Thoughts, reflections, and first-hand encounters in finance, operations, human behavior, and the economics of sports.
"Texas was dead serious about trying to money-whip Saban," Finebaum and Wojchiechowski write. "Depending on whom you talk to -- Bama big hitters or Texas big hitters -- the Longhorns were prepared to give Saban somewhere between a $12 and $15 million signing bonus and a salary package worth $100 million (plus performances)."
"If you can't beat 'em, join 'em"
"Moving to the SEC was a 100-year decision" --- R. Bowen Loftin, President of Texas A&M from 2010-2013
Traditionally HR has been more about compliance than it has been about developing and managing talent, and changes in HR have been a long time coming.
After World War II, when manufacturing dominated the industrial landscape, planning was at the heart of human resources. Simply put, companies recruited lifers, gave them rotational assignments to support their development, groomed them years in advance to take on bigger and bigger roles, and tied their raises directly to each incremental move up the ladder.
But business today is far less predictable, and these “15-year plans” are no longer sustainable practices in today’s game of talent management. HR must become more agile to properly support the rest of the organization, and take its rightful place as a strategic partner to the C-Suite.
Every CEO in the world would say that employees are their greatest asset. Some would even go as far as to say that their companies are nothing without their employees. Yet traditional HR departments in most companies spend endless amounts of time, effort, and money writing and enforcing policies to deal with problems that a small subset of employees might cause.
On Reinventing HR is a collection of eleven essays originally published in the Harvard Business Review. Each of these eleven articles has been hand-selected to create a collection of impactful readings on transforming and reinventing HR in your businesses.
Many current HR tasks, such as traditional approaches to recruitment, onboarding, and program coordination, will become obsolete, as will expertise in those areas. The problem with Traditional HR typically is that most companies spend endless time and money writing and enforcing policies to deal with problems 3% of their workforce might cause.
As a result of these outdated HR models, companies are not properly developing their pipeline of future leaders, and the battle for talent means that companies are facing a real scarcity of top talent. Globalization compels companies to have to reach beyond their home markets and compete for the people who can help them drive their companies forward. These changing business dynamics are forcing business leaders to take a hard look at our HR functions and re-skill as necessary.
After reading On Reinventing HR two companies (Netflix and Deloitte) have undertaken some radical changes to their HR processes that I would like to take some time to unpack below.
Don’t look now but Netflix isn’t just disrupting the way we consume content these days. They are also reinventing the HR function itself. At Netflix, it starts with how they define and structure HR. Traditional HR processes and routines are organized under the finance function, while HR serves only as a talent scout and coach.
Next, Netflix spends all of their efforts hiring people that will put the company’s interests first and who will support their desire for creating a high-performance workplace. They believe in their heart of hearts that if you’re careful to hire people who will put the company’s interests first, who understand and support the desire for a high-performance workplace, 97% of your employees will do the right thing.
To accomplish this, Netflix sticks to the following tenets of talent management:
Lastly for Netflix, the best thing you can do for employees is hire only “A” players to work alongside them because excellent colleagues trump everything else. If you want only “A” players on your team, you have to be willing to let go of people whose skills no longer fit, no matter how valuable their contribution had once been. As a result, at Netflix, adequate performance gets a generous severance package when performance no longer keeps up with the job requirements.
We have all worked for companies that have quarterly evaluation processes, and if you are like me, you probably dread them slightly. Partly because giving and receiving honest feedback is very hard, and partly because most performance evaluation processes are poorly designed.
Since 2015, Deloitte has been working hard to redesign its performance management system and process of evaluations. Not surprisingly, when Deloitte polled their employees, more than 58% believed that the company’s current performance management approach drove neither employee engagement nor high performance.
To improve this flawed process, Deloitte went deep into the “Science of Ratings.” What Deloitte found is that on average ratings of employees reveal more about the raters than they do the ratee’s performance. So much so, that 62% of the variance in the ratings of employee performance could be attributed to the individual rater’s peculiarities and/or biases. Actual performance only accounted for 21% of the variance. These abysmal stats forced Deloitte to radically redesign its performance evaluation process.
Now, Deloitte asks managers and team leaders four future-focused statements about each of their team members:
In effect, this radical redesign asks each of Deloitte’s team leaders what they would do with each team member rather than what they think of that individual, and is thus their new approach has become a much fairer system for “rating” employee performance.
