What is *Profit from the Positive* about?

*Profit from the Positive* by Margaret Greenberg and Senia Maymin applies positive psychology to business leadership, offering evidence-based strategies to boost productivity, collaboration, and profitability. The book features case studies from Google, Zappos, and Amazon, with tools like strength-based leadership and resilience-building techniques—all at no cost.

Who should read *Profit from the Positive*?

This book is ideal for managers, HR professionals, and business leaders seeking actionable ways to improve team performance. Executive coaches and entrepreneurs will also benefit from its research-backed frameworks for fostering positivity and accountability in workplaces.

Is *Profit from the Positive* worth reading?

Yes—it provides practical, budget-friendly strategies validated by companies like Amazon and Google. Readers praise its actionable advice on emotional contagion, strengths-focused leadership, and redefining performance reviews, calling it a "rare business book that compels you to act".

What is the "Achoo! effect" in *Profit from the Positive*?

The "Achoo! effect" refers to emotional contagion: how leaders’ moods and behaviors spread through teams. The authors argue that cultivating positivity in managers creates a ripple effect, enhancing collaboration and reducing workplace conflict.

How does *Profit from the Positive* approach goal-setting?

The book advocates for setting habits over goals, emphasizing small, consistent actions (e.g., daily recognition) to drive long-term change. This approach aligns with positive psychology principles to build sustainable productivity.

What hiring strategies does *Profit from the Positive* recommend?

It advises hiring for strengths not listed on resumes, such as resilience or curiosity. Using behavioral questions and trial projects helps identify candidates who thrive in dynamic environments, as seen in Zappos’ case study.

How does the book rethink performance reviews?

*Profit from the Positive* suggests "previewing" (forward-looking feedback) instead of traditional reviews. This method aligns with strength-based leadership, focusing on future potential rather than past mistakes.

What role do strengths play in *Profit from the Positive*?

The authors argue that leveraging employees’ strengths—not fixing weaknesses—drives engagement. Tools like strengths assessments help managers build complementary teams, turning individual talents into collective success.

긍정의 발견 요약

생산성을 높이고 비즈니스를 변화시키는 검증된 리더십 전략

마거릿 그린버그 & 세니아 메이민

3.97(133 Reviews)

긍정의 발견 요약 개요

긍정 심리학이 어떻게 비즈니스 성과를 변화시키는지 확인해 보세요. "긍정으로 수익을 내라(Profit from the Positive)"는 회의와 성과 검토 방식을 혁신하는 30가지의 비용 제로 리더십 도구를 제공합니다. 간단한 "펜 미소(pen smile)" 기법이 즉각적으로 기분을 개선한다는 사실을 알고 계셨나요? 최고의 경영진 코치들은 이러한 직관에 반하는 전략들을 강력히 추천합니다.

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긍정의 발견의 같은 아이디어를 담았습니다. 나에게 맞는 목소리, 깊이, 속도를 고르고 언제든 바꿔 보세요.

1장

Unleashing the Power of Positive Psychology in Business

Ever felt stuck in a cycle of diminishing returns despite your best management efforts? You're not alone. While most leaders focus on fixing what's broken through restructuring, streamlining processes, or implementing team-building exercises, these traditional approaches often fall short in today's complex business environment. What if there was a scientifically-backed alternative that could transform your leadership and team performance without costing a dime? Enter "Profit from the Positive," a groundbreaking work that has become required reading at companies like Google and Zappos. This book distills over 10,000 research papers from the relatively young field of positive psychology into practical, immediately applicable tools for business leaders. Unlike many business books that offer theoretical frameworks, authors Margaret Greenberg and Senia Maymin-both graduates of the University of Pennsylvania's Master of Applied Positive Psychology program with extensive corporate experience-provide evidence-based techniques that have been field-tested at organizations ranging from Aetna to numerous tech startups.

