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Know Can Do!: Put Your Know-How Into Action
Why is it that so many things we try so hard to learn just don't stick? Because we spend all our energy on learning new skills and better habits, but we lack effective strategies for retaining and applying all the helpful information we take in.
In Know Can Do!, bestselling author Ken Blanchard, Success Motivation Institute founder Paul J. Meyer, and ace motivational speaker and consultant Dick Ruhe use a story about an author with questions and an entrepreneur with answers to offer a simple and systematic approach for learning more efficiently and using that knowledge to make lasting changes.
People who have mastered learning are free to be creative and make big things happen. In fact, John F. Kennedy once remarked that "leadership and learning are indispensable to each other." This powerful book will help people at all levels develop the mind-set and the skill set to achieve extraordinary results.
In Know Can Do!, bestselling author Ken Blanchard, Success Motivation Institute founder Paul J. Meyer, and ace motivational speaker and consultant Dick Ruhe use a story about an author with questions and an entrepreneur with answers to offer a simple and systematic approach for learning more efficiently and using that knowledge to make lasting changes.
People who have mastered learning are free to be creative and make big things happen. In fact, John F. Kennedy once remarked that "leadership and learning are indispensable to each other." This powerful book will help people at all levels develop the mind-set and the skill set to achieve extraordinary results.
128 pages, Unknown Binding
First published January 1, 2007
19 people are currently reading
250 people want to read
About the author
Kenneth H. Blanchard
314 books1,851 followersKen Blanchard, one of the most influential leadership experts in the world, is the coauthor of the iconic bestseller, The One Minute Manager, and 60 other books whose combined sales total more than 21 million copies. His groundbreaking works have been translated into more than 27 languages and in 2005 he was inducted into Amazon’s Hall of Fame as one of the top 25 bestselling authors of all time.
Ken is also the cofounder and chief spiritual officer of The Ken Blanchard Companies®, an international management training and consulting firm that he and his wife, Margie Blanchard, began in 1979 in San Diego, California.
When he’s not writing or speaking, Ken also spends time teaching students in the Master of Science in Executive Leadership Program at the University of San Diego. Ken can be found at www.kenblanchard.com.
Ken is also the cofounder and chief spiritual officer of The Ken Blanchard Companies®, an international management training and consulting firm that he and his wife, Margie Blanchard, began in 1979 in San Diego, California.
When he’s not writing or speaking, Ken also spends time teaching students in the Master of Science in Executive Leadership Program at the University of San Diego. Ken can be found at www.kenblanchard.com.
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January 19, 2013
Ken Blanchard (born 1939) is an American author and management expert. Among his more popular works are The One Minute Manager that he co-authored with Spencer Johnson and Gung Ho!.
This book's message is so simple we know it already. It's about putting into action what we know. For example, many of us attend self-development training courses. We learn that we should come to the office on time everyday. A few days after the course, we do report on time but after those few days, we go back to our usual habit of coming late.
The other example is what Blanchard gave in his epilogue. This is our favorite New Year's resolution that is to lose weight. However, we always slip back to being potato couch, binge eating and preference on fatty foods. We manage to change our behavior but only for few days or weeks. What we lack, according to Blanchard, is a follow through. So, he said that in order to do that, he (used to be 20-30 pounds overweight) now has a personal trainer, personal dietician and life coach. But oh yeah, how many of us can afford to hire those people just to make sure we achieve our desired weight?
The problem with these management gurus, in my opinion, is that they talk of the same common sense theories but they just call them different things. One fancy term and if that gets the fancy of many people, it spreads like wildfire and the author troops to the bank as a happy man. That happened with Ken Blanchard's "One Minute Manager." Now, this book, one of the many follow ups to that hit, seems to be saying that we learn so many things already, i.e., information overload, because we go from one training to another or read many management/self-development books. It is time to know less, he says. But it is also the time to learn rather than just know. And learn means put it into action and follow through. That's the difference between knowing and learning and what we need is to learn rather than just to know.
In my previous company, our HR Department had a training evaluation form where the training attendee put the action items that he/she would do after finishing the course. The HR Department had a big database of these and required regular updates from the trained employees. Very few companies do this. I think this is because most companies just track the number of hours spent on training per employee and as long as the manager is hitting the target, he is doing his job. So, the structure of the organization itself does not promote learning but only knowing.
Overall, the book, being only 74 pages with large font does not tell anything wrong. The only thing that I vehemently disagreed with was his proposal for people to read fewer books and read them 5 times: first to get the general overview, second to underline important phrases, third to take notes, fourth along with somebody so you can discuss and fifth to write your own thoughts as an offshoot from reading the book. Whoa, if I do that, I will need four more lifetimes to read all the 3,000+ books in my tbr. Maybe Ken Blanchard is not really a reader so I still understand.
This book's message is so simple we know it already. It's about putting into action what we know. For example, many of us attend self-development training courses. We learn that we should come to the office on time everyday. A few days after the course, we do report on time but after those few days, we go back to our usual habit of coming late.
The other example is what Blanchard gave in his epilogue. This is our favorite New Year's resolution that is to lose weight. However, we always slip back to being potato couch, binge eating and preference on fatty foods. We manage to change our behavior but only for few days or weeks. What we lack, according to Blanchard, is a follow through. So, he said that in order to do that, he (used to be 20-30 pounds overweight) now has a personal trainer, personal dietician and life coach. But oh yeah, how many of us can afford to hire those people just to make sure we achieve our desired weight?
The problem with these management gurus, in my opinion, is that they talk of the same common sense theories but they just call them different things. One fancy term and if that gets the fancy of many people, it spreads like wildfire and the author troops to the bank as a happy man. That happened with Ken Blanchard's "One Minute Manager." Now, this book, one of the many follow ups to that hit, seems to be saying that we learn so many things already, i.e., information overload, because we go from one training to another or read many management/self-development books. It is time to know less, he says. But it is also the time to learn rather than just know. And learn means put it into action and follow through. That's the difference between knowing and learning and what we need is to learn rather than just to know.
In my previous company, our HR Department had a training evaluation form where the training attendee put the action items that he/she would do after finishing the course. The HR Department had a big database of these and required regular updates from the trained employees. Very few companies do this. I think this is because most companies just track the number of hours spent on training per employee and as long as the manager is hitting the target, he is doing his job. So, the structure of the organization itself does not promote learning but only knowing.
Overall, the book, being only 74 pages with large font does not tell anything wrong. The only thing that I vehemently disagreed with was his proposal for people to read fewer books and read them 5 times: first to get the general overview, second to underline important phrases, third to take notes, fourth along with somebody so you can discuss and fifth to write your own thoughts as an offshoot from reading the book. Whoa, if I do that, I will need four more lifetimes to read all the 3,000+ books in my tbr. Maybe Ken Blanchard is not really a reader so I still understand.
