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The Science Behind Success: What every leader needs to know about mindset, influence, culture & performance
Most organizations fail.
Not because of strategy, but because leadership fails to deliver on what matters most. Leaders are taught to focus on the wrong things. They miss the little things that make the biggest difference.
In The Science Behind Success™, former national champion athlete and executive coach Jayson Krause reveals how he uses science to help leaders redefine their leadership, unlock engagement, and create meaningful results inside their businesses.
The Science Behind Success™ cuts straight through useless fluff and provides practical, relevant tools to leverage mindset, influence, and culture to get your leadership on the right track. Immediately.
Not because of strategy, but because leadership fails to deliver on what matters most. Leaders are taught to focus on the wrong things. They miss the little things that make the biggest difference.
In The Science Behind Success™, former national champion athlete and executive coach Jayson Krause reveals how he uses science to help leaders redefine their leadership, unlock engagement, and create meaningful results inside their businesses.
The Science Behind Success™ cuts straight through useless fluff and provides practical, relevant tools to leverage mindset, influence, and culture to get your leadership on the right track. Immediately.
222 pages, Paperback
Published November 21, 2020
4 people are currently reading
22 people want to read
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Displaying 1 - 2 of 2 reviews
April 19, 2024
I took the Level 52 leadership class in 2023 and I have to say it was one of the best leadership development opportunities I have received. I left feeling like I had real skills I could use to improve my leadership, where in other classes you feel like everything is just a buck of fluff. The book provides great detail into the learnings from the class, however I would recommend you do the class as well. Enjoy the read!
“The four principles of science that underpin the Science Behind Success model are: Hypertrophy, Memetics, Epigenetics and Myelin.”
“A good leader and purposeful masochist can take stressful or painful situation and reframe it into something meaningful.”
“Here is the tough thing. It takes a long time to build a powerful brand and a short time to lose it. Practice extreme intentionality around the impact and value you want to create for others, and over time, your brand will blossom as you spread the viruses you want and stop those you don’t want.”
“Great leaders spot like this. They champion their people to go through the discomfort so they can find the strength and resourcefulness to push things over the finish line themselves. They listen, ask high-impact questions, create clarity, and design intentional relationships. They let their teammates struggle to find the solution. If something presents a great risk to the company, you need to lift the metaphorical bar. Don’t put your business at risk, but also discern whether or not a little failure can actually be the pain that facilities the next leap for your team.”
“As a leader, you need to provide clarity so that your people know not only which direction to fly in, but how hard you need them to flap those wings, when to land, and when they can take a break in the nest.”
“It is important to prepare feedback before you deliver it, so that it concise and sticky. Follow the guidelines below and make sure your feedback is as helpful as productive as possible:
1) Describe Behavior You See – Here is what is see you doing.
2) Describe The Impact This Behavior Has – This is the impact I see
3) Make A Clear Request For The Action You’d Like The Person To Take - This is what you
suggest they stop, start, or continue doing
4) Talk To Your People ABOUT Feedback – Part of being a good leader is to make others understand the importance of feedback.
5) Be Specific – Get better at very clearly stating what success looks like
6) Show Them The Gap – Really invested the time is helping them see the difference between their work or behavior and what is desired
7) Ask for Examples – Ask them to tell you how they might do things differently next time
8) What is Next? Don’t Leave It Hear – Design a plan so they know how and when you will check in which them and what they can expect from you if they do some of the old behaviors”
“Whether or not you have set your goals yet, grab a coffee with someone on your team, have a breakfast meeting, whatever. Take the time to connect with each person on your team and start by asking them this question: What would make this the best year of your professional career?”
“The four principles of science that underpin the Science Behind Success model are: Hypertrophy, Memetics, Epigenetics and Myelin.”
“A good leader and purposeful masochist can take stressful or painful situation and reframe it into something meaningful.”
“Here is the tough thing. It takes a long time to build a powerful brand and a short time to lose it. Practice extreme intentionality around the impact and value you want to create for others, and over time, your brand will blossom as you spread the viruses you want and stop those you don’t want.”
“Great leaders spot like this. They champion their people to go through the discomfort so they can find the strength and resourcefulness to push things over the finish line themselves. They listen, ask high-impact questions, create clarity, and design intentional relationships. They let their teammates struggle to find the solution. If something presents a great risk to the company, you need to lift the metaphorical bar. Don’t put your business at risk, but also discern whether or not a little failure can actually be the pain that facilities the next leap for your team.”
“As a leader, you need to provide clarity so that your people know not only which direction to fly in, but how hard you need them to flap those wings, when to land, and when they can take a break in the nest.”
“It is important to prepare feedback before you deliver it, so that it concise and sticky. Follow the guidelines below and make sure your feedback is as helpful as productive as possible:
1) Describe Behavior You See – Here is what is see you doing.
2) Describe The Impact This Behavior Has – This is the impact I see
3) Make A Clear Request For The Action You’d Like The Person To Take - This is what you
suggest they stop, start, or continue doing
4) Talk To Your People ABOUT Feedback – Part of being a good leader is to make others understand the importance of feedback.
5) Be Specific – Get better at very clearly stating what success looks like
6) Show Them The Gap – Really invested the time is helping them see the difference between their work or behavior and what is desired
7) Ask for Examples – Ask them to tell you how they might do things differently next time
8) What is Next? Don’t Leave It Hear – Design a plan so they know how and when you will check in which them and what they can expect from you if they do some of the old behaviors”
“Whether or not you have set your goals yet, grab a coffee with someone on your team, have a breakfast meeting, whatever. Take the time to connect with each person on your team and start by asking them this question: What would make this the best year of your professional career?”
March 30, 2023
Fantastic book. I complete the accelerated leadership program and this book was a great recap of all the things I can do in order to grow as a leader.
Displaying 1 - 2 of 2 reviews