2장

Beyond Time Management: The Productive Leader's Toolkit

Productivity challenges plague modern leaders. Despite technological advances, we accomplish less while feeling busier than ever-70% of Americans report work as a significant stress source, working longer hours than their European counterparts without increased productivity. Three common drains affect today's leaders: being perpetually overworked (the 9-to-5 workday replaced by 24/7 availability), multitasking (which wastes up to 40% of productivity through costly "flip-flop" effects), and procrastination (often stemming from perfectionism). While Nike's "Just do it" mantra is popular, research shows that "just plan it" is far more effective. Peter Gollwitzer's studies demonstrate that students who identified exactly when and where they would complete assignments were more than twice as likely to submit on time (71% versus 32%). This approach works by establishing "triggering events"-specific times and places for task completion. The principle applies equally when requesting work from others-specifying when and where dramatically increases follow-through rates. Psychological tricks can also help overcome procrastination. One effective technique is writing about task completion in past tense before actually starting. This creates a mental commitment to completing the described work. The Zeigarnik effect-the psychological tension created by unfinished tasks-can be leveraged by intentionally leaving projects partially completed at the end of each day. This provides an immediate starting point the following morning, as demonstrated by a client named Sanjay who used this technique to jump-start his productivity. For those struggling to begin difficult projects, starting tiny is remarkably powerful. When coaching Carla, who couldn't find time for strategic projects, we asked what she could accomplish in just five minutes. By focusing on incremental progress-"What's the smallest step with the biggest impact?"-she broke through procrastination and made meaningful headway on important work. While we've been taught goals are good and habits are bad, evidence shows creating positive habits and routines can be more effective than just setting goals. MIT research reveals you can't actually drop old habits-they're deeply wired in the brain-but you can create new ones that overlay them. The key is consistency in time and location. Client Chris successfully completed his website redesign by dedicating Friday afternoons in the conference room to the project, free from distractions. Think of habits as outsourcing work to the automatic part of your brain. Working constantly can actually derail your career by positioning you as merely a "doer" rather than a strategic leader. In our 24/7 world with blurred boundaries between work and personal life, the inability to disconnect harms both productivity and wellbeing. Harvard professor Leslie Perlow's study found that when Boston Consulting Group consultants reduced their workweek with mandatory "predictable time off" (no email checking), they streamlined processes and accomplished as much or more work. Similarly, Sony Pictures trained employees in energy renewal habits like disconnecting from email during focused work periods. Even Aetna's CEO practices daily meditation, with over 3,500 employees participating in mindfulness programs-creating not just more productive employees but healthier ones.

들리는 모든 단어를 눈으로 확인하세요

긍정의 발견 요약의 각 단어가 오디오에 맞춰 실시간으로 강조되어 편하게 따라 읽을 수 있습니다.

3장

Bouncing Back: The Resilient Leader's Psychological Toolkit

Resilience-the ability to bounce back from setbacks-is essential for effective leadership. Amazon CEO Jeff Bezos notes that innovation requires willingness to fail, yet most people avoid failure and beat themselves up when it happens. Common counterproductive responses include rumination (obsessively replaying mistakes) and paralysis (becoming stuck and unable to take action). While media focuses on post-traumatic stress disorder, positive psychology researchers study "post-traumatic growth"-positive changes people often experience after traumatic events. Studies of emergency responders show that over 95% reported at least small positive changes following job-related trauma. Organizations like Mothers Against Drunk Driving exemplify how tragedy can spark meaningful growth and change. Curiosity fuels resilience, as demonstrated by Chip Conley whose hotel chain not only survived the dot-com bust but tripled in size. His epiphany came not from business literature but from exploring Maslow's hierarchy of needs, which became his company's "constitution." Stanford psychologist Carol Dweck's research shows that mindset dramatically affects how we approach challenges-those with a learning mindset focus on effort and gaining competence, while those with a performance mindset focus on demonstrating ability. When managers frame challenging assignments as learning opportunities rather than performance tests, team members respond with greater enthusiasm and resilience. Explanatory style-the words we use to explain good and bad events-significantly impacts resilience. Using the Me-Always-Everything framework helps structure thinking when facing setbacks: optimists view negative events as Not Me (external causes), Not Always (temporary), and Not Everything (isolated). For positive events, they think Me (I caused this), Always (happens regularly), and Everything (affects multiple areas). By exploring different perspectives-future, past, severity, distance, extremes, or best friend-we can shift from negative to more positive explanatory styles. When facing setbacks, we can dispute negative beliefs with evidence from past experiences. This technique prevents viewing temporary difficulties as permanent personal flaws. For example, a struggling salesperson can challenge negative thoughts by recalling past learning curves they've overcome. The key is replacing self-defeating chatter with evidence to the contrary, which helps us bounce back from disappointments faster. Leaders can help team members build resilience by coaching rather than controlling. Carol demonstrated this by helping her struggling sales rep Sergio bounce back from rejection. She promoted a learning mindset by asking what could be learned from the declines, encouraged him to consider different perspectives, and provided evidence of his past successes to counter his negative self-perception.

