard to recognize when that’s not all you are. But part of being in a healthy relationship and setting healthy boundaries is knowing what you need and don’t need to be able to function in whatever capacity necessary. This week the crew discusses all of that and how it shows up in their own friend group. They also take some time to think about how they could potentially do and be better for one another to make things work a little better. As usual, while they are so very similar in most things, they have vastly different ways of showing up even if they all can call themselves givers. But at the end of the day, they accept one another, flaws and all, and deal with what they have to deal with to keep the friendship flame alive and burning. Make sure to tune into this week’s episode to get into the nitty-gritty of things and be entertained by the functioning dysfunction that is the Perfect People Podcast Crew! Like, Comment, Review, Subscribe and 5 Star Rate Want to join the conversation? Email us at perfectpeoplepodcast@gmail.com

Today's lesson identifies the three styles of social interaction: Givers, Takers and Matchers. Which one are you? … Support this podcast > Become a member of Spaniard School.

Segment 2: Engagement Equity in the Office, Leadership & Networking Groups   1.   Takers, Matchers & Givers 2.   A Paycheck is Not the Only Deposit a Leader Needs to Make 3.   Networking: Random vs Recurring ·        How to make deposits in each ·        What happens when tit for tat develops in a group ·        What happens when EE develops in a group

More book recommendations from Season 4! Make Your Bed: Little Things That Can Change Your Life…and Maybe the World by William H. McRavern Ask for More: 10 Questions to Negotiate Anything by Alexandra Carter Give and Take: Why Helping Others Drives Our Success by Adam Grant You’re Not Listening: What You’re Missing and Why it Matters by Kate Murphy Little Face by Sophie Hannah Work by Referral: Live the Good Life! Proven Strategies for Success and Happiness in the Real Estate Business by Brian Buffini and Joe Niego   Never Split the Difference: Negotiate As If Your Life Depended On It by Chris Voss and Tahl Raz How to Win Friends and Influence People by Dale Carnegie Killing Kennedy: The End of Camelot by Bill O’Reilly and Martin Dugard The Noticer: Sometimes, All a Person Needs is a Little Perspective by Andy Andrews Episode 1 Segment 1: What is Engagement Equity & EE and Social Media 1.   EE in Personal Life 2.   EE in Social Media ·        80% of posts should give value ·        20% can be an ‘ask’ (through posts or through Facebook ad campaign) Segment 2: Engagement Equity in the Office, Leadership & Networking Groups 1.   Takers, Matchers & Givers 2.   A Paycheck is Not the Only Deposit a Leader Needs to Make 3.   Networking: Random vs Recurring ·        How to make deposits in each Segment 3: Radiate Outward; Listening & Sharing 1.   To Be Strong for Others, You Have to Be Strong For Yourself 2.   How to Radiate Outward: ·        Take time for yourself ·        Know yourself ·        Have boundaries and deal-breakers ·        Put the inner circles before the outer  Segment 4: Power Players: 1.   Curiosity: Be Interested to be Interesting 2.   The Platinum Rule: Treat Others the Way THEY Want to be Treated 3.   Follow Through: Think Before You Commit and Do What You Say You Will Episode 2 Segment 1: Why It’s Important to Identify Your Target Market  3.   When You Market to Everyone, You Market to No One  4.   Your Customers Want to Feel Like Individuals Segment 2: Power Players: Curiosity and Listening 4.   Curiosity is the Key to an Interesting and Engaged Life ·        Ask questions and listen to the answers. ·        When you are curious, you learn more and retain information better. ·        To be more curious, hang out with other curious people, be open to change and the unexpected, and read outside your comfort zone. 5.   Listening –TRULY listening—is the Best Way to Connect ·        Many think they are good listeners but most people feel others don’t listen to them. Segment 3: Using Curiosity and Listening to Identify Your Target Market and Hone Your Message   5.   Using Curiosity ·        Ask questions to identify target (social media, in your networking circles, do research, send out surveys, etc.) ·        Once you get answers, ask more questions ·        Listen to the right people. Segment 4: How to Continue to be Flexible and Enhance Your Market and Message 1.   Don’t get married to one target. 2.   Keep listening and keep being curious to see how your target or their needs are changing.

Hosts: Quan, Dee Dee, Fraronda, Auri, & O.G Givers, Takers, Askers, Matchers, and Oh it’s Strategic Too. On this week’s episode, each of these is discussed by the crew. Placing themselves and one another in each of these categories, this conversation takes another deep dive into who the PPP crew is and how they operate. It isn’t always easy being a giver and sometimes it’s hard to recognize when that’s not all you are. But part of being in a healthy relationship and setting healthy boundaries is knowing what you need and don’t need to be able to function in whatever capacity necessary. This week the crew discusses all of that and how it shows up in their own friend group. They also take some time to think about how they could potentially do and be better for one another to make things work a little better. As usual, while they are so very similar in most things, they have vastly different ways of showing up even if they all can call themselves givers. But at the end of the day, they accept one another, flaws and all, and deal with what they have to deal with to keep the friendship flame alive and burning. Make sure to tune into this week’s episode to get into the nitty-gritty of things and be entertained by the functioning dysfunction that is the Perfect People Podcast Crew! Like, Comment, Review, Subscribe and 5 Star Rate Want to join the conversation? Email us at perfectpeoplepodcast@gmail.com

