These Conversations Are Quietly Killing Your Career (And How to Fix Them)

Posted on by Team Simon

They happen in every meeting. Every “quick chat.” Every carefully worded email. Those moments when you almost say what you mean—but not quite. When “I completely disagree” becomes “Interesting perspective…” When “This timeline is impossible” turns into “I’ll try my best.”

These almost-honest conversations feel safer in the moment. But according to Tessa White, a career HR executive at several Fortune 500 companies, they’re silently sabotaging your career.

“If you don’t have the conversation, it won’t get better,” White explains in her Optimism Library lesson, How to Succeed at Every Stage of Your Career. “No conversation, no fix.”

The Real Cost of Holding Back

We’ve all been there. You sense a project is heading in the wrong direction, but instead of speaking up, you send a carefully worded email hinting at your concerns. Or maybe you’ve sat through meetings where you knew the team was making a mistake, but chose to stay quiet to avoid rocking the boat.

“Email is such a terrible form,” says White. “It’s so rife with miscommunication and misinterpretations.” 

Those diplomatic emails and half-spoken concerns might feel safer in the moment, but they create a cascade of problems: issues fester until they’re unfixable, trust erodes as colleagues sense your hesitation, and opportunities for real collaboration slip away.

Creating Space for Real Conversations

The good news? You can start changing this pattern today. White suggests beginning with something simple but powerful: creating the right conditions for honesty. “You can’t make somebody have the conversation with you,” she acknowledges. “You can only do your best to create the conditions to have an open conversation and let it remain open.”

This might mean inviting a colleague for coffee instead of sending that careful email. It could mean starting your next team meeting by acknowledging the elephant in the room. The key is shifting from hints and implications to clear, respectful directness.

The Language of Complete Communication

Think about how different these conversations could be. Instead of saying “That meeting was… interesting” and hoping someone picks up on your concern, try “I have some specific concerns about the direction we discussed. Could we talk through them?” Rather than suggesting “Maybe we should consider other options…” say “I don’t think this approach will get us where we need to go, and here’s why…”

The most trusted people at work aren’t those who tell others what they want to hear—they’re the ones who can deliver honest feedback with respect and clarity. As White reminds us, getting comfortable with discomfort doesn’t mean you’re in the wrong place; it means you’re growing.

Making the Shift

Start by identifying one conversation you’ve been having halfway. Maybe it’s with your manager about your workload, or with a colleague about a project’s timeline. Write down what you really need to say—not the diplomatic version, but the honest one. Practice it with someone you trust. Then, instead of waiting for the perfect moment (it doesn’t exist), schedule the conversation.

Remember, the goal isn’t to be harsh or confrontational. It’s to be clear and kind, rather than just nice. Your career growth depends not just on what you know, but on how clearly you can communicate it. Those uncomfortable moments of complete honesty? They’re not obstacles to your success—they’re the path to it.

For more career-changing insights from Tessa White, check out her full lesson in The Optimism Library, where she shares her 25 years of HR wisdom on adding value, managing conflict, and owning your career growth.

Why Being “Not Funny” Might Be Your Secret Strength

Posted on by Team Simon

Imagine being in a meeting where someone cracks a joke and everyone laughs—except you. You’re the one thinking, “Really?” with a raised eyebrow. Good news: that skepticism might actually be your superpower.

“Being a skeptic isn’t all bad,” explains humor expert Andrew Tarvin. “You understand that humor doesn’t always work. Humor can distract, divide, disparage.”

It turns out, there’s more than one way to be funny at work. In fact, there are seven distinct humor personas, and the Skeptic—yes, that person who questions whether we need humor at all—is one of them.

The Power of the Raised Eyebrow

Think about the last time someone made an obvious joke in a meeting. While others laughed politely, your deadpan stare probably said more than any punchline could. That’s the Skeptic’s superpower: the ability to be funny by not trying to be funny at all.

Here’s how being the “not funny” person can actually work in your favor:

The Reality Check Champion

When someone says, “Hey, what if we made our quarterly report a musical?”