4장

Emotional Ripples: The Contagious Leader's Impact

Leaders' emotions spread rapidly through organizations, affecting team performance and productivity. This "contagious leader" concept offers an alternative to toxic bosses, who are often tolerated because companies overvalue technical competence, underestimate negative effects, and employees fear speaking up. Emotions spread through workplaces like germs-a phenomenon psychologists call social contagion or the "Achoo! effect." Research shows just one person can "infect" an entire group with their mood, and this effect has a status component: bosses' moods are particularly contagious. Studies demonstrate that leaders' positive moods improve team coordination and sales performance, while negative moods have equally powerful detrimental effects. As Cindi Bigelow states, "Leaders cannot afford the luxury of a negative mood." Leaders' moods spread more readily down the organizational hierarchy than vice versa. Research shows a leader's mood can infect a team in just seven minutes and significantly impact performance. Studies of sales managers found those in more positive moods achieved greater sales, while leaders who convey passion create an environment where employees "come to work feeling good about what we're doing." When delivering difficult messages, leaders should understand prospect theory-losses feel more painful than gains feel pleasurable. Therefore, bad news should be aggregated and delivered all at once "like ripping off a Band-Aid," while good news should be spread out to prolong positive feelings. While leaders naturally experience negative emotions, most receive no training in managing their moods despite the significant impact on employee productivity. Four techniques can help shift out of negative emotional states: 1) Label it-naming your emotion can help dissipate it, as shown in MRI studies; 2) Take long, deep breaths to produce an immediate calming effect; 3) Get off your tush-physical movement, especially in nature, helps reduce stress; and 4) Fake it till you make it-embodiment research shows that physically putting your body in positive postures (like smiling) can actually improve your mood. Micromanaging is a productivity killer. Research shows employees with a higher internal locus of control-believing they can shape outcomes through their own efforts-perform better, show more motivation, and experience greater job satisfaction. Unfortunately, many managers become control freaks who inadvertently create the very disengagement they complain about. The solution is learning to delegate properly-providing clear outcomes while allowing employees to determine how to achieve them-and creating feedback mechanisms to catch yourself when slipping into micromanagement habits.

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매일 새로운 인사이트를 10만 개 이상의 레슨에서 만나보세요
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5장

Mining for Gold: The Strengths-Based Leader's Perspective

The strengths-based leader focuses more attention on what's working rather than just fixing problems. Unlike traditional leaders who study only failures (collapsed bridges), strengths-based leaders also examine successes (bridges that withstand time) to replicate best practices. This approach doesn't ignore problems but recognizes that solving issues is only part of the results equation. Most leaders excel at studying what's wrong but neglect to apply the same rigor to understanding what's going right. While problem-solving is crucial, analyzing exceptional results from departments or individuals that outperform others can yield valuable insights that can be replicated elsewhere. Research by psychologist Tory Higgins shows people operate in either a cautious mindset (avoiding risks) or an excited, forward-moving state. When focusing on aspirations rather than problems, people become more energized to take action. While acknowledging problems is necessary, how leaders respond to bad news significantly impacts team performance. Research conducted by Margaret with Dana Arakawa revealed that managers who remained calm and helped employees brainstorm solutions when problems arose saw a 39% increase in project performance compared to reactive managers. The common directive "don't come to me with a problem unless you have a solution" is flawed logic that discourages early problem reporting. When employees fear their manager's reaction, they delay sharing issues until it's too late to address them effectively. Knowing your strengths isn't just ancient Greek wisdom-it's essential for effective leadership. Research across industries shows that strengths-based approaches boost sales, improve customer service, enhance innovation, and increase employee engagement. Gallup's study with Marriott Vacation Club found salespeople who completed strengths assessments brought in 17% more sales. In another Gallup study of 200,000 employees, the most predictive question of success wasn't about bosses or pay, but "At work do you have the opportunity to do what you do best every day?" Sadly, only 20% of employees globally believe they do.

6장

Finding the Right Fit: Transforming Your Hiring Process

Hiring mistakes are incredibly costly-up to five times a person's salary when accounting for benefits, training, and other soft costs. Zappos CEO Tony Hsieh estimates bad hires have cost his company over $100 million. Four common hiring mistakes plague managers: inadequate preparation (winging it), talking too much instead of listening, overvaluing technical skills at the expense of interpersonal skills, and only seeking talent when there's an immediate need rather than continuously scouting. Technical skills alone don't predict success. When MetLife hired salespeople based on optimism rather than just traditional qualifications, those candidates outperformed others by 27% in sales after two years. The "soft stuff" is actually the "hard stuff"-interpersonal skills like collaboration, stress management and initiative are more difficult to train than technical abilities. Daniel Goleman found that two-thirds of job competencies at Fortune 500 companies were interpersonal in nature, yet most interviews focus primarily on technical skills. The best predictor of future performance is past performance. People view their work in three ways: as a job (to pay bills), a career (for advancement), or a calling (contributing to a meaningful purpose). Those who see work as a calling perform their best, regardless of profession-even hospital janitors can see their work as helping patients heal. When interviewing, avoid hypothetical "what would you do" questions, which are easy to fake. Instead, ask candidates to describe how they've actually handled similar situations in the past. Every company has unique cultural traits-Google calls employees who fit their culture "Googly" (smart, creative problem-solvers who are fun). Zappos interviews specifically for cultural fit, asking quirky questions like "On a scale of 1-10, how weird are you?" to find candidates who align with their core values. Hiring for fit doesn't mean searching endlessly for the perfect candidate, but finding the best-fitting person within your constraints.

들리는 모든 단어를 눈으로 확인하세요

긍정의 발견 요약의 각 단어가 오디오에 맞춰 실시간으로 강조되어 편하게 따라 읽을 수 있습니다.