The goal of On Reinventing HR is to help people become more adept with HR strategies that will move their companies forward and raise the HR department to its rightful place as a strategic partner to the organization. Finishing this book has motivated me to spend all my time and effort carefully hiring people who will put the company’s interests first, and who ultimately understand and support the company’s desires to build a high-performance workplace. Some other key strategies I would like to employ going forward:
(1) The right motivation and commitment to excel in the pursuit of unselfish goals
(2) A penchant for seeking out new experiences
(3) The ability to gather and make sense of information
(4) A knack for using emotion and logic to communicate and connect with people
(5) The wherewithal to fight for difficult goals despite the challenges they face.
To close off, if you’re careful to hire people who will put the company’s interests first, who understand and support the desire for a high-performance workplace, 97% of your employees will do the right thing. The problem with HR typically is that most companies spend endless time and money writing and enforcing policies to deal with problems the other 3% might cause.
You should read On Reinventing HR if you are interested in learning some tactical strategies to build your people-focused organization of the present and future. When it comes right down to it, your business is simply a collection of different people. Management and nurturing of people eat business strategies for lunch.
My Book Review on Goodreads
This book will inspire you to:
(1) Overhaul performance management practices to jump-start motivation and engagement; (2) Use agile processes to transform how you hire, develop, and manage people; (3) Establish diversity programs that increase innovation and competitiveness as well as inclusion; (4) Use people analytics to bring unprecedented insight to hiring and talent management; (5) Prepare your company for the double waves of artificial intelligence and an older workforce; (6) Close the gap between HR and strategy
Stamped from the Beginning chronicles the development of racist ideas, and the ongoing failure of American society to root out these ideas. Throughout time, racist ideas about Black people have perpetuated racial discrimination against Black people, and have led the consumers of racist ideas to believe there is something inherently wrong with Black people.
Ibram X. Kendi focuses his efforts on emphasizing that the policies and the history of oppression and racial discrimination of Black people have made opportunities for Black people scarce. And it is truly this scarcity of Black opportunities that is inferior – not Black people.
It’s clear that racism and discrimination are still highly pervasive in today’s world. And while there are multiple angles to the current problem of race, I want to spend this post unpacking the long-term economic implications of the consistent scarcity of opportunities faced by Black people. The end of slavery for many Black Americans was just the beginning of a larger quest for economic and democratic equality.
Any concept that regards one racial group as inferior or superior to another racial group in any way is a good definition for racism as illustrated in this book. And historically, there have been two kinds of racist camps in the World:
(1) The Segregationists
(2) The Assimilationists
The best way to separate the Segregationists from the Assimilationists is to think of their racist ideas as a spectrum. The Segregationists regard Black people as biologically distinct and inferior to White people while the Assimilationists encourage Black people to adopt White cultural traits and/or physical ideas.
Assimilationists read Darwin as saying Black people could one day evolve into White civilization; Segregationists read Darwin as saying Black people were bound for extinction. Both camps are racist because they each regard White people (on racial group) as superior to Black people (other racial group).
In stark contrast to the Segregationists and Assimilationists stand the Anti-Racists; people who think there is nothing wrong with Black people and think that Black people as a whole are an equal racial group to all. Anti-Racists are truly committed to racial equality and focused on interrogating and shedding our world’s racist ideas.
In American history specifically, there have been four major fathers of Segregationist and Assimilationist ideas and one major mother of Anti-Racist ideas. While far from exhaustive, the graphic below depicts each individual:
The delineations between Segregationist, Assimilationist, and Anti-Racists matter simply because the issue of the 21st century is “the problem of the color line” that is a result of the racist ideas that have been perpetuated by Segregationist and Assimilationists alike. As multiple series of separate but unequal laws were instituted, nearly ever aspect of southern life from water fountains, to businesses, to transportation were segregated. These separate and inferior Black facilities and opportunities fed White people and Black people alike the segregationist idea of Black people being fundamentally separate and inferior people. It is these racist ideas that have led to policies that have on average rendered Black Americans second-class status socially, economically, and politically.
So, although official segregation is dead, we as an American society still face a real “problem of the color line.” The laws against color can be removed, but that will leave the poverty that is historical and institutionalized consequence of color. For some three centuries now, the communal experiences of the slaves and their descendants has been adversely shaped by social, economic, and political institutions of our ignoble past[1]. And the true American tragedy is our current reluctance to engage in conversations to fix the results of this ignoble past. As nearly two average American lifetimes (79 years) have passed since the end of slavery, America’s national sin is now the responsibility of the third and fourth generations to fix[2].
The first slaves arrived from West Africa in 1619 and by 1776 slavery was everywhere and legal in all 13 newly created states. But it wasn’t until the rise of cotton during the 19th century that the US went from a colonial and primarily agricultural economy to the second largest industrial power in the world. Cotton created an interconnected global market that linked the industrial textile mills of the Northern states and England with the cotton plantations of the American South. And slave labor fueled it all.
As the following chart shows, cotton-based slavery became America’s first big business:
As cotton production grew exponentially (roughly 400% over 60 years), so did the number of the enslaved (roughly to 4 million people by 1860). The bodies of the enslaved served as America’s largest financial asset and became the force needed to maintain America’s most exported commodity[3]. More than just cotton, this new US economy accelerated worldwide commercial markets in the 19th century, creating demand for innovative contracts, novel financial products, and modern forms of insurance and credit[4].
Cotton profits propelled the United States into a position as one of the leading economies in the world, and made the South its most prosperous region. Unquestionably, cotton-based slavery transformed the American economy.
When current day citizens look back at the atrocities of slavery, they often pin these atrocities on the South, and the South alone. Doing so, downplays the true capitalistic nature of cotton-based slavery. Because cotton was the number one export from the US during the 19th century, there was a very tight relationship between slavery in the South and the economic and industrial expansions that happened in the North and other parts of the Western worlds. Put very simply, the slavery economy of the US South was deeply tied financially to the North, to Britain, and the rest of the modern Western Worlds.
The benefits of cotton produced by enslaved workers extended to industries beyond the South. In the North and Great Britain, cotton mills hummed, while financial and shipping industries also saw gains. Banks in New York and London provided capital to new and expanding plantations for purchasing both land and enslaved workers[5]. Everyone in power benefited from the system of slavery except of course the millions of enslaved.
Today’s racial wealth gap is perhaps the most glaring legacy of American slavery and the violent economic discrimination and dispossessions that followed[6]. And failure to provide the formerly enslaved with the land grants of 40 acres originally promised through Sherman’s order only accelerated this wealth gap.
Since the Civil War, Black people have faced social, economic, and political headwinds that provided limited opportunities for Black people to accumulate wealth. Even post-Reconstruction, Black people faced law and public policy that was disadvantageous to their cause. Through the first half of the 20th century, the federal government actively excluded Black people from government wealth-building programs like the New Deal.
Between 1944 and 1971, federal spending for former soldiers totaled over $95 billion. Combined with the New Deal and suburban housing construction, the GI Bill gave birth to the White middle class and winded the economic gap between the races. But as our nation tends to do with programs like these, Black veterans faced discrimination that reduced or denied their benefits under the New Deal welfare programs.
The continuous scarcity of Black wealth building opportunities is one of the biggest reasons why the wealth gap started in the past and continues on today. In many ways, the opportunity to accumulate wealth is contingent on the wealth positions of one’s parents and grandparents. As the stats below will show, the descendants of slaves suffer from a scarcity of opportunities that will have lasting adverse impacts on Black wealth as a whole.
The following are some stats on the disparities in wealth between Black and White households.
There is no silver bullet to correct the inequalities that are 400 years in the making and deeply ingrained in our systems, institutions, and laws, Richard Neal (D., Mass.), chairman of the House Ways and Means Committee, wrote in a recent report on health and economic equity[7]. While we cannot change the past, we as Americans must not also be indifferent to the current suffering that is linked directly to that same past.
Our history has in fact dealt Black Americans a bad hand; one of inherited poverty and a devastating legacy of discrimination. Collectively, we as a people must work together to address this nation’s unfinished racial opportunity.
Not tackling the question of past discrimination is akin to asking Black people to enter the 100-yeard dash forty yards behind the starting line. And when Black people lose the dashes and the racial disparities of our country persist, racists blamed the supposed slowness of Black people, not the head start of accumulated White privilege.
What the survivors of slavery endured in the cotton fields has everything to do with the wealth of the US today and the disproportions of the wealth between While people in the US on average and the wealth of Black people in the US on average. Continuing to turn a blind eye to this fact is our nation’s continual sin.
My Book Review on Goodreads
Ibram X. Kendi TED Talk
Ten policy solutions to the current Racial Wealth Gap
A taxation solution to the current Racial Wealth Gap
[1] Loury, Glenn C. (1998, March 1). An American Tragedy: The legacy of slavery lingers in our cities’ ghettos. Retrieved from https://www.brookings.edu/articles/an-american-tragedy-the-legacy-of-slavery-lingers-in-our-cities-ghettos/
[2] Desmond, Matthew. (2019, August 14). In order to understand the brutality of American capitalism, you have to start on the plantation. Retrieved from https://www.nytimes.com/interactive/2019/08/14/magazine/slavery-capitalism.html
[3] Lockhart, P.R. (2019, August 16). How slavery became America’s first big business. Retrieved from https://www.vox.com/identities/2019/8/16/20806069/slavery-economy-capitalism-violence-cotton-edward-baptist
[4] Baradaran, Mehrsa. (2019, August 14). Cotton and the Global Market. Retrieved from https://www.nytimes.com/interactive/2019/08/14/magazine/slavery-capitalism.html
[5] Timmons, Greg (2018, March 6). How slavery Became the Economic Engine of the South. Retrieved from https://www.history.com/news/slavery-profitable-southern-economy
[6] Lee, Trymaine (2019, August 14) A vast wealth gap, driven by segregation, redlining, evictions, and exclusion, separates black and white America. Retrieved from https://www.nytimes.com/interactive/2019/08/14/magazine/racial-wealth-gap.html
[7] Tergesen, Anne and Gillers, Heather. (2021, February 22). U.S. Retirement Crisis Hits Black Americans Hard. Retrieved from https://www.wsj.com/articles/u-s-retirement-crisis-hits-black-americans-hard-11613989981?mod=djem10point
[8] Kendi, Ibram X. (2016). Stamped from the Beginning: The Definitive History of Racist Ideas in America. Bold Type Books.
Purpose of this article: (1) to show the average retail markup on Green Smoothies and Clean Juices, (2) a solution to save money by making these items at home, and (3) the financial decision making concept of payback period.
About a year and a half ago I go a NutriBullet PRO, and like most gifts like this, I planned to make the “most out of it”. Unfortunately much like my Latte Habit, I continued to buy store made smoothies from the variety of shops we have here in Charlotte.
Fast forward to 2020, and the resulting shutdown due to COVID-19, and store bought smoothies suddenly became obsolete. Life has a funny way of sometimes making and/or forcing you to appreciate the things you have. And the global pandemic did exactly that for my NutriBullet PRO.
Since pretty much the start of lockdown in March of 2020, my wife and I have adopted a daily Green Smoothie habit; brought to us by none other than the same NutriBullet PRO that originally sat in the kitchen pantry gathering dust. What started as a simple trial has now blossomed into a daily enterprise of good health decisions: (1) a daily green smoothie from our NutriBullet followed by (2) a clean juice from our Aicok Juicer:
The following is my attempt to calculate the financial benefits that have accrued to us as a result of switching to home made green smoothies and clean juice.
Our two go-to recipes for green smoothies and clean juice are as follows:
Using the menu of one of my favorite smoothie and juice establishments here in Charlotte I get an average retail price of $6.75 and $8.25 for smoothies and juices respectively. This represents a markup of +176% to $253% on average!!!
When deciding whether or not to buy a new machine for our house, analyzing the payback period can be an effective financial decision making tool. Most of the time when considering such investments or purchase decisions, the time value of money should be applied to your analysis. This simply means that you should consider the fact that your money today is worth more than that same sum of money in the future due to the fact that your money today can earn interest or a return.
Sometimes though when the investment decision is simple and involves relatively smaller sums of money, analysis of the payback period can be a suitable alternative. The payback period is the amount of time it takes you to recover the initial cost of an investment or purchase. You calculate this by dividing the amount of the original investment by the annual cash flow or net benefit (in the case of my green smoothie/juice machines) derived from the investment.
Using the concept of payback period, lets analyze my Green Smoothie and Juice Machines:
Besides the obvious health benefits of our daily Green Smoothie and Clean Juice habit, the financial implications are immense. After investing in a NutriBullet Pro, it will take roughly 21 days of Green Smoothies to payback the cost of the machine.
By contrast yet still positive, after investing in an Aicok Juicer, it will take roughly 47 days of Clean Juices to payback the cost of the machine.
