52. Power of Daily Rehearsal

Scientists catch up with the habit of many successful people - and label it "pragmatic proscription"

Hello, and welcome back. In the previous issue I shared my personal highlights from the book Soundtracks by Jon Acuff. In this issue I

• Share an mental anchor for living fully to age 100

• Explain the niche field of psychology called Pragmatic Proscription

• Share how I use a “daily rehearsal” each morning to power my goals

By the way, I’m Kevin Kruse, founder and CEO of LEADx and NY Times bestselling author of 15 Secrets Successful People Know About Time Management and the forthcoming 11 Secrets Successful People Know About Goal Setting. Welcome to Success & Significance - my take on health, wealth, and relationships (my “3 to Thrive”, read more here). Hit the Subscribe button below to join over 20,000 members who get weekly practical advice and wisdom from the world’s most successful people.

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Reminders of Thriving Old People 🙂

My ultimate health goal is to have functional health until age 100. Or, as Dr. Peter Attia calls it, “training for the Centenarian Decathlon.” So I always take note of people who are well past retirement age and still thriving in their chosen profession. So I was delighted by this…

Eighty-one-year-old Paul McCartney is planning another global tour! Read the full article here.

Pragmatic Prospection: The Power of a Daily Rehearsal? 

I recently heard a new term from the field of positive psychology that I’m excited about. It’s called “Pragmatic Prospection,” and it’s so new there isn’t much even written about it yet on the Internet. It’s related to the nascent field of Prospective Psychology, which was shepherded by legendary psychologist Marty Seligman–but all research and writing seems to have stopped in 2016 for some reason.

“Pragmatic prospection is the ability to think deeply about the future in order to identify and to work productively toward goals,” according to the abstract from the paper, “Pragmatic prospection is linked with positive life and workplace outcomes.”

It further breaks down the method as having four parts: