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Book Review: The Information Diet

Book Review: The Information Diet

    According to Clay Johnson, the author of the newly published and released book The Information Diet, we as information workers and seekers are bloated on what our televisions and our mainstream media outlets give us as “news” and need to redefine our information consumption as badly as we need to redefine our food diets. We don’t consume information deliberately and the information that we do consume is usually biased towards what we already believe. This can not only misinform us but can also waste our time and help us engrain biases that we have built up in our lives.

    Clay Johnson is the founder of Blue State Digital which was the company that built and ran President Obama’s campaign for presidency in 2008. But, hold on you conservatives; Johnson does a decent job of keeping many of his political views out of this book.

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    Instead of following our information bias and catering to it, Johnson suggests that we challenge our ideas and also get to the bottom of the “information trophic pyramid.” A trophic pyramid is basically a way to describe an ecosystem with the primary producers at the base (where the most energy is stored) with smaller groups of consumers at the top. Johnson uses this model to describe how our “information diets” need to be shaped; we need to grab our information as close to the source as possible and synthesize it for ourselves.

    The poor diet analogy

    Johnson says that our information diets are made up of too much entertainment and information that affirms what we already believe (mass affirmation) and he compares this to your poor American diets. We consume whatever “tastes the best” and almost ignore everything else.

    It’s a good analogy, comparing and criticizing our standard American diet, one of too many bad fats, processed carbs, and not enough “real” ingredients, but after several chapters of building up the analogy I almost felt that I needed an information diet from The Information Diet. That may be harsh, but the historical information about how our food is processed is nothing new and I feel that Johnson could have written less about food and more about how we should process information as well as the best places to get it.

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    How to consume information

    In the second part of the book, Johnson goes on to explain how we should consume our information. He simplifies it the most saying that we should, “Consume deliberately. Take in information over affirmation.” This is a great quote to remember as we go through our day, but can be a bit simplistic for someone that wants to totally revamp the way that they consume and process information. That may be the point, but it feels that Johnson took this simplistic approach almost too far and left out a lot of information in this section of the book making it quite open-ended for the reader.

    The chapters that actually contained “The Information Diet” felt too short and gave a lot of tips and tricks about obtaining, consuming, and spending time with our information that have been old hat for many information workers and creators. Johnson suggests consuming information that is as close to the source as possible, lacks a strong bias, and that we consume this information deliberately throughout our day by following a a schedule. Johnson considers basically anything that we watch through a screen as a form of information and that we should try very hard to stick to around 6 hours to that type of consumption a day, leaving the rest for time to create and spend quality time with friends and family.

    Johnson also recommends some great tools for keeping track of your time like RescueTime and also tools for making your web reading better and less advertisement-prone like Instapaper and Readability.

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    Getting involved

    One of my favorite portions of the book is the “Dear Programmer” section (probably has nothing to do with me being a developer) where Johnson makes a call out to developers to try to get involved in creating tools that help citizens dicipher complex information and help out local governments with creating tools and services that make them more efficient. I believe that Johnson could have devoted even more time to this in the book, but it appears that his website is going to help with pushing local “Information Diet” meetup groups where developers and creatives can get involved.

    Johnson also recommends getting involved with the group Hacks/Hackers which is a group that tries to connect journalists (hacks) and developers (hackers) to work on joint ventures and ways to create better outlets for media.

    Conclusion

    The Information Diet is definitely the kind of book that we need to read going into 2012 with all of the junk information online and on our TVs trying to creep into our lives and not making us think critically. Johnson makes a good argument of why we need to get our information closer to the source and how to manage our time when it comes to consuming it, but I feel that there is too much discussion of food and how it relates to our information diet. I understand that Johnson is trying to make his point and view a stronger one, but more time could have been spent in the second and third sections of the book explaining how we need to critique the information that we consume.

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    Should you buy the book? For a measly $10 for the Kindle version, I think that the Information Diet has more good information in it than not, with the second and third sections of the book being the most practical.

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    CM Smith

    A technologist and writer who shares advice on personal productivity, creativity and how to use technology to get things done.

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    Last Updated on February 18, 2019

    How to Motivate Employees and Boost Team Productivity

    How to Motivate Employees and Boost Team Productivity

    These days, in a world with cognitive, AI, and extraordinary advances, we have failed at the most basic stimulus: motivation. Why do I say so? Just take a look at these statistics:

    58 percent of managers said they didn’t receive any management training as per a CareerBuilder.com survey. Only 12% of employees leave their jobs because of more money. Research indicates that around 80% of employees leave their jobs due to “lack of appreciation”. Due to fear of failing, more than half of American workers don’t take their paid vacations. 53% of Americans are unhappy at work (not engaged). And 1 in 3 are working in a field they don’t like.[1]

    Archaic people management and HR structures are the root cause.

    “If you want to build a ship, don’t drum up the men to gather wood, divide the work, and give orders. Instead, teach them to yearn for the vast and endless sea.” – Antoine de Saint-Exupery

    So how to motivate employees and boost team productivity?

    Here are 3 key things that you can do to motivate your employees and boost team productivity:

    1. Run Your Team/Group/Company like a Lean Startup

    The Lean Startup phenomena by Eric Ries has been socialized across millions all over the globe. In a nutshell, it is a methodology for developing businesses and products, which aims to shorten product development cycles and rapidly discover if a proposed business model is viable; this is achieved by adopting a combination of business-hypothesis-driven experimentation, iterative product releases, and validated learning.[2]

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    Encourage Your Employees

    When you empower your employees (or family members) to do what they deem to be best for a particular roadblock, idea, or improvement, you create magic. You create genuine trust. You enable innovation. The result is happy, inspired employees who feel they have a say in the grand cosmic stage at work.