There is just no denying how value add both machines have been to our lives both from a health standpoint and a financial standpoint. It’s a no brainer given how quickly both machines payback the original cost when compared to purchasing these items at retail stores.
Below are some select recordings and snippets from this website in one place. I also have listed some of my favorite podcasts. Brew a cup of coffee, sit back, and ENJOY! If you like the posts on this page, consider supporting my efforts with a cup of coffee or a donut ☕?.
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The Art of Happiness With Arthur Brooks
Do You Know Your Data?
Purpose of this article: to share a contrarian investment approach with consistent results that speak for themselves.
Whether you are a seasoned investor or new to investing, choosing the way you divide your investment up can be a daunting task. Google the word “asset allocation” and you will get over 164 million results. As shown in the following graphic from PIMCO Investment Management, there are five traditional methods to allocate your investments across different assets:
Building the right portfolio to capture long-term returns can feel like an endless exercise in futility. Some of us go at this alone, while others of us leverage money managers and investment advisors. Regardless of the approach, we all hope to end up with enough investment returns to retire comfortably. My hope with this article is to offer you a new and simple asset allocation that helps you set your investments and forget them until retirement.
In 1998, Harry Browne wrote Fail-Safe Investing where he spelled out his principles for the “Permanent Portfolio.” The underlying thesis to his approach was that four economic conditions have historically occurred at varying frequencies throughout the years. By allocating investments in equal weights across stocks, bonds, cash, and gold, Browne theorized that his Permanent Portfolio would perform well regardless of the changing economic conditions.
The Golden Butterfly is essentially a more aggressive version of Browne’s Permanent Portfolio. Under the Golden Butterfly Portfolio, the exposure to stocks is increased from 25% to 40% while the exposure to Treasury bonds, cash, and gold are reduced from 25% to 20% respectively. The following chart details the differences between the Permanent Portfolio and the Golden Butterfly Portfolio:
By allocating your investments this way, you can take a more neutral outlook on a given economic condition. This investment approach grows your money no matter way the future holds.
The following performance comparison is through September 30, 2020:
As you can see from the above, the clear winner has been the 80/20 stock-to-bond allocation which returned +11.81% over the last 10 years. But it is important to note that over the past 10 years, the economic conditions have been categorically Boom/Prosperity and the stock market has been on an unprecedented run. Thus portfolios with more exposure to stocks have done better over the past 10 years, than portfolios with less exposure to stocks.
Both the 80/20 stock-to-bond allocation and the 60/40 stock-to-bond allocations have more stock exposure than the Permanent Portfolio (only has 25% stock exposure) and the Golden Butterfly Portfolio (only has 40% stock exposure). And as such, they have performed better overall than both of those portfolios. It’s important to note though that investing in stocks carries more risk than investing in bonds or gold.
By investing in the Golden Butterfly Portfolio, you are giving yourself a chance to grow your money as seen in the +7.89% over the past 10 years. And you are doing so in a less risky fashion since only 40% of your portfolio is exposed to stocks. The downside though is in Boom/Prosperity economic conditions, the Golden Butterfly Portfolio underperforms other portfolios with more stock exposure as shown in the graph above.
As I mentioned in the beginning of this write up building the right portfolio to capture long-term returns can feel like an endless exercise in futility. But only if you lose site of what you are trying to accomplish. Investors that are interested in setting a portfolio that grows their money while mitigating overall risk will be very interested in the Golden Butterfly portfolio.
While this portfolio sacrifices a lot of the upside of other more aggressive portfolios, it’s simplicity for the average investor or beginning investor outweighs this fact. You should heavily consider investing in the Golden Butterfly Portfolio if you are looking for an asset allocation that is simple and effective at growing your money over the long-term while allowing you to not worry about specific economic conditions.
| Investment Vehicle | Ticker | Category/Sector | Economic Condition | Weight |
| iShares 1-3 Year Treasury Bond ETF | SHY | Government Bonds | Recession | 20% |
| iShares 20+ Year Treasury Bond ETF | TLT | Government Bonds | Deflation | 20% |
| SPDR Gold Trust | GLD | Precious Metals | Inflation | 20% |
| Vanguard Total Stock Market ETF | VTI | Large Cap Growth Equities | Boom/Prosperity | 20% |
| iShares S&P SmallCap 600 Value ETF | IJS | Small Cap Value Equities | Boom/Prosperity | 20% |
| Total | 100% |
Do you believe that ability is fixed and needs to be proven? Or do you believe that ability can be developed through learning? Most of us would agree with the second statement. Yet in Mindset: The New Psychology of Success, Carol Dweck proves time and time again we humans often live in a fixed mindset (statement one), and often do so without even knowing it.
