KF #26. Being Resilient Archives - How to be Awesome at Your Job

Pete Mockaitis
Nick, thanks for joining us here on the How to be Awesome at Your Job podcast.

Nicholas Bloom
Very happy to be here. Thank you for having me on.

Pete Mockaitis
Well, I’m delighted to get into your wisdom in the world of working from home. And I understand that when you’re working from home, one issue that presents itself frequently is the bagpipe playing in the house. What’s the story here?

Nicholas Bloom
Well, before this podcast started, it was delayed by about 5 or 10 minutes as, Pete, I did not know just from trying to ask my older son who was practicing the bagpipe next door. My wife is Scottish. In fact, my mother is Scottish too, so there’s quite a lot of bagpipe activity going on in our house, and it’s just unbelievably noisy. You may think it’s romantic when you hear it outside the tower of London or something or Edinburgh Castle, but when it’s in your house and it’s over and over again, the same song being played repeatedly with like a different mistake each time.

So, yeah. And I live out in California and it’s a wood-built house because of the earthquake risk but, unfortunately, it has no sound insulation so I think it’s not just me that’s tortured by the bagpipe, I think most of my neighbors in the street can hear the same thing. But, you know, it does highlight, I think we’ll come onto it, the challenges of working from home right now with our kids in the house.

Pete Mockaitis
Oh, absolutely. Well, it’s funny, I think with the bagpipes, I’m thinking about an episode of Better Call Saul in which he was trying to get himself fired one of the things he did was play the bagpipes in the law office, and it contributed to getting him fired. So, that’s a little take-home message for being awesome at your job is be careful about playing the bagpipes in the office if that were an issue for anybody, that’s covered.

Well, we’re talking about working from home. You did quite the study on working from home. I’d like it if we started there and then we fast-forward to the current situation where there’s a lot of working from home going on. It’s a little bit different. So, could you tell us the tale of your Ctrip study?

Nicholas Bloom
Yes. And I should say, actually, for anyone listening that has an intransigent manager or maybe other partners in your business that are anti working from home, you should feel free to forward on the TEDx Talk that I gave, it’s on YouTube, that I received many emails from people that’s saying, “You know, my manager, she didn’t believe working from home, and so I sent her.” So, I’ll tell you the story, and it’s really, this is the summary of the video.

So, back in 2010, I teach in Stanford University, I’m the professor there, and I had someone in the back of my class who turned out quite amazingly to be the co-founder of a huge Chinese multinational, Ctrip. It’s listed on NASDAQ. It’s worth about $15 billion. The guy was called James Liang, and he basically founded this company, and he was worth almost a billion dollars at this point. He decided to kind of step back and become the chairman and take a Ph.D.

But Ctrip had this big challenge which is they’re in Shanghai, their headquarters, and they were growing very fast but they were struggling to keep up with office space, so as they grew they didn’t want to have to spend huge amounts of money on very expensive Shanghai office space. So, working with them, he set up what’s called a randomized control trial on working from home. So, quite explicitly, they asked a thousand people in the firm who wanted to work from home four out of five days a week, 500 of them signed up, it’s already indicative that 500 people did not want to work from home.

And so, sticking with the 500, they then formally randomized them home to office over the next nine months. So, James on TV, in front of a huge crowd, pulled a ping-pong ball out of an urn and it said, “Even,” and everyone with an even birthday, so if you’re born on the second, fourth, sixth, eighth, etc., tenth of the month, worked from home for the next nine months. And if you’re odd, so like me, I’m the fifth of May, you stayed in the office. And it was a way to scientifically evaluate the impact of working from home on these employees.

Pete Mockaitis
Well, intriguing. So, I mean, that’s pretty thorough as far as exploring this phenomenon goes. I mean, it’s better than an office of eight people, said, “Hey, let’s give this a shot for a few weeks and see how it goes.” No, no, we’ve got some randomization, we got a large sample size. Tell us, what happened?

Nicholas Bloom
So, yes, on thorough. I mean, as far as I’m aware, it’s still, to date, the only large-scale scientific evaluation of this. My father actually does drugs testing, so it’s very much modeled on the way you would test a drug before you roll it out formally. The Federal Drug Administration requires formal randomized control trials.

So, what did we find? We found four key things. The first was, quite amazingly, working from home significantly improved performance. So, performance of home-based workers went up by 13% which is huge. That’s like almost an extra day a week, completely against what Ctrip expected.

Pete Mockaitis
I was thinking about, now, in Ctrip, this is a travel agency. And how are we measuring performance in that context?

Nicholas Bloom
It’s a great question. They’re not professionals in the sense that they’re not managers. They’re people that are making telephone calls, making bookings, so in that sense, it’s very easy to measure performance because you can look at the number of calls and bookings, they actually have quality metrics. The downside we’ll come on to later hopefully in the podcast is, of course, they’re not creating new content. And so, working from home is more challenging for that. In terms of executing, we had amazing performance data.

And so, in terms of basically total phone calls since the quality is unchanged and for the bookings, that was up 13% which is huge. And then you ask, “Where did this improvement come from?” Well, of the 13%, about a quarter, so 3.5%, came from the fact they were just more productive per minute. We did a lot of interviews and focus groups, the stories they would tell us is, “Look, it’s just quieter at home.” And the story that resonated with me in particular is this woman that said, “You know, in the office, in the cubicle next door to me, the woman, she, like, clips her toenails in the office and it’s disgusting.”

Pete Mockaitis
Every day? How much toenail have you got? Maybe weekly or bi-weekly.

Nicholas Bloom
And she has obviously very finely-clipped toenails. And the woman said, “She thinks I don’t notice but I tell you, I notice. I see her picking up that clipper and putting it below the desk,” or there’s a cake in the breakout, or a world cup sweepstakes. So, I’m sure, everyone listening has plenty of experience of why it’s noisy in the office. And, believe it or not, on average, people are actually focusing better at home.

Pete Mockaitis
So, a quarter of them just cranked out more work in the same per minute.

Nicholas Bloom
Yup, they were more efficient. So, that’s a quarter of that. And then you’re like, “Well, where did the other three got the uplift?” So, the majority is they’re actually working more minutes. So, I should be clear, for this group, it’s not that they used their commute time because they’re actually on shift work so they’re supposed to be 9:00 to 5:00 Mondays through Fridays. What you see is in the office, they don’t actually start work at 9:00, they often start working at 9:10 because the bus is late, or the motorcycle breaks down, or they take long lunch breaks, they take long tea breaks, they even take longer to get to the toilet. So, just quite practically at home, the toilet is in the room next door. In the office, you’ve got to walk a long distance.

And so, that explains about half of the uplift. So, they’re basically working more minutes per day, they’re working their full shifts. Then the remaining quarter is they’re working more days because they take less sick leave. And, again, when we interviewed people, they’d say, “You know, often, I wasn’t that sick when I took that day off. I just wasn’t sure, I didn’t want to come in and suddenly get worse, but when I was working from home, now, I actually just kept going.”

And sometimes they’d say, “By lunchtime, it got worse and so I’d stop, and other times I’d work the day.” Or, there were other stories we’ve heard about, they say things like, “I wasn’t sick at all but I needed to have the cable repair guy come, so I took a day off.” So, collectively, performance was just massively up 13%. It’s a huge increase. So, that was fact one.

Fact two, again, very positive was quit rates are halved. So, for Ctrip, quit rates and churn is a huge problem. They had 50% of their staff leave every year. So, for anyone that’s listening, ever recruited or trained somebody, you know how painful that process is, they then turn around and nine months later leave. So, their quit rate from 50% down to 25% from home-based workers. And the reason was, again, they just said, “We’re happier,” on average like working from home.

The third finding, which is the one negative piece, is promotion rates also dropped. They dropped to almost half, so that’s kind of worrying. And, in fact, we interviewed them and three different drivers came out. One was the most obvious, the most worrying, is that out of sight, out of mind, “I’m at home. My manager has forgotten about me. I’ve been passed over.”

A second version of that was we heard it more from managers actually, said, “Look, you kind of got to be in the office, to some extent, to pick up on the office culture, to know what’s going on, to know what your colleagues are doing, to understand the strategy.” And so, that time it may feel like wasted chatting and lunch and coffee, actually some of it is quite valuable and is an input into management.

And then the third possible story we heard a bit, the least of all, is occasionally people will tell us they actually turn down being promoted because they didn’t want to come back into the office, “I so enjoy working from home, I turned it down.”

Tips for people that are full-time working from home, or four out of five days a week, if the rest of the office is in the office, with COVID everyone is at home so we’re all on equal footing, but if you’re the only person full-time working from home, I think there is some risks of being passed over for promotion. And then, I should say the final finding, which again is very relevant to policy, was at the end of the nine-month experiment, Ctrip was incredibly happy. So, profits went up by $2,000 per person per year, so they were like, “This is great.” So, they rolled it out to the whole company but they also let everyone involved in the experiment to reoptimize.

So, all these people who have decided to work from home or not, they’ve been randomized. Basically, a year later, they said, “Well, look, it’s work, but you can change your mind every other day, but you can change your mind.” And as it turned out, around 60% of people actually changed their minds. There’s a huge number of people who previously wanted to work from home who’d told us, “Look, it gets very lonely, it gets very isolating,” or they fell victim to one of the three great enemies of working from home, which are the fridge, the bed, and the television. They came back into the office, and other people said, “Oh, I actually saw my colleagues work quite well at home and I’d like to instead come in and move home myself.”

So, there’s enormous churn. And what we saw in the data was when you let people choose, their performance uplift from working from home went up to over 20%. What’s going on is people that tried it out and it didn’t work that well, came back into the office, and people that tried it out and it really did work, they can deal with the loneliness and isolation and performed well, they stuck at home. So, the final lesson is choice really matters.

I’ll talk about it later, I’ve been running a lot of surveys currently on the COVID on people’s preferences in working from home, and there is a huge variation. So, younger people without kids tend to want to go in the office most days. Older people with kids tend to want to work from home most days. Very few people want to do all at home or all in the office, and people often change their minds. They just don’t know how they’re going to like it. So, choice is really important.

Pete Mockaitis
Yeah. Ooh, well, thanks for giving us the rundown, and that’s interesting. That expression, “The grass is always greener on the other side of the hill,” it’s like, “The grass is greener 60% of the time on the other side of the hill according to this study.” And that’s really striking in terms of, yes, we’re in a bit of a different context now. Not as many people looking to have the evidence to make the pitch to be allowed to work from home, but tuck this away for when the time comes and you want more of it, we’ve got those evidence points.

So, let’s fast-forward to here, now, today. Choice isn’t so much something that’s working to our advantage anymore. Many of us are in a place where it’s like that is the only option is you will be working from home in the midst of the pandemic. So, tell us, what’s the latest you’re finding with your surveys, and how we’re dealing, and how maybe we can deal better?