August 11, 2012
الكتاب يسرد حوار رائع بين السيد" فيل" رجل الأعمال والكاتب عن الفجوة الخطيرة بين
المعرفة والتطبيق,حتى نطبق ما نعرفه ,وما نقرئه وما نعلمه في حياتنا
سبب هذه الفجوة
كمية المعلومات الهائلة
اللتفكير السلبي
عدم المتابعة والاستمرار
التكرار هو الرابط المفقود بين ما يعلمه الناس و يعرفونه وما يفعلونه
"التكرار المصاحب للزمن "التقوية الداخلية" وكما يسميه البعض "أم جميع المهارات
كمية هائلة من المعلومات تسبب فوضى في عقولنا, تجعل الناس يغرقون في بحر المعلومات لأننا لسنا كالسمك,فنحن لا نملك نظام مراقبة وتحكم ذاتي يدعنا نأخذ من الماء ما نحتاج ونترك ما لا نحتاج
دانييل ويبستر صاحب المعجم الشهير يقول أنه يفضل أن يتقن مجموعة كتب بشكل ممتاز عن أن يقرأ كمية كبيرة من الكتب,,,المقصد من هذا الكلام لإتقان شيء معين يجب علينا أن نمضغه ونهضمه ببطء حتى يصبح جزأ لا يتجزأ منا
يُقال أن إنجازك العقلي يتأثر بكمية قليلة من المعلومات المركزة المكثفة المعادة والمكررة من باستخدام تقنية التكرار المصاحب للزمن أفضل بكثير من قراءة عشرين كتاب مرة واحدة
عقل الإنسان إما يتعلم شيء جديد أو ينسى
نحن ندرب أنفسنا لأن نتعلم ولا نطبق فنحن نعمل العكس تماماً مما يجب علينا القيام به
People should learn less more and not more less
الناس يجب عليهم أن يتعلموا كمية قليلة من المعلومتت بشكل كبير عن أن يتعلموا كمية كبيرة من المعلومات بشكل قليل
بدلاً من قراءة كتب كثيرة ,يجب على الناس أن يقرأوا عدد قليل من الكتب مرات عديدة
"تعلَّم القليل بكميات كبيرة"
"نحن مبرمجين على التفكير السلبي "عدو للأفكار الجديدة
خطوات من القبول إلى الرفض
الرفض... تتعارض الفكرة مع أفكاري السابقة
المقاومة...أفهمها لكني لا أستطيع أن أقبلها
القبول الجزئي...موافق ولكن لدي بعض التحفظات على استخدامها
القبول التام...نفس الطريقة التي كنت أفكر بها
الفهم الكلي"الهضم"...الفكرة تنتمي إليّ "فكرتي"
نظام المتابعة الإيجابي هو الجسر بين المعرفة والتطبيق..فكر باستخدام الضوء الأخضر
التعليم لا يحدث في رأسك,إنه يحدث عندما تكون لديك خطة لتساعد نفسك على أن تفعل شيء مما تعرفه وتعلمه
عقل الإنسان لا يعرف الفرق بين الحقيقة وبين ما تخبره ,تخيل أنك استيقظت صباحاً ونظرت لنفسك بالمرآه وقلت "إنك رائع" ,لن يرد عليك عقلك قائلاً >>أظن أنك تمزح, أنا أعرف إنك أكثر من ذلك
بعد قراءة هذا الكتاب الرائع تذكرت كلمات هريرث سبنسر
"الهدف الكبير من التعليم ليس المعرفة وإنما الفعل"
المعرفة والتطبيق,حتى نطبق ما نعرفه ,وما نقرئه وما نعلمه في حياتنا
سبب هذه الفجوة
كمية المعلومات الهائلة
اللتفكير السلبي
عدم المتابعة والاستمرار
التكرار هو الرابط المفقود بين ما يعلمه الناس و يعرفونه وما يفعلونه
"التكرار المصاحب للزمن "التقوية الداخلية" وكما يسميه البعض "أم جميع المهارات
كمية هائلة من المعلومات تسبب فوضى في عقولنا, تجعل الناس يغرقون في بحر المعلومات لأننا لسنا كالسمك,فنحن لا نملك نظام مراقبة وتحكم ذاتي يدعنا نأخذ من الماء ما نحتاج ونترك ما لا نحتاج
دانييل ويبستر صاحب المعجم الشهير يقول أنه يفضل أن يتقن مجموعة كتب بشكل ممتاز عن أن يقرأ كمية كبيرة من الكتب,,,المقصد من هذا الكلام لإتقان شيء معين يجب علينا أن نمضغه ونهضمه ببطء حتى يصبح جزأ لا يتجزأ منا
يُقال أن إنجازك العقلي يتأثر بكمية قليلة من المعلومات المركزة المكثفة المعادة والمكررة من باستخدام تقنية التكرار المصاحب للزمن أفضل بكثير من قراءة عشرين كتاب مرة واحدة
عقل الإنسان إما يتعلم شيء جديد أو ينسى
نحن ندرب أنفسنا لأن نتعلم ولا نطبق فنحن نعمل العكس تماماً مما يجب علينا القيام به
People should learn less more and not more less
الناس يجب عليهم أن يتعلموا كمية قليلة من المعلومتت بشكل كبير عن أن يتعلموا كمية كبيرة من المعلومات بشكل قليل
بدلاً من قراءة كتب كثيرة ,يجب على الناس أن يقرأوا عدد قليل من الكتب مرات عديدة
"تعلَّم القليل بكميات كبيرة"
"نحن مبرمجين على التفكير السلبي "عدو للأفكار الجديدة
خطوات من القبول إلى الرفض
الرفض... تتعارض الفكرة مع أفكاري السابقة
المقاومة...أفهمها لكني لا أستطيع أن أقبلها
القبول الجزئي...موافق ولكن لدي بعض التحفظات على استخدامها
القبول التام...نفس الطريقة التي كنت أفكر بها
الفهم الكلي"الهضم"...الفكرة تنتمي إليّ "فكرتي"
نظام المتابعة الإيجابي هو الجسر بين المعرفة والتطبيق..فكر باستخدام الضوء الأخضر
التعليم لا يحدث في رأسك,إنه يحدث عندما تكون لديك خطة لتساعد نفسك على أن تفعل شيء مما تعرفه وتعلمه
عقل الإنسان لا يعرف الفرق بين الحقيقة وبين ما تخبره ,تخيل أنك استيقظت صباحاً ونظرت لنفسك بالمرآه وقلت "إنك رائع" ,لن يرد عليك عقلك قائلاً >>أظن أنك تمزح, أنا أعرف إنك أكثر من ذلك
بعد قراءة هذا الكتاب الرائع تذكرت كلمات هريرث سبنسر
"الهدف الكبير من التعليم ليس المعرفة وإنما الفعل"
October 14, 2018
Although I don't like the writing style of Ken Blanchard, I read this short and useful book due to the it's important subject. Here is my summery directly from the text to review them frequently:
There are three reasons why people don’t learn and start doing what they know:
1- information overload:
◆ We retain only a small fraction of what we read and hear only once.
◆ Therefore, we should read and learn less more and not more less.
◆ To master something, we should focus on a few key concepts, repeat them over time, immerse ourselves deeply in them, and expand on the ideas and skills. Spaced repetition is key.
