A Quote by Peter Diamandis
Super-ambitious goals tend to be unifying and energizing to people; but only if they believe there's a chance of success.
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Being obsessed by goals is bad for you. You should set goals, even ambitious goals, regularly. But focus on them only to the extent that they give you direction.
People who focus on 'getting better' goals (also known as Personal Bests) as opposed to performance goals have a much better chance of success.
I'm certainly not an expert and I imagine I'll spend my life figuring it out. What I do know, is that you can't take it all on yourself: find amazing people to collaborate with, build a team, and support other people doing the same. When you share your goals and ambitions with other people and they share with you, you exist in an energizing cycle of always creating new things with people that believe in you.
People in religions that teach that believers in other faiths are condemned, for example, tend to have lower life satisfaction. People who believe in heaven and hell tend to be less happy than those believe only in heaven.
Palantir owes much of its success to the amazing talent of the first 30-40 technologists who joined the company, as well as to the internal leadership that helped motivate this core group to achieve its ambitious goals and to continue to attract extraordinary people.
When we talk about climate, we need to do everything we can to set the stage before the actors come on. And they may only have one chance at success. We should keep thinking: How do we maximize that chance of success?
This Creative Mechanism within you is impersonal. It will work automatically and impersonally to achieve goals of success and happiness, or unhappiness and failure, depending upon the goals which you yourself set for it. Present it with success goals and it functions as a Success Mechanism. Present it with negative goals, and it operates just as impersonally, and just as faithfully as a Failure Mechanism.
You will definitely encounter lots of resistance on the road to super success, but don't let others stop you from reaching your goals.
I find that goal setting, when done this way, leads to goal achieving. The chronic failure to achieve goals lowers self-esteem. Show me a failure to achieve a goal, and usually I can show you the violation of one or more of the above criteria. Imposed goals, vague goals, and unrealistic goals tend to produce only partial successes and outright failures.
Integrity is about pursuing bigger goals that are beyond your personal success. If people see you only for yourself, they will not trust you. And, without trust, no growth and success are possible.
I prefer scoring goals, but when I am playing out on the right, I tend to come inside and provide assists, but I also like playing on the left, and I think if that is where I play, then I will have more chance of scoring - but I just hope I can help the team score goals with my assists.
I believe in having total clarity around our goals. I believe in creating these goals together as a group and making sure they're aligned with Bob Iger's goals for the Walt Disney Co. And more than anything, making sure people understand that they have a responsibility to one another.
It's not fair to look at me and my husband as a couple when it comes to work. In the lab we are colleagues. We have the same vision and we both are very ambitious. I think ambitious people find ambitious people to play with.
Let us beware of saying there are laws in nature. There are only necessities: there is no one to command, no one to obey, no one to transgress. When you realize there are no goals or objectives, then you realize, too, that there is no chance: for only in a world of objectives does the word chance have any meaning.
I think that people still naturally want to be part of a team and participate in the success and achievement of a group effort. So we tend to be enthusiastic and productive - and even loyal. I believe that there are very few people who purposefully try to undermine the efforts of their organization. When people do act against the objectives of a change initiative, it's often because they genuinely believe it's not the right thing for the company to do. You could argue that it's a form of misguided loyalty.
The team goals are always more important than individual goals. The ultimate goal is to win the Super Bowl and to do something special. The other little goals that you guys write up, those things take care of itself in the midst of playing football.
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