Nicholas Bloom
Sure. So, right now, it’s just the total change from before. So, working from home, I think, there’s really three phases, and we’re in the middle phase. So, there was before COVID, and before COVID, around 5% of working days were full-time at home, so that’s pretty rare. In fact, only 15% of Americans even ever worked from home, so most people didn’t get to even have a single day working from home. So, 15% of us did and, on average, we were spending one in three days at home. So, pretty unusual.

If you look at who was doing it, it’s pretty varied by gender and age. They tended to be graduates, basically, managers, professionals, graduates. Now, under COVID, as everyone can appreciate, it’s very different now, 40% of working days are at home, so there’s an eightfold increase. In fact, if you look at the other 60% of the labor force, they’re roughly equally split between people working on business premises and those that are not working. So, actually, more than half of people that are currently working are actually working from home. The U.S. economy is like a working from home economy. But it’s very, very challenging. It’s not a great scenario.

So, the four big challenges right now, there’s kids. I have four kids myself and, as we discussed earlier, they’re playing instruments. My youngest, she’s four, she keeps bursting into the room. That’s really hard. Facilities, I’m actually in a spare room so I’m kind of lucky. I’m in the minority of Americans that have their own private room that isn’t a bedroom, but in survey data, 51% of people are basically sharing rooms or in a bedroom. Or another two-thirds of people have great internet. The remaining third have problems with internet, so facilities are a big issue.

The third issue right now is choice. So, basically, anyone working from home, they didn’t get the choice, “The office just closed and we’re going to send you home.” And it turns out, that’s a big issue because a lot of people really don’t like working from home. And then the final challenge right now is we’re doing it full-time, which, before COVID, it was really rare, so only 2% of people ever work from home full-time. Now, it’s 40%. It’s very isolating.

Interestingly enough, in China, in the Ctrip experience, the period we’re in now, which is about three months in, was actually the best period. It’s when people are the happiest. It’s like the euphoric honeymoon period. So, I’ve been talking to dozens of firms and individuals over the last two-three months because I basically spend about most of my time working on working from home. Firms are generally very positive, but I fear it’s going to wane a little bit as we roll on. So, that’s now very widespread, but it’s not great.

The sweet spot is looking ahead. So, right now, it’s funny you mentioned the evidence away of working from home. Right now, I’ve seen a number of companies that are thinking quite seriously about the long term. So, now, three months in, there’s major decisions. And you probably noticed, like Facebook, Twitter, Microsoft, Amazon have all made public statements about their long-run plans. And what’s by far the most common thing, which actually looks fantastic, is most firms have said, “Working from home is really great. We’ve very happy with it, and we’re going to extend it out even beyond the pandemic, and we are likely to let people do it part-time.”

So, the typical person, they get to work in the office Monday, Wednesday, Friday, be at home Tuesday, Thursday, which, for many people, is the best of both worlds. You save a couple of days on commute, a bit less hassle, you got peace and quiet, but you see your colleagues throughout five days a week.

Pete Mockaitis
Yeah, that’s kind of my sense. I’ve been working from home for about a decade in my running my business here, and I do get lonely at times, and would like colleagues at times, and have been tempted to pay for co-working space just to see people. But then what it really comes down to, it’s like, “Oh, man, but then I’ve got to commute out there and they don’t have a napping space right there.”

So, anyway. But I’d love to get your view, well, you mentioned it. I guess choice matters and people have different perspectives. Is there an optimal with regard to the days, one day, two days, consecutive, non-consecutive?

Nicholas Bloom
It’s a great question. So, I’ll give you three broad tips, and then I’d drill into the one that you want to hear most about. So, the three broad tips I’ve been telling firms, repeating, I think it’s becoming like a consensus. Every firm I talk to kind of affirms the same view. So, the first is part-time. I have lots of survey data, I won’t go through in details, but basically most people want to work from home something like one to three days a week. Only 20% of people want to work from home full-time, only 25% of people want to be in the office full-time. So, the vast majority of us want a mix. I’ll come back to that in a minute.

So, the first thing is part-time. The second thing is make it optional. So, I would strongly advise against forcing anything on anyone. You’re probably going to have to have some mandatory days in the office, so I wouldn’t probably let, in the long run, anyone be at home five days a week, but you may say, “Look, you can do anything from two to five days a week in the office, and how you split it is your choice.” And then, finally, I think it’s a perk, not an entitlement, which means if people goof off, you give them a warning. And if they goof again, you haul them back into the office. So, those are the three key tips.

On the first, coming back to the number of days, there are broad advices, something like Monday, Wednesday, Friday in the office, Tuesday, Thursday at home, and the whole team does it. So, the reasons for that are, firstly, the whole team is in Monday, Wednesday, Friday, so if you’re going to have a client meeting, or a lunch, or a presentation, or some kind of training event, you know everyone is going to be there. And if you’re taking that Tuesday and Thursday off at home, you don’t feel like you’re missing out. So, I think it’s important to coordinate.

Also, to your question, “Which days?” I would avoid having the whole team at home on Monday or Friday. It tends to generate the extended weekend and, in fact, I’d also try to avoid them being consecutive days. So, Tuesday, Thursday is kind of the best two days because you’re in the office every other day, so if something comes up, you can easily say, “Hey, let’s talk about it in person tomorrow. Let’s have a meeting tomorrow.” So, that’s probably the most likely scenario I see firms gravitating towards Monday, Wednesday, Friday in the office, everyone does that Tuesdays, Thursdays. It’s really a personal choice. And I guess maybe Wednesdays, potentially, but I would avoid actually what was common before the pandemic, having Friday the working from home day. It’s not really ideal.

Before COVID, the big challenge working from home is the stigma, the whole thing of working from home, shirking from home, that’s basically gone. But, even so, working from home on Fridays is not kind of the best message. If you’re going to take one day off, take a Tuesday, Wednesday, Thursday off.

Pete Mockaitis
So, you think that there’s a higher probability of the shirking actually happening when it’s on a Friday or Monday?

Nicholas Bloom
Yes, and also the perception isn’t as good. So, if you’re a manager, it’s hard. Perception is reality, they kind of merge one into another. But I really want to encourage working from home in an adult way. I mean, very few jobs are basically…there are two ways to evaluate some sort of performance. There’s what’s called inputs and outputs. Mature, graduate types of jobs, I assume pretty much all your listeners are based on you want to be evaluated in outputs, what you do, but you don’t want to be evaluated in inputs, “I’m assessed on the fact that I sit on my desk and look at computer screen all day.” That’s not really great. I want to be treated as an adult and left to kind of get on with stuff and plan my own work.

And, as part of that, I have to build trust. And one of the things is trying to avoid things that maybe look a bit suspicious. So, I would work from home Tuesday, Wednesday, Thursday. There’s no real…it’s very hard to argue for a Friday except for the fact it’s next to the weekend, and it makes it easier to go away for long weekends, and that’s just not a good signal.

Pete Mockaitis
Okay. Well, so now, I’d love to get your take on when we are in this environment where, like it or not, working from home is what you’re doing, what are your top do’s and don’ts for helping us do some great output as well as be recognized and promoted and all those good things?

Nicholas Bloom
I came to the realization about three-four weeks ago, this is going to be the long haul. So, just to explain, Stanford University, my employer, has just announced that, effectively, all online teaching, and it looks like all conferences and seminars, so all teachings and conferences and seminars are going to be online probably till next summer. It’s not certain but I see us, we’re going to be in this for another year or so. And, for me, at that point, it became clear it was worth thinking about logistics of working from home, and so I went out and spent $150 on a better microphone,

Pete Mockaitis
I was going to say, when you booked this, you didn’t have that, and now you do.

Nicholas Bloom
Yeah, I mean, we’re spending hours every day and our laptops are not designed for this. I actually dropped my main laptop. I’m on my old spare one.

Pete Mockaitis
You mean just ergonomically, like your hands and your neck and where you’re looking, is that what you mean?

Nicholas Bloom
Yeah, exactly. It’s like the working from home version of a nice suit, except it’s cheaper. I mean, $300 is cheaper than a nice suit and a pair of shoes so I would totally buy a webcam and microphone. I would also do a trial run on how you look on the camera. I was doing a TV interview and the woman on the…the reporter said, “You know, your glasses are reflecting a lot.” And it’s turned out I didn’t realize that. And I’d been fiddling around with this. It turned out, having a light source, you’re always told to look out the window so the light is shining onto your face rather than you’re like some dark shadowy silhouette. But there’s a second thing. So, that’s number one. Always, you want to have the light behind the camera so it lights you up.

But the second thing is trying to avoid it literally being directly behind the camera because then it reflects into your glasses back into the camera. You can’t see because I’m on a podcast, but I’m actually looking out a window but I put a cardboard screen that blocks light right behind the laptop, and I put lights on either side. So, I probably spent four or five hours a day on video. And in some sense, again, it’s creating positive touch. You want people to see your eyes, so if you’re wearing glasses, I don’t want to wear contact glasses. Pete has just taken off his glasses. He’s giving me very romantic looks over our video connection.

But I actually got a couple of lamps. Another thing I did is I tried, I put up a couple of pictures behind me. You know, there’s two ways to go I’ve noticed on video calls. One is to have a reasonably-looking background, in which case you have…you know, I had a messy room before, and this is a spare room, there’s a pile of junk in the background. So, I put up some pictures and tidied it up.

The alternative is to have a plain, like a white wall, or you can buy it. Just before the call, I was looking online on Amazon, and I think you can buy what’s called a green screen, just hang it up. That actually works much better for having one of those image backgrounds, say, on Zoom because Zoom finds it hard to tell it’s you versus a picture of you against a cluttered background. So, that’s another key thing.

There’s a bunch of other more minor tips for teams which is one of the downsides that comes up a lot on working from home is the lack of casual conversations. So, in particular, walking in and out of meetings, you know, I personally used to notice, I miss the lunches and coffees, also even just the meetings, the first couple of minutes I turn to colleagues and watercooler discussions. It’s hard to perfectly recreate that but the people have done this best, I’ve been trying to do this in my own research group, is to setup a time each week to talk to each member of my research. I do it for like 20 minutes. It’s a very deliberate one-on-one time. I’ve heard other managers, one manager I was talking to, said, “Look, I speak to every member of my team for five minutes at the beginning of each day just to check in on them. And if I need more time, I spend more time.”

And the upside about doing this online is it’s very easy to just have a scheduling talk, like Google Sheets, and you just say, “Write your name, and you sign the names up,” and they fill up, because it’s online, it’s easy to be punctual. And then in meetings, actually, I actually have my weekly meetings. Rather than have an hour discussion on work, we basically have 45 minutes. And the first 15 minutes, we go around the group of 12 of us. Each person talks briefly about something non-work-wise. Like, Cody, he’s been telling about his garden, and Anika has been telling me about he’s been doing puzzles, and B has been telling me about Netflix shows she’s been watching. It kind of brings it to life. I wouldn’t say it’s perfect but I think we need to be more deliberate about fostering some sort of discussion casually.

