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994: How to Embrace Uncertainty, Discover Opportunity, and Shape the Future with Frederik Pferdt

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Google Innovation Lab founder Frederik Pferdt discusses how to nurture the qualities that make you future ready.

You’ll Learn

  1. What matters more for your future than tech 
  2. Why to say “Fantastic!” when things don’t work out 
  3. A handy trick to inspire better followthrough 

About Frederik

As Google’s first Chief Innovation Evangelist, Dr. Frederik G. Pferdt helped shape one of the most fabled creative cultures in the world. He founded Google’s Innovation Lab, where he trained tens of thousands of Googlers to develop and experiment with cutting-edge ideas and taught ground-breaking classes on innovation and creativity at Stanford University for more than a decade.

He has also worked with dozens of international government agencies, organizations, and businesses ranging from the United Nations to NASA to the NBA. His work has been highlighted in Fast Company, Harvard Business Manager, Der Spiegel, and BBC news, among many other media outlets. Born in Germany, he lives with his family in Santa Cruz, California.

Resources Mentioned

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Frederik Pferdt Interview Transcript

Pete Mockaitis
Frederik, welcome!

Frederik Pferdt
Thank you so much for having me, Pete.

Pete Mockaitis
I’m excited to have you. I could tell that you are a big thinker, and you think about things a little bit differently, so no pressure, but I have a feeling we’re going to get into lots of fun, fresh perspectives from you.

Frederik Pferdt
Wonderful, yeah. But, you’re right, I hope to think differently about many things, and that gives many people, hopefully, a different perspective.

Pete Mockaitis
All right. Well, could you kick us off with maybe an extra fascinating and surprising discovery you’ve made as you were researching and putting together your book, What’s Next is Now?

Frederik Pferdt
The one thing that I really took away is that the future is not something that happens to us, but the future is something that we create. And so, actually, the starting point of my book was that I left probably one of the best jobs that you can have in a very fascinating company and organization, to really dive into the unexpected and to the unknown.

And so, I wanted to actually practice myself, really, how to live future-ready and that whatever comes next is actually mostly in your control, and that you can choose what you’re going to engage in moving forward. And so, that was, for me, something I really try to focus on and that led me to some interesting discoveries.

Pete Mockaitis
Well, that’s very intriguing. Let’s dig in. That’s kind of a provocative assertion there in terms of we have much control over what our future is. And so, some might say, “Well, hey, Frederick, I have no control over whether AI, robots, go and are marching in the streets and doing all kinds of activities, or whether we interact with 3D hologram future things instead of a platform like a Zoom or whatever right now.” So, what do you mean exactly in terms of we shape the future?

Frederik Pferdt
So, you’re absolutely right. All the things you just mentioned might happen or might not happen, but that’s a future that you just imagined. That has a lot to do with robots and AI and technology, and probably most of these things being out of your control. But what’s in your control is how you are going to be in that future. Are you going to be a Pete that is more curious, more kind, more open, more empathetic, more loving?

And we can go on using specific qualities that you probably want to see happening in your future, and that’s totally in your control. I can show up tomorrow, in my future, being more kind. I can show up the next year with my partner, my family, my community, my colleagues, whatever it is, be more open, more curious. And I think that’s what I feel is also the future, and it’s mostly your future. So, again, what I want to do is help people to move away from these descriptions of the future which is mostly the outside world.

That is trends or it’s events or it’s technologies, whatever that is, and moving towards the future that is inside us, which is the qualities that we actually want to see happening in our lives. Because there’s also one interesting thing is that, whenever our life will end, what will others remember about you, about the Pete they got to know? And it’s mostly probably these qualities that you’ve built over the years, over your life, and how you showed up every time with other people. So that’s the future I want to talk about.

Pete Mockaitis
And is it fair to say, with regard to these interior qualities and experiences, that in some ways, we will have and experience those things regardless of what technologies do or don’t proliferate in our midst?

Frederik Pferdt
Absolutely. So, if you show up more open and more curious and like to experiment tomorrow in regards to, let’s say, AI or a technology, then what I can guarantee is that you’re going to see more opportunities. You’re going to see an opportunity to find something out, to learn something, to grow in some form or some way. So that’s what I think is in your control. You’re not controlling the AI or the technology, right, that is built by a company or by a team of people or by someone else. That technology is, again, what I consider the outer world, and that is something you can respond to.

But you can respond in a way to these, let’s say, technologies, where you show up being curious, ask questions about it. You can show up and experiment with it, give it a try and see what you can learn from it, and that’s totally in your control. And I think that’s something where I want to help people to shift their focus on and think maybe differently about.

Pete Mockaitis
That sounds lovely. Well, tell us, is that how you would articulate the main idea or core thesis of your book What’s Next Is Now or is that but one facet of it?

Frederik Pferdt
It’s one facet of it, yes. And the general idea about What’s Next Is Now is that the future is not something that happens to us, it’s something we make happen. Where I want to argue that when we embrace qualities like optimism, openness, curiosity, experimentation, empathy, which are, for me, dimensions of a what I call a future-ready mind state, when we embrace these qualities, we can navigate uncertainty and turn it into an opportunity.

What it means that when we try to really approach the future in a way that we don’t ask “What will the future bring?” and have a passive stance, but have a more active stance and say, like, “What is the future that I want to create?” we can embrace those deeply human qualities, show up more optimistic, more open, more curious, and so forth, to really see more opportunities in the future as well. And what it does is it gives you more opportunities. And who doesn’t like more opportunities? And the second thing, what it gives you, a little bit more control over your future.

Pete Mockaitis
Okay. So, let’s run through this lineup here, this mindset – optimistic, open, curious. What else composes this future-ready mindset?

Frederik Pferdt
The first thing is that it’s not a mindset, it’s a mind state, which is maybe for some, small, but for me it’s a big distinction. I love the work that has been done around mindsets. I think it’s a very important message that Carol Dweck and her team put out into the world around a fixed mindset and a growth mindset. I think we are mostly familiar with that. 

What’s interesting is that people refer to a mindset as something that is based on their belief system, on their values, on their past experiences, and it’s something deeply ingrained in us. But how often, to be honest, Pete, if I would ask you, “Hey, change your mindset to an entrepreneurial mindset, a success mindset, a future mindset,” whatever it is, how often could you actually change that mindset? It’s probably not that often because it’s really hard to change.

And so, I wanted to help people to have access to something that is more short-term, that is actually something they have control over, and that is more dynamic. That’s a mind state for me. So, it’s the moment-to-moment perception that you have around how you experience the present. And that is something that you totally can control and change and shift from time to time.

Pete Mockaitis
Okay. Understood. So, a mind state is maybe more analogous to a mood or groove or headspace zone that you’re in in a given moment.

Frederik Pferdt
I like the words that you’re using to describe that, yes.

Pete Mockaitis
Okay. So, within the mind state, what were those ingredients that you suggest are future-ready?

Frederik Pferdt
So, the dimensions that help you to see more opportunities in your future are optimism, openness, curiosity, experimentation, and empathy, and there’s a sixth dimension which is called dimension X. So, it’s not a framework and it’s not like a theory where you have to either apply those to your life one by one throughout the day. It’s more, like, what I want to help people to realize is that the good news is that we all have these deeply human qualities.

We are sometimes open, we are sometimes curious and ask questions, and, yeah, sometimes even we like to experiment with something new. What I want to help people to understand is, like, as soon as we dial those up, that we are radically optimistic, unreserved open, compulsive curious, that means that we actually see more opportunities, and we are able to, again, control that. We can train our minds to do those things more often, and that is something very powerful that really leads to what I would consider a better future for you.

Pete Mockaitis
Yeah, and that adds up and it really feels so right in terms of my own experience. Like, there are times and days and moments where I am all of those things. And there are times when I’m the opposite, and it’s like, “It’s all bull crap!” And it’s like, “What’s the use?” is just kind of the opposite of that mind state. And, sure enough, being in the former state is more conducive to identifying opportunities than being in the latter state.

So, tell us then, if that sounds nice, we would like to have more of these things. I mean, they just feel better anyway, it’s just a more enjoyable place to be, to have these things going on internally, how might we do a shift if we’re having one of those days where we’re not too curious, and we’re not too empathetic, we’re not too optimistic? How do we conjure or drum that up or get to that spot?

Frederik Pferdt
First of all, I like that you label them as being nice. It’s a nice to have.

Pete Mockaitis
It feels great, yeah.

Frederik Pferdt
And that they feel great. I think it’s more than that. It’s essential. It’s something that, really, when you are in that state and saying, like, you wake up and you feel like the future is out of your control, and you feel negative, and you even have fear or anxiety that sometimes show up because, again, our minds tend to dislike uncertainty, and the future by definition is uncertain.

So, our minds try to protect us and go towards finding all the reasons why you should not get out of bed in the first place, why you probably should make a plan, or be negative about something, or not pursue an opportunity or open a door to something new that you haven’t explored, or ask a question. All of those things are usually not what your mind recommends you.

But I think we can overcome that, and we can trick our mind to say, “Hey, what about if I’m now curious and just ask a question to my co-worker, my colleague, my CEO, whoever that might be, or even my partner or my children? And I follow that curiosity maybe with a practice around asking five whys to go to the root cause of something that I want to find out.” That also immediately opens up opportunities for you.

And there’s many more practices that we can do that really helps you to overcome this first initial reaction that we usually have to new situations or towards the future, which is being a little bit more negative, being a little bit more closed, not being curious, and definitely not experimenting with anything new. And then empathy, we’re just going to throw out of the window because we want to focus on ourselves first.

So, what I want to help people to do is overcome these to really, as you said, see more opportunities. And who doesn’t like to see more opportunities in their future so that we move away from this relationship that most people have now with a future that is, or it’s going to be decided by someone else, it’s not going to be great, and “I don’t have any control over it and I have fear or anxiety about the future”?

Which is, when you ask most people why they actually want to stay with the status quo or even bring the past back, and that is something fascinating that I had in so many conversations where people said like, “Yeah, Frederik, you’re talking just about the future, never about the past.” And I said, “Yeah, because the past is something you can’t change, it already happened. And I think, and I have a deep belief that the future is going to be better. And why not then focus purely on the future and trying to discover what you can actually control about it?”

Pete Mockaitis
Well, I’d love to dig into some of the particulars of these practices, like the five whys. But maybe, first, could you share with us a story of someone who was able to make some of these shifts, they were feeling not so optimistic, open, curious, experiment-y, empathetic, and then they took some actions and saw something of a transformation?

Frederik Pferdt
Yes, there’s many stories. I actually feature 14 people in the book, I call them future-readies. It’s people I’ve been able to coach, train, and work with at Google over the years, and those people have just built some remarkable futures for themselves, not in terms of materialistic. Most people think like, “Oh, it’s the billionaire,” or whatever it is. No, it’s people who live a happy life, who have impact in what they’re doing, who feel that they contribute to society in a very meaningful way. And I think those are things that we all can achieve.

So, I share stories about those people and how they show up more optimistic again and they live a very open life. For example, Adam Leonard, a wonderful human being, who practices something in his life that I think we can all draw some inspiration from. And he does what he calls improv hiking trips, and it’s inspired by improv theater. Improv theater is something where you basically, you know, you open up, and whatever is going to be thrown at you, you’re trying to accept and build on.

So, he goes on extended hiking trips, like three or four months without any plan, without any set schedule, any journey where he wants to go, he basically just starts, he starts somewhere. And what he reports back all the time is that, by being open and purely open, where he doesn’t have a plan, no reservations, just his pure curiosity and openness to whatever the journey brings, he comes back with wonderful stories and things that not just happened to him but, also, he could have made happen.

And I think that’s an approach that we all can use, not just in our life but in our work, in how we do vacations, and so forth. And inspired by that, I’m actually taking my family all the time on road trips where we don’t have a plan. There is only one rule that we couldn’t go back to the same place twice, and it’s really hard in the beginning to convince the family members to go on that trip because you don’t know where you’re going to end up. So, it’s really hard to sell.

But whenever we do it, whenever we come back, everybody is super happy and super satisfied because everybody discovered something new. Everybody was growing in a beautiful way. So that’s just one of the stories of a future-ready that I’d like to share.

Pete Mockaitis
That’s cool. And so then, thinking about being awesome at your job, I mean, that sounds fun. We go on trips just to see what happens, and what do you know? We have some surprising, delightful things that unfolded as a result. Can you draw the link, the connection, from that to “And now we are flourishing in our careers as well”?

Frederik Pferdt
Absolutely. I think that’s an approach that you can also take into your work, being a little bit more open around perspectives other people are having or ideas that are presented to you. Instead of going with a clear no in the first place, and saying, like, “Whatever idea is going to be shared with me, I’m just going to say no because that’s the safest thing to do. I don’t have to get engaged. I don’t have to do something with that idea,” and so forth.

Try to go with a “Yes” or even a “Yes, and.” That helps you to engage in an idea or a perspective and helps you to build on it and make it bigger, better, faster, whatever it is, and give it a try and then see what happens. And most of the time what happens is that there’s a new opportunity actually arising in your work or in a project or in your job.

And so, to give you an example, when you consider how most organizations probably operate, is that there is a manager or a boss in some form or some way, who maybe sits in an office, and then the team or the employees, they sometimes have ideas, great ideas that they want to share with their boss or their manager to ask for permission to pursue this idea.

And then most of the time what happens immediately is that the manager’s brain starts to generate all these reasons why we should not pursue this idea, “It’s too expensive,” “We don’t have time,” “We don’t have the resources for it,” “We don’t know if it’s going to work out, if it’s going to get to the results that we want to see happening,” and so forth.

So, the manager will actually share as many reasons as possible to not pursue this idea, the safest thing to do, because then you don’t take any risk. What happens with the employee is that they are a little bit disappointed maybe, they leave the office, and what they do is they tell everybody else, like, “Don’t go into this office because your idea is going to be crushed. There’s going to be only arguments why your idea would not work.”

So, what you could do instead is try a “Yes” approach, a “Yes, and” approach. As a manager, whatever idea you’re listening to, accept it, build on it, make it bigger, better, and faster, and say like, “Fantastic! I like your idea. Here are some reasons why we should do it. Here are 30 days you have, some resources in terms of like another team member that might work with you on this idea. Go try it out.”

And what happens then is the employee leaves very happy, the office, tells everyone like, “In this office, the ideas will grow,” and, at the same time, they will try this idea and try to make it work to then maybe come back after 30 days with two options. The first one is they will report back and say, “Sorry, didn’t work out. Total failure.” Or they come back and say like, “Yeah, it worked out. We have a new technology, new process, new customer base,” whatever it is.

And the managers respond, should be in both scenarios, to say, “Fantastic! Thank you. What did you learn?” Because what just happened now is that they helped to learn something new, that the individual, the employee grew, the organization grew by these learnings and so forth. And I think that’s one of the examples where you can apply this principle of being open, saying yes, trying to build on other people’s ideas that really will drive towards more opportunities and to better results as well.

Pete Mockaitis
Yeah, I like that perspective a lot. And I think that takes a little bit of a practice and discipline because our default reaction is, “Oh, no! What happened? Why? Ahh.” It’s not the most natural, intuitive response to say “Fantastic!” when the result is not that which you had hoped for.

Frederik Pferdt
Exactly, because the only result that we want to see is that people are learning and growing because that leads to whatever success you want to see happening, and it leads to progress. And so, it’s just a simple shift that you need to make from “No, but” to “Yes, and” from “Oh, no, this project screwed up,” or, “You screwed up the project,” to “Fantastic! What did you learn?” to that curiosity that really leads to understand what actually happened, and what others can learn from that, too.

And these are small shifts that everybody can, I think, apply and use not just in their work but also in their lives. And just imagine if you say yes to more ideas that are presented to you in your life, I think you’re going to see more and more opportunities that are happening.

Pete Mockaitis
Okay. So, we got the “Yes, and,” we’ve got the taking trips with no plan, seeing what happens, the “Fantastic! What did you learn?” response. Any other top practices that you think make a world of difference in becoming future-ready?

Frederik Pferdt
One of the biggest one for me, I think, is reframing. And reframing is such a powerful way to live your life. Where, to give you an example, like when the pandemic hit, I was tasked to lead a project called Project Reimagine for Google, where we try to reimagine how we work as an organization. And I gathered about 26 leaders for about six weeks, and what we tried to do is to reframe. How can we reframe, for example, that employees said that they now have to work from home, towards “I can work from home”?

That is a simple reframe that, for a lot of people, did something magical, because then they felt like, “Oh, I’m not forced because of the pandemic to work from home, but I see this as an opportunity now. I see this as an opportunity to be able to work from home.” And that slight reframe helps you to, again, see more opportunities in maybe working from home. And you can go beyond that where you say, like, “I can work from home, but I also can work from anywhere.”

This is another reframe that helps you to open up towards the possibilities that a pandemic might actually bring to you. Where in the first place, you only see the negative, you only see the constraints, you only see the things that you’re not able to do anymore, but with a reframe you turn towards the opportunities. And reframing is such a powerful way that, again, you can do with a reframe from a “No, but” to a “Yes, and”, but you also can do from a “I cannot” or “I have to work from home” towards “I can work from home,” which is a reframe around your work.

Pete Mockaitis
Yeah, that is lovely because you see where that opens up for people. Some folks said, “Well, hey, guess what? Now I am doing my work on a boat and the family is on a boat. That’s what we’re doing.” Or, “Now we are in a little RV and we are camping all over the United States. Woo-hoo!” And it seems almost wild, like, “What?” It’s almost like it didn’t even occur to us that that was possible or allowed to do that. It’s like, “Oh, I guess we could all do that. Huh, how about it?”

Frederik Pferdt
Absolutely, yeah.

Pete Mockaitis
I see. Okay, reframing. All right, keep them coming. Frederik, what else we got?

Frederik Pferdt
Let’s consider empathy, right, as something where we always thought like empathy is something that drains me. I have to put myself into other people’s shoes and really understand what they need, and sometimes that’s hard, absolutely. But what I’m arguing for is expansive empathy. For example, that you also can have empathy towards your future self, which for me is a fascinating concept.

If we imagine ourselves in the future, most of us would go to that picture of having a nicer car, a bigger house, a better relationship, being successful at work, whatever it is. But for me, empathizing with your future self means, first, that you’re trying to imagine how you want to be in the future, and then we’re coming back to these qualities around “Hey, I want to be more kind, for example, in the future.”