7장

Unleashing Potential: The Art of Employee Engagement

Instead of asking "How can I get the most out of my people?"-which suggests extracting every last ounce of energy-leaders should ask "How can I get people to perform at their best?" The answer lies in identifying, cultivating, and using employees' strengths daily. This creates an energy-producing environment where people want to excel. Strengths-focused teams show impressive results: 44% higher customer loyalty and employee retention, and 50% better project outcomes when led by managers who emphasize employee strengths. But simply having employees read a book or take a strengths assessment isn't enough-the critical next step is discussing how they can apply these strengths daily. "Job crafting"-making changes that better align job requirements with employee strengths-creates better fit and engagement. The team approach to strengths reveals valuable insights about team dynamics. One IT project leader discovered that while he possessed "responsibility" and "discipline" strengths, most of his team members had "ideation" as a top strength. This explained why he constantly tried to nail down delivery dates while they preferred exploring multiple ideas. This mutual understanding created better appreciation of their different working styles. Rather than terminating underperforming employees, focus on getting them into a state of "flow"-that zone of complete immersion where time seems to disappear. Poor performance often stems from a misalignment between skill level and challenge level. When highly skilled employees face unchallenging work, they become bored and disengaged. Conversely, employees with low skills facing high challenges experience anxiety. The key is finding each person's flow channel-where challenge appropriately matches skill. Imagine boosting productivity by over 40% without spending a dime. That's the power of FRE: Frequent Recognition and Encouragement. Research comparing project performance found that managers who provided frequent recognition had significantly higher productivity than those who didn't. Yet only 40% of employees reported receiving any encouragement from managers. For recognition to be effective, focus on process praise rather than person praise. Instead of general statements like "You're really smart," describe the specific effort or strategy used: "I appreciate the time and attention you put into analyzing those reports." Recognition must be genuine-stop what you're doing and focus completely on the employee when giving feedback.

8장

Reimagining Performance Reviews: From Dreaded Ritual to Growth Engine

Performance reviews are dreaded by managers, employees, and HR alike for four main reasons: they're seen as a chore, they're stuck in a bad cycle, they artificially rank people, and they amplify shortcomings. Many innovative companies have abandoned traditional reviews altogether. Stanford professor Robert Sutton notes, "If you have regular conversations with people and they know where they stand, then the performance evaluation is maybe unnecessary." While addressing weaknesses remains important, research shows focusing on employee strengths during reviews leads to a 36% improvement in performance. NYU professor Jonathan Haidt found that working on strengths isn't necessarily more beneficial than working on weaknesses-it's simply more enjoyable. The key is balance: acknowledge weaknesses that might derail careers but spend more time discussing how employees can leverage their strengths in new ways. When writing reviews, use specific strengths language. One manager wrote about her project leader: "Ann, you give new meaning to the ACHIEVER strength: you consistently stay focused, work hard and deliver on all promises, often ahead of schedule." This approach recognizes accomplishments while providing development direction through the lens of strengths. While creating positive habits can be more effective than simply setting goals, performance reviews provide an opportunity to establish new targets. Research by Gary Latham of the University of Toronto shows that difficult and specific goals lead to significantly higher performance than easy or vague goals. When we set challenging goals, maximum effort kicks in-what businesses often call "stretch goals." Performance reviews shouldn't just look backward but also preview future success. Professional athletes use mental rehearsal techniques to visualize successful performance, and employees can benefit from the same approach. Research by psychologist Laura King shows that writing about future accomplishments boosts positive feelings, increases self-belief, and leads to self-fulfilling prophecies. Performance reviews create unnecessary anxiety when treated as formal evaluations rather than conversations. If you discuss performance regularly, the formal review should simply recap what's already been discussed. Some companies implement a "no surprise" rule, prohibiting managers from raising issues in reviews that weren't previously discussed.

긍정의 발견 요약에서 더 많은 것을 얻으세요

매일 새로운 인사이트를 10만 개 이상의 레슨에서 만나보세요
단어가 강조되어 오디오와 실시간으로 동기화됩니다
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9장