Earn the Ask with Angela Chaney Episode 1: Intro to Engagement Equity  Introduction‌ ‌  So glad you took the time to download my show notes for episode 1, Season 4 of Earn the Ask! I’m excited to share this concept with newcomers and to explain more about this philosophy to those who are already familiar. My Social Media Links Please connect with me and say hi! It’s my goal to give plenty of value (deposits!) via my social media channels and I’d love for you all to be a part of my groups. LinkedIn: https://www.linkedin.com/in/angela-chaney-a401ba7/ Twitter: @AngelaChaney33 Facebook: Angela Chaney-Engagement Equity Private Engagement Equity Facebook Group: https://www.facebook.com/groups/405529950468135 Book Suggestions from This Episode Engagement Equity: Earn the Ask by Angela Chaney The Thank You Economy by Gary Vaynerchuk Give and Take by Adam Grant Attached: The New Science of Adult Attachment and How It Can Help You Find and Keep Love by Amir Levine The Five Love Languages by Gary Chapman Daring Greatly by Brene Brown Friendfluence: The Surprising Ways Friends Make Us Who We Are by Carlin Flora The Friendship Crisis: Finding, Making, and Keeping Friends When You’re Not a Kid Anymore by Marla Paul The Necessity of Strangers: The Intriguing Truth About Insight, Innovation, and Success by Alan Gregerman Braving the Wilderness: The Quest for True Belonging and the Courage to Stand Alone by Brene Brown To Sell is Human by Daniel Pink Ask for More: 10 Questions to Negotiate Anything by Alexandra Carter Dear Edward by Ann Napolitano Segment 1: What is Engagement Equity & EE and Social Media 1.   EE in Personal Life 2.   EE in Social Media ·        80% of posts should give value ·        20% can be an ‘ask’ (through posts or through Facebook ad campaign) Segment 2: Engagement Equity in the Office, Leadership & Networking Groups 1.   Takers, Matchers & Givers 2.   A Paycheck is Not the Only Deposit a Leader Needs to Make 3.   Networking: Random vs Recurring ·        How to make deposits in each ·        What happens when tit for tat develops in a group ·        What happens when EE develops in a group Segment 3: Radiate Outward; Listening & Sharing 1.   To Be Strong for Others, You Have to Be Strong For Yourself 2.   How to Radiate Outward: ·        Take time for yourself ·        Know yourself ·        Have boundaries and deal-breakers ·        Put the inner circles before the outer 3.   Why Listening is Critical 4.   How to Share Appropriately Segment 4: Power Players: 1.   Curiosity: Be Interested to be Interesting 2.   The Platinum Rule: Treat Others the Way THEY Want to be Treated 3.   Follow Through: Think Before You Commit and Do What You Say You Will 4.   The Ask: When You Don’t Ask For What You’ve Earned, Your Deposits are Devalued 5.   Closing the Account: When Relationships Take Time or Attention Away From More Inner Circles and Become a Burden Shows‌ ‌ Previous:‌ ‌‌Episode‌ ‌13: Recap of Season 3 ‌ Next:‌ ‌‌Episode‌ 2: Season 4 How to Use Engagement Equity to Identify Your Market and Hone Your Message  Written‌ ‌by‌ ‌Angela Chaney Visit PixelFireMarketing.com Listen to my podcast of all past shows wherever you listen to your other favorite podcasts! Please listen, rate, and subscribe.

[Negócios] Resenha do livro "Give and Take: why helping others drives your success", de Adam Grant. O autor analisa três tipos de perfis, de acordo com sua capacidade de colaboração: os GIVERS, que dão mais do que recebem; os TAKERS, que recebem mais do que dão, e os MATCHERS, que tentam sempre equilibrar as contas e dar sempre o proporcional ao recebido. Qual perfil você acha que predomina entre as pessoas mais bem sucedidas? E as menos? O link da resenha escrita está aqui.

Earn the Ask with Angela Chaney Episode 11: Engagement Equity Tips & Tricks IBGR‌ ‌-‌ ‌PROFIT‌ ‌Radio‌ ‌Network.‌‌ ‌Everything‌ ‌a‌ ‌business‌ ‌owner‌ ‌needs‌ ‌to‌ ‌start,‌ ‌grow‌ ‌or‌ ‌exit‌ ‌a‌ ‌business.‌ ‌‌Come‌ ‌grow‌ ‌with‌ ‌us.‌ ‌  ‌ Introduction‌ ‌  ‌ So glad you took the time to download my show notes for episode 12 of Earn the Ask! Today we are talking about using Engagement Equity tips and tricks to help you be more successful. My Social Media Links Please connect with me and say hi! It’s my goal to give plenty of value (deposits!) via my social media channels and I’d love for you all to be a part of my groups. LinkedIn: https://www.linkedin.com/in/angela-chaney-a401ba7/ Twitter: @AngelaChaney33 Facebook: Angela Chaney-Engagement Equity Private Engagement Equity Facebook Group: https://www.facebook.com/groups/405529950468135 Book Suggestions from This Episode Engagement Equity: Earn the Ask by Angela Chaney To Sell is Human by Daniel Pink Give and Take by Adam Grant Daring Greatly by Brene Brown Recursion by Blake Crouch The 4-Season Solution by Dallas Hartwig Resources from This Episode Quote: When you talk, you are only repeating what you know. But if you listen, you may learn something new. Dalai Lama Quote: “To be a strong person for others, we must first be a strong person for ourselves.” Brene Brown Segment 1: Engagement Equity in Social Media and Marketing 1.   80/20 Rule 2.   Using Engagement Equity in others forms of marketing 3.   Power Player: The Ask Segment 2: Engagement Equity in Networking 1.   Recurring vs Random networking 2.   Individual and Collective accounts 3.   The Importance of Showing Up 4.   Power Players: Curiosity and Listening Segment 3: Engagement Equity in Leadership and Sharing 1.   You have a team even if you work alone 2.   Takers, Matchers, & Givers 3.   Be a leader people want to follow 4.   Power Player-Sharing: How to do it correctly Segment 4: Radiate Outward 1.   The Circles 2.   How do you put your first? 3.   Why we put outer layers before inner layers 4.   How to Radiate Outward Shows‌ ‌ Previous:‌ ‌‌Episode‌ ‌11: Interview with DC the Brain Supreme from Tag Team  ‌ Next:‌ ‌‌Episode‌ 12: Season 3 Wrap-Up    ‌ Written‌ ‌by‌ ‌Angela Chaney Want to learn more about me or Pixel Fire Marketing, my online marketing agency based in Omaha, NE? Visit PixelFireMarketing.com or follow us on Facebook, Instagram, Twitter, or LinkedIn! I would also love for you to connect with me on LinkedIn. Shoot me a request and mention you listened to my show. Listen to my podcast of all past shows wherever you listen to your other favorite podcasts! Please listen, rate, and subscribe. 

Today I am going to start with a question. Who do you think is the most successful type of person in general. The hard driver who does not care who they step on, or the nice guy? Well, a professor named Adam Grant did a study on this very topic. You can find an article about it here. In his study, he actually found that in a sense nice guys do finish last, but the hard-driving one does not win either. He found there were three types of people, Operators the aggressive selfish types, Matchers, The general public who do things for others but keep score “I scratch your back you scratch mine” type, and Givers.For the previous Remastered episode click here.Remastered Series Season 1, Episode 4: A life Lesson From Stan LeeGet your free 1/2 hour consultation by using our contact page.To transcribe your work, Happy Scribe.coJoin the O’Connor Bootstrap Podcast FB group by clicking HEREThanks for listening to the O’Connor Bootstrap podcast, an Atheoz business solutions podcast.You can reach out to me at Isaiah@ballongeventbyraa.com If you find value in my podcasts please subscribe and share.Learning made easy for the busy entrepreneur, www.Audible.com /BootstrapPay Pal paypal.me/IocPodOur sponsors:Learning made easy for the busy entrepreneur, Audible.com For free images check out www.freepik.omFor free icons flaticon.comFor free images check out www.freepik.omTo transcribe your work, Happy Scribe.co Travel in style with Tilley Or if you need to monetize your content check out AWINUntil next time, I have been,Your Friendly Neighborhood Entrepreneur, Isaiah O’Connor