And if I am imagining myself being more kind in the workplace, in my family, with my friends and so forth, and you’re picturing that future, and you’re trying to make that visual really vivid and come alive every day, you’re guaranteed to actually move towards that future. And there’s some fascinating research going on at Stanford University where they actually showed some students pictures of their older versions of themselves.

So, they put VR headsets on the students, they projected their older versions of themselves, let’s say, like in 20 or 30 years from today, and they helped them to really empathize with their future selves, to really understand, “Hey, how do I feel in this future? How do I look? Who am I going to be surrounded by?” and so forth. And the more that people empathized with their future selves, the more they change their behavior in the right here and right now.

Which meant that most students reported back that they will actually put twice the amount into their retirement funds right now, plus they will start to live a more healthier lifestyle right now. Which means that, as soon as you create a clear vision of your future self, you actually change your behavior in the right here and right now. And, for me, that’s something very powerful when we think about empathy, not just about empathy for others, but empathy for our future selves.

Pete Mockaitis
Yeah. Well, now you said the word “interact” and VR headsets, so I mean I’ve seen how you can sort of age, progress a photo. It’s like, “Oh, that’s what I might look like when I’m 70. Okay.” But when you say “interact” in VR headset, so it’s like is the age itself speaking back to me?

Frederik Pferdt
The beautiful thing is that we don’t need any technology for that. We have a mind that is capable of imagining, and if we’re using it in a way that we imagine our future selves, not just, again, in these ways that we’d say like, “Oh, I want to be more successful,” or, “I want to have more money or a bigger house,” whatever it is, but imagining your future selves as with these deeper human qualities, then doing that more often is a practice. It’s something we can train ourselves in.

And the research is very clear. The better we get at it, the more changes we will make to our life and lifestyle right here, right now. And I think that’s very compelling, because everybody wants probably to live a healthier lifestyle. They want to probably live a better life in the future and so forth. But don’t start with the materialistic things or the things that are out of your control. Start with what’s in your control, which is the deeply human qualities that you want to develop and grow towards.

Pete Mockaitis
That’s powerful. I’m also thinking about Peter Attia’s book, Outlive, in this context in which he says, “I’m training for the centenarian decathlon,” which is a lot of syllables, but just the notion of, “When I’m a hundred years old, or in the last years of my life, what would I like to still be able to do? And, oh, if that is what I want to still be able to do, then I better build some strength right now, knowing that some of it will fade in my final years.”

So, it’s intriguing. So just as imagining that leads to, “Oh, I better do some more retirement saving, okay” it may also lead to, “Oh, I better do some more exercising.” And then any number of positive things that need to unfold starting now for then.

Frederik Pferdt
Absolutely. So, what would be something for you, Pete?

Pete Mockaitis
Yeah. Well, it’s funny, I’m thinking about, well, I was thinking about exercise in particular. And so, just thinking about, as I have some family who’s aging and experiencing some health things. It’s clear that this comes for all of us. And so, to the extent we want to have truly good mobility and functionality, like there’s just some physical stuff to be done in terms of strength and cardio stuff.

And so, that’s just very, in a way that’s a little bit shallow, it’s like, “Yep, that’s just biological reality, true.” But when you talk about kindness, you know, that’s intriguing because there’s not as clear or well-researched a path and protocol that I’m aware of that is like, “This is the tried-and-true means of getting kindness gains the way there is muscle gains.”

And so, we could do a loving-kindness meditation, we could engage in prayer and spiritual practices and connecting with a source of eternal, infinite love. That sounds like a winning move, but in some ways, it’s a big question that I was like, “How does one, in fact, cultivate these traits we would like our future selves to have?” And there’s many, many potential options, and perhaps less of a prescriptive “This is known science knowledge base to draw from.” Or maybe I’m underestimating what’s already available in the research base. Frederik, lay it on me.

Frederik Pferdt
Yes, I think there’s many things that we can learn from, and it could be simpler things around kindness practices that are not just leaving you on a path, or leading you on a path towards maybe happiness. But it’s also interesting that if you show up more kind to other people, you’re building your community of friends.

And there’s fascinating research now from Harvard around the longest study of happiness and longevity, which basically just tells you that the more friends and the better friends you have, the longer and the more happier life you have. So that means the quantity and the quality of your connections really matters.

And so, for me, it comes down to the question, “How do you build more relationships and better relationships?” And kindness is probably a great way to start. If you start with anger and, like, hatred, I’m not sure if that’s going to increase your friendships and if it’s going to be making your friendships even stronger. I think it’s the opposite.

So, starting with a couple of kind things that you can do to your friends or to strangers will actually increase your community. And so, the more friends you have and the better these relationships are, the longer you live and the happier life you live. And I think that’s very compelling research that is building on something you said, which is like we can physically train ourselves for the future to be physically fit, but we can also mentally train ourselves to be mentally fit for the future.

And then we can also train ourselves to be what’s probably like more towards the heart and spirit around the future. And I think all three are very important, but we sometimes just neglect all of those, and we are focusing on the futures that we think are going to be dictated by robots and technology and other things that are shared in the news, and mostly with dystopian future images that are shared around globally and widely.

And it’s fascinating for me that our brains just love to see those dystopian futures, again, like to protect us, and say like, “Oh, I don’t want to have that future happening.” I think it’s going to be a wonderful future. It’s going to be a better future if you’re going to engage in training your mind, training your body, but also training your soul for the future.

And there’s very easy things that we can all do moment by moment on a daily basis that really come back to these notions of being more optimistic, more open, more curious, experiment a little bit more with different approaches but also show empathy, not just for others but of ourselves as well.

Pete Mockaitis
Oh, beautiful. Thank you, Frederik. Now tell me about some of your favorite things. Could you give us a favorite quote?

Frederik Pferdt
One I really find profound for myself that really influenced my thinking is from Anais Nin, who said, “We don’t see the world as it is. We see the world as we are.”

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

Frederik Pferdt
I don’t know if it’s a tool, but I found that meditation, for me, is a practice that is so fascinating because just experimenting with it and giving it a try has a profound impact on my life and who I am, and so I want that others explore that too.

Pete Mockaitis
Okay. And is there a particular nugget you share that really seems to connect and resonate with folks?

Frederik Pferdt
The future is something that you create, and it starts with your choices, and it starts in your mind. So that’s one of the core principles that I want to help people to understand, that the future is not decided by something else or someone else.

It’s created by you in every moment, and it starts with the choices you make, and it starts in your mind. And you have influence over your choices and you have influence over your mind. And so, I think the powerful message here is that everybody has the ability to really shape the future they want to see happening.

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

Frederik Pferdt
Yeah, you can find me anywhere on your favorite platforms. I also have what I call a NextLetter that helps you to engage in experiments, and I share stories of individuals that live future-ready, and it comes every second Friday. It’s for free and you can sign up. You can find it with my name and NextLetter. Feel free to join that community.

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

Frederik Pferdt
The next time you feel like a “No” or a “Yes, but” to something that is an idea or perspective of someone, try to reframe that towards a “Yes” or a “Yes, and” and see what it does to you. 

Pete Mockaitis
All right. Frederik, thank you. This has been fun. I wish you much good stuff next.

Frederik Pferdt
Thank you so much, Pete. Yes, see you in the future.

983: Making the Most of Your Limited Time Before Death with Jodi Wellman

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Jodi Wellman shares how reflecting on our scarce remaining time of life helps us live free from regret.

You’ll Learn

  1. Why you need to befriend the Grim Reaper
  2. How to feel “astonishingly alive
  3. How to break out of a rut

About Jodi

Jodi Wellman is a former corporate executive turned executive coach. She has a Master’s in Applied Positive Psychology from the University of Pennsylvania, where she is an instructor in the Master’s program and a trainer in the world-renowned Penn Resilience Program. She is a Professional Certified Coach with the ICF and a Certified Professional Co-Active Coach from CTI. 

She has coached and spoken with clients like American Express, Fidelity, pwc, Royal Bank of Canada, BMW, and more, and runs her own business, Four Thousand Mondays. She’s also known for her inspirational TEDx Talk on how death can bring you back to life. She lives between Palm Springs and Chicago with her husband and cat, Andy.

Resources Mentioned

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Jodi Wellman Interview Transcript

Pete Mockaitis
Jodi, welcome.

Jodi Wellman
Thank you for having me here. I’m excited.

Pete Mockaitis
I am excited, too. I understand you say you’ll have about 1,822-ish Mondays left of your plans here.

Jodi Wellman
Well, I got to tell you, that number’s down by two weeks since you read that. So, I’m down to 1,820, but this clock is ticking down, and, yeah, big plans. I mean, that’s the point, right? It’s like, when we get a little bit granular with that math, that fabulous mortality math, it does make me and many others go, “Wait a sec, how am I going to spend that diminishing time?”

Pete Mockaitis
Okay. So, what are some of these big plans?

Jodi Wellman
Well, they’re usually bucketed. It’s funny you ask that because, in terms of research and then the way that I look at my life, they’re in categories. So, there are different domains of life. There’s the fun and recreation side of things, which can further categorize into travel. So going to the south of France in the fall, that’ll be exciting. And so, there’s a whole category around recreation. What are we doing with our leisure time?

And so, looking at starting new hobbies, I’m going to be getting more into trying to learn a new language. And so, really, I’m looking to either refine French or Italian. So that’s just one category, and so that’s a good start, I think, lest I bore you with the gory details.

Pete Mockaitis
No, I appreciate that, that’s fun. That’s fun. Well, lay it on us, you’ve been researching our mortality. Your book, You Only Die Once, a compelling title. Any particularly surprising or fascinating discoveries you’ve made about us humans and our lives, our mortality, that professionals need to know?

Jodi Wellman
Yeah, I definitely think so. So, we all know in the work we do, for example, that, oh, there’s nothing better than the power of a deadline. It’s like we will tend to procrastinate until we know that the strategy session is coming up on the 17th or we’ve got a big project due at the end of the quarter, etc. And it’s so true with our lives.

So having this distinct and, okay, fine, maybe a little bit morbid sense that we are finite is precisely the thing, by having that deadline that does kick us into gear to get on with, I say, the business of living. So, it could be the things we do at work, all of the initiatives we might just keep postponing, but also the things we do outside of work, all the joys and things we might do, again, for recreation, socially, etc., that make us more well-rounded when we come back into work.

So, the research is called Temporal Scarcity, and it’s this idea that whenever we have an asset, okay, like life, that we become heightened, frightenedly aware that it is temporary or rare. Our perception of its value goes through the roof. So that is why I get us to count our Mondays, and that is the heft in terms of empirical evidence behind how we do need to have, unfortunately, that rankling feeling of, “Ugh, scarcity” in order to take action and have that deadline, or else we’ll just float along the lazy river of life and have good intentions, maybe, but not really take as much action on them.

Pete Mockaitis
Yeah, a deadline is quite literally here, there will be a day in which we die, a deadline.

Jodi Wellman
You caught it.

Pete Mockaitis
And so, morbid, yeah, I mean, that’s how some people could react to it, but you seem to have a very different emotional energy vibe association to this. Tell us about it.

Jodi Wellman
Yeah, I definitely do. I mean, I’ve never been super scared of it. I recognize, and in doing research, of course, and working with groups and individuals that some people would much rather not talk about death than anything. Many people would rather public speak. We’re very afraid of dying in the discussion.

So, my openness to it and my mission in life, really, is to de-fang it, make it something that’s like, “Yeah, it sucks. Yeah, definitely. Nobody wants to think about the fact that we’re not going to be around much longer,” relatively speaking. And so, how do we use that and take a more amusing approach to accepting, “Yeah, it sucks to be us,” and yet let’s use it pretty darn quickly to move over to the life side?

So, I talk about the Grim Reaper. I love it. I love the whole topic of mortality because I know it’s a tool. It catapults us not to keep talking about death but to talk about life. So, I make the switch pretty darn quickly. It helps that I doodle, you know, the Grim Reaper and tombstones. It helps to lighten it a little bit, and I tend to give out the most ridiculous, hilarious prizes in my workshops, again, to create levity.

But it’s like a fact of life that we do a fabulous job of denying and deferring and avoiding, and I just say, “Guys, let’s just accept it. Let’s talk about it for a minute. Let’s do the math, let’s do the thinking, and then use a table. I’m curious, like, how does that motivate you to maybe spend your time differently because there’s so much power there?”

Pete Mockaitis
Well, so maybe could you give us an example of how a person walked through the math, they took a look at it, and then that transformed the way they approached their work, and their life, what they’re up to?

Jodi Wellman
Yeah, I give so many examples in the book, and I do that because we do like to hear and learn vicariously through other people, right? So, there’s one leader I worked with who used to do, in the nature of his business, he acquired companies. And when he stopped and counted, not just his Mondays left in life, but his. Mondays left in his career, he didn’t really have formal retirement plans, but he had a sense about, “By this age, I want to be able to say no and say no a lot, unless it’s a really cool project.”

So, he did the math and he looked and said, “Okay, I do however many acquisitions, mergers per year.” And he did that and worked backwards and said, “Wait a sec. Like, I’ve been thinking, deluding myself,” because that’s what we do. I mean, this is what psychology is. We just try to fool ourselves into happiness. You know, we got to cope somehow.

And so, he was thinking, he knew he wasn’t going to live forever or work forever, but when he did the math and he realized, he really had five good deals ahead of him, like really good juicy ones that he loved to live for, it put everything else in perspective. And it helped him focus in on the kind of work he wanted to do, the kind of deals he wanted to negotiate, the kind of team he wanted along the way, because he was just dilly-dallying and having people around him that weren’t necessarily the lifers, as he now called them.

And so, it helped him prioritize, “What kind of work do I want to do? What kind of work do I not want to do?” because we all know sometimes that’s where the meat on the bone is. So, it can really help sharpen what our priorities are just by way of one example.

Pete Mockaitis
Okay. So, then for our math, can you walk us through it? How might we compute that? Do I need to whip out an actuarial table? Or, what’s the sequence by which I arrive at my Mondays left?

Jodi Wellman
Right. It’s a lot easier than you think. Now, the good news is I have a page on my website called Resources that does the math for you, if you don’t want to waste your precious time in life doing math, but it’s pretty easy. So, if you identify as male, start with 78 years, that’s the average life expectancy, and then you minus your age, and then you multiply by 52 just to keep it easy.

Now, if you are a little more fortunate to have been born a female and you identify as such, then your average age is 83, and then you minus your current age and you multiply it by 52 weeks a year. And then if you don’t identify with either, just average it at 80 and minus your age, and again multiply it by 52. And I think you could probably add in a few Mondays just because you listen to How to Be Awesome at Your Job. I mean, I do think that that should buy you…

Pete Mockaitis
Life extender.

Jodi Wellman
It is. It is, at least a couple weeks, right?

Pete Mockaitis
Life giving. Okay. And so, then when you see that number, it’s like, “Well, shucks, here we are, we’re maybe 1,000-ish, 2,000-ish,” and then it’s even more real when we get precise like 1,822, like you had there. And so, you see that. And then what’s most people’s reaction to beholding this figure?

Jodi Wellman
Yeah, it is usually a bit eye-opening, like, literally, eyes-widening, like, “Oh,” because we are used to the language of years. We’ve already rationalized, “Yeah, I’m going to live to about 80. My grandma lived to 90. Oh, shoot, but my Uncle Reg died at 71,” and you average it out somewhere. But when we talk about the weeks, and I’m super nerdy because that’s why I call my company 4,000 Mondays.

When you even think of it in terms of Mondays, which have a very different feeling than a Friday, you know, Fridays are slam dunks, like, life is easy. But when you think about it with a Monday, and you quantify and say, “Am I really doing the stuff that lights me up if I’m going to be waking up for just that many more Mondays?” that’s where it creates the eye-opening and wakeup call that I’m looking for people.

So, it does tend to create enough discomfort. I’m not afraid of a discomfort. I want people to feel just enough of the poke in the ribs to feel like, “Oh, I got to get on with this.” And this is the thing, Pete, and you know this from all the work you do and the research you do, and with me with my positive psychology background, I would love the idea that we could all just be motivated enough by the pursuit of something awesome. You know, the, “Oh, I want to live this kind of life and I’m going to go for it.”

And some people are intrinsically motivated enough to do that, but the rest of us, we need a prod, we need a nudge, we need something that is, unfortunately, just a tad negative, which is why I talk about scarcity rather than abundance in this context. And so, that is the eye-opener for people that we think, “Oh, I didn’t want to see it that way, but now that I see it and I hopefully can’t unsee it. What does it motivate me to do?”

And that’s where the conversation gets good. It’s like, “So now what? This precious life. This dwindling, diminishing existence you have. What do you want to…?” Throw that in. I mean, you’ve got to heighten the drama, “But what do you want to stuff it with?”

Pete Mockaitis
Well, Jodi, it’s funny. This might be the most intense episode of “How to Be Awesome at Your Job” ever. It’s like, quite literally, life and death is all we’re talking about. But what you say really does connect. A friend of mine shared with me he had some family members with some health challenges. One was a child of his, which was very scary. And another was his mother, and he said, “Boy, just experiencing that really kind of made me think about what I want to be doing with my career, instead of like postponing my dreams.”

And so, he just like went for it, he’s like, “I’ve always had this cool business idea, and so I’ve got some people together. We made a pitch deck and we approached an investor. And then he’s in for a couple hundred thousand dollars or a few hundred thousand dollars for a few points of equity.” So, he’s got like a multi-million-dollar evaluation. It was like, “I just talked to you like a month ago. What is going on here? It’s amazing.”

And so, I’m proud and impressed and, just like that, I mean, he had the idea bouncing around his head for a long time, and then a few scary situations with family members’ health, the guy was, “You know what, let’s just see what happens. Let’s just go for it.” And then, wow, he’s off to the races.

Jodi Wellman
Oh, this story is profound, and I love it. This is the research that I do that just lights me up beyond belief that I hope to also shine that light on others. This is the wakeup call with this gentleman. And it takes a really unfortunate situation to see that light. Especially, because I talk a lot about the wakeup calls we receive personally. Like, if you get a health diagnosis that ain’t so hot, that usually tends to snap us to attention, and we want to live differently, and research is so clear.

I always love this phrase that psychologists, existential psychologists use, that when people have had a brush with death, they experience what’s called a roar of awakening. It feels so visceral, right? And so, whether it’s our own precipice moment with the great beyond, or whether it is because a family member or a dear friend, or we’ve had some very salient moment to realize, “Oh, gosh, like, we are mortal,” that can be the thing that catapults us.

And, ultimately, what it comes down to, and I think you even embedded the words in your anecdote, it’s like, “What are we waiting for?” We delude ourselves into thinking that we’re going to have time later, and I am getting to get all hot and bothered here, but we need to talk about it because I think we believe we’re going to have time to do the new initiative, or open up the New York office, or do the cool thing, or open up the spinoff business, or go to Prague, “We’re just going to get to do it later.”

It’s either in this category of when work dies down, we’ll, like, let’s all get laughed together at that notion, because we’re working hard at making work more productive and busier often, which is not about dying things down, another metaphor about dying things down. And so, we’re either waiting for that, lull, “Well, it ain’t going to happen,” or we’re waiting for retirement, which to me is like, “Don’t you dare.”

Yeah, plan a cool retirement, do that, too. But if you are deferring your existence for a later that just may not arrive, oh, honey buddy, I just want to take you, in somewhere between a hug and a throttle, it’s just like, “What are we waiting for? Don’t wait for your kid to get sick. Don’t wait for you to get thankfully in remission from a cancer that you just were trying not to think about. Don’t wait to get to retirement when, all of a sudden, your gout is so bad that you can’t even climb the Spanish steps that you’ve been longing to climb since you were in your early thirties that you just put off.” See, I’m getting all worked up, Pete.

Pete Mockaitis
No, I hear you. Well, it’s heavy and it’s intense. And, in some ways, you’ve got something novel on your hands, like the math and the number of Mondays and whatnot. In another way, this is a very ancient wisdom concept, you know, memento mori. I think that’s Latin. I was a Latin student. That just means remember your death. Is that correct?

Jodi Wellman
Yeah, remember you’re going to die. Yeah.

Pete Mockaitis
Remember your death. And so, I know Ryan Holiday has done a fine job of, I think, he’s got a cool coin as well that says that on it. I think there’s a skull or something. Cool stuff from Ryan Holiday. So, tell us, what’s sort of like the ancient wisdom on meditating upon this? And what’s your new fresh stuff that you’re bringing to the table?

Jodi Wellman
Yeah, it’s all rooted in the ideology that some call it stoicism as a philosophical endeavor. Philosophers, depending on their camps, for centuries have been extolling the virtues of remembering that you’re going to die, and in some cases, it was so that they could control the population for ways of being virtuous or for religious means. But being in tune with the end is not a new idea.

Just like with most of us, we all rationally know we have an expiry day. We don’t know when it is, but we all understand it. But it’s the reminder that we need to keep in mind and keep fresh. So, in more modern times, I referred a moment ago to some existential psychologists, and there’s a whole new branch of psychology called existential psychology, and it really is the study of our experience of not just the positive psychology side, which is a lot of my background around like what it takes to live the good life, but it’s also the nuances of how we will defer and avoid and deny, and what the cost is of that.

So, the more modern take on it is let’s just try to be open and honest with ourselves about it, and have conversations with our families, and our friends, and just like, for me, it’s like that’s the best happy hour ever. It’s just talking about a bucket list and holding each other accountable about, “What are you going to do?” “Did you book the trip?” “Did you book the online course?” “Did you set up the LLC like you said you wanted to do?” Because again, what are we waiting for?

So, it’s all rooted in the ancient times. And in the modern times, I think there’s not really a lot more we can do other than create a habit around talking about it and thinking about it and remembering it. So, this doesn’t just become a, “Huh, interesting conversation I listened to on your podcast that floats away.” We have to embed it into our routines, if you will, and that’s the stuff that helps make it stickier.

Pete Mockaitis
Could you give us another example? So, we’ve heard about a couple folks in the deal-making or entrepreneurial zone. Any other dramatic wakeups that you’ve witnessed?

Jodi Wellman
Yeah, there was a woman I worked with three years ago, she was in her early 40s, and she was diagnosed with breast cancer, and she ran her own company and it was an eye-opener for her. She beat it, and that was fantastic, and that had inspired her to come alive and start a foundation as part of her organization.

So, a lot of what this does is it instills this idea about like legacy thinking, which is really important I think for leaders, but not even just for leaders but people thinking about, “How am I showing up at work? And how am I showing up at life? Like, how do I want to be remembered?” So, for this woman, Christia, she felt really compelled as a result of having her life threatened in front of her, to say, “I want to start raising money for women with breast cancer who didn’t have access to some of the means that I had.”

Because she knew coming from the south side of Chicago, that she had a history where she knew other people were suffering in ways that her financial means were allowed her better access to some care and convenience. So, now the truth is, if I was just to fast-forward to take this to a different direction, but on purpose, is that she was re-diagnosed and, unfortunately, a couple of years ago she did pass away, and she was 42 when she died.

And I still work with the company, the fabulous team there that inherited the business from her. Her sister and her niece are running that company. They’re called Thank God It’s Natural, and they are phenomenal. But for Christia, it opened her eyes up to “What kind of business do I want to run? Where do I want to prioritize our operations? And where do I want to not focus?”

So, another woman, here in Palm Springs, where I’m currently based, also had a breast cancer experience for herself. She started a nonprofit that helps survivors. And the way she worded it is that, “I was given a second chance at life.” And she said that in her experience of sitting and doing something like 24 rounds of chemotherapy, I wrote about this as an example in the book and drew a doodle about it, I called it Shay’s Circle because she said, “I took a fresh journal page and I drew a big circle.”

“And I said to myself, ‘I’m making it through this cancer situation, but I’m going to be very thoughtful about the life I’m going to live moving forward, this second chance I’ve been given. What do I want and who do I want in my life?’” And she was very deliberate and wrote names of people, some of the priorities with her work, activities she wanted to focus on, things with her kids in the circle, and she was very thoughtful about, “And I will no longer…” and she had a couple names, and she had a couple of tendencies, like pleasing tendencies, saying yes to being on committees and all the things that we just do because we’re not conscious that our life is finite.

So those are extremes, people having had scares that did, unfortunately, take them, but also scares that did, I think, we learned from that. Like, my goal is for us to have wakeup calls without having to go through any of that drama of having a near-death experience because there’s so much gold from people who have been there or have been close. So, we can refine our priorities. I think that’s one of the biggest opportunities, in addition to being grateful for life. But we’re refining our priorities and the big businesses we work in and things we do, sometimes that’s key.

Pete Mockaitis
I’m fascinated as I just imagine the listeners hearing this, like, some people have already turned off this podcast and have asked out their dream guy, their dream partner or send an email to be like, “Let’s talk about this business that we’ve been picking around.” They’ve already taken the action. They’re so fired up. They’re inspired, like, you’re transforming them. Boom. Already done.

I think there’s others, and I’m finding myself in this boat a little bit right now. It’s like, well, you know, Jodi, I mean, I guess I’ve been quite blessed. I mean, in many ways, I’ve had a lot of dreams, and then I have realized them. It’s like, I’ve got a family, and they’re amazing. I’ve got a dream job, and then I got a job that was better than that dream job, and then I got a job that was better than that, better than that dream job. It’s like, I’m talking to fascinating people whose books I would just read, and this is turning into income, and then other entrepreneurial things are turning into income, and I’m working with cool people I like.

In a way, it’s like I don’t feel like I’ve postponed anything major, and yet I have a feeling there’s more for me here because I don’t, frankly, spend much time thinking, “Oh, I’m going to die soon.” I don’t do that. And as you’re saying it, it feels heavy and intense, like, “Yeah, whoa, for real, a limited number of Mondays. Okay.” But I’m not yet electrified to charge in any given direction. I was like, “Huh, these are pretty good. I guess I should just keep doing that.” What about this segment?

Jodi Wellman
Yeah, I love what you’re saying. So, I have quadrants like any good empirically based situation has quadrants, and so you are in…

Pete Mockaitis
As a former consultant, absolutely, they do.

Jodi Wellman
I know, exactly. You got the Bain in you, right? So, you’ve got widening your life with vitality is one dimension, and that’s literally the idea about, “How can I add more fun and interest and experience and cool stuff and pleasure and happiness?” Okay, so for many people who have really busy profound jobs, this is the dimension and, in fact, this actually is where most people in my research will identify as.

They’ll say, “I’ve got enough meaning in my life but I need more of this widening vitality. I need more fun. I feel like I’m not going out as much as I used to do the fun things in the restaurants, or going to a concert, or trying that new printmaking class, or the things that might feel kind of cool and make me feel more alive in a different way, rather than maybe the more one-dimensional existence I’ve been living, which is like rocking my business.” So that’s just one axis is widening your life with vitality.

The other one is deepening your life with meaning, and that is that sense of having a purpose, being connected to people, maybe something bigger than you, like in the spiritual realm. It’s defined as kind of doing good, as opposed to just feeling good. And so, when you mash these together, you’ve got four quadrants.

Pete, you are in what I call the astonishingly alive category, which I know, it’s a big word. I know, but here’s the deal, because why this is, is that you are, you seem to be, you’re living a good life where you’re plus, anywhere positive, even if it’s 0.10 on meaning, and plus on vitality, and so you’re in a good place. There are a lot of people out there, a majority, because, by the way, my research is clear, like 11% of people identify in the astonishingly alive category currently.

And so, most people are in that zone of like, “My job’s meaningful,” or, “Rearing my kids is meaningful, but I’m so freaking bored.” Or, it could be the reverse, which is, “I am having fun. Like, I’m out there. I am traveling. I’m on the yacht, but I go home and I feel like I’m an empty hollow shell. Like, what am I doing this for?” So, there are variations on those themes, but I don’t want to say now that there’s no fun for you, that you can’t do more with this.

Pete Mockaitis
“You’re done.”

Jodi Wellman
No, exactly. Cash in your chips. No, because here’s why. This is why you do this podcast. You’re in a good situation, you’re living life, and yet you are yearning to learn more. You want more. So, nobody I know who’s in the astonishingly alive category is just content to put your feet up and be like, “We are done here.” You want more, and so that is where I do think some of these exercises can be useful.

So, for you, counting your Mondays may not be resonant in a way that you’re like, “No, but I’ve done cool things.” That’s what we’re looking to get to, is that feeling like, “I killed it.” Like, if you got to the end, you’d be able to say…

Pete Mockaitis
So much depth, Jodi. Like, “You’re just going to die.”

Jodi Wellman
That’s where you’re at, like, “Okay, fine. I nailed it. Like, I lived this life. I extracted it. I did it.” You might be able to say that now, and yet, there are also things where if you did play the game with me about the deathbed regrets, or if you knew you had 18 months to live, what would be things that you would, all of a sudden, think, “Oh, I want to do that”?

Those are all just cues and clues to either yearnings or inklings that you might want to get moving on now, and I call them pre-grets. I know it’s super cheesy, but, like, if you identify a regret, you might be like, “Oh, man, I always wish that I had volunteered at that library,” or “I always wish that I had gotten back to playing the violin,” or fill in the blanks. There’s no shortage of examples.

That’s an example of like, “Hey, the good news is, last I checked, you still have a pulse, and if you really want to pick up the violin again, like, dude, it’s yours to pick up!” And then you just get to be the one to decide, like, “Eh, it was a passing fancy, no big deal. My life is great without doing that,” or, “Yeah, you know, I would feel proud of myself if I actually did pick that up,” or go and read to kids from 4: 00 till 5:00, Tuesday evenings, whatever it is. Those are opportunities, I think, to just add even more astonishment to your astonishingly alive life.

Pete Mockaitis
That’s really cool. And I like that notion a lot in terms of with the two axes. I’m thinking of a buddy he’s doing a lot of cool things. Like, yeah, he’s into drumming in a band. He’s brewing beer, and going to beer-tasting events, and like golfing and improving his golf. And then his mom said, this is like a very mother thing to say, she’s like, “Oh, you know, all those hobbies aren’t really a vocation.” He’s like, “Oh, that’s heavy, vocation.”

But, yeah, that sort of speaks to meaning, and there’s some truth to that, like all the fun and games with these activities can leave you feeling hollow and/or you might say, “No, I’ve got the dream family, but, oh, my gosh, when do I get to get out of this home and just be wacky”?

Yeah, so two dimensions, you can widen, have more fun widening your vitality, but you might feel hollow, or you can be super fulfilled, but, “Ooh, where’s the fun?” And that does remind me, yeah, I guess the things that are sort of left undone, I mean, some of them I’m just sort of pursuing, like, wouldn’t it be kind of cool to be lighter and stronger at 41 than I was at 21? Well, I’m on my path. I think we’re getting there and it’s sort of exciting to feel the progress from like a fitness perspective.

But then there’s also things that just sort of got left by the wayside, like, you know I always thought it would be cool to learn how to sing, and I’ve never really done that very well. Or, I’ve always been mystified by when I go bowling, which is rare, like one throw of the ball is a strike, the next is a gutter ball, and I don’t think I did anything different. Like, what’s behind that?

Like, I thought it would be fun to spend a day with a bowling coach for no reason, just to solve this plaguing mystery, but, like, though I may only go bowling three times a year for the rest of my life, and it doesn’t matter if I win or lose to me in the least.

Jodi Wellman
Right. This is the cool thing. You are giving examples that I think we, in our rational brains think, “But this isn’t really a thing, is it?”

Pete Mockaitis
Yeah, it doesn’t really matter.

Jodi Wellman
And we can call it corny. And that’s one of the things I notice actually in the workshops and work I do, is that people will feel the need to kind of explain away or say, “I don’t even know why I want to do this, but I do,” and it’s like we just have judgments about things. And I’m here to say there’s nothing that is too small or silly.

Because when you look at the span of your life, and remember, I’m the one that gets fanatical about calculating time, usually calculating it backwards, but every single moment of our lives is a little tiny fragment, whether it’s a five-minute or 10-minute, or a bowling excursion, or going out for Thai food, or spending time in a meaningful conversation with a colleague, they’re all just 30 minutes attached to each other.

And so, in our lives, we underestimate that if I was to take, “Hey, what if I did book a bowling guru session?” First of all, that sounds to me like it would be hilarious, and I’m always a big fan of having a good story to tell later. But that could be a thing. It’s a fun thing. Now, this is an example you could probably whip up, and this is what I do in workshops with people.

It’s like, “Get your list going. The things you might come up with first may not make your cut, or you may find it interesting today, and then tomorrow, when you’re seeing the light of day, or you’ve ranked ordered other things, you think all that, “Meh, you know what? I don’t really need to go to the Florida Keys, whatever.”

But at some point, when you have a working list, it gives you the actual solid chance to make choices about your life. Because right now, in the absence of having something that’s concrete, like your list of things that bring you joy, your list of things that would be cool to do, that again I like to organize them on those axes, about fun stuff, deep stuff, vitality, meaning. But now at least you have a menu to choose from about how to design your life.

And life will pass us by. We know this full well. We get to the weekend and, well, first of all, we’re always glad it’s the weekend. But we get through our weeks and they feel like blurs. It’s a very strong signal that we aren’t doing anything that’s unique or different with our time. And in order to even just create the perception of time slowing down so that your 1,822, or however many Mondays you have left, are well spent, it’s about being super conscious and saying, “You know what? I’m going to book that bowling lesson.”

Or, “You know what? I am going to go and plan that road trip that I’ve been talking about for ages.” Or, “I am going to finally schedule that team retreat that I’ve been dreaming about but I just like, am I an all talk no action kind of person? No, I’m going to just book it because it’s on my list, and I’ve said like this is something that I would feel really cool if I did. Would I regret it gravely on my deathbed? Maybe, maybe not.”

But the point is we need to start capturing some of these desires because, otherwise, they will float away and we’ll get focused on the things that are sometimes important, but mostly urgent, Covey style, and the next thing you know, it’s three years later and we’re not any younger. So, this is just really about getting deliberate with what it might take to make a life worth living.

Pete Mockaitis
Yeah And, Jodi, I think as folks go through this exercise, they could have moments of inspiration, like, “Yeah, these are all the cool things I’d love to do.” And then disillusionment in terms of, “Oh, but you know, I got to pay the bills, and we got the mortgage, and the kids need these things. And I can’t just abandon my duties and responsibilities.” So, we get excited and then there’s a dose of reality and practicality that’s like, “Wah, wah.” So, how do you deal with those?

Jodi Wellman
How do we deal with that? I am fanatical about making sure that at least, like, do a list of 30 things, 25 at least have to be things that are very doable in a day or a week. So, it needs to be within your resource plan. Like, it can’t be, “Oh, you know what makes me really happy is when I am sailing around the Mediterranean.” Yeah, you and everybody, but that’s not going to be likely. Like, I’m looking for things that are actually very bite-sized on your list. Like, for many people, it’s that they go for a walk on a Saturday morning in the forest preserve.

Like, last I checked that was free. Okay, maybe you have to pay for parking. I don’t know what we’re talking, like five bucks. And sometimes I know busy parents are like, “Dude, when was the last time you had a Saturday morning free?” But I would still challenge you, and say, “Do you have 35 minutes to go and sneak that into your day?”

Identifying things that give you, again, small little bouts of joy. Like, for some people, it’s as simple as, I’m looking right now, of course, at a book. And this comes up a lot when I work with professionals. We read a lot of business books, as we should. They’re amazing. Lots of cool ones. Lots of great self-development books.

And yet, it is a real source of almost guilt but joy about people saying, “I would just love to read a fiction book for a change,” or, “I would love to read a biography, just something kind of mind-expanding.” And that is an example where, what if you read a chapter in the morning over coffee and your piece of peanut butter toast, and you just shook up your routine a little bit?Because we haven’t even talked about novelty, but like having variety in our life is one of the lowest-hanging fruit options out there to shake up our lives, and add just a little bit more, again, of that vitality because we just get into routines. And we’ve been trained by lots of really smart thought leaders that habits and routines are the way. And I’m going to challenge that because I think that it is because we get into the rut, and one of my favorite quotes is by Ellen Glasgow, “The only difference between a rut and a grave are the dimensions.”

Like, we will routinize our lives to the point where they’ve lost sort of the flavor. It just becomes, “I know what I do on Tuesday mornings. I go into the office. I nod at Marcy. I get my coffee. I do the report. I have a status update meeting at 2:00 p.m. and then I go home.” Like, the shaking things up even in ways that we will, again, underestimate the value of, like, going outside.

I just heard from somebody that was at a workshop. They decided to go and spend part of their lunch break walking to a little food stall because they were in a bit of a funk, like, “Let me go walk to a food stall, shake it up a little bit.” They got a taco. Again, we’re not talking about big bucks to live a life that feels really cool, and, like, “Oh, interesting. This is like a new area. I’ve never been here. There was a little bit of sunshine. And I got out, and I came back, and I have a new lease on life to attack my afternoon.”