◆ Once people have mastered their jobs, they are better able to be creative and make big things happen.
2- negative filtering
◆ Because we don’t get unconditional love and support when we are young, we begin to doubt ourselves and doubt others.
◆ Self-doubt causes us to filter all information— whether in book, audio, video, seminar, or conversation format—through our indecisive, closed-minded, judgmental, critical, fear-ridden mind-set, which leads to negative thinking.
◆ Negative thinking causes us to
• learn and use only a small fraction of what we see and hear;
• achieve only a small percentage of what we could achieve;
• accept too little too soon.
◆ We grow best with a positive, open mind that ignites our creativity, ingenuity, and resource- fulness and creates possibilities beyond our expectations.
◆ We must find ways to become ready and willing to open our minds. Instead of trying to find what’s wrong in the new information, we need to be Green Light Thinkers who actively seek out what’s right and say to ourselves: “I know there is something of value in what I’m reading or hearing; what is it?”
◆ Changing a closed, negative mind-set to an open, positive mind-set cannot be left to chance. Once we commit to changing, we need a specific strategy that continually reinforces our new way of thinking.
3- lack of follow-up
◆ Successful people yearn to learn and have a follow-up plan for learning.
◆ Doing what we’ve been taught cannot be left to chance. A follow-up plan that provides structure, support and accountability must be set up to help us behave on our good intentions.
◆ The sequence of tell me, show me, let me, observe me, and praise my progress or redirect me is a simple but powerful follow-up plan that helps potential winners become winners.
◆ Accentuating the positive helps learners become eager beavers. Praising progress is important before redirecting or correcting takes place. Over time, learners should be able to praise and redirect themselves.
◆ One-on-one meetings and outside telephone coaching are also helpful vehicles for closing the knowing-doing gap.
There are three reasons why people don’t learn and start doing what they know:
1- information overload:
◆ We retain only a small fraction of what we read and hear only once.
◆ Therefore, we should read and learn less more and not more less.
◆ To master something, we should focus on a few key concepts, repeat them over time, immerse ourselves deeply in them, and expand on the ideas and skills. Spaced repetition is key.
◆ Once people have mastered their jobs, they are better able to be creative and make big things happen.
2- negative filtering
◆ Because we don’t get unconditional love and support when we are young, we begin to doubt ourselves and doubt others.
◆ Self-doubt causes us to filter all information— whether in book, audio, video, seminar, or conversation format—through our indecisive, closed-minded, judgmental, critical, fear-ridden mind-set, which leads to negative thinking.
◆ Negative thinking causes us to
• learn and use only a small fraction of what we see and hear;
• achieve only a small percentage of what we could achieve;
• accept too little too soon.
◆ We grow best with a positive, open mind that ignites our creativity, ingenuity, and resource- fulness and creates possibilities beyond our expectations.
◆ We must find ways to become ready and willing to open our minds. Instead of trying to find what’s wrong in the new information, we need to be Green Light Thinkers who actively seek out what’s right and say to ourselves: “I know there is something of value in what I’m reading or hearing; what is it?”
◆ Changing a closed, negative mind-set to an open, positive mind-set cannot be left to chance. Once we commit to changing, we need a specific strategy that continually reinforces our new way of thinking.
3- lack of follow-up
◆ Successful people yearn to learn and have a follow-up plan for learning.
◆ Doing what we’ve been taught cannot be left to chance. A follow-up plan that provides structure, support and accountability must be set up to help us behave on our good intentions.
◆ The sequence of tell me, show me, let me, observe me, and praise my progress or redirect me is a simple but powerful follow-up plan that helps potential winners become winners.
◆ Accentuating the positive helps learners become eager beavers. Praising progress is important before redirecting or correcting takes place. Over time, learners should be able to praise and redirect themselves.
◆ One-on-one meetings and outside telephone coaching are also helpful vehicles for closing the knowing-doing gap.
December 14, 2017
این کتاب رو بعد از جلسه ای که با یکی از دوستان جدیدم داشتم هدیه گرفتم، این کتاب نوشته کن بلانچارد بود که نویسنده کتاب های پر فروشی در دنیاست، محتویات کتاب خیلی عالی بود، یه جورایی ماجرای گفت و گوی من و یکی از دوستانم از اول مهر تا امروز هست، دوستم عادت داشت بلاگ چند تا آدم خاص رو دنبال می کرد و مطالب آموزشی اونها رو دو ثانیه بعد از انتشار می خوند، من مدام سر این مسئله باهاش بحث می کردم و همیشه می گفت تو با این بندگان خدا چه مشکلی داری! منم می گفتم با اونا مشکلی ندارم، با تو مشکل دارم که وقتت رو صرف مطالعه چیزهایی می کنی که قرار نیست در آینده به دردت بخوره و معلوم نیست اصلا بتونی ازشون استفاده بکنی، ذهنت و فقط پر می کنی از مشتی آشغال که به درد نمی خورن، بعد از کلی مقاومت پذیرفت و این روزها بعد از یکی دو ماه نخوندن اون بلاگ ها هنوز زنده است و دیگه محتواهایی رو می خونه که به دردش می خوره و می تونه سریع به کار ببنده، در راستای عملی کردن دانسته هامون آدم هایی به عنوان پشتیبان به شدت با ارزش و مهم هستن، باید همچین آدم هایی رو دور و بر خودمون داشته باشیم تا ما را حمایت کنن و بتونیم به دانسته هامون جامه عمل بپوشونیم، نباید برای یادگیری گارد بگیریم و احساس کنیم خیلی می فهمیم و دیگه نیاز به یادگیری نداریم.
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April 2, 201148 صفحة م الإبداع في ذلك الكتاب
ببساطة شديدة من وجهة نظري
كنت .. إزاي بأٌقرا كتاب .. وأستمتع
وهبقى .. إزاي بأقرا كتاب .. أستمتع .. وأستفيد منه
والكاتب عرض الفكرة من ناحية
إزاي نغغلق الفجوة بين المعرفة والتطبيق ؟
يعني إزاي نطبق إللي نعرفه
إسلوب الكاتب رائع حيث عرض فكرته عن طريقة حوار بينه وبين شخص آخر ( تالسيد فيل )
وبطرح عدد من المواقف التي طبّق عليها الكاتب فكرته
المختلف ف الكتاب عن أي كتاب تنمية بشرية أو تطوير ذات أو تحكم أو أو ...
هو أن كل الكتب تعرض الأفكار ..
الأفكار فقط
وهذا الكتاب يعرض كيف تنفذ تلك الأفكااار .. :)
أهم فكرة أو من أهم الأفكار ف الكتاب
إني علشان أستفيد من فكرة وأعرف أطبقها
لازم أكررها ..
علشان كدا لازم إن شاء الله هيكون في عودة للكتاب دا
ودي هتبقى أول خطوة لتطبيق ما قرأته وإستفتده من هذا الكتاب الرائع ..
