wabi-sabi
The most incidental detail
Bells
Most Japanese bells when hung still have on them one or more rough lines obviously arising in horizontal mold joints. These lines are not removed in fettling the bell, and they seem to be regarded not as defects but rather as a reminder of the reality of the founder’s interaction with his materials. One is reminded of the ceramics that are most treasured in Japan which usually have some unexpected tool marks or irregularity resulting from a kiln mishap.
Roughness
Roughness is the odd shape, the quick brush stroke, the irregular column size or spacing, the change in pattern at the corner – it is adjusting to conditions as they present themselves with meaning, but without ego or contrived deliberation.
Though it may look superficially flawed, especially with human perception accustomed to mass-produced regularity and perfection as a goal, an object with roughness is often more precise because it comes about from paying attention to what matters most, and letting go of what matters less.
Wabi-sabi
Sabi is an aesthetic term, rooted in a given concern. It is concerned with chronology, with time and its effects, with product.
Wabi is a more philosophical concept, a quality not attached merely to a given object. It is concerned with manner, with process, with direction.
Optical Glass House
A Building by Hiroshi NakamuraA façade of some 6,000 pure-glass blocks (50mm x 235mm x 50mm) was employed. The pure-glass blocks, with their large mass-per-unit area, effectively shut out sound and enable the creation of an open, clearly articulated garden that admits the city scenery. To realize such a façade, glass casting was employed to produce glass of extremely high transparency from borosilicate, the raw material for optical glass. The casting process was exceedingly difficult, for it required both slow cooling to remove residual stress from within the glass, and high dimensional accuracy. Even then, however, the glass retained micro-level surface asperities, but we actively welcomed this effect, for it would produce unexpected optical illusions in the interior space.
How the light gets in
A Quote by Leonard CohenThere is a crack in everything.
That's how the light gets in.Is perfection boring?
An Article by Ralph AmmerWe love to see the process, not just the result. The imperfections in your work can be beautiful if they show your struggle for perfection, not a lack of care.
Managing Oneself
Only from strength
Most people think they know what they are good at. They are usually wrong. More often, people know what they are not good at—and even then more people are wrong than right. And yet, a person can perform only from strength. One cannot build performance on weaknesses, let alone on something one cannot do at all.
Feedback analysis
The only way to discover your strengths is through feedback analysis. Whenever you make a key decision or take a key action, write down what you expect will happen. Nine or 12 months later, compare the actual results with your expectations.
Taking pride in ignorance
First and foremost, concentrate on your strengths. Put yourself where your strengths can produce results.
Second, work on improving your strengths.
Third, discover where your intellectual arrogance is causing disabling ignorance and overcome it...First-rate engineers, for instance, tend to take pride in not knowing anything about people. Human resources professionals, by contrast, often pride themselves on their ignorance of elementary accounting or of quantitative methods altogether. But taking pride in such ignorance is self-defeating. Go to work on acquiring the skills and knowledge you need to fully realize your strengths.
But bulldozers move mountains
A planner may find that his beautiful plans fail because he does not follow through on them. Like so many brilliant people, he believes that ideas move mountains. But bulldozers move mountains; ideas show where the bulldozers should go to work.
Waste as little effort as possible on low competence
One should waste as little effort as possible on improving areas of low competence. It takes far more energy and work to improve from incompetence to mediocrity than it takes to improve from first-rate performance to excellence.
How do I perform?
For knowledge workers, How do I perform? may be an even more important question than What are my strengths?.
A few common personality traits usually determine how a person performs:
- Am I a reader or a listener?
- How do I learn? Writing? Taking notes? Doing? Talking?
- Do I work well with people, or am I a loner? And if I do work well with people, in what relationship?
- Do I produce results as a decision maker or as an adviser?
- Do I perform well under stress, or do I need a highly structured and predictable environment?
- Do I work best in a big organization or a small one?
To improve the way you perform
Do not try to change yourself—you are unlikely to succeed. But work hard to improve the way you perform. And try not to take on work you cannot perform or will only perform poorly.
The mirror test
In the early years of this century, the most highly respected diplomat of all the great powers was the german ambassador in London. He was clearly destined for great things...yet in 1906 he abruptly resigned rather than preside over a dinner given by the diplomatic corps for Edward VII. The king was a notorious womanizer and made it clear what kind of dinner he wanted. The ambassador is reported to have said, "I refuse to see a pimp in the mirror in the morning when I shave."
This is the mirror test. Ethics requires that you ask yourself, What kind of person do I want to see in the mirror in the morning?
Your organization's values
Organizations, like people, have values. To be effective in an organization, a person's values must be compatible with the organization's values. They do not need to be the same, but they must be close enough to coexist. Otherwise, the person will not only be frustrated but also will not produce results.
Values vs. strengths
There is sometimes a conflict between a person's values and his or her strengths. What one does well – even very well and successfully – may not fit with one's value system. In that case, the work may not appear to be worth devoting one's lift to (or even a substantial portion thereof).
Values are and should be the ultimate test.
Successful careers are not planned
Successful careers are not planned. They develop when people are prepared for opportunities because they know their strengths, their method of work, and their values. Knowing where one belongs can transform an ordinary person – hardworking and competent but otherwise mediocre – into an outstanding performer.
The best-laid plans
It is rarely possible – or even particularly fruitful – to look too far ahead. A plan can usually cover no more than 18 months and still be reasonably clear and specific. So the question is most cases should be, Where and how can I achieve results that will make a difference within the next year and a half?
The second half of your life
Today, most work is knowledge work, and knowledge workers are not "finished" after 40 years on the job, they are merely bored.
There are three ways to develop a second career. The first is to actually start one. The second is to develop a parallel career. Finally, there are the social entrepreneurs.
There is one prerequisite for managing the second half of your life: You must begin long before you enter it. If one does not begin to volunteer before one is 40 or so, one will not volunteer once past 60.