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Graham MacDonald

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By: Bob Burg and John David Mann
Johnny Knittel

Burg and Mann layout 5 main self-help points about being a go-giver leader:

#1: Hold the vision: The first main idea outlined in the book is hold the vision. It is the leader's job to keep the big picture in mind and make sure that the business/enterprise is going on the right path. It is easy when things are going well, but more difficult as rough patches arise.
#2: Build your people: No matter what the business/enterprise does, no matter what product or service you create, all businesses/enterprises are about the people inside them.
#3: Do the work: A leader not only has to have knowledge and foresight of the "big picture", but a leader also needs to understand the "nuts and bolts" of what the business does
#4: Stand for something: A leader has to be rooted in a strong moral foundation. A Go-Giver leader is flexible, but there are some things that cannot be compromised on.
#5: Practice giving leadership: The focus of a leader needs to shift from a "me" perspective, to a "you" perspective.

Conclusion: Burg and Mann go into a lot more detail in their parable-like story about these 5 main principles of being a go-giver leader. These principles seem like a good idea to implement for anyone who is trying to become a leader in one way or another (which is pretty much everybody).

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A Chinese general named Sun Tzu more than 2,500 years ago wrote the book The Art of War. The book has long been heralded for its advice on military success. And this advice has since been co-opted by legions of armchair soldiers and generals in the business world. Looking at this book through a business perspective there are multiple management techniques that would be beneficial to running a successful business. It focuses on helping business leaders to understand and apply these powerful ideas, so you can strengthen both your strategy (to do the right things) and tactics (to do things right) to achieve success.

Sun Tzu’s main focus in order to create the best possible army and plan of action was to create a detailed plan and assess it with other high-ranking officers. This was in order to not rush into action before assessing the situation thoroughly. Dig deep to define the problem and solution clearly and write your plans down as simply as possible. Tzu’s three strategic rules when creating a detailed plan was evaluating the situation, Compare attributes and finds strategic turns. Starting off with evaluating the situation Tzu believes every general must have a clear grasp of 5 factors: moral influence, weather, terrain, generalship, and doctrine. This can be translated through the business world as Spirit of the mission, Eternal forces, Marketplace, Leadership, and finally guiding principles. Spirit of the mission is how deeply people believe and commit to your vision and mission. External forces focus on competition and global trends. The marketplace would be your scene of action or where you operate. Leadership would be the people who’re leading or in command while Guiding principles manage systems and processes.

The next step in Tzu’s three-step plan would be the comparing of attributes between opposing military forces. Compare where you stand on each of these 5 factors relative to your competitors. Consider your relative strengths and weaknesses. Look at results, processes, and practices to find new ideas or insights. Finally, last but not least in his plan is finding strategic turns. Identify strategic turns that can turn the balance of power in your favor. Wars are often won with deception and surprises. In business, you must also use unconventional strategies to exploit your enemy’s vulnerabilities and erode their capabilities.

Tzu’s belief when creating an army was if the common soldiers are too strong and their officers too weak, the result is insubordination. When the officers are too strong and the common soldiers too weak, the result is a collapse. This relates to the business world, as you should hire hardworking and respectable people as that reflects back on you as a leader. When the higher officers are angry and insubordinate, and on meeting the enemy give battle on their own account from a feeling of resentment, before the commander-in-chief can tell whether or not he is in a position to fight, the result is ruin. Tzu’s five dangerous faults that could affect any leaders who are reckless, cowardice, lack of honor, hasty temper, and over-solicitude for his men, which exposes him to worry and trouble. This shows his knowledge of management as he believes it is important to show care and affection to your team however is stern and resilient to show control. The quote “Regard your soldiers as your children, and they will follow you into the deepest valleys; look upon them as your own beloved sons, and they will stand by you even unto death” shows how he portrays his word on the battlefield with his soldiers.