At the heart of Mindset: The New Psychology of Success, is a detailed walkthrough of two types of views you can adopt for yourself: (1) the fixed mindset and (2) the growth-mindset. Under the fixed mindset, you believe your qualities and that of others is cared in stone and this creates an urgency to prove yourself over and over. Under the growth-mindset, you believe that your basic qualities are things you can cultivate through your efforts, your strategies, and ultimately through learning. Each mindset can have profound affects on the way you lead your life and view life in general. The following blog post will unpack some of the things I learned through reading this book.
When you think of yourself under the eye of each mindset, you quickly realize that there are two meanings to everything the happens in life. Better said, there are two ways of seeing every interaction or happening… Two sides of the same coin. The following chart details the differences in mindsets across a few domains of life:
While far from exhaustive, the two lists above show pretty clearly that the fixed-mindset is limiting by its very nature. Yet Carol Dweck shows in her book that time and time again we have a hard time avoiding the fixed-mindset even though we understand that it hampers our ability to live our best life.
Sports has a funny way of helping us see things clearly (and often times less clearly [insert smiley face). When we think about the greatest athletes of all time in each of their domains, we don’t believe they got to their greatest heights by talent alone.
From Michael Jordan to Tiger Woods to Babe Ruth and back to Wilma Rudolph, we intellectually understand that talent + relentless hard work is the ultimate recipe for their success. Yet in our day to day lives, we shun this idea, oftentimes without even realizing. Malcolm Gladwell suggests that this happens because people prize natural endowment over earned ability. As much as our culture talks about individual effort and self-improvement, deep down, he argues, we revere the naturals.
The fixed-mindset can trick us into believing that natural talent should not need effort. In fact, those with the fixed-mindset even go as far as to think that effort in general is for the others, the less endowed. Carried away with their superiority, “these naturals” with the fixed-mindset never ask for help and never learn how to work hard nor cope with setbacks. This way of thinking can contribute to very negative outcomes Take a look at the following two images with quotes from two of the world’s greatest champions in sports:
Both Tiger Woods and Michael Jordan, two of the greatest athletes of all-time, clearly exhibit the growth-mindset. They stand out because of their commitment and effort to honing their craft. And this is the key to their overall success. People with the growth mindset think it’s nice to have talent, but that’s just the starting point.
Evidence shows time and again, leaders with the fixed-mindset over the long-term lead organizations astray. From Lee Iacocca to Albert Dunlap, back to Ken Lay and Jeff Skilling, and over to Steve Cash and Jerry Levin, these fixed-mindset leaders fostered cultures of big egos, blind heroism, and entitlement, which eroded their company cultures and destroyed their chances at long-term sustainable corporate health.
Fixed-mindset leaders want to be the only big fish so they stifle others to make them feel a cut above the rest. These leaders foster environments full of negative assessments, stereotypes, and often prejudices that put their employees in the fixed-mindset ultimately holding them back from success. Instead of learning, growing, and moving the company forward, everyone within is more worried about being judged. This is why fixed-mindset leadership is so detrimental for long-term corporate health.
In contrast to these fixed-mindset heroes, stand growth-mindset leaders in action like Jack Welch, Lou Gerstner, and Anne Mulcahy that focused all their efforts in establishing cultures focused on learning, growth, and collaboration, not individual brilliance. Organizations steeped in the growth-mindset embody a zest for teaching and learning, an openness to giving and receiving feedback, and an ability to confront and surmount obstacles.
Whether you are a parent, business leader, coach, spouse, or athlete, working towards the growth-mindset will have meaningful impact in your life. But how do we actually instill these principles in our lives? And how do we maintain the growth-mindset once “we get there?”
Moving towards a growth-mindset takes plenty of time and effort to achieve and maintain so it’s important to first understand this right at the outset. The growth-mindset starts with believing that all people can develop their abilities. This belief in people’s ability to grow and learn is the heart of the growth-mindset. Changing one’s mindset towards the growth-mindset also starts with a deep appreciation for hard work, trying new strategies, and consistently seeking input from others.