Your response: “Sure. Because nothing says fiscal responsibility like jazz hands.”

The impact: Your dry delivery makes people laugh while actually making a valid point.

The Accidental Comic

When the team is brainstorming “out-of-the-box” ideas:

Everyone else: “Let’s think bigger!”

You: “We could train dolphins to deliver our packages.”

The impact: Your obvious skepticism becomes the comic relief.

The Truth Teller

During yet another “team-building exercise”:

Facilitator: “Let’s all pretend to be trees swaying in the wind!”

Your raised eyebrow: Priceless.

The impact: You give permission for others to acknowledge the absurdity.

Why It Works

“When you never express any humor whatsoever,” Tarvin notes, “people start to see you as insincere, robotic, or cold, and they’ll avoid working with you.” But the beauty of Skeptic humor is that it’s inherently authentic. You’re not trying to be funny—you’re just being honest, and that honesty, delivered with perfect timing, becomes the humor.

Making It Work For You

  1. Embrace Your Natural Reactions
  2. Don’t hide your skepticism—let it show (professionally)
  3. Perfect your “Really?” face
  4. Master the well-timed silence
  5. Use Your Powers for Good
  6. Be the person who can lighten tense moments with a reality check
  7. Help keep meetings on track with well-timed observations
  8. Turn potential conflict into shared laughter at the situation

Know When to Deploy

Good times to use Skeptic humor:

  1. When a meeting goes off the rails
  2. During overly enthusiastic brainstorming
  3. When someone needs a gentle reality check

Not-so-good times:

  1. During serious feedback sessions
  2. When someone is genuinely excited about an idea
  3. In high-stakes situations with senior leadership

Imagine your team is caught in an endless debate about the color scheme for a presentation:

Colleague 1: “What about chartreuse?”

Colleague 2: “No, maybe mauve!”

You: “Because that’s definitely our biggest problem right now.”

Your dry observation not only gets a laugh but also helps refocus the team on what matters.

Because as Tarvin reminds us, “If you want to be authentically you, then that means bringing your sense of humor, too.” Even if—especially if—that humor comes with a side of skepticism.

The Next Time You’re the “Serious One”:

  1. Remember that your perspective is valuable
  2. Trust that your natural reactions can be funny
  3. Use your powers to bring people back to earth (gently)
  4. Know that being the voice of reason can be both helpful and humorous

For more workplace insights, explore The Optimism Library today. 

How I Went from “I’m Too Lazy to Write” to Published Author

Posted on by Simon Sinek

When I was in college I had to make a choice, did I want to do a thesis project or not?

I like research, I like learning and I like difficult problems. But I ended up deciding not to do a thesis project for one simple reason: 100 pages sounded like a lot of writing and—this is a little embarrassing—I was too lazy to do that work.

Flash forward a bunch of years and turns out I’m an author now. I’ve written hundreds of pages…more than once!

How did that happen?I was never one of those people who “thought they had a book in them.” Writing books was not my dream or my chosen career. So how did I go from being too lazy to write 100 pages to writing books?

The one thing that changed was Cause. Namely, I found one (or it found me).

A Cause is not a goal. It’s not like an ambition. A Cause is more like a membership club. Not everyone wants to be in the club, but if you find yourself in it, you’re more than happy to do whatever you need to do to serve the other members.

I still can’t say that I enjoy writing books, but every one I have written was worth it because it was not ever about the writing. It was always about contributing to something bigger than myself.

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Why 10 Minutes a Day Is All You Need to Supercharge Your Skills

Posted on by Team Simon

Ever tried to read War and Peace during your coffee break? Yeah, neither have we. But what if we told you that you could actually learn something meaningful in the time it takes to finish your morning latte? Welcome to microlearning—the busy person’s secret weapon for staying sharp in our caffeine-fueled, always-running-late world.

Think of microlearning as the TikTok of professional development (minus the dance challenges). Instead of sitting through endless PowerPoint presentations that make you question your life choices, you’re learning in quick, 5-10 minute bursts that actually stick in your brain. It’s like Netflix’s “Are you still watching?” prompt, but instead of feeling guilty about binge-watching, you’re actually getting smarter!