And those are small things where, again, we’re not talking about doing the bucket list about you have to move to Paris, and you have to divorce your deadbeat spouse, and you have to make these massive plans, like change your career and go back to school. If you feel the urge to do those things, don’t not do them. But for most of us, it’s not about the grand sweeping gestures. For most of us, it’s about deliberate little tiny things that we can pepper our days with that will add up to a life that feels more lived than one that just, again, was like a glossed-over, zombie-version of the life that I think we all deep down really want to be living more alive.

Pete Mockaitis
All right. Jodi, this is powerful stuff. Tell me, any other do’s and don’ts or things you want to mention before we hear about your favorite things?

Jodi Wellman
Well, definitely, the biggest do of all is do befriend the Grim Reaper. He will take your last breath away in the end, and so I understand the need to keep a distance, but he is absolutely the portal to living like we mean it. So do keep him close by, being aware, count the Mondays. And I’m going to reiterate what I just said. Like, don’t underestimate that small things matter and pick one small thing to take action on. We know this through every business adage we’ve ever found, every to-do, every self-help to-do. It’s like, don’t try and take on the world.

If you can blow your life up and start something. I know a client who said, “I’m leaving my job.” She’s in New Jersey. She’s like, “I quit. I moved down south and I’m opening up an Etsy shop.” That was a lot of life change in an instant, but for her, she needed to make a big signal to herself. But was it like that for most of us?

No. It’s like, what is one thing you can do by the end of this week that is going to make you feel just a little more alive? Is it making a new playlist? You know, is it pulling out the spice drawer and being like, “Oh, my gosh, when was the last time I used garam masala?” Or is it calling your old friend from college and being like, “Dude, we keep talking about getting together. When are we going to…? Okay, October the 9th? Booked.” Like, do a thing that makes you feel like you voted to live. One small thing.

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

Jodi Wellman
Oh, my gosh. Hunter S. Thompson, “Life should not be a journey to the grave in a pretty and well-preserved body, but rather to skid in broadside in a cloud of smoke, thoroughly used up, totally worn out, and loudly proclaiming, ‘Wow, what a ride!’”

Pete Mockaitis
All right. And a favorite study or experiment or bit of research?

Jodi Wellman
I’m always a fan of the research that reinforces death reflection helps us be more grateful. So not death awareness, which is just seeing a funeral procession go by. That does freak us out. But, actually, stopping and thinking, “Huh, I have this many Mondays left,” being thoughtful. And then what that does is it does make you more grateful for not just the experience of being alive but for the good things in your life. So, death reflection pays off in multitudes.

Pete Mockaitis
All right. And a favorite book?

Jodi Wellman
I would say anything by Irv Yalom. Y-A-L-O-M. He’s a psychologist that does really cool work. So, Staring at the Sun is a really good example. And it’s this idea about being willing to contemplate mortality.

Pete Mockaitis
Yeah. And a favorite tool?

Jodi Wellman
I’m going to come back to count your Mondays and keep some sort of talisman nearby, they will be your reminder about your fabulous temporariness.

Pete Mockaitis
All right. And a favorite habit?

Jodi Wellman
No habit. Remember, habits dull the edges of our existence.

Pete Mockaitis
I love the multiple perspectives here. And a key nugget you share that really seems to connect and resonate with folks; they quote it back to you often?

Jodi Wellman
This idea that sometimes the fear of death is rivaled only by the fear of living.

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

Jodi Wellman
Thanks for asking. I’m over at FourThousandMondays.com.

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

Jodi Wellman
Yeah, think about your legacy. How do you want to be described when you’re long gone? Not just because you died. Maybe you got promoted. Maybe you got moved to the fancy office in the Southwest. Go do that. How do you want people to think of you when you’re gone? Oh, and, yes, at your funeral. And that is the reverse way to engineer a life that you love and that you are proud to be living.

Pete Mockaitis
All right. Jodi, thank you. This has been very, very fun. Jodi, this has been aliveness-boosting. I wish you 1,800 plus joyful Mondays.

Jodi Wellman
I super appreciate it. Thanks for this time well spent.

978: Crafting Your Personal Resilience Plan for Beating Burnout with Marie-Hélène Pelletier

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Marie-Hélène Pelletier argues that resilience isn’t a trait and provides a customizable path to develop yours.

You’ll Learn

  1. Why no one should assume they’re resilient
  2. How to design your Resilience Plan
  3. The tiny actions that build big resilience

About Marie-Hélène

Throughout her career in business management and psychology, Dr. Pelletier has spearheaded the dialogue on the crucial issues of leadership resilience and work performance. Drawing on her extensive background in corporate, insurance, governance and public sectors, she brings an international perspective and unique expertise on leadership. She is a practicing leadership psychologist and executive coach with over 20 years of experience and holds a Ph.D. and an MBA from the University of British Columbia. 

Marie-Hélène is a Member of the Global Clinical Practice Network of the World Health Organization, and past Director on the boards of the Canadian Psychological Association and the International Association of Applied Psychology. She has presented and authored and co-authored a number of industry and academic publications and has won numerous academic and industry awards. In 2024, Dr. Pelletier published her award-winning book, The Resilience Plan: A Strategic Approach to Optimizing Your Work Performance and Mental Health.

Resources Mentioned

Marie-Hélène Pelletier Interview Transcript

Pete Mockaitis
Marie-Hélène, welcome.

Marie-Hélène Pelletier

Pete, thank you. It’s a pleasure to be here.

Pete Mockaitis

Well, I’m so excited to hear about your wisdom. And I’d love it if you could kick us off with any particularly striking, surprising, fascinating, counterintuitive discoveries you’ve made about us humans and our resilience and mental health while putting together your book The Resilience Plan here.

Marie-Hélène Pelletier

You know, something I’ve loved in my studies, in general, and in my work was always interdisciplinary. I always found the creativity of bringing ideas together was great. So, I’m going to say the immense benefits of bringing psychology and strategy together, just amazing.

Pete Mockaitis

Can you give us an example or elaborate on that?

Marie-Hélène Pelletier

I can, absolutely. I came to this because I work a lot with professionals, leaders, business owners, high achievers of any kind, and they came to me, and they would say things like, “MH, I don’t know what my problem is. I’ve dealt with much harder things before. What’s wrong with me?” And if I had only spoken to them as a psychologist on the resilience side of things, they probably would have dismissed it. But because I brought analogies from the strategy side of things, because we took their context into account to better understand the actual reality that they’re in, that’s what changed everything. And when we do this, small shift, big change.

Pete Mockaitis

Okay. Could you give us a story or example there?

Marie-Hélène Pelletier

Yes. When I was writing the book, one of the things that sometimes people do is they do a focus group. So, it’s my first and only book, so I’m learning as I go. I do a focus group. In the group, there’s this woman, senior leader, who proceeds and does her strategic plan with us and the book. And then, shortly after, she sends me an email and says, “Okay, I need this for my entire team of leaders. Can you travel, do this as a workshop?” Yes.

So, I travel. She comes and says, “Hello.” She says, “I’m going to sit at the back because, you know, I’ve done this before.” Great. So, I proceed with the workshop with her team, and at the end she comes back and says, “Okay, I started sitting here thinking I’ve done my plan already, there’s nothing for me to gain in addition. I’m doing this for my team.” And she said, “But I realized I had implemented successfully for the first time all the actions I wanted to implement as it relates to my resilience, and I’m now ready for the next iteration of the plan.”

And so, that’s an example of how, given these particular tools, you can actually get to a plan that you can implement, that makes a difference, and just like in business, can evolve after a period of time. So, we can dive into the details of how do you get there but that’s an example of how practical this can be.

Pete Mockaitis

Maybe let’s return to that notion of people say, “I don’t know what my problem is. I’ve dealt with stuff that’s way harder than this before and yet I’m wiped out. I’m burnt out. I’m tired. I’m exhausted. I’m overwhelmed.” And so, they are puzzled, and then you say when you bring the strategic elements in there, it becomes demystified. Can you elaborate or give us an example of what that might look like?

Marie-Hélène Pelletier

Yes. Well, the analogy that sometimes I would give, and that’s in part what led to writing it in the book, was how, if we were in a business situation and we had a great idea for a new service or a new product, would we just have the great idea and launch? Or, would we have the great idea, and then look at who else is offering this? How much or something like this, how much are they charging for it? Who is willing to pay for it? Which forces might impact the launch? We would do all this, right? We would look at the context around this idea and then design a launch strategy that would be successful.

So, same thing here. Yes, we want to be more resilient, and initially we don’t understand it, but if we, actually, use the same tools we would use in business strategy to understand with more clarity the context, then we can actually create a plan that works. And that’s what changes everything. It’s as if initially we disregard many elements of the context. We are not realistic about the amount of demands we’re facing, the quantity, the importance of the demands we’re facing, that’s one example, and other aspects of the context, which makes any intention not that easy to implement and, frankly, not successful.

Pete Mockaitis

Okay. So, in other words, we don’t want to simply do a one-size-fits-all resilience plan in terms of what you got to do is you got to do your deep breathing, you got to do your exercising, and you got to sleep well, and you’re done! But rather, you’re going to go into the depths of the particular context in order to customize it to be just right.

Marie-Hélène Pelletier

That’s right. And it may include any of the things you just mentioned, or it may include other things. It depends on your current context, as well as other things, like your values, the type of demands you’re facing, the type of supply of energy that you have right now. And so, when we take all this into account, then we can design something that makes sense.

Pete Mockaitis

Okay. Well, so then maybe, as we’re deconstructing myths or misconceptions about resilience, like it’s not one-size-fits-all, any other top things you want to clarify for us in that domain?

Marie-Hélène Pelletier

It’s not a one-size-fits-all, absolutely, which means the plan you designed for yourself, Pete, in this moment in time will be different from mine, and even yours will be different from yours maybe six months from now. So, there’s that. I think even before this, one of the misconceptions we need to clarify is that often people will tend to think that they are resilient as an individual. That’s who they are as a person. They own it. That’s like a personality trait.

And people get to thinking this for logical reason. They’ve gone through very demanding things before successfully. Sometimes people around them have said, “Pete, you are the rock of the team. You’re the rock of the family. You’re so resilient.” And you get to a point where you believe that it’s who you are. And the challenge with this, number one, it is not a personality trait. It’s our ability to go through adversity and come out even stronger, which will fluctuate over time, therefore we can influence it.

So, it’s not a personality trait, and so it is something you want to invest in because there will be more demands coming forward. We can be proactive about this, and I will argue we really want to so that we can prepare for those demands moving forward. So, this notion that it’s who we are, “And, therefore, it will always be there for me. I don’t need to do anything about it, and I will respond in however way I do,” that sort of very, in a way, passive response is not helpful. So that’s one of the key things we need to change.

Pete Mockaitis

Okay. So, if it’s not a personality trait, I mean what is it? What would we liken it to? Is it an asset?

Marie-Hélène Pelletier
A state.

Pete Mockaitis

Oh, it’s a state, like an emotion?

Marie-Hélène Pelletier

Yeah, an experience. So, including, yeah, your emotions, the way you’re thinking, the way you’re responding to the situation. So, it’s all of these. And so, therefore, the more you’ve prepared, invested, planned, the more you can, in some ways, increase that baseline, if you will, such that when additional unexpected larger demands come, many of which we actually want because they’re interesting challenges, things we are happy to solve for, then you’ll be able to bring your best.

Pete Mockaitis

Okay. Well, could you maybe give us an example of a professional who was encountering a state of low resilience repeatedly, and then figured out a plan, did some things, and saw a transformation?

Marie-Hélène Pelletier

It’s something that I can say, you know, I’ve gone through similar situations, you may have as well, but one person I worked with came to me and really felt like their schedule was completely out of control. They were running after the most screaming demands at all times. It just felt like they were not leading this ship. It’s as if they were on a downhill bike and the bike was going faster than what they could control in some ways, and they happened to be working with me at that moment.

And so, what we did, and that’s what I’ve done in the book, I’ve extracted some of the tools we use in business strategy but using them for our resilience. So, first, we looked at this person’s values, what’s most important for them in this moment in life. And that includes both personal and professional. For this person, some of their values, just from memory, included things like health, family, relationship. They valued physical activity. That’s something that had been important for them before, and they had some others.

Then we did this exercise where I get the person to draft on one piece of paper, two columns, their sources of demands and their sources of supply. And for this individual, they realized how they had an immense amount of demand, both from work and personal life, which they initially did not really account for in some ways. So, yes, they knew they were busy at work, for example, but then they realized, as we were looking at their personal life, that they also had a friend who was leaving a key relationship.

One of their parents was dealing with health issues. Of course, people we want to support in our professional lives, and personal in this case, but the reality is that they do represent demands and we want to be realistic about that. Now, this person realized they had not invested much in anything that gives them energy, so the supply list was very short. And we did all the work looking at the equivalent of their SWOT analysis, looking at their context.

And so, for them, it led to creating their strategic plan, which usually I’ll go with three main pillars, and one of them for her was to invest in managing her time better. She realized that she was not good at estimating the amount of time it takes to do things. She tended to underestimate how long anything took, most things, and so for her one of the pillars was “Better managing my time.”

And under this strategic pillar one of her concrete actions, a tactic, if you will, was, and we always focus on tactics that are very simple, for her it was to challenge herself once a week to guess how long something’s going to take, and then actually measure how long it takes her to do that particular task, just to help shift how she was assessing her time. And there were other pillars on her on her strategy, but that’s an example.

Pete Mockaitis

Well, that’s fun. Let’s hear it. So, what are some other pillars there and tactics that go with them?

Marie-Hélène Pelletier

It will depend, of course, on each individual. Sometimes I work with people who will realize that in their values, the value particular relationships that they have, whether it’s family, friendships, people they live with, people in their lives, one way or the other. And I’m thinking of one individual in particular who at times worked from home, and sometimes when he was working from home, if he was not in a meeting, he would open the door of his office, and he had a young child, who at times would come in the office, the door was open.

And he realized how, more often than not, of course he was doing something when the child would come in, so he would say “Oh, wait a second” or would just finish typing whatever he was doing. His next action in his plan, one pillar was relationships, and his action was, “Whenever someone from my family, who I love and value, because now I have even more clarity on that value, whenever an individual comes in, I will actually stand from my desk, stop what I’m doing entirely, mid-word, mid-email, not finishing the thing, turn around, step out of the office, and be with them.”

So, it was just connecting. And you see how one of the things that is so important in this type of work, and just the same way in a business type of strategic plan, you want actions that are implementable, that you can do. And here, in this particular strategic resilience plan, we very much need these actions to be so small that we are highly likely to do them. So, they cannot take an immense amount of time, which no one has, because then you’re building self-efficacy.

You’re building that sense that you can do this, and from there, you can grow it if you want, but we have to start really small. Otherwise, most people’s schedules are full, overflowing even, and therefore no change is going to happen.

Pete Mockaitis

MH, I really love that notion of it’s super small. And I’m reminded of a conversation we had with BJ Fogg about tiny habits and how those really can be quite transformational. And so, we talked about the demands and supplies, so an economist thinks of supply and demand in terms of price versus quantity and what is the price point at which I’m willing to supply so many units of yada, yada. And you’re suggesting the units here, it sounds like, is not so much price, but energy. Is that accurate?

Marie-Hélène Pelletier

That’s right. Yes, I’m using the term because we are used to using these terms in a different context, and it just seems to resonate with people I’ve worked with. So, I’ve used them in different ways before, and it seems to resonate. So, yes, here I’m looking at, “Where is your energy going? That’s your sources of demands. And sources of supply, is what is bringing energy to you?”

Pete Mockaitis

Now, in a way, this can be tricky in terms of distinguishing the finer points here. Like, my precious children, of course, I love them, being with them is delightful. And other times, they’re driving me nuts. They are feeling like a demand. They’re sucking me dry. So how do you think about any acid tests or key indicators or guidelines you use when you’re categorizing stuff?

Marie-Hélène Pelletier

No, go with the flow. Go with what’s easiest because, very much for any of the worksheets that I’ve developed and the ideas in the book, it very much is going with the done is better than perfect, Pete. And, yes, others have said golf also tends to fit on both the demand and the supply. So, yes, I would say keep going.

Put it in both columns if it fits there. For right now, the most important thing is we’re getting this done, and any of the exercises I’ve suggested there can usually be done in 5-10 minutes so that, I sometimes say if you’ve got a flight that makes you cross the continent, you can get out of your flight if you started at the beginning with your plan. So very doable, we’re not getting bogged down by details. I hear you. Some things will fit on both but most things will actually find their way in one, more clearly than the other.

Pete Mockaitis

Yeah. And I think, with some careful reflection, discernment, you can, I think, distinguish some of the nuances. Like, working out or golf could be the same way as like, “Oh, golf is energizing when I’m connecting with really great people. And it’s not energizing when I’m stressing, trying to beat my best score ever,” for instance.

Or I can say that with weightlifting, “It’s energizing when I do a modest number of sets and I’m trying to beat my previous record. And it’s debilitating when I’m just doing tons of volume, and then it feels like more of a demand.” And I love that notion, specifically of the personalization with that example of the working from home, “I’m going to stop what I’m doing. I’m going to attend to the person.”

Because someone else may very well really love the flow states, and that’s more of a supply, like, “Man, when I get into an uninterrupted groove of 90 minutes of just creating something, that’s really a big supply,” and it would maybe, for that individual, be the opposite, “Oh, let me stop mid-word and address somebody.” That could be the opposite of a resilience-boosting approach for them.

Marie-Hélène Pelletier
It could. But you see, I love where you’re going with this, because it does. It’s a great way to demonstrate how it will depend from one person to the other. Because, let’s say, I mean, it could actually, in fact, be in the same person, that you value your wonderful relationships, you want to honor them. If someone comes in, you want to really acknowledge them, and you also value when you’re in the flow of something and you want to maintain that creative path that you’re on.

So maybe what we’re saying is right now there’s a bit of a disconnect, because you do realize you want to keep going but someone interrupts you who you love and you want to honor. Maybe one of the pillars is called boundaries, and in those boundaries, when action will be to be a bit more deliberate about when you need to not be interrupted and make sure the door stays closed, not just for the Zoom meeting or the podcast recording, but also for the moments where you need that uninterrupted time.