The final thing I’ve heard about is it’s important just to be more scheduled and organized. So, particularly with kids at home right now, you have to think about it’s not just you but also many people in your teams are having struggles with spouses and schedules whoever looks after the kids, so it’s useful to have regular schedules. So, you have someone in your team, their husband and they have two young kids, it’s much better for her if she knows that she’s going to be working 9:00 till 12:00, and she can be more relaxed in the afternoon. So, actually being more organized because there are more conflicts for our time for those who have young kids is a final tip, and I’ve heard that discussed a lot.

And, in fact, being particular, avoiding sprawls of meetings and emails that can easily extend out. The fact they’re at home doesn’t mean we can easily, “We’ll happy to have a meeting at 7:00 a.m. or 7:00 p.m.” We should try and stick to the working day.

Pete Mockaitis
All right. Well, that’s an excellent lineup. I’d love to hear, is there anything that we…I guess I asked for do’s and don’ts. I heard a lot of great do’s. Are there some don’ts in terms of like you’re seeing a mistake appear again and again and again, or there’s sort of a hidden risk or peril or danger that folks don’t know that they are overlooking? For example, you mentioned, I think it’s a great example there with that sort of the watercooler type talk, those informal bits of conversation. Like, they can just disappear if you’re not sort of mindful and thoughtful and planful to get them in there. Is there anything else that you think people are overlooking?

Nicholas Bloom
I mean, a bigger thing is don’t get rid of the office. So, I’ve had so many senior managers say, “Hey, this is the end of the office,” or, “We’re going to shrink our office down just to go through the economics of this.” I’ve written it down. If anyone in particular fears that their boss is thinking of closing the office, the points to think about is, one, right now, we’re really in the euphoric phase. As I mentioned, three months is exactly the wrong time to be deciding office closes. It’s like planning your life after the first date. You’re incredibly happy but you haven’t seen the bad stuff, so I would wait.

In China, in Ctrip, we saw three months was literally the peak, so it’s literally the worst time to be evaluating long-run. And, in fact, from talking to firms, there are some major upsides about in-person meetings. The first is creativity. It actually turns out, it’s much harder to be creative remotely. The second is inspiration. You know, it’s hard to remain motivated and inspired sitting in our bedroom. And, finally, there’s an issue of loyalty, I think, if you’re at home month in, month out, you feel a weaker connection to your firm. So, I really think we do want to be in the office two or three days a week.

Now, you might think, “Well, we can shrink the office now. We’re only in it three days a week. Even if we’re on the same days, maybe we need less space per person.” But you have to remember, social distancing has actually dramatically increased the square footage per person. So, the firms I’ve been talking to are talking about two to three times space per person. So, I’ve just finished a survey around a thousand firms in the U.S. The forecasts are actually for a slight increase in demand in square footage of office space. So, sure, we’re going to spend less days per week in the office, probably something like 15% less days, I estimate, but we maybe need something like 50% more space per person. So, I think getting rid of the office would be a huge mistake right now. It really would limit your firm’s ability to, obviously, go back to part-time. In person, it would cause problems of loyalty. It causes all kinds of issues.

The other mistake, or the other piece of advice, I guess, is to location is going to remain as it is. There’s huge evidence to show we are shifting pretty radically out of skyscrapers into industrial parks. So, skyscrapers have a huge issue, which is, one, mass transit. How do you get to the front door? And the second is elevators. How do you get from the front door up to your desk? So, we think about a normal high-rise, it takes something like two-three square feet of space to put one person. In a crushed elevator, you basically, if you think of a person, they’re about a foot by two-foot. If we need six feet distance between us and the next person, that’s a circle of radius 6 foot. That’s about 100 square feet. So, that makes elevators just completely unfeasible.

So, from firms I’ve been talking to, there’s an enormous charge to think, “You know, we need all this space. What are we going to do? We’re going to think about moving out into industrial parks, maybe take over old leases of shops that have gone bankrupt, maybe gyms that have closed down, etc.” So, if you’re involved in that side of the office, the mistake would be to shutter the office. The advice is to think about actually where you want to be when you return to work six to nine months from now. And I think it could well be an industrial park where you can drive to or walk up a couple of stairs to get to your desk.

Pete Mockaitis
That’s handy. Thanks. Well, now, can you share with us a few of your favorite things? Let’s start with a favorite quote. What’s something you find inspiring?

Nicholas Bloom
I heard a great quote the other day from Satya Nadella who’s the CEO of Microsoft. I had exactly the same thought, I was thinking, which is, he said, “You know, the thing I really miss in the office is those two minutes at the beginning and the two minutes at the end of every meeting when I get to turn to the person next to me, chat to them and say, ‘How are you doing?’” I feel the same thing. It’s not the meeting itself, it’s the before and after I miss, the personal interaction.

Pete Mockaitis
And how about a favorite or experiment of bit of research?

Nicholas Bloom
It’s hard to think of an individual one. Sticking to the topic of working from home. Upwork had a great survey came out recently showing how 90% of firms are actually very surprised that they’re very positive about working from home.

As I mentioned, I just caution about swinging from one extreme to the other. It feels a bit like if you have kids, you know how kids just they go so extreme, they’re like, particularly young kids. My four-year old goes from like unbelievably happy to minutes later in tears and floods. It feels like that’s a bit like the journey of working from home. So, now, we’re loving it. I think that’s great. There’s lots of evidence on that. I would caution on loving it too much.

Pete Mockaitis
And how about a favorite book?

Nicholas Bloom
I saw this in preparation for the podcast. I have to say, embarrassingly, I don’t really read books that much. So, I devour the media. I read a lot. If you talk about media, I talk about the BBC, I read the New York Times. Such a devotion, I love the BBC. You can hear from my accent I’m a Brit, but it feels a bit more impartial to me and it has my…it keeps track of my sports, my Tottenham Hotspur, my UK football team. So, I don’t know what it is, but I don’t really read books anymore, I’m afraid. I know that is not the correct answer to give but I guess it’s the only…

Pete Mockaitis
Well, no, I mean, you shared the favorite things you read, and we’ll take it. And how about a favorite tool?

Nicholas Bloom
Right now, I’m really excited, as nerdy lame as it seems, by my new webcam.

Pete Mockaitis
It looks good.

Nicholas Bloom
My old laptop is kind of this grainy, crabby picture, and it got damaged. It wasn’t quite as bad. I have a hall of shame, which is just kind of a running joke with my colleagues and grad students. There’s a guy that has a webcam so bad he looks like some kind of ghost from Harry Potter. Isn’t quite there though. I was so excited just to finally get a clean crisp image. I always wondered how other people did it. I thought they just looked clean and crisp, but maybe that’s part of the story. I think they also have better technology.

Pete Mockaitis
Well, now, we got to know, do you know the make, the model?

Nicholas Bloom
Yeah, it’s Logi…and if I look…oh, geez, it’s about $180. I know it is now sold out. Something like a CD920 maybe. What is it called?

Pete Mockaitis
Logitech CD920-ish.

Nicholas Bloom
Yeah, I think it was the CD920 high definition. And, also, the microphone is the Blue Yeti.

Pete Mockaitis
That’s right, yeah.

Nicholas Bloom
That’s about $140. Both of them I searched around online, and there was a bunch of reviews. The Blue Yeti was reviewed by someone in the Wall Street Journal as the best mic. That was it. They interviewed a sound guy that did the voices for the new Avengers stuff and various other movies, and he said, “Look, this is the best cheap serious microphone out there.”

Pete Mockaitis
I agree that the Blue Yeti is excellent so long as it’s not an empty echo-y room, and yours is working for you.

Pete Mockaitis
And how about a favorite habit?

Nicholas Bloom
I picked up a lockdown habit which is juggling a soccer ball, a football as I call it. So, my 11-year old daughter plays in a soccer team, and she’s been told by her coach, because they’re not playing anymore because of the lockdown, to try and juggle, like kick it up easy, keep the ball kicking in the air. So, I couldn’t do that at all, I have to say, until about four months ago, but I can do like a hundred which is very therapeutic because you’re entirely concentrating on it. There’s no email, no phones, no kids actually, because everyone knows to avoid dad where he’s obsessively juggling the soccer ball, but I quite like it.

I wouldn’t say it’s high exercise but after 20 minutes of it, I feel refreshed and energized. So, if I have too many Zoom meetings in a row, and I have a half-hour break, I may go out into the garden. There’s a bit of fresh air. I may go out and try and juggle a soccer ball one. It’s something like that, something kind of absorbing. But I used to find mowing the lawn was similar like that, I’ve a very good lawn. But no one would come near me because you’ve got this large heavy piece of equipment making huge amounts of noise, so there was no phone, no email, no children. But, yeah, that’s my favorite hobby right now.

Pete Mockaitis
All right. And is there a particular nugget you share that you’re known for, it resonates with people, and they quote it back to you a lot?

Nicholas Bloom
You know, I have become the working from home guy just because the TEDx Talk, coming back to the beginning of the podcast, is very pro working from home. And so, it’s useful if you have a manager that’s skeptical, or an owner that says, “Oh, as soon as the pandemic is over, we’re going back to full-time in the office.” And because of that, I’m kind of known for being pro working from home.

Pete Mockaitis
And if folks want to learn more or get in touch, where would you point them?

Nicholas Bloom
To my website. The easiest thing to do is just to type Nicholas Bloom into Google and it should come up as the top hit. I’m at Stanford University. So, if you type Nick Bloom Stanford, it will come up.

Pete Mockaitis
And do you have any challenges or calls to action for folks looking to be awesome at their jobs?

Nicholas Bloom
I think just stick with it in the sense that I think working from home is going to be here for a long time. So, just the realization we’re in the long haul, and investing in equipment, investing in setting things up, and your schedule. We can make this work as society is actually part of the fight against COVID. One of the most effective and important things is we can work from home because the economy can keep going while we socially isolate. And it does need everyone, I guess, to give it their best shot and help other people in your firm do the same thing.

Pete Mockaitis
Well, Nick, this has been a treat. I wish you lots of luck in all your adventures.

Nicholas Bloom
Hey, Pete, thanks very much for having me on the show.

Pete Mockaitis
John, thanks so much for joining us here on the How to be Awesome at Your Job podcast.

John O’Leary
Hey, Pete, great to be with you and your followers.

Pete Mockaitis
Well, I’m excited to dig into your story and some of the takeaways in your book and life experience to help folks be all the more awesome at their jobs. Let’s start at the beginning, shall we? When you were nine, you had a life changing experience. Can you tell us the shorter version of the story?

John O’Leary
Yeah. I’m going to begin with a longer version at first because I did not know that the story you were asking about right now had any meaning toward my professional life, personal life, relational life, or any other aspect of life until I was 27 and a half years old. And that is the first time that I can remember where I would’ve been able to answer the question that you just asked. We can talk about that if you’d like in a moment. But the simple answer to your question is this. At age nine, I was burned in a housefire on 100% of my body, and 87% of those burns were third degree.