    Note that increasing the competency level of employees and coaching and mentoring them along the way is key. You yourself, need to do the same. Nourish your brain – and get a mentor that will keep you at the edge of your game.

    Offer Rewards

    Motivation is also intrinsic. The startups I have worked at offered instant rewards — not just fat checks or equity increments, but Oscar-style nominations.

    The non-monetary rewards were actually more coveted, and grandiose: lunch with the CEO, tickets to an Obama fund-raiser, horse-back riding with a world-class equestrian.

    Compare this to a dodgy, corporate, white-cubicle dinosaur that had a “yearly performance review” where both parties dread the conversation. In a world of instant WhatsApp messages, having a conversation about performance, likes and dislikes cannot just happen annually in 60 minutes. Employees need to be rooted in the belief that their manager genuinely cares about them.

    Give Autonomy

    Another key attribute is autonomy. Most employees start brushing their resumes and cruising LinkedIn when their hands are tied in their current positions: approval forms, long meetings, escalations, and more meetings. In the world of agile and scrum masters, deliberating for the sake of deliberating is poison. You will choke the very employees that giddily accepted the job initially to “change the world”.

    Within a reasonable realm of assessment and deep-dives, trust your employees to do the heavy lifting. Give them access to the knowledge, people and resources that help them directly make the choices that will shape the future of your team, and your company.

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    Eliminate yourself as the bottleneck – and interject yourself as a benevolent, servant leader that is the symbol of high-performing organizations.

    2. Apply the 90/90/1 Rule

    I recently saw a video by Deepak Sharma (a leadership adviser) about productivity and this principle stuck with me. Here’s what it’s about:

    Devote the First 90 Minutes of Your Day to Important Project

    For the next 90 days, devote the first 90 minutes of your day to your most important project—nothing else. Do this for yourself and your employees.

    We usually get sucked into the most wasteful, operational activities in the morning which robs our focus, and steers us into an unwanted rabbit hole. So mute your notifications, avoid the temptation to check your exploding inbox, and scroll your Instagram feed later. Instead, focus on that ONE thing that will provide real value to you, your team, or your business/company/home.

    Apply this rule to yourself – and your team. Your team will thank you. Note: If you’re feeling really stretched for time, you can always hack the rule by testing out a “45/45/1” version.

    A To Do Scheduling System

    Another version of this is to use the Kanban concept, developed by Taiichi Ohno, an industrial engineer at Toyota. Kanban is a scheduling system employing boards and cards.

    The most basic version is a canvas with “To-do”, “Doing”, and “Done” boards (or columns). Each activity or task is a “card” that moves from one column to the other. I use Trello (a Kanban-inspired app) that is a key system for my personal and professional life. It allows me to understand my workload, their priority, and due dates.

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    I use importance and effort metrics (scores) for each task to understand what is truly necessary in my life to work on. It negates the FIFO (first-in, first out) paradox that has plagued millions of people. Instead, it allows me to take stock of what is on my plate, and then bite on what truly will move the needle for me, my team, my life, and my company.

    With a limited appetite (at least for some), would you eat the veggies, fries, mashed potatoes and leave the sizzling steak? No, you wouldn’t (unless you are a vegan and ended up in the wrong restaurant).

    Approach your work with a weighted vengeance – and encourage your team to do the same.

    3. Align Passion and Skills to Purpose

    The heart of human excellence often begins to beat when you discover a pursuit that absorbs you, frees you, challenges you, and gives you a sense of meaning, joy and passion.

    “The most fortunate people on earth are those who have found a calling that’s bigger than they are—that moves them and fills their lives with constant passion, aliveness, and growth.” — Richard Leider

    An ace team-member once told me that while she enjoys working for the company we both used to work at, she really hated anything to do with technology. She was more of a “people” person, and did not want to sit behind a desk sifting through lines of code.

    What struck me was that she was in that role for more than a decade and had just spoken up. The good thing is she spoke up. She expressed her desire and interests. And it allowed her to get into a role of her liking within 30 days.

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    Ask If They like What They’re Doing

    If you, or a team member is frustrated, demotivated, or not performing at their best – one of the questions you should ask is whether they like what they are doing. Then genuinely try to help them get to the role they should be in (whether in the same team/company or not).

    There’s a reason why 53% of Americans (and perhaps more or same across the globe) are unhappy at work. A butcher cannot be an ace salad maker. Pursue your passion – and help pave the way for your team. Unlock your potential and theirs. You will command and lead a supercharged team.

    “Your time is limited, so don’t waste it living someone else’s life. Don’t be trapped by dogma – which is living with the results of other people’s thinking. Don’t let the noise of other’s opinions drown out your own inner voice. And most important, have the courage to follow your heart and intuition. They somehow already know what you truly want to become. Everything else is secondary.” – Steve Jobs

    The Bottom Line

    Sometimes, passion has to be ignited. It is dormant, clouded by busy-ness, buried by wrong career choices, and plagued by non-supportive eco-systems. Some will climb out of it, but we as society — and in the case of business teams — incumbent upon the manager/CEO/leader to foster, grow, and nurture the employee.

    Teach her the ropes. Show her the path. Advise him as you would yourself. Let them lead, and make mistakes. Do not fear them, rather make them the leader you would want to become.

    For your not-so-great team members, understand that it is not personal, it is just not a good fit. Help them move on to the pastures they would be fit to graze on. Hence, hire slow (and fire fast).

    Your team is a reflection of you. Boosting their confidence and helping them achieve the impossible is motivation. Focus on that, and you will have a productive team that you and your company will be proud of.

    More Resources About Team Management

    Featured photo credit: rawpixel via unsplash.com

    Reference

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