Book Review: Get It Done by Ayelet Fishbach

The table of contents for Get It Done, by Ayelet Fishbach, quickly piques the curiosity about this book’s fascinating dive into the science that underlies goal-setting motivation and behavior. Fishbach masterfully combines theory and practice in a novel approach to setting and tackling goals that scores a bullseye in a well-organized discussion. She consistently poses questions such as “Pull yourself up or out?” and “Is the glass half-empty or half-full?” that yield surprising answers. This engaging, personable “page-turner” is sure to change how you approach, and succeed, at self-motivated action.

Why are we reading this book?

It didn’t take long to know the answer to that question. Fishbach expertly demonstrates a comprehensive understanding of typical goal-setting behaviors, why they don’t work, and how to successfully implement techniques that have both scientific and anecdotal credibility. She’s taken a complex topic with many moving parts, and just like dominoes, systematically lines them up to all fall in place. While many authors have attempted this topic, Ayelet skillfully nails it.

Backstory:

Born in Israel and growing up in an Israeli kibbutz, Fishbach lived in a communal society culture where private property was frowned upon and having more money than needed was considered dirty. Fishbach wanted more in life than what her culture dictated for women. Bucking those expectations, she intuitively used self-motivated goal-setting to earn the tuition to study psychology at Tel Aviv University and become a professor at the University of Chicago. This valuable experience became the groundwork for studying the science of motivation.

Challenge:

An example of many well-known maxims that Fishbach turns upside down is the truism that it’s better to “see the glass half-full” than “half-empty.” Fishbach adroitly positions the answer to be dependent on understanding the role of progress toward completing a specific goal. She claims there are times when progress helps to sustain motivation (half-full) and there are times when lack of progress (half-empty) is even more effective. She also points out that emotions play a role in evaluating progress because positive or negative emotions can be motivators depending on the circumstances.

Solution:

Recognizing that the half-full or half-empty question has more considerations than whether a person is being optimistic or pessimistic, Fishbach’s answer makes sense: that it’s both depending upon the situation. For example, if there is full commitment to a goal, focusing on completed actions won’t move the needle forward and could even prompt a person to slack off, thereby undermining progress toward reaching the goal. All factors considered, focusing on what remains to be done (half-empty) is best for “getting it done.” The author repeatedly uses this kind of psychological support to validate her challenge/solution guidance.

Summary:

Fishbach’s extensive index and cited resources, by chapter and page, provide a reliable framework for her wide range of talking points. The book contains four sections, each opening with a story intro, and chapters conclude with paragraph summaries and questions to reinforce her ideas. These organizational elements keep the threads of each concept weaving together into a model the reader can implement with confidence and success. The best way to get the most out of Get It Done? Grab onto the essential concepts, understand how and when they are used, and remember that the best practice could be “this, that or both.”