Overall the book The Art of War by Sun Tzu is very informational when it comes to specific management techniques and business strategy. It takes some deciphering as the novel is based off military tactics however after digging deeper through the text is well depicts Tzu’s ideology on not only creating a successful military but a successful plan of action. A plan of action goes hand in hand when trying to become a successful manager or leader as if the plan in attainable and exciting people will want to follow your lead. All in all, this book was a very entertaining read with multiple different aspects to show leaders how to run a successful business but keep their employees happy and hardworking as well.

Works Cited

Business Insider. “The Best Lessons from 'Art of War,' a Book Evan Spiegel Bought         Snapchat Employees When He          Felt Threatened by Facebook.” Business  Insider, Business Insider, 23 Mar. 2015,  www.businessinsider.com/best-lessons-and-summary-of-the-art-of-war-by-sun-tzu-2015-3.

Tzu, et al. The Art of War. IXIA Press, 2019.

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By: Nathan Teeter

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Creating Effective Teams:A Guide for Members and Leaders by Susan Wheelan 

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Creating Effective Teams:A Guide for Members and Leaders by Susan Wheelan 

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By Talley Kyle

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By: Brent Kessel
Ragan McGilvery
Introduction:
In this novel, Kessel combines the idea of the wanting mind and the unconscious mind and tells us how they affect of decision making process in part 1. Kessel goes on to inform us in part 2 of the types of archetypes, or financial spending types, and how we can control ourselves around money when experiencing behaviors of each archetype. Part 1 and 2 work together to create a why (part 1) for our financial decisions, and how to fix them (part 2).
Part 1:
In part 1 there is 2 chapters. The first discussed the wanting mind which is a humans ability to always want more than what they have. For instance, if you have a 1 million dollar car if will be amazing when you get it, but eventually you will want more than that, you will want new wheels, or a new radio, or more space in the car, it will never be enough and this is the wanting mind. The wanting mind influences us financially because no matter how much or how little amount we have, we will always need more money for more things. This is why people who can be happy without money live the best kind of life according to Kessel. Chapter 2 discusses a persons core story which also shapes their spending habits. Kessel tells us our financial decisions are also based off of our core story also known as our unconscious mind. This makes decisions unconsciously for us and though this isn't a bad thing, it does however determine our financial decisions which affects us in the long run. Our core story determines our archetype which is introduced to us in part 2.
Part 2:
In part 2, we are introduced to archetypes. Archetypes in this novel describe our financial spending type and how to control it to a healthy measure. There are 8 different archetypes according to Kessel: the guardian, the pleasure seeker, the idealist, the saver, the star, the innocent, the

caretaker, and the empire builder. each of these have their own way of dealing with finances, for instance, the guardian is alert and careful with their spending where as the innocent avoids putting significant attention on money and

believes or hopes that life will work out for the best for them. These are two very different types of spenders and there is that type of difference between each type. Kessel tells us also where these archetypes each fall short and how they connect to someones core story mentioned in part 1. Kessel teaches each archetype in following chapters, one focused on each type, how to be wise with spending and recover from whatever archetype struggle you are in.

Connection Between Part 1 and 2:
Part 1 in 2 actually go hand in hand. Part 1 gives us an introduction to the meanings behind each term of archetype in part 2. Part 1 describes reasoning behind why we choose to spend or save how we do unconsciously or willingly. Part 2 tells us how with knowledge on the wanting mind and unconscious mind we can better control our finances and live a healthier happier life bases on how well we can identify and control our financial archetype.
Conclusion:
This novel connects key ideas on how the mind works and how finances work. He addresses pasts and current situations and how we recover our finances quickly based on identifying our archetype and knowing how to address financial issues with caution.

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By: Dale Carnegie
Jake Levine
Introduction:
Dale Carnegie wrote the perfect book about understanding all the little details that go into being a perfect leader. He breaks the book up very well and in a way that shows that no one is perfect.
However, he guides everyone reading the book to exercise the strengths and how to work on their weaknesses.
Skills everyone can have: This concept of understanding and learning to master skills that everyone can possess is a huge part of this book. Everyone can communicate, which he says is one of if not the most important part to being a good leader. Being able to build trust with your employees is imperative in order to have a good and safe work environment. The next thing he talks about is motivating people. There are many ways to do this, but one of the simplest is giving praise when its right. If someone does a good job let them know that you can see that and that you are appreciative of their efforts. A little kindness goes a long way when it comes from someones "superior". Lastly he speaks about learning to listen. Just because you are higher up in the company than your employees does not mean they aren't as smart as you, or that their opinion and voice doesn't matter. Learning to listen will make your employees more comfortable with you and build trust, these are all essential to have a high functioning and consistent workplace.
Skills everyone doesn't have: There are some skills that everyone can't learn, but every skill can be improved on. Some people are natural leaders and have no fear speaking to large groups of people, or aren't scared of face to face confrontation. Carnegie details that even if these skills do not come naturally that they can always be improved and that there are steps that can nullify someones inability to do something. By doing the steps mentioned earlier like building trust, and good relationships with your employees, all of a sudden speaking to them isn't so scary. And if your whole team feels this way then speaking to a group of employees can be like speaking to your friends.
Conclusion: The perfect leader does not exist, there is no person who has mastered the art of being a leader and never makes a mistake. But to be the best leader that you can be, you must exercise your power sparingly and make sure that everyone feels just as important as you. Focus on the skills that you can naturally do, and always be improving upon the skills that don't come natural. No one can expect and more of you as a leader if you do those things than you could expect out of an employee.

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Book Review - Blink: The Power of Thinking Without Thinking 

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Book Review - Blink: The Power of Thinking Without Thinking 

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Cody Myhr
Introduction
Blink: The Power of Thinking Without Thinking is about your mind. We all know that our minds are powerfull.
Your Mind
Your mind is more powerful than you think. We all notice things in one glance that we don't notice sometime when we are thinking about it for a long time.
Conclusion
Your glance at something can be correct but be careful. That glance will tell you many things.

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Adalberto Diaz

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Book review:
https://padlet.com/nicholas_donald_manson/b5654pk3hxu5

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Book Review

Omar Sosa

https://padlet.com/ososa2/clbur6y5jze0

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By: Jack Welch
Sam Ho
Intro: In this book, Welch combines hands-on management practices with a large number of vivid cases to teach the wisdom of “winning” in work and life. The content covers many aspects of business activities, including business essentials, enterprises. The management wisdom of the leadership, the job search and promotion of ordinary employees, and how to achieve a balance between work and life.

In order to share the wisdom of winning, Jack puts forward his decades of management experience and wisdom in the book. He talks about the basics of management and tells managers how to build a true sense of value and identity in the company so that everyone gets the voice and dignity. At the same time, from the daily work structure of the company, budget management, staff recruitment and dismissal and many other daily tasks, to the company's strategic level of mergers and acquisitions expansion, create advantages and other macro issues, and then to the individual career level how to find a suitable job To balance the contradiction between life and work, he has put forward his own unique and intelligent solutions to help you and the people around you to face the challenges of the future more calmly.

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By: Joe Peta
Blake McFadden

Trading Bases
By: Joe Peta

The main purpose of this book is to expand the readers knowledge on sports betting, especially baseball, by uncovering Peta's betting strategies.

Peta chooses to bet on baseball compared to other sports because of the increased financial reward. It is harder to bet on baseball compared to football and basketball.

One of the most interesting aspects of this book is the importance Peta’s previous experience of trading stocks on Wall Street played in the success of his betting model.