I found myself at age nine in a hospital bed, in the emergency room, dying, looking down at my hands that were changed, my arms that were burned, and my legs that were burned, and just freaking out, wondering, “What possibly could I do to go forward in my life in a positive direction?” And, yet, my dad came in and he wasn’t at home when I got burned, Pete, but he walked in, and he was at his job actually. He was at his job. He left. Came home. Saw the house on fire and went to the hospital. Saw me, walked right over to me, and I’ll never forget it because I was afraid my dad would, for some reason, be mad at me, because I was part of the reason why the house was on fire in the first place. I was playing with matches and gasoline and had no idea what was going to happen. But I’m a nine-year old little boy, I’ve burned myself by accident, I burned down his house.

He’s walking toward me, I know he’s going to kill me, he’s left his job, he’s got a big meeting on Monday, and I’ll never forget, he says, “John, look at me when I’m talking to you,” which is, in our family, Pete, the kiss of death so I know I’m done. And then he goes, “I have never been so proud of anybody in my entire life, and I just love you. I love you. I love you.” And I remember thinking, “Oh, my gosh, nobody told my dad what happened. He doesn’t know what went down here, man. He doesn’t know I’m the culprit of this thing.” And yet I think he did know.

I also think he recognized what actually matters. And it’s important, as we live out and strive to be awesome at our jobs, that we also recognize that it’s just part of our overall lives, and we want to be awesome at all of it, and we want to start, ultimately, I think, at home. And the best way we’re going to be effective in that is to do so in love. And I know this sounds soft, but it’s not soft. It’s really hard. It’s really forcing you to be excellent at whatever it is you strive to do. It will change your life, which is awesome. That’s called success. But it’s also going to change the life of every single person that you interact with as you move forward in your business and in your life.

Pete Mockaitis
Wow! Well, there’s so much there. Well, first, congratulations. I mean, you’ve come a long way and you…well, you look great for one thing.

John O’Leary
You wear blue well, O’Leary.

Pete Mockaitis
So, there’s that.

John O’Leary
You know, for those who are listening rather than viewing, it’s odd to think that right now, Pete and I are looking at each other, and he sees my face and I see his, and when he looks at me, he doesn’t really see any scars. The wild thing, and I just consider it a miracle. You can call it, “Well, it sounds like dumb luck to me.” Fine. You call it dumb luck. I’ll call it a miracle. I have a 100% burn, that’s the entire body, 87% of those burns are third degree, meaning you have thick skin, thick red scars over your entire body from the point of the event all the way until you die. That’s just your life going forward.

And so, for me, Pete, I have burns, scars, from my neck all the way to my toes, it covers every inch of my body. My hands, my fingers, are amputated so I’ve got some real struggles going on, but yet my face, you don’t see any scars. And so, you can look at your life and see everything that’s wrong with it, and I think that’s very popular these days to see everything that we don’t have, and everything we wish we had, and the way we wish we had been raised, and the scars we wish we did not bear, and all those other stuff. It’s very common to talk about, “How crummy my life is,” “How brutal my boss is,” “How lousy my job is.” It’s commonplace and I think it’s a fool’s errand.

When I look in the mirror, I see the scars too. You can’t miss them but I just give thanks that part of me wasn’t burned, and I’m really grateful. And I’m grateful that I still have my life, and I still have joy, and I’m still happy. So, when you say, “John, you’re doing great,” I feel like I am doing great. I really feel like I’m incredibly supremely blessed coming through the storm.

Pete Mockaitis
Yeah, that’s a beautiful perspective. And, you know, I’m thinking about, I lost my dad when I was in high school, I was a freshman, and the perspective I had, in a way it was kind of similar, is that I was sad. I mean, we were close, I was bummed, it was a tragedy. And, at the same time, I was grateful that we had those 14 and a half years there together. And I remember thinking, like, “Boy, if I lost him a few years prior to that, I’m not so sure I’d be on a good path.” You know? I mean, I think there’s a lot of temptations in teen, pre-teen times, and I thought, “Okay, getting hammered looks kind of interesting.” Like all these sorts of things. But, no, I had a good strong influence and I was grateful that I had that time. And I almost felt like, “Whew! That was close. Had I lost him three or four years earlier, I might be on a very different trajectory.”

John O’Leary
So, Pete, we talked before we hit record, and I did quite a bit of research on you, so I feel like I know you a little bit. And yet when you shared that story about losing your dad, my heart sank a little bit, I loosened up a little bit, it got real for a little bit, and I just think that’s incredible what can happen when we’d be real with one another, not tell like one-up them, or not to say like, “Hey, me too.” Like, just to be real and authentic and vulnerable and connect with another human being. I think that’s amazing. And I also think it’s really remarkable because, for me, after being burned at nine, it took me two decades to come around and be grateful for the story.

For you to go through the storm of losing a parent when you’re just beginning adolescence, and you’re just beginning high school, and you’re just really beginning to journey through life, and even in the midst of it, to recognize, “Wow! At least I had him 13, 14 years. What a gift that was. At least I didn’t lose him when I was 11. That would’ve been hard, man.” Well, I would suggest, when you lost when you did, is unbelievable, almost unbearably hard and yet he must’ve instilled in you an incredible sense of self and grit and determination that, in spite of what you might face later on in life, that you’re up for the task at hand.

Pete Mockaitis
Well, thank you. And I think that a lot of that does resonate and particularly this podcast and we’re talking about your book. He got me started in going to the library, reading books, and getting excited about the power of learning stuff to make you better in whatever domain, whether it’s being awesome at your job or whatever you’re up to. So, let’s talk about how you’ve put this wisdom to work. Your latest book, it’s called In Awe: Rediscover Your Childlike Wonder to Unleash Inspiration, Meaning, and Joy. Well, that sounds pretty cool. What’s the big idea here?

John O’Leary
As a speaker, I go around the world sharing for organizations like Southwest Airlines or Microsoft or Apple how they can become better versions of themselves. And I have the honor of hopping on these flights and flying to fancy places and checking in and doing great work and loving these organizations. But as I go through the day, I see a lot of adults who are beat down by it, “Work is hard. And family is hard. And, oh, damn, the headlines, did you see them today? They’re bad.” Everything is kind of a struggle, and we’re just enduring. We’re enduring these days.

And I make it a habit when I’m on the road, once I leave the client’s conversation, I always go to schools. I love giving my time away to kids. And when I walk into the school building, man, the first thing you notice in a school is these kids are always smiling. You may not see it all the time when you’re in a lecture seminar, when you’re in an airport, of all places, but when you’re with kids, you see it. And you don’t always see it with your eyes. You see it with your ears. It’s like this radiant joy. And then as they get called from one class into the lecture hall with Mr. O’Leary, they go into that room skipping. Like, I don’t know when the last time your adult listeners skipped anywhere. Kids skip everywhere.

And so, I saw within these children joy, and like passion for life, and not taking the things for granted, and enthusiasm, believing that tomorrow is going to be better than today. They have it. They ask great questions. And I wonder, “What is it that they have, these children, about the way they do work?” Because they’re in work, man, in school. The way they play, they way they do life that we adults have lost sight of. And if we chose to return to it, what might happen in our lives? And it’s there for all of us. You don’t need to be under the age of five to grab it.

Pete Mockaitis
All right. Well, so now, it’s funny when I ask this question, but I’m going to. So, childlike awe, wonder, that sounds fun, I’d like some more inspiration, meaning, and joy. Can you draw the connection for us in how that can help professionals be more awesome at their jobs if they have that? I mean, yeah, “Happiness is all great and all, John, but can we stay on message?”

John O’Leary
You know what, I’m so glad, I have a very pragmatic wife, an incredibly cynical neighbor, and so anytime I come up with my great happiness projects, these are the first two people who immediately try to squelch it with as much water as they possibly can, and they haven’t been able to yet, so I’m not sure this question will either, or those in the room who are crossing their arms, saying, “This won’t work for me. This won’t work for me.”

At the end of the day, our work is about frequently the relationships are those that we are doing it with. At the end of the day. Whether you are working in retail and you’re checking people out, whether you are collaboratively building on projects, now virtually, whatever it might be, it’s, “How do we connect with the people around us, with the task at hand, with the mission that guides us forward, in a way that allows us to be as effective as possible in doing so?”

So, then your question is, “Well, how do you do that stuff better?” Really, that all sounds good. How do we connect with people, and purpose, and task? Well, it all goes back to meaning and inspiration and joy. You used the word happiness a moment ago to describe it. I’m not a happy guy actually. I think happiness is highly overrated. I think happiness is an ice cream cone. I give my kids ice cream cones all the time, and about 30 seconds later on a July day in St. Louis, Missouri as it’s melting, my kids have lost their happiness. So, my $5 investment in happy melts 30 seconds in. Happiness is when I give them my new iPhone. Sadness is two minutes later when I take it away or it runs out of batteries.

So, happiness is this emotion that is incredibly fleeting. We strive for it but I, ultimately, don’t think is what we’re longing for. What we long for is satisfaction. We long for contentment. We long to do a job well. We long for joy. And we can have joy regardless of the set of circumstances in front of us. So, if you want to be effective at your job, if you want to be truly awesome, okay, awesome at your job, I would suggest to you, foundationally and fundamentally, one of the very first things you ought to try to embrace is joy.

Pete Mockaitis
Well, let’s talk about definitions for a moment. So, if happiness is a fleeting emotion that comes and goes and maybe based on the stimuli kind of right there, what is joy?

John O’Leary
Joy is more on a determination. It’s a mindset. And I think a mindset can grow, Pete, when you own into it by asking questions around, “How do I get more of this thing?” So, if you want to get awesome at your job, ideally, you’re asking questions around, “Well, how do I get better at this? How do I become better in whatever work I strive to do?” If you want to own this mindset, and today we’re talking about right now is the mindset of joy, I would encourage you strongly, and this is going to sound soft, and I’m telling you it ain’t. This is hard business. It’s transformational if you take the O’Leary challenge.

I strongly encourage your listeners to ask three questions throughout the day, and to do them sequentially. So, the first question, it ought to be asked about an hour before your day normally begins. So, if you are waking up at 7:00 and you feel like the day already got ahead of you, we might want to wake up a little bit earlier. And I recommend, usually, get up about an hour earlier than you currently are if you feel like you’re already behind the day when it goes. We can do this.

And so, I wake up a couple of hours earlier than I really need to. But I go outside after taking a shower, I make a tall glass of water, hot cup of coffee, I sit outside in the darkness. I know this sounds odd. But if I grab my phone first, I realize that there are challenges in the news, there’s challenges with borders, there’s challenge with economics, “Oh, I got all these work emails I got to respond to, and I’m already behind. Not only am I behind, I’m beat down.”

2018, Harvard ran a business story on this, and 94.5% of news stories were negative. So, two years ago, when the markets were at a historic high, and unemployment at historic lows, and COVID-18 wasn’t even invented, let alone COVID-19, there were no stress points, man. Well, during that phase, 94.5% of the news stories were negative. So, I challenge you to go right past the headlines, go outside, grab a journal, watch the sunrise, and ask the question, “Why me?” and take an inventory, before the day unfolds in front of you, what you’re grateful for. If you want more joy, opt in. It’s a choice.

Pete Mockaitis
So, the “Why me?” question is I think there are so many ways to take that “Why me?” but you said the gratitude is the angle you’re putting on there.