Transforming Meetings: From Energy Drains to Productivity Engines

Meetings consume an enormous amount of organizational time and resources, yet often deliver poor returns. The average manager spends 37% of their time in meetings, with executives at large companies dedicating up to 75% of their workday to meeting-related activities. Research shows that 50% of meeting time is wasted, costing American businesses approximately $37 billion annually. This translates to roughly 23 hours per week for the average executive, equivalent to nearly three full workdays spent in meetings. Three common meeting problems plague organizations: excessive quantity, poor productivity, and uneven participation. Most meetings default to 60-minute blocks regardless of need, rarely result in clear decisions, and often devolve into either gripe sessions or presentations where a few extroverts dominate while others mentally check out. Studies show that 73% of people multitask during meetings, and 91% daydream, indicating widespread disengagement from these supposedly collaborative sessions. To prevent meetings from becoming unproductive gripe sessions, leaders should begin with positive energy by applying the magic ratio-balancing negative comments with significantly more positive ones. Starting meetings with opportunities for participants to share successes creates momentum and engagement before tackling problems. For example, some companies implement a "wins round" where each participant shares a brief victory from the past week. Research shows that positive emotions broaden perspective and build psychological capital, with high-performing teams maintaining a 3:1 positive-to-negative comment ratio. Companies like Pixar and IDEO have institutionalized this approach through "plussing" - building on ideas rather than criticizing them. People evaluate experiences based on the peak moment and how things ended-the peak-end rule. To leverage this psychological principle, leaders should ensure meetings conclude on a positive note. Even during difficult times, like Chip Conley did during an economic downturn, ending meetings with positive stories or recognition can transform the entire experience. Successful companies like Zappos and Southwest Airlines routinely end meetings by celebrating team achievements or sharing customer success stories, which has been shown to boost meeting satisfaction by up to 40%. High-performing teams maintain a 1:1 ratio between asking questions and sharing information. To ensure balanced participation, track contributions during meetings by sketching a diagram of participants and marking each time someone speaks. This "contribution mapping" technique has been successfully implemented by companies like Google and Microsoft to improve meeting dynamics. For virtual meetings, make balanced participation an explicit norm and actively solicit input from quieter team members. Progressive companies are now using digital tools that provide real-time analytics on speaking time and participation patterns, helping facilitators ensure all voices are heard. Implementation of structured turn-taking protocols has been shown to increase meeting participation by up to 35% and improve decision quality by ensuring diverse perspectives are considered.

10장

Becoming a Positive Deviant: Implementing What Works

Positive deviants are those who implement these evidence-based tools and achieve extraordinary results. Four key strategies enable successful implementation: embrace rather than resist resistance, focus on just three small changes at a time, avoid unnecessary jargon, and use the "back door approach" by quietly integrating changes into daily business without fanfare. When introducing new ideas, expect resistance as a natural response. Rather than fighting against it, view resistance as a promising sign of change and an indication that pain points need addressing. Be empathetic and address concerns directly, using the Five FRESH Themes (fit, right, emotions, science, and habits) to explain concepts when necessary. Rather than attempting to overhaul all business practices simultaneously, make incremental changes. Research shows people are more likely to achieve goals when breaking them into smaller subgoals. Focus on implementing just three tools from the book's collection of over two dozen. These small wins build confidence and create momentum for tackling bigger challenges later. Avoid alienating colleagues with unfamiliar terminology and academic jargon. Instead of discussing "positive psychology" or citing studies by name, focus on practical applications: look for what's going right, help employees turn goals into habits, and be mindful of your emotional impact on others. The back door approach means integrating changes into daily operations without fanfare or formal announcements. This method requires no presentations, capital, or permission-just the courage to try something new. Focus on outcomes and let the results speak for themselves. As you produce better outcomes, others will notice improved results in customer satisfaction, project delivery, and workplace surveys. The beauty of these evidence-based positive psychology tools is that they don't require significant investment, reorganization, or formal approval. They simply require leaders willing to try something different-leaders who understand that by focusing on what's right rather than just what's wrong, by managing their own emotions before trying to control others, and by bringing out the best in people rather than just extracting the most, they can transform their organizations one small positive change at a time.

★★★★★

긍정의 발견 요약 완독을 축하합니다

“23일째 매일 사용하고 있어요. 이제 제 일상의 한 부분이 되었습니다.”

jayallen

긍정의 발견 요약의 핵심 주제

applied positive psychology
evidence-based management
resilience building
habit formation
energy renewal

긍정의 발견 요약의 명문장

"Just plan it" is far more effective.
Starting tiny is remarkably powerful.
Innovation requires willingness to fail.
Leaders' emotions spread rapidly through organizations.

긍정의 발견 요약의 등장인물

Margaret GreenbergCo-author and positive psychology expert
Senia MayminCo-author and positive psychology expert
Peter GollwitzerResearcher who studied task completion strategies
Chip ConleyHotelier who used curiosity to build resilience

저자 소개

마거릿 그린버그(Margaret Greenberg)와 세니아 메이민(Senia Maymin)은 비즈니스 리더십 도서인 *긍정으로 수익을 내라: 생산성을 높이고 비즈니스를 변화시키는 입증된 리더십 전략(Profit from the Positive: Proven Leadership Strategies to Boost Productivity and Transform Your Business)*을 통해 증거 기반 리더십 전략으로 명성을 얻은 이그제큐티브 코치이자 긍정 심리학 전문가입니다. 이 책은 학술적 엄격함과 실용적인 도구를 결합하여 회복탄력성, 강점 기반 관리, 직장 내 역동성에서의 감정 전염이라는 주제를 다룹니다.

펜실베이니아 대학교에서 응용 긍정 심리학 석사(MAPP) 학위를 취득하고 포춘 500대 기업의 인사팀 리더를 역임한 그린버그는 코칭 실무 기관인 그린버그 그룹(The Greenberg Group)을 설립했으며, 하트퍼드 대학교에서 산업 및 조직 심리학을 가르치고 있습니다.