Richard is his own reality show! Chatting with an OM in Tyler Texas. Swapping stories with Mike N5OAR. Talking Antennas, Skills, Techniques. Feedback, Interviews, ARRL Bulletins on the other show. How my Baby Resonant Frequency evolved. Wire antennas. I don't need no stinking AMP. Packet on an HTX 202. 10 Meter FM Repeaters and skirting the rules. 100 watts and a wire. My old Johnson White Face. 100 watts on AM My Homemade Delta Loop antenna. Homemade Balun. Pros and Cons of Baluns and antenna Matchers (tuners) 468/F Mhz. Lets not forget Skin effect. Alligator clips or Anderson power poles are your friend Build you antennas the right way. Pi Network and Pi-L Network. 40 Meter Antenna on 15 Meters. Long Wire antennas Near Vertical Incidence Skywave (NVIS) Chain Link Fence Antenna on 160 Meters Skill Set We gotta Go

This week’s groove comes from an article by Laura Counts from the University of California at Berkley, where she reported on some research by Berkeley Haas professor, Cameron Anderson. Professor Anderson’s research points out that being a jerk, while it might get you some immediate gains, in the long run is a bad strategy.  In two longitudinal studies that Anderson and his colleagues conducted, they found that “disagreeable individuals did not attain higher power” relative to others. This flies in the face of some commonly held beliefs, but this belief stems from availability bias, where some high profile leaders are egotistical and mean.  And as Laura states in her article, “It’s not to say that jerks don’t reach positions of power. It’s just that they don’t get ahead faster than others,”Kurt and Tim decided to integrate the thoughts of two great ideas into this discussion. The first is Adam Grant in his description of three main social interaction types: Givers, Takers, and Matchers. The other is based on the work of Paul Lawrence and Nitin Nohria, and it’s called the 4 Drive Model. We think both of these approaches add context to Professor Anderson’s work.We hope you enjoy this episode. If you like it, please share it with a friend, mention us on social media or leave us a review on whichever pod service you use. We hope you go out and find your groove this week!   Links“Being a selfish jerk doesn’t get you ahead, research finds,” by Laura Counts, August 31, 2020. https://newsroom.haas.berkeley.edu/research/being-a-selfish-jerk-doesnt-get-you-ahead-research-finds/?utm_source=join1440&utm_medium=email“People with disagreeable personalities (selfish, combative, and manipulative) do not have an advantage in pursuing power at work.” Anderson, Sharps, Soto and John (2020) https://www.pnas.org/content/117/37/22780Adam Grant, “Give & Take” https://www.goodreads.com/book/show/16158498-give-and-takeLawrence & Nohria, 4 Drive Model: https://www.leadersbeacon.com/how-great-leaders-use-the-4-drive-model-to-impact-employee-motivation/#:~:text=The%204%2DDrive%20Theory%20of,%2C%20and%20to%20Define%20%26%20Defend.

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This Month’s Guest is My Soul Brother from Another Mother & Father Dr. @JadeTeta! Join us as we talk about how the healthy and wellness math should work, self love, & we will have a good ol’ boundary throw down on how establishing them can lead to better health. Our guest Dr. Teta is the founder & CEO of Metabolic Effect Inc., and author of the best-selling book, The Metabolic Effect Diet. He is a regular contributor to many publications, including The Huffington Post and the Textbook of Natural Medicine, the number one natural medicine textbook used in medical schools across the country. Jade has a Bachelor’s degree in biochemistry and a Doctorate in naturopathic medicine, a distinct specialty of medicine focusing on lifestyle approaches to health, fitness and weight loss. He carries his license to practice medicine in Washington State and California where he is a registered primary care physician. As an integrative physician, naturopath, and personal trainer with over 25 years of experience, he helps people achieve their health, weight loss, and fitness goals. So lock yourself in and get ready for a consciousness-expanding conversation & experience! Episode Guide [0:02:59] Intro, Fun Story & Watching From A Distance, Brendan’s Higher Level Learning thru Jade. [0:6:54] Jade’s thoughts on the State of Health in America, Downsides of Scare Tactic Marketing, The Flip Flop Trends, Metabolic Effect & How the Math Doesn’t Add up, [0:10:30] Approaching the Uniqueness of Each Patient, Meeting People where they are at, Our Job Teaching Clients How to Fish, The Fight Against Sensationalism, Orthorexic Behavior, When the MD’s Call on Us for Help, Naturopathic Healing, & How the Hierarchy Needs to Work. [0:18:40] Dr. Google Algorithms, Being Book Smart vs Real Cynical Smart, How Brendan & Jade are different, The Different Types of Health Influencers, The Healthcare Spectrum & Reframing Health Intervention, [0:25:51] Being A student of Life, Symptoms of Orthorexia, & Being Human, Breaking through Adolescence at 40, Discovering Anchors, Your Mental Hashtags & How those Anchors work [0:35:28] Peterpan Style & Soul over Physique, Psycho Emotional & Spiritual Assessment, Your Ego, & When Reality Hits [0:45:03] Phycological Cuts & Ownership, Getting Smacked by Our Ego, Jealousy & Who Do You Think You Are Effect & Celebrating the Success of Those Around You. [0:54:52] Having the Right Intentions and Focus, How Healing Happens through Understanding Your Suffering, Impacting Team Human, The Naked Neighbor Lesson, The Spread of Virtuous Behaviors, Embracing Suffering & Trauma & How Your Tree Actually Grows. [1:05:02] Personal Pain & How it Can Lead to Passion, The Childless Mother & Lateral Thinking Story, Reframing How We Perceive Our Circumstances, how it Leads to Personal Power, Turning it all Into Purpose Driven Health & Fitness & The Mirror Analogy, Brendan’s Old Man Soul, [1:14:19] Self Love & The Choice to Not Self Mutilate, Being Impeccable with Your Word, What Behaviors to Lead With, Laying down Boundaries with Others, Seeking the Best in Others & Spacing the Gap, Lead with Love, Creating Boundaries is Creating A Safe Place for Things to Grow [1:23:17] Jade Relates to the Book Give & Take by Adam Grant, How Reciprocity Works, Generous Tit for Tat, Matchers, Energy Vamps, Conditional vs Unconditional Love & The Oxygen Mask. [1:30:02] Being Real with Yourself, A Time & Place for Vulnerability, Me ‘a Job of Being Open & Available, When to Turn on Your Inner Savage & Closing Resources for This Episode: Dr Jade Teta Web: https://www.jadeteta.com Instagram: @jadeteta Next Level Human Podcast Brendan Vermeire: Check out Metabolic Solutions LLC Listen to The Holistic Savage Podcast Follow Brendan Vermiere @the_holistic_savage Email info@metabolicsolutionsllc.com Metabolic Solutions Products & Holistic Savage Affiliates : https://www.metabolicsolutionsllc.com/shop --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/holisticsavagepodcast/message

In this episode, we discuss the concept of givers, takers & matchers. A concept introduced by Adam Grant in his book Give & Take. We dive deep into the discussion trying to understand these 3 types and what it means to be one of these types as a person.

Todd Caponi, author of The Transparency Sale: How Unexpected Honesty and Understanding the Buying Brain Can Transform Your Results, joins me on this episode. KEY TAKEAWAYS Todd Caponi has five hopes for sales in 2020. The first hope is the death of the “Death of sales” trope. Cold calling is still important. Sales employment has grown. Classroom training is ineffective. Todd offers solutions. There should be learning every day on the job. Andy talks about the curated book club he offers to companies. Todd advises learning to be a “buyer journey sherpa.” Todd’s second hope is that sales will rise on the list of “trusted professions.” Todd shares the secret of “4.2-star” reviews. If your facade is “perfect,” buyers will spend more time researching you because they doubt you. Andy tells how he used transparency as an underdog Burroughs salesperson against IBM’s fear, uncertainty, and doubt sales pitch. Todd talks about transparent negotiation, showing your motives. It generates trust. Adam Grant wrote about Givers, Takers, and Matchers. Unfettered Givers are the least successful. The most successful are Givers. Be clear about your self-interest. Allow your buyers to negotiate their deals. Andy tells an anecdote about a company using contract negotiators to sign so salespeople were removed from the negotiations. Salespeople should be the trusted contact, not the adversarial negotiator. Sales negotiations should be managed in the qualification phase. Tie their business case to the investment they need to make to get there. Don’t find yourself at the end of a deal facing a buyer’s demand for a 30% discount. Todd’s third hope is paying more attention to behavioral science and decision science in sales. Todd talks about emotional decision-making over logical rationalization. How does Todd flip the script to tell a story? Thomas Huxley advised learning something about everything and everything about something. Each sales conversation is unique. What you’ve studied helps in various situations. Todd’s fourth hope is for sales organizations to realize that enablement needs 2X to 3X the investment that companies are currently giving it. Today’s sellers and sales managers need more training to be more engaged. Todd’s fifth hope is that organizations realize the need to go back to pods and walls and replace annoying and distracting open office plans. There are reasons for walls. A recent Harvard study debunks every supposed benefit of open offices. They do not help anyone. Powered by ringDNA: the revenue acceleration platform that helps businesses scale growth through AI. Visit ringdna.com/andy for exclusive Sales Enablement content. _ Formerly the Accelerate! Your Sales podcast with Andy Paul

Pastor Mark Evans NorthwestOrlando.com

Episode Notes In your next game, ask: -Are my opponents Givers, Matchers, or Takers? -How can I offer a gift to a Matcher so set up a reciprocal relationship? -How will I plan to ASK for something in return for my gift?To join a game, visit http://mndiplomacyclub.comSupport Diplomacy Podcast by donating to their Tip Jar: https://tips.pinecast.com/jar/diplomacy-podcast