John O’Leary
And, occasionally, if I’m speaking, like if I’m at a seminar, sometimes I’ll be a little bit more playful in this, and I’ll walk through the questions that you should ask if you want to have a lousy day, “So, you want to have a lousy day? You want to be miserable at your work? You want a lousy marriage, a horrible singleness? You want to be more addicted to whatever that thing is that brought you down yesterday? Ask these three questions. And the three questions are ‘Why me?’ because it’ll even make you feel worse about your life; ‘Who cares?’ because, ultimately, you don’t, clearly, and there’s nothing anybody can do about it; and, ‘What more can I do?’ And I’m just one. It’s a huge problem. The headwind is too strong. I can’t change the environment, I can’t change the economy, I can’t change my business, I can’t even change my spouse or my kids. I certainly can’t change my life. What more can I do?”

So, I walk them down the path of those three questions and then, the original point, I say, “There are three questions that I’m begging you today to begin asking, and here are these three. ‘Why me?’ A question around gratitude. ‘Who cares?’ A question around mission and meaning and values and purposefulness in your life. It’s going to spark joy. And, thirdly, ‘What more can I do?’ And asked in the light of victory, asked in the light of the mindset that allows you to spark joy, it’s going to lead to engagement. It’s going to lead to creativity and collaboration. It’s going to lead to you living not only your best job yet, but your best life yet.”

And the second question, the first one is easy, it’s gratitude. Spend three minutes on it, or 45 minutes, but all research around gratitude is that it’s a muscle we all have, many of us choose not to stretch, but when we do, it leads to vitality in the way we attack the day, and also vibrancy in the way we feel about our life around us. According to a study that came out just yesterday, 12% of Americans are pretty happy with their lives. I think the word they used is very happy with their lives. Very happy. 12%. Do you want to become a little bit closer to being very happy with your life? Start with gratitude. It’s an important muscle that must be stretched in order to be enjoyed.

The second question is, “Who cares?” And the way I would encourage your listeners to answer this is, “I choose to care. I choose to care. It’s a choice. And I choose to thrive in work and in life because…” so don’t try to buck it up, “I’m going to do well at work but whatever in life, whatever in health, whatever in money, or faith, or whatever. If I get around to that stuff, I’ll be fine then.” Bull. If you are only successful professionally, you would get to the top of the ladder and you will realize that you climbed the ladder and it was leaning up against the wrong wall. I’m not saying don’t climb high. I’m not saying don’t sprint, don’t run, don’t track topline revenue and bottom-line profitability, don’t get better at your work. I’m saying do all those things, but also recognize this is being done in the context of a holistic life.

So, we want to make sure that we, as we live out our mission, are living it out now, not only organizationally in our job, but also in our life as a whole sum. So, who cares? The answer is “I choose to thrive at work and in life because…” This becomes your ignition statement. We used to call these mission statements. In mine, and I have it on the wall in my office, mine, “I choose to thrive because,” and this is personal, “God demands it, my family deserves it, and the world is starved for it.” Let’s go. Let’s go.

Pete Mockaitis
I like that. Those are good reasons.

John O’Leary
Those are weak reasons. Aim higher, man.

Pete Mockaitis
But it’s not like, you know, “Because I should,” or, “My parents spent a lot of money in my college education.” Like, you can have weak reasons and you can have killer reasons, and that makes all the difference.

John O’Leary
So, you can be led from a place of fear or a place of love. And, again, this sounds soft until you apply this thing up and down your life and your work, and you recognize it’s not soft. It’s foundationally transformational. It leads to excellence. It leads to a high level of accountability. It impacts not only the work you’re doing but the way you’re elevating everybody else in your teams to do better work in their lives as well. So, it really is.

As you are all getting ready to say, “This is too soft,” I’m telling you, I’ve grown three different businesses using these models. It’s not soft. It’s actually…it’ll set you apart from everybody else that looks alike. and the third and final question, we could say there’s a lot more, and there are a lot more questions to ask, but the third question that I’m encouraging you to ask daily is, “What more can I do?” and this is how you grab compound interest professionally.

We all know about compound interest, man. Open a bank account and, boom, baby, it starts growing. Compound interest. Free money. How do you do that at your job though? How do you do it in your relationships, in your spiritual journey, in your health, in your creativity, knowing you’re becoming better each day? How do you do this?

The easiest way I’ve learned to do this is to ask a question every night, and I have a journal next to my toothbrush, and when I’m on the road, this journal comes with me, and on that journal I ask a question every single night, the question is, “What more can I do?” And then, before I go to bed, I have a mandate that it must be answered. And the full question is, “What more can I do to ensure that tomorrow will be even better than today?”

And sometimes, Pete, that’s directed toward being a better husband. Sometimes it’s directed toward…you know, my dad has got Parkinson’s disease, he’s struggling. My mom has got her challenges. The world is busted right now. There’s a lot going on. But others, for those of you who are just worried about being awesome at your job, “What more can I do to be awesome at my job?” Every single day, choosing one thing that you will do tomorrow that you did not do today that will allow you to become even more effective, even more awesome. If you did that for a week, you would see immediate results. If you took the challenge for a month, I think it would transform the way you show up every single day. It’ll change what you say no to and it will elevate what you’re saying yes to.

Pete Mockaitis
Well, I’d love to hear, so as you’ve shared this message with many people, what are some of the answers that tend to come back, like frequently neglected, omitted, what-can-I-do responses that are high leverage?

John O’Leary
So, I’ll just share a couple personal examples. My relationship with my wife, I think, is one of the most important ones to at least try to get right. And, in 2016, we wrote a book called On Fire, and it went on fire. It became instant number one national bestseller. It was translated into a dozen languages. And, overnight, a guy who was kind of busy, became extraordinarily busy, on the road all the time. And as we ended that year, I realized, “Wow! I got awesome at my job but I was losing track of the things, four little kids, and the individual who gave me those four little kids, my wife, that maybe should matter most.”

And so, I have a cool process on New Year’s Eve that I’m always running through individually, but I wanted to become a much better spouse in the following year. I still wanted to be awesome at my job, I still wanted to touch lives organizationally, I still wanted to grow topline revenue, but not at the expense of losing my wife. And so, I asked the question, “What more can I do?” And as I got clear on it, “Well, what if I tracked all the things she does that are good without telling her.” I kept a journal entry.

And so, on January 1, 2017, I began a leather-bound journal with the words “Dear Beth, Jan. 1, 2017.” And then I told her in writing what I was going to do this year, and then I shut the book and went to bed. And the following day, I did it again, January 2, tracked one thing she did really beautifully, something maybe with our kids, maybe something she wore, something she did for a neighbor up in our community, whatever it was. Just tracking the good, tracking the success story.

A couple cool things came up out of that. Number one is we had been married at that point for 13 years and that was, that year 2017, our best year of marriage yet. I think, Pete, frequently in life, we say, “I do” maybe to a person on an altar, at the park, you make the commitment, but then you get bored with it. It just gets hard. It becomes kind of monotonous and we grow tired, and we stop doing, we stop courting the one in front of us. We say, “I do,” when it’s our first day on the job. Like, we really want to grow, we really want to expand, but then we realize our boss is a pain, the customers are snobs, and we really don’t do it anymore, we don’t really care that much anymore.

I wanted to care deeply in this relationship with my wife, and so I tracked the good of her. I noted it on a piece of paper, and I wanted to reflect that goodness back to her through my actions, through my words. And on Christmas day 2017, I handed her a poorly-wrapped present, she opened it, and it was this leather, stains, wine stains, lousy, beat down journal with 360 journal entries with her husband tracking her beauty. And it’s the first present I think I’ve ever gave her that led her to tears. In fact, last night, she was reading this in our bedroom, laughing sometimes, crying sometimes, emotionally being brought back to this autobiography that is our life. It’s our journey together, and we missed it for a while but we didn’t miss it in 2017, and neither of us have missed it since.

So, that’s one way to ask the question, “What more can I do?” and actually take tactical action to move you. We could also talk about how this has impacted our business, who we’ve hired, who we’ve let go, what we’ve done with the community, what we say yes to, what we say no to. It influences the way you show up every single day by asking the question, “What more can I do?” and then you write it down, you go, you track your progress, you make your changes along the way, you track the course, and you see how you can become even better going forward.

Pete Mockaitis
And what I like is that, you know, it could be a very small thing in terms of I don’t know how long it takes you to write down a good thing that your wife did, or I’m thinking, “What can I do to make tomorrow better than today in my work life? I could tidy this desk.”

John O’Leary
Right.

Pete Mockaitis
And that would, I mean, it just put me in a little better mood, a little bit more positive, a little bit more energetic, a little bit more able to reach my favorite paper and pens, etc. when the moment calls for it. And so, I hear you about that compound interest because the next day, it’s like, “Well, hey, the desk is clean, so what else can I do?”

John O’Leary
And then you start adding those on top of each other. Pages equal chapters, chapters equal books. I see the library behind you, I mean, you’re loaded back there. Books lead to libraries. It’s just compound interest. Word by word, paragraph by paragraph, page by page, book by book, library by library. You start moving this into relationships though and you’re on relationship capital. Compound interest, I think, Einstein said that it is the eighth wonder of the world. Those who understand it get it. Those who don’t pay it. So, if you understand compound interest, you’re collecting it every day in your bank account.

Can you write down the question, “What more can I do?” Can you answer it? And the following day when you wake up groggy, can you take action? Because if you do, it’s going to change that day, and those pieces of paper stacked, it’s going to change a life. And so, it really is, like I’ve told you before, we’ve grown three different businesses simply by asking that simple question, “What more can I do?”

Pete Mockaitis
Well, so let’s talk about this notion sort of in workplaces and relationships. I guess what are some of the top do’s and don’ts that make a world of difference in making those relationships compound into a wonderful wealthy relationship as opposed to getting in severe indebtedness?

John O’Leary
Right, man. Let’s deal with the math all the way up and down. So, one of the most important things to recognize as we go through this process is it’s not so you can collect interest, it’s so you can pay it, it’s so you can make a profound difference in the lives of those that you choose to serve. An example of this, as COVID-19 was spreading, as I’m a motivational speaker, a leadership speaker, I travel the world giving seminars, 94% of that revenue disappeared overnight starting March 6, so our whole year blew up and imploded, and I have a whole team here that supports our efforts. We try to make a bigger difference in the community.

And so, I was going home, kind of feeling a little bit sluggish about the work, and, “How can I be awesome at my job when I can’t even keep this job?” and all the things we kind of go through when we’re having a pity party. And I asked the question that night, “What more I can do?” and this is, I don’t know, late March, “What more can I do? What more can I do?” Well, we’ve a book coming out called In Awe, and was coming out early in May, and we’d already pre-sold thousands and thousands of copies, and the press was about to take this thing and run with it.

And the way I answered that question that night is, “What if we gave it all away? What if we took everything, everything that we’re going to make from this book?” And instead of being self-focused, “What can O’Leary get out of it? How can I collect more? How can I get my interest, baby, my compound payment?” What if, instead, we could give it all away?