The Science Behind the Snackable Learning

Before you dismiss this as another productivity hack, let’s talk science (don’t worry, we’ll keep it snappy). Those brilliant folks in lab coats have actually proven this stuff works. Scientists at Germany’s Dresden University found that people remember 22% more when they learn in short bursts—that’s like getting a free upgrade on your brain’s storage capacity!

Dr. Karl Kapp, a professor of instructional technology at Bloomsburg University and author of the book, Microlearning: Short and Sweet, puts it this way: “Microlearning isn’t just about being short—it’s about being smart.” Think of it as the difference between trying to eat an entire pizza in one sitting versus enjoying it slice by slice. Your brain, like your stomach, appreciates reasonable portions.

Real People, Real Results (No, Really!)

Need proof? Let’s look at some folks who’ve nailed this approach:

Remember that language app Duolingo? The one with the passive-aggressive owl? Multiple studies, including a recent one published in the peer-reviewed academic journal Calico, reveal that the apps short-form lessons are effective at both reading and listening efficiency. 

Over at IBM, they ditched their snooze-fest training sessions for bite-sized modules. The result? Sales went up 12%, and people actually volunteered to learn more. Voluntarily. During work hours. 

Even doctors and nurses are embracing microlearning. They’re using quick video tutorials between patients, proving you can literally learn important medical stuff in minutes rather than months.

Why This Actually Works (And Isn’t Just Another Fad)

Let’s break down why microlearning is more than just a fancy buzzword:

Your Brain’s Best Friend: Remember how you can recall every word of that embarrassing thing you said in middle school, but not what you had for lunch yesterday? Our brains are weird like that. But short, focused learning sessions actually work with your brain’s natural rhythms, not against them.

Flexibility for the Win: Got 10 minutes before your next Zoom call? That’s enough time to learn something new. It’s like mental pushups – quick, effective, and you can do them almost anywhere.

Money Talks: Companies love microlearning because it saves them cash—about 30% on training costs. 

How to Make This Work for You (Without Losing Your Mind)

Ready to jump in? Here’s your game plan:

Start Small: Pick one thing you want to learn. Just one. Not the entire history of civilization before lunch.

Mix It Up: Some days you might watch a quick video, others you might listen to a podcast. It’s like choosing your own adventure, but for your brain.

Sneak It In: Getting ready for work? Listen to a quick lesson. Waiting for your kids to finish soccer practice? Perfect time for a 5-minute skill boost. 

Celebrate Small Wins: Did a week of mini-lessons? Treat yourself! Your brain deserves that cookie.

Oh, and if you’d like to try some microlearning for yourself, check out the meaty “Quick Wins” section of our Optimism Library, which is filled with short, bize-size lessons covering leadership, communication, and more. 

The Future Is Bite-Sized

As our world keeps spinning faster, microlearning isn’t just keeping up—it’s leading the pack. We’re seeing cool stuff with virtual reality and AI jumping into the mix, making learning feel more like a video game than homework.

Just remember: microlearning isn’t about replacing deep learning entirely. Sometimes you need the whole enchilada. But for most of us trying to stay sharp while juggling life’s chaos, it’s a game-changer.

So next time someone asks how you became so knowledgeable, you can casually mention it happened 10 minutes at a time. Between coffee breaks. Like a boss.

How to Talk About Your Weaknesses

Posted on by Simon Sinek

It’s hard enough that we have to talk about our strengths to others, but our weaknesses? That’s just the worst.

Even more confounding, we’re only asked to talk about our weaknesses and our strengths in an interview, but after we get the job, we’re rarely ever asked to talk about what makes us so great again. Our weaknesses, however, seem to come up in every time we make a mistake or something goes wrong.  So instead of learning to talk about what makes us great, it seems more valuable to learn how to talk about what holds us back if, for no other reason, it can help us move forward.