The chapter, “Building on Weak Ties,” from the upcoming third edition of Repurpose Your Career, introduces the principle of weak ties, or former colleagues and associates who are able to connect you to an expanded network of information and opportunities. Marc explains the theory of weak ties and gives practical advice on how to reintroduce yourself to your weak ties and enlist that help to find employment opportunities. Marc shares how a client, Steve was able to discover an invaluable network of his weak ties, and land a job, using only one-on-one contacting, starting with LinkedIn. Finally, Marc offers an action plan for cultivating your own weak ties. Listen in to learn how your weak ties can be your strongest assets.   Key Takeaways: [1:14] Marc welcomes you to Episode 134 of the Repurpose Your Career podcast. Career Pivot is the sponsor of this podcast; CareerPivot.com is one of the very few websites dedicated to those of us in the second half of life and our careers. Check out the blog and the other resources delivered to you, free of charge. [1:44] If you are enjoying this podcast, please share it with other like-minded souls. Subscribe on CareerPivot.com, iTunes, or any of the other apps that supply podcasts. Share it on social media or just tell your neighbors, and colleagues. The more people Marc reaches, the more people he can help. [2:04] Marc has released four chapters of the next edition of Repurpose Your Career to the Repurpose Your Career review team. A fifth chapter will be released in the coming weeks. Sign up to be part of the review team at CareerPivot.com/RYCTeam. [2:24] You will receive new chapters as they become available. Marc is looking for honest feedback and would love to get an honest review on Amazon.com after the book is released. [2:35] Marc’s plan is to release the book in late-September and do both a virtual and a real book tour. He will be in Austin, the NYC Area, and D.C. during the months of September and October. Marc would love to meet his readers and listeners. [2:52] Reach out to Marc at Podcasts@CareerPivot.com if you’d be willing to give him some advice on venues or groups who would be interested in hosting an event. [3:02] Next week, Marc will discuss online networking with his good friend and colleague, Hannah Morgan, a.k.a. Career Sherpa. [3:15] This week, Marc reads the next preview chapter from Repurpose Your Career, “Building on Weak Ties.” This chapter was supposed to be in the last edition but it got dropped in editing. From early comments from the Repurpose Your Career Review Team, this is proving to be a very impactful chapter. Marc hopes you enjoy it. [3:43] “Building on Weak Ties.” People tend to make a very short list of who can help them in their job search; the same people they might ask to help them move — very close friends. That’s a big mistake. [4:06] In 1973, Johns Hopkins sociologist, Mark Granovetter, wrote a paper called “The Strength of Weak Ties.” Malcolm Gladwell brought this paper to the world’s attention in his book, The Tipping Point: How Little Things Can Make a Big Difference. Granovetter was exploring the relationships we have with people we know slightly or by reputation. [4:29] Granovetter postulated that we might be more influenced by people with whom we have weak ties than those with whom we have strong ties. If your best friend buys bright orange shoes, you might think that’s crazy. If you suddenly see people wearing bright orange shoes, your perspective might shift. You start to think it’s a trend. [5:00] Granovetter was talking about the distribution of ideas but the same thing works with behavior. If your partner says your sense of humor is inappropriate, you might take offense. If someone you know slightly through business ties tells you the same thing, you will probably give the thought a lot more weight. [5:29] When you talk to those with whom you have strong ties, you don’t give them your background. When you talk with those with you know less well, you are more explicit. You need to state exactly what you want and why. This can force you to articulate for yourself what you need. [6:00] A great explanation from the Changing Minds website says “In the familiarity of strong ties, we use simple, restrictive codes where much is implicit and taken for granted. In communicating through weak ties, we need more explicit elaborated codes for meaning to be fully communicated.” Elaboration gives more scope for creativity. [6:27] Elaboration stimulates thought. Innovation becomes a likely result. The more weak ties we have, the more connected to the world we are. We are more likely to receive important information about ideas, threats, and opportunities in time to respond to them. [6:42] Our acquaintances’ networks and our networks have a very small intersection. Our weak ties know people that we don’t know. This makes them very valuable during a career move. Your weak ties are all the people you’ve ever worked with, volunteered with, belonged to organizations with, been neighbors with, or watched kids’ sports with. [7:14] You might think you could never reach out to those people since they are virtual strangers. Marc was introduced to the concept of weak ties through the book Give and Take: Why Helping Others Drives Our Success, by Adam Grant. Grant writes about Granovetter’s survey of professionals who had recently changed jobs. [7:43] Granovetter wrote that about 17% heard about the job from a strong tie. Their friends and trusted colleagues gave them plenty of leads. Surprisingly, people were more likely to benefit from weak ties. Almost 28% heard about the job from a weak tie. Strong ties provide bonds but weak ties serve as efficient bridges to new information. [8:10] Strong ties travel in the same circles and know the same opportunities as we do. Weak ties open new networks with new opportunities. [8:27] Everyone you’ve ever worked with or known has gone on to new jobs, made new friends, and created new business contacts. By this calculation your network is huge! For a variety of reasons, it is tough to ask weak ties for help. [8:58] Ask yourself, “What would I do if the shoe was on the other foot?” You can expect your weak ties to respond to you the way you would respond to them. [9:20] Be a giver. In the workplace, there are givers, takers, and matchers. Givers do prosper and takers don’t. Givers look for opportunities to help. Marc explains how a giver is motivated. [9:59] Takers are always self-interested. They look for what they can get out of a relationship or exchange. Marc talks about a taker’s motivation. These are not good sources of help. [10:21] Matchers will give if they can see a personal benefit arising from it. They don’t want to give more than the other person or team. Marc explains the behavior of matchers. They will help you if they can see how you can help them back. They are the most common workplace type. [10:57] The lines between these styles are not “hard and fast.’ You have probably worked with all three. You can spot the differences between these types at a networking event. Marc tells how to see it. [11:34] If you recognize yourself as a taker, now is a good time to assess and change your behavior. What is your mindset when you interact with people? Is it to make a friend, see if you can help, or to quickly run through all the ways this person could help you? If that’s the way you’re thinking, you probably haven’t built many bridges. [11:55] Your first order of business might be to start looking for places to give. Volunteer. Answer questions on social media threads if you have expertise. Offer to mentor or assist former colleagues or acquaintances who can benefit from your knowledge base. [12:13] If you’re a giver, it may be even more challenging for you to ask others for anything. It’s actually easier to give than it is to be the one who needs help. You’d like people to respond to your giving. Many people are actually delighted to give back. [12:39] Marc shares the example of working with Steve, an introverted account manager. He was a “farmer” who was very good at cultivating relationships. Then his job was cut and he was scared. Marc used the Birkman Assessment and the Career Pivot evaluation process with Steve to analyze his needs and personality. [13:41] From the evaluation, they created a set of branding statements to work with. They reworked his LinkedIn profile focusing on the complex products he sold in his previous position. [13:56] Marc developed a set of open-ended questions Steve could use in any interview. He was then prepared to explain why the right company should hire him. [14:12] Using LinkedIn, Steve reached out to colleagues he had worked with over the past 20-plus years. It was incredibly difficult for him to admit he was unemployed at this stage. He learned that most of the people he reached out to had experienced unemployment in the last decade. [14:32] We are long past the time when others assume that being unemployed means there is something wrong with you. The more Steve reached out, the easier it got. Steve is a really nice guy and a giver. He had built a lot of bridges and burned none of them. People remembered him and were willing to help. [14:55] Marc tells how it works. Build a list of people you have worked with over the last 20 years. Divide the list into two: people who worked in the same function as you and people who worked in a different function. Find these weak ties using LinkedIn search. Use the current company or past company options to locate them. [15:20] For people who worked in the same function as you, see where they currently work. Did they change functional areas? If so, reach out and ask them how they did it. [15:36] For people who worked in a different function, what company or industry are they working in, now? If they changed industries, ask them how they did it. [15:47] Weak ties are easy to approach. Send them a personalized LinkedIn connection request that reminds them of your connection and why you are reaching out to former colleagues. Ask if they are willing to schedule a short phone call to see how they are doing and ask them to accept this invitation to connect. [16:14] This is the time to ask for AIR — Advice, Insights, and Recommendations. Marc shares sample questions. Ask if they will introduce you to someone at their company or another company. [16:34] Steve was amazed at how many weak ties were delighted to hear from him. He was more amazed at how many were willing to assist him in his job search. This greatly expanded his network and his visibility to companies and jobs. His weak ties proved to be invaluable. He found companies that needed his account management expertise. [16:58] Next, Steve started with his last employer and used the Similar Companies section on LinkedIn to find companies that were either direct competitors or in adjacent industries. After following this deliberate process, Steve found the perfect match through a weak tie at a company that supplied parts for his former employer. [17:23] This company needed a national account manager. The “courting process” of the interviewing went pretty quickly. It was only six weeks from the time he was introduced to the company to the time he received an offer. As an introvert, Steve had not attended any networking events. [17:45] Steve spent all his time reconnecting with weak ties and researching companies capable of hiring him. He did all his networking one-on-one via email and phone conversations. He leveraged his network to the fullest. His network was larger than he had believed. [18:07] Once Steve realized that just about everyone was willing to help, the whole process became a lot more comfortable. Marc had told Steve early on that this next job would come through a relationship and that he had no control over the timing. That is exactly what happened. [18:25] If you had a career of any duration, making use of weak ties, whether for ideas, encouragement, or connections, your extended network is probably a lot more powerful than you think. And when you talk to them, ask them if there is anything you can do to help them. [18:44] When you cultivate your giving tendencies all along the way, you can develop a reputation in your extended network of being a giver. It’s also a nicer way to live. [18:55] Action Steps. Build a list of people you’ve worked with over the last 20 years. Begin to reach out to them over LinkedIn. Make sure you approach your search as a giver. If you haven’t been a giver, look for opportunities to give. If you’ve been a giver, let someone else have the fun of giving, this time. [19:16] Used LinkedIn’s Advanced People Search to find people in similar functions and similar companies to the one you’re interested in. Send these contacts a short note to see if they’re open to a call or coffee about positions in their company or industry. Ask for AIR. [19:35] Marc hopes you enjoyed this episode. The concept of weak ties is so critical to most of our future success. Marc hopes you will implement it throughout your career. [19:48] The Career Pivot Membership Community continues to help the approximately 50 members who are participating in the Beta phase of this project to grow and thrive. The community has moved on to the next phase where community members who have experienced success share their successes and teach others. [20:06] Gene is presenting on how he obtained his first consulting client through LinkedIn Sales Navigator and using the methods described in the book Getting Naked: A Business Fable about Shedding the Three Fears that Sabotage Client Loyalty, by Patrick Lencioni. This is a great book on consultative selling, even for introverts.[20:40] This is a community where everyone is there to help everyone else out. Marc is recruiting members for the next cohort.[20:47] If you are interested in the endeavor and would like to be put on the waiting list, please go to CareerPivot.com/Community. When you sign up you’ll receive information about the community as it evolves. [21:02] Those who are in these initial cohorts set the direction. This is a paid membership community with group coaching and special content. More importantly, it’s a community where you can seek help. Please go to CareerPivot.com/Community to learn more. They are starting a group for bloggers, writers, authors, and publishers.[21:35] Marc invites you to connect with him on LinkedIn.com/in/mrmiller. Just include in the connection request that you listen to this podcast. You can look for Career Pivot on Facebook, LinkedIn, or @CareerPivot on Twitter. [21:56 Please come back next week, when Marc will talk with Hannah Morgan on online networking. [22:04] Marc thanks you for listening to the Repurpose Your Career podcast. [22:09] You will find the show notes for this episode at CareerPivot.com/episode-134.  [22:17] Please hop over to CareerPivot.com and subscribe to get updates on this podcast and all the other happenings at Career Pivot. You can also subscribe to the podcast on iTunes, Stitcher, the Google Podcasts app, Podbean, the Overcast app, or the Spotify app.