^____^
ببساطة شديدة من وجهة نظري
كنت .. إزاي بأٌقرا كتاب .. وأستمتع
وهبقى .. إزاي بأقرا كتاب .. أستمتع .. وأستفيد منه
والكاتب عرض الفكرة من ناحية
إزاي نغغلق الفجوة بين المعرفة والتطبيق ؟
يعني إزاي نطبق إللي نعرفه
إسلوب الكاتب رائع حيث عرض فكرته عن طريقة حوار بينه وبين شخص آخر ( تالسيد فيل )
وبطرح عدد من المواقف التي طبّق عليها الكاتب فكرته
المختلف ف الكتاب عن أي كتاب تنمية بشرية أو تطوير ذات أو تحكم أو أو ...
هو أن كل الكتب تعرض الأفكار ..
الأفكار فقط
وهذا الكتاب يعرض كيف تنفذ تلك الأفكااار .. :)
أهم فكرة أو من أهم الأفكار ف الكتاب
إني علشان أستفيد من فكرة وأعرف أطبقها
لازم أكررها ..
علشان كدا لازم إن شاء الله هيكون في عودة للكتاب دا
ودي هتبقى أول خطوة لتطبيق ما قرأته وإستفتده من هذا الكتاب الرائع ..
^____^
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December 18, 2020كتاب يستحق القراءة.
لماذا لانطبق ما نتعلمه؟؟
لتطبيق ما ت��لمناه يجب ان تكون لنا القابلية لذلك و التكرار ثم التكرار ثم التكرار و اخيرا المتابعة.
لماذا لانطبق ما نتعلمه؟؟
لتطبيق ما ت��لمناه يجب ان تكون لنا القابلية لذلك و التكرار ثم التكرار ثم التكرار و اخيرا المتابعة.
August 26, 2016
البته من ترجمه آقای سعید محمدی رو خوندم، نشر تعالی و با عنوان "دانسته هایت را به کار بگیر" و اینکه این کتاب رو هدیه گرفتمش :) ...(این چاپ رو که برای امساله هنوز وارد گود ریدز نکردمش، شاید بعدا این کار رو بکنم)... "انباشت اطلاعات"، "فیلتر های منفی"، و "عدم پیگیری" سه دلیلی هستن که به نظر نویسنده -کن بلانچارد- خلاء بین دانستن و عمل کردنه که تو این کتاب به توضیح این موارد و راه حل شون می پردازه... محتوای مطالب و بحث ها در قالب یک داستان گفته می شه که همین جذاب ترش کرده.
November 23, 2008
Excellent and to the point. It is one thing to learn, learn, learn. This book explains, simply, how to *utilize* that knowledge. It really made me understand *how* to learn. Thus the name, "Know Can *DO*."
November 27, 2008
This is now my favorite book. All I have to say is go get the book and read it...NOW! You'll be glad you did.
December 31, 2017
I think everyone should read this book. The point of the book is to address the gap between knowledge and action, where true learning ("knowledge") would be reflected in a change in behavior. This book is useful because:
1. it's easy to understand = short and straightforward, uncomplicated language
2. this book gives a guideline and toolkit on how to focus, learn positively, and ACTUALLY change our lives for the better
I also think "Know Can Do" is particularly helpful for the information perfectionists and "completionists" out there (if you know what I mean - people who feel like you need to become an expert in a field before you start making changes, and need to always KNOW more) because, this book provides practical information that serves to ground all of the knowledge we accumulate (in this age of information) into a foundation of actual integration.
So personally, I found it relieving to focus in on deep long-term change and effective implementation rather than being paralyzed with the never-ending excess knowledge out there.
I will probably read it again. Can change your LIIIIFE if you take its recommendations seriously :)
1. it's easy to understand = short and straightforward, uncomplicated language
2. this book gives a guideline and toolkit on how to focus, learn positively, and ACTUALLY change our lives for the better
I also think "Know Can Do" is particularly helpful for the information perfectionists and "completionists" out there (if you know what I mean - people who feel like you need to become an expert in a field before you start making changes, and need to always KNOW more) because, this book provides practical information that serves to ground all of the knowledge we accumulate (in this age of information) into a foundation of actual integration.
So personally, I found it relieving to focus in on deep long-term change and effective implementation rather than being paralyzed with the never-ending excess knowledge out there.
I will probably read it again. Can change your LIIIIFE if you take its recommendations seriously :)
March 2, 2021
its a pretty short read
1. knowledge as a substitute for change action
2. repetition - resistant to acceptance
3. negative filtering - encourage encourage
4. role of a 'green light' - wait till all suggestions have been taken in and evaluated for positive aspects. then negative comments are allowed.
1. knowledge as a substitute for change action
2. repetition - resistant to acceptance
3. negative filtering - encourage encourage
4. role of a 'green light' - wait till all suggestions have been taken in and evaluated for positive aspects. then negative comments are allowed.
January 14, 2023
The book includes interesting concepts that relate to filling the gap between knowledge and actions, however , those could be presented in a much shorter manner. The writing style made me feel as if I’m reading a children’s book, which a bit understated the value of the concepts presented (that are in fact quite insightful).
January 13, 2018
A very practical and entertaining book.
May 10, 2019
I take long time to finish it but I really enjoy it
this one of good book to share and discuss with your co-workers
this one of good book to share and discuss with your co-workers
November 8, 2019
An interesting book with a simple message. Knowledge is not power as we were told, power is in applying the knowledge. I loved the book which I found interesting and simple.
February 15, 2022
Boken er 15 år gammel med budskapet er relevant!
Forklarer the missing link mellom å vite og å gjøre det man vet.
Forklarer the missing link mellom å vite og å gjøre det man vet.
February 22, 2022
Practically written advice for getting past just learning and to doing.
April 6, 2025
Very simple way to improve the gap between knowing and doing, focus/positive/follow-up!
