(Book) The Courage Solution

Some of major points in the book.

True To Yourself – Everybody Lies Especially to Ourselves

“Telling the truth” gets short shrift in corporations. Being honest requires courage and a willingness to be vulnerable to others, but it confers many surprising benefits.

First, your career success depends on your relationships: “with yourself, your boss, your peers and those you lead.” To move ahead, work to improve these relationships, especially your relationship with yourself.

Own It

Hold yourself accountable and take ownership of everything you do, say and accomplish – or don’t accomplish, as the case may be. Your relationship with yourself demands courage and “truth telling.” Accept the fact that you create your own reality.

Successful leadership depends on authenticity, which demands being honest with yourself. You will never be truthful with others if you can’t be truthful with the person in the mirror.

Face up to who you are and what you can become. See yourself as a work in progress. Everything comes down to the choices you make – today, tomorrow and in the days ahead. To see more on the choices I made, take a look at my #365 challenge. I am a work in progress.

Positive change starts with being willing to transform yourself.

Men have a tendency to avoid critical self-analysis. Many men are more comfortable with self-satisfaction than any kind of self-discovery. Women can be immensely self-critical.

For men generally, the most effective self-improvement tactic is to exhibit the humility typical of many women; the best plan for women generally is to adopt the bravado typical of many men.

Create Personal Declaration

Create a Personal Declaration, a written statement that distills important information about yourself and your priorities. This working document enables you to define yourself and develop natural, conversational talking points. You want to capture “what makes you tick.” Write down details about your parents and siblings, your spouse or partner and any children, your philosophy of life (in a sentence), your guiding principles and values, your strengths and weaknesses, what you would do if you had all the money you need, and your personal and professional goals.

I record it on my blog, although it is password protected.

Define in writing exactly what you want to accomplish, for instance, where you’d like to be in your family life and career in five or ten years. Revisit your personal declaration as you refine your self-awareness and goals.

As you build your self-portrait, consider these tips:

  • Mentors can be invaluable. Explain to your mentor the assistance you need.
  • Be conscious of the impression you make. Invest in quality clothing and personal tailoring to always look your best.
  • To operate at peak effectiveness, use the “Pomodoro Technique.” Your brain can maintain focus for only 25 minutes. Pomodoro calls for taking 5- to 15-minute breaks after 25 minutes of concentrated work. Try working on this schedule: “25-5-25-5-25-15.”
  • Also take time away from work to enjoy a “worry-free, unplugged vacation.”

Your Very Own Mastermind Group

Organize a mastermind group to assist you in life and work. A smaller group is best; limit your group to six people. Select people you trust, and spend time cultivating them. Help the members of your personal crew as you’d like them to help you.

Boss Management

I a bit worry that my boss might be reading this though. Nonetheless, the notes are quite great guide for everyone.

If your relationship with your boss is rocky, adjust the way you act to try to create a more positive, rewarding interaction. Understand that changing things for the better is your job. To transform this relationship, lead your boss. Share your information from your Personal Declaration during a scheduled one-on-one meeting, the earlier in your relationship the better.

Divulging personal details about your life requires courage, but courage often brings success.

“As long as you choose to work for your boss, your job is to get in sync with that person – not the other way around.”

Find out about your boss.

Consider his or her “greatest strengths, greatest weaknesses, pet peeves or hot buttons,” as well as how decision making processes and tactics for coping with conflict.

Examine the real person behind the facade. Learn what energizes him or her.

To get your boss on your side, think and act like a business owner. That means rigorously investigating your firm. “Why does your company exist?” How does it make money?

Learn about its customers; profit margins; and production, marketing and overhead costs. Learn how your department contributes to your company’s goals.

Study and embrace your firm’s culture.

Such investigative work helps you develop an “enterprise-wide mind-set” that will impress your boss. Treat your supervisor the way you want people on your team to treat you. Go out of your way to anticipate issues before they become problems. Deliver your work on time and according to specifications. Always give your boss the benefit of the doubt.

“No matter how direct your leader’s communication style, remember that just because they can dish it doesn’t mean they can take it.”

Note – I learnt this the hard way. I suggest none of you to try to do the same. I was simply, naive and dumb.

If you aren’t on your supervisor’s wavelength, get on it – quick. You may think your manager is a “jerk” and you might blame personality issues as the reason you don’t get along. Whether he or she is a jerk makes no difference.