스탠퍼드 대학교 조직 행동론 박사이자 하버드 대학교 경제학과를 졸업한 메이민은 구글(Google)과 VM웨어(VMware) 같은 거대 IT 기업의 컨설팅을 담당하는 동시에 '긍정 심리학 뉴스(Positive Psychology News)'의 편집자로 활동하고 있습니다. 이들의 협업은 30년 이상의 기업 현장 경험과 최첨단 행동 과학을 결합해 냈습니다.

*라이브 해피 매거진(Live Happy Magazine)*에 연재된 그린버그의 '긍정 업무(Positive Work)' 칼럼과 PositiveCoaches.com을 통한 메이민의 연구 보급은 이들의 권위를 더욱 공고히 했습니다. 아마존 베스트셀러인 이 책은 자포스(Zappos)와 아마존(Amazon) 같은 기업 매니저들의 필수 리소스가 되었으며, 톰 래스(Tom Rath)와 같은 사상가들로부터 비용이 들지 않는 전략이라는 찬사를 받았습니다.

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학습 계획

The Professional Brain Owner's Manual

This plan is essential for professionals seeking to move beyond surface-level productivity by mastering their biological operating system. It is ideal for leaders and high-performers who want to scientifically optimize their habits, emotional regulation, and cognitive health.

1 h 36 m•4 섹션

학습 계획

Psychology for Everyday Mastery

This plan bridges the gap between clinical psychology and daily life, offering actionable tools for self-improvement. It is ideal for professionals and individuals seeking to optimize their mental performance, decision-making, and emotional resilience.

2 h•4 섹션

학습 계획

The Neurobiology of Unstoppable Growth

This plan is essential for leaders and high-performers who want to leverage brain science to overcome burnout and stagnation. It bridges the gap between biological reality and professional excellence, making it ideal for anyone navigating high-pressure environments.

1 h 30 m•3 섹션

학습 계획

The Leader on the Couch

This program bridges the gap between clinical psychology and executive leadership, offering a rare look at the 'inner theater' of high-performing individuals. It is essential for coaches, HR leaders, and executives who want to move beyond surface-level management to address the deep-rooted psychological forces that shape organizational life.

2 h 30 m•5 섹션

학습 계획

The Science of Self-Awareness

This plan bridges the gap between neuroscience and practical decision-making for leaders and high-performers. It is ideal for anyone looking to master their internal biology and break through the mental glass ceilings that hinder professional progress.

1 h 30 m•3 섹션

학습 계획

The Art of Gentle Confidence

This plan is essential for professionals who want to lead effectively without sacrificing their authentic, quiet nature. It is ideal for introverted leaders or anyone seeking to master high-pressure interactions through physiological regulation and empathetic influence.

1 h 30 m•3 섹션

학습 계획

The Hidden Logic of Daily Life

This plan is designed for professionals and leaders who want to master the unseen forces influencing behavior and teamwork. By bridging the gap between individual habits and group systems, it provides the tools necessary to optimize personal performance and collective output.

1 h 30 m•3 섹션

컬럼비아 대학교 동문들이 제작 | 샌프란시스코에서 개발

BeFreed는 호기심 넘치는 글로벌 커뮤니티를 하나로 연결합니다

4.7

평균 평점

앱 평가 7.84천 개 이상

BeFreed 커뮤니티

정말이지 아직 앱을 다 써 보지도 않았는데, 며칠 써 본 것만으로도 깊은 인상을 받았어요… BeFreed는 제가 써 본 어떤 학습 앱과도 차원이 달라요. 몰입감이 엄청나고 집중력도 실제로 좋아져서, 스마트폰을 하염없이 스크롤하는 분들께 딱이에요!

@ladyInfinity

정확히 23일 전에 BeFreed를 구입했는데, 그날부터 하루도 빠짐없이 쓰고 있어요. 제 일상 업무 흐름과 학습 습관에 완전히 자리 잡았어요.

@jayallen

솔직히 이 앱은 제 기대를 전부 뛰어넘었어요. 어떤 주제든 오디오로 만들어 달라고 할 수 있고, 결과물이 놀라워요. 제 전문 분야는 심리치료 쪽이고 여러 학문이 얽혀 있는데도 답변이 아주 정확해요.

@Raguipa

제일 고마운 건 스크롤하는 시간이 확 줄었다는 거예요. 검색하는 시간은 줄고 흡수하는 시간은 늘었어요. 오디오북 전권, 팟캐스트, 학습 플랜의 조합이 정말 훌륭해요.

@colonyofcreatorsNGO

저는 24년째 PhotoReading 속진 학습 강사로 일하고 있어요… 책과 독서, 배움이 제 전문인데, BeFreed는 정보를 소화하기 쉽게 전달하는 혁신적인 방식을 정말 잘 구현했어요.

