Speaking less demonstrates comfort in one’s own skin if coupled with a relaxed demeanour and adds to your sense of mystery.
14 tiny behaviours that make people instantly respect you more
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Speaking less demonstrates comfort in one’s own skin if coupled with a relaxed demeanour and adds to your sense of mystery.
Quick movements and fidgeting make you appear nervous and thus lower status.
Nothing says ‘I’m confident and I am interested in other people’ than holding someone’s gaze, especially for a little longer than might feel comfortable.
👀
Occasionally say something that needs to be said that no one else is daring to say.
Speak your mind honestly.
Reactive people don’t leave space between a triggering stimulus and their emotional response.
Remain stoic.
How refreshing is it to see someone speaking to someone who is actively attentive?
It is becoming rare.
Instant respect.
You don't always need to be there or respond to that text instantly.
The more scarce anything is the higher its perceived value.
If there was one way to have people fall in love with you, it's to follow your weird.
Allow your quirky, fun side to come out.
Give people the space for you to process what they say properly.
Allow a few extra seconds.
This is rare and will set you apart.
The seemingly superficial can make a huge difference.
Dress well and you will feel better and create an entirely different impression versus looking scruffy.
Talk slower and you will calm down, elevate your perceived status, and garner respect.
Pleasing people does not lead to increased respect.
Instead, be valuable and serve people when it’s appropriate.
Most people are running around giving things to people with expectations tied to their ‘charity.’
Be different.
Grow your tribe by giving value to one person at a time.
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14 tiny behaviours that make people instantly respect you more:
1. Talk less
2. Be relaxed and move slow
3. Hold people's eye
4. Talk boldly
5. Emotional control
6. Be undistracted
7. Be less available
14 tiny behaviours that make people instantly respect you more:
8. Be weird
9. Actually listen
10. Dress well
11. Talk a fraction slower
12. Stop trying to impress
13. Take up more space
14. Give without expectation.
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How to find (and operate in) your Zone of Genius:
A few weeks ago, I shared a thread—How to Win (without talent or luck)—that got a lot of attention.
One of the most popular insights I shared was the idea of operating in your Zone of Genius.
But I got a lot of questions about how to practically achieve that...
Your Zone of Genius is where your interests, passions and skills align.
Operating in it means you stop playing *their* games and start playing *yours*.
This thread shares my framework—built through personal struggle—for finding and operating in your Zone of Genius:
First, let's get one thing straight.
Everyone has a Zone of Genius.
"Genius" here is a relative term, not an absolute.
It's not about being top 1% at something—it's about the unique space where your relative strengths are accentuated (and relative weaknesses masked).
Furthermore, everyone’s Zone of Genius is different and unique to them as an individual.
The goal of a founder, startup, or organization, therefore, is to build a team with complementary—not conflicting—Zones of Genius.
This is where 1+1=3!
A few weeks ago, I shared a thread—How to Win (without talent or luck)—that got a lot of attention.
One of the most popular insights I shared was the idea of operating in your Zone of Genius.
But I got a lot of questions about how to practically achieve that...
How to Win (without talent or luck):
— Sahil Bloom (@SahilBloom) October 16, 2021
Your Zone of Genius is where your interests, passions and skills align.
Operating in it means you stop playing *their* games and start playing *yours*.
This thread shares my framework—built through personal struggle—for finding and operating in your Zone of Genius:
First, let's get one thing straight.
Everyone has a Zone of Genius.
"Genius" here is a relative term, not an absolute.
It's not about being top 1% at something—it's about the unique space where your relative strengths are accentuated (and relative weaknesses masked).
Furthermore, everyone’s Zone of Genius is different and unique to them as an individual.
The goal of a founder, startup, or organization, therefore, is to build a team with complementary—not conflicting—Zones of Genius.
This is where 1+1=3!
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The first area to focus on is diversity. This has become a dogma in the tech world, and despite the fact that tech is one of the most meritocratic industries in the world, there are constant efforts to promote diversity at the expense of fairness, merit and competency. Examples:
USC's Interactive Media & Games Division cancels all-star panel that included top-tier game developers who were invited to share their experiences with students. Why? Because there were no women on the
ElectronConf is a conf which chooses presenters based on blind auditions; the identity, gender, and race of the speaker is not known to the selection team. The results of that merit-based approach was an all-male panel. So they cancelled the conference.
Apple's head of diversity (a black woman) got in trouble for promoting a vision of diversity that is at odds with contemporary progressive dogma. (She left the company shortly after this
Also in the name of diversity, there is unabashed discrimination against men (especially white men) in tech, in both hiring policies and in other arenas. One such example is this, a developer workshop that specifically excluded men: https://t.co/N0SkH4hR35
USC's Interactive Media & Games Division cancels all-star panel that included top-tier game developers who were invited to share their experiences with students. Why? Because there were no women on the
ElectronConf is a conf which chooses presenters based on blind auditions; the identity, gender, and race of the speaker is not known to the selection team. The results of that merit-based approach was an all-male panel. So they cancelled the conference.
Apple's head of diversity (a black woman) got in trouble for promoting a vision of diversity that is at odds with contemporary progressive dogma. (She left the company shortly after this
Also in the name of diversity, there is unabashed discrimination against men (especially white men) in tech, in both hiring policies and in other arenas. One such example is this, a developer workshop that specifically excluded men: https://t.co/N0SkH4hR35
Krugman is, of course, right about this. BUT, note that universities can do a lot to revitalize declining and rural regions.
See this thing that @lymanstoneky wrote:
And see this thing that I wrote:
And see this book that @JamesFallows wrote:
And see this other thing that I wrote:
One thing I've been noticing about responses to today's column is that many people still don't get how strong the forces behind regional divergence are, and how hard to reverse 1/ https://t.co/Ft2aH1NcQt
— Paul Krugman (@paulkrugman) November 20, 2018
See this thing that @lymanstoneky wrote:
And see this thing that I wrote:
And see this book that @JamesFallows wrote:
And see this other thing that I wrote: