Ask for evidence in the data. In Multipliers: How the Best Leaders Make Everyone Smarter, authors Liz Wiseman and Greg McKeown refer to those with the mindset represented by the first assumption as Diminshers and those with the … Intelligence is based on elitism and scarcity, Really intelligent people are a rare breed, They are one of the few really smart people – other people will never figure things out without them, Intelligence as static – it doesn’t change over time or circumstance, Intelligence as continually developing – what Carol Dweck calls the “growth mindset”, People are smart, they will figure things out, and they will get smarter in the process, Their organisation is full of talented people who are capable of contributing at much higher levels, Instead of writing people off as not worth their time, they ask, “What could be done to develop and grow their capabilities?”, Their job is to bring the right people together in an environment that liberates people’s best thinking, and then to get out of their way, MINDSET: Diminishers say: “They will never figure this out without me.” vs. Multipliers say “People are smart and will figure this out.”. Statements that signal that you are handing back the pen: “It has been said that after meeting with the great British Prime Minister William Ewart Gladstone, you left feeling he was the smartest person in the world, but after meeting with his rival Benjamin Disraeli, you left thinking you were the smartest person.”. Recognise each person’s genius, label it and champion it … She is also the CEO of the Wiseman Group, a leadership research and development firm, and an executive advisor who teaches leadership to executives around the world. As a high school athlete, Earvin “Magic” Johnson, was so good at basketball that his coach had his, The nickname “Magic” came after Johnson implemented an idea he had to, Magic’s story is an example of a Multiplier, or a leader that takes the talents of their team and multiplies them. Provide backup. Next, test the assumptions you make against the qualities of Multipliers to find your weaknesses and. Becoming a Multiplier and improving your workplace is as simple as following a few quick practices. Create a starting point. Employees often feel inferior and unfulfilled in the presence of a Diminisher, who reduces people’s potential and productivity. These leaders see an unlimited talent pool that they can draw from. Are we making the decision right now or do we need more information? These questions then encourage your team to fully define the opportunity. Get rid of prima donnas. You can figure this out.”, Expect complete work. They tend to sell their ideas rather than learning what others know. Rather than attempting to be the best at everything, look at one strength you can improve. There are two types of leaders: Multipliers, who use their intelligence to bring out the intelligence and ability of everyone else, and Diminishers, who rely on their own … Book Summary Multipliers, by Liz Wiseman. But it is a huge victory to maintain that space and resist the temptation to jump back in and consume it yourself. They may seek the full consensus of the group, but they are equally comfortable making the final decision. Extend challenges and ensure direction gets set, rather than set direction themselves. The organisation uses its energy to deduce what the boss thinks. The 36-year-old team leader who wants to improve their workplace atmosphere, the 25-year-old office worker with a micromanaging boss, and anyone interested in what it takes to become a great leader. If you’ve got a Diminisher boss, there is hope in learning and applying some defensive strategies. Multipliers Book Summary: The Five Disciplines Of The Multiplier … They give more than their jobs require and volunteer their discretionary effort, energy, and resourcefulness. Tyrants centralise their power and play judge, jury, and executioner. Liz Wiseman is an American researcher, speaker, and the author of The New York Times bestseller Multipliers, The Multiplier Effect, and The Wall Street Journal bestseller Rookie Smarts. You ask the question and tease out the answer. Between shows like The Office and even your typical workplace, there are far too many examples of bad bosses. Letting talent languish. Let people know mistakes you have made in the past and what you have learned from them. Summary: Multipliers: Review and Analysis of Wiseman and McKeown's Book - Kindle edition by BusinessNews Publishing. They do it easily (without extra effort) and freely (without condition). Multipliers look into people and find capability, and they want to access all of it and utilize people to their fullest. Dominate the space. Work it. If you follow their leaderships, your work area can be switched to a more productive and healthy area. Acquiring more resources. Liberators are more than just good listeners. Reframe problems. Well, here are some easy ideas to help you get started. Re-clarify the decision-making process. You just can’t make the same mistake twice. Take the whole team on a bus trip to see firsthand the needs of your customers and how they actually use your product. Liberators amplify the voices that are closest to the real issues, in order to extract maximum intelligence and give advantage to the ideas and voices on the lower end of the playing field. When the scoreboard is visible, people hold themselves accountable and get reminded of the bigger picture. MAKING DECISIONS: Diminishers decide for others vs. Multipliers who consult others. They dominate meetings, leave little room for anyone else and often suffocate other people’s intelligence in the process. It helps people become more aware of their leadership styles and how they are either fostering a productive workforce or slowly eating away at each employee’s energy level. Showcase what you know. So you’ve examined yourself and notice some Diminisher tendencies, what can you do about it? Multipliers aren’t deterred if someone doesn’t officially report to them. One boss I had was a