And so, I asked the question, “What more can I do?” I ran up on my wife, that’s always a good idea if you’re married or with a partner, before you make a big decision like this. She agreed. We ran it by my four kids. They agreed it would be cool. And with that, we decided to give 100% of the profits away to an organization called Big Brothers Big Sisters. And so, in the first two weeks alone, we were able to write this organization that makes a profound cultural difference in our community. One by one is how you change the world, by the way. One by one, that’s how you do it.

We were able to write them a cheque for $30,000 because a question came in front of us, “What more can I do?” It was not asked necessarily selfishly. It was asked selflessly. It was not asked only out of success, “How can I grow myself?” but out of significance, “How can I impact those around us with the resources that we still have, with the ability to influence that we still possess?” I did that to give. I do it to give. It has led to this incredible response from the media, from social media, from other organizations saying that they wanted to match what we gave. It led to a couple organizations saying, “Man, we want to bring you in to speak virtually to our organization. We want to learn more about this compound interest, this idea of being generous even during difficult days.”

I wasn’t giving to get at all. We gave because it’s the right thing to do in any climate. And yet, in doing so, the wealth comes back into your world. And so, as you ask that question, I strongly encourage you to ask it through the lens of love not fear, the lens of abundance not entitlement, or not like thinking small, and, “How do I get more of the pie to come toward me?” There’s plenty of pie to go around. Have a piece and then pass it.

Pete Mockaitis
Oh, certainly. Okay. Well, so then, with that said, we’re asking it in the right way, what are some sort of maybe sparks or inspirational starter actions that tend to pop up frequently?

John O’Leary
So, one of the other things I learned in leadership is to be as focused as possible in providing people questions rather than specific answers. I want people to come up with solutions for themselves. I’ll give you, though, some answers that I think will be most effective answers that have worked well for me, our team, and those that have run through this in the past.

When they ask the question, “What more can I do?” what we’ve almost always found is the question is almost always focused, first, with a reflection in the mirror. Almost always. They want to know what more they can do to become a better version of themselves, to become a little bit more safe financially, to be able to give a little bit more in the community. And then they begin building the bridge a little bit farther, now that they have some of their own needs met. They’re able to look beyond themselves, beyond the reflection, and start saying, “Gosh, what more can I do for my spouse, my partner? This addiction, man, whatever this thing is that I’m struggling with, a dream that I’m longing, the ability to influence in our life, my own children, my aging parents?” And then it keeps expanding forward from there.

And so, as people ask this question, they’ll frequently begin asking, with the universe closest to them, “What more can I do?” And that’s healthy. It’s an appropriate way to begin the conversation. As you move farther down the path of not only success but also tying and tethering to that significance, the ability to influence and impact those around us, it begins shifting, in my own world, visiting kids in hospitals, taking the first fruits of the book In Awe and giving it away to an organization that I believe will make a far greater impact with that money than I possibly ever could if it was mine. And so, it begins moving from self-focus into other focus over time.

Pete Mockaitis
All right. Lovely. Well, tell me, anything else you want to make sure to mention before we shift gears and hear about some of your favorite things?

John O’Leary
We’ve had a whole lot of folks respond, they’ve gone in for their executive MBA because they realized, “What is holding me back? What is holding me back? I always wanted to do this.”

So, it can lead to you saying, “Man, I want a promotion. I want a new job. I’m going to tell my boss specifically how I feel and how I need to be spoken to so I could be more effective working with her.” It can lead to a whole different level of cascading effects in your life, but it’s highly personal. Highly personal. So, the way you get the information that ultimately you need, you desire, that will improve you, that will make you awesome is to simply start with the question mark, “What more can I do?” And then to pivot forward with the answer.

The hardest part, Pete, actually, part of it is answering is just simply taking the time to answer. It’s going to take a long time. It’ll probably take you 30 seconds each day, so that’s how long it takes. Then the real hardest part, the following day. Will you do it? Will you email your boss and say, “You know, we need to have a conversation”? Will you reach out to the local community college or the local university, and say, “You know what, I think not having this education is holding me back from being who I know I can be”? So, taking the action is the trickiest piece, and yet in doing so, it will set you apart. It will put you in a new direction in life.

Pete Mockaitis
All right. Thank you. Now, can you share with us a favorite quote, something you find inspiring?

John O’Leary
So, one of my favorite quotes is from Viktor Frankl, and it’s been attributed to Nietzsche as well, it’s, “When you know your why, you can endure any ‘how.’” And, for me, whatever your job might be, if we don’t have laser focus and, ultimately, why we choose to do that job at a high level in the first place, I think we’ll fail in time in whatever that task is.

It’s a compelling statement in my life that guides me through difficult days physically, because I struggle physically many days, but also professionally with my job and other facets.

Pete Mockaitis
Thank you. And could you also share a favorite study, or experiment, or bit of research?

John O’Leary
Man, so my dad has Parkinson’s disease, he’s had it for, gosh, 29 years, and that’s a long time to be alive, let along have Parkinson’s disease. So, he’s struggling mightily, he’s lost his job, he’s also the most grateful guy I’ve ever met. He’s just happy everywhere he goes. The word you and I were using earlier – joy.

Years ago, I asked him how could he be so grateful when he’s got so little seemingly. And he said, “How can I not when I’ve got the world. I’ve got everything.” So, I had him share, “Dad, what are you grateful for because of Parkinson’s disease?” And he went through this list, and I said, “Dad, could you give me three things, just three things?” And he said the very first thing is, “I’m grateful it wasn’t a more serious disease,” and then he said, “I’m grateful I used to be so busy, now I have nothing but time to reflect on who really matters and what really matters in my life. I’m grateful for this time. And then, thirdly, I’m grateful for your mom.” He says, “Everyone else is pushing me farther away but your mother, my wife, keeps stepping closer and closer, and I’m incredibly profoundly grateful.”

And then I’m ready to give him a hug, Pete, and then he says, “Sit down. I’m not done. I’m not done.” And he went on and on and on. And, by the end of this conversation, he had 17 things that he was grateful for as a result, specifically, to Parkinson’s disease. So, I shared that as the backstory because I’ve done a lot of research on gratitude. And one of my favorite studies on gratitude is called the nun study. You can Google this later on. I think it was done from the University of Minnesota on a group of nuns from the Notre Dame province, I believe.

They collected all the journals from these ladies, and they said, “Did it matter how these women viewed their days?” Could you think of a better controlled group to study? “Did it matter how they viewed their days?” They wore the same clothes. They have the same faith. They eat the same food. They teach in the same schools. Did it really matter how they viewed their days? And the way they tracked it was by how optimistic or how negative they were about the day they had. They all kept journals, so they kept all the journals.

And then the remarkable aspect of that research is it said that those who are most negative about their days were alive at age 85, I believe, the number is 31% of the time, and those who were most optimistic and positive about the day they just experienced, the same day that those others experienced, but they saw it through a different lens, they were grateful for the lens they had, were alive 87% of the time. It’s almost a three-fold increase in longevity.

I challenge your listeners to research gratitude, and everywhere you turn, you’re going to find more remarkable things that gratitude will lead to in your vibrancy, in your longevity, in your health, in your life, and in your effectiveness at work. So, it’s one of my favorite studies.

Pete Mockaitis
All right. Thank you. And how about a favorite book?

John O’Leary
A favorite book. Man, so one of my favorite go-to is called The Return of the Prodigal Son. And it’s written by a guy born in northern Europe, he taught in Canada for a while, his name was Henri Nouwen.

Pete Mockaitis
Right on. Thank you. And, tell me, if folks want to learn more or get in touch, where would you point them?

John O’Leary
If you go to ReadInAwe.com, on that website, we have a link to all of our social media links, we have a link to our Live Inspired podcast, we’ve got a link to our books, so all that stuff is there for you. You can learn about John O’Leary speaking and his story leading up to this.

There’s a 21-day challenge free that people can go through, and recognize why they ought to be optimistic that their best days remain in front of them. With so much negativity, I want to give some practical optimism and hope for today that tomorrow is going to be even better.

Pete Mockaitis
All right. And do you have a final challenge or call to action for folks looking to be awesome at their jobs?

John O’Leary
Wake up early tomorrow. Don’t let the day tackle you. You tackle it. Get up about an hour early. I know that’s a lot. I know you love your beauty sleep but it’s where you’re going to get your best work done. Begin that day in silence, reflect, fully in gratitude, maybe with a journal in hand, asking the question “Why me?” What are you grateful for? Take inventory. Start there.

Then, “Who cares?” That’s your mission statement. And if you can design your mission statement, we called it an ignition statement.

Why do you choose to thrive? Why do you choose to be awesome at your job? And then, thirdly, and finally, we spent quite a bit of time on this one so I hope it was heard loud and clear. Tonight, not tomorrow night, tonight, ask the question before you go to bed, “What more can I do?” And then answer it.

If you’re looking for one specific takeaway, ask the question tonight, “What more can I do?” Grab your compound interest and take action.

Pete Mockaitis
All right. John, thank you. This has been a treat. I wish lots of luck and many more moments of awe.

John O’Leary
I’m living it, Pete. Thank you for letting me join you on your show. And thank you for the great work that you do.

Pete Mockaitis
Karl, thanks for joining us here on the How to be Awesome at Your Job podcast.

Karl Staib
Thank you. Thank you for having me.

Pete Mockaitis
Well, I’m excited to hear your take on gratitude. Maybe we can start off by hearing what are you most grateful for?

Karl Staib
Oh, that’s a great question. I’ve got so much. I wrote in my journal this morning and I’m grateful for my dog, I’ve got two wonderful boys, a really caring wife, and my brain. I think it’s important that I’ve been having a better relationship with my brain and the thoughts that go on behind the scenes as I get older.

Pete Mockaitis
That’s cool. That’s cool. Well, so maybe let’s start by hearing when it comes to gratitude, if we can contextualize this a little bit, I mean, it’s a great thing to have, sure. But, specifically, how does that help us become more awesome at our jobs?

Karl Staib
Okay. So, it’s a really good question because I think just the act of being more grateful helps rewire how our brain thinks. And so, there’s numerous studies, but Edward Deci did a study and it basically talks about the positive interactions that we have either help us become more productive or reduce our productivity.

So, if we have six positive interactions, the one negative, we’re 31% more productive. If it’s three to one, we flatline. If it’s less than that, we decrease in productivity. So, right there it just shows the willingness to tackle things and stay on top of things.

And so, another study by David DeSteno talks about what happens when you are giving reinforcement, encouragement throughout the day or on a project. You’re 30% more likely to stick with it. And so those little things, when you fall down, when you make a mistake, you’re more likely to get back up and try again and keep at it and then you can thrive at work versus like kind of packing it in and not trying your best.

Pete Mockaitis
Well, so that’s intriguing. Let’s talk about that first study. So, six to one positive interactions, did you say? And how are you defining the interaction?

