Bob said yes to every opportunity that presented itself. Not only to never miss an opportunity but more so to prove to himself that he was always capable of doing things unfamiliar to him. Luck is a huge factor in success Looking back, your career looks linear, but there were thousands of crucial decisions that could have led you down a different path. His tips on leadership :<ul><li>Inexperience can never be used as an excuse for failure</li><li>Do the work to learn what you need to know</li><li>True authority and leadership come from knowing who you are and not pretending to be anything else</li></ul>

Bob’s Success Philosophy

Know what you don’t know and trust what you do

Optimism – pragmatic enthusiasm for the possibility of achievementCourage – the foundation of risk-takingFocus – allocation of time and resources to the most important issue at handDecisiveness – decisions need to be made in a timely manner and include diverse Perspectives – indecision crushes moralCuriosity – awareness of your ever-changing environment & marketplace – innovation begins with curiosity

Bob’s 10 Leadership Principles 1/2

Fairness – empathy and accessibility to everyone in the organization, no matter their roleThoughtfulness – taking the time to develop informed opinionsAuthenticity – being true to yourself no matter what, drives respect and trustPerfectionism – not in the purest sense but in the sense that you refuse to accept mediocrityIntegrity – the way you do anything, is the way you do everything Additional Principles:Be aware that you are replaceableBe honest with people when they are not ready to take the next step

Leadership Principles 2/2

Roone Arledge – President of ABC Sports<ul><li>To tell great stories, you need great talent</li><li>Be decent and authentic – if you care for your people, they will care for you</li><li>Innovate or die – you’ll never have innovation if you operate out of fear</li><li class="ql-indent-1">Embrace the unknown, mediocrity thrives in familiarity</li></ul>Michael Eisner – CEO of Walt Disney from 1984-2005 <ul><li>Eisner’s Philosophy: Greatness is a collection of a lot of small things added up</li><li>Relentless pursuit of perfection – do what you need to do to make it better</li><li>The people who seek excellence identify patterns of success across different fields of discipline</li></ul>

Bob's Mentors 

Managing creative talent is not a science, it is subjective Give permission to fail – not for lack of effort but for pushing the boundaries of what is possible.Convey faith – never let your employees think they are incapable of achieving greatness Be a fan! It feels good to be cheered for. Bob often feels guilty in front of his colleagues, the light shines on him for other people's hard work

Management Advice by Bob

Bob is maniacal about his workout routineHis Reasons for working out: Health, Vanity, SanityExercise always gave Bob an opportunity for solitude, to be still with his thoughts. His Morning routine:<ul><li>Starts his day at 4:15 am: figure out what is best for you – morning routines are not most effective for all</li><li>Does 45 minutes on a Versa Climber</li><li>Works out in the dark – you become immersed in your activity- a meditative state of sorts</li></ul>

Health Is Wealth

Sean analyzes Bob Iger's prominent business career with Disney and the 10 principles that he dedicated his life of leadership to.