So that way, you can still have the other action related to family members that you will interrupt yourself. If the door is open, that means you’re willing to interrupt whatever you’re doing, and you do. But if you’re in the flow, maybe you create the structures to protect that too.

Pete Mockaitis

That’s cool. Well, M.H., maybe, I know, in a way, this is an impossible request, but I’m going for it. Could we perhaps do a 10-minute rapid accelerated, like fast motion demo of, let’s say, you and I were creating a resilience plan, what would be step one? And I’ll give you just like a quick answer example.

Marie-Hélène Pelletier

I love it. Yes.

Pete Mockaitis

And then we’ll charge through.

Marie-Hélène Pelletier

So, you’re willing to, you’re the person, you’re doing this. We’re doing this on you, Pete.

Pete Mockaitis

I am. And I know we won’t get all the way done, but if we could just get a sense for, “Oh, I see what step one is and some of the outputs that might emerge from step one. And I see what step two is and some of the outputs,” you know, we’ll just get a sense.

Marie-Hélène Pelletier

Let’s do it. First, Pete, tell us some of the most important things for you in life. That’s your values. Don’t get bogged down on, “Is this a value or not?” Just tell me what comes to mind.

Pete Mockaitis

Sure. God, integrity, service, growth, optimization, family.

Marie-Hélène Pelletier

Okay. I’m making some notes so that I can help and remember. Okay, keep going. Next, tell us about, if we were to do a supply and demand table right now, we’re not doing a full table, but give us maybe top few, two or three demands you have on the work front these days.

Pete Mockaitis

Sure thing. Well, producing podcasts regularly; working with the production company and getting that squared away nicely; integrating two of those companies to serve people well; and not having anybody abandon us, either employees or customers in the shakeup.

Marie-Hélène Pelletier

Retention?

Pete Mockaitis

Yeah.

Marie-Hélène Pelletier

Okay, give us some things on the personal side, things you’re willing to share with the entire planet?

Pete Mockaitis

Sure thing. Well, I mean, just kids, and they’re young, and their associated needs, just kind whatever we’re working through, like learning, and just making sure they’re healthy and safe and loved, and responding to their needs as they emerge.

Marie-Hélène Pelletier

Fantastic. Okay, let’s jump. If we were doing this fully, we would go in more details, but let’s keep going. On the supply side, what kinds of things on the work front give you energy?

Pete Mockaitis

On the work front? Well, I mean, I’m discovering really cool stuff from guests who say something that blow my mind, like, “Whoa, I’ve never heard that. That’s really interesting.” Maybe discovering new tools or approaches for getting things done and making things happen. Entering new domains, we’re getting some YouTube and some video stuff happening. So, I guess discovery exploration as a general theme, yeah.

Marie-Hélène Pelletier

And give us maybe one on the personal side, sources of supply.

Pete Mockaitis

I’d say exercise.

Marie-Hélène Pelletier

Okay. Let’s go with this one for right now. Now, we’re probably going to skip doing the full SWOT analysis because that would be a bit longer than the 10-minute that we’re trying to reach here, unless you’re willing to give a shot at one thing in each quadrant. How do you feel, Pete?

Pete Mockaitis

In general, like a strength, a weakness, an opportunity, and a threat in the domain of resilience?

Marie-Hélène Pelletier

I’ll guide you. Okay, let’s do it. You look like you’re going to do this. All right. On the individual side, so just looking at you as a person, what is one thing that makes building resilience naturally easy for you?

Pete Mockaitis

Well, I’m reminded of BJ Fogg who told me, “Pete, you are a natural celebrator.” And it’s true.

Marie-Hélène Pelletier

Okay, perfect. Okay, love it. It’s perfect. Now tell us something about you, same thing, you personally, that actually makes resilience building a bit challenging?

Pete Mockaitis

Oh, probably like self-criticism or like the need to perform, like, “Oh, I’m so bad,” you know, if I screw something up.

Marie-Hélène Pelletier

Perfect. Yeah, you’re good. Great example. Okay. External, so in your context, around you, personal or work, something that makes resilience a bit easier for you?

Pete Mockaitis

Just like a general contextual, environmental, external thing that makes it easier?

Marie-Hélène Pelletier

That’s right.

Pete Mockaitis

I would say, well, when family’s happy, that’s easier. Like, if they’re in a playful, “Ah, da-da, let’s do this fun thing!” mood, that’s easier as opposed to like, “Wah!” you know, they’re like bickering and arguing amongst themselves, like, “Oh, come on, man.”

Marie-Hélène Pelletier

Okay, okay, perfect. Great example. And last quadrant, you’re doing this, still on the external side, tell us an example of something that, in your overall context, makes resilience challenging?

Pete Mockaitis

Oh, maybe sleep interruptions, someone crawl into bed, waking me up too early.

Marie-Hélène Pelletier

Okay, good. So now that we have this, we would design a strategic plan, and I often start with, say, three strategic pillars. Now, by strategic pillars, we’re talking about three directions that you would want to invest in. And within each of them, we’re going to find one action or a tactic that potentially you will consider.

So now that you’re looking at the values we’ve talked about, sources of supply and demand, and your overall context, I’m going to ask you first, otherwise I’ll provide ideas, but if something emerged for you, that’s usually a good place to start. Is there something that you’re already thinking, “Yeah, this looks like I could invest a bit more here,” and that may be a good idea?

Pete Mockaitis

Well, I guess I’m thinking about on the work front, it’s like, at times, there are new cool fun interesting things I like to explore and try. And other times, I just sort of forget about that, sort of crank it out, like, “All right, next episode, let’s do that.” Like, “Oh, email process, go.” So, I mean, I have a giant list in OmniFocus of all these potential ideas or initiatives, and it would probably be really swell if I just had a short list I could refer to make sure that there’s usually something fun, cool, interesting, novel to explore and grow into there.

Marie-Hélène Pelletier

Okay. So, pillar number one could be exploration focus, let’s say, and potentially one of your tactics there could be, I mean, one option is what you just described, creating a short list. Sometimes a short list can take a longer amount of time. If we wanted to scale this down even more, you could say pick one, one a month, just pick one.

Pete Mockaitis

Sure.

Marie-Hélène Pelletier

Pick. It’s a good list. You’ve liked all these ideas anyway at some point. If you spend the time to rank and create the shortlist, that may take you too long and you may not do it. So, yeah, it could be either a shortlist or pick one a month and explore, for example. Okay, so we’ve got one pillar. Another pillar, do you have another one that came to mind or you want me to throw in one?

Pete Mockaitis

What you got?

Marie-Hélène Pelletier

Okay. Another one could be to be proactive on the family front. Now this is, I have little information, so I’m not saying you are or are not right now, but family is a value. It’s something that occupies an important part of your life. Potentially, there’s a part, there’s an opportunity to do one more thing even more proactive. Either you’re talking about the sleeping, kids are coming in, or sometimes, you also said it’s a strength when the family is happy, when everyone is in good moods and that kind of thing.

Do we have an opportunity to, I don’t know, once a week do a family check-in? Again, you may already be doing this. Or is this an opportunity to look at, “Who of the kids is now transitioning to an older age where we could look at helping shape their sleep patterns, for example, so something works a bit better?” So, I don’t want to dive too far, it’s personal life and all this. But that could be an example of another pillar that would combine some of the things you’ve observed and how things are going, as well as your values.

Pete Mockaitis

Yeah, that’s good. And what’s funny, what’s coming to mind is I’m just thinking about food.

Marie-Hélène Pelletier

Okay, tell me about this one.

Pete Mockaitis

It’s like young kids get cranky when they don’t eat. And yet they might not eat because they don’t want whatever foods. And so, if I could get laser-focused on, “Okay, what are healthy foods you like to make sure they’re always in supply, that we could cut down on some of the crankiness because they don’t want to eat whatever we got, even though it’s perfectly good, and maybe they need to learn, whatever, in the short term, make sure? Okay, blueberries are the thing,” for example. “Let’s just make sure we always got ample blueberries in the refrigerator.”

Marie-Hélène Pelletier

That’s right. So, you could literally have a pillar called food for kids with actions, like you said, it’s in supply. And maybe number two, you’re prompting the eating because sometimes it’s there, but no one’s touching it or whatever. And then they realize too far, or you realize far further on the road, that it’s impacting how they’re reacting. So, there you go. You can have your three pillars just like that.

Pete Mockaitis

Okay, cool. Well, thank you. That’s fun. So, I know we just spent a lot of time talking about how it’s all custom, and context-specific, and everybody’s different. But now, M.H., I’m going to put you on the spot and tell us, what are some top pillars and tactics that you’ve just noticed seem to come up again and again and again, and be super helpful when people embark upon, knowing they may well not be applicable for all persons?

Marie-Hélène Pelletier

That’s right. Well, I mean, there are areas that we know from research if we, all of us, it’s just the implementation needs to be very personalized. But the reality is that humans, in general, and we know this from body of research, decades of research, we will be more resilient if we are doing more on the exercise front three types of things: cardio, strength training, and meditative type activity. So, that’s one.

We will be more resilient if our nutrition is better, so it connects with the pillar, your food pillar here. And we have solid research, literally showing a difference if we’re having this meal healthier, it will have an impact. It’s not just long term, 20 years from now. It’s having an impact. Our sleep will have an impact on our resilience.

Spending time with people we enjoy spending time with, and then there are additional ones, like time in nature, doing pleasurable activities, things you enjoy doing, which is critical for recovery from work so that we can then bring our best to what we do. Other themes that fairly often will emerge for individuals I work with, there usually is some version of better boundaries, however it gets defined, that’s often there.

Fairly often, there is this element of managing my time differently, connects a bit with boundaries, but sometimes it’s also very time-specific, again with that tendency to underestimate how long something is going to take. Yeah, so some of these are examples.

Pete Mockaitis

That’s lovely. And then perhaps within a couple of these, could you share some top do’s and don’ts, like some things that people might get wrong? For example, with exercise, perhaps folks overdo it and it’s counterproductive. I’ve been there. Or they neglect one side of things, like maybe, “Strength is not my thing. I don’t want to get too big, bulky muscles.” That’s a whole another conversation. But tell us, are there any top do’s or don’ts that you find within these domains?

Marie-Hélène Pelletier

Yes. On the exercise front, more people, if they do anything in this area, they’ll be on the sort of active recovery, and will see meditation as something that is not for them, either because they’re like, “Ah, I’m not that person,” or they’ll say, “I’ve tried it, MH, and I can’t calm my brain down. It’s just not for me.” Well, hello, the reality is that research is crystal clear. It is critical for all of us. It makes a huge difference. So that’s probably one of the next frontiers. If you’re wondering what to do next, that probably would be the one.

Now, here’s the key thing. If you’ve tried it and you’re in that camp saying, “My brain just doesn’t slow down. It’s not for me,” all that, change your success criterion. It’s not about, “Did I calm my brain down and leave these feelings out?” No, success criterion, “Did you press play on the thing? And did you sit down trying to do it, and doing your best to bring your focus back on your breathing?” for example, whatever the guideline was. And that’s it.

If you’ve pressed play, you’ve done it, two minutes, four minutes, whatever the duration is, start small, full points for this, even if your brain was going the whole time. So that’s an example. Meditation would be one. Another area to really consider is the sleep. People will tend to bring their electronics in the bedroom, which then becomes tricky, because if we don’t sleep in the middle of the night, it’s very easy to reach for the electronic, which then is engaging the brain as opposed to giving the brain the message that, “No, no, no, it’s time to sleep.”

So, the “don’t” would be don’t bring the electronics in the bedroom. If your phone is your alarm, buy a small travel alarm, and that will be smaller than your phone probably and will ensure that you actually create the boundary there as well. So, these are some examples. Sometimes people are skipping meals on the nutrition front, so making sure there are easy things. You were talking about kids earlier, but it’s true for us too. Sometimes the day will go so fast, we’ll just reach for what’s easy, and that may not be what’s going to help the brain best sustain for all the next hours. So proactively planning for this, that is another example.

Pete Mockaitis

Okay. And with the research on meditation, you mentioned two minutes, four minutes, does the research suggest that such small doses are actually effective and useful for us?

Marie-Hélène Pelletier

Anything’s better than nothing, but in eventually, yes, longer will have more benefits. But again, here we are about starting small. Even smaller than this. You could start with just committing to doing five deep breaths while you’re washing your hands. We wash our hands many times a day. It does not require more time for you because you’re still doing this. Might as well use the moment to slow the breath down completely, all the air out, and slowly breathe in. It’s there and it’s a start. And what happens when we start in these smaller ways, we build that sense of self-efficacy, that we can influence this and that builds. Once we start building this, we will be able to extend over time.

Pete Mockaitis

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

Marie-Hélène Pelletier

I would say stay curious for the small actions. And I know how everybody, how so busy, so full everyone’s schedule is. If it feels like you can actually step away and create, invest in creating that plan for yourself, fantastic. If it feels like even that is too much for right now, then start with something very, very small.

But the reality is you will need to invest in yourself so you can bring your best to what you do in your personal and your professional life. It will serve as a protective factor from burnout. It will serve as a model for others, whether it’s your kids or people you work with. And so, staying curious about your next action and implementing is key.

Pete Mockaitis

All right. Well, now could you share a favorite quote, something you find inspiring?

Marie-Hélène Pelletier

I’m going to go, and that’s very much the spirit of this book, with, “Done is better than perfect.”

Pete Mockaitis

Okay. And a favorite study or experiment or bit of research?

Marie-Hélène Pelletier

Recent research on priming, so the non-conscious ways in which we can support our brain in attaining our goals. And there’s been fascinating research there, I could give you an example, but the short point of this is, if we expose our brain in advance to an image or words that represent our goal, and we know images are actually even more powerful, we’re increasing our chances of reaching this goal. Still need all the conscious planning, the smart goals, the planning for it, the small initially, the whole thing, we need all this, and priming can help. Fascinating research there.

Pete Mockaitis

So, when you say priming, just like, if I want to be in shape, I could get a picture of an underwear model and post that somewhere that I’ll see you regularly, and that in and of itself will increase the odds of me achieving the goal?

Marie-Hélène Pelletier

That’s right. And it could be that, it could be weights, it could be whatever for you represents that goal, yes. And it just needs to be at a place where your eyes see it so you don’t need to think about it, meditate, visualize. These are other processes that are also positive, but priming, it truly is just about your eyes seeing it.

Pete Mockaitis

And is there a particular researcher or journal article we should link to there?

Marie-Hélène Pelletier

There are. Two key researchers would be Latham and Locke. So, if you search Latham and Locke and you look for priming, you’re going to get to their research and then many others.

Pete Mockaitis

Okay. And a favorite book?

Marie-Hélène Pelletier

I’m going to go with Mind Over Mood written by Greenberger and Padesky, over a million copies sold, 20 plus languages translated. It’s a very practical workbook, so it has theories that come from psychology, as well as exercises, always, to implement. And it’s a book that I think everyone should have in their homes, at work. It just provides great tools to deal with normal parts of life, some that are easier to manage, some that may be more challenging, but just research-based, very practical.

Pete Mockaitis

All right. And a favorite tool, something you use to help you be awesome at your job?

Marie-Hélène Pelletier

Well, I want to say, I’m going to say, actually, doing a strategic resilience plan, because I’ve used it. I’ve used it in various phases of various demands I’ve gone through personally. I’ve seen others, obviously, but I’m using this tool.

Pete Mockaitis

All right. And a favorite habit?

Marie-Hélène Pelletier

Walk outside.

Pete Mockaitis

Okay. And is there a particular nugget you share that really seems to connect and resonate with folks; you hear them quote it back to you often?

Marie-Hélène Pelletier

“Anything’s better than nothing.”

Pete Mockaitis

All right. And if folks want to learn more or get in touch, where would you point them?

Marie-Hélène Pelletier

TheResiliencePlan.com will get you to everything I do. Always happy to connect on LinkedIn as well, and love to see what others are thinking and doing and all that. So that’s another great way.

Pete Mockaitis

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

Marie-Hélène Pelletier

Step back and be strategic about your resilience the same way you’re strategic in what you do at work.

Pete Mockaitis

All right. MH, this has been fun. I wish you much resilience and adventure.

Marie-Hélène Pelletier

Thank you. Love that, resilience and adventure. And same to you, Pete, and to your audience.

967: How to Overcome the Fixed Mindset and Create Cultures of Growth with Dr. Mary C. Murphy

By | Podcasts | 2 Comments

 

Dr. Mary C. Murphy explains the downsides to the culture of genius—and shares an alternative path for transforming individuals, teams, and organizations.

You’ll Learn:

  1. The biggest misconceptions about the growth mindset 
  2. The optimal number of mistakes to make 
  3. How to deal with the four situations that trigger a fixed mindset 

About Mary

Mary C. Murphy is the Herman B Wells Endowed Professor of Psychological and Brain Sciences at Indiana University, Founding Director of the Summer Institute on Diversity at the Center for Advanced Study in the Behavioral Sciences at Stanford University, and Founder and CEO of the Equity Accelerator, a research and consulting organization that works with schools and companies to create more equitable learning and working environments through social and behavioral science.  

Murphy is the author of more than 100 publications and in 2019, was awarded the Presidential Early Career Award for Scientists and Engineers, the highest award bestowed on early career scholars by the U.S. government. She is also an elected fellow of the American Association for the Advancement of Science. Her research has been profiled in The New York Times, Forbes, Harvard Business Review, Scientific American, and NPR, among other outlets.  

Originally from San Antonio, Texas, she earned her BA from the University of Texas at Austin and her PhD in social psychology from Stanford University in 2007, mentored by Claude Steele and Carol Dweck. She splits her time between Bloomington, Indiana, and Palo Alto, California.  

Mary’s new book on organizational mindset, Cultures of Growth: How the New Science of Mindset Can Transform Individuals, Teams, and Organizations is available now. 

Resources Mentioned

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Dr. Mary C. Murphy Interview Transcript

Pete Mockaitis

Mary, welcome.

Mary Murphy

Thank you, Pete. It’s so good to be here.

Pete Mockaitis

I’m excited to dig into your wisdom when it comes to talking cultures of growth and mindset, transforming individuals, teams, and organizations. Could you kick us off with a fun story that really shows what’s possible or what’s at stake with this kind of stuff?

Mary Murphy

Absolutely. So, I can tell you the mindset culture origin story, where it came from.

Pete Mockaitis

Let’s do it.