Marco Putelli e Andrea Ciraolo ti motivano e ti ispirano con tanti ospiti e un buon livello di cialtronaggine!Marco ► https://marcoputelli.comAndrea ► https://andreaciraolo.com

Êtes-vous un Preneur, un Échangeur ou un Donneur ? Le livre Give and Take d'Adam Grant Dans quelle catégorie de personnes vous situez-vous ? Selon Adam Grant, il existe 3 catégories de personnes : Takers, Matchers and Givers. Un livre très intéressant et riche d'enseignement pour développer votre activité sur du moyen et long terme ! Traduction du titre selon ma compréhension : "Pourquoi aider les autres à réussir assure votre succès" Regardez la vidéo d'aujourd'hui pour découvrir ce livre fabuleux. La catégorie que vous choisissez détermine à la fois votre succès, celui de votre entreprise et la direction de votre vie ! Voulez-Vous Déclencher Des VENTES INSTANTANÉES dans votre Business ? Pour cela, je vous invite à relever le défi proposé par Julie, notre Intelligence Artificielle Propriétaire, directement inspirée de Deep Blue d'IBM. Cliquez sur le lien ci-dessous pour commencer votre bilan personnalisé et recevoir LA formation adaptée à votre business : https://www.ouicashcopy.com/julie Pensez ET Agissez avec le Cercle Privé des "Créateurs de Prospérité". Cliquez ici pour recevoir GRATUITEMENT la formation Oui Ca$h Copy! pour TRANSFORMER, jour après jour, vos abonnés, vos fans et vos visiteurs en clients : https://www.ouicashcopy.com/cadeaupod Pour cela, il vous suffit de mettre en œuvre Le Copywriting Oui Ca$h Copy! qui s'appuie sur l'Intelligence Artificielle pour ACTIVER Votre Bascule De La Réussite et... Ainsi DÉCLENCHER Une Croissance Instantanée de VOS VENTES ! Cliquez ici pour RÉCLAMER votre accès gratuit à la formation Oui Ca$h Copy! : https://www.ouicashcopy.com/cadeaupod

For generations, we have focused on the individual drivers of success: passion, hard work, talent, and luck. But today, success is increasingly dependent on how we interact with others. Through his research, Adam Grant argues that at work, most people operate as either takers, matchers, or givers. Whereas takers strive to get as much as possible from others and matchers aim to trade evenly, givers are the rare breed of people who contribute to others without expecting anything in return.  Using his own pioneering research as Wharton's youngest tenured professor, Grant shows that these styles have a surprising impact on success. Although some givers get exploited and burn out, the rest achieve extraordinary results across a wide range of industries. *This podcast was excerpted from our original season one podcast on Originals and Give and Take  

Givers and Takers and Matchers, oh my! What is your natural tendency? What does that mean for friendship or business? ADAM GRANT - He’s an organizational psychologist and wrote the book GIVE AND TAKE as well as others. Everyone falls into one of 3 categories, Givers, Takers and Matchers Takers are self serving - all about “What can you do for me” Giver - “What can I do for you” We all have moments of both - but what's our default?

The theme of this week's podcast changed when I became inspired by a thread on Twitter by Laura Kidd (She Makes War): THREAD! I've been making a big effort in recent months to actually comment when I like stuff online (not when I don't - that's just a big — Laura//She Makes War (@shemakeswar) September 26, 2017 This is important stuff, and it made me think about the words I say at the end of each podcast episode: "The world needs your art, now go and make somebody's day". I say that you are an Artist BECAUSE you have the power to unleash your art on other people. When I talk about art in this context I mean: bring something into the world that didn't exist before. Hoping to prod and poke the fabric of the status quo. As a human, and an artist in this context the simplest thing you can possible "make" is somebody else's day. When I read Laura's Twitter thread a few things popped into my mind: We shouldn't be slaves to nice comments and likes. But they can certainly help communicate support. And they gently reasurre us that what we're doing matters to other people too. We must never do our work or act on stuff because we think it'll gain likes and please people. Instead be motivated by the message that drives us and one we believe in. Not everyone will like it; it might even annoy some people, and we must be OK with that. It just reminds us that we need a deeper sense of why we believe in what we do, make, share etc. We must not see like buttons as meaningful connection with the heart of what someone else is doing. There is more to do. We must avoid the temptation to create strategies and blueprints by expecting mutual support. i.e I'll scratch your back, you scratch mine. I was also reminded of Adam Grant's book, Give and Take, which is a brilliant resource for thinking about this stuff. He introduces the idea that people are generally one of three things: Givers, Takers or Matchers. The most successful people in life are givers, and the least successful people are also givers. Self-Promotion? I first started this podcast (a long time ago!) as a way of promoting independent artists and bands that sit outside the mainstream. It was a part of a philosophy I developed over a few years of trying to get my own music "out there". One that had become self-evident in my life: The most sustainable way to promote your own work, is to promote other people. If you believe in what you are doing and want support, then the best thing you can do is stop talking about it. Turn the spotlight on others. Quality support will naturally come your way as a result. In this episode I talk about why this is a solid philosophy to live by. And how we can use it to improve the world. And also how not to use it! Over to You Who are you going to support this week? Feel free to share your thoughts on these ideas below. Or just go and give your time and energy to the recipient of your encouragement! Support the Podcast and get bonus extras:

