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How to Read Books You Aren’t Interested in but Are Useful for You

How to Read Books You Aren’t Interested in but Are Useful for You

Successful people read a lot. But they don’t just read anything and everything. They read specifically for self-improvement, education and success.

If you don’t believe me, just take a look at these stats:[1]

  • Warren Buffett reads between 600 and 1,000 pages per day.
  • Bill Gates reads about 50 books per year.
  • Mark Cuban reads for more than three hours every day.
  • Mark Zuckerberg read a book every two weeks throughout 2015.

As I’ve already stated, these hugely-successful people don’t just read anything, instead they self-educate and self-motivate through reading high-quality content.[2]

Fiction Books Have Stolen the Spotlight

People like Bill Gates and Mark Zuckerberg are prolific readers of books that help them to improve their skills, knowledge and understanding. But the average person appears to have little interest in reading self-improvement books.

If you look back at decades of book sales, you’ll see that fiction books tend to be much more popular than self-improvement books. 70% of the Amazon Best Sellers in 2016 are fictions including Harry Potter and the Cursed Child, Parts 1 & 2, Special Rehearsal Edition ScriptA Man Called Ove, and The Girl on the Train.[3]

Fiction books are designed and written in such a way as to impel you to continue reading them. There’s a hook or cliffhanger in every chapter that keeps you focused on reading until the last page, so that you can find out what happens next – and what happens at the end.

On the other hand, non-fiction books in the self-improvement field are intended to help you solve a problem or reach a specific goal. In most cases, these types of books are not written in story form (one exception is The Social Animal), rendering them less attractive to the majority of readers.

A lack of storytelling in self-improvement books leads many people to believe that the books are dull or difficult to read and understand.

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Do you recognize yourself in the last sentence?

If you do, then the good news is that you’ve most likely being picking the wrong type of self-improvement books for you. For example, if you’re fascinated by space exploration, but choose to read a technical-heavy, scientific book on the subject – you’ll quickly lose interest. However, if you chose a book that is easier to understand, say an autobiography of a NASA astronaut, you’ll probably love the book – and boost your interest in space exploration.

You could also think of it this way, you’ve just stated to learn piano, but someone’s given you an advanced piano music sheet. Not only will you struggle with the sheet but it may put you off piano playing for life.

It’s All About Picking the Right Self-Improvement Books

So, what’s the secret to choosing the right level of non-fiction book?

Firstly, you need to have some context. That could be a problem you want to solve – or a goal you want to achieve. For instance, if you’re not planning on being an entrepreneur, then you’re unlikely to understand or enjoy the context of a book like High Output Management – even though it’s a highly-recommended self-improvement book.

Get the context right, and you’ll find an ocean of self-improvement books to help you learn and grow. The best of these books will give you clear advice and recommendations for bettering your life.

Now, don’t get me wrong. Fiction books and novels can be enjoyable, and often encourage imagination and creativity. However, they’re a less direct way of improving your daily life.

It’s worth repeating. Failing to pick the most suitable non-fiction books can discourage you from becoming a regular non-fiction reader. This could directly impact your chances of developing and growing.

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Picking the Right Self-Improvement Books Starts with A Purpose

If you want to be highly-successful in life, then you must take advantage of the countless wisdom and knowledge available through self-improvement books.

The secret to choosing the most suitable self-improvement book for you is to understand your current situation – and to have a clear vision of what you hope to achieve in the future.

The ideal self-improvement book will be one that fits your current needs, and will be easy and enjoyable for you to read from start to finish.

Let’s say you’re interested in becoming a graphic designer. If the first book you read is aimed at qualified, professional graphic designers, then it’s unlikely to be the book for you. Instead, if you choose a book such as The Non-Designer’s Design Book, you’ll probably find the book a fun and fascinating read. And it’s likely to whet your appetite to read more books on graphic design. Perhaps this time, books that are slightly more advanced.