There are two very common mistakes we make when answering the question, “what’s your biggest weakness?”  In an attempt to be clever or even be honest, we can end up doing ourselves more harm than good.

1. Replacing a weakness with a strength

This one is very common. “What’s your biggest weakness?” the interviewer asks. “My biggest weakness is I’m a perfectionist,” we respond thinking we’ve outwitted the interviewer or dodged a bullet. Ironically, by not answering the question, we are making it more difficult for the interviewer, if they hire us, to put us in a position of strength. In other words, in an attempt to sound strong we increase the likelihood of being weak.

2. A little too honest

Some people when asked, “what’s your biggest weakness,” get straight into the thick of it, “I’m really disorganized. It’s really the thing that holds me back sometimes.” Though I appreciate the honesty, the answer lacks context. We may as well look someone in the eye and say, “I’m not the person you’re looking for because you can’t rely on me.”

The best way to talk about our weaknesses is to be honest about them, for sure, but in the context of the balancing strength. Here’s what I mean:

“What’s your biggest weakness?”

“I do my best work in a team. There is nothing I love more than working with others, the back and forth of ideas. I love it. In contrast, you won’t get the best work out of me if I’m always on projects that require me to work alone.”

Here’s another example:

“I’m the one who’s always looking into the future. Where others are working to figure out what we need to do tomorrow, I’m already looking for opportunities on the horizon – six months, a year, sometimes five years ahead. Organizations with a desire to innovate and go far for a long time love that about me. The flip side is I can be a little disorganized with what I need to do today or tomorrow.”

Everything in the world is balanced. For every weakness we have, we have a strength that explains or provides context for that weakness. Both these examples offer honest answers to the question but do so within the context of why that weakness exists. The result? We’re more likely to be seen as trustworthy because we’re willing to offer an honest answer to vulnerable questions and, more importantly, the person listening to us is more likely to put us in a job that highlights our strengths and mitigates our weaknesses…which is good for us and good for them.

Knowing how to talk about our weaknesses, it turns out, can be one of our greatest strengths.

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How to Make Others Feel Like They Matter

Posted on by Team Simon

We recently sat down with author and researcher Zach Mercurio, Ph.D., who is something of a Jedi master on the science of leadership. In addition to teaching at Colorado State University—where he’s an honorary fellow in psychology—he regularly rappels into global organizations to train leaders, boost both morale and productivity, and help people make other people feel like they matter. He’s also an Optimist Instructor here at Simon’s The Optimism Company. 

Zach is a brilliant thinker with insights you may find useful in the workplace. In this interview, he explores the link between gratitude and significance, shares strategies for creating supportive work environments, and cites a few ways we can be better leaders and colleagues. We hope you enjoy it. And if you’re curious to learn more about Zach, feel free check out his new course he teaches with Simon, called How to Be a Leader People Actually Trust (and Maybe Even Love). 

This interview has been edited for length and clarity.

You talk a lot about the concept of “mattering” at work. What does that really mean?

We experience mattering when we feel valued by those around us and know how we add value to their lives. The need to feel significant to others begins at birth when we reach out our arms to find someone to care for us. From our first moments, our survival depends on mattering to someone. Our quest for significance never goes away. That’s why when our instinct and need to matter is fulfilled, it’s emotional, energizing, and life-giving.

What are some common signs that someone in an organization feels like they don’t matter?

When people feel insignificant, they either withdraw or act out in desperation. Signs of withdrawal are isolating oneself, disengaging, or showing less interest than usual. “Quiet quitting,” for example, is actually the inevitable withdrawal response to someone who feels insignificant at work. 

Another consequence of withdrawal is loneliness. Loneliness, research shows, isn’t an outcome of having too few people around you; it’s the consequence of feeling that you don’t matter to the people around you. 

People can also act out in desperation when they feel insignificant. In my practice, complaining, blaming, gossiping, or other “so-called” disruptive behaviors are often the result of people feeling insignificant and seeking to be seen or heard. 

How do you think workplaces can get better about seeing employees and making them feel valued?

