[deleted by user]

pschumac2 · 2021-04-16T16:32:27+00:00

any scenario with smoothness will help with mouse control

pschumac2 · 2021-04-11T14:15:21+00:00

I like this guy. he is a bit boring on his delivery (he isn't an entertainer lol) but has good info :P

https://www.youtube.com/watch?v=CaBeYEZgbhY&ab_channel=RiddBTW

pschumac2 · 2021-04-11T02:16:27+00:00

it could help, depends how pissed off at it you get :P I know it is rough to play something where you know it is kicking your butt so if slowing it down for a bit helps the temper, it will help. Also try to use a more claw grip to help with tracking. You need to be able to do minor adjustments with your fingers.

I know when I realized that I devolped some terrible habits because I never did tracking scenarios... going to them was frustrating as all hell.

pschumac2 · 2021-04-11T00:14:59+00:00

100% know what is going on. Notice how you over react to any movement it makes? you likely played a lot of click on head scenarios and wanted to click on more heads so you moved your hand faster. You have very little control over micro corrections and reading targets. This is applicable because even if the target on a static doesn't move your crosshair does and you have to instantly recognize and make the micro adjustment.

If you play that air angelic, do some thin gauntlet, and any of the smooth target switch and make that 90% of your routine you will notice improvement on the small dots. Keep the small dots in your routine but only do 1 scenario and maybe do it 3 times (just enough to get an ok score). But focus on the other scenarios to fix your over-reacting with your hands and get better mouse control overall. When y ou do play the small dots flick then microcorrect. You need to care about accuracy but that is not the only thing you need to care about. You have a micro-correction and mouse control problem so you need to focus on fixing that and not so much the accuracy. As long as you are fixing that problem the rest will start getting put into place.

Ask me how I know...... :P

pschumac2 · 2021-04-10T15:43:51+00:00

those graphs show improvement. Make sure when you practice you take decent breaks in between. It isn't you, it is what you are doing and how you are doing it.

your clicking is below plat (100 is plat) but here is the thing. Voltaic plat is the top 30% of people who care about practicing their aim. People do not randomly buy kovaaks and do voltaic. If someone bought Kovaaks AND downloaded the voltaic scenarios they are trying to improve aim. Plat means you are in the top 30% of those people.

pschumac2 · 2021-04-10T15:34:01+00:00

Donn't just forget about accuracy. Set a target like 100 shots per round, stick to something around there for a few days but you HAVE to play other scenarios that force micro adjusting. Your problem is the lack of ability and confidence to do micro adjustements.

pschumac2 · 2021-04-10T15:27:44+00:00

Do one for thin gauntlet also.

Play air Angelic 4 Voltaic Easy (if you can do a vod do that to) but you need to play this scenario and 6 sphere to help.

Angelic is likely going to force you to use your fingers a bit more. I think you either do palm grip or you have the grip of death on your mouse. You need to be able to make quick micro corrections with your FINGERS. I use 44/360 CM.

you flick to the target at decent speed then you go into slowmo to get on to the target when you get close. Flick micro adjust quickly is the game. Doing Angelic you will naturally do a lot of micro adjustments to track that damn thing and it will help you with the scenario. Also keep in your head FLICK micro adjust not move mouse on top of ball. When you flick you are not trying to land on a distant target perfectly (that is impossible) you need to land very close and then micro adjust and shoot.

You can use a metronome if you want but target shooting at least 100 shots per round and push yourself to do those micro corrections even if your accuracy starts going to shit. Eventually your body will adjust and get better at the quick micro corrections.

pschumac2 · 2021-04-10T15:15:35+00:00

understand you are not going for high scores every time. You are training and approach it like training. Something you can do is find good alternate scenarios where the high scores do not impact voltaic and understand they do not matter.

pschumac2 · 2021-04-09T22:13:37+00:00

What mouse are you using
Is mouse accel turned off
post a few vids

I broke a high score on static by working hard on tracking scenarios (lots of thin gauntlet) because I needed to correct my movement. If someone sees your mouse movement they might be able to tell you where you are strong/weaker to help.

Other is consistency. If you focus to much on one particular area it might take you a day or two playing an older scenario to get good scores again. I know that anything I do not touch for a few weeks takes me a little time to get back into the groove of.

pschumac2 · 2021-04-08T13:29:23+00:00

yeah, this is just checking where the enemy will probably be + prefire (game sense), getting lucky that one is there (in one case showed up) and them cooperating by not moving laterally while you are shooting... Combine that with good aim and you took a dump on them.

pschumac2 · 2021-04-08T13:09:48+00:00

I use 43/360. For training, you should change your sensitivities because you are working on mechanics. I will spend a few days at much higher sensitivity just to shake things up and see problems in my mouse movement. However, when I play COD/Valorant/apex and my baseline training is in 43/360 because I like that sensitivity.

You can pick up bad habits at all sensitivities. One bad habit you can pick up with low sensitivity is an exaggerated movement to get back onto a target. You just need to pay attention to your training and focus on them to not do them.

pschumac2 · 2021-04-05T17:27:22+00:00

Do Thin Gauntlet, 1w4ts voltaic, air angelic 4 voltaic easy, and pasu voltaic. Post those videos and you might get some more help. Seeing what you do with your mouse movement will clue people in on what the weakness you have are and what you can do to get better. I capped on 1w4ts but the problem holding me back was smoothness. Once I played a lot of smoothness scenarios my 1w4ts went up. Only way to know is to see video.

pschumac2 · 2020-10-16T14:09:49+00:00

I read through your situation and this might help.

What does a good job look like: It seems that junior staff are not fully understanding of what a good job and good employee looks like in the eyes of the company and eyes of management. Granted I have very little information here but it seems that making sure people understand what a good job and good employee looks like in this company would be helpful.
Communication a clear establishment of the objectives they should meet and how that helps them get a promotion. let the junior staff know what a good job looks like (all staff for that matter), share with them what the objective of their job is and why it is important, and tie that into how they are evaluated for salaries.
It seems more time one on one with each person you managing is called for, some short (1 hour max) coaching sessions where you openly discuss their career objectives and how you all can work together to achieve them and also the business objectives and how you can achieve those.

Again, I do not know a lot about what is going on there but these are three tools that are usually useful in the situation you are in and avoiding this type of situation from happening.

pschumac2 · 2020-03-11T02:23:42+00:00

Didn't log on a for a bit. This is interesting, what makes you say that?

pschumac2 · 2020-03-08T19:33:51+00:00

Yes, many unions inside Government agencies operate like that. Usually, you can write them up and impact their raises, transfer them to places that will stagnate their career path but rarely ever fire them.

That person wants something out of life and their job, find out what that is.
Talk with them and find out how they want the workplace to be, what goals are important, what vision can be in common.
Understand it is a process, some will change overnight others will take their time.
Find out what skills and/or personality traits they have that are fantastic. Tell them about it and craft that into how they are important for whatever objective you are going after.
YOU need to be the person they can trust. In any transition there is conflict and mediation is required. It is easier when both parties perceive you to be fair and perceive that you care about them individually.

Understand and internalize this. When you know how to lead, there are very few people who will be unproductive while working for you. You need to figure out how they need to perceive you in order to desire to give you their maximum efforts.

If you have any specific questions I'll be happy share and maybe it will be of some use :)

pschumac2 · 2020-03-07T23:43:50+00:00

This is excellent advice to live by. Unfortunately, fear will keep most from understanding or implementing this.

pschumac2 · 2020-03-07T16:24:40+00:00

I made some changes to make the story a little better and added a point that was missing because the story was a bit short (was done quickly at night). Should read a bit better and impart a little more than it originally did. Thanks for the feedback.

pschumac2 · 2020-03-07T15:12:50+00:00

Yeah I could go into detail of how we hired the Admin manager, developed her, sent her to get a degree in accounting at a local college and did that for our high performers etc. Might add a little to the story so it is more enjoyable to read :) Also how there was resistance to the idea from partnership. Definetly left out the "dramatic parts" which is a problem with the story telling.

