Here's How My Old Hoodie Taught Me Something About Life
I just bought a new hoodie.
It's not a fancy hoodie, but it did cost me a bit.It was a little pricey because it was made in a way that minimized impact to the planet, but didn't compromise utility.It's warm, stretchy, and stink-proof.I bought it because my other hoodies were getting less and less useful.Since the other ones have holes and no longer keep me warm, it was time to remove them from circulation.I've had them for about 4 years and I wore them nearly every day--maybe, except in the summertime.
Chris, why are you telling me all this?
Well, what's the point of the hoodie?Is it to keep me warm? To look stylish? To never have to buy another hoodie again?The point is that I get a certain value from this thing.When I stop getting enough value, it's time to replace it.This is a helpful reminder in a world where we are constantly consuming products, digital content, video, podcasts, and all the above.This is a helpful reminder that by simplifying the stuff in our lives, we can be more focused and put more attention into the things we truly love.And those things are usually people.
"Use things and love people, because the opposite never works."
It's your life. You have resources.It's your choice how you spend them. You can either spend them on the things that will give you long-lasting joy or you can spend them on the things that give you a quick dopamine hit.Your call.
2 Minute Reward:
Since we talked about reward/punishment yesterday, I think I'm going to switch it up today . . .Instead of a 2 Minute Action, let's go with a 2 Minute Reward.If you can reply to this email and tell me who coined the quote above within 4 minutes of the time you opened this email (it probably took you 2 minutes to read it, so you'll get another 2 minutes to find the answer), I'll hop on a half-hour phone call with you and answer any questions you have about productivity, life, or focus.Ready? Go!
How To Psychologically Change Behavior (Of Yourself And Others)
How do you get behavior to change?
We can talk about motivations, intrinsic desires, or even logical or philosophical ideals that drive people.But when it comes down to the basics of human behavior, in work and in life, it comes down to reinforcement.
There are a few different types of reinforcement you’ve probably heard of:
Positive Reinforcement (Giving some reward for a behavior)Negative Reinforcement (Taking away something bad for a behavior)In real life, positive reinforcement would be a cash bonus, a round of applause, or maybe even an orgasm.In real life, negative reinforcement would be ibuprofen taking away pain, getting a discount on movie tickets, or not having to do your taxes yourself.
Now there’s also punishment.
Positive Punishment (Giving something bad to stop a behavior)Negative Punishment (Taking away something good to stop behavior)In real life, positive punishment would be a spanking, a parking ticket, or an employee “write up.”Negative punishment would be ibuprofen wearing off, taking away recess, or getting rid of casual Fridays at the office.Primarily, reinforcement has been used to increase behaviors while punishment has been used to decrease them.
Of course, it turns out that not each of these are equally effective.
It turns out, there are some serious limitations for punishments and how effective they are.Like, for instance, it really doesn’t work well unless you’re consistently delivering the punishment every time and immediately after the behavior.Probably the biggest limitation, though, is that punishment at its best only stops the behavior.It doesn’t teach anything new.To do that most effectively, it’s time to meet the Variable Ratio reinforcement schedule.
This is the most effective way to teach a new behavior.
Basically, it just means that on average (not every time) you get a reward at some interval.So, sales people work really hard because they’re on a variable reinforcement schedule. They know that if they make 200 calls, they will convert 10 into customers.They don’t know when each will convert, that’s the variable, but they DO know that across 200 calls, they’ll close 10.Thats the ratio part. 200 : 10.Pulling a slot machine lever? Yep. Variable ratio.The probability stays the same but the number of lever presses to hit the jackpot is variable.The point I’m trying make here is that if you want to make a change in behavior for yourself, a partner, or an employee, you’re going to have to be tactical about it.You now have this powerful behavioral tool.It’s up to you to use it for good.
2 Minute Action:
Here are some evidence-based ways to change behavior in the workplace.The cool thing about these is that most of them only take 2 minutes to actually implement!!Apply one of these today to someone who deserves your feedback: Act swiftlyThe closer the disciplinary action is to the actual offense, the more likely it is that the employee will associate the punishment with the offense or unwanted behavior and not the dispenser of the punishment (Robbins, Odendaal, & Roodt, 2009).Be consistentPunishment must be doled out consistently between employees and also within individuals. If an employee is punished for lateness, he or she must be punished for each late occurrence thereafter. If punishments are not consistent, rules will lose impact, there may be a decline in morale, and employees may question the competence of the dispenser of the punishment. It is reasonable, however, to consider any mitigating factors in each punishment situation, such as past history and performance. Punishment may be adjusted in those situations, provided the rationale is made abundantly clear to all concerned (Robbins et al., 2009).Suggest alternative behaviorsIt is important to clearly explain the reasons for the punishment and offer the employee alternative good behaviors. Disciplining an employee for an undesirable behavior only makes clear to him or her, what not to do. Suggesting alternatives will educate the employee on what is the preferred behavior and make it more likely that the behavior will be changed to one that is more desirable (Robbins et al., 2009).Utilize the five to one ruleAccording to Baumeister, Bratslavsky, Finkenauer and Vohs (2001), because bad interactions are more powerful emotionally than good interactions, it is important to balance the good and bad by more frequently using positive reinforcement rather than punishment. A good ratio is five enjoyable interactions to one disagreeable interaction (Baumeister et al., 2001).Punish in private and praise in publicPrivate punishment is more likely to be seen as constructive, and public punishment is more likely to cause embarrassment and negative effects if done in front of one's peers (Hellriegel & Slocum Jr., 2007).Punish and RewardDesirable behaviors should be rewarded and undesirable behaviors should be punished (Redmond, 2010).
Why You Should Listen To Nickelback
Nickelback takes a beating.
They have a small, loyal fan base—but most social media regards them as the laughing stock of professional and popular musicians.So, let me start with this: I’m not a fan.
I don’t listen to Nickelback.
They don’t click with me. But if you’re laughing at them, please consider something important:
They’re beating you.
Are you doing what you love everyday?Are you closely followed by people who love your work?Can you go directly to all of your fans and sell out an event?
They’re successful.
Before you criticize Nickelback for their art, please consider the reality that they are successful by many definitions!
Art is art.
Let me be the first to feel the wrath of the internet and say:“Nickelback certainly does not deserve the disproportionate punishment they’ve received from the public ear. “If you beat them, then I think we can start to argue.
2 Minute Action
Who is someone you’ve judged recently?Maybe it’s a company who has just rebranded. Maybe it’s a celebrity with a new haircut. Whatever. Take 2 minutes right now to investigate that judgement. Are they beating you?Congrats, you’re now taking one of the first steps towards empathy, non-judgement, and tolerance.