Quick Reads
quick read — Emotional intelligence
The Three “Hot Intelligence” Habits of High Achievers
Technical skills and expertise are essential for success, but they only take you so far. What truly separates high achievers from the rest is their ability to understand and navigate human interactions. This is where “hot intelligence” comes in—the combination of social, emotional, and personal intelligence that allows individuals to connect, adapt, and thrive in both professional and personal settings.
While traditional executive functioning has long been associated with logic, reasoning, and problem-solving (often called cool intelligence), recent research highlights the importance of hot intelligence—our ability to process emotionally significant information, anticipate social dynamics, and regulate our own emotions effectively.
High achievers don’t just rely on their technical skills; they cultivate key habits that strengthen their hot intelligence, making them more effective leaders, decision-makers, and relationship builders.
Three Powerful Habits That Can Help You Harness the Same Advantage
No. 1 — See the World Through Others’ Eyes
Successful people don’t just focus on their own thoughts and goals—they actively consider how others think, feel, and react. This skill, known as theory of mind, allows them to anticipate responses, build strong connections, and navigate social situations with ease.
High achievers pay attention to patterns in people’s behavior, noticing how individuals react in different situations. By doing so, they create their own mental “playbook” for understanding and predicting social interactions. This ability helps them build trust with the right people, set healthy boundaries, and avoid unnecessary risks.
How to Apply This Habit
✔ When making decisions, ask yourself: How will this affect the people involved?
✔ Observe how colleagues and clients respond in different situations and use these insights to improve communication.
✔ Practice active listening—instead of thinking about what to say next, focus on truly understanding the other person’s perspective.
💡 Example. Great leaders like Oprah Winfrey excel at seeing the world through others’ eyes. Her deep understanding of human emotions and motivations has made her one of the most influential media figures of all time. She doesn’t just ask questions—she connects with people’s experiences.
No. 2 — Regulate Your Emotions and Reactions
Emotional intelligence isn’t just about understanding others—it’s also about managing yourself. High achievers have mastered emotional regulation, meaning they recognize their emotions, control their reactions, and stay level-headed under pressure.
This doesn’t mean suppressing emotions—it means processing them effectively. When people lack emotional regulation, they react impulsively, make rash decisions, or let stress dictate their behavior. High achievers, on the other hand, create a healthy distance between their emotions and their actions, allowing them to think clearly and respond strategically.
How to Apply This Habit
✔ Check in with yourself throughout the day: What am I feeling right now, and why?
✔ When faced with stress or frustration, take a pause before reacting.
✔ Develop an emotional vocabulary—labeling your emotions helps you manage them more effectively.
💡 Example. Jeff Bezos, the founder of Amazon, is known for his ability to regulate his emotions in high-stress situations. He often takes a deliberate pause before responding to challenges, ensuring that his reactions are measured and thoughtful rather than impulsive.
No. 3 — Strive for Excellence with Discipline
High achievers don’t settle for mediocrity—they are meticulously driven, holding a long-term vision while focusing on the small details that make a big difference. This trait, known as conscientiousness, is the ability to be organized, responsible, and committed to continuous improvement.
Research has shown that people with high conscientiousness tend to excel in school, work, and even sports. They are consistent in their efforts, balancing big-picture thinking with attention to detail. Instead of relying solely on talent, they commit to ongoing learning and refinement.
How to Apply This Habit
✔ Set high personal standards and hold yourself accountable.
✔ Break large goals into small, manageable steps and track your progress.
✔ Focus on consistency over intensity—small daily efforts lead to long-term success.
💡 Example. Elon Musk is a prime example of someone who embraces excellence. His relentless pursuit of innovation and perfection has fueled the success of companies like Tesla and SpaceX. While his vision is massive, he is also deeply involved in the details that bring ideas to life.
Final Thoughts: Hot Intelligence Is the X-Factor for Success
High achievers possess more than just technical knowledge and intelligence. Their ability to understand people, regulate emotions, and strive for excellence gives them an edge in leadership, problem-solving, and personal growth.
If you want to unlock your full potential, start by:
✔ Seeing the world through others’ eyes—build strong connections and anticipate responses.
✔ Regulating your emotions—stay calm and strategic, even in challenging situations.
✔ Striving for excellence—develop a disciplined approach to continuous improvement.
By adopting these habits, you’ll be well on your way to joining the ranks of high achievers—not just in what you know, but in how you lead, connect, and grow.
quick read — Personal development
“I Don’t Have Enough Time!” – The Real Problem and How to Fix It
How often do you hear yourself saying, “I don’t have enough time!”? It’s one of the most common complaints in today’s fast-paced world. But here’s the hard truth: It’s not about time—it’s about priorities and time management.
Everyone has the same 24 hours in a day. Some people use them effectively, while others constantly feel overwhelmed. The difference? How they prioritize and manage their time. If you always feel stretched thin, it’s not because you lack time—it’s because you’re not managing it wisely.
The Root of the Problem: Poor Prioritization
When you say, “I don’t have enough time,” what you’re actually saying is:
❌ “I don’t know what to prioritize.”
❌ “I take on too much and struggle to say no.”
❌ “I spend time on things that don’t truly matter.”
The problem isn’t the number of tasks on your plate—it’s how you choose to tackle them. If you’re spending hours on low-value activities while ignoring high-impact tasks, you’ll always feel short on time.
When a task is both urgent and important, it should be handled immediately. These are high-priority tasks with pressing deadlines, such as project deadlines or crisis situations.
If a task is important but not urgent, it should be scheduled for later. These tasks contribute to long-term success, such as strategic planning or skill development, but they don’t require immediate action.
Tasks that are urgent but not important should be delegated. While they require attention, they don’t necessarily need your direct involvement. Examples include responding to emails, administrative work, or routine tasks that others can handle.
Finally, tasks that are neither urgent nor important should be eliminated altogether. These are time-wasters that add little to no value, such as excessive social media use or unproductive meetings.
🚀 How To Apply It. Before starting your day, categorize your tasks into these four quadrants. Focus on important tasks first, delegate what you can, and cut out the distractions.
Lack of Time = Lack of Boundaries
Many people struggle with time because they fail to set boundaries. They say yes to every request, answer every email immediately, and constantly allow interruptions.
Solution: The 4D Framework – Do, Defer, Delegate, Delete
Every task that comes your way should go through this filter:
✔ Do It. If it’s a high-priority, important task, tackle it now.
✔ Defer It. If it’s important but doesn’t require immediate attention, schedule it.
✔ Delegate It. If someone else can do it, hand it off.
✔ Delete It. If it doesn’t add value, eliminate it.
🚀 How To Apply It. Before taking on any new task, ask yourself: “Is this the best use of my time?” If not, either delegate, defer, or delete it.
Time Leaks: Where Does Your Time Really Go?
If you constantly feel like there’s not enough time, chances are you’re losing time without realizing it.
Common Time Leaks
⏳ Constantly checking email and social media
⏳ Attending unnecessary meetings
⏳ Saying yes to too many commitments
⏳ Multitasking (which actually decreases productivity)
⏳ Failing to plan your day in advance
Solution: Time Blocking & The 80/20 Rule
🔹 Time Blocking. Set dedicated time slots for different tasks instead of jumping between them. For example, check emails twice a day instead of responding to every ping immediately.
🔹 The 80/20 Rule (Pareto Principle). 80% of your results come from 20% of your efforts. Identify your highest-impact tasks and focus on them first.
🚀 How To Apply It. Track your time for a week. Identify where you’re wasting time and adjust your schedule accordingly.
Stop Saying “I Don’t Have Time” – Start Owning Your Time
Next time you’re tempted to say, “I don’t have enough time,” stop and reframe it:
✔ “This is not a priority for me right now.”
✔ “I need to manage my time better.”
✔ “I need to eliminate distractions and focus on what matters.”
Time isn’t something you find—it’s something you create through intentional choices. The moment you shift your mindset from “not enough time” to “better priorities”, you’ll take back control of your schedule.
⏳ Your time is your most valuable asset. Manage it wisely.
quick read — LEADERSHIP
The 10-80-10 Rule: How Great Leaders Empower Their Teams
Leadership isn’t about doing everything yourself—it’s about guiding, empowering, and refining. One of the most effective leadership frameworks that achieves this balance is the 10-80-10 Rule. It helps leaders delegate effectively while ensuring that work stays aligned with their vision.
This Rule is Simple But Powerful
✅ The First 10%: Vision & Resources. Set the direction and provide the tools. ✅ The Next 80%: Ownership & Execution. Step back and let your team take control. ✅ The Final 10%: Review & Refinement. Step in to refine and ensure alignment.
Let’s break it down and explore how you can apply this rule to maximize efficiency, build trust, and develop high-performing teams.
The First 10%: Vision & Resources
The first 10% of any project is where you, as a leader, set the stage for success. This is your chance to lay the groundwork and ensure that your team has everything they need before they dive in.
What This Looks Like in Practice:
✔ Define the Goal Clearly. Explain what needs to be done and, more importantly, why it matters.
✔ Provide the Right Resources. Give your team access to the tools, contacts, and background information they need.
✔ Set Expectations. Outline the desired outcome, timeline, and key priorities.
🔹 Example. Imagine you’re launching a new marketing campaign. In this phase, you don’t write the content or design the ads yourself—you provide the vision, key messages, and brand guidelines. You ensure your team understands the target audience and has the right software and budget to execute.
A common mistake leaders make? Micromanaging too early. Instead of jumping into the details, trust your team to take it from here.
The Next 80%: Ownership & Execution
This is where the real work happens—but you’re not the one doing it. Your role shifts from directing to supporting, allowing your team to take ownership, solve problems, and bring the project to life.
What This Looks Like in Practice
✔ Step Back and Trust Your Team. Let them take the reins and execute the plan.
✔ Encourage Creative Problem-Solving. Allow space for innovation and initiative.
✔ Be Available, But Don’t Interfere. Offer guidance only when needed, not as a default.
🔹 Example. In the marketing campaign scenario, your team now writes the copy, designs the visuals, and schedules the ads. They test ideas, refine their work, and adapt strategies as they go. Your job? Provide coaching when requested—but resist the urge to take over or micromanage.
Many leaders struggle with this phase because letting go feels risky. But when you hover too much, you signal a lack of trust, which discourages initiative and stifles creativity.
The key is empowered delegation—giving people responsibility and the freedom to own their work.
The Final 10%: Review & Refinement
Now that the work is nearly complete, it’s time for you to step back in. But rather than rewriting or redoing, your role is to fine-tune, align, and elevate.
What This Looks Like in Practice
✔ Review the Final Product. Ensure that the work aligns with the original vision.
✔ Offer Targeted Feedback. Focus on refinements, not overhauls.
✔ Polish the Last Details. Make small tweaks that take the project from good to great.
🔹 Example. Your team presents the marketing campaign. Instead of reworking their content, you provide strategic feedback—maybe refining the messaging slightly or suggesting a stronger call to action. You ensure that the final product meets company standards while respecting the team’s effort and ownership.
A crucial mistake here? Taking back control at the last minute. If you completely rewrite or redo the work, you undermine everything you just delegated. Great leaders refine; they don’t redo.
Why the 10-80-10 Rule Works
This framework isn’t just about delegation—it’s about trust, accountability, and leadership development. Here’s why it’s so effective:
🔹 No. 1 — It Prevents Micromanagement
Leaders often waste time getting too involved in the details. By following this rule, you provide input where it matters most—at the beginning and end, not throughout the entire process.
🔹 No. 2 — It Encourages Ownership and Growth
When employees own the 80% execution phase, they develop problem-solving skills, confidence, and independence. This leads to higher engagement and a stronger, more capable team.
🔹 No. 3 — It Ensures High-Quality Outcomes
Some leaders hesitate to delegate because they worry the final product won’t meet expectations. But the final 10% phase ensures quality control—you get to refine and polish before it goes live.
🔹 No. 4 — It Saves Time and Boosts Efficiency
By only deeply engaging in 20% of the process, you free up more time for strategic leadership. This means you can focus on big-picture goals instead of constantly getting pulled into execution.
How to Implement the 10-80-10 Rule in Your Leadership
Want to make this rule part of your leadership style? Here’s how to start:
✅ No. 1 — Get Comfortable with Letting Go
The hardest part is the 80% phase—trusting your team to handle execution without constant oversight. Start small, delegate a project, and commit to not interfering unless absolutely necessary.
✅ No. 2 — Set Clear Expectations from the Start
Most delegation failures happen because the first 10% wasn’t handled well. Make sure your vision, priorities, and success metrics are crystal clear.
✅ No. 3 — Provide Feedback, Not Control
In the final 10%, resist the urge to take over. Instead of rewriting work, ask guiding questions:
“How do you think this aligns with our original goal?”
“What could make this even stronger?”
“Would this still be effective if we adjusted X?”
✅ No. 4 — Develop Your Team’s Confidence
Not everyone is used to owning their work. Encourage autonomy by coaching rather than directing. The more your team practices independent execution, the more competent and confident they become.
Final Thoughts: Lead Smarter, Not Harder
The 10-80-10 Rule is a game-changer for leaders who want to maximize their impact without micromanaging. By setting the vision, stepping back for execution, and refining the final product, you create a high-performing team that thrives on ownership and accountability.
So, the next time you delegate, ask yourself:
✔️ Have I provided the right vision and resources?
✔️ Am I trusting my team to own the work?
✔️ Am I refining, not redoing, in the final stage?
Master this rule, and you won’t just be a leader—you’ll be a leader who builds other leaders.
Quotes of the Week
QUOTE — EMOTIONAL INTELLIGENCE
QUOTE — PERSONAL DEVELOPMENT
QUOTE — LEADERSHIP
Reframe
“If I Want It Done Right, I’ll Just Do It Myself” — Why That’s Terrible Leadership
Many leaders, managers, and even perfectionists have fallen into the trap of thinking, “If I want it done right, I’ll just do it myself.” On the surface, it seems logical—after all, if you know exactly how something should be done, why waste time explaining or fixing someone else’s mistakes?
But here’s the truth: this mindset isn’t just exhausting—it’s terrible leadership.
Great leaders don’t just complete tasks; they develop people, empower teams, and create systems that function without them constantly stepping in. Holding onto every responsibility yourself doesn’t make you an efficient leader—it makes you a bottleneck.
Why This Approach is Flawed and How You Can Shift From Doing to Leading
No. 1 — You’re Not Actually Leading
If you’re constantly jumping in to do everything yourself, ask yourself: Are you leading, or are you just working really hard?
Leadership isn’t about personally handling every task—it’s about guiding others to achieve results. If your team can’t operate without your direct involvement, then you haven’t built a strong team—you’ve built a dependency.
🔹 The Fix. Shift from a task-doer to a coach. Instead of fixing everything, ask:
“How can I teach someone else to do this well?”
“What resources or training does my team need?”
“How can I trust and verify without micromanaging?”
Real leadership is about setting expectations, providing tools, and then stepping back to let your team grow.
No. 2 — You’re Stifling Growth (Yours and Theirs)
When you refuse to delegate, two things happen:
Your team never develops new skills—because you don’t give them the chance.
You stay stuck in execution mode—instead of focusing on strategic leadership.
Imagine if a basketball coach insisted on playing every position because their team “couldn’t do it as well as they could.” That would be ridiculous, right? Yet, many leaders adopt this exact mentality in the workplace.
🔹 The Fix. Accept that mistakes are part of growth. Instead of taking over, provide constructive feedback and coaching so that next time, your team performs better without your direct intervention.
No. 3 — You’re Creating Bottlenecks
If every important task must go through you, congratulations—you’re now the biggest roadblock in your own organization.
Your time is finite, and if you insist on being involved in every little detail, progress slows down. Meanwhile, your team waits around, unable to move forward without your input.
🔹 The Fix. Identify tasks that don’t require your personal touch and delegate them. Start small:
✔ Administrative work? Delegate.
✔ Routine decision-making? Empower your team.
✔ Client communications? Provide guidelines and let others handle it.
Your job is to remove obstacles, not become one.
No. 4 — You’re Killing Morale
Nothing demotivates employees faster than feeling undervalued and underutilized. If a leader constantly steps in and takes over, the team starts to think:
“Why bother trying if they’re just going to redo my work?”
“They clearly don’t trust me.”
“I guess I’ll just do the bare minimum and let them handle it.”
This results in low engagement, lack of ownership, and high turnover—none of which are good for your team or your business.
🔹 The Fix. Build trust by recognizing and appreciating effort. When team members take initiative, acknowledge their contributions and provide constructive feedback rather than criticism.
No. 5 — You’re Burning Yourself Out
Holding onto everything yourself isn’t just bad for your team—it’s bad for you.
🚨 Constantly working at full capacity leads to stress, exhaustion, and eventually burnout. You’re not just overloading yourself; you’re setting yourself up for failure.
A great leader doesn’t just survive the workload—they create sustainable systems that allow the team to function without them being involved in every detail.
🔹 The Fix
✔ Prioritize what actually needs your attention. Not every task requires you.
✔ Train your team to handle responsibilities effectively.
✔ Take breaks. If you’re always working, you’re not leading—you’re just surviving.
No. 6 — You’re Preventing Innovation
When you insist on doing everything yourself, you limit creativity. Your way might work, but what if there’s a better way?
By not allowing others to contribute their perspectives and solutions, you create a stagnant environment where only one method—the “your way or the highway” approach—prevails.
🔹 The Fix. Foster a culture where new ideas are welcomed, tested, and improved upon. You might be surprised at what your team can achieve when given the chance to experiment.
No. 7 — You’re Missing the Bigger Picture
The more time you spend micromanaging, the less time you have for big-picture leadership—things like:
✔ Strategic planning
✔ Developing new opportunities
✔ Strengthening company culture
✔ Building high-performing teams
🔹 The Fix.
Step back and assess.
✔ What can only YOU do? → Focus on that.
✔ What can others do with some guidance? → Train and delegate.
✔ What doesn’t really matter? → Let it go.
How to Shift from “Doing It All” to True Leadership
If you’ve realized that your “I’ll just do it myself” mindset is holding you back, here’s how to start shifting towards better leadership habits:
✔ Start Small. Delegate a few low-risk tasks and build from there.
✔ Coach, Don’t Control. Guide your team to success instead of taking over.
✔ Trust the Process. Growth comes from trial, feedback, and improvement.
✔ Focus on the long-term. You’re not just completing tasks—you’re building a capable team.
The best leaders don’t do it all—they build others up so that the work gets done without them having to do everything themselves.
So, the next time you catch yourself saying, “If I want it done right, I’ll just do it myself,” stop and ask:
“Do I want it done right, or do I want to create a team that can do it right—without me having to step in every time?”
The answer will determine whether you stay stuck in doing—or finally step into leading.
Deep Dives Articles
DEEP DIVES ARTICLE — EMOTIONAL INTELLIGENCE
The Difference Between Good Leaders and Great Leaders Boils Down to This: Empathy
This is a sneak peek of this week’s Deep Dives article — published today! Become a Deep Dives Member to get access to the full article.
What separates good leaders from great leaders? It’s not just strategy, intelligence, or vision—it’s empathy. The most impactful leaders don’t just manage people; they understand them, connect on a deeper level, and create environments where individuals thrive. From Satya Nadella’s transformation of Microsoft to Jacinda Ardern’s compassionate crisis leadership, this Deep Dive explores why empathy is the ultimate leadership superpower—and how you can cultivate it. Want to unlock the full article and elevate your leadership game? Subscribe to our Deep Dives Membership today! 🚀
DEEP DIVES ARTICLE — PERSONAL DEVELOPMENT
Gandhi’s 7 Social Sins and How They Shape Personal Development Today
This is a sneak peek of this week’s Deep Dives article — published today! Become a Deep Dives Member to get access to the full article.
Nearly a century ago, Gandhi warned the world about Seven Social Sins—ethical traps that corrupt both society and the individual. What’s shocking is how relevant they still are today. But here’s the real question: Are these pitfalls quietly sabotaging your personal growth? In this exclusive Deep Dive, we break down how these timeless lessons apply to modern life and, more importantly, how you can rise above them. Want to unlock the full article and gain insights that will transform your mindset? Subscribe to our Deep Dives Membership now and start leveling up your personal development journey. 🚀
DEEP DIVES ARTICLE — LEADERSHIP
Why People Follow Narcissistic and Arrogant Leaders
This is a sneak peek of this week’s Deep Dives article — published today! Become a Deep Dives Member to get access to the full article.
Why do people follow leaders who are arrogant, narcissistic, and even manipulative? History and modern society are filled with figures who command intense loyalty despite their self-centeredness. The answer lies in deep psychological and social factors that make these leaders not only appealing but seemingly indispensable. From the illusion of confidence to the seduction of power, this Deep Dive unpacks why people fall under the spell of narcissistic leadership—and how we can break the cycle. Want to read the full analysis and gain exclusive insights? Subscribe to our Deep Dives Membership today and take your understanding of leadership to the next level. 🚀
Deep Dives Book Summary
The Emotionally Intelligent Manager
By Peter Salovey and David R. Caruso
This is a sneak peek of this week’s Deep Dives Book Review — published today! Become a Deep Dives Member to get access to the full Book Summary.
Most managers focus on logic and strategy, but the best leaders know that emotions drive decisions, relationships, and performance. In The Emotionally Intelligent Manager, Peter Salovey and David R. Caruso reveal the four essential emotional skills that separate great leaders from the rest. From recognizing emotions to managing them effectively, this book provides a powerful framework for leading with confidence, empathy, and influence. Want to unlock the secrets of emotionally intelligent leadership? Subscribe to our Deep Dives Membership today to access the full summary and take your leadership to the next level! 🚀