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The Power of Moments

Why Certain Experiences Have Extraordinary Impact
Lu par : Jeremy Bobb
Durée : 6 h et 24 min
5 out of 5 stars (2 notations)

Prix : 20,44 €

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Description

The New York Times best-selling authors of Switch and Made to Stick explore why certain brief experiences can jolt, elevate and change us - and how we can learn to create such extraordinary moments in our life and work.

What if a teacher could design a lesson that he knew his students would remember 20 years later? What if a doctor or nurse knew how to orchestrate moments that would bring more comfort to patients? What if you had a better sense of how to create memories that matter for your children? Many of the defining moments in our lives are the result of accident or luck - but why leave our most meaningful, memorable moments to chance when we can create them?

In The Power of Moments, Chip and Dan Heath explore the stories of people who have created standout moments, from the owners who transformed an utterly mediocre hotel into one of the best-loved properties in Los Angeles by conjuring moments of magic for guests, to the scrappy team that turned around one of the worst elementary schools in the country by embracing an intervention that lasts less than an hour.

Filled with remarkable tales and practical insights, The Power of Moments proves we all have the power to transform ordinary experiences into unforgettable ones.

©2017 Chip Heath and Dan Heath (P)2017 Random House Audiobooks

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Great book, great moments

I chose this book after I heard of it listening to a review made by the investor’s podcast, and that was really worth it.

The power of moments is even more interesting if you’re a salesman, or a manager. It helps you understand how you can build incredible experiences and improve your impact using specific moments..

I’m looking forward for the Content available online.

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  • ANDRE
  • 29/07/2019

Straight to the point!

Moments can be defined by elevation , pride, insight or connection (EPIC). Some moments might have some, all or one of those. People tend to remember only the good parts of an event. For instance if you rate a experience throughout the day with an average of 6, but with peaks of 9 and 10, probably you would rate it as a 9,5 after a while and not a 6. This is due to a psychological characteristic we have.

There are also some times of moments. A milestone, a transition or a pit. An experience did on having your hand on a cold bucket for 60 seconds was worst rated than a 60 seconded followed by a warmer (but still cold) for additional 15 seconds. This is because we value a transition.

People tend not to think to make good moments. There is for example a first day experience where John Deere put the name of the new hire on the screen at the entrance, put a sign next to the table and sent a video from the CEO. Banks for example could do it for a first account opening for a young, a reminder when someone marries or buys a house. Fit bit for example gives trophy for small achievements.

To improve customer experience companies need to fill the pits and create peak moments. Most of the companies are good at filling the pits (which is an important thing to do) but few focus on creating peaks. There is a study that it’s a better financial decision to improve the positive experience than eliminating bad ones. But most of the companies and even in personal life, people tendo to ignore it. This is a task where you need effort, planning and execution. The John Deere experience for example, not all the countries implemented it even with all the planning already done. There are some people that need a trauma like a disease to start worrying on creating moments. Don’t be one of them!

For creating a peak moment you should improve the censorial experience (sounds, touch and smell), raise the stakes and to break the script. For this, you should break it strategically and you should know in detail the script before hand. It’s also important to please not only the clients but also your team. The preat a manger cafe house had the strategy to give free things on the employee decision on whom they liked more. It’s also important to it not to be a expected surprise. It’s harder for companies that have frequent clients (like the cafe).

Psychologically our minds also tends to stretch surprise moments. Most of the moments we rank as more important happens between the ages of 15 to 30. This is where most of the thing are new (having kids, marring, job, etc). A study proved that showing several pictures of brow boots and one red alarm clock. Each picture was showed for the same period, but people tend to say the alarm was showiness more time. This is why it’s also important to break the script and create surprises. This was the case for Vf company, a fashion conglomerate, that instead of having their annual meeting with a ppt presentation, they made outside events (with the purpose of innovating).

Another strategy for crystallizing the truth is to make the people to have their insights. CLST, had a program to reduce open door defecation. They gave free samples of a urinators but because of a cultural behavior they didn’t used it. The strategy was to dramatize and make them understand it by themselves. The person started asking questions and ultimately gave a glass of water with a hair that was put into shit and comparing with flies on the food. Another case made employees that had good product but hard to use, to actually use the product and understand why it was difficult (the insights came from them selves). Another test, asks teachers what they wanted their students to remember from their classes. Most said they wanted they to keep the interest on the subject and the love for math, history, etc (and not a specific formula or specific things). But when they were asked what they did to make that happen, a silent came at the room.

Also, to test your limits you should sometimes stretch your experiences and to know you better. A menthol should push with support and guidance and the mentee should stretch.

To create moments of recognition, it should personal. It can’t be some rule or create an awkward moment.

To create a moment of pride you can use recognition, as said before, but also with multiplying milestones and practice courage. Courage a moment of pride, but it’s difficult to practice it in real life. That’s why you need to be prepared for these moments (like on a anti drugs group for teenagers, they prepared the students on how to recuse drugs in a party - it is also important because one brave person can make a crowd to stand up).

For milestones we should think on better motivating milestones like instead of losing weight, prefer fitting in a certain dress.

Purpose is better than passion. This is because it creates a connection between people.

To create a bonding moment, it’s not necessary a long period of time. For having a important moment, you should have responsiveness: understanding, validating and caring. The engagement of parents in a certain school began when they had personal home visits of 1 hour before the school period started. They made questions on the participation of parents on the kids school life (understanding), making they see the truth asking what they wanted for their kids (caring) and how many time they were spending to achieve that (bringing the truth). After this experiment , the parents attendance to annual meetings boomed.

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  • Marcus Chacos
  • 27/03/2019

Brilliant!

Wow, I have had some great breakthroughs and Insights. And enjoyable, energizing and thought provoking listen.

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  • Marc
  • 02/02/2018

Wonderful, impactful and memorable!

This is one of the audio books I have enjoyed most. It is very thoughtful in the way it touches the listener. I think to re-read the printed version too as to deepen some of the most striking ideas! Worth moment of listening!

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