Karl Staib
So, I take a little creative license. So, it’s interactions with other people. So, if you’re grateful for people at work and you show them that, it boosts. So, there’s another study that basically talks about if we work together and I stop by your desk, and I say, “Hey, Pete, this was amazing. Like, you put this extra slide in here, this bar graph showed exactly what we’re trying to illustrate. Thank you so much. This is fantastic.” And then you walk away like, “Damn, I’m hot stuff.” That is equivalent to getting paid more money. That’s how our brains work. We think, “Oh, wow! I just did something well for somebody that I really wanted to help.”

And so, if you think, as a boss, or even a coworker, if you can give people compliments, I mean, honest, genuine compliments, you’re going to have them feel better, work harder, and want to be around you.

Pete Mockaitis
That’s great stuff. Well, I’m wondering, we have sort of a limited amount of control over whether or not we’re going to get some of these positive encouraging interactions from others. How do you recommend we, I don’t know, get more and do it yourself to the extent that’s possible?

Karl Staib
Oh, yeah, yeah. So, it’s important we don’t rely on these external validations completely. It is a good scorecard, right? So, if you go on to work and you don’t care and you basically hide in the corner, and you’re not very helpful, you know you’re not going a good job, you know that you’re not worthy of gratitude so even if somebody came up to you and gave you some appreciation, you probably wouldn’t believe them because you’re just like, “Ah, I’m just going to hide in the corner. I’m going to try to avoid work.” But the thing is it’s about the mindset. 

So, one of the biggest issues that I have is meetings at work. I despised them. It was a waste of time. I would tell all these stories inside my head as I was walking into the meeting and I was setting myself up for failure. And I remember when I started on this gratitude practice journey, my father was passing and it’s kind of what’s spurred me to start up my gratitude journal again. And when I did, I realized kind of a little bit of a switch going off inside me.

I remember a conversation with my dad before he was in the hospital and before he passed. We talked about it’s what you make of it, right? That’s one of the pieces of advice that he always emphasized to me. And I was taking it to heart. And because I was so tuned into, “Okay, I need to work on my mindset.”

My dad was one of my best friends, one of my confidantes, and so I knew that I wasn’t going to have this anymore and I didn’t want to go into depression. I had issues with depression in my past, especially in my 20s and early 30s. So, when I did some research, I knew gratitude helps in so many ways.

And so, as I started kind of diving back in and writing these bits of gratitude, I realized I was not grateful for going into these meetings. And those meetings are always opportunities, those are some of the best opportunities just to connect with other people, to go in and learn different things, and it doesn’t have to be about the project. It could be, “You know what, today I’m going to just practice being calm and focusing on my breath in this meeting.” And maybe that’s a meeting you’re not as involved in, right? You’re maybe on the outskirts.

And then there’s others that you say, “I’m going in. I’m going to ask one really poignant question. One question that I think could help maybe create a small little moment of, ‘Oh, I never thought of it that way before.’” So, when we start planting in those seeds and start being grateful for the moment before us, it makes it so much likely that we’re excited and that we try our best in that meeting, and then we make sure that whatever comes out of it we’re getting something and we’re appreciating whatever it is that we get out of it.

Pete Mockaitis
That’s interesting. So, in practice, what you’re doing inside your brain, at first, you might feel, “Oh, these meetings are stupid. They’re a waste of time. They drain my energy. They’re not any good.” And then you find a way to give meaning to them, like, “In this meeting, I’m going to do this, or I’m going to appreciate that, or I’m going to focus on my breathing or whatnots.” So, are there any kind of key questions you’re asking yourself? Because I imagine, when you’re in a bit of that funk, it’s kind of hard to just flip the switch. Is there any kind of transition questions you ask internally or things you do to make the jump?

Karl Staib
Oh, yeah. It’s a good way of framing. It is about questions, right? So, if I go in thinking, “Oh, how much is this meeting going to suck?” versus I go in thinking, “What can I learn from this meeting?” It’s very much like that fork in the road. You can go left, down that dark, scary, ghost-ridden pathway, or we can go to the right where the butterflies are flying around. But both ways are a path that we can take and this is where awareness comes in and you can say, “Wait a second. I notice myself asking, ‘How much is this going to suck?’ What if I ask myself a different question? What if I set myself up to see this in a different way?”

And you say, “What is one thing I can learn from this meeting? And after one hour, I’m going to write this down. I’m going to take a note and say, ‘I learned…’ whatever it is. I learned how to ask a better question. I learned how to pay attention to how somebody else talks and speaks.” And I’ve noticed like work is a lot more enjoyable when I’m engaged, when I’m creating that mindset that allows me to feel engaged.’”

Pete Mockaitis
And that’s interesting because you can say, if you’re watching closely to see what you can learn about how a person is presenting, you can learn things to do, like, “Ooh, that worked very well. I should do that.” And things not to do, like, “Oh, man, everyone was bored and paying no attention at this point. Note to self: Provide a slide headline that clearly articulates what is on that chart or something, for example.”

Karl Staib
Yes. Yes, exactly.

Pete Mockaitis
So, that’s handy. good or bad, you can turn that into learning and that’s a great question, “What’s one thing I can learn?” What are some other key questions that help point your focus in helpful ways?

Karl Staib
One of the most important things that I like to do is, you know, I suffer from anxiety. My palms sweat, I get choked up if a bunch of people are looking at me, so what I do is I say, “How can I focus on my breath and relax through this whole meeting?” And just planting that seed, and then what happens is subconsciously your brain starts to notice, like, “Are you getting a little tense?”

And it’s always going to happen. I’m never going to get rid of my anxiety but I can notice it, appreciate it, and then work with it, and it becomes a friend that having this dance with during this meeting instead of, “Oh, my God. I’m anxious. I don’t know what to do. Like, I’m freaking out.” And, all of a sudden, somebody calls on me and I’m so stuck in my head I don’t know what to say, I don’t know what to do.

And by saying, “Okay, how can I relax throughout this meeting? And how can I notice when I get tense?” And, all of a sudden, you start to be more aware, and you can say, “Oh, take one deep breath right now.” And it’s done wonders for me. It’s really helped me with my anxiety in meetings.

Pete Mockaitis
All right. So, there’s a bit of a problem-solving focus there, so, “How can I notice? How can I relax?” And then you’re getting a chance to experiment and get better at something. That’s cool. Any other great questions?

Karl Staib
Oh, man. I think one of the most important things is how do you like to stay engaged. You might say, “Well, what’s the best way for me to take notes?” That simple phrase, right? Like, “What’s the best way for me to take notes?” will allow you to think, “Well, maybe I’ll try doing visual notes this time.”

Whatever it is, now you’re retaining more of that meeting and you’re more engaged as well. So, when you do need to ask the question, it’s easy to recall if someone does ask you a question, you’re on it because you’ve been in that mode of, “I know what’s going on. I know what the context is and I can really shine in this moment.”

Pete Mockaitis
And so, when it comes to gratitude, you define three different levels. Can you unpack this for us?

Karl Staib
Yeah. So, as I’ve been digging into gratitude and really understanding the research behind it, I realized most people just think of gratitude as an external thing. And so, I started unpacking it and I realized a lot of my studies through Buddhism, through Zen, Christianity, I realized it goes much deeper than that and it starts with surrounding gratitude.

Surrounding gratitude is the things around you: your computer, the glass of water, your cup of coffee. It’s very easy to say, “Oh, yeah, this is delicious cup of coffee and it helps boost my energy.” Now that is a very straightforward thing that most of us do kind of automatically and very subconsciously but it gets a little harder with the next one, and it’s sharing gratitude.

And sharing gratitude can create a bit of awkwardness inside a conversation with somebody else at work. If you walk up to them and tell them how good they are, they could feel embarrassed by that, they might not have the reaction that you planned that they did, and so it gets a little hairier and so we don’t do it as often as we should. We’re a little afraid to compliment somebody. Most of us are very bad at receiving compliments.

We struggle with celebration when it doesn’t fit into the norms of our culture, the small bits of celebration that we should be doing. I don’t know about you, but if I write a great email, sometimes they take a while, maybe an hour, hour and a half, like I do a little dance after that. And I’ve built that into my day to help me feel grateful for that moment, for that time that I spent to really make sure that message was conveyed that I hope it would.

And so, that is where it starts to get a little bit trickier because that’s where self-gratitude comes in, and that’s that third component. And we don’t treat ourselves usually very nice. I like to call it the inner bully. We beat ourselves up. We call ourselves names. We don’t think about all the hard work. I mean, let me ask you, Pete, just a year, two years ago, how far have you come since then?

Pete Mockaitis
Oh, boy. Oh, it’s been a crazy two years. Two kids, home purchase and maintenance, podcast growth. Real far. It’s kind of exhausting.

Karl Staib
Yeah. And it’s hard, right? Like, I can feel your reluctance coming through. You’re just like, “I almost even don’t want to go there, right?”

Pete Mockaitis
Well, I mean, there’s been a lot of improvement and growth and some cool ways and not as much sleep but I guess that’s what happens with kids in due time. My wife is a saint. She’s been doing less sleeping than I have. But, yeah, lots of improvement and I’m glad for it. I’m sure glad that we got those kids and podcast listeners and all the other blessings.

Karl Staib
And do you celebrate that? Do you celebrate yourself as a father, as a husband? Do you have any cadence around that?

Pete Mockaitis
Well, kind of. I think that I had a great podcast conversation with BJ Fogg talking about forming great habits. And he talked about celebration is really important to building those habits, and it could be as simple as saying, “I’m awesome.” And one of mine comes from Mortal Kombat II when you defeat your opponent while taking zero damage, it says, “Flawless victory.” So, that was a little affirmation celebration I got when I beat my brother in a video game as a youngster.

And so sometimes I will trot that out and occasionally I’ll just take the time to play some celebration music, like if we got a sale, like I might go play the song, “Whoomp There It Is.” This is like, “I’ve been waiting for that email. And there it is.” So, yeah, BJ said I was a natural celebrator. But not every day am I natural celebrator. It comes and goes.

Karl Staib
Yeah. And so, it’s one of those things, right? When you look at your life and you look at how far you’ve come, this is important. Hopefully, people who are listening right now really understand it’s great. Let’s say you’re at work, and you have to think about how we talk to ourselves internally. But let’s say, for example, you go up to somebody at work, and you say, “Man, you’re awesome.” Now, I kind of call that a level one gratitude, right? Like, it’s nice, it’s good to hear, but if it’s not specific, a lot of times you’d easily forget it. And this is what’s really important about gratitude and really help to rewire those neurons is to go a little bit deeper if possible when you have the time. And it’s why I suggest people keep a gratitude journal at the end of the day. So, usually what we remember is the most impactful part of our day and the things at the end of the day.

So, if you take some time and write three things you’re grateful for at the end of the day, you can do this at the end of the work day, this helps too because if you get into that routine. But the closer you can do it to bedtime the better because what happens is that’s the stuff that will solidify in your brain as you sleep. So, you’re tightening these neurons and making it easier to access the next day and the next day after that, which is really important because if you can be grateful before bed, you’re going to be more grateful throughout the day.