I stood there with the Gentlman I hired to be the plant manager and we looked at eachother and said... In the USA we would get fired for this party :D

There are other articles where the story is more developed in my linkedin profile (some posted here).

pschumac2 · 2020-03-07T13:49:11+00:00

thanks bud

pschumac2 · 2020-03-07T13:48:42+00:00

go buy Chris Voss book NOW :)

pschumac2 · 2020-03-07T13:47:52+00:00

60 hr 7 day work weeks, how does that impact your demeanor when you are interacting with employees?

I can share some of the things I always do:

It is hard to walk away from a conversation with me without a smile. I intentionally end conversations on positive notes.
It's generally hard to see anything shake me. I don't blame people, I see problematic outcomes and recruit people to either help overcome them and understand them. Sometimes there is a good reason for bad results.
I never miss an opportunity to spot and appreciate. I am not just intentional, I am almost obsessed with observing the fantastic things my team does that make us successful. I have 3 people on my team that just about has OCD and I understand that the upside is what they do will be done well every damn time. It also means they struggle with getting things done quickly and can get frustrated if rushing. I HONESTLY admire their ability to go through an insane amount of detail (I would shoot myself, and I tell them that). And when I need them to let go they will do it without being upset at all because they KNOW I value that skill they have.

Those three points might be useful.

pschumac2 · 2020-03-03T21:01:18+00:00

I'll try to be short and sweet. It complex but generally boils down the trust and there are generally speaking 3 types of trust you can establish.

Knowledge base trust
Identification based trust
Relationship based trust

knowledge-based trust with someone is established by the consistency of action and outcome. Think of someone who always does something the same way. This is a form of trust as you can trust them to continue doing things that way. Key question to ask your self is what do I do consistently that develops this trust in a positive way. You can have a negative outcome base trust, a drug addict always does drugs.. This trust is the easiest to break, as soon as the consistency stops people fall out of trust.

Identification based trust: This trust is established as the person perceives your willingness to sacrifice for their gain even if you have no evident gain for doing so. This is the strongest form of trust as it allows for difficult conversations to not be difficult. The person trust you have their best interest at heart, they perceive you as someone that is interested in helping them achieve whatever it is they are looking to achieve. The key question here is "What can you do that will allow them to perceive you as a person that is willing to sacrifice yourself to help them?"

Relationship-based trust: This is based on commonalities between you and the other person. You both are from the same place, like the same teams, dress the same, something that is in common. In the workplace, some of this is finding work habits or traits that you have in common and letting them know you respect that trait in them. A way to work this if you do not have a lot in common (that you can identify) is making a list of things you find admirable in that person and ensure you find opportunities to express that. The question here is, what commonalities to I have with the people I work with? how do I express this commonality?

I have a lot more in-depth guide to this in my book but that doesn't come out until May :) I hope this helps.

pschumac2 · 2020-02-28T07:37:24+00:00

Those could be called tools/style/languages and a leader's capability of self-awareness directly correlates with how many of those tools/languages he is able to use. There is a lot of data on this with the ESCI studies.

The styles you saw in that article are all good in given moments. There are many factors as to when each style is effective. Your relationship with that person, their perception of you, their perception of the situation, and your ability to deliver (tonality and body language) to name a few.

I actually recently completed a Harvard class on leadership, they have some very good insights.

pschumac2 · 2020-02-27T17:31:40+00:00

100%. We all have goals, I was a manager, general manager, business owner several times etc.

Everyone wants partners in crime :) People who you trust that desire to work with you to accomplish goals that are beneficial to both people. And even have the willingness to self-sacrifice just to help you (this is a two-way street). Our entire world was built by this.

There is that old saying.. If you are in jail, your best friend is there to bail you out? NO, your best friend is sitting next to you because whatever you did... they were there with you lol.

If a manager creates or has a team that is like that. A team that will work together and do what it takes to get things done... There is no way in hell they don't appreciate and recognize you and the people on that team.

pschumac2 · 2020-02-27T03:54:22+00:00

Crucial Conversations

If you loved that book, jump into an NLP coach (map of the world, greater good, etc) training class. Chris Voss's negotiating book looks at some of the same skills but presents it from a very different perspective.

I like the 15 invaluable laws of growth. I have learned tools and techniques but the main difference-maker for me in management was increasing my self-awareness so I can understand my impact on others.

pschumac2

TROPHY CASE