motivationandinspiration

Motivation & Inspiration

podcasts

Podcasts

leadershipandmanagement

Leadership & Management

Bob Iger — CEO and Chairman of Disney | Brought to you by 99designs and HumanN's BeetElite.As Chairman and Chief Executive Officer of The Walt Disney Company, Robert A. Iger (@RobertIger) is the steward of one of the world's largest media companies and some of the most respected and beloved brands around the globe. Since becoming CEO in 2005, Iger has built on Disney's rich history of storytelling and innovation with the acquisitions of Pixar (2006), Marvel (2009), Lucasfilm (2012) and 21st Century Fox (2019), and the landmark opening of Disney's first theme park and resort in Mainland China, Shanghai Disney Resort in 2016.Always one to embrace new technology, Iger has created an ambitious direct-to-consumer strategy that leverages Disney's unparalleled creative content across new platforms, including the new Disney+ streaming service, ESPN+, Hulu, and Hotstar.Iger serves on the boards of the National 9/11 Memorial & Museum and Bloomberg Philanthropies. He is a graduate of Ithaca College.His new autobiography is titled The Ride of a Lifetime: Lessons Learned from 15 Years as CEO of the Walt Disney Company, which offers stories and lessons about structuring, dealmaking, leadership, and optimizing fear metabolism.Please enjoy! This podcast is brought to you by 99designs, the global creative platform that makes it easy for designers and clients to work together to create designs they love. Its creative process has become the go-to solution for businesses, agencies, and individuals, and I have used it for years to help with display advertising and illustrations and to rapid prototype the cover for The Tao of Seneca. Whether your business needs a logo, website design, business card, or anything you can imagine, check out 99designs.You can work with multiple designers at once to get a bunch of different ideas, or hire the perfect designer for your project based based on their style and industry specialization. It's simple to review concepts and leave feedback so you'll end up with a design that you're happy with. Click this link and get $20 off plus a $99 upgrade.This podcast is also brought to you by HumanN's BeetElite, the endurance superfood and nitric oxide activator. HumanN's BeetElite can help extend endurance, improve energy and stamina, and increase oxygen delivery throughout the body. It provides the nitric oxide equivalent of six whole beets, and BeetElite is trusted by hundreds of elite teams, athletes, and organizations all over the world, so you know you're getting a top-notch performance product.BeetElite is Informed-Sport Certified, and the team at HumanN is making an offer exclusive to my listeners: Take your performance to the next level with BeetElite by going to LiveHuman.com/Tim to get 20% off your first purchase!***If you enjoy the podcast, would you please consider leaving a short review on Apple Podcasts/iTunes? It takes less than 60 seconds, and it really makes a difference in helping to convince hard-to-get guests.For show notes and past guests, please visit tim.blog/podcast.Sign up for Tim’s email newsletter (“5-Bullet Friday”) at tim.blog/friday.For transcripts of episodes, go to tim.blog/transcripts.Interested in sponsoring the podcast? Please fill out the form at tim.blog/sponsor.Discover Tim’s books: tim.blog/books.Follow Tim:Twitter: twitter.com/tferriss Instagram: instagram.com/timferrissFacebook: facebook.com/timferriss YouTube: youtube.com/timferrissPast guests on The Tim Ferriss Show include Jerry Seinfeld, Hugh Jackman, Dr. Jane Goodall, LeBron James, Kevin Hart, Doris Kearns Goodwin, Jamie Foxx, Matthew McConaughey, Esther Perel, Elizabeth Gilbert, Terry Crews, Sia, Yuval Noah Harari, Malcolm Gladwell, Madeleine Albright, Cheryl Strayed, Jim Collins, Mary Karr, Maria Popova, Sam Harris, Michael Phelps, Bob Iger, Edward Norton, Arnold Schwarzenegger, Neil Strauss, Ken Burns, Maria Sharapova, Marc Andreessen, Neil Gaiman, Neil de Grasse Tyson, Jocko Willink, Daniel Ek, Kelly Slater, Dr. Peter Attia, Seth Godin, Howard Marks, Dr. Brené Brown, Eric Schmidt, Michael Lewis, Joe Gebbia, Michael Pollan, Dr. Jordan Peterson, Vince Vaughn, Brian Koppelman, Ramit Sethi, Dax Shepard, Tony Robbins, Jim Dethmer, Dan Harris, Ray Dalio, Naval Ravikant, Vitalik Buterin, Elizabeth Lesser, Amanda Palmer, Katie Haun, Sir Richard Branson, Chuck Palahniuk, Arianna Huffington, Reid Hoffman, Bill Burr, Whitney Cummings, Rick Rubin, Dr. Vivek Murthy, Darren Aronofsky, and many more. See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Tim Ferriss is a self-experimenter and bestselling author, best known for The 4-Hour Workweek, which has been translated into 40+ languages.  Newsweek calls him "the world's best human guinea pig," and The New York Times calls him "a cross between Jack Welch and a Buddhist monk."  In this show, he deconstructs world-class performers from eclectic areas (investing, chess, pro sports, etc.), digging deep to find the tools, tactics, and tricks that listeners can use.

The Tim Ferriss Show

#406: Bob Iger — CEO and Chairman of Disney

Bob Iger - CEO and Chairman of Disney

Abundance is a paradox. Environments of abundance are bad for the median consumer but extremely good for a small number of conscious ones. Average consumers are doomed to the tyranny of instinct. Meanwhile, consumers at the top are propelled by unlimited access to nutritious food and information.
The best metaphor is health, where obesity rates and the number of people in incredible shape are both rising. That’s why 71% of American adults are obese, while the people I see at Equinox in Manhattan have bodies that are as sculpted as a Greek statue.

Abundance: Both Good And Bad

<ul>
<li>Americans are overweight, not because of scarcity but because of abundance — just like the news. </li>
<li>At the same time, wealthy and health-conscious Americans have never been in better physical shape. </li>
</ul>
The healthiest people control their diet with surgical precision. They have access to state-of-the-art workout facilities, wearable health technology, and fresh foods to match their dietary goals. They walk with six-pack abs and arms like the Incredible Hulk, while they walk with the can’t-lose swagger of Connor McGregor at a UFC fight.