Adam Grant, in his book Give and Take, describes three types of people---givers, takers, and matchers. He studied organizations, engineering firms, and hospitals to discover that the givers are both the most and least productive people. How can we create a world where more of the givers get to excel? We must recognize that givers are the most valuable people in any organization. We must create a culture where it's okay to ask for help. This changes everything, and allows the givers to help more. Adam Rifkin, successful entrepreneur, says his secret is five-minute favours or strategic giving to help another. It is conscious giving---identifying what he can do that will help another and contribute without overextending himself. The key to creating a successful team is not to bring in more givers---it's to weed out the takers. This can be tricky, because agreeable people may not always be givers.

What if the world is filled with givers, takers and matchers? Givers want "win/win". Takers want "I win". Matchers want "tit for tat" - nothing more, nothing less. Which are you? What changes if you learn to function more like a giver? At work? Within your friendships? For your community? In your marriage? With your kids? Between you and God? Give & Take is a conversation about the ways we approach life, and what's at stake. It's predicated on research suggesting everyone has a reciprocal style and that everyday each of us encounter opportunities to choose whether to be a giver, taker or matcher. How do givers create boundaries for their generosity?

What if the world is filled with givers, takers and matchers? Givers want "win/win". Takers want "I win". Matchers want "tit for tat" - nothing more, nothing less. Which are you? What changes if you learn to function more like a giver? At work? Within your friendships? For your community? In your marriage? With your kids? Between you and God? Give & Take is a conversation about the ways we approach life, and what's at stake. It's predicated on research suggesting everyone has a reciprocal style and that everyday each of us encounter opportunities to choose whether to be a giver, taker or matcher.

What if the world is filled with givers, takers and matchers? Givers want "win/win". Takers want "I win". Matchers want "tit for tat" - nothing more, nothing less. Which are you? What changes if you learn to function more like a giver? At work? Within your friendships? For your community? In your marriage? With your kids? Between you and God? Give & Take is a conversation about the ways we approach life, and what's at stake. It's predicated on research suggesting everyone has a reciprocal style and that everyday each of us encounter opportunities to choose whether to be a giver, taker or matcher.

Adam Grant is an organizational psychologist, New York Times best-selling author and professor. He pretty much makes thought candy for a living if you ask me. He's not only the youngest tenured professor at Wharton School but also the highest rated. He's recognized as one of the world's 25 most influential management thinkers with two TED Talks and two books (with another on the way). Adam has become one of my favorite people to learn from online.   Show Notes: Adam shares how his What Now? moment turned into a Why Not Now? moment The idea of success and generosity coexisting vs. waiting to "give back" until you've reached a certain level of wealth or success. The process Adam went through to determine if his future included springboard diving. Adam explains the difference between Givers, Takers and Matchers and how they impact our online environment. Unlocking Vuja de moments which can lead to big ideas (like Uber) Adam's new Why Not Now? (This is one of my favorites so far.) Books & Videos Mentioned: Option B: Adam Grant & Sheryl Sandberg (releases late April 2017) Forward by Abby Wambach Messy: The Power of Disorder to Transform Our Lives: by Tim Harford Ender's Game by Orson Scott Card Tuesdays with Morrie by Mitch Albom Give and Take by Adam Grant The Originals by Adam Grant TED Talk: The Surprising Habits of Original Thinkers  TED Talk: Are You a Giver or a Taker? Follow Adam on Twitter

What if the world is filled with givers, takers and matchers? Givers want "win/win". Takers want "I win". Matchers want "tit for tat" - nothing more, nothing less. Which are you? What changes if you learn to function more like a giver? At work? Within your friendships? For your community? In your marriage? With your kids? Between you and God? Give & Take is a conversation about the ways we approach life, and what's at stake. It's predicated on research suggesting everyone has a reciprocal style and that everyday each of us encounter opportunities to choose whether to be a giver, taker or matcher.

What if the world is filled with givers, takers and matchers? Givers want "win/win". Takers want "I win". Matchers want "tit for tat" - nothing more, nothing less. Which are you? What changes if you learn to function more like a giver? At work? Within your friendships? For your community? In your marriage? With your kids? Between you and God? Give & Take is a conversation about the ways we approach life, and what's at stake. It's predicated on research suggesting everyone has a reciprocal style and that everyday each of us encounter opportunities to choose whether to be a giver, taker or matcher.

Which of these categories do you fall into: giver, taker, or matcher? I recently re-read Give and Take by psychologist and university professor, Adam Grant. The book not only provides solid evidence and examples of how givers, takers and matchers all operate in the real world. But Grant also helps us understand ourselves and think about how we can become better givers without burning out or spreading ourselves too thinly. What are Givers, Matchers, and Takers? Givers seek out ways to be helpful and give to others without any deeper agenda Matchers play “tit for tat”—they keep an eye on the social bank account and do favours for favours Takers are focussed on getting as much as they can from situations, relationships, and people If you are an introvert or highly sensitive person this is clearly going to be an issue you will think about. I have had emails from people who have lost sight of boundaries in relationships. Those who attract narcissists and energy vampires that have bled them dry and they don't know what to do. They have shut off, isolated themselves, and declared that they cannot afford to be givers any longer. According to the fascinating findings in the book Grant says that givers are the least successful people (unproductive, performed poorly in exams, made the least money etc). The takers didn't perform best either because the matchers kept them in check, essentially seeing it as their job to punish anyone who didn't give back. But matchers didn't perform best either... Givers did. Givers are the worst performers, but they're also the best performers. Grant says that being a giver can do one of two things for you…"it can sink your career, or it can accelerate it". It can make you unable to perform as well as others, to be walked all over, and to be taken advantage of…or it can be the bedrock of your success and wellbeing as a human. So how can you become a successful giver? Well that's what I explore in this week's episode of the podcast. "You can easily judge the character of a person by how he or she treats those who can do nothing for them.” - Malcolm S. Forbes. Brenda Knowles wrote an article about this subject a while back and she picked out the three things we can do if we want to be givers who are successful and happy rather than the opposite option. Spot the takers in your midst. Engage in “five-minute favours” Don't restrict your interactions to just givers Brenda says "I am a selective giver, which could be construed as a matcher, but I am not strategic about giving.” We all have to make choices. We have finite resources. The key is what drives those choices. Is it a cold and calculating sense of what you can get, or a desire to give because that's what you are compelled to do? Givers share praise. They encourage people. They say thank you and well done. They look people in the eye and smile. It doesn't cost much to extend your giver-heart. Over to You Are you a giver, taker, or matcher? Is there anything that stops you from being a giver? I'd love to hear your thoughts so please leave your response in the comments below.   Watch the Episode: httpvh://www.youtube.com/watch?v=Jmgx0t32m6w& Related Links: Adam Grant: Give and Take: A Revolutionary Approach to Success (The Book) Dan Pink: Drive (The Surprising Truth About What Motivates Us) Jeff Goins: The Single Best Way to Grow Your Influence Forbes: Pay It Forward With The Five-Minute Favor The Huffington Post: Are You A Giver, Taker Or Matcher? Adam Grant Shares How It Could Affect Your Success Psychology Today: Are You a Giver or a Taker? Brenda Knowles: Are Introverts Givers or Takers? Does Managing Our Energy Limit Our Generosity ? Patreon There is a Patreon page for this podcast. This allows you to communicate your support for the show and encourage me to remain consistent in the creation of this content and in constantly seeking to take it to the next level.

