Month: April 2022

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Learning and the Four Stages of Curiosity

This week, Ray, Augusto, Francis and Art discuss learning and four stages of curiosity. Curious what they are? Listen in and learn! 😉 (If you’re reading this in a podcast directory/app, please visit https://productivitycast.net/131 for clickable links and the full show notes and transcript of this cast.) Enjoy! Give us feedback! And, thanks for listening! If you'd like to continue discussing learning and the four stages of curiosity from this episode, please click here to leave a comment down below (this jumps you to the bottom of the post). In this Cast | Learning and the Four Stages of Curiosity Ray Sidney-Smith Augusto Pinaud Art Gelwicks Francis Wade Show Notes | Learning and the Four Stages of Curiosity Resources we mention, including links to them, will be provided here. Please listen to the episode for context. From Procedural Knowledge To Self Knowledge: The 4 Stages Of Curiosity  Montessori education Raw Text Transcript Raw, unedited and machine-produced text transcript so there may be substantial errors, but you can search for specific points in the episode to jump to, or to reference back to at a later date and time, by keywords or key phrases. The time coding is mm:ss (e.g., 0:04 starts at 4 seconds into the cast’s audio). Read More Voiceover Artist 0:00 Are you ready to manage your work and personal world better to live a fulfilling productive life, then you've come to the right place productivity cast, the weekly show about all things productivity. Here, your host Ray Sidney-Smith and Augusto Pinaud with Francis Wade and Art Gelwicks. Raymond Sidney-Smith 0:17 And Welcome back, everybody to productivity cast, the weekly show about all things personal productivity, I'm Ray Sidney Smith. Augusto Pinaud 0:24 I am Augusto Pinaud. Francis Wade 0:26I'm Francis Wade. Art Gelwicks 0:27 And I'm Art Gelwicks. Raymond Sidney-Smith 0:28Welcome, gentlemen, and welcome to our listeners to this episode of ProductivityCast. This week, we're going to be talking about what we're calling the four stages of curiosity. And it actually came out from an article that Francis Wade had come across. And so Francis, do you want to kind of open us up in terms of this topic today. And then we'll get into a little bit of our agenda. Francis Wade 0:46Sure, it has to do with knowledge acquisition or learning, the idea is pretty straightforward that you move from initially taking directions from someone who is an expert, someone who knows a lot more than you do. And you graduate from the bottom level to the point where you need to essentially create your own knowledge in order to make progress. Because there's lots of areas that we want to know something a lot about. If you get stuck at any one level, it'll the idea of the article is that if you get stuck at any one level, then it will actually for your development. So the idea is to notice when it's time to move to the next level, and then use the techniques that are appropriate for that low in order to keep making progress in the chosen area of interest. The concept that was provided was done in the in the form of a diagram, and we're gonna go over that, but it's a pyramid. And so that pyramid diagram starts with with four levels, in essence, hence, the four stages of curiosity. And as we make our way through today, you will hear us talking about those four levels. And we will explain those very shortly. And so today, what we're going to do is we're going to talk about the four stages. And just to give some preface here, the four stages are in Francis's terms here, process starting at the base of the level content, that is the next here, upper stage two, stage three is known transfer, and then stage four unknown future, let's get into the defining of the four stages. And then we'll talk about each of the stages in order. For instance, do you want to give us a little bit of background in terms of the items here...
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Leaders Failing to Adjust to Remote Work

As a manager, you may be in trouble. In the past two years, new ways of remote working have come out of nowhere and the debate is on: should you resume face-to-face working? Part of you wants work to be efficient, but another part hopes that everyone will come back to the office. Is this an unreasonable ask?

In your career, you probably have experienced a few micro-managers. With a patina of distrust, they hover over their people to ensure that they do what they are supposed to.

The sad fact is that this technique works, especially with manual workers. But it’s not faring well with knowledge workers. It’s hard to micro-manage in the COVID era. Why?

Stalking employees via WhatsApp or email messages just looks crazy. Installing software to inspect every keystroke feels like Big Brother. Calling staff randomly for casual “check-ins” can’t hide an unfortunate fact: they have lost their initiative.

The truth is, whatever intrinsic motivation they ever had has disappeared. Instead of being an excited newcomer to the organization, they have turned into drones. Now, they go through the motions, pretending to be engaged.

Consequently, you see yourself as the victim in all this
the unlucky recipient of poor employees. “If only I could get some good people,” you think, “I wouldn’t need to treat them this way.” You dream of a time when you could sit back as intrinsically motivated workers willingly produce their best work. How can you reach this end-point from where you are today?

  1. Fire Yourself

Here’s a shocking conclusion: your incompetence is showing.

What are you missing? The truth is: you don’t know how to manage people in a way that preserves their initial enthusiasm. Under your watch, staff with potential and energy become mediocre.

If this fits, consider getting rid of yourself: the part of you that COVID has revealed to be a weak manager. It may suggest that you quit the job, but here’s an alternative.

Instead, undertake a transformation in the way you manage. Start with a ruthless self-inventory of your performance. Ask for input from a coach, your immediate supervisor, and those who report to you. Pick an area to work on and start to make improvements.

  1. Upgrade Your Workers

In many cases, your company has hired employees who are not sufficiently self-directed. This has not helped. But if you have already undertaken a personal transformation that inspires others, you may also be making some more cynical. You must act on workers’ mindsets.

Partner with HR to build a process for identifying the most entrepreneurial recruits. Hint: they won’t be the ones who follow orders without question. Instead, look for people who could one day start their own business.

Why? An effective remote worker has more in common with a self-employed freelancer than a typical office worker. They manage their time, take responsibility for deliverables, and put work above insider-politics.

However, there will be some employees who can’t change fast enough.

  1. Transform the Culture

The majority of workers may not be bad: just used to an old way of doing business. It might be best to effect a cultural transformation.

In the change projects I have experienced, the end-result looks like an injection of personal responsibility. In other words, staff are willing to step up and say that things aren’t working, and publicly claim the part they are playing to fix them.

After all, the most responsible employees work well from anywhere. They empower themselves in the way they talk about their relationships. How? There’s almost no trace of the victim/poor-me stance taken by those who require constant supervision.

Once your organization starts to experience this shift, support the positive moves people make towards the ideal. Over-share so that folks come to see examples of self-motivation.

Also, paint a picture of how managers function in this new, remote dispensation. When behavior falls or degrades at any level, everyone should be able to identify it clearly.

But above all, resist a lazy slip into the way things used to work. For most companies, COVID has opened the door to a new kind of self-empowerment. Some staff have blossomed as a result.

Don’t drag them back to the office just because your least effective managers and workers are not delivering. Instead, forge a culture built around the most responsible staff. In other words, focus on creating more of what you want.

You are likely to feel uncomfortable waiting for the right answers to emerge. But don’t stop the search. You aren’t taking the path of least resistance; you’re fighting to bring forth a new normal.

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Leaders Failing to Adjust to Remote Work

As a manager, you may be in trouble. In the past two years, new ways of remote working have come out of nowhere and the debate is on: should you resume face-to-face working? Part of you wants work to be efficient, but another part hopes that everyone will come back to the office. Is this an unreasonable ask?

In your career, you probably have experienced a few micro-managers. With a patina of distrust, they hover over their people to ensure that they do what they are supposed to.

The sad fact is that this technique works, especially with manual workers. But it’s not faring well with knowledge workers. It’s hard to micro-manage in the COVID era. Why?

Stalking employees via WhatsApp or email messages just looks crazy. Installing software to inspect every keystroke feels like Big Brother. Calling staff randomly for casual “check-ins” can’t hide an unfortunate fact: they have lost their initiative.

The truth is, whatever intrinsic motivation they ever had has disappeared. Instead of being an excited newcomer to the organization, they have turned into drones. Now, they go through the motions, pretending to be engaged.

Consequently, you see yourself as the victim in all this
the unlucky recipient of poor employees. “If only I could get some good people,” you think, “I wouldn’t need to treat them this way.” You dream of a time when you could sit back as intrinsically motivated workers willingly produce their best work. How can you reach this end-point from where you are today?

  1. Fire Yourself

Here’s a shocking conclusion: your incompetence is showing.

What are you missing? The truth is: you don’t know how to manage people in a way that preserves their initial enthusiasm. Under your watch, staff with potential and energy become mediocre.

If this fits, consider getting rid of yourself: the part of you that COVID has revealed to be a weak manager. It may suggest that you quit the job, but here’s an alternative.

Instead, undertake a transformation in the way you manage. Start with a ruthless self-inventory of your performance. Ask for input from a coach, your immediate supervisor, and those who report to you. Pick an area to work on and start to make improvements.

  1. Upgrade Your Workers

In many cases, your company has hired employees who are not sufficiently self-directed. This has not helped. But if you have already undertaken a personal transformation that inspires others, you may also be making some more cynical. You must act on workers’ mindsets.

Partner with HR to build a process for identifying the most entrepreneurial recruits. Hint: they won’t be the ones who follow orders without question. Instead, look for people who could one day start their own business.

Why? An effective remote worker has more in common with a self-employed freelancer than a typical office worker. They manage their time, take responsibility for deliverables, and put work above insider-politics.

However, there will be some employees who can’t change fast enough.

  1. Transform the Culture

The majority of workers may not be bad: just used to an old way of doing business. It might be best to effect a cultural transformation.

In the change projects I have experienced, the end-result looks like an injection of personal responsibility. In other words, staff are willing to step up and say that things aren’t working, and publicly claim the part they are playing to fix them.

After all, the most responsible employees work well from anywhere. They empower themselves in the way they talk about their relationships. How? There’s almost no trace of the victim/poor-me stance taken by those who require constant supervision.

Once your organization starts to experience this shift, support the positive moves people make towards the ideal. Over-share so that folks come to see examples of self-motivation.

Also, paint a picture of how managers function in this new, remote dispensation. When behavior falls or degrades at any level, everyone should be able to identify it clearly.

But above all, resist a lazy slip into the way things used to work. For most companies, COVID has opened the door to a new kind of self-empowerment. Some staff have blossomed as a result.

Don’t drag them back to the office just because your least effective managers and workers are not delivering. Instead, forge a culture built around the most responsible staff. In other words, focus on creating more of what you want.

You are likely to feel uncomfortable waiting for the right answers to emerge. But don’t stop the search. You aren’t taking the path of least resistance; you’re fighting to bring forth a new normal.

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Caffeine-Based Productivity, Part 2

Last week, Ray, Augusto, Francis and Art started a discussion about caffeinated productivity. This week, they continue their conversation about their favorite caffeine beverages, timing them for greater productivity, and many of the varieties of caffeination available to the productivity enthusiasts out there. (If you’re reading this in a podcast directory/app, please visit https://productivitycast.net/130 for clickable links and the full show notes and transcript of this cast.) Enjoy! Give us feedback! And, thanks for listening! If you'd like to continue discussing caffeine-based productivity from this episode, please click here to leave a comment down below (this jumps you to the bottom of the post). In this Cast | Caffeine-Based Productivity Ray Sidney-Smith Augusto Pinaud Art Gelwicks Francis Wade Show Notes | Caffeine-Based Productivity Resources we mention, including links to them, will be provided here. Please listen to the episode for context. See part 1 for more caffeine-focused resourcesBETTY Flavoured Condensed Milk (Cinnamon,Vanilla,Nutmeg) | jamaicabasket876Coffee Science: How to Make the Best Pourover Coffee at Home Your Ultimate Guide to Different Types of Coffee  Is Coffee Bad for You? Is French Press Bad For You? The Surprising Facts.Is Coffee Good For You? Is Coffee Bad For You? | TIME12 Health Benefits and 6 Disadvantages of Coffee - SMASHING IT!Coffee and health: What does the research say? When Is the Best Time / Methods for Consuming Caffeine to Benefit Your Productivity? Bad News: The Best Time of the Day to Drink Coffee Isn’t as Soon as You Wake UpWhen Is the Best Time to Drink Coffee?The Best Time Of The Day To Consume CaffeineThe Best Time to Drink Coffee: Daytime, Nighttime, and More Raw Text Transcript Raw, unedited and machine-produced text transcript so there may be substantial errors, but you can search for specific points in the episode to jump to, or to reference back to at a later date and time, by keywords or key phrases. The time coding is mm:ss (e.g., 0:04 starts at 4 seconds into the cast’s audio). Read More Voiceover Artist 0:00 Are you ready to manage your work and personal world better to live a fulfilling productive life, then you've come to the right place productivity cast, the weekly show about all things productivity. Here, your host Ray Sidney-Smith and Augusto Pinaud with Francis Wade and Art Gelwicks. Raymond Sidney-Smith 0:17Welcome back, everybody to ProductivityCast the weekly show about all things personal productivity. I'm Ray Sidney-Smith. Augusto Pinaud 0:22I'm Augusto Pinaud. Francis Wade 0:23I'm Francis Wade. Art Gelwicks 0:25And I'm Art Gelwicks. Raymond Sidney-Smith 0:26Welcome, gentlemen. And welcome to our listeners to this episode of ProductivityCast. We are going to be continuing our conversation from last episode caffeine based productivity. And in the last episode, we really talked about the kind of foundational elements of caffeine, how it interacts with your body tips around really dealing with the different types of caffeine that you can come across, you know the many different types of caffeine. So if you have not listened to that episode, feel free to snap back to the prior episode. And listen to that. In this episode, what I wanted to do was have the ProductivityCast team here really talk about the different types of coffee based drinks that we consume, maybe some of the tea based drinks that we consume as well, that may or may not be the typical black coffee or tea, then we can talk about the ways in which we make coffee and tea. From a productivity perspective, what I want us to do is think about how we make our coffee and tea productively. That is to say, What's the best way to make it when we want to have it made quickly and efficiently? Well, I want to talk a little bit about some of the health benefits, people should have concerns or health disadvantages that we should hav...
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Caffeine-Based Productivity, Part 1