Two Worlds At The Same Time

News and food consumption are near-perfect metaphors. We already use terms like “food for thought,” “I need to digest an idea,” and “she has a thirst for knowledge.” This is also why writing is so healthy for the mind. Just as you’ll improve your food diet if you start cooking, you’ll improve your information diet if you start writing.Just as eating healthy is an everyday battle, the Internet makes it hard to find nutrient-dense information. It’s absolutely possible, but it demands deliberate effort. The Internet increases variance in outcomes. More good and more bad.

Food Is Like News

Gresham’s Law is a finance concept that states that bad money drives out good money until only bad money is left. This law can explain why the median consumer reads low-quality information online. On the Internet, low-quality content drives out high-quality content, as the most wide-read articles are polarizing and emotionally jarring. First, they distort the truth by eliminating nuance and adding emotional charge to important topics. If you check almost any major publication, the most popular stories are opinionated and fear-inducing, drawing readers in.

Gresham’s Law 

The Explore Tab on Twitter is the most important newspaper in the world. It’s littered with celebrity gossip and exaggerated political drama — both of which yield a wide reach but incentivize empty content.
And yet, as the Paradox of Abundance predicts, Twitter is also one of the world’s top intellectual communities. It’s the bedrock of most of our social and intellectual life. It’s a place to make friends, raise your ambitions, and connect directly with people at the top of their fields. And yet, most people use Twitter to consume information with no nutritional value.

The Ocean Named Twitter

Ideally, a world of information abundance would bring the best to the top. Using a classic Econ 101 argument, competition should benefit consumers by improving quality. Practically, curation platforms would wade through millions of posts every day and highlight the best of the best. But that’s not what happens. On most platforms, low-nutrition content is the easiest to find and the most likely to be consumed. Superficial article recommendations sit at the bottom of thousands of articles, pollute the Internet, and tarnish the credibility of media publications.

Theory Vs Practicals

As a society, we can spend less energy following the news and become more informed about our society. The act of reading the news carries symbolic weight. 
People in power won’t fear the pain of a journalist’s bite unless the news maintains its legitimacy. Likewise, even if reading the news isn’t an efficient way to learn about the world, the news industrial complex might be a necessary inefficiency in society.

Less News

Skip the news cycle, but double down on measured consumption. Ignore society’s recommendations for what to consume and refresh your learning habits like you’re shaking an etch-a-sketch. 
Remember, what you should consume looks nothing like what you were taught to consume. Rebel against the mainstream spotlight, find some trusted curators and chart your own path instead.

Make Your Own Way

If you diet, invest, and think according to what the ‘news’ advocates, you’ll end up nutritionally, financially, and morally bankrupt.

The modern media environment helps a small number of savvy consumers, just as it destroys the lives of millions of mindless consumers who are paralyzed by fear, anger, and misinformation. Careful consumers use the information at their fingertips to compound their wisdom while compulsive ones drown in a volcano of fire-burning rage.On the Internet, your rate of learning is limited not by access to information, but by your ability to ignore distractions. The people you follow online is a leading indicator of your success, your health, and your happiness.

The Minefield Of The Internet

David shares the paradox of abundance and how to make a healthy information diet for yourself. Read here.

Understand yourself and those around you.

psychology

Psychology

business

Business

artsandculture

Society, Arts & Culture

The Paradox of Abundance - David Perell

Suffocating bosses—also known as micromanagers—often send this message to subordinates: “I don’t trust you to get the job done, nor to do it right.”Contrary to the best social science research—which shows that people who believe that they are being watched perform at a lower level—micromanagers require incessant updates and daily huddles, and they closely scrutinize, and often criticize, how their employees complete tasks.

Micromanagers

<ul><li>Constantly checks on where workers are.</li><li>Asks to be copied on all team e-mails.</li><li>Is reluctant to delegate.</li><li>Breaks projects into small tasks that make employees feel that their contributions are insignificant.</li><li>Checks and double-checks on deadlines and asks for frequent updates, even about small tasks.</li><li>Rarely asks for input from others.</li><li>Applies the same level of intensity and scrutiny to every task, failing to prioritize.</li><li>Is never quite satisfied with a work product.</li><li>Takes great pride in correcting or changing people’s work.</li><li>Is subject to extreme mood swings.</li></ul>

Traits Of A Micromanager

A micromanager is a person who probably has a poor self-image, so he or she doesn’t believe they deserve to be where they are, and so thinks the same about the people they supervise. So the constant checking and looking over employees’ shoulders are really checks on their own ability to do the job. They don’t believe in themselves, so they believe in no one else.