Your boss isn’t going to be the one who changes; you will. It’s either that or try to move along to a new boss. Don’t bother your boss with what’s on your mind. Learn what’s on his or her mind instead.

You and your boss will disagree. Don’t post a challenge, at least not initially. First develop a positive working relationship. Once you establish goodwill, then you can disagree. Your boss won’t hear you if you haven’t first created a reservoir of amicable dealings.

Use these techniques to provide “genuine affirmation” of your boss’s daily actions:

  1. “Compliment in private” – For example, you might say, “It really inspired me when you stood up in front of the organization and delivered that tough message with such compassion and balance. Great job!”
  2. “Praise in public” – Compliment your boss to the next person up the ladder.
  3. “Say thank-you” – Whenever your manager does something nice on your behalf, show your appreciation with a hearty thank-you. Deliver this message in person if you can; if not, a “quick text message, email or phone call will work.

Lead Your Peers

“Leading your peers requires you to lead by example. One incredibly important way to do that is to ’fess up when you mess up.”

People who must work or live closely together develop tensions. Don’t let tensions build. Be forthright and deal honestly with whatever is happening. Speak up for yourself if a co-worker treats you poorly.

“Building a great team, just like cooking a great meal, takes planning, time and effort. When well done, the result is delicious.”

When you plan how to handle things this way, think carefully before you speak. Make sure you feel rested and psychologically prepared for your encounter. Dealing with the incident and your colleague in a straightforward and truthful manner usually forestalls future ill treatment.

Sometimes, the problem doesn’t spring from someone else’s actions, but from your own. When you’re at fault, don’t feel bad. Everyone makes mistakes. When you are at fault, recognize your mistake and apologize quickly. To make an effective apology, establish eye contact, include this phrasing: “I was wrong…but more importantly you were right,” and finish by asking, “How can I fix this?” The last question is essential. For an apology to be authentic, you must make an effort to fix the situation.

“There is nothing better than a well-timed, honest, positive statement of appreciation from another human being.”

Build lasting relationships with your peers by:

  1. Asking for their assistance – Demonstrate your vulnerability in areas where they have skills and abilities that you lack. Let your colleagues know you recognize their expertise.
  2. Giving them a platform – For instance, ask them to address a session you’re leading.
  3. Offering assistance – Ask if you can do anything to provide support.
  4. Endorsing and encouraging them – Assure your colleagues that they’d done a good job or suggest ideas that support their projects. This is a deposit in “your mutual relationship’s bank account.”

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(Book Review) Mobilized

The mobile formula = BODY + SPIRIT + MIND

I would rated this book at awesome 7/10 ★ .

Mobile Conquered the World

The mobile revolution is a momentous change that overlaps artificial intelligence, personalized marketing and “sticky” technology. You always keep your mobile device close by which can be seen by the fact that most people check their phones as soon as they wake up. Most of the time, I did.

The mobile revolution uses technology, but it centers on people. Great “mobile products” embrace “human-first principles.” They are designed to enhance people’s capacity for social and creative interaction.

As mobile technology develops further, your device will get smaller and neater. Soon, mobile tech will embed in everyday objects and, perhaps, in the near future even within your body. Although I would be sternly against it.

A Gold Rush

People now use mobile devices more than they use desk-based computers. Like a new gold rush, the mobile boom creates losers and winners. Innovative companies adopt a “mobile-first” strategy, though some fail to understand or implement it well.

Overall, the mobile industry contributes an average of 5% of gross domestic product in many countries.

The smartphone app is the linchpin of mobile success. Today, nearly 90% of people who access online services do so through “dedicated” apps, not web browsers. These apps secure customer loyalty, allow “push notifications” and enable tracking of marketing campaigns.

With a dedicated app, your firm can sell more without buying ads, though an app’s upfront costs daunt many companies. Developing a great app that works across multiple platforms including various brands of cellphones and tablets would takes a substantial investment.

But, it pays you back in greater customer interaction with your products and services. For example, shoppers now can design customized T-shirts on a smartphone app just part of the “smart apparel” trend. And at the end, it Call-To-Action would suggest user to pay to print the designed customized T-shirt.

The “Mobile Formula”: Body – Spirit – Mind

The author suggest that for success in the mobile revolution, firms need to follow the Mobile Formula, a trio of rules which govern the development and nature of mobile products:

1. The Body Rule (How its look)

User wants beauty and effectiveness in the design of mobile products. They want that “wow” factor.