Picking the wrong book will instantly discourage you from reading and learning more. Picking the right book, however, will spark your interest – and help you find constant opportunities to grow and improve.

Good Self-Improvement Books Will Capture Your Attention – and Boost Your Knowledge

If you haven’t yet started and finished a self-improvement book, then ask yourself what is stopping you delving into the genre? Is it fear of the unknown, or a lack of understanding what self-improvement books can offer?

From my own experience, I can tell you that if you choose a non-fiction that meets a desire or need that you have, you’ll be hooked by the content. And you’ll likely finish the book in rapid time – even though the book doesn’t have a storyline like novels do.

If your purpose of reading is to look for an answer you want, then this will inspire sufficient curiosity to keep you avidly reading until the last word of the book.

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The right book will also be easy to understand, and will effortlessly keep your interest and attention.

Self-improvement books can open up all kinds of future opportunities for you. You’ll learn new things, be inspired, and develop a deep love of practical knowledge and wisdom. And the most exciting thing? You’ll be able to apply the ideas and advice that you learn to your daily life. And once you do this, you’ll be likely to see a trend towards positive results.

You and I are wired to seek progress and results, and when we achieve these things through the help of self-improvement books, then we’ll be naturally encouraged to explore more self-improvement content.

Choosing the Perfect Self-Improvement Book

Hopefully, I’ve boosted your interest in becoming a reader of self-improvement books. And I want to finish this article by giving you some specific advice on choosing the perfect book for you.

1. Begin your search by analyzing your problems

Take a good look at yourself and your life, and identify any problems you’re facing. Perhaps you’re unsatisfied with some areas of your life, such as health, relationship or work issues?

2. Picture the answer you seek

Once you’ve identified a problem (or problems), try to figure out the causes behind the problems. For example, if you suffer from a lack of self-confidence, was this caused by overly-dominant parents or teachers? If you believe that to be so, then keep the problem and cause in mind when you come to choose a book.

Here’s an effective way to help you find out the root cause of a problem: How To Make the Invisible Cause Visible

3. Keep the kind of answer you want in your mind as pick the book

A keyword search of an online bookseller’s listing (such as Amazon), will usually throw up dozens or even hundreds of results. However, you can narrow these results down by:

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  • Reading the foreword – but understanding that this is designed to hook you in to purchase the book.
  • Looking at comments, both the best and the worst reviews of the book. Here’s a smart way to read comments: The Ugly Truth About Comments and Reviews That No One Knows
  • Viewing a sample of the book’s content. (This will give you a feel for the style and substance.)
  • Considering whether the book can give you the answer(s) you need.

The whole process may take you some time but it will be worth it.

After picking the right book, keep your desired answer in mind as you read. Skim through the chapters to see if there’s anything important you should read first.

Some people find that they don’t need to follow the order set in the book, but in most cases, I suggest you try to stick to the original order. The majority of writers will build on their advice, and to jump out of the intended order, can lead to confusion and loss of context.

Having said that, if your problem is urgent, you might want to skip sections in order to quickly find your desired answer. However, if you do this, make sure you have a complete understanding of the answer, even though you haven’t read every single page or word of the book.

Perhaps after finishing your first self-improvement book, you’ll come up with a new problem and seek another answer. This is how you will keep reading (and finishing) self-improvement books – something you had zero interest in before.

Featured photo credit: Stock Snap via pixabay.com

Reference

More by this author

Leon Ho

Founder & CEO of Lifehack

How to Delegate Work Effectively (Step-By-Step Guide) Is It Really Better to Step Out of Your Comfort Zone? How Journaling Can Improve Your Life The Lifehack Show Episode 7: Following Your Calling Productivity Music for Focus (Recommended Playlists)

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Last Updated on September 17, 2019

How to Delegate Work Effectively (Step-By-Step Guide)

How to Delegate Work Effectively (Step-By-Step Guide)

All managers and leaders must master the art of delegation. Understanding how and when to allocate responsibility to others is essential in maintaining a high level of productivity, both on a personal and organizational level. Knowing how to delegate is also essential for an effective leadership.