The Reason Micromanagers Behaving Like This

Employees who work for micromanagers often feel that their boss doesn’t trust them or value their contributions. This can cause workers to feel disrespected, devalued and demoralized. The manager’s mood swings can convince subordinates to avoid interacting with him or her.  Over time, employees’ professional growth is stunted because the micromanager won’t give them opportunities to shine.

The Climate Of Fear: How Micromanagers Effect Others

The belief systems that create the micromanager may not go away overnight. Weaning the micromanager off their controlling belief system takes time and constant feedback. More importantly, the micromanager must know that they’re safe when they allow others to succeed. It doesn’t diminish their value but actually enhances it. Regular coaching sessions are the way to go for most cases.

Handling the Micromanager: Coaching

Suffocating bosses—also known as micromanagers—often send this message to subordinates: “I don’t trust you to get the job done, nor to do it right.”

corporateculture

Corporate Culture

humanresources

Human Resources

Let It Go: Teaching a Micromanager How to Chill

Upward management, with all its varying degrees and permutations, is commonly seen in most organizations. While a certain amount of upward management is necessary - just good common sense for anyone in a managerial role - when taken to extremes it can be not too appealing a quality.

Managing Upwards

This workplace expression is defined as a situation where middle-level employees in an organization are polite and flattering to superiors but abusive to subordinates. Such managers are always ready to please whoever had authority over them while having very little regard for people working under them.

Kiss up and Kick Down

So what's really the problem with kissing up and kicking down? Besides the fact that it's just generally nasty unpleasant behaviour, from a management efficiency and productivity standpoint, the real problem is you're spending energy in the wrong place.You're not spending time on improving the performance of your team (which is beneficial to the broader organization) so much as you're focused on pleasing one person (which may benefit you but creates minimal value for the broader organization).

Misplaced Focus

career

Career

The Trouble With Too Much Upward Management

Your product isn’t perfect, and that’s probably ok. In most cases, the perfect product doesn’t exist, so you just need to have the best available option.

Your product doesn’t need to be perfect

If the perfect option existed, they’d buy it. Since there’s no such thing as the perfect offering, people are happy to settle for the Next Best Alternative.

If you need a new phone, you probably have an idea of what the perfect phone would be. It doesn’t exist, and so your “next best alternative” is likely going to be something like the iPhone 13 or the Pixel 6. They’re both imperfect, but one of them might be what you consider to be the best choice available.Your product or service offering is the same. It’s not perfect, and people shouldn’t expect it to be. In fact, if you aren’t ashamed of those shortcomings, it can help your customer better appreciate what you have to offer. It’s not unlike<a href="https://www.mickmel.com/if-you-dont-say-no-your-yes-is-meaningless/"> saying “no” to help give your “yes” more power</a>.

The Next Best

Take any product that is considered to be best in class, and you can quickly find some issues with it. The iPhone doesn’t offer some of the flexibility of Android. A Tesla doesn’t have the same range as gas-powered cars. Gmail is missing some features that other alternatives provide.

Your product isn't perfect, and that's probably ok. In most cases, the perfect product doesn't exist, so you just need to have the best available option. Take any product that is considered to be best in class, and you can quickly find some issues with it. The iPhone doesn't offer…

startup

Startups

Your product doesn't need to be perfect - Mickey Mellen

Not everyone in a company wants to become a manager. Or has the skills to do so. So instead of forcing people into a management position to advance their career a company could offer 2 promotion tracks:One for Individual Contributors & another for People Managers, with equivalent pay, benefits, & seniority at each level, allowing ppl to advance w/out becoming managers.

2 Career Development Tracks

moneyandinvestments

Money & Investments

Career development tracks

Greatness is not guarding yourself from the people. Greatness is being accepted by the people

Mike Tyson's responds on Floyd Mayweather claiming that he is better than the greatest, Muhammad Ali. In his response, he drops a wisdom bomb, written below.