Perceiving beauty whether you think it is objective or subjective will generates a “primal response: that wow reaction. In the mobile revolution, beauty also resides in efficiency. Designers use the “thumb test” to ensure that their devices and apps are easy to operate. Pandora and Instagram created simple interaction experiences. GreenOwl Mobile uses voice recognition technology so drivers can use its app hands-free. Simplified as much as possible, interfaces can become beautifully invisible.

Simplicity of usage also matters; a steep learning curve can hinders users’ fluid interaction with mobile products. Good apps and devices must pass what Flipboard founder Mike McCue calls “the mom test.” He asks his staffers to consider whether their mothers would struggle to use the product.

Our mobile products are new extensions of ourselves.

In “building for beauty,” designers create mobile products that extend the human body. Their designs add both “focusing” and “expanding” functions.

Five clear, concise “design elements” draw users’ pinpointed attention and build trust. These focusing functions are: “onboarding,” as with tutorials; “single task” functions, like “call-to-action” buttons; “navigation,” like side menus; “performance,” as in reliable functioning; and “gesture,” such as the standard swipe.

Establishing users’ trust opens the door to permission-based personalization, like push notifications and location tracking, which can broaden an app’s interactions with its customers but could also come at the expense of user personal privacy. Users reacted favorably when Airbnb simply changed its “like” symbol from a star to a heart; they gave it 30% more wish-list bookmarks. See, these little changes helps.

Expanding design elements would come in two types that is “Pull” and “Push“:

Pull” expansion elements pop up to ask for user permission; “Push” elements deliver notifications. For example, Instagram focuses users with simplicity and clear navigation, allowing them to create photos easily. With users’ permission, the app accesses their address books to enable sharing.

2. The Spirit Rule (Human Needs for Meaning)

The disruptive aspect of mobile devices is that users keep them close at hand all the time. This touches on the spirit rule of the Mobile Formula.

This rule dwells on meaning, individually and in communities. To mean something to people in order to touch their spirit with mobile devices use “internal” and “external filters.” These filters connect with what matters to the individual user (internal) and with what matters to their social identity (external).

Psychologist Roy Baumeister explains that having to exert willpower all the time makes people burn out. Highly personalized mobile products ease such stress and tone down “decision fatigue.” For example, Uber soothes the tension of getting a ride. Tinder eases the stress of finding a date. Such services make people feel looked-after and indulged.

“Every mobile designer has an impossible mission: They have to delight billions of people 110 times a day with something they can only touch or talk to.

3. The Mind Rule (Learning Ability)

Mobile companies must learn “fast” to survive and learn “slow” to refine, revitalize and “reinvent” their offerings and their corporate missions. The good companies pursue human-first goals, but all mobile firms must learn quickly.

Even mobile products learn and adapt, tailoring themselves continually to users’ needs. Mobile users demand a blistering pace of innovation with their ever-changing habits, interests and fads. Technology must do more than keep up; it must provide novel, improved experiences to users who upgrade every 18 to 24 months.

“Beautiful things create empathy. If a viewer finds a painting beautiful, it is beautiful. If a listener is touched by a symphony, it is a moving piece of music.”

Mobile companies can’t learn without the right mechanisms. They use both “scientific” and “artistic tools” to learn and implement lessons from users. On the scientific side, “funnels” open tech pathways and “goals” quantify the desired results. Scientific tools facilitate big data analysis and smart business approaches. Artistic tools provide users with fresh, creative pathways. They include “shortcuts” that shorten pathways by letting users skip steps, “hooks” that broaden funnel openings by playing to users’ curiosity and “layers” that make the entire funnel bigger by adding enticing new channels.

In summary

What we should expect from [our mobile products] is what we wish for ourselves: an attractive body, a meaningful life and becoming smarter about the things that count. This is the foundation behind successful mobile products.

Good examples of mind-centered learning include Nokia’s giving small teams the freedom to incubate ideas independently and Facebook’s having a random sample of users test its push notifications. People now regard web access almost as a “human right.”

In developing countries, secondhand mobile devices give people Internet access to health, education and work. People use their phones to find jobs, read, seek medical care and conduct trade.

Read more:

With their savvy, inquisitive, always-connected behavior, millennials drive the mobile revolution. Devices still matter, but apps matter more.

Getting on Facebook easily is the main draw for most mobile users. Facebook packages all the elements of the Mobile Formula: fast- and slow-learning; human-first; and mind, body and spirit. From that perspective, Facebook founder Mark Zuckerberg fathered the present-day mobile revolution.

