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Last Updated on January 12, 2021

Why Quitters Can Become Winners Too

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Why Quitters Can Become Winners Too

At the age of 25, my career accelerated when I was promoted from an engineer to a manager within a growing I.T. company. At the time, I was the youngest manager in the firm steering a diverse team of engineers. It was my dream job to lead a team of professionals using my passion and knowledge for coding in order to add value and achieve big things. It took four years of hard work to end up getting promoted to the top where I continued to produce bigger and better projects in new and exciting directions. I was living my dream.

Yet two years later I quit my job.

Everyone around me couldn’t understand why after all my hard work and dedication. I was going places on a fast track to bigger and bigger success. But I decided to quit despite all this and a while later, I found Lifehack.

The True Courage Behind Quitting

Quitting isn’t all about giving up when it feels like you’re failing. Quitting in the face of potential success is one of the most courageous things you can do.

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We grow up being taught that what isn’t broken needn’t be fixed. This shapes our belief that you should never quit while you’re ahead and it comes out of fear of the unknown. Quitting your job, for example, could negatively impact your career and spill into your personal life and finances. And because of this, we choose to stay safe, living in our comfort zones despite it not making us truly happy or fulfilled.

    However, while the idea of staying in our comfort zones feels generally warm and safe, we’re really just staying for the sake of not changing. While we do this, we’re not fully considering opportunities to grow and improve ourselves which is a big factor in creating our personal happiness.

    Leonard Schlesinger, president of Babson College and coauthor of the book Just Start: Take Action, Embrace Uncertainty, Create the Future sums this up by saying,

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    I find a lot of people paralysed by their unhappiness with their current reality.

    It’s this paralysis that stops us from taking that leap of faith into the unknown and keeps us stuck in the same job despite it feeling mundane or easy. Daniel Gulati, tech entrepreneur and coauthor of Passion & Purpose: Stories from the Best and Brightest Young Business Leader, believes

    most people stay too long in bad jobs because the corporate world is geared towards keeping us in roles, not matching individuals up with their ideal roles.

    In other words, we’re simply not growing and not creating situations where we will thrive and move forward.

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    The Real Reason You Feel Stuck

    If you feel like you’re stuck in life, the chances are it’s because you’re choosing to resist quitting what isn’t working for you and ultimately not preparing for the change quitting would bring.

    You may believe your main reason for not leaving a job or any unhappy life situation is because you haven’t figured out what it is you really want. However, this kind of thinking is flawed. You won’t learn or discover your ideal career, for example, by sitting around thinking about it. If your current situation is making you unhappy, it’s important to find that inner courage to look for something else.

      It’s only in this kind of action and headspace that the true breakthroughs will happen. People who do the same job day in, day out but not ever finding real meaning in what they do, will never be the people who flourish and succeed no matter how hard and persistent they work.

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      The Magic of Quitting and the Growth it Brings

      The idea of quitting is instilled in our minds as a negative thing. Quitting is negative when used as a way to flee away from challenges and responsibilities. But in some cases quitting is a necessary path to success. It’s all down to embracement rather than fear. Successful people quit to win and embrace new challenges – not because they fear change.

        Sometimes, quitting is exactly what you need to do in order to find what’s best for you – something you may never find doing the same things every day: “If you don’t know what to be gritty at yet, you need to try lots of things – knowing you’ll quit most of them – to find the answer” (Barking up the Wrong Tree by Erick Barker). In other words, don’t fear quitting as a failure, just see it as another step closer to finding your purpose.

        And the true magic of quitting without fully seeing the next step is urgency. We all know that feeling of urgency that brings about uncomfortable fear but it’s this sense of urgency that creates the space to find the next thing that really matters to you. That path that’s really worth your investment, passion and time. That path that you’d never find staying in your comfort zone.

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        Change Your Mindset on Quitting

        The main idea to take away here is quitting for growth not quitting to flee from challenges. Make quitting meaningful by asking yourself these questions in order to fully know your reasons for quitting:

        • What makes you happy?
        • What can’t you stop talking about?
        • What makes you think that it’s worth suffering for?
        • What are you really good at doing?
        • If you knew you could not fail, what would you do?
        • What would you do for free because you love it so much?
        • If you had 12 months to live, would you still be doing what you’re doing now?

        We all know deep down, what makes us happy and what doesn’t. We don’t always have the courage to change because fear and worry takes over. But to truly live a happy life, quitting something that’s no longer serving you or allowing you to grow should be viewed as a necessity rather than choice. Don’t view quitting as a negative, see it as a chance to win at life and boost your value to the world.