Mary Murphy

And I think it will help share for your listeners, their experiences of the cultures of growth and cultures of genius. So, at Stanford, where I was getting my PhD, it is tradition that all graduate students present to their faculty. So, I was in one of these seminars, we’ve all been in one of these seminars, where a friend was presenting his work from the year. And, all of a sudden, out of nowhere, didn’t raise their hand, just blurted out, this professor blurts out, “Well, it’s clear the fatal flaw in this work is XYZ.”

And then another professor on the other side blurts out, “No, the fatal flaw isn’t XYZ. It’s ABC.” And they start fighting amongst each other to show who’s smarter than whom, right? Who’s the smartest in the room? How can they take down this idea, the most devastating comment, right? How quickly they could do it. And it was very much this culture of genius idea, relying primarily on star performers. Can you cut it, or can’t you? Do you have it or don’t you? Who’s the smartest in the room?

Two weeks later, I’m in a different seminar, and the faculty there have a totally different way of engaging with the students as they’re presenting their research. And, yes, they are identifying what are the challenges, what are the problems with the work, but what they’re competing on is not how smart you are. They’re competing on who can find the solution, the most elegant solution to the problem. Maybe this student needs to include a different survey, work with a different population, do their work slightly differently.

And what I saw in those moments was both of these are characterized by mindset, a fixed mindset and a growth mindset. And what they did to people in those seminar series was very different as well. In the first one, the student didn’t want to touch his work for weeks later because it was so painful the way that it had been treated in this fixed mindset culture of genius. In the other seminar series, we saw students so ready to hit the ground running, and they had ideas and strategies to actually engage their work differently because that was the focus of the culture of growth there, the growth mindset sort of embedded in that environment.

And so, this is the beginning of mindset culture where I saw mindset doesn’t just exist in our minds. What’s your mindset? How does it affect you? What my mindset is and how does it affect me? It’s really in our interactions, in our teams, in these groups, what we say and do, how we interact with each other. That’s where mindsets are made. And that mindset culture shapes almost everything, our thoughts, our feelings, our behavior, and our performance.

Pete Mockaitis

Ooh, I love it. So, we’ve got cultures of growth, cultures of genius. And it’s funny, genius sounds like a good thing that we want to do.

Mary Murphy

It does, doesn’t it?

Pete Mockaitis

But here, it is not the preferable option of the two.

Mary Murphy

That’s right.

Pete Mockaitis

Can you unpack a little bit these terms and the cultures, what they look, sound, feel like in some depth?

Mary Murphy

Yeah, absolutely. So, the culture of genius really has at its core this fixed mindset belief. You either have it or you don’t. You’re smart or you’re not. And it’s really focused on identifying who those star performers are with the belief that these are going to be the team members and the performers that we are going to elevate and put all the resources around. These are people who are inherently more capable due to maybe some kind of superior intelligence or talent or ability.

And they really focused in these cultures of genius on those standout individuals to carry the rest of the team. And the whole organization and teams are set up around it to do that. It’s, find the genius and give them the ball. And that’s a very fixed-minded way. It’s like there are only a few people who have these kinds of skills, only a few people who have this kind of ability.

The culture of growth has, at its core, the growth mindset belief that talent, ability, and intelligence is a potential, that, sure, we all differ based on it, but the commitment of the team and the organization, if it has a culture of growth, is that we are going to take everyone, hopefully everyone with very high intelligence, talent, and ability, and we’re going to challenge and grow them and give them strategies and resources to take that talent, intelligence, and ability and grow it even further to the benefit of the individual and to the benefit of the organization.

And so, this culture of growth, you can tell it from a culture of genius because supports are given to people to develop and to contribute. The reality, though, just as we’ve gotten fixed and growth mindset wrong by saying, “Do you have a fixed mindset? Or do you have a growth mindset?” this false dichotomy, we’re not going there when it goes to mindset culture. Mindset culture exists on a continuum, and the truth is that many teams and organizations are usually a mixture of the two.

And so, you can have a bit of a culture of growth or a bit of a culture of genius, especially if you have a very large organization. We find almost always pockets of cultures of genius and pockets of cultures of growth. And then it becomes, “How do we actually move the whole organization to be more growth minded more of the time?”

Pete Mockaitis

Okay. So, the continuum is present both for individuals and for organizations, teams.

Mary Murphy

That’s right. The individual mindset continuum and then the mindset culture continuum. And we move between at the individual level. We move between our fixed and growth mindset. That’s like the last third of my book. It really talks about the mindset triggers that we know from 30 years of research on the fixed and growth mindset. What are those situational triggers that move us between our fixed and growth mindset sort of on a daily basis in the workplace, in our relationships, in our families? What are those triggers?

So, we identify four of those that have really strong empirical evidence to back them up. And then we help people identify which are their triggers, and then how to move more towards growth when I identify that I’m in a triggering context that’s going to move me towards my fixed mindset sort of automatically.

Pete Mockaitis

That’s so helpful. And I find that is dead on with my own experience. Like, “Yes, indeed, I believe not just because I’m supposed to, but because the science and data tells me it’s better and superior, that growth mindset is true. Like, yes, human beings can, in fact, learn, grow, develop, improve in things.”

Mary Murphy

That’s right.

Pete Mockaitis
Like, neuroplasticity, etc.

Mary Murphy

And I’m in my fixed mindset all the time, too. I mean, talk to me in the evening when we are loading the dishwasher. And I’m like, “Man, there is a right and the wrong way to do this. This is the right way to do it.” And you talk to my husband, he does it a completely different way. I got a very fixed mindset about the way to do that.

We can’t be thinking about it that we can’t talk about when we find ourselves in our fixed mindset, what are the triggers that move us to our fixed mindset. Because then it becomes more of a religion. The growth mindset becomes more of a religion. Like, you have to have it. You have to bow down to it. You can’t admit to ever having a fixed mindset thought or behavior. And then we never get better. It just becomes something that we kind of give words to rather than actual behavior on the ground.

Pete Mockaitis

Well, Mary, when you say on the ground, I think loading the dishwasher is about on the ground as it gets. And I think, I don’t want to spend too much time here, but I think we must spend a minute or two. So, is it, in fact, not the case that there is an optimal way to load the dishwasher?

Mary Murphy

I actually think there is a scientific way, and I think YouTube will probably give you about 400 videos about the scientific A versus B testing of the better way to load the dishwasher.

Pete Mockaitis

Well, I guess what I think about there is, like, I’ve got my own opinions on dishwasher loading, but I think in, some ways, it all depends on what do we mean by better in the terms of the speed in which you can load it.

Mary Murphy

That’s right. That’s right. How do we define better? It’s a good question for mindset culture, actually, more generally. How do we define better? How do we define high performers or top performers? Are we talking about efficiency? Are we talking about outcomes only? Are we talking about process? Being able to make those definitions transparent and clear is the first step to actually figuring out then what we are trying to drive towards.

Pete Mockaitis

All right. So, I did want to hear about these triggers, but first, let’s hear a little about the genius notion. So, is it not true that there are stars that we do need to disproportionately lavish with coaching and resources and attention to maximize shareholder value, etc.?

Mary Murphy

Yeah, so I think that this is one of those things that we haven’t really thought all the way through. I do think a big question is, “Wouldn’t an organization just want to hire geniuses? Aren’t they all high performers? Or don’t we want a whole organization with just these geniuses there?”

And what we see is that high performers actually prefer, because we’ve done the research with thousands of people at hundreds of companies, that high performers actually prefer the culture of growth because, to your point, most organizations, if they’re hiring for genius, they are not investing in the growth and the development of those geniuses. They are hiring geniuses and say, “Now you take us to where we need to go. Now you take us,” and they don’t give people resources or strategies and supports to actually help them continue to grow their skills and abilities. They expect them to get there and to do the work.

The problem with having a whole organization where you do nothing but hire these geniuses is that it creates a hugely interpersonally competitive environment within the organization, because, again, if you have that fixed mindset view, there’s only some who are smart, “Look to your left, look to your right. Only one of you is going to be here at the end of the quarter or at the end of the year when we do our stack ranking evaluations.” It creates this environment where everyone is only as good as their last performance.

People start to hoard information. They start to leave people off calendar invites in order to show that they’re the smartest ones in the room. They’re the ones with the best ideas. They know a new star is being born every day, and so they really want to hold on to not only their reputation, but also their status within the organization. And so, you have people concerned about that instead of concerned about doing the work that’s going to move them and the organization forward. And you also see big ethical problems in these organizations due to this internal competition.

And so, ultimately, high performers know that the culture of growth is the place where they can take risks, they can be supported in that risk taking, they’re going to be continually resourced and invested in across time, and that the process is going to matter just as much as the outcomes. The outcomes are very much going to matter in a culture of growth. But there’s also the whole thing about process and development and the work of, “Will the company allow me to take some risks to actually do something innovative and creative?” That’s where the culture of growth really out-beats the culture of genius and the bottom line, because we’ve studied that too.

Pete Mockaitis

Absolutely. And I think I’ve seen in my own experience, having hired folks who were amazing, it’s not true that you just hire someone who’s brilliant and then everything they do is brilliant always and forever.

Mary Murphy

That’s right.

Pete Mockaitis

Like, I actually scratched my head a few times. It’s like, “Well, what happened here? We had someone who was just amazing and then they stopped being amazing. Like, what’s the deal?” And sometimes you might never know the answer as to what happened, but it really is, I think, almost like, folks are realizing, “Oh, this isn’t quite right. This isn’t quite my thing. I’m actually getting progressively exhausted and burnt out by being so amazing day after day, and I’m just tired of it now.”

Mary Murphy

That’s right. That’s right. I mean, that’s what our research shows, too, that as it turns out, even geniuses don’t fare well in the culture of genius. In these environments, high performers are usually put on a pedestal and that creates almost like a straightjacket where they’re not allowed to take risks, they’re not allowed to make mistakes, and it puts them in a very fragile place where they’re afraid to fail, and so they become very risk averse, and they kind of do the thing that we kind of thought we’ve seen in the past, “Well, that worked in the past, so I’ll just keep redoing that cause that’s the safe thing. We know that will be a success.”

So, you see people not putting forward their best ideas, not innovating, not being creative in their work. And we see this too in school settings where we label kids as gifted, and then it becomes that they’re often terrified of underperforming. So, they play it safe, they hide their mistakes. They don’t take on any kind of intellectual challenges because they have been labeled gifted and they can’t lose that reputation or that status. So, that’s what we do when we put people in those roles and when we surround them with that culture of genius.

Pete Mockaitis

That’s true. I’ve known some folks who, they were on a valedictorian track, and they weren’t going to mess it up by taking the hard AP classes.

Mary Murphy

That’s right. Exactly right, yeah. That’s a good example.

Pete Mockaitis

So, you make reference to a prove and perform mode. Sounds like we’re talking about that right here. And so, you say that when we escape from that, we actually improve our cognitive abilities. Can you tell us about some of this underlying research and just how much of a lift do we see there?

Mary Murphy

Absolutely. So, this really goes to some of the cognitive and neuroscience work that’s been done when we look at mindset and mindset culture. And so, what this shows is that when we are really only focused on performance goals, rather than performance goals and learning goals together, which is the alternative in a culture of growth.

When we’re only focused on performance, you’re only as good as your last performance, you have to prove your worth with every example that you are engaged in, every piece of work you’re engaged in, a new client presentation, a report that you’re writing, “Show me how smart you are. Show me what you did for me lately or how smart you are,” and that any mistake can be taken as a sign that you don’t have it.

When we are focused on those performance goals, a lot of our cognitive resources and executive function actually is focused on the self, “It’s focused on me and how I’m coming across and my reputation and how other people are seeing me.” And so, by dividing, literally dividing our attention in this way, our executive functions in this way, self-focus and then the work that you’re actually trying to do, it takes longer to do that work. We do it, ironically, with more mistakes, and it actually undermines, therefore, the quality of the work that comes out.

Whereas, if we can focus on the performance, and we want to do the best possible work we can, but we want to also learn the most while we’re doing this, it takes the self-focus off and it puts the focus on the work itself and how to improve the work, “How can I write the best client pitch that’s really going to help the client see that we’re going to be the best for them? What can we learn with the client together? What are they going to want to learn from us by working with us? How do I build that into the pitch?”

You take that learning lens onto the work, in addition to the performance, takes the attention off of you, puts the full executive function onto the project itself, and that ultimately produces the best outcomes at the individual level, and then when you aggregate that at the team and the organizational level.

Pete Mockaitis

All right. And you’ve got a good turn-of-a-phrase, succeed by failing at 15% of your efforts. How so? And why 15%?

Mary Murphy

Yeah, so this is basically from a set of studies, kind of a meta-analysis of many studies, that looked across many different modes of being. So, it looked at human performance. It looked at animal performance in animal studies. It looked at AI algorithms and the performance of those algorithms. And in each case, the question was, “What is the optimal amount of mistakes that actually support learning?”

If you think about it, if you have flawless performance, what are you learning? You’re not learning anything. You’re not learning what worked. You’re not really learning about what might work or what could work or how to get innovative about it, and so mistakes are integral. And we actually have parts of our brain that are tuned to mistake-making that really help us then concretize, “Okay, that didn’t work. Here’s the lesson. Here’s a new way to solve or strategize for this problem, so that we can actually update in our minds, and then solve the problem going forward.”

Those systems are not activated without the mistakes. So, the question becomes, “What’s the optimal amount of mistakes?” And these studies over time, in many of these different modes shows that 15% is the optimum amount of mistakes to enhance learning and performance.

And so, if you’re not making about 15% of mistakes, if 15% of what you’re doing isn’t failing, you’re not pushing yourself. You’re not actually learning and performing at what could be your best. You’re playing it a bit safe. And so, that’s where that 15% comes from. And it’s a really nice study of studies that sort of shows what’s optimal.

Pete Mockaitis

You know, what I find intriguing here, as we talk about teams and cultures and such, is Gottman and others have talked about the five-to-one ratio associated with praise to critique, and, mathematically, 15% critique…

Mary Murphy

Pretty close, right?

Pete Mockaitis

…and 5X praise, yeah, that is rather close.

Mary Murphy

Yeah, that’s right. That’s right. I’m not surprised, too, that, like, in many of these contexts, making mistakes, yes, it’s a negative experience in the same way that being critiqued by a partner is a negative experience. And so, you need to have a lot of that positive reserve. But if you have no complaints or critiques of your partner, are you actually learning and growing together?

Are you different people? You probably are, if you’re human, you are going to be different people on some dimension. And if there isn’t enough space for that in the context of the larger success of the couple or of the organization or team, you’re probably not optimally growing together either.

Pete Mockaitis

Okay. So, as I think about a team, could you give us a story of someone, or an organization rather, who was able to turn it around, they noticed, “Hey, we’ve got a culture of genius here. It’s not serving us,” they took some steps and they transformed and saw cool things happen? Could you share something about this?

Mary Murphy

Yeah, I have a lot of these examples. I think that the one that I worked with closely was Shell. The oil and gas company, Shell. And they were really challenged by a goal that they had set back in 2007, called Goal Zero. They wanted zero leaks in their pipeline, and they wanted zero fatalities with any of the production or consumption of their oil and gas throughout their whole process.

And they were not able to meet Goal Zero for years and years and years. And they started working with me and several inside the organization together to start to think about how a growth mindset culture, how a learner mindset might actually be able to help identify, “What’s the missing piece that has not allowed us to reach that Goal Zero?” and started to do this with talking to the frontline workers.

They looked at their evaluation and promotion processes. Are they learning the most that they possibly can about their employees and their work, and how to improve it? They changed those things. They started talking to frontline workers who may not even be Shell employees. They might be contractors, but they’re out on the deepwater platforms and they’re in the fields of Afghanistan doing this work. And, “How can we help support them?”

And so, the conversations basically started to permeate the whole organization. They started to change some of their policies and practices on the ground. And, ultimately, they had a couple of individuals on the frontlines that said, “Hey, I have an idea. Like, we go through this process with regards to this work that we’re doing, but we think that there’s a hole here. We could, actually, if we’re doing this learner mindset thing, we can actually try this other way of this process. And we think that will allow us to not have any risk for leaks or fatalities that might happen.”

And so, they started to shift that. They found mechanisms to lift that information up to decision-makers. That was a new strategy they did as part of a culture of growth culture change. They changed some of these practices and then they reached Goal Zero. The only company within this industry to do so after sort of working on this culture change for a couple of years.

Pete Mockaitis

Intriguing. And so, it’s funny how… I mean, I’m sure you worked hard, and I don’t mean to diminish this fabulous accomplishment. At the same time, it sort of seems like, “Yeah, we probably should have been doing this forever.” But I guess that’s the way of like most improvements. It’s like, “Oh, I probably always should have been exercising,” or, like, all the things like, “Oh, yeah, people know stuff, so we got to make sure we have mechanisms by which we can get that surfaced and implemented.” And yet, often we just don’t get the wisdom inside people’s heads. Jeff Wetzler, we just had on, discussed this matter. We don’t get that wisdom in people’s heads up and out and going.

Mary Murphy

That’s right. And I think that the reason, one of the reasons for that, is because sometimes some of these changes, they can seem sort of piecemeal, like, “Oh, yeah, that’s a good practice. We should put that practice into place,” But without a framework, a unifying framework that says, “Here’s growth mindset culture. What does a growth mindset culture look like? What does it do? What is its focus? It’s on learning and development.”

“Now we take every one of our processes and our practices and we put them through the lens of learning. Are we learning what we need to learn? If not, let’s change it through that, and to figure out the best practices to advance that across the organization.” Otherwise, it’s just popcorn. Like, different practices that we should always have been doing, but without understanding why or what the larger goal is, what we’re trying to create more constructively for the whole organization.

And that’s, I think the benefit of that growth mindset culture idea, and then the particular norms and practices that we know and have studied that actually create that growth mindset culture and make it real on the ground.

Pete Mockaitis

And it’s funny, when you said culture, it’s almost like the process is an organism that learns as well, not just an individual human.

Mary Murphy

Absolutely. That’s right. You might fire these individuals, or they might retire, or leave the organization, and the new people that come in, the process and the practices are so embedded in the work that they then can enact that and come back into that learning organism that exists, and be plugged into that and be able to take that on almost immediately because that is the benefit of culture, not just working at the individual level, it’s the benefit of the cultural level.

Pete Mockaitis

And can you share a couple of these norms and practices that are just transformational in terms of they might seem small and yet they make all the difference?

