This blog post is just my quick notes and takeaways on three books I finished listening to or reading in the last month or two. There is no other reason for these thee books to be bundled into single post other than my convinience and trying to make this relatively short.

Four thousand weeks

The book’s title itself is a reminder: we have roughly 4,000 weeks to live, a limited and precious resource. Some quick notes:

• We have only 4k weeks to live.
• Many people try to structure their lives around optimizing time and increasing efficiency, but this often leads to stress and dissatisfaction. Rather than overcommitting to work, obligations, or superficial tasks, we should focus on meaningful experiences and relationships.
• Focus on the present: Moments! Moments!
• Since time is limited, aiming for perfection is a waste of energy.

Deep Work

I’m glad I did an exercise of writing about deep work on my blog before finishing the book as it game me an opportunity to compare my thoughts before and after. I always used read/listen to books from beginning till the end; this time around I skipped first half, which explained why deep work is important and intentionally went to second part on how to achieve deep work; this is kind of stepping over myself but also because I’m convinced that deep work is key to performance. I’ve been intentionally applying what I learned from the book – this is often hard, as I need to push myself to wake early, but those 3 hours I get early in the morning are really-really super productive.

Some key learnings, recommendations from the book, not mandatorily applicable to everyone, and not in any particular order:

• Deep Work is a skill and we can improve it
• Quit social media or evaluate if it benefits you.
• Embrace boredom – this one is really funny, basically the author argues that once we have time for rest we should not fill it with distractions like scrolling on phone or watching TV, we should give our brain time to relax properly and not have habits to entertain ourselves.
• Brain focused work capacity is limited, thus we need to work on most important things early and without distractions.
• Have big blocks of focused work in the morning and for the rest of day plan each day in 30min intervals, this is not to prescribe what to work on, but to create micro deadlines.

PEAK: The new science of Athletic Performance

This is a book on athletic performance targeting sport coaches I picked from a library. I consider myself a recreational athlete (running, rock climbing, kickboxing, gym) and wanted to learn a bit of theory behing athletic performance. Some the the points below are just things I noted for myself and might be personal takeaways:

• Sleep is fundamental to both physical and mental well-being. Sleep well and enough.
• Gut Health: A diverse gut microbiome supports overall health. Strive to each veriety of foods.
• Blood Sugar and Mood: High blood sugar correlates with mood fluctuations, so stable blood sugar levels are ideal. Watch sugar consumption.
• Creatine is a safe, extensively studied supplement shown to benefit both power and endurance performance. Ok and benefitial to consume creatine.
• Optimization Choices: We can only optimize on one of the three—health, body composition, or performance. A balanced approach might be best for recreational athletes.
• Saunas: Limited impact on performance improvement. Fine to like sauna, but not really a perfomance booster.
• Recovery should be periodized to support long-term training. Rest well and enough before next trainign which should be harder (longer & intense).
• Athletic Health: Athletes fall ill more often than expected due to physical stress, though elite athletes may experience this slightly less. Listen to the body.
• Heart Rate Variability (HRV): Healthier individuals generally show slightly higher HRV. My HRV currently measures between 40-50, on the lower end for my age, likely impacted by stress. Active individuals of my age often see HRV closer to 70. Watch how this changes over time.
• Chronic Traumatic Encephalopathy (CTE): A risk associated with repetitive micro-concussions, particularly in contact sports like MMA. Take extra precautions to avoid head injuries in kickboxing.
• Mental Resilience: Elite athletes frequently employ self-talk such as “You will move up” and “You are #1” to boost performance. Experiment with positive self-talk. Maybe read book “Unf*ck youself”.

Disclaimer: I works for Google. Opinions expressed in this post are my own and do not represent opinions of my employer.

NOTE: Most of this was written in Sep 2020 (month after joining Google). I’m not too sure why I didn’t publish it back then.

