Book Titles

…in the great majority of careers, and in the advanced stages of all of them, there is no published curriculum, no syllabus of materials that must be studied and mastered.

In all practice activities it’s highly valuable to get others’ views about what you should be working on and how you’re doing.

One of the most dreaded tasks for many managers is giving job evaluations to their direct reports.

Many elements of job performance can be improved through… high repetition and immediate feedback.

…don’t just read the news, imagine how it might affect the business you’re in or want to be in, and answer the question: What would you do? Then comes a critically important step: Write your answer down and keep it.

…feedback is crucial to effective practice, and people have a tendency to misremember what they thought in the past.

…strengths, like physical strengths, decay if they aren’t maintained.

…the poorest performers don’t set goals at all… Mediocre performers set goals that are general… The best performers set goals that are not about the outcome but about the process of reaching the outcome.

…the best performers are focused on how they can get better at some specific element of the work…

The best performers go into their work with a powerful belief in what researchers call their self-efficacy – their ability to perform. They also believe strongly that all their work will pay off for them.