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Get it Done: Surprising Lessons from the Science of Motivation

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Goals, like recipes, tend to work best when they’re quantified. Setting a target that’s challenging, measurable, and actionable will pull you toward your goal and enable you to monitor your progress. Just make sure, you’re the one to set the target rather than someone else. Because that’s going to help you be more committed. How do I love this book? Let me count the ways. First, its author. I don't know anyone, scientist or otherwise, who knows more than Ayelet Fishbach about the psychology of goals. Second, its practicality. Like anyone, I have dreams. Every chapter taught me about myself and how I could better frame my goals to make my dreams a reality. Third, the writing: clear, to-the-point and yet warm, intimate, and winningly honest. The list goes on but the point is that truly, I love this book and know you will, too.” Rewards and punishments motivate action by creating immediate mini-goals to your main goal. Let’s go and grab a coffee at your favorite coffee spot for this little example. How much is your latte these days, or your flat white or whatever else you like? Does your inside voice tell you: this is too much? Sure, the Baron’s story defies the laws of physics, but its symbolism is clear: self-motivation is the key to moving forward.

Whether starting a new diet, running a marathon, or gunning for a promotion, Get It Done illuminates invaluable strategies for propelling yourself in whatever direction you want to go—so you can achieve your goals while staying healthy, clear-headed, and happy. It started well enough, reasonably paced. Plenty of examples and anecdotes and breakdown of the theory behind it all. This book looks at how how our we tend to look at goals, where the pitfalls are in pursuing a goal, and how we can best keep momentum towards our goal depending on our current progress and commitment levels. The way we sustain our motivation changes as we change. A really good reminder that "long middles" are dangerous--we are excited at the beginning and end, but it is very easy to lose momentum in the middle. This is called the “goal gradient effect” in motivation science. It just means that the more progress you’ve made, the more excited you are to continue. Basically, the glass-half-full motivator.And here’s some more actionable advice: Try to get rid of the middle problem with the “fresh start effect.” incentive structures: if the reward is incorrect, the outcome will be; adding incentives mainly dilutes the goal And so, here’s a little advice from the book: if you’re new to or uncertain about a commitment, try to stay motivated looking at it with a glass-half-full mindset. relationships: understand the aspirations of people around you; make your desires known; share interests Intrinsic motivation is a matter of degree,” Fishbach said. “It’s a matter of how much the thing feels right as you do it. Then we can allow goals that otherwise don’t seem intrinsic, like exercising or studying, to become intrinsically motivating.”

Another guideline in choosing a goal with staying power is to frame it as something you intend to do (an “approach goal”) rather as something you don’t want to do (an “avoidance goal”).

About Ayelet Fishbach

Read: How to Procrastinate Less by Increasing Your Motivation and Decreasing Temptations) Leveraging intrinsic motivation for goals You’ll be more patient if you decide between the smaller-sooner and the larger-later options ahead of time, when they’re both scheduled in the far future.” 5. Do it with others. About the Author Ayelet Fishbach, PhD, is the Jeffrey Breakenridge Keller Professor of Behavioral Science and Marketing at the University of Chicago Booth School of Business, and the past president of the Society for the Study of Motivation.

I want to say I learned something from this book but it was just so heavy-handed with the numerous theories in the end that I doubt I will remember hardly anything coming month or two. And few pearls of wisdom I decided to commit to memory were pushed out by the heavy-handed serving of superfluous information later on. So I think if this book aimed to teach long-term it missed the goal on this. P100 “While most people are enthusiastic and conscientious at the beginning and at the end of goal pursuit, in the middle, both the motivation to get it done and the motivation to do it right tend to suffer.” Fishbach presents a four-step process for changing behavior, with sections in the book devoted to each: While making progress is important, how you monitor it also matters. The question is: Should you focus on how much you’ve already done, or how much you still have left to do? The short answer is: both. great goals: are not proxies/means to other goals, are specific, have potential to fail, great incentives, intrinsicTo get the most out of your incentives, make sure that you end up rewarding the right action. Otherwise you might risk “the cobra effect.” It’s a wild story. Look it up. It involves people in India breeding cobra snakes only to then collect rewards for catching them. P88 dynamics of “commitment promotes consistency” i.e. Alcoholics Anonymous vs. “progress promotes balancing” i.e. most dieting programs

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