July 18, 2014
ﻟﺘﻜﺮار اﻟﻤﺼﺎﺣﺐ ﻟـﺰﻣﻦ ﻋﺒـﺎرة ﻋـﻦ ﺗﻘﻨﻴـﺔ ﺗﻌﻠـﻴﻢ ﺗﻨﺺ ﻋﻠﻰ أﻧﻚ ﻻ ﺗﺘﻌﻠﻢ ﺷﻴﺌﺎً ﻣﻦ ﻣﺮة واﺣﺪة أو ﺟﻠﺴﺔ واﺣـﺪة،
ﺑــﻞ ﻣــﻦ ﺗﻜــﺮار اﺳــﺘﻘﺒﺎﻟﻚ اﻟﻤﻌﻠﻮﻣــﺎت ﺧــﻼل ﻓﺘــﺮات ﻣﺤــﺪدة و ﻣﺘﺘﺎﺑﻌﺔ ﺣﺘﻰ ﺗﺘﺸﺮب ﻓﻴﻚ و ﻓﻲ ذهﻨﻚ
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اﻟـﺴﺒﺐ اﻷول ﻟـﻢ ﻻ ﻧﻄﺒـﻖ أو ﻧﻔﻌـﻞ ﻣـﺎ ﻧﻌﻠﻤﻪ هﻮ اﻟﻜﻤﻴﺔ اﻟﻬﺎﺋﻠـﺔ اﻟﺘـﻲ ﻧﺘﻠﻘﺎهـﺎ ﻣـﻦ اﻟﻤﻌﻠﻮﻣـﺎت، ﻓـﻨﺤﻦ، ﺑﻜـﻞ ﺑﺴﺎﻃﺔ، ﻟﺪﻳﻨﺎ اﻟﻜﺜﻴﺮ اﻟﻜﺜﻴﺮ ﻣﻦ اﻟﻤﻌﺮﻓﺔ
ﻳﺠﺐ ﻋﻠﻴﻨﺎ أن ﻧﻘﺮر ﻣﺎذا ﻧﺤﺘﺎج أن ﻧـﺘﻌﻠﻢ ﻟﻜﻲ ﻳﺴﺎﻋﺪﻧﺎ ﻓﻲ ﺗﺤﺴﻴﻦ اﻷداء، و ﻣﻦ ﺛﻢ نركزﻋﻠﻴﻪ ﺑﺤﻤـﺎس ﺷﺪﻳﺪ
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ﻹﺗﻘـﺎن ﺷـﻲء ﻣﻌـﻴﻦ، ﻳﺠـﺐ ﻋﻠﻴﻨﺎ أن ﻧﻤﻀﻐﻪ و ﻧﻬﻀﻤﻪ ﺑﺒﻄﺊ ﺣﺘﻰ ﻳﺼﺒﺢ ﺟﺰء ﻻ ﻳﺘﺠﺰأ ﻣﻨﺎ
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اذا ﻟﻢ ﻧﻬﺘﻢ ﺑﺸﻲء، ﻗﺮﻳﺒﺎً ﻧﻨﺴﺎﻩ
ﻋﻨﺪﻣﺎ نركز ﻋﻠـﻰ ﺷـﻲء ﻣـﻊ اﻟﺘﻜﺮار اﻟﻤﺼﺎﺣﺐ ﻟﻠﺰﻣﻦ، ﻧﺘﺬكره
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ﺠﺐ ﻋﻠﻴﻨﺎ أن ﻧﺘﻌﻠﻢ اﻟﻘﻠﻴﻞ ﺑﻜﻤﻴﺎت آﺒﻴﺮة، و ﻟﻴﺲ اﻟﻜﺜﻴﺮ
ﺑﻜﻤﻴﺔ ﻗﻠﻴﻠﺔ.
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ﺛﻨــﺎء اﺟﺘﻤﺎﻋﺎﺗﻨــﺎ اﻧــﺎ و ﻓﻴــﻞ و اﻟﻔﺮﻳــﻖ، ﻓــﺈن اﻟﺘ ﻔﻜﻴــﺮ ﺑﺎﺳﺘﺨﺪام اﻟﻀﻮء اﻷﺻﻔﺮ –ذكر اﻟﺴﻠﺒﻴﺎت و المشاكل - ﻳﺠـﺐ أن
ﻳﺘﺒــﻊ اﻟﺘﻔﻜﻴــﺮ ﺑﺎﺳــﺘﺨﺪام اﻟــﻀﻮء اﻷﺧــﻀﺮ – ذكر اﻹﻳﺠﺎﺑﻴــﺎت و اﻟﻔﺮص -
و ﻋﻠﻰ اﻟﺮﻏﻢ ﻣﻦ أﻧﺎ ﺟﻤﻴﻌﺎً ﻧُﺸَﺠّﻊ ﻷن ﻧﻌﻄـﻲ أﻓـﻀﻞ ﻣﺎ ﻟﺪﻳﻨﺎ، ﻟﻜﻦ اﻟﺘﻌﻠﻴﻘﺎت اﻟﺴﻠﺒﻴﺔ ﻟﻢ ﺗﻜﻦ ﺗﺴﺒﻖ اﻹﻳﺠﺎﺑﻴﺔ أﺑﺪاً"
ﻣـﻊ أﻧـﻲ ﻓـﻲ اﻟﺒﺪاﻳـﺔ كنت أﺷـﻌﺮ ﺑﻨﻔـﺴﻲ أﻗﺎوم، ﻟﻜﻦ ﺑﻌﺪ ﻓﺘﺮة ﺗﻐﻴـﺮ ذﻟـﻚ .
ﻟﻘـﺪ آـﺎن ﻳﺠـﺐ ﻋﻠـﻲ أن أركـﺰ كثيرا ﻋﻠـﻰ اﻻﺣﺘﻤـﺎﻻت اﻹﻳﺠﺎﺑﻴـﺔ، ﻟﺪرﺟـﺔ ﻋﻨـﺪﻣﺎ ﻳﺠـﻲء وﻗـﺖ وﺿﻊ اﻟﻌﻼﻣﺎت اﻟﺼﻔﺮاء أو اﻟﺤﻤـﺮاء (اﻟـﺴﻠﺒﻴﺔ و اﻟﺨﻄﻴـﺮة ) أﺟـﺪ ﺻﻌﻮﺑﺔ ﻹﻳﺠﺎد ﺷﻲء ﺳـﻠﺒﻲ، ﺗﺮكيـﺰي ﻋ ﻠـﻰ اﻹﻳﺠﺎﺑﻴـﺔ ﻏﻴﺮﻧـﻲ كثيرا
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ﻟــﻢ ﻻ ﻳﻄﺒــﻒ اﻟﻨــﺎس ﻣــﺎ ﻳﻌﻠﻤﻮﻧــﻪ – ﻋــﺪم اﻟﻤﺘﺎﺑﻌﺔ- ﻳﻌﺘﺒﺮ اﻷﺻﻌﺐ ﺑﻴﻦ اﻟﻜﻞ .
ﻟﺬﻟﻚ ﻓﺎن اﻻﻣـﺮ ﻳﺤﺘـﺎج اﻟـﻰ ﺧﻄﺔ
ﺑﺪون متابعة ﻣﺒﺎﺷﺮة ﺑﻌﺪ ﺗﻌﺮﺿﻚ أو ﺗﻌﻠﻤﻚ ﻟﻄﺮق ﺟﺪﻳﺪة ﻟﻠﻘﻴﺎم ﺑﺄﺷﻴﺎء ﻣﻌﻴﻨﺔ، ﺳﺘﺮﺟﻊ ﻟﻌﺎداﺗﻚ اﻟﻘﺪﻳﻤﺔ
إن ﻟــﻢ ﻳﻜــﻦ ﻟــﺪى اﻟﻨــﺎس داﻓﻌﻴــﺔ ﻷ ن ﻳﺘﻌﻠﻤــﻮا اﻟﻘﻴــﺎم ﺑــﺄﻣﺮ ﻣــﺎ، وﺧﻄﺔ ﻟﻠﻘﻴﺎم ﺑﻪ ﺑـﺸﻜﻞ ﺻـﺤﻴﺢ، ﻟـﻦ ﻳـﺴﺘﻄﻴﻌﻮا ﺗﺤﻘﻴـﻖ ذﻟـﻚ
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ﺗﻌﻠﻤـﺖ أﻳـﻀﺎً أن اﻟﻨـﺎس اذا ﺣﺮﻣـﻮا ﻣــﻦ اﻟﻤــﺪﻳﺢ و اﻟﺘــﺸﺠﻴﻊ، إﻣــﺎ أن ﻳﺴﺘــﺴﻠﻤﻮا و ﻻ ﻳﺤــﺎوﻟﻮا ﻓــﻼ ﻳﻨﺠﺤﻮا أﺑﺪاً، أو ﻳﺼﺒﺤﻮا ﻣﻨﻘﺎدﻳﻦ
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اﺑﺮاز اﻟـﺸﻲء اﻹﻳﺠـﺎﺑﻲ ﻳـﺴﺎﻋﺪ اﻟﻤﺘﻌﻠﻤـﻴﻦ أن ﻳـﺼﺒﺤﻮا ﺗـﻮ اﻗﻴﻦ ﺑﺸﺪة ﻟﻠﺘﻌﻠﻢ و اﻟﺘﻄﻮر، ﺣﻴـﺚ أن ﻣـﺪح ﺗﻄـﻮر و ﻧﻤـﻮ اﻷداء ﻣﻬـﻢ ﺟــﺪاً ﻗﺒــﻞ اﻟﺘﻮﺟﻴــﻪ أو اﻟﺘــﺼﺤﻴﺢ .