I picked the book called “Software Engineering at Google” by a recommendation by one of my colleagues. Because the book is written for outsiders for me, as a Noogler, it bridges the gap between my prior external experience and knowledge and internals of Google that I start experiencing.

Some criticism? Or course. Personally I think the book is way too long for the content it contains. Style changes with each chapter. Some are written like they were someone’s life story, some are written like publications, yet some are written like promotions of a software product. I’m not telling someone did a bad job, it is just a natural outcome of multiple people writing a book.

Do I recommend the book? Yes! Though, you would gain most from reading it provided you: 1) are a software engineer AND 2) (started working at Google OR are interested in Google OR are working for another big tech company). I would say to hold reading the book till later if you have little to none industry experience and if are not working for a big software company. I think it would be hard to relate to many problems described in the book without prior experience. For example, the book would talk about source control systems and compares between distributed and centralized ones and provides an explanation why a monorepo works well at Google.

The book is not a software engineering manual, although it covers many software engineering topics. Things are mostly covered from Google’s point of view. This means that some problems might not be applicable to you and even for those problems that are applicable, solutions might not be feasible or reasonable. Most software companies hardly ever need to solve for scale of software engineers working for them, but at Google there are 10th of thousandths of SWEs, so this becomes important.

The book’s thesis is that Software Engineering extends over programming to include maintenance of software solutions.

The below is not so much book review, but rather me taking notes. Some of the below are quotes. Some of them are small comments and thoughts. Skim through it to get an idea of what’s in the book.

Thesis

• Question “What is the expected life span of your code?”
• Things change and what was efficient might no longer be.
• Scale Everything, including human time, CPU, Storage
• Hyrum’s Law: https://www.hyrumslaw.com/With a sufficient number of users of an API, it does not matter what you promise in the contract: all observable behaviors of your system will be depended on my somebody.
  • Example with ordering inside of a hashmap
• “Churn Rule” – expertise scales better, this is probably why EngProd exists.
• Beyounce Rule – cover with CI what you like. For example, compiler upgrades.
• Things are cheaper at the start of a project.
• Decisions have to be made even if data is not there.
• “Jevons Paradox” – “Jevons paradox occurs when technological progress or government policy increases the efficiency with which a resource is used (reducing the amount necessary for any one use), but the rate of consumption of that resource rises due to increasing demand.” – wiki
• Time vs. scale. Small changes; no forking
  • Figure with timeline of the developer workflow
• Google is data driven company, but by data we also mean, evidence, precedent, and argument.
• Leaders that admit mistakes are more respected.

Culture

• Genius is a myth. It exists because of our inherent insecurities. Many technology celebrities made there achievements by working with others. Don’t hide in your cave.
• Hiding is considered harmful (example with bike gear shifter).
• Bus factor
• Three Pillars of social interaction: humility, respect, trust.
• Techniques: rephrase critizism, fail fast and often
• Blameless
• Politicians never admit mistakes but they are on a battlefield
• Googley: thrives in ambiguity, values feedback, challenges status quo, puts the user first, cares about the team, does the right thing

Knowledge Sharing

• Challenges: lack of psychological safety, information islands, duplication, skew, and fragmentation, single point of failure, all-or-nothing, parroting (copy-paste without understanding), haunted graveyards
• Documenting knowledge scales better than one-to-many sharing by an expert, but an expert might be better at distilling all of the knowledge to particular use-case
• Psychological safety is the most important part of an effective team. Everyone should be comfortable asking questions. Personal comment: I find myself guilty of not always providing safe environment for my colleagues in the past I would use “well-actually” and frequent interuptions.
• Biggest mistake for beginners is not to ask questions immediately and continuing to struggle.
• 1-to-1 doesn’t always scale so community and chat groups can be used instead.
• To provide techtalks and classes few conditions are needed to justify them: complicated enough topic, stable, teachers needed to answer questions,
• Documentation is vital part of keeping and sharing knowledge
• “No Jerks”. Google nurchures culture of respect.
• Google provides incentives to share knowledge (for example peer bonus, kudos, etc).
• go/ links and codelabs
• Newsletters have their nieche of delivering information
• code readability process. I personally was always looking for way to make code look more uniformly throughout projects I worked on. And here we are this is implemented on the scale of entire large company. trade-off of increased short-term code-review latency for the long-term payoffs of higher quality code