And so, as you’re more grateful throughout the day, it makes life more enjoyable and it helps lower your stress so you’re going to be healthier because of it. But what’s really important is your what and your why. What are you grateful for? And why? And so, this is where I think a lot of people get tripped up on their gratitude journal because they’re like, “What? Oh, I’m grateful for my cup of coffee. I’m grateful for my wife.” And it gets just to the surface. But, why? Why are you grateful for your wife? Can you give me, why are you grateful for your wife?

Pete Mockaitis
Oh, she’s just so, so there’s so many things. I’d say, well, hey, we just talked about sleep. I’m grateful that she frequently sacrifices sleep in order to take care of nighttime wakeups from the kiddos, and it keeps me from feeling like a miserable zombie the following day because she’s handling that important responsibility. So, I guess that’d be one specific why.

Karl Staib
Yeah, so that specific why help deepen that experience for yourself. It helped put that into your subconscious a little bit deeper than, “I’m grateful for my wife,” or, “Hey, she’s awesome.” And that’s the stuff that’s then easier to recall. So, one of the best ways to get ahead at work, and this is a little hack, is being grateful for other people.

And so, try not to focus on yourself. The idea is just focus on other people and why you’re grateful for them, and try to express this gratitude in front of other people. And when you do this, remember it’s important to be genuine here because people can tell when you’re not. But if I work with you, Pete, and I say in a meeting with my boss or our boss, maybe you’re not there, but I say, “Man, Pete’s been awesome. Like, as soon as I ask for help, he turned around this email, or this design, or whatever it is, in just a few hours, and it was so good.”

Now, what the boss will remember is you complimenting that person, but they’ll also equate you with that compliment. And so, you’re sticking in their brain double because you’re giving somebody else a compliment and they’re equating you with that compliment. So, you’re creating win-win on both sides, which is one of the best things you can do in your career.

Pete Mockaitis
Now, I guess I’m surprised to learn that they’re equating me with that compliment. Is there some research behind this? Or what’s the story?

Karl Staib
Yeah. So, what happens in the brain is as that person hears that compliment, they’re hearing it from you. Now, it’s basically kind of the mirror neurons that are going on, right? Like, if we see somebody else behaving nicely, opening a door for somebody. We’ve all seen those commercials where you’re nice to somebody and then they pass it on, and they hold the door for somebody, and then somebody else picks up the tab at a Starbucks for the person behind them. It’s very similar to that. It’s seeing, like, you are being grateful for somebody else, and that person sees that, and says, “Wow, they must also live that way too, or be that way too.” And that’s why it works so well.

And it’s true though. Like, if you notice, and this is a positivity thing, but you wake up, you’re in a good mood, you just got a pep in your step, and you go through the day, and you’re just like, “Man, life is good.” You hit some traffic but it’s okay. You just got a good groove going on today versus the day where you got up on the wrong side of bed. You hit that same traffic and then you end up getting angry and mad and everything is wrong, and you go on to work, and everything just goes to hell. It’s the same traffic. Everything. But it’s your mindset going into it that was different.

And so, that’s why it’s so important to work on those things. And that’s what happens when you take that time to be grateful, you become more patient, you relax a little bit, you don’t try to force things as much because what ends up happening is you’re pausing to slow down the moment. If I have to think of something I’m grateful for, I can’t worry about anything else, I can’t do anything else, I can’t think another thought. Once a thought is in there, that’s that thought, right? There’s no double-thinking thoughts at the same time. You can’t think negative and positive.

And so what ends up happening is you are setting yourself up to create a more positive mindset and to be more resilient. And that’s the stuff when you get knocked down at work and somebody says something mean to you, or somebody talks behind your back, you can allow it to wreck your day or you can say, “You know what,” and I know, Pete, this is hard, but being grateful for that person. Being grateful for the opportunity to be just a little bit more empathetic towards that person.

I always give the traffic example because I struggle whenever I hit traffic, my blood boils but I’m working on not allowing it to do that to me. You’re in traffic. And you can choose, like, “Okay, I’m going to stay mad and I’m going to be pissed off, and I’m going to yell at everybody.” Or, I can say, “I’m grateful for this moment because I can look out my window and see the trees. I’m grateful for this moment because I can turn on my favorite song.” And that pause allows you then to stop and not be so reactionary.

Pete Mockaitis
All right. I dig that, that pause and the why piece because I kind of wanted to get some more details associated with if you identify, “Hey, I’m grateful for this,” you write it down. It seems like sometimes you really feel it, and sometimes you don’t. And Hal Elrod discussed this when we were chatting in our interview that sometimes the gratitude is just sort of an intellectual thing, “It is good that I am in a car and it has proper climate controls.” You know, like, “That is a fact,” as opposed to, “Wow, this is just so warm and cozy and perfect.” I don’t know.

You talked about the why and as opposed just the what. Do you have any other pro tips on how we can really get there so that we are feeling the gratitude as opposed to just simply identifying, “Yes, this is something worthy of gratitude”?

Karl Staib
Yeah, that’s a great point, right? Because if we force it, it doesn’t have the impact that it could, right? Like, we can’t force love. You can’t make yourself be happy. But it’s not about, in this case, being specifically happy about the traffic and that you can’t get to where you want to go. It’s about being grateful for what you can be grateful for.

So, what’s important is to put everything into perspective, right?

We have to look at things and we’ve got to say, “Okay, is this really that bad? Like, I’m stuck in traffic. Maybe I’m late getting home to my family.” But if you’re saying, “This is miserable. I’m never doing this again. I’m not going to do this driving anymore,” that’s not a bad thing. Anger is not bad. We should feel angry. We should feel all our feelings. And maybe that spurs us to make a change in our lives. Like, that’s something to be grateful for, and that’s kind of the point of this, is it’s not about being happy. It’s about working on your mindset because there’s always a way to find some small thing you’re grateful for.

You just got to slow down a little bit and allow yourself to focus on the super small things that you can control and you can enjoy, and that’s the stuff that’s going to really help you focus your mindset in the direction.

Pete Mockaitis
And you also have a term called way power. What is that and how do we use it?

Karl Staib
Okay. So, you’ve probably heard of the study where you go through the grocery store and you have to deal with picking out, “Which bread do I want? What type of strawberries do I want?” And the more you make these decisions the more your willpower depletes. When your willpower depletes, you go to the checkout lane, you see the Snickers, you pick up the Snickers because you’re exhausted, you’ve made all of these decisions throughout the day, and you put that Snickers down on the conveyor belt, and you walk out with your Snickers bar, and you start eating it even before you get into the car, right, because you’ve had enough. Your brain can’t take anymore decisions.

Now that is how a lot of us do any type of good habit-building. We say, “I’m going to work out today. This is the day that I’ll wake up early.” And then the alarm goes off, and you don’t wake up early, and you hit the snooze alarm, and then you push off working out to the next day. Now way power is really important because it’s the wind behind your sails. It’s not, “Oh, I’m doing this and I have to do this.” It’s, “I want to do this.” It’s the why behind it.

You have kids, you’ve got young kids, and your wife is waking up early, and I’m guessing she’s looking at this as an opportunity to bond with her kids. I don’t know your wife. I don’t know you when you wake up at 4:00 a.m. or whatever it is to feed the kids. But if you can say, “You know, I’m going to use this as an opportunity to bond with my kid.” That right there is setting yourself up to have a better experience than, “Argh, man, it’s 4:00 a.m. I’m too tired for this.”

Those thoughts are going to deplete you, and then you’re like, “No, I got to just get up and do it. Pete, get up. Do it.” But if you say, “Okay, what are my options? Stay here, let the baby cry, or stay here and let my wife do it? You know what, I’m going to take this as an opportunity to bond with my kid.” And that is way power. That’s you finding that small bit of appreciation, of gratitude towards doing that thing and allowing that to guide you versus you forcing yourself to do it.

Pete Mockaitis
All right. Thank you. Well, Karl, tell me, anything else you want to mention before we shift gears and hear about some of your favorite things?

Karl Staib
I think it’s really important when people focus on working on their mindset, is to bring some awareness and watching those thoughts. And you don’t have to meditate. But the idea is you have to notice these things that are happening, right? If you’re stuck in traffic and you feel the anger coming on, you can ride that wave and just let it go, or you can pause and you can slow down and allow yourself to take a moment and relax and not let that anger overwhelm you.

Pete Mockaitis
All right. Thank you. Now can you share a favorite quote, something you find inspiring?

Karl Staib
So, I’m a big fan of the show so I have two, “Gratitude is the healthiest of all human emotions. The more you express gratitude for what you have, the more likely you will have even more to express gratitude for.” And that’s Zig Ziglar. That’s a great quote.

Okay, number two. “My dad encouraged us to fail. Growing up he would ask us what we failed at this week. If we didn’t have something, he would be disappointed. It changed my mindset at an early age that failure is not the outcome. Failure is not trying. Don’t be afraid to fail.” And I think that’s so important. Failure is not who we are. It’s not defining us. What defines is what happens after.

Pete Mockaitis
And how about a favorite study?

Karl Staib
There’s a study where optimistic salespeople outsell their pessimistic counterparts by 56%. And this comes through their ability to bounce back. And so, that’s what I want people to try to practice.

Pete Mockaitis
And a favorite book?

Karl Staib
Can I give two?

Pete Mockaitis
Oh, sure.

Karl Staib
Emotional Success by David DeSteno. There’s a ton of research in gratitude in there. And then Siddhartha by Herman Hess because he was very influential of me, really digging into my mindset.

Pete Mockaitis
And a favorite tool, something you use to be awesome at your job?

Karl Staib
My gratitude journal, I keep it on my phone so I have it always on me. And it sounds silly but whenever I have a tough meeting or whatever, I just pull up my phone and I write one thing I’m grateful for, and it usually kind of shifts my focus. Man, it’s helped me so much.

Pete Mockaitis
And a favorite habit?

Karl Staib
Walking. I love walking. It’s usually when I come up with a lot of my ideas. Helps me process. We are meant to move as a species, all animals are. And if we sit or lay down too long, our anxiety takes over. So, it helps me keep my anxiety at bay too.

Pete Mockaitis
Is there a key thing that you share that seems to connect with folks such that they quote it back to you?

Karl Staib
Hmm, yeah, the three levels of gratitude. A lot of people say, “Yeah, I know gratitude is important. I know I should be thinking about it more, being more appreciative of my life, but I never heard it in that way.”

Pete Mockaitis
And do you have a final challenge or call to action for folks looking to be awesome at their jobs?

Karl Staib
Yeah, I challenge them to keep a gratitude journal for 30 days. I do gratitude challenges. It’s how most people have found me. November, January, March, May and September, September just wrapped up. November, the next one starts. And so, I suggest, if they want, they can go to BringGratitude.com/thanks, like thanks for listening, and they can get some freebies, the five tools to be 31% more productive, they get information on how to join the challenge.

Pete Mockaitis
Well, Karl, thanks so much. I’m grateful for you and wish you all the best as you keep on going here.

Karl Staib
Thank you so much. This is great. And I love the questions and how you dug in and you really forced me to do deeper than I was anticipating in going.