I am always curious to find out what I call secret nuggets of knowledge on how people become experts. This book provides some insight.

Divided into 3 parts: deep practice, ignition and master coaching.

Let's start with something called Futsal where soccer is played in a room with a small ball that is 2x the weight of a regular soccer ball. Virtually every great Brazilian player played futsal and the reason they became great players was because they touched the ball 6 times more per minute and the heavier ball demanded precise handling. You couldn’t just kick the ball down the field. And players touching the ball more often translates into learning faster. It reminded me of the work in diversity and inclusion and how we start with pilot programs to test and modify before we expand regionally or globally. Pilot programs are where you can test out what is working and it gives you an opportunity to change quickly and make the program better before expanding to other teams.

My favourite chapter was called The Talent Whisper. It discusses what makes an amazing coach. The author talks about John Wooden who led UCLA to 9 national championships in the previous 10 years and his coaching style. What is interesting is that he doesn't spend a lot of time giving compliments or getting angry at the players but spends most of the time providing pure specific information to make the players better. He also knows the players and what kind of information is needed for each.

How does this relate to equity, diversity and inclusion? Well it made me think of the way I work with the diversity taskforce and why it's important to know each member of the group personally to find out how to bring out their best talents.

I would say the Culture Code was better than the Talent Code, however still an interesting read. Every book provides an opportunity to learn something new.

0 views0 comments




Let's start with the if you cant measure something you don’t know if you are successful or not.⁠⁠

Chapter 2 discussed urban planning and how one Canadian study said 50% of women avoid transportation at night. It is also worse for ethnic minority women that work odd hours because they need to take transit as taxis are too expensive. ⁠⁠

As well most agencies do not collect gender data so you cannot even understand travel patterns of men vs women. This is why data collection is important. ⁠⁠


In Chapter 4 the book discussed how quotas are actually good and special programs do work. In one study a company looking for a technical position had a male photo and used the term aggressiveness and competitiveness which resulted in 5% of women applying. When they changed the photo to a woman and changed their language to innovation and enthusiasm the % increased to 40%. It reminds me of the blind auditions in orchestras. Go google "blind auditions for orchestras" It is a classic example of how they increased women.⁠⁠



⁠First of all let me explain mismatches are barriers to interacting with the world around us. You know like when you can’t figure how to flush a toilet in a public washroom… (yes it’s true)

Kat Holmes talks about the 3 fears of inclusion. Inclusion isn’t nice, it’s imperfect and it’s ongoing. The imperfect and ongoing part of this is important to me because this work is never ending and it’s messy and you’re going to get it wrong. You need to apologize, reflect and keep going.

Chapter 7 “There’s no such thing as normal” was my fave. The author talks about the use of closed captioning and how it isn’t only for people who are hard of hearing but it could also be used for people in airports and teaching kids how to read.

Thanks @Tara.Robertson for the recommendation. I read it in one night and took lots of notes.