Mary Murphy

Absolutely. So, we find that fixed and growth mindset cultures differ on the basis of five different norms kind of consistently across all of the studies and the research that my team has done and that others in the scholarship area and academia have done. And those are collaboration versus competition, the extent to which those are everyday practices, and how that collaboration versus competition is structured.

Those practices also exist when it comes to evaluation and promotion of individuals. So, you might think about, “Are people only getting benefit in their performance evaluations based on the outcome instead of the process, or how they galvanized an entire team, or how they collaborated to make this work, either with external or internal individuals?” So, collaboration versus competition, all the practices related to that.

Innovation and creativity, that’s the second norm that is really shaped by cultures of genius or cultures of growth. In cultures of genius, we see people playing it safe. They are afraid of bringing different ideas to the table because if they don’t work, they’re going to be taken as a sign that, “Me, personally, I don’t have it. I don’t belong here.” It makes people’s imposter syndrome kind of go through the roof because, “If I make a mistake, it’ll be seen and it’ll be known that maybe I’m an imposter in this environment.”

Whereas, in the culture of growth, people are really so focused on learning that they’re willing to try new things. And in fact, they’re motivated to do that. But they set up very safe experiments that actually help them take innovation and creativity piece by piece, and gathering the data along the way to really see whether that innovation or that creativity problem-solving is actually moving them in the right direction. It’s what I call effective effort.

This is a big difference between cultures of genius and cultures of growth. Cultures of genius rely on the guts of their geniuses, what do they care about today. Elon Musk is a great example, where he says, “Today, I feel like Twitter/X should be like this. And that’s what the whole organization is going to do. Tomorrow, it might be like that.” And you see these huge swings in these cultures of genius based on what the genius feels or wants in that given moment.

In a culture of growth, it is so much more rigorous. It’s based on data and experimentation. And we’re going to see whether or not the changes that we are actually making at the organizational and team level is having the impact that we expect it to have. And so, a culture of growth ultimately ends up being much more successful because they are learning so much baked in.

And the last three quickly is just risk taking and resilience, integrity and ethical behavior, and then diversity, equity and inclusion. We see much more diversity naturally in cultures of growth than in cultures of genius, because the culture of growth is not tied to the genius prototype that exists in our society. Pete, if you’re going and you Google genius, and you put the Google image, you click Google images, who do you think you’re going to see in the Google image?

Pete Mockaitis

Albert Einstein.

Mary Murphy

Albert Einstein, a million, bazillion. Who else?

Pete Mockaitis

Nikola Tesla. Ben Franklin.

Mary Murphy

Yeah, good.

Pete Mockaitis

Edison.

Mary Murphy

Absolutely. Right. Or present day, you might think Steve Jobs, or you might think Elon Musk even. But you think about, “Who are these people? What do they have in common?” They all tend to be mostly men. They all tend to be white. Or they all tend to be of a certain economic or social background. And so, the culture of genius uses that prototype, even implicitly, not even in an explicit, conscious way. Implicitly, we want to hire the geniuses. We want to bring those in.

So, when we’re thinking about who matches that or internally who we should promote who’s a genius within the culture of genius, it will benefit these individuals that fit that cultural prototype and leave aside women, people of color, people with disabilities, really anyone who doesn’t match that cultural prototype that we also know in our bones what that prototype is. The culture of growth, on the other hand, they’re focused on who can learn, grow, and develop the most.

Pete Mockaitis

All right. Thank you. Well, I definitely want to make sure we can touch on the mindset triggers. Can you unpack a few of these and kind of raise our attention to, “Aha, this is the specific kind of a situation that nudges me over into fixed land” and what to do about it?

Mary Murphy

Absolutely. So, there’s four mindset triggers. The first one is evaluative situations where we anticipate, before we’re even getting the work done, we anticipate and we know that we are going to be evaluated on the basis of what we’re working on. So, that might be, again, a client pitch, a presentation, a report that I’m writing. For a lot of people, being evaluated is their fixed mindset trigger. And they then create work and set up their outcomes very differently.

For example, if I’m giving a presentation, I might decide I’m only going to hit the high points and the successes, not the challenges and things that we actually struggled around because I don’t want to admit any weakness. And I might not leave any time for Q&A at the end of my presentation because I don’t want anyone to question whether or not my ideas or the recommendations that I’m putting forward are appropriate or are optimal. So, evaluative situations, we know that that’s a big trigger for people.

The second is high effort situations. That is where we believe in the negative correlation between ability and effort, “If I have to try hard, it means that maybe I don’t have it. Maybe I’m not a natural.” And in the culture of genius, this is really, really threatening because you should have it. You should absolutely know exactly what you’re going to do and be successful every single time.

And so, what we see in the culture of genius, with the high effort situation trigger, is that people only want to do the easy parts. They don’t want to take on stretch assignments. They don’t want to take on mastering a whole new domain. Even if they get promoted and get more money from it, we see that a lot of times people are held back by this fixed mindset trigger of high effort situations. It puts them right into their fixed mindset rather than their growth mindset.

The third one is critical feedback. Now, instead of anticipating that I’m going to be evaluated by others, now that evaluation has come and the feedback is not good. This is a lot of people’s fixed mindset trigger, where people feel like the negative feedback that they’re receiving or the critical feedback says something about them as a person rather than the work. They take it personally. We call this also the backpack kid. When they get a negative performance grade on a test, they crumple up the test, they put it at the very bottom of their backpack, crumpled up at the bottom, never to be seen again.

We see the same thing happening in workplaces where people get their evaluation, they look at the top to see where on the scale they lie, and then they put it away, rather than actually read through and remember the ways in which they’re being offered support, or what they could do to improve. That’s how critical feedback can operate as a fixed mindset trigger.

And the last one is the success of others. And here we can really think about the ways in which we praise people individually and on teams. What do you usually say when someone performs well? What would you say to them?

Pete Mockaitis

Good job.

Mary Murphy

“Good job!” Right, exactly. Now, good job makes us feel great, and it’s kind of the most common way we praise, but it doesn’t tell us anything about what we did well. Like, what would we actually improve or what would we actually want to replicate because we did it so well in this context? And so, when we think both about praising individuals and praising teams, how can we take this from, “Someone else got praised on my team. Now that means that there’s less for me”?

Putting people in that zero-sum mindset, that scarcity mindset around praise or success, which is really showing that this is one of our fixed mindset triggers, and actually help people see, even in the good stuff that people are creating, how they can learn, grow, and develop from that, and make it not an individual thing, but also so the whole team is learning what was really great about this presentation, how can the team replicate that or take it to the next level the next time that they’re working on it.

Pete Mockaitis

And if we catch ourselves, let’s say something triggers us and then we have a thought like, “I guess I’m just an idiot,” and so then it’s like, “Oh, that’s fixed mindset. Uh-oh.” So, you mentioned, like, religion, it was like, “No, no, no, I have sinned by thinking this into our thought,” what is the ideal response? And how do we, ideally, I don’t know if recover is the right word, but kind of get back into an optimal groove?

Mary Murphy

Absolutely. So, I do think people think of it sort of counter intuitively, but truly the best way to learn and to lean into our growth mindset more of the time is to acknowledge and learn to work with the fixed mindset, to not sort of be shocked or dismayed when it shows up, to just be like, “Oh, yeah, old friend, I remember you. Here you are again.”

Remembering that this is where my fixed mindset is likely to show up. If I know I’m going to give a presentation and I know I’m expecting some critical feedback from the people in the room, preparing myself for that and trying to tell myself, “Okay, when this happens, I’m going to make a plan to go into learning mode rather than going into prove and perform mode where I get defensive, where I have to show how smart I am.”

Asking questions of the questioners, trying to learn where they’re coming from, trying to learn and think about the ways and the experiences that we’ve had that might be able to answer their question in a way that everyone can learn from. So, I think identifying those triggers for ourselves, and then making a plan to know that these are predictable context, predictable situations, when I know I’m going to go into it, making a plan to prepare for that and not, you know, you’re going to be in your fixed mindset occasionally. That’s normal, right? Normalizing that, not beating yourself up about it, and just saying, “Next time, I’m going to focus on moving towards growth.”

Pete Mockaitis

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

Mary Murphy

Well, I would say if anybody’s interested in identifying their own mindset triggers, on my website, we have a Mindset Triggers Assessment that people can take. And you can take that for yourself. Or if you are a leader or you have some direct reports, you can also take it as a group and understand each other’s mindset triggers so you can work together better.

The other thing I would say is that we have a culture cues audit. So, if you are looking at, “What are the triggers and the situations in our own teams or family or clubs that you might be a part of? What is the mindset culture of these?” you can sort of look at the cues and the environment that sort of helps show you where you are on the mindset culture continuum and give you strategies to help you move towards growth, even no matter what your role is, even if you don’t have direct reports or others that you’re responsible for.

Pete Mockaitis

All right. Well, now could you share with us a favorite quote, something you find inspiring?

Mary Murphy

I am really inspired by the African proverb, I think it goes, “If you want to go fast, go alone. If you want to go far, go together.” That idea, I think, is really interesting. And I probably would amend it a little. That if you want to go fast, go alone. You’re not going to go optimally.

I think that we tend to think, in American society, that we’re all independent agents and that we can sort of operate completely alone if we choose to do so. And we know that that’s just not a fact. We know that when we operate alone, we’re not going most efficiently. We’re not taking all the best ideas. We can’t possibly as an individual. And so, I’m really inspired by that idea that to go far, we go together.

Pete Mockaitis

Okay. And could you share a favorite study or experiment or bit of research?

Mary Murphy

We had a study with over 600 entrepreneurs, and we looked at the mindset of founders in early-stage companies. These are like series A, series B, very early-stage organizations and companies. And we saw that the founders’ mindset influenced so much in these early-stage companies as to the clients they would bring in, the hires they would make, and also the culture that they started to, even if they weren’t attending to culture, it really impacted the culture that they started to create with the organization.

And we saw that these companies started by founders with more of a fixed mindset, they were more risk averse, they were less creative, they didn’t want to hire anyone that was smarter than them, which actually really stymied the innovation and the market share that these companies actually created. And we also found it influenced their fundraising. And so, the ones with more growth-minded founders who created more cultures of growth in their companies, they actually were able to meet and exceed their fundraising goals much more than those with a fixed minded culture of genius.

Pete Mockaitis

Okay. And a favorite book?

Mary Murphy

Most recently, I read Amy’s book, Amy Edmondson, Right Kind of Wrong. I really loved the examples she provided and the stories she told. So, I would recommend that to people.

Pete Mockaitis

Okay. And a favorite tool, something you use to be awesome at your job?

Mary Murphy

I started to work with a coach around storytelling, and I feel like examples and resources and tools to help make better stories and to help create storytelling has really helped me be better at my job.

It’s also showed me new research questions and new ideas for studies when I listen to other people’s stories through the lens of really understanding what makes them work and what are the mechanisms underlying people’s success or people’s failures.

Pete Mockaitis

And can we hear who this amazing storytelling coach is?

Mary Murphy

Her name is Kymberlee Weil, and she has an organization called the Storytelling School, and you can also listen to her podcast, but she is incredible.

Pete Mockaitis
And is there a particular nugget you share that really seems to connect and resonate with folks; they quote back to you often?

Mary Murphy

Mindset is not just in our minds. For years and years, we have thought about it that way and we have seen it actually be used to label people and kids in classrooms, “So, that kid just has a fixed mindset. There’s nothing I can do about it,” says some teachers. And we see that in the workplace too or in families.

And so, seeing that mindset is not just in the mind, it’s co-created in relationships and teams and organizations. And then how do we help each other create these mindset cultures? I think that really resonates with people.

Pete Mockaitis

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

Mary Murphy

I’d point them to my website, MaryCMurphy.com. That’s where those quizzes are located. I’m also on LinkedIn and Twitter and all the other places. I also have a Substack, if people are interested in that, and that is recorded as an audio too if people are into the audio formats rather than the reading format. So, yeah, they can find me there.

Pete Mockaitis

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

Mary Murphy

Oh, yes. So, this would be a homage to my mentor, Carol Dweck, who came up with the idea of the fixed and growth mindset, who wrote the book Mindset. She challenges her first-year seminar students, her first-year college seminar students to this, and I would challenge your audience in the same way, in Carol’s name, that think about over the weekend or in the next few days, whenever you’re listening to this, what is one outrageously, outrageously growth minded thing you can do in the next few days?

Imagine what that could be, commit to doing it, and then tell me about it. Find me on social or anywhere. I would love to hear what your outrageously growth-minded thing is that you’re going to take on today.

Pete Mockaitis

Now, Mary, could we hear just a couple examples of…?

Mary Murphy

Well, Pete, what do you think? What is one example that would come to your mind?

Pete Mockaitis

Outrageously growth-minded, I don’t know.

Mary Murphy

Yeah, outrageously.

Pete Mockaitis

I’m meeting my podcast mastermind group shortly, and we’re going to do stand-up paddle boarding, and I’ve never done that before.

Mary Murphy

Hey, that’s good.

Pete Mockaitis

I feel like I’m going to fall over many, many times. So, that’s the first thing that came to mind.

Mary Murphy

I love that. That is a fantastic example. I started to pursue a couple of things. One, I mean, you can’t sort of take this on in just a day. But I started to pursue cello recently because I got really into it, I don’t know where it came from. A lot of family members are musicians. But I got really into this idea so I just signed up for a cello lesson. And then I got really into it. Now I’ve been sort of doing it for several months. But I think follow one of those passions that you might have or some inkling that you have, that’s a way to, and then commit to doing one step towards it. That’s outrageously growth minded.

Pete Mockaitis

All right. Well, thank you, Mary. This has been much fun, and I wish you many fun growth environments.

Mary Murphy

You as well, Pete. Thank you so much for having me. This has been fantastic. I hope your listeners enjoyed.

966: Guy Kawasaki on How to Increase Your Impact and Become Remarkable

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Guy Kawasaki discusses the key to making your life and career remarkable.

You’ll Learn:

  1. The three keys to becoming remarkable 
  2. How to effectively sell your dreams 
  3. Why there’s no such thing as “perfect” timing 

About Guy

Guy Kawasaki is the chief evangelist of Canva and host of the Remarkable People podcast. He was the chief evangelist of Apple, trustee of the Wikimedia Foundation, Mercedes-Benz brand ambassador, and special assistant to the Motorola Division of Google. Kawasaki has a BA from Stanford University, an MBA from UCLA, and an honorary doctorate from Babson College. He lives in Watsonville, California. 

Resources Mentioned

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Guy Kawasaki Interview Transcript

Pete Mockaitis

Guy, welcome. I’m excited to chat. Now you’re an experienced interviewer yourself. You’ve interviewed some remarkable people. Tell me, any particularly super memorable moments that you’d like to share with regard to that adventure?

Guy Kawasaki

Well, certainly, interviewing Jane Goodall, actually twice. Those are very memorable moments. I mean, if you had to pick someone that you wanted to interview, Jane Goodall would be right up there, right? And so, that’s the two Jane Goodall recordings. And then one of the funniest things that happened is that, believe it or not, of all people in the world, Margaret Atwood is the first person to drop an F-bomb on my podcast. Now, I thought for sure, I was like waiting for the Gary Vee episode. I figure he’s going to drop a few for sure, you know, just saying hello, but Margaret beat him to the punch. What can I say?

Pete Mockaitis

That’s fun. Well, I’m curious, what is it about Jane Goodall’s message, life, work, vibe that really resonate with you?

Guy Kawasaki

I mean, how can you not love Jane Goodall? She’s 90 years old. She travels 300 days a year, and her kind of travel is very difficult because she’s on deck from the time she wakes up to the time she goes to sleep. I know when I travel, I’m making a keynote speech. I really have to be on for about one hour. The rest of the time I can be like not so on, but Jane Goodall is on the whole time. And just the love and passion and empathy and concern she has for the welfare of people and the world is just so obvious. I mean, she’s truly a remarkable person.

Pete Mockaitis

Lovely. Well, I’m excited to hear about the wisdom you’ve got for us in your book, Think Remarkable: 9 Paths to Transform Your Life and Make a Difference. And you are a remarkable person yourself, Guy, with a remarkable title. And if you could actually indulge me for a couple of minutes, I’ve wondered about this for years, and now is my chance. All right.

Guy Kawasaki

Well, let’s end this problem for you.

Pete Mockaitis

Okay. All right. So, you are the Chief Evangelist of Canva and formerly the Chief Evangelist of Apple.

Guy Kawasaki

Yes.

Pete Mockaitis

Tell me, in some detail, I’ve got follow-ups, what does the role of Chief Evangelist truly mean?

Guy Kawasaki

The role of the Chief Evangelist, well, first of all, going back to Greece, the word evangelism comes from Greek roots, and it means bringing the good news. So, I bring the good news of Canva today, how it has democratized design and enables people to be better communicators.

Way back when I was the Chief Evangelist and software evangelist for Apple, so I was bringing the good news of Macintosh. So, what a chief evangelist does is he or she is kind of the person that’s the most visible as this is the person who truly believes it’s going to get you to believe in our dream as much as we do. And he’s bringing good news and it’s kind of a cheerleader marketing sales position. It’s the purest form of sales. And it’s the purest form of sales because an evangelist has not just his or her own interests at heart, but also the other person’s interests at heart.

Pete Mockaitis

Well, it sounds beautiful. And it’s, like, I think I want to be one. And I think maybe some of our listeners would like that as well. So, just very fundamentally, what is the nature of your relationship between, say, you and Canva or you and Apple? Are you, like, an investor advisor, a full-time employee, a contractor, a marketing affiliate, a customer and super fan? Like, what is that?

Guy Kawasaki

So, when I was software evangelists for the Macintosh division, you know, round one, I was an employee. When I was chief evangelist round two, I was also an employee, but also an Apple fellow. And that is not a line position. It’s more kind of an honorary kind of title fellow, but I was a working fellow. I had a real task to do, not just sit around thinking about the future. Most Apple fellows are engineering and tech visionaries. And I was just a marketing schlepper. So, that was unusual there.

Now for Canva, when I met Canva 10 years ago, they offered me this position, and I made a very wise decision. I said, “I don’t want a salary. I want everything in stock.” So, I took everything in stock and I was really the first person in the United States, so they really didn’t have like, you know, I guess there’s a bunch of legal things you have to do to legally employ a person.

So, I was not employed. I’ve been a contractor technically for all these years. And now they have hundreds of employees in America, but we just never did anything. And Canva is doing so well. I couldn’t hurt it if I tried. They don’t need to make me sign any piece of paper at this point.

Pete Mockaitis

All right. And so, then when you interface with Apple or Canva, are you “reporting” to or working with, say, the VP of marketing or the CEO or the board or whoever wants to say, “Hey, Guy, spread some good news over here”?

Guy Kawasaki

Well, when I was the Apple Chief Evangelist, I reported to a vice president of R&D, I think his title was. This was Don Norman. And then later on, I moved over to the marketing department. So, they shoved me into the functional area. Now, when I started with Canva, there were only, I don’t know, 10 people, so it was kind of dealing directly with the co-founders.

Now in the 10th year, I’m just kind of hanging out there and I’m just doing very high-level stuff and I speak for them and I continue to carry the flag, but it’s not like I’m punching a clock, and it’s not like I’m issuing monthly progress reports or anything like that.

Pete Mockaitis

Understood. Now, Guy, if I or a listener aspire to become a chief evangelist, what does that path look like?

Guy Kawasaki

Okay, so I think the path for an evangelist is that you truly, truly love the product. And that’s the start. And for you to love the product, the product has to be really great. So, the key to evangelism is you evangelize or you create or you affiliate with something great because it is really hard to evangelize shit. Trust me, I have tried a few times in my life. So, that’s the key.

Now, many companies have not yet understood or embraced the concept of hiring an evangelist. It seems like focus mostly in tech because they kind of copied what Apple did. But the function of bringing the good news and getting people to believe in your dream as much as possible, that’s what it does. I wouldn’t worry about the title so much.

Pete Mockaitis

All right. Thank you. So, this is clear. I’ve wondered about this for more than a decade, “What does it mean when Guy Kawasaki says he’s a chief evangelist?” That is settled.

Guy Kawasaki

Well, you should have contacted me earlier. You didn’t have to think about this for 10 years.

Pete Mockaitis

I can rest easy. Well, I mean, I just sort of heard, it’s, “Oh, yeah, Guy Kawasaki…” Okay, sure. Well, now, so there’s that. Let’s talk about your book, Think Remarkable: 9 Paths to Transform Your Life and Make a Difference. What’s the main thesis, core idea here?

Guy Kawasaki

I think the main core or the thesis here is that if you make a difference, if you make the world a better place, people will have no choice but to think you are remarkable. So, basically, the book, I would not characterize this book as a self-help book that, it’s like, “Okay, you’ve decided to be remarkable. Day one, when you wake up, this is what you do.” You’re like, I don’t know, you change your LinkedIn profile. You write a white paper. You start talking at TEDx or something like that. That’s not it at all.

The assumption is that if you make a difference, people will have no choice but to think you are remarkable. And I want people to be empowered to make a difference. That’s the key to me.

Pete Mockaitis

Okay. Well, could you kick us off with a cool story of someone who followed a path that looks a lot like what you’ve laid out in the book and what unfolded for them?

Guy Kawasaki

Well, I would not say that there is no single path, right? I mean, Jane Goodall from the time she was a kid till today, she loves animals and she loves nature, so she’s stuck with that the whole life. Julia Child is another example. Until her mid-30s, she was a spook, and then she got married and she moved to France, fell in love with French cooking, and she became the French chef. So, you can make big changes in your life too.

But what I noticed after interviewing 250 of these people is that they all go through this phase of growth where, Julia Child acquires new skills in French cooking, Jane Goodall started in secretarial school, went to Africa, and she studied the chimps, and then she went back and got a PhD after she did all that. And, yeah, that’s a completely different path but that also showed growth. And the flip side of growth is grit. Because if you’re growing, if you’re learning new things, you’re not going to be instantly successful. You have to have perseverance and passion.

And then the third phase, I think, and the phase that not everybody makes it to, is that you have to become gracious, which is you realize that you’re lucky, you’re fortunate, people have helped you. It’s not just your own growth and grit, but good fortune, good people have helped you, so you owe it back to the universe to help others succeed too. And Jane Goodall is a great example of that.

I’ll give you a negative example. So, until three or four years ago, I would have told you that Elon Musk is the closest person there is to Steve Jobs in terms of world-changing ideas in technology. But I think that he has totally flunked the third chapter, which is grace and graciousness, right? So, I mean, you would not say that Elon Musk is gracious. Well, not the new Elon Musk, anyway.

Pete Mockaitis

All right. So, I hear you, growth, grit, grace, three components. And it sounds like super achievers may not always exhibit all three of the stages, but they probably have growth and grit, and whether they choose to use their progress and stature for good or evil can go either way. Is that fair to say as a summary?

Guy Kawasaki

Yes, that is fair. And, listen, I’m a very optimistic guy despite my criticisms of various systems and things. But I think with a life of growth and grit, where you’re making a difference and you’re making the world a better place for people, you’re probably going to end up being graceful and gracious. Maybe Elon is an outlier there because, I mean, you cannot debate that Elon Musk, more or less, single-handedly made the automotive industry go electric, and you cannot debate that the automotive industry going electric is not a good thing for the world. It is a good thing for the world, right? So, he has made a difference. He’s made the world a better place. I just wish he would embrace some grace and graciousness.

Pete Mockaitis

Understood. Well, then can you walk us through a little bit? So, within the growth, grit, and grace, each has three subcomponents. Could you give us a quick overview of these nine chapters?

Guy Kawasaki

The quick overview of the nine chapters is growth, grit, and grace. So, growth is, I’m a big fan of Carol Dweck, the Stanford University psychology professor. And she basically makes this dichotomy that if you have a growth mindset, you believe you can acquire new skills, you can do new things. If you have a fixed mindset, you believe you cannot. And you, also, if you are successful and you have a fixed mindset, you believe you don’t have to grow, which is arguably even worse.

The grit mindset is Angela Duckworth’s. She’s the mother of grit. And it’s about persevering when things don’t go right and learning from failure. And the grace mindset, I think it’s mostly this understanding that when you are successful, you have an obligation to society. And there’s 188 tactics in this book. This book is extremely, extremely tactical and practical.

Pete Mockaitis

Okay, cool. Well, let’s dig into some of them then. So, under stage one, growth, talk about the growth mindset. We’ve had a few guests discuss that concept. Tell us, are there any misconceptions about the growth mindset? Or are there times where you yourself find you’re drifting into some fixed mindset type thinking? And what do you do when you find yourself there?

Guy Kawasaki

Yeah. So, one of the things that I learned after the book was done, there’s a protege of Carol Dweck, her name is Mary Murphy, and she made the brilliant observation that the growth mindset is primarily in your head, right? So, in your head, you believe you can grow or you believe you cannot. But she says that, as important is the environment that you’re in, because if you have a growth mindset, but you’re in a fixed mindset organization, you’re going to be very unhappy. And if you have a fixed mindset, and you are in a growth mindset organization, where this organization wants you to learn new things and you cannot rest on your laurels, you are also going to be very unhappy. So, that’s something that, if I could do it all over again, I would include that. And I pride myself on having a growth mindset, and it’s because of Carol Dweck’s book. And, like, at 44, I took up ice hockey, having never skated before. At 60, I took up surfing, having never surfed before. And let’s just say that when you take up hockey or surfing that late in life, you pretty much have a growth mindset. You cannot not have a growth mindset and do those things.

Pete Mockaitis

All right. Well, then chapter three, under growth, you say plant many seeds. Can you unpack this idea for us and some of your favorite tactics?

Guy Kawasaki

Yes, yes, yes. So, planting many seeds means that in order to grow, you have to collect a lot of data. You have to do a lot of sampling. You have to take a lot of shots. And I bring in this example of I cut down these eucalyptus trees in my backyard, and I wanted to replant the hill. And so, I wanted to put it in native oaks. And I learned that with native oaks, you got to put in a lot of acorns, and you have no idea which acorn is going to be a seedling, then a sapling, then a tree. And it actually takes 20 years to get from acorn to tree.

So, I mean, that’s a metaphor for life. You gather a lot of acorns, you put them in water. The ones that float are dead. You throw those out. Then you put them in this preparation stage where you cover them with a cloth and moisture, and you put them in your refrigerator and you simulate winter for the acorn. Then come spring, you stick it in the ground and you put a lot of them out because not everyone is going to take root, and then you wait 20 years. You need to collect a lot of samples, and you need to plant a lot of acorns to figure it out.

Pete Mockaitis

Well, what I’m noticing about the metaphor, which is rather beautiful and practical, is that along the way, with each of the steps or phases, you’re getting some information and you’re saying, “Oh, okay, don’t pursue these, the floaters versus the sinkers. All right.” And then you get the refrigerator situation like, “Oh, okay, don’t pursue these.” And so, you’re already sort of whittling it down to “This is the most promising thing that looks like it might really take off.”

Guy Kawasaki

Yeah. And then, so you plant a lot of acorns after those first couple processes and then some of them take root, so you’ve got to protect those from the deer. And then you got to be patient. It’s a very good metaphor for life.

Pete Mockaitis

I hear you. All right. Well, I guess with all the tactics, any particular tactics you recommend in the planting seeds department?

Guy Kawasaki

Well, I think the most important tactic is it’s a numbers game. You’ve got to plant a lot of seeds. And going back to my Macintosh history, we evangelize hundreds of companies to create Macintosh software, and we thought, initially, and we thought we had it all figured out, right? You need spreadsheet, you need database, and you need word processor. But lucky for us, there was this acorn called Aldus PageMaker.

And Aldus PageMaker became a mighty oak called desktop publishing. But I got to tell you, we did not plan desktop publishing. It’s not like we said, “We’re so insightful. This computer is great for desktop publishing.” Nobody knew what desktop publishing was. People were still setting hot type, melting lead. And that is a great example of, “Thank you, God, that we’re planting many seeds.” And one of them was Aldus PageMaker.

Pete Mockaitis

Okay. And then in stage two, grit, your chapter, “Sell your dream,” I mean, you’ve been evangelizing for a long time. Any favorite tactics in the realm of selling dreams?

Guy Kawasaki

Yeah, my favorite tactic in the realm of selling dreams is a demo. I believe that a demo is worth a thousand slides. Well, actually it’s not completely geared towards tech. Now, in tech, obviously, you can have alpha software, you can have a rough website, you can have a hardware prototype. So, it’s easy to see how you can create this demo.

But to take an extreme example, if you were trying to create a new restaurant and you want it to evangelize your restaurant, maybe you start with a food truck serving that kind of food, or you start out with a pop-up restaurant, or something like that. There are people who serve meals at their houses. So, there’s always a way to figure out like, “How do you prove the concept? How do you test the concept?” Not just cogitate it, not just talk about it, but actually let people touch and feel and eat your concept. I love the demo.

Pete Mockaitis

Okay. And then any clever ways you recommend we go about doing the demonstrations? So, we got a food truck, we got a pop-up and software. It’s like, “Hey, look at it, and see how it does the thing you like.” So, any other clever ways you recommend we do the demo to sell the dream?

Guy Kawasaki

Well, in software, where probably this may be the most obvious to people, in software, I think the key to demo is not to show what it can do, but to show how you can do it. And let me use Canva as an example. So, yes, I could have all these finished graphics in Canva, and just go from page to page and show beautiful PowerPoint, beautiful Instagram, beautiful Etsy, beautiful infographic, beautiful resume, beautiful, you know, etc. but I don’t think that’s that effective a demo.

I think the effective demo is, “Okay, so let’s start with your photo, and let’s make this into a book cover. So, here’s the collection of Canva book cover templates. Now let’s scroll down here. Oh, we like this template. Let’s click on this template. Now let’s upload our cover photo and let’s change the text from the generic text on the template to your book’s title.” And in five minutes you would have a very nice book cover design in Canva. So, you showed how not what, and I think that’s the best demo.

Pete Mockaitis

Yeah, that makes a ton of sense because, in that context, that really delivers the, “Oh, wow,” kind of a moment, like, “That was five minutes, and this looks just about ready to go. That’s amazing. Holy crap, I got to buy this.”

Guy Kawasaki

Let me tell you something, in five minutes, in Photoshop, you may just barely be finished installing it.

Pete Mockaitis

All right. Well, when it comes to grace, what do you mean by turn and burn?

Guy Kawasaki

Well, turn and burn is actually at the conclusion of the book. It’s not grace per se, but turn and burn is a surfing metaphor. So, I can explain a lot of life in surfing. So, most of surfing is spent waiting in the water, hoping you’re in the right place for the wave to come to you and to break at the right time, etc. But, as a lesson in life, if you are always looking for the perfect wave, the perfect product, the perfect service, the perfect book, the perfect photo, the perfect movie, the perfect project, the perfect, you know, whatever, you’re never going to accomplish anything.

At some point, you just have to turn and burn and start paddling. And that’s a very important lesson. There are many entrepreneurs, they spend just years and years thinking about, “Yeah, this is what I’d like to do, and I’m doing research.” At some point, as Steve Jobs once said, real entrepreneurship, I mean, and there’s no truer words than that.

Now, after turn and burn, my last recommendation in the book is that, rather than focusing on, “Did I make the right decision or not?” Instead, you focus on making your decision right, because making the perfect decision is very difficult, if not impossible. You just cannot know everything and predict the future. So, at some point you take your best shot, and you paddle and then you make that wave work.

Pete Mockaitis

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

Guy Kawasaki

No, that’s good. I just want people to know that, man, I think I’ve created the best book ever for how to make a difference and how to be remarkable.

Pete Mockaitis

Okay. Well, now could you share with us a favorite quote, something you find inspiring?

Guy Kawasaki

Okay, my favorite quote is a Chinese proverb. And the Chinese proverb is, “You have to stand by the side of a river a very long time before the Peking duck will fly in your mouth.” In other words, Peking ducks don’t fly in your mouth. You got to go out and kill the duck and cook it.

Pete Mockaitis

All right. And a favorite study or experiment or bit of research?

Guy Kawasaki

Ah, my favorite study or a bit of research is probably the video by Dan Simon. And he did this research where he showed, it’s called the invisible gorilla. So, in invisible gorilla, they have these college students wearing black and white T-shirts, and you’re instructed to count how many times the kids in the black T-shirts are tossing the beach ball.

And in the middle of that, this guy comes out dressed as a gorilla goes, “Hoo, hoo, hoo,” and only half of the people noticed the gorilla because they’re so focused on counting the beach balls. I think that’s a very important thing about making things noticeable and what could be on, how can something be so obvious and people not see it. Half the people didn’t see the gorilla, which is, to me, just amazing. And I hope I always see the gorilla.

Pete Mockaitis

And a favorite book?

Guy Kawasaki

My favorite book is a book called If You Want to Write by Brenda Ueland. Now, obviously it’s for writers. But if you substitute any creative endeavor for the word “write,” it’ll work for you. If you want to paint, if you want to play music, if you want to make movies, if you want to be an entrepreneur, this book is about empowerment.

And the gist of the book is if you want to write, don’t wait for permission. That permission could come externally like, “Oh, you passed the creative writing course,” or, “You have a Master’s in English,” or, it could be internal, “I took the creative course. I have a Master’s in English. Now I can be a writer.” Brenda Ueland is saying, “If you want to write, write. If you want to program, program. If you want to be an entrepreneur, start a company. You don’t need permission. You don’t need certification. You don’t need to do anything. Just do it.”

Pete Mockaitis

Okay. And a favorite tool you use that helps you be awesome at your job?

Guy Kawasaki

By far, the center of my universe is a Macintosh. I could not function without a Macintosh. And then I have a second favorite tool, which is, I don’t know if you know this, but I am deaf. And I am deaf so I can hear because of a cochlear implant. And I became deaf about three years ago. And I’ll tell you that cochlear implant has made a huge difference in the quality of my life because it enables me to go from being deaf to just having really lousy hearing. So, that’s a big deal. And, oh, you wanted a digital tool, right?

Pete Mockaitis

Oh, well, I guess you said Macintosh, but if you got another one, I’ll take it.

Guy Kawasaki

Well, okay. I mean, I guess you could say Macintosh is a digital tool, but also you may find this astounding, but I am a hardcore Microsoft Word user. I use Microsoft Word to write my books. I use style sheets for every paragraph of my manuscript. And I constantly flip between the outline view and the print view. And I’m a hardcore user of Microsoft Word.

Pete Mockaitis

Microsoft Word on Mac and not a PC?

Guy Kawasaki

Yes. No, I never touch a PC. There are two things I will not use, a PC and a Tesla.

Pete Mockaitis

Okay. And a favorite habit?

Guy Kawasaki

I always clean the filter in our dryer from lint after drying clothes. Every time I always clean the lint filter.

Pete Mockaitis

Okay. Wise words. Wise words. And is there a particular nugget you share that people tend to quote back to you often and you’re known for?

Guy Kawasaki

Well, I tell the Peking ducks quote a lot, so I get fed back that. I also tell people that you should never ask people to do something that you yourself would not do. Now, this assumes that you’re not some kind of psychopath, but assuming that, that’s a very good way to go through life. Just don’t ask people to do something you yourself would not do.

Pete Mockaitis

All right. And if folks want to learn more or get in touch, where would you point them?

Guy Kawasaki

Ah, it’s hard to avoid me. I mean, if you use Google, you just type Guy Kawasaki and you’ll get more responses than you possibly want, but there is GuyKawasaki.com. That’s my website. That’s primarily brochure where, if you really wanted it to interact with me, the best way is email. So, I’m GuyKawasaki@gmail. That’s hard to remember, right? My name at Gmail. And, yeah, that’s it. I’m like an open book.

Pete Mockaitis

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

Guy Kawasaki

I may lose a lot of readers when I tell you this, but this is the truth. I think that one of the most important things you can realize to be awesome at your job is to understand that you should try to make your boss look good. I think many people think, “Oh, my job, I want to get ahead. I’m going to make my boss look bad. I want to show that I’m better than my boss, and they’re going to fire my boss and give me the promotion.” I have never seen that happen.

I think the much more mature, productive, and remarkable perspective is, “My job is to make my boss look good. And if my boss looks good, he or she is going to get promoted, and I’m going to be drafting along. And then, finally, that my boss is going to be so good that I’m going to have such a halo effect on me that it’s going to enable me to branch out and take a new job, get funding, whatever.” But it’s all based on make your boss look good. Don’t try to make your boss look bad. There’s very little upside in that.

Pete Mockaitis

All right. Guy, this has been fun. I wish you many more remarkable conversations and adventures.

Guy Kawasaki

Thank you very much. Thank you. All the best to you.