Showing others how they matter seems like common sense. The issue is that common sense is usually not common practice. One survey revealed almost 30 percent of employees feel invisible or ignored. Only 15 percent of people say thank you at work regularly.

If you want people to show others how they matter, make sure they have opportunities to learn, hone, and practice the essential skills of seeing and hearing others, showing meaningful gratitude, and ensuring others feel that they are needed. 

Then, take a look at your environment. Does your environment make it possible for people to enact these behaviors? Do you evaluate these behaviors? Do you reward these behaviors? As W. Edwards Deming once said, “Every system is perfectly designed to get the result it does.” 

Is your system designed to ensure people feel that they matter?

What’s a simple way we make people feel like they matter? 

One simple way to show someone the difference they make in your life is to use the words, “If it wasn’t for you…” and then show them exactly how and why you rely on them. Try it today, and you will see and feel the power of mattering. Trust me. 

What advice would you give to someone who struggles with feeling like they matter? 

You can’t change how others treat you. But you can learn to see your significance by focusing on the unique difference you make in others’ lives daily. We sometimes miss out on seeing this impact due to what’s known as the “underestimation bias,” which is our tendency to downplay the impact our actions have on others. My advice is to overestimate your effect on others. Your small actions make more of a difference than you think. 

What small actions could we focus on?

Look for small moments where you made a difference today. It doesn’t have to be big. Even if you can remind yourself, “I smiled at my barista,” “I made my kids’ lunch,” or “I helped my co-worker complete a project,” these statements are rooted in reality and can show you the evidence of your significance. 

Two questions I ask my kids at the end of the day are: “Who did you help today? Who helped you today?” The questions we ask ourselves determine what we pay attention to. Ask yourself questions that direct your attention to your inevitable impact.

It’s important to remind yourself how you’re needed. If you’re here reading this, someone depends on you. It could be a partner, child, family member, co-worker, boss, or client—even a stranger. Someone needs you today. 

You mentioned “meaningful gratitude.” Can you explain the connection between gratitude and mattering?

To maintain the belief that we matter, we must see the evidence of our significance around us. When we express gratitude for another person, we remind them that their unique presence matters in our lives. Showing gratitude is a social skill. As psychologist and gratitude expert Robert Emmons describes, gratitude is an “affirmation of the good.”

The hallmark of meaningful gratitude is that it is affirming. When we affirm someone, we strengthen the belief that they’re significant.

And it’s not just saying “thank you.” It’s more. 

Right. Meaningful gratitude is specific and tied to one’s impact. Anytime you’re going to say “thank you,” go one step further and show people the difference they make for you and how they make it. Remember to name the unique gifts you see in them and show them how they made a difference in your life or work. 

Some research shows that showing gratitude can improve our relationships in a matter of days. How? Experiencing gratitude activates what’s known as our reward system and releases dopamine. Gratitude also changes our neural pathways in areas controlling empathy and interpersonal bonding.

What’s a story of gratitude that has stuck with you? 

I once led a workshop with about 200 school staff and teachers, asking them to write down the moment they most felt like they mattered. That’s when I noticed Jeanine in the middle of the auditorium, shaking her head, looking upset. When I asked her if she’d share her thoughts, she said, “I can’t think of a moment. I’ve been here 14 years, but I’m just administrative support. I do the schedules and paperwork processing.”

Suddenly, teachers began raising their hands. One said, “I wouldn’t have a class to teach if you didn’t do your job.” Another added, “You’re so good at what you do—always quick, always thorough.” And yet another said, “Our kids wouldn’t graduate if you didn’t process the transcripts.” One by one, they expressed how much she meant to them.

Afterward, Jeanine came up to me and said, “I guess I do matter.” That moment stayed with me. It showed how meaningful gratitude can affirm someone’s significance. Jeanine saw, in real time, the impact of her work. It was powerful—and a reminder of how rare and necessary that affirmation is for so many.