        More by this author

        Leon Ho

        Founder & CEO of Lifehack

        How to Have a Fresh Start Without Giving Up a Lot in life How to Plan Your Day for a Healthy And Productive Life The Ultimate Guide to Prioritizing Your Work And Life How to Organize Your Tasks With Weekly To-Do Lists How to Multitask Successfully to 10X Your Productivity

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        1 Why the 10-80-10 Rule Is Key To Achieving Success 2 How to Deal with Setbacks And Use Them for Future Success 3 How to Improve Your Confidence And Give a Boost to Your Self-Esteem 4 How to Get Over the Fear Of Responsibility And Achieve More in Life 5 10 Things To Do When You’re Angry At Yourself (For Your Mistakes)

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        Published on November 29, 2021

        Why the 10-80-10 Rule Is Key To Achieving Success

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        Why the 10-80-10 Rule Is Key To Achieving Success

        The 10-80-10 rule is an extension of the Pareto principle that says 80% of productivity/wealth is generated/owned by 20% of the population.[1] This ratio is often observable in various statistics and studies.

        The 10-80-10 rule takes this principle and applies it more specifically to human behavior. It is also malleable, enabling people to move between categories. If we apply it to a company (just as an example), in essence, the 10-80-10 rule looks like this:

        • 10% Highly Productive Elite – This is the core of your business. These people will work all the hours that God sends for your company, leaving no stone unturned and generating the maximum possible productivity/revenue for you that they can.
        • 80% Productive – These lovely folks make up the majority of your business and will work 9-5, getting their tasks done and not making much of a fuss about it. They are less likely to offer innovation, but they are reliable, trustworthy, and dutiful.
        • 10% Unproductive and Defiant – These people are outliers and mercifully low in number, but they create work. They are difficult, unwilling to work hard, and generally take more from your company than they give.

        This can also be applied in other areas of life. Morality is another example, with the vast majority (80%) of us being law-abiding citizens who may bend the rules occasionally, 10% being unscrupulously good, and 10% being out-and-out criminals.

        Who Came Up With the 10-80-10 Rule?

        As touched on earlier, the 10-80-10 rule is an off-shoot of the Pareto Principle, first conceived of in the early twentieth century by Italian civil engineer turned economist Wilfredo Pareto. He simply observed that 80% of the property in Italy, at that time, was owned by 20% of the population. Wealth distribution, according to Pareto, was divided 20/80 across all sections of society. The country, age, gender, or industry didn’t matter. This principle still applied.

        Later on in the 1940s, Joseph M. Juran (himself an engineer and management consultant) applied the Pareto Principle to human behavior with the aim of improving quality control, positing that 80% of the success on any one project would be due to the efforts of 20% of the team working on it.

        Since then, various researchers and theorists have expanded the Pareto principle into the 10-80-10 rule—observing that 10% are true leaders, 80% seek guidance from others, and 10% wilfully act in a counter-productive manner.[2]

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        How to Apply the 10-80-10 Rule to Management to Be More Successful

        Well, let’s stay with the team/workforce model for now: if you want to improve productivity in your company, where should your focus be? All too often, “the squeaky wheels get the grease.” That is to say, we tend to try and fix what’s most broken in our organization (namely the bottom 10%) before we move on to the less broken.

        When you realize, though, that you’re pouring resources into just 10% of your labor force, it starts to look very inefficient. Moreover, that 10% is comprised of folks who are highly unlikely to change their tune (statistically anyway). You need to focus on the 80%. That’s where you’ll have the most impact and where you’ll create the biggest uplift in productivity. The 80% aren’t (of course) completely equal. Some will sit closer to either of the 10% range, but this means that you should be able to increase the size of your top 10% to be more like 20 or 30%.

        How Much of a Difference Would That Make?

        Now, before you slam your laptop shut, haul off, and start brainstorming ideas about team-building exercises and corporate days out, it is first very important to understand the metric by which you measure productivity. Numbers on a spreadsheet or letters next to a person’s name only paint part of the picture.

        What you value in your company is unique to you. As I’m constantly saying to entrepreneurs and business owners that I coach, you have to be specific with what you are asking of your team, your customers, and the universe at large. Ask a vague question and you’ll get a vague answer.

        So, do the work of understanding exactly what is working for you and what isn’t. Simply saying that you want revenue to increase is not enough. By how much? In what areas? Who will we add value to increase their spending with us? Where and whom should we target for new growth?