This week, Ray, Augusto, Francis and Art start a conversation about coffee and tea and all things caffeine! (If you’re reading this in a podcast directory/app, please visit https://productivitycast.net/129 for clickable links and the full show notes and transcript of this cast.) Enjoy! Give us feedback! And, thanks for listening! If you'd like to continue discussing caffeine-based productivity from this episode, please click here to leave a comment down below (this jumps you to the bottom of the post). In this Cast | Caffeine-Based Productivity Ray Sidney-Smith Augusto Pinaud Art Gelwicks Francis Wade Show Notes | Caffeine-Based Productivity Resources we mention, including links to them, will be provided here. Please listen to the episode for context. CaffeineCaffeine | The Nutrition Source | Harvard T.H. Chan School of Public HealthHow Coffee and Caffeine Actually Affect Your ProductivityEffects of Caffeine on Cognitive Performance, Mood, and Alertness in Sleep-Deprived HumansCoffee in the WorkplaceEmber mugSapiens: A Brief History of Humankind by Yuval Noah HarariUncommon Grounds: The History of Coffee and How It Transformed Our World by Mark PendergrastBulletproof Coffee Recipe: The Original Keto Coffee with Butter & MCT OilMatĂ©Tea / MatchaHerbal teas are non-caffeinated. FoodsSupplementsDrinksCaffeine/Energy shots (Best Energy Shots of 2020)Caffeine tabletsCaffeine patchesCaffeine chart | Center for Science in the Public Interest Raw Text Transcript Raw, unedited and machine-produced text transcript so there may be substantial errors, but you can search for specific points in the episode to jump to, or to reference back to at a later date and time, by keywords or key phrases. The time coding is mm:ss (e.g., 0:04 starts at 4 seconds into the cast’s audio). Read More Voiceover Artist 0:00 Are you ready to manage your work and personal world better to live a fulfilling productive life, then you've come to the right place productivity cast, the weekly show about all things productivity. Here, your host Ray Sidney-Smith and Augusto Pinaud with Francis Wade and Art Gelwicks. Raymond Sidney-Smith 0:17 And Welcome back, everybody to productivity cast, the weekly show about all things personal productivity, I'm Ray Sidney Smith. Augusto Pinaud 0:22 I am Augusto Pinaud. Francis Wade 0:23I'm Francis Wade. Art Gelwicks 0:24 And I'm Art Gelwicks. Raymond Sidney-Smith 0:25Welcome, gentlemen. And welcome to our listeners to this episode of productivity cast. Today, what we're going to be doing is talking about caffeine based productivity, what we want to do is to give you a survey of how to use caffeine to be more productive. And so we're going to take a survey of the do an overview of all of the various caffeine based products, and I thought what we would start with doing is kind of defining what caffeine is and how it works in the first place. And then we will cover the various types of caffeinated products that are in the world. Not all of them, but certainly some of them. And then some of the health risks I think that caffeine has and we can talk about those as well. And some of the benefits, there's actually some really good benefits in the in the health space for that. And full disclosure, we're not medical professionals. So you should probably talk to your your licensed medical professional before you take any advice. And then of course, we're going to talk about timing and methods for consuming caffeine. And I think that'll be really useful for folks as well just to understand those components of how to time your caffeine intake for greater productivity. So let's start with kind of the baseline, which what caffeine is both how we think about it in terms of our world, but also from a little bit more of a scientific perspective. So caffeine, of course, we think of as being in coffee and other products is actually quite a number of other products.
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Having A Foot in Both the Future and the Present

