Chapter 1 is Good Returns which explains the Dangers and Rewards of Giving more than you get with multiple examples. One of the things which striked me
You can’t just ignore someone because you don’t think they’re important enough.
I can’t agree more on that. I have seen first class that founders making this mistake. Its so easy to just ignore, but think about the long term or big picture.
First chapter, goes over some of the examples of givers approaches. Especially David Hornik some of his quotes and thoughts are note worthy
I want to demostrate that success doesn’t have to come at someone else’s expense
He pays more attention to what other people need than to what he gets from them
The Five-Mniute Favor
Adam Rifkin, giving is governed by a simple rule: the five-minute favor.“You should be willing to do something that will take you five minutes or less for anybody”
The above rule really made an impact on me and I totally agree with that. So, I created a list of companies where I can refer my connections. https://viggy28.dev/article/companies-where-i-can-refer
On chapter 3, author talks about Ripple effect. How giving creates a good for everyone involved.
Extensive research reveals that people who give their time and knowledge regularly to help their colleagues end up earning more raises and promotions in a wide range of settings, from banks to manufacturing companies.
I had a question on the above statement. Why do Individual Contributors then getting huge benefits (at least in the tech world). I twitted Adam Grant the same (you know it doesn’t cost anything to tweet :) ),
Chapter 4 is about Finding the Diamond in the Rough. I was particularly interested in this one. Prof C.J. Skender
simply starts by seeing everyone as talented and tries to bring out the best in them.
For many years, psychologists believed that in any domain, sucess depended on talent first and motivation second. However, the recent researched have proved that its other way around. He backs that with many research data. This line really striked me.
Natural talent also matters, but once you have a pool of candidates above the threshold of necessary potential, grit is a major factor that predicts how close they get to achieving their potential
One of the important qualities of a mentor is they made the initial learning very pleasant and rewarding.
Chapter 5 is about the Power of Powerless Communication - certainly something I would like to improve.
- Presenting: The value of vulnerability
- Selling: Separating the Swindlers from the Samaritans
- Persuading: The technique of Tentative talk
- Negotiating: Seeking advice in the shadow of a doubt
Chapter 6 is about the art of motivation maintenance. Basically, how to persist your maintenace. I think this is the secret.
When people know how their work makes a difference, they feel enrgized to contribute more
Giving should be for enjoyment and purpose rather than duty and obligation.
The more one gives, the better one feels; and the better one feels about it, the easier it becomes to give.
Chump Change is chapter 7. The ability to recognize agreeable takers as fakers is what protects gives against being exploited.
Some of the actions for impact:
- Test your giver quotient
- Run a reciprocity ring
- Embrace the Five-Minute favor
- Practice powerless communication, but become an advocate
- Join a community of givers