When you face setbacks, the growth-mindset is about responding with interest and treating these setbacks as opportunities for learning. In short, moving from a fixed-mindset to the growth-mindset is all about embracing all the things that have felt threatening: challenge, struggle, criticism, and setbacks.
Changing your mindset isn’t about picking up a few pointers here and there. It’s about seeing things in a new way. Embracing the growth-mindset is a way of life that will change you from a judge-and-be-judged framework to a learn-and-help-learn framework. It’s a journey that takes time but as Carol Dweck proves time and time again in her book, it’s a journey that is well worth taking.
In summary, the growth mindset looks a bit like this:
Brian Nwokedi’s Book Review on Goodreads
Direct Link to Book: Mindset: The New Psychology of Success
Amazon Link to Book: Buy Here
Ted Talk: The Power of Believing that you can Improve
Follow on Twitter: Mindset Works
“Knowing who we are is hard. It’s hard. Eliminate who you are not, first, and you’re going to find yourself where you need to be… The race is never over, the journey has no port. The adventure never ends, because we are always on the way.” [1]
Regardless of how enlightened we think we are, we all struggle to better understand ourselves. And this struggle leads to a lot of personal discontent in our lives. Recently, I was given a copy of The Only Astrology Book You’ll Ever Need by a good friend of mine who is way more in touch with the occult than I am.
Historically, my only interactions with the subject of astrology were usually in the form of modern day horoscope columns in mainstream magazines and newspapers. From these columns, I understood that I was a hardworking Virgo but I never really thought much more than that. In reality, astrology has way more to offer than a weekly horoscope from Cosmopolitan.
Astrology is defined as a pseudoscience that claims to divine information about human affairs and terrestrial events by studying the movements and relative positions of celestial objects (usually the planets and stars). When you break that down more simply, at its core, astrology offers you a different compass or lens into who you are. If you are willing to do the work to find and analyze your Birth Chart, astrology can help you find some deeper insights into who you are.
Because each entity in our solar system moves at a different speed and rate, and in a separate path or orbit, the combination of the placement of the planets are almost endless. At the moment of your birth, the Sun, Moon, and planets were in a particular arrangement in the heavens. This exact arrangement will not be repeated for 4.32 million years!
Astrology analyzes how the Sun, Moon, and planets in their specific arrangements interact with one another to shape the various aspects in your life, ultimately helping to answer questions about yourself. Since astrology takes an Earth-centric view of the cosmos, the 10 celestial bodies (planets) of astrology are the Sun, Moon, Mercury, Venus, Mars, Jupiter, Saturn, Uranus, Neptune, and Pluto. And each planet represents a different set of characteristics and qualities which rule over different parts of our lives. The following picture depicts the 10 celestial bodies of astrology and the characteristics each governs/rules over:
Every single person has the same 10 planets in their astrological birth chart, but each with varying power and influence. And each planet expresses themselves uniquely based on the zodiac sign they were located in at the time of your birth.
Using Cafe Astrology.com, I created my Birth Chart. I then used Joanna Martine Woolfolk’s book on astrology to analyze my personality traits based on the position of each astrological body at the time of my birth:
As you can see from the above, I am so much more than a hard-working Virgo. There were definitely aspects of my personality that surprised me, and others that confirmed what I already knew about myself. But all in all, spending some time analyzing myself through the lens of astrology helped me understand a lot of factors that have interacted to shape my life, for good and for bad!
Roughly 30% of Americans believe in the merits of astrology as a whole. I, like most people, doubted the validity of the practice given the rise of pop astrology and horoscopes in mainstream magazines and newspapers. But having spent some time reading The Only Astrology Book You’ll Ever Need, and analyzing my Birth Chart, I can definitely say that there is way more to astrology than I realized before.
People might say that astrology suffers from the confirmation bias as we seek to confirm pre-existing theories or beliefs about self. Though they may be a hint of truth to that, it’s hard to deny the point that there are influences beyond our controls. Whichever higher power you place your faith in, the constant drive to understand self is a ceaseless human desire.
The ultimate reason astrology exists is to answer questions about the self. I have learned that there are so many more dimensions of my being. I hope that after reading this post you will open up to a new way of looking at yourself. Invest some time with astrology and see what you will learn about yourself.
Brian Nwokedi’s Book Review on Goodreads
Direct Link to Book: The Only Astrology Book You’ll Ever Need