Engineering for Equity

• Unconscious bias is always present and big companies have to acknowledge its presence and work towards ensuring equality.
• Google strives to build for everyone. AI based solutions are still behind and still include bias.
• It is ok to challenge existing processes to ensure greater equity.

How to Lead a Team

A really great chapter.

• Roles are Google are: The Engineering Manager (people manager), The Tech Lead (tech aspects), The Tech Lead Manager (mix)
• Technical people often avoid managerial roles as they are afraid to spend less time coding
• “Above all, resist the urge to manage” – Steve Vinter
• “Traditional managers worry about how to get things done, whereas great managers worry about things get done (and trust their team to figure out how to do it).”
• Antipaterns:
  • Hire pushovers
  • Ignore Low Performers
  • Ignore Human Issues
  • Be Everyone’s Friend (people may feel pressure to artificially reciprocate gestures of friendship).
  • Compromise the Hiring Bar
  • Treat your Team Like Children
• Patterns:
  • Lose the Ego – gain team’s trust by apologizing when you make mistakes, not pretending to know everything, and not migromanaging.
  • Be a Zen Manager – being skeptical might be something to tone down as you transition to a manager. Being calm is very important as it spreads. Ask questions.
  • Be a Catalyst – build consensus.
  • Remove Roadblocks – In many cases, knowing the right person can be more valuable than knowing how to solve a particular problem.
  • Be a Teacher and a Mentor
  • Set Clear Goals – entire team has to agree on some direction
  • Be Honest – Google advises against “compliment sandwich” as it might not deliver the message. Example with analogy of stopping trains.
  • Track happiness – A good way is to always ask at the end of 1:1 “What do you need?”
  • Delegate, but get your hands dirty
  • Don’t wait, make waves when needed
  • Shield your team from chaos
  • Let the team know when they do well
• People Are Like Plants – very interesting analogy
• Intrinsic vs. Extrinsic Motivation

Leading at Scale

• Three “always”: Always be Deciding, Always be Leaving, Always be Scaling
• Always Be Deciding is about trade-offs (plane story); best decision at the moment; decide and then iterate
• Always be Leaving is about not being single point of failure, avoiding bus factors
• Product is a solution to a problem. Make teams work on problems not products that can be short lived.
• The cycle of success: analysis, struggle, traction, reward ( which is a new problem)
• Important vs. Urgent – gtd, dedicated time scheduling, tracking system
• Top leaders should learn to deliberately drop some balls and conserve their energy. It is good enough to focus on 20% of things.

Measuring Engineering Productivity

• Google decided that having dedicated team of experts focusing on eng productivity is great idea. Entire research was even dedicated to study productivity.
• Case-study: readability
• Google measures using Goals/Signals/Metrics
• Signal is the way in which we will know we have achieved our goal
• Metric is exactly how we measure signals
• Actions Google takes are “tool driven” – tools have to support new things instead of just telling engineers to change anything
• For qualitative metrics consider surveys

Style Guides and Rules

• Google has style guildes which are more than just about style but more about rules
• Rules have to be: optimized for the reader of the code, have weight and not include unnecessary details, and have to be consistent.
• Example when rules can change is when this is at scale and for very long periods of time. For example, C++ rules, with an example of starting to use std::unique_ptr