        Who Does This Desired Increase in Productivity Help You Become and Who Does It Serve?

        Armed with this, you will have much more clarity to take to your team and with which to start formulating a plan of action. You can look at what would incentivize those in the 80% who just need a slight nudge. That’s where minimum effort will yield maximum results! So, start there.

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        A 2014 Gallup poll found that a third of the US workforce felt unmotivated in their jobs, with the highest levels of motivation found among managers.[3] This tells us two things:

        • Firstly, the unmotivated third is comprised partly of those in the 80% camp, but the entirety of the unmotivated 10% is in there, too. If you take them out (because they are those people), the remainder isn’t as many people and they are in a group that still wants to work and get on.
        • Secondly, those in a position of management (i.e. those who feel as though they can effect change in the company) tend to be the most motivated.

        Now, let’s not confuse motivation with productivity. You can be as motivated as you like, but without proper strategy or direction, you’ll just be a hammer in search of a nail. Nevertheless, those in management who felt the most motivated to be productive are worth interrogating.

        Why Did They Feel More Motivated?

        I would posit that the answer is very simple: they felt heard and that they could affect change. It’s a hugely important part of human psychology that we feel as though our ideas, thoughts, and feelings are heard by others. When we feel ignored, we feel unvalued. When we feel unvalued, we are (naturally) unmotivated.

        This is not to say that you should make everyone a manager within your company. Your business might be a start-up or just a few people working out of your converted garage. The point is, make sure that they all feel heard. I guarantee you that—especially among the upper end of the 80%—you will see the greatest uptick in productivity if you simply listen to them. Make them feel as though they have a vested interest in growing your business, too.

        If they can see the role that they play is important and understood by you, they will push themselves to go further, work harder, and achieve more. You have to put yourself in their shoes, which brings us on to the next point. . .

        How to Use the 10-80-10 Rule to Improve Success

        Okay, so far we’ve just looked at the 10-80-10 rule as it pertains to the success of groups. But how does it apply to us as individuals? What can we learn from it and use in our day-to-day lives?

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        You might be a sole trader or maybe a consultant—someone who does not have a team to rally and simply sells your services to others. In that instance, how does this work for you? Divide yourself up into the 10-80-10. Do it by tasks: what are you most efficient/gifted at, what are you good at, and what do you constantly put off doing?

        Here’s an example. Say you’re a writer (where did I get this one from?), and you’re very successful. You are asked to write articles for lots of great, top publications like LifeHack, or maybe you’re writing a book and your screenplay just got picked up by Warner Brothers. Writing is your 10% elite. It’s where you offer the greatest value.

        It’s probably not the actual writing so much as it’s the creativity, ideas, and talent that you can bring to bear in your writing. The actual writing—sitting down at your computer, tapping it out, proofreading, and catching spelling/grammar mistakes—that’s your 80%. Sure, you’re good at it. You are competent and get it done. But it’s not where you are at your most powerful, and you usually run out of steam at some point during the day.

        Then, there’s your bottom 10%. That’s probably your operational tasks, such as your timekeeping, bookkeeping, invoicing, correspondence, tax return, etc.

        Where Do I Get These Examples From?

        So, where can you be most effective in taking action that will support you in accelerating your growth? Again, start with the 80%. Try finding ways to improve the writing experience for you. Maybe observe yourself on a typical day, and note when you do your best work. It might be right after your second coffee that you stay at your desk for longer and write with the greatest clarity. So, start structuring your day around that.

        What has that cost you? Nothing! It was simply a case of reorganizing your day and bingo, you are doing more of your best work in less time than it took you before. Pretty soon, after you’ve tightened up your day so that you are of maximum productivity, you’ll find that you have more time and resources.

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        Once you are better resourced, having landed bigger and bigger jobs, you’ll be able to take care of that pesky bottom 10%. It could be that you eliminate it by outsourcing the work to someone else. Now that you earn more for less of your time, why not? Just take it out of the equation altogether.

        Final Thoughts

        The 10-80-10 rule is not about adding ridged structures or following strict rules per se. It’s simply a lens through which to view human behavior, including your own. The reason why it is (or could be) the key to your success is that it enables you to identify those small changes that you can make that will have the greatest impact and accelerate your growth the fastest.

        If you categorize your labor and the labor of your employees in this way, you’ll be able to more easily identify where you can have maximum impact with minimum input. If you continue to work out from there, your success will snowball, and you’ll have the support in place to maintain it.

        More Tips on How to Improve Your Success

        Featured photo credit: Andreas Klassen via unsplash.com

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