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Last Updated on October 29, 2018

10 Great Psychology Books To Change Your Life

10 Great Psychology Books To Change Your Life

We’ve all been there, sitting in our local coffee shop with our book in hand, when suddenly you read something so enlightening, so unexpected that you choke a little on your double mocha frap. Maybe you stop to ponder for a minute that undeniable piece of wisdom, wisdom which flies in the frap-lathered face of an idea — or many — which you held so dear. This is a moment of epiphanic change, and it feels fantastic.

These are the moments with the power to change lives, and that right there is the highest value in reading. Sadly we all know that these moments are few and far between, so here at Lifehack we have compiled a list of the top 10 greatest psychology books which can change your life:

1. The Happiness Hypothesis by Jonathan Heidt

The Happiness Hypothesis

    Starting with my personal favourite on the list, Jonathan Heidt effortlessly brings to light the beliefs of ancient systems and puts them under the scrutiny of modern science. Heidt conveys his superior knowledge of psychology and neuroscience, and compares it with his understanding of such ancient systems in a witty yet comprehensive way. Heidt shows the flaws and misconceptions of various systems and practices — as well as their truths — whilst offering a tangible solution to the many vices and privations which trouble the modern person.

    Who’s it for: Anybody who is chasing their own tale in looking for a source of happiness. After all, there is more to life than ______ (fill this in for yourself)!

    2. Civilization and Its Discontents by Sigmund Freud

    Civilization and Its Discontents

      Who can dismiss the ferocious intellect practised by world renowned father of psychoanalysis, Sigmund Freud. In one of his most famous works, Freud breaks down the construct of civilization and our relationships with others for the primal, and sometimes savage construct that it is. This is for those who aren’t fazed by a slightly heavier and more dense read. That being said, if you can break through this book and grasp its meaning, the understanding of why our civilization is built they way it is will help you navigate it all the more effectively.

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      Who’s it for: Those interested in why our civilization exists. You’ll need patience, and thick skin.

      3. Thinking Fast and Slow by Daniel Kahneman

      Thinking fast and slow

        In a summary of decades worth of research, Kahneman challenges the various cognitive biases people subconsciously possess, and apply day after day. Understanding that our minds are composed of two parts — an instinctive and primal section, and a more critical and rational section — together with their manifestations in decision making will give you an “aha” moment of relatability. The applications of this book are vast, from daily tasks to major business decisions, you’ll never look at decision making the same again.

        Who’s it for: The indecisive person in you. Those who face make or break decisions regularly. But before you get this book, it’s best you read this first to have some understanding about these “fast” and “slow” systems.

        4. Influence: The Psychology Of Persuasion by Robert B. Cialdini

        Influence: The Psychology of Persuesion

          If you’re the type of person who finds themselves constantly being rejected by others — someone who is never taken seriously despite your best efforts at being authoritative, constantly left feeling like a pushover — Robert B. Cialdini has your back on this one. In this best-seller, Cialdini teaches us the 6 principles of persuasion which will ensure that you’ll never be left feeling like a fool again. In applying these 6 principles you’ll be at the centre of attention, seemingly commanding people with your every word. Mind control in disguise? Maybe. Totally awesome? Definitely!

          Who’s it for: Those with great ideas, but who struggle to have them acknowledged.

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          5. Outliers: The Story Of Success by Malcolm Gladwell

          Outliers

            Do you want to find out how the worlds most successful people became, well, successful? Who better than to ask someone who has spent years studying them and finding out exactly that. This is precisely what Malcolm Gladwell has done, and shares with us in his book Outliers. Through these observations, Gladwell developed “The 10000 hour rule” amongst other associations made on how one achieves a high level of success. Whether you’re an athlete, musician — or anything really — If you want to become world-class at it, this book is for you.

            Who’s it for: Anybody looking to become a champion, leader and grand master.

            6. Flow: The Psychology Of Happiness by Mihaly Csikszentmihalyi

            Flow

              In an unexpected yet mindblowing take on happiness, Csikszentmihalyi (pronounced cheek sent me high) shows through decades of research exactly how our happiness is effected by the work we commit ourselves to. He argues that happiness is achieved through a mental state known as Flow, where the high skill level of the individual is met with challenging work. Imagine a mathematician solving a perplexing problem, or an artist bringing their conception to life through seemingly perfect brush strokes. What happens to the brain during this state appears paradoxical!

              Who’s it for: Anybody working in a skilled profession, or who regularly practice a hobby.

              7. David and Goliath: Underdogs, Misfits and the Art Of Battling Giants by Malcolm Gladwell

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              David and Goliath

                Yes you’ve read correctly, Malcolm Gladwell makes our top 10 list for the second time with this brilliant book. In using a dense array of examples, as is the style of Gladwell, we learn about the probability of improbable outcomes when small people face big challenges. Whether it is your unruly boss, a physical feat or mental condition, Gladwell shows us that it is possible to defeat things, even when the odds are stacked against you.

                Who’s it for: Those who struggle in the face of adversity.

                8. Authentic Happiness by Martin Seligman

                Authentic Happiness

                  As one of the worlds most established Psychologists, Martin Seligman paves the way to happiness with this light and rewarding book. Proving that happiness is more a product of internal conditions rather than external, this book shows us how to develop the numerous aspects of life we often overlook. This is for anyone who wishes to become a more well-rounded version of themselves.

                  Who’s it for: People looking to develop their interactions with others.

                  9. Mindfullness: A Practical Guide to Finding Peace In a Frantic World by Mark Williams and Danny Penman

                  Mindfulness

                    In today’s frantic world its easy to get lost in the lightening pace of everything around us, and to forget about the moment to moment occurrences which can bring us true happiness. In this mega-popular book, Williams and Penman show us how to exist in this state of tranquillity in an ever moving world. Finding peace in the moment — not in some hippy, woo woo sense — but based on tried and tested psychological findings is a proven path to lasting happiness.

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                    Who’s it for: Anyone who is easily caught up in the rapid pace of the world. Those with anxiety issues.

                    10. Emotional Intelligence: Why It Can Matter More Than IQ by Daniel Goleman

                    emotional intelligence

                      You may have noticed in recent years the fading of the IQ phenomenon, and the emergence of this new theory of EQ — or emotional intelligence — and for good reason. Psychology is now showing us that EQ is a bigger determinant of personal success and mental health than IQ. Emotional intelligence is exactly what the name implies, it is our ability to identify and handle not only our own emotions, but the emotions of others, and our ability to handle situations according to these principles. Overall a thought-provoking book.

                      Who’s it for: Anybody who lets their emotions, or the emotions of others get the better of them.

                      Featured photo credit: PixaBay via pixabay.com

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                      Last Updated on March 14, 2019

                      7 Questions to Ask in a Job Interview That Will Impress the Interviewer

                      7 Questions to Ask in a Job Interview That Will Impress the Interviewer

                      Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

                      For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

                      Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

                      1. What are some challenges I might come up against this role?

                      A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

                      It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

                      It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

                      How it helps you:

                      If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

                      Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

                      2. What are the qualities of really successful people in this role?

                      Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

                      Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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                      How it helps you:

                      Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

                      Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

                      If so, then this may not be the right match for you.

                      Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

                      3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

                      Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

                      Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

                      How it helps you:

                      This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

                      For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

                      Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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                      A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

                      4. What is the promotion path for this role, and how would my performance on that path be measured?

                      To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

                      A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

                      How it helps you:

                      One word: hierarchy.

                      All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

                      In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

                      If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

                      5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

                      Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

                      Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

                      How it helps you:

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                      Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

                      If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

                      This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

                      6. What do you like about working here?

                      This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

                      Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

                      How it helps you:

                      You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

                      Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

                      Whatever’s important to you, listen carefully and see if you can find any common ground.

                      7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

                      What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

                      As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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                      How it helps you:

                      What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

                      First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

                      Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

                      Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

                      Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

                      Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

                      Making Your Interview Work for You

                      Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

                      Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

                      More Resources About Job Interviews

                      Featured photo credit: Amy Hirschi via unsplash.com

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