Code Review

• This covers typical code review flow. Snapshots and LGTM.
• There are three aspects: any other engineer’s LGTM, owners LGTM, readability LGTM. Three can come from one person
• Code Review benefits: code correctness, code is comprehensible, consistency, ownership promotion, knowledge sharing, historical record.
• Code reviews help with validation for people who suffer from imposter syndrome.
• There is a big emphasis on writing small changes
• Write good change descriptions
• Adding more reviewers leads to diminishing returns
• Code review buckets: greenfield, behavioural changes, bug fixes, refactorings and large scale changes

Documentation

• Most documentation comes in form on code comments
• Documentation scales over time
• Arguably documentation is like code, so it should be treated like code (policies, source control, reviews, issue tracker)
• Wiki-style documentation didn’t work out because there were no clear owners, therefore documents became obsolete, duplicates appeared. This grew into number one complain.
• Documentation has to be audience oriented.
• Types of documents: reference documentation (what is code doing), design, tutorials (clear to reader), conceptual docs, landing pages (only links to other pages).
• Good document should answer: WHO (audience), WHAT (purpose), WHEN (date), WHERE (location of doc, implicit), WHY (what will it help with after reading).
• “CAP theorem” of document: Completeness, Accuracy, Clarity.
• Technical writes are helpful documenting on the boundaries between teams/APIs but are not great asset for team specific documentation.

Testing Overview

• What does it mean for a test to be small? It can be measured in two dimensions: size (can be defined by where they run: process, machine, wherever) and scope.
• Small – single process (no db, no IO, preferably single-thread); Medium – single machine, no network calls, Large – no restrictions. This can be enforced by attributing tests and frameworks that run tests.
• Scope is how much code is evaluated by a test.
• Flakiness can be avoided by multiple runs – this is trading CPU time for engineering time.
• It is discouraged to have control flows in tests (if statements, etc).
• Testing is a cultural norm at Google.

Unit Testing

• Aim for 80% UT and 20%broader tests.
• Tests have to be maintainable.
• Big emphasis on testing only via public API.
• Test behaviors and not methods.
• Jasmine is a great example of behavior driven testing.
• A little of duplication in tests is OK; not just DRY. Follow DAMP over DRY.

Test Doubles

• Seams – way to make code testable; effectively DI.
• Mocking: fake (similar to real impl); stub – specify return values; interaction testing (assert was called)
• Google’s first choice for tests is to use real implementations. Arguable this classical testing approach is more scalable.
• Fakes at Google are written and have to have tests of their own.
• It is fair to ask owners of an API to create fakes.
• Interaction testing is not preferred though warranted if no fake exists or we want to count number of calls (state won’t change).

Larger Testing

• General structure of a large test: obtain system under test (SUT), seed necessary test data, perform actions using the SUT, verify behaviors
• Larger Tests are necessary as UT cannot cover the scope of complicated interactions
• Larger tests could be of different types: performance, load, stress testing; deployment configuration testing; exploratory testing; UAT; A/B diff testing; probes and canary; disaster recovery testing; user evaluation; etc.

Deprecation

• Code is a liability, not an asset.
• Migrating to new systems is expensive. In-place refactorings and incremental deprecations can keep systems running while making it easier to deliver value to users.
• Deprecations: advisory and compulsory.
• For compulsory deprecation is it always best to have a team of experts responsible for this.

Version Control and Branch management

• Google got stuck with centralized VCS. The book argues that there really are no distributed VCS, as all of them would require a single source of truth
• I used to work with both centralized and distributed systems. What google does is even a bit more different as branching is not encouraged at all
• Sometimes it is ok to have two source of truth. For instance, Red Hat and Google can have their own versions of Linux
• Arguably if UT, IntegrationTests, CI and other policies are in place dev branches are not needed
• Other disadvantages of dev branching is difficulty of testing and isolating problems after merges
• “One Version” – for every in our repository, there must be only one version of that dependency to choose
• Hopefully in future OSS will arrive at virtual mono-repo with “One-Version” policy which will hugely simply OSS development over next 10-20 yearst

Static Analysis

• Static Analysis has to be scalable and incremental running analysis only on relevant parts

Dependency Management

• Managing dependencies is hard. Big companies come up with their unique solutions.
• A dependency is a contract so if you provide one this will cost you.
• SemVer is a standard in versioning dependencies but is only an attempt to ensure compatibility.
• Compatibility can also be ensured using test harnesses.