Givers Takers Matchers: Elko Audio by Bill Beausay

Motivation, Ability and Opportunity are the generally accepted ingredients to success in life.  In Adam Grants book, Give and Take, he proposes that there is a 4th and often overlooked ingredient, which is your reciprocity style.  Who are most successful in the workplace, the Takers, Matchers or Givers?  The answer may surprise you.

Adam Grant is a professor of psychology at the Wharton School of Business at the University of Pennsylvania, where he is the youngest tenured and highest rated professor. He is a regular contributor to The New York Times. He has consulted for numerous organizations, including Google, the United Nations, and the U.S. Army. He became known to many through his popular book, “Give and Take: A Revolutionary Approach to Success.” His forthcoming book, “Originals,” will be published in February, 2016. This interview is edited and produced with music and other features in the On Being episode “Adam Grant — Successful Givers, Toxic Takers, and the Life We Spend at Work.” Find more at onbeing.org.

The organizational psychologist Adam Grant, who many know from his New York Times columns, describes three orientations of which we are all capable: the givers, the takers, and the matchers. These influence whether organizations are joyful or toxic for human beings. His studies are dispelling a conventional wisdom that selfish takers are the most likely to succeed professionally. And he is wise about practicing generosity in organizational life — what he calls making “microloans of our knowledge, our skills, our connections to other people” — in a way that is transformative for others, ourselves, and our places of work.

University of Pennsylvania Wharton School Professor and bestselling author Adam Grant presents some heartening research on how being a giver can lead to success. He and Scott chat about a plethora of topics, including the meaning of friendship, introversion, takers, and fakers, and the importance of challenging dogmatic science.

My guest this week is Adam Grant, the author of the New York Times' best selling book:  "Give and Take:  A Revolutionary Approach to Success."  Adam is a professor at Wharton, and their highest rated teacher ever.  His research around giving and taking has revolutionized how people can achieve business success.  Listen to hear more about how "giving" actually helps everyone achieve more success in the long run. Adam broke down with Ryan the three key styles in the work environment: 1) Giving 2) Taking 3) Matching.   Givers are the types of people who show-up early at work, mentor others, and stay late to help-out.  They give without expecting anything in return.  Takers are the types of people who "take" and look out for only themselves.  While matchers are the most common type of person at work.  Matchers have the philosophy: "You help me, and I'll help you" (tit for tat). Buy the Book here Follow Adam on Twitter What you'll learn from this episode: How to learn more about giving, and how this is greater for you in the long run The characteristics around the key styles in the work place:  giving, taking and matching How to take the long view in business, as life is NOT a zero-sum game That takers have a short view towards life and work How takers can learn to become givers  How five minute favors and making 3 intros a day changed Adam Rikin's life (and the lives of others) How givers like the venture capital investor David Hornik succeed more by giving Listen on SoundCloud Here Listen on iTunes Here Listen on Stitcher Here:       

Can I Ask You a Favor? So let's say someone asks you for help. For a favor, let's say. What's your first reaction? Is it, "Sure! No problem! I'd love to help!" Perhaps most of us would like to think that's how we respond. Could your response vary, based on the situation? Let's modify the scenario. Let's say this person who is asking for help seems, in your mind, to have very little potential to help you in any meaningful way--now or in the future. Regardless of how you made that assessment, in economic terms, this favor would appear to have very little perceived return on investment. So, would you still help? Or would you scramble for an excuse to step away? Welcoming back Dr. Adam Grant My guest in this episode is Dr. Adam Grant. We talk about his new book released just this week entitled Give and Take: A Revolutionary Approach to Success. In this episode you'll hear Adam talk about givers, takers, and matchers, three reciprocity styles that form the basis of the book. I invite you to visit the book's website at at http://www.giveandtake.com. You can take his self-assessment on that site to learn your preferred style. Also, Adam mentions work done by Alison Fragale at University of North Carolina. Here's a link to an article summarizing her work regarding powerless communication: http://www.kenan-flagler.unc.edu/news/2010/07/the-power-of-powerless-speech Thank you for joining me for this episode of The People and Projects Podcast! Have a great week! Total Duration 44:25 Download episode 93   Adam Grant on Success Here's a 5 minute clip of Adam summarizing the reciprocity styles. {youtube}CLsqiRPiKD0{/youtube} How can you avoid being a doormat? {youtube}zL8CsfJiKH4{/youtube} Magic of Fog by Rushus is licensed under a Attribution-NonCommercial-NoDerivatives (aka Music Sharing) License. The Giving and the Taking by Dolly Parton from the album Kenny & Dolly Additional music from Music Alley.

RSpec gives us many powerful tools to make our tests readable. Matchers allow us to provide custom predicates to our should statements that succinctly define the behavior of our code. Download 27 MB Download (iphone & ipod) 14 MB

RSpec gives us many powerful tools to make our tests readable. Matchers allow us to provide custom predicates to our should statements that succinctly define the behavior of our code. Download 27 MB Download (iphone & ipod) 14 MB

You can improve the readability and remove duplication in RSpec by adding matchers and macros. Learn how in this episode.

You can improve the readability and remove duplication in RSpec by adding matchers and macros. Learn how in this episode.