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Recommended Social Media Marketing Guides

If you’re interested in starting to make money online or even starting a blog. Please read How to start a Blog.

“Start testing immediately. A little bit of something is better than a whole lot of nothing.”

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(Book Review) The Social Organism

I would rate the book at 6/10★. A lovely read.

I would rate the book at 6/10★. A lovely read.

The book focus on one intriguing concept where they apply biology (the working of evolution, immunology and epidemiology) in order to explain how social networks behave and adapt. This analogy resonates and may impel you to rethink on how you regard social networks and their impact on human culture.

The Social Organism

The analogy is that the network of social media works like a living thing. Where its cells are those who create and share ideas in posts, articles, videos and other content. Successful ideas replicate an spread across the networks like viruses. Or Viral, as we know it.


“Meme”, a term coined by Richard Dawkins in 1976 refers to anything that conveys an idea. A highly successful meme can carry an idea that could reach millions of people. Ideas that replicate morph into memes and spread further, changing the culture in small but meaningful ways – just as successful viruses burst out from their host cells, infecting other cells and changing the organism.

Organized religion was among the first groups to understand the power of memes, as seen in its use of bells, powerful imagery and text, like the Bible. The printing press radically changed this power, as did public education. Radio, newspapers, TV and movies expanded public access to information. Mass, open control of information didn’t arrive until the Internet and social media.

However, meme is also like a weapon, misused, the impact could be devastating. Think of the image of dancing Jesus. It destroy the sanctity of a holy figure. The main reason why Muslims don’t have picture / pictorial representation of our holy prophet Muhammad SAW.

Social Organism Needs Oxygen

As in any organism, they need oxygen or basically other necessities.

And oxygen here is referring to the oxygen of open sharing.

Take for example, Facebook tops social media with 1.5 billion users. But its proclivity to censorship and control means that a more open system might surpass it in the future.

Newer social media, like Twitter, remain less policed but bend to advertisers and investors. Snapchat, where photos and messages disappear soon after receipt, may have found an edge that attracts younger users. Vine, using Twitter’s approach, permits videos no longer than six seconds and boasts more than 200 million users.

As social networks combine with distributed super-computing, the potential for instantly sharing the best ideas – crowd-sourcing everything – increases.

“The…content that best succeeds within the social media architecture is not based in fear, sadness or fury. What works is optimal, positive emotional resonance.”

Understanding Social Media

Only a rarefied few make a living on social media. And, normally, their grip slips swiftly. They must constantly stay ahead of what their audiences want. 

Read more:

“It’s hard to predict how content will be received and treated. Often what seems like a harmless, open-minded message can prompt an unexpectedly negative backlash.”

Serotonin and Oxytocin

Happy memes, like jokes and cute videos go viral so often because they trigger the release of rewarding neurochemicals, serotonin and oxytocin, which inspire people to pass them along. Anger works because it releases adrenaline which is also an equally addictive drug.

“If you want to create an appealing persona and a positive impression among certain people or target markets, then the content you feed them should convey that positivity.”

To make messages that will last a long time, use a classic storytelling structure in your messaging and memes so people will recognize your tales and welcome them.

Social media provide the greatest mechanism yet for involving more people in storytelling. You can take on other personas, see others’ perspectives, and escape the confines of race, gender and sexuality.

“With the right connections, planning and money, it’s possible to build a social media distribution network to push content out to the masses.”

Read more:

In summary, the book is quite an interesting reading. You should consider getting one and experience a new perspective on social media from a biological analogy and perspective.

Recommended Social Media Marketing Guides

If you’re interested in starting to make money online or even starting a blog. Please read How to start a Blog.

“Start testing immediately. A little bit of something is better than a whole lot of nothing.”

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(Home) Islamic Home Library Wishlist

some of recommended muslim home library book list

Many of those who want to start a home library may ask for titles of Islamic books. Here are a few suggestions: Many of these books have now been translated into english.