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Why Being Healthy Isn’t Just About You

Posted on by Team Simon

When most people think about getting healthy, the focus is usually on themselves: living longer, feeling better, or avoiding illness. But what if the real reason to prioritize your health isn’t just for you—it’s for the people you care about?

“Illness starts with I, wellness starts with we,” bestselling author Mark Hyman, M.D., told Simon on this week’s edition of A Bit of Optimism. 

Think about it: when you’re run-down, sluggish, or just feeling lousy, it’s hard to be a great parent, friend, or partner. You can’t be fully present. And if you’re dealing with chronic health issues, those closest to you are affected, too.

Simon sums it up: “I choose to eat well, not for me, but so I can be a better friend, a better parent, a better partner.” 

“You’re Only As Healthy As Your Five Closest Friends”

Hyman shared research that underscores how interconnected our health really is. Studies show that when one person in a group makes a healthy change—like quitting smoking or eating better—their friends are more likely to follow. “You’re only as healthy as your five closest friends,” he said. 

But there’s a flip side, too. Hyman highlights that loneliness is as dangerous as smoking two packs of cigarettes a day. And it’s everywhere—making it harder for people to maintain good mental health.

Here’s the kicker: poor health and isolation feed into each other. If you’re not feeling your best, it’s harder to connect with others. And without those connections, your mental and physical health can suffer. It’s a vicious cycle, but one, Hyman says, we can break by treating wellness as a team sport.

Healthy Habits as Acts of Service

This mindset shift—from taking care of yourself for your sake to doing it as an act of service—can be powerful. When you eat better, exercise, or get enough sleep, you’re not just doing it to avoid diabetes or live longer (although those are nice perks). You’re doing it so you can be the parent who’s patient, the friend who listens, or the partner who’s truly present.

So, the next time you’re thinking about skipping that workout or grabbing junk food, ask yourself: how will this choice impact the people I care about? Because staying healthy isn’t just about living longer—it’s about showing up, fully and wholeheartedly, for the people who matter most.

For the full conversation between Dr. Hyman and Simon Sinek, check out A Bit of Optimism. It’s an inspiring reminder that our health choices echo far beyond ourselves.

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Good News for Social Media! New Study Shows the Internet Isn’t All Bad

Posted on by Emily Priddy

We’d all prefer a friendlier internet—one that builds connections, fosters understanding, and makes us feel a little better about the world.

But (no shocker here) today’s hyper-connected world doesn’t always feel so rosy. In fact, it can sometimes feel downright toxic. Here’s the good news, though: According to some insights from organizational psychologist Adam Grant, most of the negativity we encounter on social media comes from a shockingly small percentage of users.

Read on to discover some reasons to stay optimistic about today’s social media landscape—along with a few ways we can all make a positive difference.

The Minority That Makes the Majority of Noise 

Here are two eye-opening statistics from study just published in the academic journal Current Opinion in Psychology:

  •  Just 3% of active users on social media are considered toxic, yet they generate 33% of online content. 

  • Only 1% of online communities are responsible for launching 74% of online conflicts, and a mere 0.1% of users spread 80% of the fake news. 

Startling, right? The negativity we encounter is often the work of a small but highly active group of users.

For the majority of people who log in to connect, learn, and be entertained, this vocal minority can create a disproportionate sense of discord. Because they generate so much content and incite so much interaction, it can feel as though their views and behaviors are the norm rather than the exception.

Why Are Negative Voices So Prominent? 

There are several reasons why the most toxic voices on social media tend to dominate the conversation:

1. Algorithm Bias

Social media platforms are designed to maximize engagement, and studies have shown that people are more likely to engage with posts that evoke strong emotions—particularly anger. As a result, algorithms often prioritize controversial or inflammatory content, making toxic voices more visible. This strategy has most recently started to be coined as “Rage-Bait”.

2. Human Bias Toward Negativity

Our brains are wired to pay more attention to negative information, a trait that likely evolved to help our ancestors survive. However, this negativity bias can backfire on social media, where we’re constantly bombarded with information. Negative posts stand out and are more likely to stick in our minds, leading us to feel that they represent the majority opinion.

