It frees us from our dependence on circumstances and other people and is a worthy, liberating goal. But it is not the ultimate goal in effective living. Independent thinking alone is not suited to interdependent reality.
Independent people who do not have the maturity to think and act interdependently may be good individual producers, but they won't be good leaders or team players. They're not coming from the paradigm of interdependence necessary to succeed in marriage, family, or organizational reality. Life is, by nature, highly interdependent. To try to achieve maximum effectiveness through independence is like trying to play tennis with a golf club -- the tool is not suited to the reality.
Interdependence is a far more mature, more advanced concept. If I am physically interdependent, I am self-reliant and capable, but I also realize that you and I working together can accomplish far more than, even at my best, I could accomplish alone. If I am emotionally interdependent, I derive a great sense of worth within myself, but I also recognize the need for love, for giving, and for receiving love from others.
If I am intellectually interdependent, I realize that I need the best thinking of other people to join with my own. As an interdependent person, I have the opportunity to share myself deeply, meaningfully, with others, and I have access to the vast resources and potential of other human beings.
Interdependence is a choice only independent people can make. Dependent people cannot choose to become interdependent. They don't have the character to do it; they don't own enough of themselves. They move a person from dependence to independence. They are the "Private Victories," the essence of character growth.
Private Victories precede Public Victories. You can't invert that process anymore than you can harvest a crop before you plant it. It's Inside-Out. As you become truly independent, you have the foundation for effective interdependence. You have the character base from which you can effectively work on the more personality-oriented "Public Victories" of teamwork, cooperation, and communication in Habits 4, 5, and 6.
That does not mean you have to be perfect in Habits 1, 2, and 3 before working on Habits 4, 5, and 6. Understanding the sequence will help you manage your growth more effectively, but I'm not suggesting that you put yourself in isolation for several years until you fully develop Habits 1, 2, and 3.
As part of an interdependent world, you have to relate to that world every day. But the acute problems of that world can easily obscure the chronic character causes. Understanding how what you are impacts every interdependent interaction will help you to focus your efforts sequentially, in harmony with the natural laws of growth. Habit 7 is the habit of renewal -- a regular, balanced renewal of the four basic dimensions of life.
It circles and embodies all the other habits. It is the habit of continuous improvement that creates the upward spiral of growth that lifts you to new levels of understanding and living each of the habits as you come around to them on a progressively higher plane.
The diagram on the next page is a visual representation of the sequence and the interdependence of the Seven Habits, and will be used throughout this book as we explore both the sequential relationship between the habits and also their synergy -- how, in relating to each other, they create bold new forms of each other that add even more to their value. Each concept or habit will be highlighted as it is introduced.
Effectiveness Defined The Seven Habits are habits of effectiveness. Because they are based on principles, they bring the maximum long-term beneficial results possible. They become the basis of a person's character, creating an empowering center of correct maps from which an individual can effectively solve problems, maximize opportunities, and continually learn and integrate other principles in an upward spiral of growth.
This fable is the story of a poor farmer who one day discovers in the nest of his pet goose a glittering golden egg. At first, he thinks it must be some kind of trick. But as he starts to throw the egg aside, he has second thoughts and takes it in to be appraised instead.
The egg is pure gold! The farmer can't believe his good fortune. He becomes even more incredulous the following day when the experience is repeated. Day after day, he awakens to rush to the nest and find another golden egg. He becomes fabulously wealthy; it all seems too good to be true. But with his increasing wealth comes greed and impatience.
Unable to wait day after day for the golden eggs, the farmer decides he will kill the goose and get them all at once. But when he opens the goose, he finds it empty.
There are no golden eggs -- and now there is no way to get any more. The farmer has destroyed the goose that produced them. But as the story shows, true effectiveness is a function of two things: what is produced the golden eggs and the producing asset or capacity to produce the goose.
On the other hand, if you only take care of the goose with no aim toward the golden eggs, you soon won't have the wherewithal to feed yourself or the goose. P stands for production of desired results, the golden eggs.
PC stands for production capability, the ability or asset that produces the golden eggs. Three Kinds of Assets Basically, there are three kinds of assets: physical, financial, and human. Let's look at each one in turn. A few years ago, I purchased a physical asset -- a power lawn mower. I used it over and over again without doing anything to maintain it. The mower worked well for two seasons, but then it began to break down.
When I tried to revive it with service and sharpening, I discovered the engine had lost over half its original power capacity. It was essentially worthless.
Had I invested in PC -- in preserving and maintaining the asset -- I would still be enjoying its P -- the mowed lawn. As it was, I had to spend far more time and money replacing the mower than I ever would have spent, had I maintained it. It simply wasn't effective. In our quest for short-term returns, or results, we often ruin a prized physical asset -- a car, a computer, a washer or dryer, even our body or our environment. Keeping P and PC in balance makes a tremendous difference in the effective use of physical assets.
