Day 1 Discuss, clean, ponder, decide, communicate My father has always had lists he followed throughout the day and I used to think that was silly noesislearning.com/2019/09/0…

Elon just created 4,400 millionaires in a single day. 400 of them are now worth over $100 million. These aren't VCs. They're SpaceX employees, and the list includes welders, technicians, and cafeteria staff, because for two decades the company paid every level of the workforce in stock instead of higher salaries. Juan Hernandez immigrated from Mexico and took a $28 an hour contractor welding job in 2015. He says he didn't even know what SpaceX was. The company gave him a $10,000 equity grant and let him buy more shares through payroll deductions. That stake is now worth $880,000. Trevor Hise's parents wanted him to take a stable job at General Electric. He picked SpaceX instead, stayed 12 years, and accumulated over 100,000 shares. At the $135 listing price that's $13.5 million. He's 37 and semiretired. His words: "The magnitude of this has been ridiculous." The most telling detail came before the listing. Over 100 employees quietly banded together and negotiated a group wealth management deal covering up to $5 billion, because none of them had ever needed a wealth manager before. Software IPOs have minted millionaires for 30 years. This is the first one where the money went to the factory floor.

I used to think my job was to motivate my team. Pep talks. Happy hours. Rah-rah nonsense. None of it worked. Then I realized: motivated people show up motivated. My job was to stop killing it. Here are 8 ways we accidently demotivate our teams:

I have seen 222 for years and it comes up during some intense moments. My partner and I have memorialized 2-22-22 and celebrate it every year. We came twogether to play a game on Netflix the other day and I had to take a picture, my album is full of these moments 🙏

6. Reputation grows over time. How people perceive your professionalism, reliability, and attitude builds slowly but powerfully. One reputation opens doors, while another quietly closes them. The earlier you understand that your behavior shapes your long-term professional brand, the more intentionally you manage it.

“If you punish people too much for failure, they will respond accordingly and the innovation you will get will be very incrementalist, nobody is going to try something bold for fear of getting fired or being punished in some way” -Elon Musk

Me following unnecessary rules of my company

Never Use These Phrases During a Disciplinary Meeting Read thread

You think you need rest? Actually, no. You need to drain cortisol. Here’s a 7-day protocol, step by step:

"Why does our top performer get the worst reviews?" the boss asked. I was reviewing their annual performance data. "Show me," I said. She pulled up the ratings. Diana: 2.8 out of 5. Below average on "collaboration." Low marks for "team player." "What's her actual performance?" I asked. "Exceeded every target. Landed our biggest client. Trained three new hires." "So why the low scores?" "Her peer reviews are dragging her down." I scanned the comments. "Too direct." "Challenges ideas too much." "Not supportive enough." "Let me talk to Diana," I said. "I used to give honest feedback," Diana told me. "Said our pricing model was broken. Got dinged for 'negativity.'" "What happened with the pricing?" "They finally fixed it six months later. After we lost two major accounts." "What else?" "I questioned why we needed eleven approvals for a simple contract change. Manager said I wasn't being collaborative." "Are you still giving feedback?" "No. I learned my lesson. Now I smile. Nod. Say everything's great. My reviews are improving." "But nothing's actually improving?" "We're making the same mistakes. Just with better vibes." She chuckled. I went back to the boss. "Your review system doesn't measure performance," I said. "It measures compliance." "That's not true." "When was the last time someone got promoted for challenging bad ideas?" Silence. "When did someone get rewarded for preventing a mistake?" More silence. "You've trained your best people to stay quiet. And your mediocre people to stay nice." A few months later, they redesigned the system. Added a category: "Constructive Challenge." Points for identifying problems early. Rewards for preventing costly mistakes. Diana got promoted. "What changed?" I asked the boss. "We stopped confusing agreement with alignment. Stopped mistaking silence for harmony." "And?" "Turns out our 'difficult' people were our most valuable. They actually cared enough to speak up." Here's the truth about performance reviews: Most companies don't reward performance. They reward performance theater. The person who says the meeting was great beats the person who says it wasted an hour. The person who agrees with bad ideas beats the person who prevents disasters. You think you're measuring contribution. You're measuring conformity. And your best people? They've already figured out the game. They're just deciding whether to play it or find somewhere that values truth over comfort.

I’m a scientist with a doctorate in Psychology & a focus on Neuroscience. Here are 12 controversial truths about mental & brain health you won’t like—but need to hear:

You are not "failing" at recovery when you have sad nights or anxious moments or impulses to engage in recovery interfering behavior. Trauma Brain will tell you you are, & try to get you to abandon your recovery because of it-- but you're not. Don't quit. Don't abandon yourself.

Deviate

The *moment* you get tired of repeating yourself is the first time some of your audience even remembers your name. We need to be reminded more than we need to be taught.

Education should include training in how to be calm and unafraid. Since scientists now recognise the significance of warm-heartedness and peace of mind in personal and social well-being, it’s time training to cultivate such qualities was included in the general education system.

I think over time, people are going to realize that even more, what’s really moving women up the ladder is their exceptional execution skills–it’s their performance. Women are consistently out performing.

If you get your mind in order, everything else gets that much easier.

If you really want to set yourself free, you’ve got to take RISKS.

Ultimately, it's more useful to see love not as a feeling, but as an act.

Some days are made from presenting and others for expressing. Respect your needs