@BeFreed user

단순한 책 요약 앱이 아니에요. '재미' 스타일을 써 봤는데, 전통적인 방식보다 훨씬 나은 요약이고 아이디어를 이해하기도 쉬워요. 이것만으로도 값어치를 해요.

@austinakon

이 앱이 정말 좋아요. 며칠 써 봤는데 듣는 걸 멈출 수가 없어요. 시작하기에 이보다 좋을 수 없어요.

@jcrules328

정말 마음에 들어요. 한 달 정도 써 봤는데 숨은 보석을 찾은 기분이에요. BeFreed로 제가 원하는 주제를 직접 만들 수 있어서 좋고, 목소리도 훌륭한 데다 내레이션 선택지가 무궁무진해요.

@DanielCZ

정말이지 아직 앱을 다 써 보지도 않았는데, 며칠 써 본 것만으로도 깊은 인상을 받았어요… BeFreed는 제가 써 본 어떤 학습 앱과도 차원이 달라요. 몰입감이 엄청나고 집중력도 실제로 좋아져서, 스마트폰을 하염없이 스크롤하는 분들께 딱이에요!

@ladyInfinity

정확히 23일 전에 BeFreed를 구입했는데, 그날부터 하루도 빠짐없이 쓰고 있어요. 제 일상 업무 흐름과 학습 습관에 완전히 자리 잡았어요.

@jayallen

솔직히 이 앱은 제 기대를 전부 뛰어넘었어요. 어떤 주제든 오디오로 만들어 달라고 할 수 있고, 결과물이 놀라워요. 제 전문 분야는 심리치료 쪽이고 여러 학문이 얽혀 있는데도 답변이 아주 정확해요.

@Raguipa

제일 고마운 건 스크롤하는 시간이 확 줄었다는 거예요. 검색하는 시간은 줄고 흡수하는 시간은 늘었어요. 오디오북 전권, 팟캐스트, 학습 플랜의 조합이 정말 훌륭해요.

@colonyofcreatorsNGO

저는 24년째 PhotoReading 속진 학습 강사로 일하고 있어요… 책과 독서, 배움이 제 전문인데, BeFreed는 정보를 소화하기 쉽게 전달하는 혁신적인 방식을 정말 잘 구현했어요.

@BeFreed user

단순한 책 요약 앱이 아니에요. '재미' 스타일을 써 봤는데, 전통적인 방식보다 훨씬 나은 요약이고 아이디어를 이해하기도 쉬워요. 이것만으로도 값어치를 해요.

@austinakon

이 앱이 정말 좋아요. 며칠 써 봤는데 듣는 걸 멈출 수가 없어요. 시작하기에 이보다 좋을 수 없어요.

@jcrules328

정말 마음에 들어요. 한 달 정도 써 봤는데 숨은 보석을 찾은 기분이에요. BeFreed로 제가 원하는 주제를 직접 만들 수 있어서 좋고, 목소리도 훌륭한 데다 내레이션 선택지가 무궁무진해요.

@DanielCZ

유용한 정보와 아이디어를 8~15분짜리 팟캐스트 스타일 오디오로 압축해서 들을 수 있다는 게 정말 좋아요. 원래 팟캐스트는 군더더기가 많아서 안 좋아했는데, 여기는 그걸 싹 걷어냈어요.

@BeFreed user

박사 과정을 마무리하는 중이라 낯선 자료를 많이 읽어야 해요… BeFreed에서는 프롬프트만 입력하면 앱이 자료를 찾아서 오디오 팟캐스트로 만들어 줘요. BeFreed의 과정이 NotebookLM보다 더 매끄럽게 느껴져요.

@Brad

아침을 준비하거나 산책하거나 출퇴근할 때 들을 것을 YouTube에서 자주 찾곤 했는데, BeFreed는 광고도 군더더기도 없이 훨씬 더 딱 맞는 걸 들려줘요!

@BeFreed user

이 플랫폼의 가장 큰 장점은 활용도예요. 다루지 못하는 주제가 말 그대로 하나도 없어요. 무엇을 던져도 다 소화해요… 제한이 전혀 없으면서 약속을 실제로 지키는 학습 도구는 정말 드물어요.

@jayallen

BeFreed는 환상적이에요. 디자인이 편해서 헤매는 시간은 줄고 배우는 시간은 늘었어요. 오디오북, 팟캐스트, 학습 플랜의 조합은 천재적이에요. 제 하루가 완전히 달라졌어요.

@BeFreed user

처음엔 이탈리아어로 팟캐스트를 만드는 방법을 이해하는 데 시간이 좀 걸렸는데, 알고 나니까 — 와! 정말 대단해요! 어떤 주제든 설명해 달라고 하면 정말 똑똑하게 잘 설명해 줘요!

@matteo77

BeFreed는 제가 매일 쓰는 오디오북 앱이 됐어요… 제일 마음에 드는 건 텍스트를 넣으면 이동 중에도 들을 수 있는 오디오로 만들어 준다는 점이에요.