It also powerfully impacts the effective use of financial assets. How often do people confuse principal with interest? Have you ever invaded principal to increase your standard of living, to get more golden eggs? The decreasing principal has decreasing power to produce interest or income. And the dwindling capital becomes smaller and smaller until it no longer supplies even our basic needs. Our most important financial asset is our own capacity to earn.
If we don't continually invest in improving our own PC, we severely limit our options. We're locked into our present situation, running scared of our corporation or our boss's opinion of us, economically dependent and defensive. Again, it simply isn't effective. When two people in a marriage are more concerned about getting the golden eggs, the benefits, than they are in preserving the relationship that makes them possible, they often become insensitive and inconsiderate, neglecting the little kindnesses and courtesies so important to a deep relationship.
They begin to use control levers to manipulate each other, to focus on their own needs, to justify their own position and look for evidence to show the wrongness of the other person. The love, the richness, the softness, and spontaneity begin to deteriorate. The goose gets sicker day by day. And what about a parent's relationship with a child? When children are little, they are very dependent, very vulnerable.
It becomes so easy to neglect the PC work -- the training, the communicating, the relating, the listening. It's easy to take advantage, to manipulate, to get what you want the way you want it -- right now! You're bigger, you're smarter, and you're right! So why not just tell them what to do? If necessary, yell at them, intimidate them, insist on your way.
Or you can indulge them. You can go for the golden egg of popularity, of pleasing them, giving them their way all the time. Then they grow up without a personal commitment to being disciplined or responsible. You want to have your way or you want to be liked. But what happens, meantime, to the goose? What sense of responsibility, of self-discipline, of confidence in the ability to make good choices or achieve important goals is a child going to have a few years down the road?
And what about your relationship? When he reaches those critical teenage years, the identity crises, will he know from his experience with you that you will listen without judging, that you really, deeply care about him as a person, that you can be trusted, no matter what?
Will the relationship be strong enough for you to reach him, to communicate with him, to influence him? Suppose you want your daughter to have a clean room -- that's P, production, the golden egg. And suppose you want her to clean it -- that's PC, Production Capability. Your daughter is the goose, the asset, that produces the golden egg.
If you have P and PC in balance, she cleans the room cheerfully, without being reminded, because she is committed and has the discipline to stay with the commitment.
She is a valuable asset, a goose that can produce golden eggs. But if your paradigm is focused on Production, on getting the room clean, you might find yourself nagging her to do it.
You might even escalate your efforts to threatening or yelling, and in your desire to get the golden egg, you undermine the health and welfare of the goose.
Let me share with you an interesting PC experience I had with one of my daughters. We were planning a private date, which is something I enjoy regularly with each of my children.
We find that the anticipation of the date is as satisfying as the realization. So I approached my daughter and said, "Honey, tonight's your night. What do you want to do? No matter what, it's your choice. You slept through it before. You don't like these fantasy movies. That's okay, Dad. We don't always have to have this date. It's because you don't understand the philosophy and training of a Jedi Knight.
Those are the same things that go into the training of a Jedi Knight. Let's go to Star Wars! She sat next me and gave me the paradigm. I became her student, her learner. It was totally fascinating. I could begin to see out of a new paradigm the whole way a Jedi Knight's basic philosophy in training is manifested in different circumstances.
That experience was not a planned P experience; it was the serendipitous fruit of a PC investment. It was bonding and very satisfying. But we enjoyed golden eggs, too, as the goose -- the quality of the relationship -- was significantly fed. Organizational PC One of the immensely valuable aspects of any correct principle is that it is valid and applicable in a wide variety of circumstances.
Throughout this book, I would like to share with you some of the ways in which these principles apply to organizations, including families, as well as to individuals. For example, a person in charge of a physical asset, such as a machine, may be eager to make a good impression on his superiors.
Perhaps the company is in a rapid growth stage and promotions are coming fast. So he produces at optimum levels -- no downtime, no maintenance. He runs the machine day and night.
The production is phenomenal, costs are down, and profits skyrocket. Within a short time, he's promoted. Golden eggs. But suppose you are his successor on the job. You inherit a very sick goose, a machine that, by this time, is rusted and starts to break down.
You have to invest heavily in downtime and maintenance. Costs skyrocket; profits nose-dive. And who gets blamed for the loss of golden eggs? You do. Your predecessor liquidated the asset, but the accounting system only reported unit production, costs, and profit. I know of a restaurant that served a fantastic clam chowder and was packed with customers every day at lunchtime.
Then the business was sold, and the new owner focused on golden eggs -- he decided to water down the chowder. For about a month, with costs down and revenues constant, profits zoomed.
But little by little, the customers began to disappear. Trust was gone, and business dwindled to almost nothing. The new owner tried desperately to reclaim it, but he had neglected the customers, violated their trust, and lost the asset of customer loyalty. There was no more goose to produce the golden egg. There are organizations that talk a lot about the customer and then completely neglect the people that deal with the customer -- the employees.