Large Scale Changes

• LSC might be semi-unique to Google and other super-large companies but at this scale changing int32 to int64 everywhere in code base has to have special processes in place.

Continuous Integration

• Everyone does CI these days and CI systems become ever more complex.
• Actionable feedback from CI is critical.

Continious Delivery

• “Velocity is a team sport” of reliably and incrementally delivering new value fast.
• Ways to achive this are: evaluating changes in isolation; shipping only what gets used; shifting left (more more things to earlier in the pipeline); ship early and often.

Compute as a Service

• Container based architecture adapted to a distributed and managed environment with common infrastracture is a solution to handling scale.

Overall thoughts on the book

Although the book “Clean Architecture” is written by famous voice in software engineering, Robert C. Martin, and indeed has a lot of great advice it certainly did not meet my expectations. In my opinion the book is very outdated, is very focused on old ways of building software, namely monolithic and 3-layer applications for commercial enterprises. Yes there are touches on embedded software as well as on SOA and micro-services, but they seem to have been added as an afterthought. At the very least I didn’t get the feeling author had any first-hand experience with resent trends.

There were few instances were I had to stop and think for myself that I completely disagree with the author. For instance, in “The Decoupling Fallacy” chapter the author argues that services are anyway coupled because they use same data passed around and modifying interface of data requires changes in many places. Well it depends on how you design your services and example given in book looked very artificial – not something that you would see in real world implementations. Luckily it is also the point that we can redesign services to reduce this kind of coupling.

For another instance, there was an advice on introducing dedicated testing API that can bypass security and other complications to streamline testing. This seemed very odd and potentially dangerous. It might help in some places, but I would imagine this is just making things worse in the long run. Anyway my opinion.

Don’t get me wrong the book is good as a food for thought and some chapters are really great, but I don’t think it will help you design clean architecture.

Chapter by chapter

The book starts with programming paradigms, such as structured programming, object-oriented, and functional. Not sure if this fits the overall topic of the book, but the overview of these paradigms is nice and gradually takes the reader to further topics.

After these there are chapters on SOLID design principles, which I think are great. This is probably the best part of the book. I even think SOLID could have been super-short standalone book. I really appreciate the way author consolidated these principles and described in details. In many ways people can attribute these principles to him, but don’t make this mistake – they existed before and different people described them in different ways, though it is still author’s public speaking and consolidation that made them stick in heads of so many software engineers. In fact I’ve probably given tech talk on them twice in my career. In case you don’t remember SOLID stands for 5 principles: Single responsibility, Open–closed, Liskov substitution, Interface segregation, Dependency inversion.

Later author introduces the concept of components, which he defines as smallest deployable pieces of software. We can apply the same SOLID principles from code level to component level. This is where the author introduces many new definitions, which I do not think got stuck in software engineer heads. At least they didn’t get stuck in my head and I don’t remember others ever talking about them. These are things like: reuse/release equivalence principle, common closure principle, common reuse principle, etc.

After this we go one level higher where we look at boundaries between components and how we build good architecture. This is where I started taking more detailed notes. Below are some raw notes almost “as-is” when I was taking them.

Boundaries: Drawing Lines

• Non-business decisions like architecture frameworks have to be deferrable.
• What lines to draw?
  • UI is independent from business rules.
  • Example with business rules and database where there is a boundary between the two and database depends on business rules.
  • We can make things that depend on core business rules to be plugins (GUI or Database can be considered “plugins”)
  • Great example is VS and Resharper
• Breaking system into components, marking some of them as core and making others to be inject-able plugins resembles dependency injection from code level on architecture level.

