20180707【充实计划】第760期

昨日阅读时间1小时，累计阅读时间141小时

充实每一天 发表于 2018-7-7 06:17
【加入充实计划】【了解充实计划】

|新充实挑战|    |公告【想成为牛人】|

昨日阅读2小时，累计阅读209小时。

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昨日阅读2小时，累计阅读60小时

今天学习和阅读约5小时，累计阅读约600小时。
学习和投资心得：
胜间和代的“时间投资法”：让你的年收入增加10倍
1.“时间投资法”是一种时间利用方法，其核心是在相对较短的时间内创造同样的成果，应该怎样规划时间，以及从中长期的角度考虑，应该对哪些事情进行投资。
2.用长期的眼光投资时间。要投资时间
很多人现在的基本状况是：将大部分工作时间花在“消费的时间”或者“浪费的时间”，压得喘不过气、疲于奔命，结果将剩余时间大部分花在“闲耗的时间”上放松自己，最终导致“投资的时间”不足。
3.时间管理的关键就是如何将“浪费”和“消耗”的时间转化为“投资”的时间，促成有意义的“消费”。
4.时间管理等同于削减不必要的事。集中精力，把时间花在自己擅长、喜欢做的事情上。
5.应该日积月累地持续改善时间管理。尝试十种方法，只要有一种养成了习惯，接下来的持续改善就会越来越顺利。每天采取一点新的尝试，如此一来，一个月就能积攒好几种新方法，一年就能学到更多时间管理的新招，替自己升一次级。
6.人都是懒惰的动物，因为怕麻烦而不去坚持。要经常思考什么样的方法可以令自己坚持下来。
7.要多关注“行为”而不是“目标”。要在准备方法和工具上花心思，有效地控制行为。
8.坚持每周对自己的行为进行反思，把投入的时间和其对应的效果列出来比较。
9.要能够坚持某种习惯直至达到良性循环。
10.跳槽和搬家都是获得巨大转机的机会。
11.黄金时间5大原则:
不惜在任何方面投资以创造时间
重视单位时间所创造的成果
不当毫无原则的“滥好人”
优先做喜欢、擅长和赚钱的工作
计划要安排得随性、宽松
12.意志薄弱不是坚持不下去的理由。能否坚持下去在于能够开发有利于坚持习惯的方法和对投资所带来的转机是否有实际体会。
13.定期做强健肌肉运动、伸展拉伸、有氧体操，都是对将来很有效的投资，长期坚持，我们一定能获得比付出的时间更大的回报。
14.一切的关键都在于寻找一种能够使自己比较容易坚持的方法，形成良性循环。
15.要经常用时薪来勉励自己。所谓时薪，就是平均每小时的收入。不单是收入，我们对任何事情都应该养成习惯，计算它每小时的价格及费用。

昨日阅读2小时，累计阅读334小时。

充实每一天 发表于 2018-7-7 06:17
【加入充实计划】【了解充实计划】

|新充实挑战|    |公告【想成为牛人】|

昨天阅读3小时，共阅读1881小时

2018-07-07

昨日阅读1小时，累计阅读327小时

1.今天阅读到的有价值的全文内容链接:

Continuereading: “Culture — Millennials in the Workforce”

https://www.pmi.org/learning/training-development/projectified-podcast

2.今天阅读到的有价值的内容段落摘录:

DanaBrownlee

Ithink that, again as you've alluded to, we have to be carefulbecause, of course, we want to treat everyone as an individual and,as much as we talk about distinctions, there are always exceptions.But, for me and my experience and my work with clients and as atrainer, I see four significant uniquenesses or characteristics.First one is, think about it, these millennials have grown up withwhat I would call a very different parenting style; it was not that,"Hey, go out and play and come back when the lights go, you knowthe st... the street lights go off and whatever you do in the interimyou're on your own."

Ithink that some of the first things that need to happen fall in thebucket of awareness and relationship-building. So first of all, we,just as human beings, tend to think the way we think and we thinkthat everyone thinks the way we think! So we think that we have amuch more homogeneous team than we do and the reality is there's somuch more diversity on our teams today and that probably will onlyincrease. So the first step is just having this level of awarenessthat people are different and they're coming from a completelydifferent perspective. I had a guy who came up to me in one of mytraining sessions one time who worked for an airline and literallysaid to me that he couldn't believe it that someone on his team kindapulled him aside, one of the younger people on his team, and saidthat he needed help making a phone call! And he looked at him andsaid, "Well, well what do you mean?" And he said, "Well,I've never actually used a desk phone, so I don't know how to useit!" So how many of us in our forties and fifties would look athim crazy because we've just never thought about it from thatperspective? And then he actually went on to tell me, "Hey, Itold him, hey step one, you pick up the receiver. Then you're gonnahear this weird noise that you may not have ever heard before. It'scalled dial tone."

Ithink that first of all it's so astute to acknowledge thatresponsibility lies on both ends. I mean you're not gonna besuccessful with this as, as the project manager or the manager if youassume that you are the full and complete solution, so both partiesreally need to shift in terms of expectation setting and, and reallykinda pull, pull their weight. So from the other side of the coin,the millennial side, first of all I think there really needs to be amental shift in terms of expectations. The reality is, their life andtheir lifestyle coming from wherever they came from, most of themcoming from a college sort of environment, to this corporate sort ofenvironment, it's a completely different environment! Not unlike ifyou move from one sort of company to a different sort of companyculture, there's an adjustment that needs to happen there mentally.There should be an acknowledgement that when you move into adifferent environment, the onus is on you, largely, to adapt to thatenvironment. And so I think that that is one of the, the big shiftsthat, that needs to happen is, one, really making an attempt to getup to speed, to say, "Hey, what's my corporate culture here?What's okay? What's not okay?" I've consulted lots ofdifferent...I've worked in, you know, very kinda button-up, stodgysorts of cultures, and then I've worked in s... with some mediacompanies where people had blue hair and piercings and I promise you,they were very, very different cultures with very, very differentnorms, so I think that a large part of the responsibility ofmillennials is to really acknowledge where they are and what shiftsneed to happen from an expectation perspective. Um another big thingthat I think really falls on them from an onus perspective, is reallylearning to take feedback well, okay? One of the biggest litmus teststhat I use for younger employees or team members is not just how welldo they do on a particular task, but how well do they takecorrection, how well do they take feedback, because I promise you ifI get someone who takes feedback really well and then I can tell theyinternalise it, they didn't, you know, fall down in a puddle andcr... you know cry and start getting super-defensive and turning itaround and saying it's about me and, and all that, if I don't have togo through those drama and theatrics, that's someone that I can workwith much better, um and so for me I really look at, you know, how doyou take that feedback. The analogy I use is like with a boxer.Boxing is not just about, you know, giving punches but it's alsoabout can you take a punch, and that really says a lot about you.Maybe that's not the best analogy, but that really says a lot aboutyou in terms of your longevity from a, from a career managementperspective. It's those people who know how to take that feedback ina very, very positive way without getting, um, completely defensive,without letting it demoralise them, and then they use that as fuel toreally make themselves better, so I think that learning that early onis absolutely key.

3.今天阅读的自我思考点评感想

(1)Treat everyone as an individual and, as much as we talk about distinctions, there are always exceptions.

(2)There's some people where you could give them an extra assignment ora trip somewhere and that would be a punishment! But for someone elsethat would be a reward so figure out what really gets them or what'smore motivating for them.

(3) The first things that need to happen: awareness and relationship-building

(4) responsibility lies on both ends.

(5) The best scenario for millennials of workforce: for everyone, to have a more balanced policy.

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