Floyd Mayweather says hes a greater boxer than Muhammed Ali; Mike Tyson responds.

personaldevelopment

Personal Development

Contact: fightfluency@gmail.com

All films, breakdowns and other content on this channel is made by me. 🥊 

COPYRIGHT DISCLAIMER:
I DO NOT own any footage or imagery from the UFC. Copyright Disclaimer under section 107 of the Copyright Act 1976, allowance is made for “fair use” for purposes such as criticism, comment, news reporting, teaching, scholarship, education and research. Fair use is a use permitted by copyright statute that might otherwise be infringing.

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Fight Fluency

Floyd Mayweather says he’s greater than Muhammad Ali, Mike Tyson responds 🥊#shorts

The concept of “modal bias” is simply the thought that our idea or approach is best. We all think that, but it can become much more troublesome when a <a href="https://www.mickmel.com/dont-let-the-hippo-have-the-final-say/">HiPPO</a> (the highest paid person in a meeting) falls into that trap and we all need to follow it.Once a HiPPO thinks they have the right answer, the only way to fight back is with data.

Data beats Modal Bias

It’s critically important to support business proposals and decisions with data. In the absence of data, you’ll ultimately be forced to do things the boss’s way. Modal Bias ensures that the bosses think that their way is best, unless you can prove otherwise. In a battle of opinions, the HiPPO always wins.

“In God we trust… all others bring data.”

If you can bring data to support your points, your boss should pay attention to that. If your boss repeatedly refuses to see the data, that’s another problem entirely. If you find yourself as the HiPPO in a situation, try to stay open to other ideas and data that may refute what your initial thoughts were.

The concept of "modal bias" is simply the thought that our idea or approach is best. We all think that, but it can become much more troublesome when a HiPPO (the highest paid person in a meeting) falls into that trap and we all need to follow it. Once a…

problemsolving

Problem Solving

communication

Communication

teamwork

Teamwork

Data beats Modal Bias - Mickey Mellen

Overtime is often a symptom of :<ul><li>An overstretched workforce. You may not have enough resources to manage your workload.</li><li>Poor project estimation or time management.</li><li>Unrealistic client expectations. Client's are unaware of how long a task takes. It's a sign that you're selling yourself short.</li><li>Communication breakdown. There are no proper work boundaries or realistic expectations.</li><li>Toxic company culture. Many organisations have a culture of working beyond contractual working hours.</li></ul>

Problems with overtime

There are times when overtime benefits workers. <ul><li>Workers can get paid time and a half or even double pay.</li><li>Workers can take advantage of their individual productive flow. Some may work best in the mornings, and others late at night.</li><li>Employees feel independent and autonomous when they work within their own schedules.</li></ul>

The benefits of working overtime

Some companies have clear overtime policies, such as "time and a half". Other companies offer "payment in kind" or counterbalance overtime by leaving early on another day or putting the time worked towards extra vacation days. A sign of a toxic working culture is when the company offer nothing extra. Overtime can lead to accusations of wage theft. Therefore, it is vital that overtime is met with some form of compensation that is satisfactory for the employee and employer.

The problem with overtime pay

Overtime can harm company culture. When people willingly work late, it can normalise over time. More people will feel obliged to stay late, and resentment can follow. People that continually work late suggest that the productive output is valued above being human. Employees have families, friends and other interests. Good management will recognise the importance of these aspects.

The impact of working overtime on culture

Track overtime. It helps employees manage their working hours and protect against abuses. Actively work against a stay-late company culture. Ensure everyone is clear on the company's overtime policy.

Staying in control of overtime

People usually work overtime because they have to, but it can also present new opportunities. So what should workplaces consider when offering overtime and can working overtime ever be positive?

Working overtime: exploitation or opportunity?

Are you having trouble in speaking out your idea/points to others? Do you get confused while presenting? Did you wind up being unclear exactly what you hope other people will do?If yes, then the habit of brevity can help you

The Habit Of Brevity

If I had more time, I would have written a shorter letter.

The average leader -- even the above-average one -- might gather the team and explain why it's such a great opportunity for the company/organisationThe emotionally intelligent leader, however, frames everything from the point of view of his or her teams

To Effectively Communicate..

<ul><li>think about different angles to craft the right message.</li><li>segment things better, so that you don't try to communicate everything to everyone at once.</li><li>Try to be brief </li><li>Take time to weed out the many things you might want to say in order to make the ones that you truly need to say more memorable, makes the difference between confusion and clarity.</li></ul>

Crafting Your Message In A Emotionally Intelligent Rute

How to be emotionally intelligent while conveying your message

writing

Reading & Writing

How Emotionally Intelligent People Use the 'Mark Twain Rule' to Become Exceptionally Persuasive

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