و ﺑﻌــﺪ ﻓﺘــﺮة ﻳﺠــﺐ أن ﻳــﺼﺒﺢ اﻟﻤﺘﻌﻠﻤﻴﻦ ﻗﺎدرﻳﻦ ﻋﻠﻰ ﻣﺪح و ﺗﻮﺟﻴﻪ أﻧﻔﺴﻬﻢ.
ﻋـﺪد ﻗﻠﻴـﻞ ﻣـﻦ اﻟﻨـﺎس ﺳـﻴﺘﻐﻴﺮوا ﻣـﻦ ﻗـﺮاءة آﺘـﺎب، اﻻﺳﺘﻤﺎع ﻟـﺸﺮﻳﻂ، ﻣـﺸﺎهﺪة ﻓﻴـﺪﻳﻮ، ا و ﺣـﻀﻮر ﻣﺤﺎﺿـﺮة ﻟﻤـﺮة واﺣـﺪة .
ﻳﺠﺐ أن ﺗﺮﻓﻊ أآﻤﺎم ذراﻋﻴـﻚ وﺗﻜـﻮن ﻣـﺘﻌﻠﻢ مركز . ﺛـﻢ ﺑﻌـﺪ ذﻟـﻚ ﻳﺠـﺐ ﻋﻠﻴﻚ أن ﺗﺮﺷﺢ اﻟﻤﻌﻠﻮﻣﺎت اﻟﺠﺪﻳﺪة ﻋﻦ ﻃﺮﻳـﻖ ﻋﻘﻠﻴـﺔ إﻳﺠﺎﺑﻴـﺔ .
و ﻓـﻲ اﻟﻨﻬﺎﻳﺔ ﻳﺠﺐ أن ﺗﻜـﻮن ﻟـﺪﻳﻚ ﺧﻄـﺔ ﻟﺘﻄﺒﻴـﻖ اﻟﻤﻌﻠﻮﻣـﺎت اﻟﺠﺪﻳـﺪة اﻟﺘـﻲ ﺗﻌﻠﻤﺘﻬﺎ و ﺑﻄﺮﻳﻘﺔ ﺻﺤﻴﺤﺔ
هﺬا ﻣﻠﺨﺺ ﻣﻤﺘﺎز . دﻋﻨﻲ أﺷﺎركك ﺑﺸﻲء أﺧﻴـﺮ .
هﻨـﺎك ﺧـﻴﻂ ذهﺒﻲ ﻳﺮكض ﻓﻲ ﺣﻴﺎة كل ﺷـﺨﺺ ﻣﻨﺠـﺰ – اﻧﺠـﺎز كبير، إﻧـﻪ اﻟﺨﻴﻂ اﻟﺬهﺒﻲ للتركيز، ﻣﺼﻨﻮع ﻣﻦ اﻹﺻﺮار !
ﺑﻄﺮﻳﻘﺔ أو ﺑﺄﺧﺮى،
كل ﺷﺨﺺ ﺻﺎﺣﺐ إﻧﺠﺎز ﻓﺎﺋﻖ و ﻏﻴﺮ ﻃﺒﻴﻌﻲ ﻟﺪﻳﻪ اﻟﻘﺪرة ﻋﻠﻰ لتركيز ﻋﻠﻰ هدف ﻣﻌﻴﻦ ﺑﻄﺮﻳﻘـﺔ ﻟﻴﺰرﻳـﺔ، ﻣـﻊ إﺻـﺮار ﻟﺘﺤﻘﻴـﻖ هﺬا اﻟﻬﺪف
اﺳﺘﻤﺮ اﻟﻜﺎﺗﺐ ﻓـﻲ اﻋﻄـﺎء اﻟﻜﺜﻴـﺮ ﻣـﻦ اﻷﻣﺜﻠـﺔ ﻋـﻦ كيف أن التركيز، اﻟﺘﻜﺮار، اﻟﺘﻔﻜﻴﺮ اﻹﻳﺠﺎﺑﻲ، و ﺧﻄﻂ اﻟﻤﺘﺎﺑﻌﺔ ﻏﻴﺮوا ﻣﻦ ﺣﻴﺎة اﻟﻜﺜﻴـﺮ ﻣﻦ اﻟﻨﺎس ﻟﻸﻓﻀﻞ!
ﺑــﻞ ﻣــﻦ ﺗﻜــﺮار اﺳــﺘﻘﺒﺎﻟﻚ اﻟﻤﻌﻠﻮﻣــﺎت ﺧــﻼل ﻓﺘــﺮات ﻣﺤــﺪدة و ﻣﺘﺘﺎﺑﻌﺔ ﺣﺘﻰ ﺗﺘﺸﺮب ﻓﻴﻚ و ﻓﻲ ذهﻨﻚ
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اﻟـﺴﺒﺐ اﻷول ﻟـﻢ ﻻ ﻧﻄﺒـﻖ أو ﻧﻔﻌـﻞ ﻣـﺎ ﻧﻌﻠﻤﻪ هﻮ اﻟﻜﻤﻴﺔ اﻟﻬﺎﺋﻠـﺔ اﻟﺘـﻲ ﻧﺘﻠﻘﺎهـﺎ ﻣـﻦ اﻟﻤﻌﻠﻮﻣـﺎت، ﻓـﻨﺤﻦ، ﺑﻜـﻞ ﺑﺴﺎﻃﺔ، ﻟﺪﻳﻨﺎ اﻟﻜﺜﻴﺮ اﻟﻜﺜﻴﺮ ﻣﻦ اﻟﻤﻌﺮﻓﺔ
ﻳﺠﺐ ﻋﻠﻴﻨﺎ أن ﻧﻘﺮر ﻣﺎذا ﻧﺤﺘﺎج أن ﻧـﺘﻌﻠﻢ ﻟﻜﻲ ﻳﺴﺎﻋﺪﻧﺎ ﻓﻲ ﺗﺤﺴﻴﻦ اﻷداء، و ﻣﻦ ﺛﻢ نركزﻋﻠﻴﻪ ﺑﺤﻤـﺎس ﺷﺪﻳﺪ
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ﻹﺗﻘـﺎن ﺷـﻲء ﻣﻌـﻴﻦ، ﻳﺠـﺐ ﻋﻠﻴﻨﺎ أن ﻧﻤﻀﻐﻪ و ﻧﻬﻀﻤﻪ ﺑﺒﻄﺊ ﺣﺘﻰ ﻳﺼﺒﺢ ﺟﺰء ﻻ ﻳﺘﺠﺰأ ﻣﻨﺎ
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اذا ﻟﻢ ﻧﻬﺘﻢ ﺑﺸﻲء، ﻗﺮﻳﺒﺎً ﻧﻨﺴﺎﻩ
ﻋﻨﺪﻣﺎ نركز ﻋﻠـﻰ ﺷـﻲء ﻣـﻊ اﻟﺘﻜﺮار اﻟﻤﺼﺎﺣﺐ ﻟﻠﺰﻣﻦ، ﻧﺘﺬكره
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ﺠﺐ ﻋﻠﻴﻨﺎ أن ﻧﺘﻌﻠﻢ اﻟﻘﻠﻴﻞ ﺑﻜﻤﻴﺎت آﺒﻴﺮة، و ﻟﻴﺲ اﻟﻜﺜﻴﺮ
ﺑﻜﻤﻴﺔ ﻗﻠﻴﻠﺔ.