To learn how to delegate is to build a cohesive and effective team who can meet deadlines. Moreover, knowing when and how to delegate work will reduce your workload, thus improving your wellbeing at work and boosting your job satisfaction. Unfortunately, many leaders are unsure how to delegate properly or are hesitant to do so.

In this guide, you will discover what delegation really entails, how it benefits your team, and how to delegate work effectively.

The Importance of Delegation

An effective leader knows how to delegate. When you delegate some of your work, you free up your time and achieve more on a daily basis. Effective delegation also promotes productivity within a team by drawing on the existing skill set of its members and allowing them to develop new knowledge and competencies along the way. The result is a more flexible team that can share roles when the need arises.[1]

When you are willing to delegate, you are promoting an atmosphere of confidence and trust. Your actions send a clear signal: as a leader, you trust your subordinates to achieve desired outcomes. As a result, they will come to think of you as a likeable and efficient leader who respects their skills and needs.

Delegation isn’t about barking orders and hoping that your staff falls in line. A manager’s job is to get the very best from those under their supervision and in doing so, maximizing productivity and profit.[2]

Here’s an example of bad delegation:

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    Careful delegation helps to identify and capitalize on the unique strengths and weaknesses of the team members. Delegation also boosts employees’ engagement as it proves that the managers are interested in drawing on their talents.[3]

    The Fear of Delegating Tasks

    Delegation boosts productivity, but not all managers are willing or able to delegate.[4] Why? Here’re some common reasons:[5]

    • They may resent the idea that someone else may get the credit for a project.
    • They may be willing to delegate in principle but are afraid their team won’t be able to handle an increased degree of responsibility.
    • They may suspect that their staff is already overworked, and feel reluctant to increase their burden.
    • They may suspect that it’s simpler and quicker just to do a task themselves.
    • They dislike the idea of letting go of tasks they enjoy doing.
    • They fear that if they delegate responsibility, their own manager will conclude that they can’t handle their workload.

    Delegation vs Allocation

    Most people think that delegation and allocation are synonymous, but there is an important distinction to be made between the two.[6]

    When you allocate a task, you are merely instructing a subordinate to carry out a specific action. You tell them what to do, and they do it–it’s that simple. On the other hand, delegation involves transferring some of your own work to another person. They do not just receive a set of instructions. Rather, they are placed in a role that requires that they make decisions and are held accountable for outcomes.[7]

    How to Delegate Work Effectively (A Step-By-Step Guide)

    So what’s the best way to delegate work so you can fight the fear of delegation, build an efficient team and work faster? Here’s a step-by-step guide:

    1. Know When to Delegate

    By understanding how much control you need to maintain over a situation, you can determine the best strategy for empowering workers. There are 7 levels of delegation that offer workers different degrees of responsibility.

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    This brief video explains these levels and offers examples of when it’s appropriate to use each one:

    Delegation occurs along a spectrum. The lowest level of delegation happens when you tell other people what to do. It offers little opportunity for employees to try new approaches. The most empowering form of delegation occurs when you are able to give up most of your control over the project to the employee.

    Knowing how to delegate work helps you understand how to connect people with tasks that make the best use of their talents. When done properly, it ensures that you will get the best end-result.[8]

    When you’re deciding how to delegate work, ask the following questions:

    • Do you have to be in charge of this task, or can someone else pull it off?
    • Does this require your attention to be successful?
    • Will this work help an employee develop their skills?
    • Do you have time to teach someone how to do this job?
    • Do you expect tasks of this nature to recur in the future?

    2. Identify the Best Person for the Job

    You have to pass the torch to the right team member for delegation to work. Your goal is to create a situation in which you, your company, and the employee have a positive experience.

    Think about team members’ skills, willingness to learn, and their working styles and interests. They’ll be able to carry out the work more effectively if they’re capable, coachable, and interested. When possible, give an employee a chance to play to their strengths.