3. Echo Chambers:

Toxic users tend to find each other and congregate in like-minded groups, creating echo chambers that amplify their views. Within these spaces, extreme opinions become more normalized and members are emboldened to spread their beliefs, often fueling conflict and misinformation on a larger scale.

How This Skews Our View of Humanity

When a small but loud group dominates the conversation, it can have a profound impact on how we view the world and each other. Constant exposure to negative content can lead us to believe that humanity is more divided, hostile, and selfish than it really is. This perception can affect our mental health, making us feel anxious, cynical, or even hopeless.

Research shows that social media can impact our self-esteem and our relationships, especially if we internalize the negativity we see online. When we start to believe that toxicity is the norm, it’s easy to feel disillusioned and disconnected, even though the majority of users are positive, supportive, and constructive.

What Can We Do About It? 

While we may not have control over social media algorithms, we can take steps to ensure that our own experience is healthier and more balanced. Here are some practical strategies:

1. Curate Your Feed:

Be intentional about who you follow. Seek out accounts that focus on content that inspires you, educates you, and makes you feel good. Following creators who align with your values can help you create a more positive outlook on life as well as your feed.

2. Engage Wisely:

Remember how we mentioned the term “Rage-Bait”? Well it’s just that– bait. And we suggest you don’t take it. Avoid engaging with toxic content or users. Even negative interactions, such as arguing in comments, can inadvertently boost their reach. Choose to support and engage with positive content instead.

3. Report and Mute:

Most platforms offer tools to report or mute users who spread negativity or misinformation. Use these tools to filter out toxic content and create a safer digital environment for yourself.

4. Be Mindful of Your Own Impact:

Each of us has the power to contribute to a more positive social media space. By sharing authentic, thoughtful, and supportive content, we can help counterbalance the negativity and show that there is more to humanity than what the vocal minority might portray.

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Obligate Ram Ventilation: A Shark’s Approach to Career Success

Posted on by Simon Sinek

Careers are like a shark. To be successful we have to keep moving forwards.

In order to breathe, most sharks have to keep moving at all times. The forward motion allows the oxygen-rich water to pass into their mouths over their gills and out through the gill slits. If they stop moving forwards, their gills won’t work, they won’t be able to breath and they will sink to the bottom and die.

This system is called “obligate ram ventilation.”

Obligate: As in obligatory, as in they need to do it.

Ram: As in forward moving.

Ventilation: As in air.

We’ve all been at points in our careers when we feel like we have trouble getting air. We’re suffocating doing whatever we’re doing. What resuscitates is often something very simple: moving forwards.

Sometimes that means getting a new job, sometimes that means taking the bull by the horns with the job we have. But it always means looking much further beyond where we are now and swimming in that direction. It doesn’t matter if we go in a straight line to get there, as long as we’re moving.

Stop moving, we die. Keep moving, we live. It’s that simple.

To keep alive, we need to make decisions. We can’t sit around and wait…or we die.

To keep healthy, we need to know where we’re going, we need to have a purpose or a cause or a belief, a reason to get out of bed. Without something to swim for…we die.

To innovate, to have ideas, to contribute, we need to do things outside our job specs: read books, watch movies, travel, meet new people, do new things. If we do the same thing everyday over and over with no forward momentum….we die. 

To make progress, we need to execute, produce something, ship. If we spend all our time trying to make it perfect and never get it out the door…we die.

So the next time someone asks you the secret to a good career, tell them it’s simple: obligate ram ventilation.

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Learn Simon’s Go-To Exercise for Finding Your WHY

The One Question You Should Always Ask in Job Interviews

Curiosity is essential
                for progress.
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We fully agree, so we like to reward curiosity.
Use code GETCURIOUS for 20% off your next purchase.

A spark is something quite small and, by itself, not very powerful. But a spark has the ability to ignite. An idea is like a spark; alone it is just a set of words, but it too can ignite. A great idea can inspire others to dream bigger. Let us all work together to ignite something greater than ourselves.

Let us all be a Spark of Optimism.