  • Tafseer Ibn Katheer
  • Tafseer Ibn Sa’di
  • Zubdat al-Tafseer by al-Ashkar
  • Badaa’i’ al-Tafseer by Ibn al-Qayyim
  • Usool al-Tafseer by Ibn ‘Uthaymeen
  • Lamahaat fi ‘Uloom al-Qur’an by Muhammad al-Sabbaagh


  • Sahih al-Kalim al-Tayyib
  • ‘Aml al-Muslim fi’l-Yawm wa’l-Laylah (or: Al-Sahih al-Musnad min Adhkaar al-Yawm wa’l-Laylah)
  • Riyaadh al-Saaliheen and its commentary Nuzhat al-Muttaqeen
  • Mukhtasar Sahih al-Bukhari by al-Zubaydi
  • Mukhtasar Sahih Muslim by al-Mundhiri and al-Albaani
  • Sahih al-Jaami’ al-Sagheer
  • Da’eef al-Jaami’ al-Sagheer
  • Sahih al-Targheeb wa’l-Tarheeb
  • Al-Sunnah wa Makaanatuhaa fi’l-Tashree’
  • Qawaa’id wa fawaa’id min al-Arba’een al-Nawawiyyah by Naazim Sultaan


  • Fath al-Majeed Sharh Kitaab al-Tawheed (edited by al-Arnaa’oot)
  • A’laam al-Sunnah al-Manshoorah by al-Hakami (ed.)
  • Sharh al-‘Aqeedah al-Tahhaawiyyah, edited by al-Albaani
  • The series on ‘Aqeedah by Umar Sulaymaan al-Ashqar in 8 parts
  • Ashraat al-Saa’ah by Dr. Yoosuf al-Waabil


  • Manaar al-Sabeel by Ibn Duwiyyaan
  • Irwa’ al-Ghaleel by al-Albaani
  • Zaad al-Ma’aad
  • al-Mughni by Ibn Qudaamah
  • Fiqh al-Sunnah [also available in English translation]
  • Al-Mulakhkhas al-Fiqhi by Saalih al-Fawzaan
  • Collections of fatwas by different scholars (‘Abd al-‘Azeez ibn Baaz, Muhammad Saalih al-‘Uthaymeen, ‘Abd-Allah ibn Jibreen)
  • Sifat Salah al-Nabi (peace and blessings of Allah be upon him) by Shaykh al-Albaani and Shaykh ‘Abd al-‘Azeez ibn Baaz [available in English under the title The Prophet’s Prayer Described]
  • Mukhtasar Ahkaam al-Janaa’iz by al-Albaani
  • Good manners and purification of the soul:
  • Tahdheeb Madaarij al-Saalikeen
  • Al-Fawaa’id
  • Al-Jawaab al-Kaafi
  • Tareeq al-Hijratayn wa Baab al-Sa’aadatayn
  • Al-Waabil al-Sayib
  • Raafi’ al-Kalim al-Tayyib by Ibn al-Qayyim
  • Lataa’if al-Ma’aarif by Ibn Rajab
  • Tahdheeb Maw’izat al-Mu’mineen
  • Ghadhaa’ al-Albaab
  • Seerah and biographies
  • Al-Bidaayah wa’l-Nihaayah by Ibn Katheer
  • Mukhtasar al-Shamaa’il al-Muhammadiyyah by al-Tirmidhi, abridged by al-Albaani
  • Al-Raheeq al-Makhtoom by al-Mubaarakpoori [available in English translation]
  • Al-‘Awaasim min al-Qawaasim by Ibn al-‘Arabi, ed. by al-Khateeb and al-Istanbooli
  • Al-Mujtama’ al-Madani (2 vols.) by Shaykh Akram al-‘Umari [available in English under the title Madinan Society at the Time of the Prophet (peace and blessings of Allah be upon him)]
  • Siyar A’lam al-Nubala’
  • Minhaj Kitaabat al-Taareekh al-Islaami by Muhammad ibn Saamil al-Salami

That’s among some of noteworthy books for a Muslim library.

So, start collecting, start reading.

Recommended Social Media Marketing Guides

If you’re interested in starting to make money online or even starting a blog. Please read How to start a Blog.

“Start testing immediately. A little bit of something is better than a whole lot of nothing.”

The Madhouse Effect (Book Review)

How Climate Change Denial is Threatening Our Planet, Destroying Our Politics, and Driving Us Crazy

This book will teach us on (1) how climate change affects the Earth’s natural system, (2) what arguments climate change deniers use to stall action, (3) how deniers who raise doubts in public discourse delay policy changes in order to address the impact of climate change.

First, let us established that the science is clear on this climate change topic. As we discussed in previous posts, the Earth growths warmer due to excessive CO2, which directly results from carbon-based fuel emissions.

Climate change threatens our planet and its inhabitants, but some corporate actors and the politicians they support won’t accept the truth. As in any arguments, those whom able to present his ideas and opinions better would be seem as the one with the ‘actual’ facts.