@kotanzu1

유용한 정보와 아이디어를 8~15분짜리 팟캐스트 스타일 오디오로 압축해서 들을 수 있다는 게 정말 좋아요. 원래 팟캐스트는 군더더기가 많아서 안 좋아했는데, 여기는 그걸 싹 걷어냈어요.

@BeFreed user

박사 과정을 마무리하는 중이라 낯선 자료를 많이 읽어야 해요… BeFreed에서는 프롬프트만 입력하면 앱이 자료를 찾아서 오디오 팟캐스트로 만들어 줘요. BeFreed의 과정이 NotebookLM보다 더 매끄럽게 느껴져요.

@Brad

아침을 준비하거나 산책하거나 출퇴근할 때 들을 것을 YouTube에서 자주 찾곤 했는데, BeFreed는 광고도 군더더기도 없이 훨씬 더 딱 맞는 걸 들려줘요!

@BeFreed user

이 플랫폼의 가장 큰 장점은 활용도예요. 다루지 못하는 주제가 말 그대로 하나도 없어요. 무엇을 던져도 다 소화해요… 제한이 전혀 없으면서 약속을 실제로 지키는 학습 도구는 정말 드물어요.

@jayallen

BeFreed는 환상적이에요. 디자인이 편해서 헤매는 시간은 줄고 배우는 시간은 늘었어요. 오디오북, 팟캐스트, 학습 플랜의 조합은 천재적이에요. 제 하루가 완전히 달라졌어요.

@BeFreed user

처음엔 이탈리아어로 팟캐스트를 만드는 방법을 이해하는 데 시간이 좀 걸렸는데, 알고 나니까 — 와! 정말 대단해요! 어떤 주제든 설명해 달라고 하면 정말 똑똑하게 잘 설명해 줘요!

@matteo77

BeFreed는 제가 매일 쓰는 오디오북 앱이 됐어요… 제일 마음에 드는 건 텍스트를 넣으면 이동 중에도 들을 수 있는 오디오로 만들어 준다는 점이에요.

@kotanzu1

웹에서 BeFreed가 어떻게 논의되고 있는지 더 보기

지금 바로 학습 여정을 시작하세요

2장

긍정의 발견 요약

긍정의 발견 요약 개요

다양한 학습 방식으로 긍정의 발견 요약 살펴보기

Unleashing the Power of Positive Psychology in Business

Beyond Time Management: The Productive Leader's Toolkit

들리는 모든 단어를 눈으로 확인하세요

Bouncing Back: The Resilient Leader's Psychological Toolkit

Emotional Ripples: The Contagious Leader's Impact

긍정의 발견 요약에서 더 많은 것을 얻으세요

Mining for Gold: The Strengths-Based Leader's Perspective

Finding the Right Fit: Transforming Your Hiring Process

들리는 모든 단어를 눈으로 확인하세요

Unleashing Potential: The Art of Employee Engagement

Reimagining Performance Reviews: From Dreaded Ritual to Growth Engine

긍정의 발견 요약에서 더 많은 것을 얻으세요

Transforming Meetings: From Energy Drains to Productivity Engines

Becoming a Positive Deviant: Implementing What Works

긍정의 발견 요약 완독을 축하합니다

긍정의 발견 요약의 핵심 주제

긍정의 발견 요약의 명문장

긍정의 발견 요약의 등장인물

저자 소개

긍정의 발견 요약 다운로드

다른 사용자들도 좋아한 책

긍정의 발견 요약에 관한 자주 묻는 질문

What is Profit from the Positive about?

Who should read Profit from the Positive?

Is Profit from the Positive worth reading?

What is the "Achoo! effect" in Profit from the Positive?

더 알아보기

BeFreed는 호기심 넘치는 글로벌 커뮤니티를 하나로 연결합니다

다양한 학습 방식으로 긍정의 발견 요약 살펴보기

Unleashing the Power of Positive Psychology in Business

Beyond Time Management: The Productive Leader's Toolkit

들리는 모든 단어를 눈으로 확인하세요

Bouncing Back: The Resilient Leader's Psychological Toolkit

Emotional Ripples: The Contagious Leader's Impact

긍정의 발견 요약에서 더 많은 것을 얻으세요

Mining for Gold: The Strengths-Based Leader's Perspective

Finding the Right Fit: Transforming Your Hiring Process

들리는 모든 단어를 눈으로 확인하세요

Unleashing Potential: The Art of Employee Engagement

Reimagining Performance Reviews: From Dreaded Ritual to Growth Engine

긍정의 발견 요약에서 더 많은 것을 얻으세요

Transforming Meetings: From Energy Drains to Productivity Engines

Becoming a Positive Deviant: Implementing What Works

긍정의 발견 요약 완독을 축하합니다

다른 사용자들도 좋아한 책

더 알아보기