part of the work and begin building the next habit

part of the work and begin building the next habit.
Mastery is the process of narrowing your focus to a tiny element of
success, repeating it until you have internalized the skill, and then using this
new habit as the foundation to advance to the next frontier of your
development. Old tasks become easier the second time around, but it
doesn’t get easier overall because now you’re pouring your energy into the
next challenge. Each habit unlocks the next level of performance. It’s an
endless cycle.
MASTERING ONE HABIT
MASTERING A FIELD
FIGURE 16: The process of mastery requires that you progressively layer
improvements on top of one another, each habit building upon the last
until a new level of performance has been reached and a higher range of
skills has been internalized.
Although habits are powerful, what you need is a way to remain
conscious of your performance over time, so you can continue to refine and
improve. It is precisely at the moment when you begin to feel like you have
mastered a skill—right when things are starting to feel automatic and you
are becoming comfortable—that you must avoid slipping into the trap of
complacency.
The solution? Establish a system for reflection and review.
HOW TO REVIEW YOUR HABITS AND MAKE ADJUSTMENTS
In 1986, the Los Angeles Lakers had one of the most talented basketball
teams ever assembled, but they are rarely remembered that way. The team
started the 1985–1986 NBA season with an astounding 29–5 record. “The
pundits were saying that we might be the best team in the history of
basketball,” head coach Pat Riley said after the season. Surprisingly, the
Lakers stumbled in the 1986 playoffs and suffered a season-ending defeat in
the Western Conference Finals. The “best team in the history of basketball”
didn’t even play for the NBA championship.
After that blow, Riley was tired of hearing about how much talent his
players had and about how much promise his team held. He didn’t want to
see flashes of brilliance followed by a gradual fade in performance. He
wanted the Lakers to play up to their potential, night after night. In the
summer of 1986, he created a plan to do exactly that, a system that he called
the Career Best Effort program or CBE.
“When players first join the Lakers,” Riley explained, “we track their
basketball statistics all the way back to high school. I call this Taking Their
Number. We look for an accurate gauge of what a player can do, then build
him into our plan for the team, based on the notion that he will maintain and
then improve upon his averages.”
After determining a player’s baseline level of performance, Riley added
a key step. He asked each player to “improve their output by at least 1
percent over the course of the season. If they succeeded, it would be a CBE,
or Career Best Effort.” Similar to the British Cycling team that we
discussed in Chapter 1, the Lakers sought peak performance by getting
slightly better each day.
Riley was careful to point out that CBE was not merely about points or
statistics but about giving your “best effort spiritually and mentally and
physically.” Players got credit for “allowing an opponent to run into you
when you know that a foul will be called against him, diving for loose balls,
going after rebounds whether you are likely to get them or not, helping a
teammate when the player he’s guarding has surged past him, and other
‘unsung hero’ deeds.”
As an example, let’s say that Magic Johnson—the Lakers star player at
the time—had 11 points, 8 rebounds, 12 assists, 2 steals, and 5 turnovers in
a game. Magic also got credit for an “unsung hero” deed by diving after a
loose ball (+1). Finally, he played a total of 33 minutes in this imaginary
game.
The positive numbers (11 + 8 + 12 + 2 + 1) add up to 34. Then, we
subtract the 5 turnovers (34–5) to get 29. Finally, we divide 29 by 33
minutes played.
29/33 = 0.879
Magic’s CBE number here would be 879. This number was calculated
for all of a player’s games, and it was the average CBE that a player was
asked to improve by 1 percent over the season. Riley compared each
player’s current CBE to not only their past performances but also those of
other players in the league. As Riley put it, “We rank team members
alongside league opponents who play the same position and have similar
role definitions.”
Sportswriter Jackie MacMullan noted, “Riley trumpeted the top
performers in the league in bold lettering on the blackboard each week and
measured them against the corresponding players on his own roster. Solid,
reliable players generally rated a score in the 600s, while elite players
scored at least 800. Magic Johnson, who submitted 138 triple-doubles in his
career, often scored over 1,000.”
The Lakers also emphasized year-over-year progress by making
historical comparisons of CBE data. Riley said, “We stacked the month of
November 1986, next to November 1985, and showed the players whether
they were doing better or worse than at the same point last season. Then we
showed them how their performance figures for December 1986, stacked up
against November’s.”
