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➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖ 📝📈📊📕🌐📅🏙🌃🏦🏨🏬🏭📸🖥💾📚📓📃 ◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️ 📃 - Product Description: " A gripping read, full of intelligence and perspective." - JAMES DYSON, British Investor, Chairman of Dyson Ltd ◾◾◾◾◾◾ " Will change the way you think about success and even about life." - JUDY MURRAY, Scottish Tennis Coach, (Mother of Andy Murray) ◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️ 📝📈📊📕🌐📅🏙🌃🏦🏨🏬🏭📸🖥💾📚📓📃 ◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️ 📈 - About The Product: Matthew Syed's phenomenal bestseller will change the way you think about success. Rebel Ideas examines the power of 'cognitive diversity' - the ability to look at situations from multiple problem solving perspectives and the ability to seek out creative solutions from different lenses! Instead of the normal mediocre thinking most of us have been taught. It explains how to harness our unique perspectives, and deal with the greatest challenges of our age. Cognitive diversity is the key topic in this text. This book strictly points out that us humans all have the direct access to a groundbreaking idea generator. And if you personally had access to this source, how would it transform your business, grounds or research? And what will likely take place if you put your brilliant generator into someone else’s, to join their power? The reality is, all of us have access to such a generator. And your brain and its intelligence has a lot to do with it, but most individuals unfortunately don't have the conscious key to this source. This element has incredible powers. It can cause blind-spots to disappear, expand our expertise, and discover all infant ideas and enable it to thrive. Once you know how to utilize its power, you’ll become a monumental force. Matthew Syed strictly talks about these keys and intuitive abilities in this book, which has shocked many people and helped those individuals achieve their needs. Rebel Ideas will strengthen any team or organisation, and has dozens of personal applications, too: from the art of personal reinvention to the remarkable benefits of personalised nutrition. It shows us how to become more creative, how to collaborate in a world becoming more interconnected, and how to break free of mediocre/limited thinking. ◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️ 📝📈📊📕🌐📅🏙🌃🏦🏨🏬🏭📸🖥💾📚📓📃 ◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️ 🧠 - Preview Of Chapter 1, 2 and 3:
This chapter basically talks about the issue of homophily in groups, businesses, organizations and life in general. Definition Of Homophily: The tendency for people to seek out or be attracted to those who are similar to themselves. Chapter 1 talks about the hindrance within this mentality and how it slowly degrades our growth and keeps us inside a box. Chapter 1 talks about the issue and provides eye openning solutions, which leads to radical awareness to not get stuck within this mentality. ➖➖➖➖➖➖➖
Chapter 2 talks about developing a ' chess ' mindsets instead of a ' checkers ' mindset. It talks about the importance of having many types of individuals with a various skill sets than to have people who all have the same skill sets. The team you have needs diversity. Also, this diversity shouldn’t be restricted to demographic features, like gender, race, age, sexual orientation or religion. It needs to be a diversity of the mind. When we form a team that is cognitively diverse, we increase what’s called group wisdom, that is the extensive range of views in the team gives it full coverage. When a team is conscious about this structure, they are capable of creating masterpieces. ➖➖➖➖➖➖➖
Have you ever been to a meeting where you are nervous because you don’t agree with your boss and you don’t feel at ease opposing? Or maybe you have an excellent idea to give, but it’s difficult to voice out your opinion, due to the pressure you feel from your boss. These cases are popular even in the most general workplaces as a result of the dominance hierarchy. These structures and situations are a threat to cognitive diversity since they don’t allow non-leaders to voice out their opinion, just like how you were silenced in your meeting. Situations like these can have drastic longterm effects and can tear a culture down as time flies, these situations hinder the cognitive diversity, and the company/group as a whole suffers in the long run as a result of it. Chapter 3 dives deep into this topic and provides effective root solutions. ◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️ 📝📈📊📕🌐📅🏙🌃🏦🏨🏬🏭📸🖥💾📚📓📃 ➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖ PERSONAL NOTE: THIS BOOK WILL ENHANCE YOUR CREATIVITY AND INNOVATION SKILLS ! ➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖ 📝📈📊📕🌐📅🏙🌃🏦🏨🏬🏭📸🖥💾📚📓📃 ◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️◼️◻️ |