How to Create Mini Habits, Skills, and Progress as a Leader

This post is about a framework to help you create new, mini habits and develop skills based off the book, Mini-Habits: Smaller Habits, Bigger Results by Stephen Guise.

 

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Mini Habits

To start with, we’ll explore how to develop mini habits. A mini habit is a very small positive behavior that you can easily do every day.

“A mini habit is too small to fail and nature makes it weightless. It’s deceptively powerful and a superior habit building strategy.” – Stephen Guise from Mini Habits.

“Mini habits are a pretty simple brain trick at the core, but also a life philosophy that values starting, letting action precede motivation and believing that small steps can accumulate into giant leaps forward.” – Stephen Guise from Mini Habits.

To begin implementing this idea, you want to decide on your big goal and then break down that big goal into very small steps. After that, start thinking about how to take at least one of those small goal steps and make it really crazy small, almost absurd.

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002: How to Find, Identify, and Take Massive Action on Your Great Work

Stop the busywork and start the work that matters.

In the book, Do More Great Work: Stop the Busywork and Start the Work That Matters by Michael Bungay Stanier talks about good, great and bad work.

Today, I talk about how you can begin incorporating great work into your daily schedule so you can skyrocket your factory to success.

WHAT YOU’LL LEARN:

  • The difference between bad, good, and great work.
  • What you can do today to get started on your great work.
  • Why great work will move the needle faster than any other task you can do daily.

NOW IT’S YOUR TURN

In the comments, tell me one thing you can do today that will help you identify and spend more time on your great work?

 

How to Build Employee Proficiency and Expertise

A different approach to building employee proficiency and expertise to enhance performance in the workplace.

 

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Here are some different frameworks that I have found to build employee proficiency and expertise in the workplace that supports performance and practice.

The idea of Performance Support revolves around developing employee proficiency after the fundamental knowledge and skills are provided through the initial training process.

Some Performance Support functions that are being developed:

  1. Job Aids
  2. Peer-to-peer learning
  3. Functional networks
  4. Coaching
  5. Mentoring
  6. Social media tools.

There seem to be more evolving, varied, and flexible approaches to learning and development.

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How to Develop New Skills and Improve Your Business 2018

This post is about how you might develop new skills more quickly.  It's based on The First 20 Hours: How to Learn Anything Fast by Josh Kaufman.

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Skill Building

In the book, Josh talks about the flip side of the “10,000-hour rule.” The “10,000-hour rule” says that 10,000 hours are necessary to become a premium performer in a particular skill. Well, Josh’s idea is to look at the beginning of learning a new skill.

Most of us probably aren’t prepared yet to become a premium performer, but we can begin to learn new skills by having focused attention on them and devoting at least 20 hours to them.

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