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ﺛﻨــﺎء اﺟﺘﻤﺎﻋﺎﺗﻨــﺎ اﻧــﺎ و ﻓﻴــﻞ و اﻟﻔﺮﻳــﻖ، ﻓــﺈن اﻟﺘ ﻔﻜﻴــﺮ ﺑﺎﺳﺘﺨﺪام اﻟﻀﻮء اﻷﺻﻔﺮ –ذكر اﻟﺴﻠﺒﻴﺎت و المشاكل - ﻳﺠـﺐ أن
ﻳﺘﺒــﻊ اﻟﺘﻔﻜﻴــﺮ ﺑﺎﺳــﺘﺨﺪام اﻟــﻀﻮء اﻷﺧــﻀﺮ – ذكر اﻹﻳﺠﺎﺑﻴــﺎت و اﻟﻔﺮص -
و ﻋﻠﻰ اﻟﺮﻏﻢ ﻣﻦ أﻧﺎ ﺟﻤﻴﻌﺎً ﻧُﺸَﺠّﻊ ﻷن ﻧﻌﻄـﻲ أﻓـﻀﻞ ﻣﺎ ﻟﺪﻳﻨﺎ، ﻟﻜﻦ اﻟﺘﻌﻠﻴﻘﺎت اﻟﺴﻠﺒﻴﺔ ﻟﻢ ﺗﻜﻦ ﺗﺴﺒﻖ اﻹﻳﺠﺎﺑﻴﺔ أﺑﺪاً"
ﻣـﻊ أﻧـﻲ ﻓـﻲ اﻟﺒﺪاﻳـﺔ كنت أﺷـﻌﺮ ﺑﻨﻔـﺴﻲ أﻗﺎوم، ﻟﻜﻦ ﺑﻌﺪ ﻓﺘﺮة ﺗﻐﻴـﺮ ذﻟـﻚ .
ﻟﻘـﺪ آـﺎن ﻳﺠـﺐ ﻋﻠـﻲ أن أركـﺰ كثيرا ﻋﻠـﻰ اﻻﺣﺘﻤـﺎﻻت اﻹﻳﺠﺎﺑﻴـﺔ، ﻟﺪرﺟـﺔ ﻋﻨـﺪﻣﺎ ﻳﺠـﻲء وﻗـﺖ وﺿﻊ اﻟﻌﻼﻣﺎت اﻟﺼﻔﺮاء أو اﻟﺤﻤـﺮاء (اﻟـﺴﻠﺒﻴﺔ و اﻟﺨﻄﻴـﺮة ) أﺟـﺪ ﺻﻌﻮﺑﺔ ﻹﻳﺠﺎد ﺷﻲء ﺳـﻠﺒﻲ، ﺗﺮكيـﺰي ﻋ ﻠـﻰ اﻹﻳﺠﺎﺑﻴـﺔ ﻏﻴﺮﻧـﻲ كثيرا
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ﻟــﻢ ﻻ ﻳﻄﺒــﻒ اﻟﻨــﺎس ﻣــﺎ ﻳﻌﻠﻤﻮﻧــﻪ – ﻋــﺪم اﻟﻤﺘﺎﺑﻌﺔ- ﻳﻌﺘﺒﺮ اﻷﺻﻌﺐ ﺑﻴﻦ اﻟﻜﻞ .
ﻟﺬﻟﻚ ﻓﺎن اﻻﻣـﺮ ﻳﺤﺘـﺎج اﻟـﻰ ﺧﻄﺔ
ﺑﺪون متابعة ﻣﺒﺎﺷﺮة ﺑﻌﺪ ﺗﻌﺮﺿﻚ أو ﺗﻌﻠﻤﻚ ﻟﻄﺮق ﺟﺪﻳﺪة ﻟﻠﻘﻴﺎم ﺑﺄﺷﻴﺎء ﻣﻌﻴﻨﺔ، ﺳﺘﺮﺟﻊ ﻟﻌﺎداﺗﻚ اﻟﻘﺪﻳﻤﺔ
إن ﻟــﻢ ﻳﻜــﻦ ﻟــﺪى اﻟﻨــﺎس داﻓﻌﻴــﺔ ﻷ ن ﻳﺘﻌﻠﻤــﻮا اﻟﻘﻴــﺎم ﺑــﺄﻣﺮ ﻣــﺎ، وﺧﻄﺔ ﻟﻠﻘﻴﺎم ﺑﻪ ﺑـﺸﻜﻞ ﺻـﺤﻴﺢ، ﻟـﻦ ﻳـﺴﺘﻄﻴﻌﻮا ﺗﺤﻘﻴـﻖ ذﻟـﻚ
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ﺗﻌﻠﻤـﺖ أﻳـﻀﺎً أن اﻟﻨـﺎس اذا ﺣﺮﻣـﻮا ﻣــﻦ اﻟﻤــﺪﻳﺢ و اﻟﺘــﺸﺠﻴﻊ، إﻣــﺎ أن ﻳﺴﺘــﺴﻠﻤﻮا و ﻻ ﻳﺤــﺎوﻟﻮا ﻓــﻼ ﻳﻨﺠﺤﻮا أﺑﺪاً، أو ﻳﺼﺒﺤﻮا ﻣﻨﻘﺎدﻳﻦ
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اﺑﺮاز اﻟـﺸﻲء اﻹﻳﺠـﺎﺑﻲ ﻳـﺴﺎﻋﺪ اﻟﻤﺘﻌﻠﻤـﻴﻦ أن ﻳـﺼﺒﺤﻮا ﺗـﻮ اﻗﻴﻦ ﺑﺸﺪة ﻟﻠﺘﻌﻠﻢ و اﻟﺘﻄﻮر، ﺣﻴـﺚ أن ﻣـﺪح ﺗﻄـﻮر و ﻧﻤـﻮ اﻷداء ﻣﻬـﻢ ﺟــﺪاً ﻗﺒــﻞ اﻟﺘﻮﺟﻴــﻪ أو اﻟﺘــﺼﺤﻴﺢ .