Boundary Anatomy

• Boundary crossing is when function from one component calls function from another.
• Boundary strategy: local process boundaries, services, linked components. Chattiness should always be limited.

Policy and Level

• Architecture is often about building directed acyclic graph.
• “level” is distance between inputs and outputs.

Business Rules

• Business rule are rules that make or save company money.
• Entity object embodying set of business rules.
• Use-cases are descriptions for automated system. They consists of: input, output, steps in between.
• Use-cases should not describe how application looks like.
• Business rules should be the most independent and reusable code in the system.

Screaming Architecture

• Architecture should scream what this software is for and not what frameworks or algorithmic approach it is implemented with.
• Frameworks are options that are to be left open.

The clean architecture

• Good architecture: independent of UI, database, frameworks and external agency; testable.
• Dependency Rule: source code dependencies must point only inward, toward higher-level policies.
• When we pass data across a boundary it is in a form more convenient for inner circle and such that it doesn’t create a dependency on outer circle.

Presenters and humble objects

• Humble Object pattern – separation of behavior by testable and hard-to-test. This introduces us to Presenter-ViewModel-View. At least this is how it looked to me.
• Database Gateways
• Data Mappers
• Service Listeners

Partial Boundaries

• Partial boundary is when you prepare to have two components but still keep them together.
• One-dimensional boundary is similar to a Strategy pattern.
• Service boundary interface is used by clients and implemented by service. This is classic for RPCs or other communication frameworks.
• Facade – even simpler boundary

Layers and boundaries

• Gives an exampe of Hunt the Wumpus game from 1972. I wasn’t even born then! While explaining it the book mentions among other things store for the game’s persistence layer can be in cloud? Hm… weird combo.

The Main Component

• Main component – something that controls everything else. Entry point into system.
• This chapter looked like it is there to fill-in the pages.

Services: Great and Small

• Arguing that SOA and microservices are only partially allowing for decoupling, and separation of development and deployment.
• In The Decoupling Fallacy the author argues that services are anyway coupled because they use same data passed around and modifying interface of data requires changes in two places.
• Fallacy of Independent Development and Deployment. Author says that development and deployment has to be coordinated and therefore this is a lie. I somewhat disagree.
• We can do SOLID on service level and this is where I do agree.

The Test Boundary

• “From architectural point of view, all tests are the same” – hm… “Their role is to support development, not operation” – hm…
• Design for testability
• Advices to have testing API that bypass security etc.

Clean Embedded Architecture

• Getting the app to work is “app-titude test”
• Target-hardware bottleneck – what you write only works on specific hardware and can only be tested there
• For embedded software engineers the job is to firm separation between firmware and software that sit on top of hardware. HAL – hardware abstraction layer (on top of firmware).
• A clean embedded architecture should hide hardware specifics and leave them only to firmware.
• Clean embedded architecture also separates software from operating system by introducing OSAL (operating system abstraction layer).

The Database is a detail

• Arguing that hard drives will have the fate of CDs and soon everything will be stored as in RAM, via data structures.
• Tells a story or marketing for RDBMS

The Web is a detail

• Talks about osculations of moving computing power between centralized place and distributing it
• Argues that GUI is a detail.

Frameworks are details

• When you decide on a framework you make one-directional marriege commitment

Case-study: video Sales

• Split by two dimentions: Single Responsibility Principle and Dependency Rule

Conclustion

It is an ok book but somehow I don’t think I can recommend it. It won’t be waste of time, of course, but you might feel like you didn’t get much out of it – the way I feel. The nuggets that do exist in the book, like chapters on SOLID is something you can read online or even watch numerous videos with Robert C. Martin online where he talks about them.

Not too long ago I wrote a post called “It’s all in your head: thoughts on 15 books“, since then I read few more non-technical books, which I will be covering here. Technical books are usually covered in via separate blog post, like this one on Designing Data-Intensive Applications. I don’t want to turn my blog into book reviewing site, but just listing book often helps me recall some of the interesting points, so please bear with me or just skip this post :)

Can’t Hurt Me

Out of the books in this list I liked this one the most for its story. The audiobook which I listened to on audible is compilation of narration with kind of podcast insertions and comments by the author and the narrator. This really makes the book alive, like if someone was telling you a story in person. And oh my goodness… the story is something – you get to understand that some people have nightmarish lives full of suffering and yet persevere.

The book is the inspirational autobiography of David Goggins who had horrible childhood, terrible start of his adulthood, and yet despite all the odds, he has found insane drive to accomplish unthinkable, almost inhuman things, like setting world record for pull-ups, running ultramarathons, and pushing the limits of what is though possible for human body.

Some quotes:

Everything in life is a mind game! Whenever we get swept under by life’s dramas, large and small, we are forgetting that no matter how bad the pain gets, no matter how harrowing the torture, all bad things end.

Be more than motivated, be more than driven, become literally obsessed to the point where people think you’re fucking nuts.

One of the other reasons I really liked the book is that is talks a lot about running and I like running. In fact, the book and a friend of mine motivated me to run until I exhausted myself (maybe state of mind as well), unfortunately that turned out in knee joint pain and only 33km run. Hoping to complete my loop some other time.

The Compound Effect

This book felt more like motivational rant by a training coach pushing you to build right habits and sticking to them. Not as foundational as “The Power of Habit” from the previous list I had, but way more inspiring. So if someone needs a little kick in the butt, this call for action book might work well. I don’t think it worked for me, though.

You will never change your life until you change something you do daily. The secret of your success is found in your daily routine.

Some of my thoughts on the compound effect

Some say, be 1% better than previous day, something like (1.01)^365 = ~37.78, which is ~3800% better, but I have a very serious reservation on this. Again on numbers: let’s say this is about workouts or running at which case gaining 1% actually hits the limits of human body. I took my best 10K number which is 54:59 (3299sec) – super slow when you compare to the world record of 26:17 (1577sec). Now let’s say I only do 1% improvement every day, or each other 3 day while training over 3 years, then I should be running 10K in 84 seconds with a speed 428km/h (900km/h for world record holder). Of course, this is ridiculous. My point here is that there are so many other things that do not fall under this rule. I bet that our mental capacities also have the limits as all of mental processing is built on top of physical brain. Again, each next 1% is exponentially harder to achieve.

David and Goliath

The other book I read earlier by Malcolm Gladwell was Outliers, which I remember as a really great eye-opener on explaining why some things stand out, therefore I was really happy to receive a recommendation to read another book by him.

The book wasn’t exactly what I expected, but I definitely found intriguing how we can look at well known historical stories from totally different perspective and how David’s approach has to be taken when you seem to be at complete disadvantage.

We all know the story of David and Goliath, but the truth is that there is nothing to be surprising about David winning the battle. Goliath is huge and cannot see, he cannot move quickly and range of his weapons are limited when David uses another approach, as put by the author:

[A] sling has a leather pouch with two long cords attached to it, and … a projectile, either a rock or a lead ball. … It’s not a child’s toy. It’s in fact an incredibly devastating weapon. … If you do the calculations on the ballistics, on the stopping power of the rock fired from David’s sling, it’s roughly equal to the stopping power of a [.45 caliber] handgun. This is an incredibly devastating weapon. … When David lines up … he has every intention and every expectation of being able to hit Goliath at his most vulnerable spot between his eyes.

So next time when you hear about the story don’t just think in terms of underdogs but also think in terms of underestimated but totally capable competitors.

Two more quotes:

You can’t concentrate on doing anything if you are thinking, “What’s gonna happen if it doesn’t go right?