As a manager, you may find it hard to engage in fruitful discussions about the future. You are able to speculate informally over lunch, but be unable to plan strategically in a formal session. You sense that this needs to change, but how? Where will this new skill-set come from?

Few things are more distressing in organizational life than a manager who was good at his old job, but still tries to perform it after being promoted. While he was elevated based on his technical ability, these are of little use now that employees report to him. They expect something new: leadership.

The same applies to the executive suite, and in particular the role of a CEO. More specifically, newly minted executives often don’t think strategically. The truth is, they gained their reputations based on reaching short-term results and fighting fires.

While every company needs middle-level managers who can demonstrate these skills, as leaders they are entrusted with something different: the company’s future.

If they are lucky, mentors take them under their wings, and deliberately stretch their capabilities with well-designed assignments and training. But this is rare. In general, a new executive’s lack of strategic planning skills isn’t revealed until the situation desperately needs them. By then, it’s too late. Instead, here are three competencies you can proactively develop.

  1. Thinking *about* the Future

I have met many CEOs and MDs who don’t talk about specific future outcomes at all. In their minds, all they need to do is react to stuff that might happen.

However, the best leaders don’t sit back: they create the future. For example, Facebook has a 15-year plan for the Metaverse which is intended to shape the way the internet is used globally.

By so doing, they confront the natural inertia of the vast majority who prefer to stay in their comfort zones.

As an executive, your job is to coach top managers to think about the future as a malleable object. They can become visionary. But you may need to do some convincing. In other words, you must educate, challenge and confront. And demote the unwilling or unable.

The fact is that as a member of the leadership team, you should develop the best long-term planning skills, and encourage others to follow your path.

  1. Thinking *from* the Future

While a good facilitator can drag any executive team through the creation of a specific vision, it’s not enough. Once it exists, the participants must take charge of the vision. Inhabiting it means thinking from the future, while they implement it in the present.

Some reduce this to a matter of project management, but it actually requires far more. Great leaders carry out special practices to help people think from the future. Examples include regular strategy updates using current information.

They also have a knack for bringing up the vision in everyday conversation. Each time, they create the specific future as the context behind every decision. By recalling its importance to stakeholders, they bring the future closer one step at a time.

Finally, they help staff see that Big Hairy Audacious Goals (BHAGs) must be translated into projects, then tasks. This connection is easily lost. Why? Daily emergencies hijack people’s attention, along with the distractions of social media/Netflix. To keep people on track, you should repeatedly bring the vision alive.

  1. Speaking from the Future

Unfortunately, very few executives know how to inspire others on demand. Call it a recurring failure of organizational life: the few who are inspiring often leave to start their own companies. Those who remain learn to survive the corporate grind by keeping out of trouble, rather than leading.

If this fits your story, you may be annoyed. Now that you have been promoted, you are asked to inspire staff. But where would you have learned to do so?

If the workplace doesn’t offer them, seek out other opportunities. Volunteer in your service organization, church or alumni association. Allow the discomfort of vision-filled speaking to become the norm. Experience the thrill of filling others with the hope of accomplishing remarkable things by working together.

In these challenging times with a pandemic, recession, and war ever-present, the natural human tendency is to withdraw and see performance fall. Great leaders realize this and put themselves at risk. This is your avenue to accomplish the extraordinary.

Start by telling the truth. If, as a CEO or MD, you have never been trained in this dimension, some honesty will help. Embrace this fact, and propel yourself forward with experiments which take you outside your comfort zone. Use the results to learn what works and become someone who can connect the future with the present. Your people are waiting.

Francis Wade is the author of Perfect Time-Based Productivity, a keynote speaker and a management consultant. To search his prior columns on productivity, strategy, engagement and business processes, send email to columns@fwconsulting.com.