The PC principle is to always treat your employees exactly as you want them to treat your best customers. You can buy a person's hand, but you can't buy his heart. His heart is where his enthusiasm, his loyalty is.
You can buy his back, but you can't buy his brain. That's where his creativity is, his ingenuity, his resourcefulness. PC work is treating employees as volunteers just as you treat customers as volunteers, because that's what they are. They volunteer the best part -- their hearts and minds.
I was in a group once where someone asked, "How do you shape up lazy and incompetent employees? But another person in the group asked, "Who picks up the pieces? Are your employees devoted to you? Do they work hard? How's the turnover? You can't find good people these days.
There's too much turnover, absenteeism, moonlighting. People just don't care anymore. A short-term bottom line is important, but it isn't all-important. Effectiveness lies in the balance. Excessive focus on P results in ruined health, worn-out machines, depleted bank accounts, and broken relationships.
Or a person endlessly going to school, never producing, living on other people's golden eggs -- the eternal student syndrome. But I suggest it is the very essence of effectiveness. It balances short term with long term. It balances going for the grade and paying the price to get an education.
But to get them to do anything, I have to supervise every move; and put up with complaining every step of the way. Your email address will not be published. Save my name, email, and website in this browser for the next time I comment.
Here is briefly describe 5 pillars of Islam. See more. The 7 habits of Highly Effective People Summary. Chicken Soup for the Soul Book Summary. Load more similar PDF files. PDF Drive investigated dozens of problems and listed the biggest global issues facing the world today.
Audio Cassette in English - 8 Cassettes edition. Audio CD in English - Abridged edition. The 7 habits of highly effective people: wisdom and insight from Stephen R. Audio Cassette in English - Abridged edition. The 7 habits of highly effective people [sound recording] Publish date unknown, Covey Leadership Center. Classifications Dewey Edition Notes Includes index.
Other Titles Seven habits of highly effective people. What distinguishes us as humans from all other animals is our inherent ability to examine our own character, to decide how to view ourselves and our situations, and to control our own effectiveness. Reactive people take a passive stance -- they believe the world is happening to them.
They say things like:. They think the problem is "out there" -- but that thought is the problem. Reactivity becomes a self-fulfilling prophecy, and reactive people feel increasingly victimized and out of control. Proactive people, however, recognize they have responsibility -- or "response-ability," which Covey defines as the ability to choose how you will respond to a given stimulus or situation.
In order to be proactive, we must focus on the Circle of Influence that lies within our Circle of Concern-- in other words, we must work on the things we can do something about. Reactive people, on the other hand, focus on things that are in their Circle of Concern but not in their Circle of Influence, which leads to blaming external factors, emanating negative energy, and causing their Circle of Influence to shrink.
Start replacing reactive language with proactive language. Start with a clear destination in mind. Covey says we can use our imagination to develop a vision of what we want to become and use our conscience to decide what values will guide us.
Most of us find it rather easy to busy ourselves. We work hard to achieve victories -- promotions, higher income, more recognition. But we don't often stop to evaluate the meaning behind this busyness, behind these victories -- we don't ask ourselves if these things that we focus on so intently are what really matter to us.
Habit 2 suggests that, in everything we do, we should begin with the end in mind. Start with a clear destination. That way, we can make sure the steps we're taking are in the right direction.
Covey emphasizes that our self-awareness empowers us to shape our own lives, instead of living our lives by default or based on the standards or preferences of others.
Beginning with the end in mind is also extremely important for businesses. Being a manager is about optimizing for efficiency. But being a leader is about setting the right strategic vision for your organization in the first place, and asking, "What are we trying to accomplish? Before we as individuals or organizations can start setting and achieving goals, we must be able to identify our values.
This process may involve some rescripting to be able to assert our own personal values. Rescripting, Covey explains, is recognizing ineffective scripts that have been written for you, and changing those scripts by proactively writing new ones that are built of your own values. It is also important to identify our center. Whatever is at the center of our life will be the source of our security, guidance, wisdom, and power.
Our centers affect us fundamentally -- they determine our daily decisions, actions, and motivations, as well as our interpretation of events. However, Covey notes that none of these centers are optimal and that instead, we should strive to be principle-centered.
We should identify the timeless, unchanging principles by which we must live our lives. This will give us the guidance that we need to align our behaviors with our beliefs and values. Challenge yourself to test the principle of beginning with the end in mind by doing the following:. Visualize in rich detail your own funeral. Who is there? What are they saying about you? About how you lived your life? About the relationships you had? What do you want them to say?
Think about how your priorities would change if you only had 30 more days to live. Start living by these priorities.
Break down different roles in your life -- whether professional, personal, or community -- and list three to five goals you want to achieve for each.
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