The scholars who research happiness suggest that more money stops making people happier at a family income of around seventy-five thousand dollars a year. After that, what economists call “diminishing marginal returns” sets in. If your family makes seventy-five thousand and your neighbor makes a hundred thousand, that extra twenty-five thousand a year means that your neighbor can drive a nicer car and go out to eat slightly more often. But it doesn’t make your neighbor happier than you, or better equipped to do the thousands of small and large things.

Relentless

Found this one to be another motivational rant. Way-way too much about sports as for my taste. The quotes from the book, though, are quite motivational. But, again, as with any book like that – what matters is what you do afterwards. Not recommending this one.

How to Talk to Anyone

Not inspired to write a complete review here. The book, especially the first parts, is really helpful in understanding how some things could help you strike a good conversation with almost anyone, but it is too trickery for me. I anyway always spoil all of the good conversations at some point of time especially with people who are important to me. This post is a complete summary of the book (maybe 20 min read) and you are done: https://sivers.org/book/HowToTalkToAnyone Otherwise cannot recommend to read entire book.

Instead of conclusion

There is nothing to conclude here, I only ask you for recommendations of some good non-fictional books. Thank you so much for reading!

The book

The book starts with arguments on why it is important to focus on your strengths versus your weaknesses. The author points out that for way too long industries are trying to “fix” people, and it has some benefits, but empowering people in areas they are best at produces significantly greater results. “We found that if your manager focuses on your strengths, your chances of being actively disengaged go down to one in one hundred. However, if your manager primarily focuses on your weaknesses, your chances of being actively disengaged are 22%, and if your manager ignores you, that percentage rises to 40%.”

“StrengthsFinder 2.0” then continues with introducing 34 different talents/strengths. The book provides brief description, a few examples of how person with this quality could sound like, and then proceeds with recommendations for individual and leader who manages person with this strength.

It makes sense to take an assessment before reading through these to know which ones to pay more attention to (though you are likely to just feel when it is about you).

The assessment

Do you know those online personality assessments where they ask you 10-20 questions and then give you a result, which says “You are 75.99% leader” or something. I am very skeptical of most of such assessment, even though, people, including me, like to take those. When I opened questionnaire that comes with the book “StrengthsFinder 2.0” I was positively surprised. It is a set of 177 questions and each of them is where you need to choose between two unrelated aspects of your personality within 20 seconds. So, from the first look, it was clear that it is superior to most of other. The book is based on 40 years of research and the assessment is taken by millions of people, so there is foundation for the assessment to be good.

Result of this assessment is 5 strengths that characterize you. You get results in a form of a document that with a description, example of how person possessing each strength would sound like, and 10 ideas for action for each strength. I was shocked by how strongly those 5 resonated with my personality, so I decided to embed few of such ideas into my own growth plan.

The assessment is available only if you buy a book (I listened to it on audiable.com) or if you purchase the access code. Link to assessment: https://www.gallupstrengthscenter.com/

My results

I keep these mostly for my own record, but what surprised me about the results was how unexpected some of those were. For instance, I never think of myself as competitive person. Though when reading through qualities of a competitive person and analyzing my own behaviour, I started to agree. This explains why I was so happy to win programming competitions, or hackathon in the past, but also why I avoid taking part in competitions where my chances are slim. Competitors don’t play to participate, they play to win.

1. Competition. People who are especially talented in the Competition theme measure their progress against the performance of others. They strive to win first place and revel in contests.
2. Focus. People who are especially talented in the Focus theme can take a direction, follow through, and make the corrections necessary to stay on track. They prioritize, then act.
3. Achiever. People who are especially talented in the Achiever theme have a great deal of stamina and work hard. They take great satisfaction from being busy and productive.
4. Analytical. People who are especially talented in the Analytical theme search for reasons and causes. They have the ability to think about all the factors that might affect a situation.
5. Significance. People who are especially talented in the Significance theme want to be very important in the eyes of others. They are independent and want to be recognized.