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by: Nathan Teeter

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By Mike matheny
AJ Carr
Intro:
Mike Matheny talked about what is wrong with youth sports today and why a lot of kids aren't playing sports today. From his experience and he sees with going to his kids sporting events that the parents are to blame for kids not wanting to keep up with sports. He decided to coach a youth baseball team and see how successful the team will be if the parents don't get involved as much
His Experience:
When he goes to his kids practices or games, Mike noticed how vocal the parents were. They would be yell at their kid telling them they need to do better or how they should play. Mike started to see how the kids would react to this negativity and realize the kid isn't having fun anymore. when Mike was growing up his parents and his teammates parents never said anything during their games or practices. The only time his dad got involved was outside of practice if Mike wanted to work a drill and build his skills to be ahead of his teammates, not during the time where a coach is suppose to be coaching them.
His Idea:
When Mike decided to coach a youth baseball team, he had a meeting with his team of kids and their parent to explain to them how he's going to run his team. The first thing he told them is that the parents can't talk to their kids during practice or a game. He want the kids to treat the sport almost like a job and to be prepared with water and snacks for each event. This is to teach them discipline. Mike also told the parents they can coach their kid outside of practices and games only if it doesn't interfere with what he is trying to coach his kids. Then to finish his meeting he told all of them that if you can't abide by his recommendations then you will be removed from the team even it isn't the kids fault.
Conclusion:
What Mike wrote about is something I always wanted as a coach growing up. I had the parent that was always yelling at me from the side line and I almost quit my favorite sport because of it. But I eventually told my parent to stop or I would quit and they actually backed off. I think kids today don't know that they can tell their parent to stop bothering them during a game or practice and then the kid just can't take it anymore and quits. So when I become a coach I going to use the methods Mike used and put them towards my own team.

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Rafael Junqueira
Intro
The Intelligent Investor is a personal financial book. The main topic of the book, as the title suggests, is investing, which is an extremely important issue in the business world and many people lack knowledge about it.Among all the topics discussed in the book, three of them are more relevant: the difference between investing and speculating; the importance of diversification in the stock market; and the bond/stock ratio an investor should invest.
Investing vs Speculating
“An investment operation is one in which, upon thorough analysis promises safety of principal and an adequate return. Operations not meeting these requirements are considered speculative” (p.18)
The author argues that in order to invest, people have to understand the market and posses an outlook about the economy, analyzing companies in the present and their expectations of growth. In the other hand, he argues that speculating is a gamble that securities will increase their prices because someone else is willing to pay more for it.
Diversification in the stock market
The author explains that investors, especially in the stock market, must consider inflation as a measurement of success. According to him, it does not matter how much is made in an investment, what matters is how much can be kept after inflation.
“Don’t invest in only one stock – or even just a handful of stocks”(p.129). The reason for such policy is that diversifying investments reduce risk and increase the chances of a higher return in the future.
Bonds vs Stocks
“the proportion held in bonds should never be less than 25% or more than 75% [...] the simplest choice would be to maintain a 50-50 proportion between the two (bonds and stocks)” (p.22)
These opinion based affirmations do not need to be followed to achieve success in the financial markets. What matters is the amount of risk an investor is willing and able to take. Some investors are able and willing to take a lot of risk, so they will invest more in stocks than bonds. Others are not able and willing to take a considerable amount of risk, so they will invest more in the bonds market.
Conclusion
A manager must have fully knowledge about what is happening in the financial markets to make decisions and provide profit for his/her corporation. The book was written in 1949, but still presents important information and concepts that can help the general public to make decisions regarding investing. The Intelligent Investor is a useful and entertaining reading, especially for those who are not very familiar with the financial markets.

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Never Eat Alone by Keith Ferrazzi
Jade Zimmer

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Aoci Watambela

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Andrea Nelson

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Erika Neu

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FIRST, BREAK ALL THE RULES-What the World’s Greatest Managers Do Differently --by Marcus Buckingham and Curt Coffman

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FIRST, BREAK ALL THE RULES-What the World’s Greatest Managers Do Differently --by Marcus Buckingham and Curt Coffman

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Daniel Brendel
The books title is the perfect title for the intent and for the structure of the book as the books describes what differs exceptional managers from regular managers and what they do differently in comparison to everybody else. It also tells us on how the employees should be thinking and feeling about the manager and what they expect and want from him. Besides this it also tells us what qualities and characteristics the working environment should have and how it should affect the employee as well as the manager.
12 Questions about the working environment
There are 12 questions, which the Gallup organization has determined, which show if a working environment is a good one or a bad one. If a manager can create an environment in which these 12 questions get answered positively by the employees, most of the time the manager of the company is seen as a good one. Some of these questions are:
Do I know what is expected of me at work? Do I have the equipment and material I need to do my work right? Does my supervisor or someone at work seem to care about me as a person? Are my co-workers committed to doing quality work? 10. Do I have a best friend at work?
4 keys
In this book the authors describe and explain 4 keys which great managers should try to our keys for unlocking the potential of each one of your employees.
1. Select employees based on
talent rather than experience or intelligence
2. The second key is to evaluate performance based on desired outcomes rather than direct control over the way a worker performs his or her job.
3. Great managers should try to focus on people’s strengths instead of trying to fix their weaknesses.
4. Find the right fit for your employees’ talents.
Conclusion
The role of a manager is extremely crucial in every business which is why it is so important for them to be good in what they are doing. This book is great for every manager because it explains why the normal approach isn't always the right way. It also describes 4 important keys to follow which will make every manager a better and more efficient manager.

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Isaac Emerson
Effective Groups
Good leaders are essential to an effective business group. Leaders need to know how to get the most out of their employees and for their employees to work well as a team, to be as productive as possible.
Information needed for decisions
For a group of employees to make good decisions they need information. What the book meant by this is they need to know what to shoot for or for the employer to give them a target goal to strive for. Also, giving employees information on when meetings are happening, when things are due, and who is doing them is also important information for a group to know.
Clarifying Boundaries
It is very important for groups to have boundaries that are very clear and defined. If boundaries aren't defined then people will try attempt to guess where the boundary is and that can cause many unnecessary problems. And if a team of people don't know where a boundary is they will always be second guessing if what they are doing is acceptable. In the book it talked about how boundaries lead to more freedom for a group when making decisions because then the group knows the expectations of the employer or company and where the line is so they don't have to worry about if what you are doing is acceptable.

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https://padlet.com/oolson/hyzxdlao9khm

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Book Review- The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni

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Book Review- The Five Dysfunctions of a Team: A Leadership Fable by Patrick Lencioni

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Lexi Ward
Introduction
This book is based on a true story of a team of leaders who work for a technology company who struggle to work efficiently together as a team. A new CEO is hired and she identifies the five dysfunctions that the team is experiencing and implements ways to eliminate them.
The Five Dysfunctions
1. The first dysfunction, and most important is a lack of trust, which can be overcome by employees openly expressing their vulnerabilities and backgrounds and not being afraid of rejection.
2. The next dysfunction is a fear of conflict and creation of artificial harmony to try to maintain peace. Teams must become comfortable conveying their viewpoints, especially if it is affecting their team’s efficiency and morale.
3. The next is a lack of commitment which happens when not every team member is able to buy-in to group decisions and goals. To fix this problem, members must feel as though their opinions and input matter to the rest of the group so that they will stick to the decisions they make.
4. The forth is having an avoidance of accountability, which is when members avoid interpersonal discomfort and cannot fully commit themselves to the gold of the group and hold others accountable to them as well.
5. The last dysfunction is inattention to results which occurs when members place the pursuits of their personal goals and status above collective team success. This can be avoided by explicitly stating team goals, spelling out the steps necessary to achieve the team’s desired results, and congratulating those who contribute to the team’s success.
Conclusion
It took a lot of time for all the leaders to buy-in to the ideas of the CEO but once they did, they noticed significant differences in the way their company was ran as they were able to communicate and solve issues more efficiently and raise productivity. This book taught me a lot about leadership and the importance of teamwork in the workplace.

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By: Simon Sinek
Miranda Pariera
Introduction:  Simon Sinek wrote a book based around examples of large corporations that have succeeded and failed based on how they operate from top to bottom. He gave examples of how your leaders can create an environment for your employees to feel like they can succeed in and trust.
Circle of Safety: Marines would do anything to protect each other. That starts with their generals eating last. They put their troops before themselves even though they have the power to put themselves before anyone else. This creates what Sinek calls a Circle of Safety where employees feel comfortable and they trust their leaders. When someone trusts you, they listen to you and respect you.
Happy Chemicals: Endorphins, Dopamine, Serotonin, and Oxytocin. These four chemicals, which can be both positive and negative, drive almost every decision made in the workplace. There are two selfish and two selfless chemicals. He explains how to utilize those reactions our body makes to certain situations to help the company as a whole and create a positive environment.
Long-Term Leaders: Sinek explained that short-term leaders are selfish and think about how they can make themselves look good. They look for instant gratification and put themselves before anyone else, even the good of the company. Long-term leaders look further in the future and put the company and employees first over short term solutions to help balance the books.
Conclusion: By creating a safe space, utilizing the natural survival instincts in us, and being a long-term leader, any company can succeed. Sinek pushes for a safe and positive environment where everyone is valued and put before management. Good leaders always put others first. Leaders eat last.

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Book Review- The Etiquette Edge: The Unspoken Rules for Business Success 

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Book Review- The Etiquette Edge: The Unspoken Rules for Business Success 

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Andrew Cortez
The Importance of Etiquette in Business.
Proper etiquette in business enables us to know how to handle many different situation as well as knowing some rules of etiquette that help us become more successful in business.
Credibility and Gratitude
Being able to create and keep credibility is extremely important as we can become more trustworthy and easy to rely on for many different things that will lead to our success in business. Gratitude is also extremely important as many people don't often think about how to say "thank you", knowing how to properly and correctly say "thank you" can be very important as many people in business never think of this idea.
Coping with the Price of Success
This is important because many times we are awarded a promotion or a pay raise, and others may be spiteful of our success. The book tells us a few ways to deal with this issue; analyze the criticism, try to deflate the conflict, and if the the problem is unable to be fixed just to know that the problem is not you, it is the person being spiteful.
preserving relationships while resolving differences
This to me was very helpful as many times we have a conflict with a close friend and many people don't know how to properly handle the conflict. The book gives us some options for handling this conflict; handle the conflict quickly, gather information about the conflict, fixing the problem and not looking for the person to blame, and if possible make agreements about the conflict so it is harder to infringe upon.
Conclusion
This is a great book and i think everybody pursuing a job in business should read this book as it give helpful information about the etiquette side of business, which is often overlooked.

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https://padlet.com/rabdalla1/sq9wihye2vzj
Ryan Abdalla
The Responsible Company by Yvon Chouinard & Vincent Stanley
Introduction

The Responsible Company by Yvon Chouinard & Vincent Stanley is a book comprising the main lessons learned from a quality outdoors clothing manufacturing company called Patagonia over the first 40 years that they have been in business. Patagonia is known as a responsible company because of their focus and efforts on improving the environment. Three of the major points that Patagonia outlines in this book are: the elements of business responsibility, “where to from here?”, and the crisis.

Business Responsibility

The five responsibilities of a business: responsibility to the health of the business, responsibility to the workers, responsibility to the customers, responsibility to the community, and responsibility to nature. According to Chouinard and Stanley this principle, "...lay out the elements of business responsibility, as we see them, to five key stakeholders: owners, workers, customers, communities, and nature”.

The Crisis
"The crisis" is at the core of Patagonia's beliefs as a company and is the reason why they make the efforts they do in order to save the environment. As humans we are destroying the earth at a rapid rate and the damage being done is irreversible. We are past the point of no return. We have introduced thousands of chemicals into our environment that are destroying not only the environment but are increasing terminal illnesses in us as well. Due to these high level of unnatural substances, "“We are losing species now at the rate of 100 per million per year, or 1,000 times the normal rate. Thirty percent of amphibians and 21 percent of mammals are among the most imminently vulnerable, including the polar bear, rhinoceros, tiger, giraffe, and gorilla...73 percent of flowering plants, 27 percent of corals, and 50 percent of fungi and protists”.
"Where to from here?"
Motivating companies to do what they can to help this environmental crisis. According to Patagonia, it doesn't matter where an individual is or what kind or size of business someone is in, everyone can make a difference in this issue. Large companies have power and influence on their side, although even small businesses without the same level of influence can even do what large companies cannot because they are simply too big.

Conclusion

The role of businesses can have a massive impact on an issue like this. There are many companies out there that are destroying the environment in huge ways. Businesses, especially now, have a responsibility to the planet on which we live and to the people who live on it. If there were more companies out there like Patagonia, maybe we would live in a more healthy and natural world.

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Jackie Vargas
In this book Michael Lewis talks about the growth of the Oakland A's in 2002 through manager Billy Beane. At this time the Oakland A's least funded team, so it was really hard for them to get good player due to the lack of money. Despite the lack if money they were winning a lot of games thanks to Beane. This book has become a metaphor for everything in business today: it touches heavily on concepts related to budgeting, data analytics and productivity.

Being a manager in the baseball business is very hard, but Beane some how pulled it off. Him and his colleagues went out an scouted mis valued players aka the underdog players nobody wanted. In time, other teams noted Beanie’s approach and success, and began incorporating his methods into recruiting. These new methods is what gave Bean the title of one of the best mangers and innovators of modern baseball.

In management you need to know how to deal with people and how to manage them obviously. Management is also important for innovation within a company or the employees of the company. By Beans new method and experimental ways of recruiting he was able to do more and be more successful than teams with more than twice his budget and payroll.

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By: Daron K. Roberts

Dakota Tidwell
Book Review:
https://padlet.com/dtidwell6/xc90lcf4aqwm

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By: Harvard Business Review

Shane Davis

Intro:

This book talks about how to get more out of what you do, or be more productive with our time. the first thing that needs to happen is that we need to admit we are struggling managing our time and need to make a commitment to try to improve our time.

Part 1:

The next part is about listing our goals and tracking our time/progress. if we dont have any goals than we are not going to be able tomake any improvements towards being more productive. We need to be able to also track our progress to see if we are keeping up on schedule.

Part 2:

After that we need to Schedule our workload and prioritize the things that we need to get done. this also includes using deadlines to our advantage (later deadlines fall later on the list). one good idea that was listed in the book was to write a daily to do list and be sure to check every single one off before you go to sleep.

Conclusion:

This book helps alot with laying out a foundation to keep good habits and make every deadline that you have, and to feel like you are being more productive with your time and less stressed.

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Tyler Joplin
Introduction
War Room is an autobiography of Bill Belichick Hall of Fame coaching career. The book goes in depth of all of his seasons as a head coach in the NFL and showed what made his teams successful. The main things that allowed him and his teams to be successful was their ability to deal with adversity, having grit, and blocking out distractions.
Adversity
Belichick had a lot of adversity to deal during his NFL coaching career. He had a tons of adversity in his first job as the Cleveland Browns Head Coach. He had trouble getting a good Quarterback, lack of good draft picks, and lack of getting free agents to sign. Even though his system failed to produce in Cleveland he persevered was able to have a great coaching career in New England.
Having Grit
Belichick's 2001 Patriot team was a perfect example of having grit. After losing their starting quarterback week 2 their second string quarterback lead the team to the playoffs.They weren't the best team on paper but, were able to grind out two playoff wins on the final drive of the game. One of those drives came in the most important game of the year the Superbowl. The Patriots showed a lot of grit because they weren't supposed to make it to the playoffs but found a way to become Superbowl champions.
Blocking Out Distractions
The 2007 New England Patriots was a season filled with distractions. After week one NFL found out that the Patriots were spying on the Jets signals. The media called it "Spygate" and every week the questions about Spygate continued. The outside media was devaluing not only their current season but also their previous Superbowl titles. Instead of letting the Spygate ruin their season they used it as motivation. They were out to prove the world wrong and not just win every game but destroy the opposing team by as many points as possible. The Patriots were a perfect 18-0 before losing to the Giants in the Superbowl. Still a great season with what the team had to over come because it would have been easy to loose focus when you are the most hated team in the league.
Conclusion
This book was showed how Bill Belichick is able to have a successful team year in and year out. It was a great book to show how to get the most out of your team. I also think that the way Belichick runs his team and what he teaches them can be applied to the business world.