The Lakers rolled out CBE in October 1986. Eight months later, they
were NBA champions. The following year, Pat Riley led his team to
another title as the Lakers became the first team in twenty years to win
back-to-back NBA championships. Afterward, he said, “Sustaining an
effort is the most important thing for any enterprise. The way to be
successful is to learn how to do things right, then do them the same way
every time.”
The CBE program is a prime example of the power of reflection and
review. The Lakers were already talented. CBE helped them get the most
out of what they had, and made sure their habits improved rather than
declined.
Reflection and review enables the long-term improvement of all habits
because it makes you aware of your mistakes and helps you consider
possible paths for improvement. Without reflection, we can make excuses,
create rationalizations, and lie to ourselves. We have no process for
determining whether we are performing better or worse compared to
yesterday.
Top performers in all fields engage in various types of reflection and
review, and the process doesn’t have to be complex. Kenyan runner Eliud
Kipchoge is one of the greatest marathoners of all time and an Olympic
gold medalist. He still takes notes after every practice in which he reviews
his training for the day and searches for areas that can be improved.
Similarly, gold medal swimmer Katie Ledecky records her wellness on a
scale of 1 to 10 and includes notes on her nutrition and how well she slept.
She also records the times posted by other swimmers. At the end of each
week, her coach goes over her notes and adds his thoughts.
It’s not just athletes, either. When comedian Chris Rock is preparing
fresh material, he will first appear at small nightclubs dozens of times and
test hundreds of jokes. He brings a notepad on stage and records which bits
go over well and where he needs to make adjustments. The few killer lines
that survive will form the backbone of his new show.
I know of executives and investors who keep a “decision journal” in
which they record the major decisions they make each week, why they
made them, and what they expect the outcome to be. They review their
choices at the end of each month or year to see where they were correct and
where they went wrong.
*
Improvement is not just about learning habits, it’s also about fine-tuning
them. Reflection and review ensures that you spend your time on the right
things and make course corrections whenever necessary—like Pat Riley
adjusting the effort of his players on a nightly basis. You don’t want to keep
practicing a habit if it becomes ineffective.
Personally, I employ two primary modes of reflection and review. Each
December, I perform an Annual Review, in which I reflect on the previous
year. I tally my habits for the year by counting up how many articles I
published, how many workouts I put in, how many new places I visited, and
more.
*
Then, I reflect on my progress (or lack thereof) by answering three
questions:
1. What went well this year?
2. What didn’t go so well this year?
3. What did I learn?
Six months later, when summer rolls around, I conduct an Integrity
Report. Like everyone, I make a lot of mistakes. My Integrity Report helps
me realize where I went wrong and motivates me to get back on course. I
use it as a time to revisit my core values and consider whether I have been
living in accordance with them. This is when I reflect on my identity and
how I can work toward being the type of person I wish to become.
*
My yearly Integrity Report answers three questions:
1. What are the core values that drive my life and work?
2. How am I living and working with integrity right now?
3. How can I set a higher standard in the future?
These two reports don’t take very long—just a few hours per year—but
they are crucial periods of refinement. They prevent the gradual slide that
happens when I don’t pay close attention. They provide an annual reminder
to revisit my desired identity and consider how my habits are helping me
become the type of person I wish to be. They indicate when I should
upgrade my habits and take on new challenges and when I should dial my
efforts back and focus on the fundamentals.
Reflection can also bring a sense of perspective. Daily habits are
powerful because of how they compound, but worrying too much about
every daily choice is like looking at yourself in the mirror from an inch
away. You can see every imperfection and lose sight of the bigger picture.
There is too much feedback. Conversely, never reviewing your habits is like
never looking in the mirror. You aren’t aware of easily fixable flaws—a
spot on your shirt, a bit of food in your teeth. There is too little feedback.
Periodic reflection and review is like viewing yourself in the mirror from a
conversational distance. You can see the important changes you should
make without losing sight of the bigger picture. You want to view the entire
mountain range, not obsess over each peak and valley.
Finally, reflection and review offers an ideal time to revisit one of the
most important aspects of behavior change: identity.
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