و ﺑﻌــﺪ ﻓﺘــﺮة ﻳﺠــﺐ أن ﻳــﺼﺒﺢ اﻟﻤﺘﻌﻠﻤﻴﻦ ﻗﺎدرﻳﻦ ﻋﻠﻰ ﻣﺪح و ﺗﻮﺟﻴﻪ أﻧﻔﺴﻬﻢ.
ﻋـﺪد ﻗﻠﻴـﻞ ﻣـﻦ اﻟﻨـﺎس ﺳـﻴﺘﻐﻴﺮوا ﻣـﻦ ﻗـﺮاءة آﺘـﺎب، اﻻﺳﺘﻤﺎع ﻟـﺸﺮﻳﻂ، ﻣـﺸﺎهﺪة ﻓﻴـﺪﻳﻮ، ا و ﺣـﻀﻮر ﻣﺤﺎﺿـﺮة ﻟﻤـﺮة واﺣـﺪة .
ﻳﺠﺐ أن ﺗﺮﻓﻊ أآﻤﺎم ذراﻋﻴـﻚ وﺗﻜـﻮن ﻣـﺘﻌﻠﻢ مركز . ﺛـﻢ ﺑﻌـﺪ ذﻟـﻚ ﻳﺠـﺐ ﻋﻠﻴﻚ أن ﺗﺮﺷﺢ اﻟﻤﻌﻠﻮﻣﺎت اﻟﺠﺪﻳﺪة ﻋﻦ ﻃﺮﻳـﻖ ﻋﻘﻠﻴـﺔ إﻳﺠﺎﺑﻴـﺔ .
و ﻓـﻲ اﻟﻨﻬﺎﻳﺔ ﻳﺠﺐ أن ﺗﻜـﻮن ﻟـﺪﻳﻚ ﺧﻄـﺔ ﻟﺘﻄﺒﻴـﻖ اﻟﻤﻌﻠﻮﻣـﺎت اﻟﺠﺪﻳـﺪة اﻟﺘـﻲ ﺗﻌﻠﻤﺘﻬﺎ و ﺑﻄﺮﻳﻘﺔ ﺻﺤﻴﺤﺔ
هﺬا ﻣﻠﺨﺺ ﻣﻤﺘﺎز . دﻋﻨﻲ أﺷﺎركك ﺑﺸﻲء أﺧﻴـﺮ .
هﻨـﺎك ﺧـﻴﻂ ذهﺒﻲ ﻳﺮكض ﻓﻲ ﺣﻴﺎة كل ﺷـﺨﺺ ﻣﻨﺠـﺰ – اﻧﺠـﺎز كبير، إﻧـﻪ اﻟﺨﻴﻂ اﻟﺬهﺒﻲ للتركيز، ﻣﺼﻨﻮع ﻣﻦ اﻹﺻﺮار !
ﺑﻄﺮﻳﻘﺔ أو ﺑﺄﺧﺮى،
كل ﺷﺨﺺ ﺻﺎﺣﺐ إﻧﺠﺎز ﻓﺎﺋﻖ و ﻏﻴﺮ ﻃﺒﻴﻌﻲ ﻟﺪﻳﻪ اﻟﻘﺪرة ﻋﻠﻰ لتركيز ﻋﻠﻰ هدف ﻣﻌﻴﻦ ﺑﻄﺮﻳﻘـﺔ ﻟﻴﺰرﻳـﺔ، ﻣـﻊ إﺻـﺮار ﻟﺘﺤﻘﻴـﻖ هﺬا اﻟﻬﺪف
اﺳﺘﻤﺮ اﻟﻜﺎﺗﺐ ﻓـﻲ اﻋﻄـﺎء اﻟﻜﺜﻴـﺮ ﻣـﻦ اﻷﻣﺜﻠـﺔ ﻋـﻦ كيف أن التركيز، اﻟﺘﻜﺮار، اﻟﺘﻔﻜﻴﺮ اﻹﻳﺠﺎﺑﻲ، و ﺧﻄﻂ اﻟﻤﺘﺎﺑﻌﺔ ﻏﻴﺮوا ﻣﻦ ﺣﻴﺎة اﻟﻜﺜﻴـﺮ ﻣﻦ اﻟﻨﺎس ﻟﻸﻓﻀﻞ!
June 7, 2013
I appreciated the actual content message and appreciate the power of storytelling to aid understanding and recall; however, even so, I'm not a big fan of the story method of the main character meeting other persons along the way to explore the concepts. That's just a writer to reader style preference though and shouldn't stop you from reading the book if you, like me, have a concern and interest for the fact we all learn a bit (or more) about so much but apply so little both professionally and personally. Useful concepts to understand why and how to begin changing that dynamic.
January 15, 2021
A very short story about how to apply what one learns (from books, seminars). We tend to read so many books but never or hardly apply what we've read (I'm one of those). There are three reasons: we get too much information (so instead of reading many books only once, we'd better read a few multiple times), we use negative filters and we don't have a follow-up plan. It's a very simple message in a thin book that could have been given in a few pages (like the presentation the author gives at the end of the book).
2021 Books #2
2021 Books #2
March 19, 2011
Didn't make it through this one. I was interested in what he had to say, which was why I hung on as far as I did, but I found the format just too annoying. I think I read another of his books, and had much the same reaction, but I think I was more patient in my younger days. Or perhaps because I was reading that one, so I could skim along at a faster speed, rather than being stuck listening to the audio version as I was this one. Just a note for future reference.
September 29, 2010
This book is written in a friendly dialogue between Blanchard and expert on how to utilise from the huge amount of information which is available in these days.
It provides some practical strategies in order to accomplish the goals that you seek for...
It is just around 100 pages which means you can finish it and apply what you have learned very quickly......
It provides some practical strategies in order to accomplish the goals that you seek for...
It is just around 100 pages which means you can finish it and apply what you have learned very quickly......
March 15, 2010
Half way through the audio. Logical truth about why so many people are constantly learning new things but never applying them to their life--and some simple tools to change that. An informative practical read.
April 30, 2010
This book helps to bring down to action what we have learned from other books. It will really change your view towards new information gathering and helps to put into action.
3 points are stressed out throughout the book. Well articulated!
3 points are stressed out throughout the book. Well articulated!
February 23, 2011
eh. typical motivational book. The print style and the page layout was deliberately expanded to justify binding into a book. The main points would have fit onto a 3x5 card. Too bad I bought it.
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January 7, 2012رائع
April 10, 2013
expains how to begin in managment
October 10, 2014
good book on how to think about work.
September 26, 2013
I found the "learn less more" principle interesting, but the rest of the book is nothing new.
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