Those who denied climate change would hire climate-denying scientist whom main function is to sow doubt, confusing the public and giving the politicians an excuse to do nothing. And those who deny climate change’s reality despite the overwhelming evidence which cause what academician Michael E. Mann and cartoonist Tom Toles dub “the madhouse effect.”

Their overview came out before Donald Trump’s administration which is changing the regulatory landscape in favor of deniers and allowing the release of more pollutants into our atmosphere.

Here are some facts on the subject matter:

  • 95-97% of scientist agreed that heat-trapping CO2 is the culprit for changing the Earth’s climate.
  • The effort on regulating carbon emissions and shifting to renewable energy sources would slow the pace of climate change.
  • More frequent and stronger freak weather events such as hurricanes and floods are linked to climate change which will cause large-scale damage and death tally.
  • Capitalism and the industry’s need to produce energy often in odds with basic environmental concerns.
  • Fossil fuel industries sowed public doubt about climate change as part of their resistance to take action.
  • Industry-funded groups hire scientist to delay scientific progress by citing “skepticism” on the climate change issues.
  • For example, some of these scientist received tobacco company funds and cast doubt that smoking was harmful which will result in delaying required regulations for decades.
  • Most of time, industry underwrites self-proclaimed experts who would smear opposing scientist’s reputations
  • Another interesting point, ‘climategate’ was a manufactured conspiracy theory which undermined the global efforts against climate change.
  • Well, we should note that the impact of inaction far outweight the cost of cutting carbon-emission NOW.

Additional Reading on Climate Change and Global Warming

The carrot-and-stick motivation approach

“When we activate optimal motivation for ourselves, we provide more than a role model – we create a ripple effect that encourages our people’s optimal motivation.”

The carrot-and-stick approach to motivation might work in the short term, but most likely going to makes things worse over time.

It works like the “pecking pigeon paradigm.” B,F. Skinner, a Harvard psychology professor and behaviorist, used elaborate experiments with pigeons to investigate motivation. By rewarding pigeons with food pellets, Skinner was able to get the birds to do just about anything he wanted. His techniques still influence how companies try to motivate people.

But, peoples are not pigeons. Motivation is not “something you do to people”. It’s simple can’t be done. And as Jim Rohn said, there’s only one type of motivation, and that is “self-motivation”, meaning, people must motivate themselves.

Researchers such as Drs. Richard Ryan and Edward Deci have done eye-opening work to figure out on how to drive motivation in people. Their studies and other research in the field show that effective motivations has nothing to do with carrots or sticks, but it has everything to do with “hope and promise” which are the real drivers of motivation.

“Misunderstanding what motivation means leads to a misapplication of techniques to make it happen.”

The traditional belief that motivating employees is a fundamental managerial tasks which stems from confusion and mistaken ideas. Clinging to that contention lets executive hold managers responsible for motivating people.

But aligning employee motivation with the corporate motivation might require a significant change in corporate culture and in executive and managerial awareness.

#bookreview #motivation #leadership

Why Motivating People Doesn’t Work

My reading notes on a book by Susan Fowler and Berrett-Koehler (2017).

Consultant Susan Fowler explains how managers can unlesh the maximum potential of individuals without the need to resort to old fashion carrot-and-stick approach which most likely to create more problems than it solves.

I, for one, would not respond well to carrot-and-stick approach.

When it comes to motivation, she explains, conventional approaches doesn’t work. She offers an optimum motivation approach which we can use to help our staff to reach higher levels of satisfaction an individual performance.

Among the main reading points from the book would include

    Most leaders have a “motivation dillemma”; companies expect them to motivate their employees which is impossible. People must motivate themselves.
    What truly matters is determining the factors which motivating people and building the quality of each person’s motivation.
    Leaders should positively influence the employee performance appraisal process so that employees will be able to motivate themselves better.
    Most people rely on the appraisal process in order to determine what’s good for them.
    Significant change in the company culture and managerial awareness are necessary in aligning employees motivation with the company’s motivation.
    Top motivation is a skill anyone, including employees and employers can develop.
    Using rewards system to motivate employees only works in the short term but not in the long term.
    Motivators will induce 2 type of response from people, that is (1) they have to do it; or (2) they want to do it.
    Instead of trying to motivate people, provide “autonomy, relatedness and competence.”
    The factors that motivate your employees may be the opposite of the factors that you want to motivate them.