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    Inexperienced workers may need more guidance than seasoned veterans. If you don’t have the time to set the newer employee up for success, it’s not fair to delegate to them.

    You also have to consider how busy your employees are. The last thing you want to do is overwhelm someone by giving them too many responsibilities.

    3. Tell and Sell to Get the Member Buy-In

    After you’ve found the perfect person for the job, you still have to get them to take on the new responsibility. Let them know why you chose them for the job. [9] When you show others that you support their growth, it builds a culture of trust. Employees who see delegated tasks as opportunities are more likely to be invested in the outcome.

    When you’re working with newer employees, express your willingness to provide ongoing support and feedback. For seasoned employees, take their thoughts and experiences into account.

    4. Be Clear and Specific About the Work

    It’s critical to explain to employees why the project is necessary, what you expect of them, and when it’s due.[10] If they know what you expect, they’ll be more likely to deliver.

    By setting clear expectations, you help them plan how to carry out the task. Set up project milestones so that you can check progress without micromanaging. If your employee has trouble meeting a milestone, they still have time to course correct before the final product is due.

    This type of accountability is commonly used in universities. If students only know the due date and basic requirements for completing major research papers, they might put off the work until the eleventh hour. Many programs require students to meet with advisers weekly to get guidance, address structure, and work out kinks in their methods in advance of deadlines. These measures set students up to succeed while giving them the space to produce great work.

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    5. Support Your Employees

    To see the best possible outcomes of delegating, your subordinates need resources and support from you. Connect them with training and materials to develop skillsets they don’t already have.[11] It may take more time up front to make resources available, but you’ll save time by having the work done correctly. For recurring tasks, this training pays off repeatedly.

    Sometimes employees need a help to see what they’re doing well and how they can improve. Giving and receiving feedback is an essential part of delegation. This is also a good way to monitor the delegated tasks as a leader. While you can keep track of the progress of the tasks, you are not micro-managing the employees.

    Throughout the project, periodically ask your employees if they need support or clarification. Make it clear that you trust them to do the work, and you want to create a space for them to ask questions and offer feedback. This feedback will help you refine the way you delegate work.

    6. Show Your Appreciation

    During periodic check-ins, recognize any wins that you’ve seen on the project so far. Acknowledge that your employees are making progress toward the objective. The Progress Principle lays out how important it is to celebrate small wins to keep employees motivated.[12] Workers will be more effective and dedicated if they know that you notice their efforts.

    Recognizing employees when they do well helps them understand the quality of work you expect. It makes them more likely to want to work with you again on future projects.

    Bottom Line

    Now that you know exactly what delegation means and the techniques to delegate work efficiently, you are in a great position to streamline your tasks and drive productivity in your team.

    To delegate is to grant autonomy and authority to someone else, thus lightening your own workload and building a well-rounded, well-utilized team.

    Delegation might seem complicated or scary, but it gets much easier with time. Start small by delegating a couple of decisions to members of your team over the next week or two.

    More About Delegation

    Featured photo credit: Freepik via freepik.com

    Reference

    [1] BOS Staffing: 5 Benefits Of Delegation – Empower Your Team
    [2] Brian Tracy International: How to Delegate The Right Tasks To The Right People: Effective Management Skills For Leadership Success
    [3] MindTools: Successful Delegation: Using The Power Of Other People’s Help
    [4] Fast Company: The Three Most Common Fears About Delegation: Debunked
    [5] Leadership Skills Training: Delegation
    [6] Abhinav Jain: Delegation of work vs Allocation of work
    [7] Anthony Donovan: Management Training: Delegating Effectively
    [8] Management 3.0: Practice: Delegation Board
    [9] Focus: The Creativity and Productivity Blog: A Guide to Delegating Tasks Effectively
    [10] Inc.: 6 Ways to Delegate More Effectively
    [11] The Muse: The 10 Rules of Successful Delegation
    [12] Teresa Amabile and Steven Kramer: The Progress Principle

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