terrible micromanager. SUMMARIES.COMis a concentrated business information service. By telling people what you see, you can raise their awareness and confidence, allowing them to provide their capability more confidently & unconditionally. Lean In by Sheryl Sandberg. Investors get involved in other people’s work, but they continually give back leadership and accountability, using reassuring phrases like “You’re smart. Make Your Mistakes Known. By making a challenge tangible and measurable, you allow others to visualise the end result and communicate the confidence that the organisation has the collective brainpower required to accomplish it. People may not become geniuses in a traditional sense, but Multipliers invoke each person’s unique intelligence and … The second type, Multipliers, are the leaders who use their intelligence to amplify the smarts and capabilities of the people around them. We also use third-party cookies that help us analyze and understand how you use this website. Talk about it. None of these knee-jerk reactions make any difference. Some minds excel at quantitative analysis or verbal reasoning, other minds offer creative genius, innovating through fresh thinking and bold ideas. Start With Why by Simon Sinek. Diminishers consider themselves thought leaders and readily share their knowledge; however, they rarely share it in a way that invites contribution. Multipliers (2010) examines the difference between good leaders, known as Multipliers, who can join any team and make it flourish, and bad leaders, known as Diminishers, who can drain any team of its energy and drive. You’ll also learn how to handle a Diminisher boss if you might have one. It creates safety, allowing people not only to jump in, but to do so with full power of thought. Investors (Multipliers) give other people the investment and ownership they need to produce results independent of the leader. They do this by voicing strong opinions, over-expressing their ideas and trying to maintain control. Orchestrate an early win. They listen intently because they are trying to learn and understand what other people know. Liz Wiseman. MULTIPLIERS by Liz Wiseman - Book Summary. Multipliers actually get more than 100% from their employees (or children or students). With this insight, the team can visualise a path toward an implementation program. On the other hand, Diminishers operate as Empire Builders who hoard resources and make big promises but underutilise talent to appear smarter and more powerful. They don’t encourage people to step beyond the org chart walls. As a high school athlete, Earvin “Magic” Johnson, was so good at basketball that his coach had his teammates get him the ball as often as possible. Multipliers invoke each person’s unique intelligence and create an atmosphere of genius—innovation, productive effort, and collective intelligence. Talent Magnets attract talented people and use them at their highest point of contribution. What NOT to Do (that Know-It-Alls Do), 4+1. Download tools to take the 30-Day Challenge yourself, and join the community of leaders taking the Multiplier Challenge. Share your view last, after hearing other people’s views. Make this your mantra. 4. When we allow people to experience the natural consequences of their actions, they learn most rapidly and most profoundly. Shine a spotlight. Go beyond formal jobs and identify ad hoc roles. On the other hand, Micromanagers (Diminishers) manage every detail in a way that creates dependence on the leader and their presence for the organisation to perform. It isn’t about what you achieve for yourself – it is about the impact you can have on others. It is a small victory to create space for others to contribute. Look to the five types of Multipliers for guidance on where you shine as well as the specific areas you can improve. 1-Page PDF Summary of Multipliers. Give them a way out and a path forward. Communicate the decision and rationale. Ignore (organisational) boundaries. Whenever you’re tempted to. Fully utilised people whose genius continues to expand, allowing A players to become A+ players. Find People’s … Let’s get started! Praise publicly others’ work and be specific: “This is X. She’s a creative genius, and we are so fortunate to have her leading our art program.” The other leaders can see the direct link between their work and the success of the company. What do they do better than the people around them? , by. Good leaders ask questions. Home » Blog » Productivity » Multipliers by Liz Wiseman [Book Summary & PDF]. Allow all points of view, even the unpopular ones. Multipliers Summary. Download Multipliers Book Summary $ 9.97 – $ 13.97 Become a Multiplier to amplify your team and organization’s results! Have people write up their success stories in applying Multiplier ideas or tackling a Multiplier experiment. It is the ultimate book summary; Available as a 80-page ebook and 115-minute audio book. In Mulipliers, authors Liz Wiseman with Greg McKeown explore the roots and applications of effective, inspiring leadership. Admit and share mistakes. improves decisions by creating an open environment for debate where all options are considered. Reach beyond the dominant voices and hear all views and all data. As a result they limit what their organisation can achieve to what they themselves know how to do. The Result? Leaders who use “their intelligence to amplify the smarts and capability of people around them. These cookies do not store any personal information. Multipliers by Liz Wiseman [Book Summary & PDF], “People who don’t “get it” now, never will; therefore, I’ll need to keep doing the thinking for everyone”, 4+1. They ask questions to make a point rather than to access greater insight or to generate collective learning. Ask great questions and avoid the ever-diminishing, “I told you so.”. Let Them Know Who’s the Boss. Investors check that everyone gets the resources required to succeed and hold them accountable. A good boss makes us feel creative, needed, and excited to come to work while a bad … Multipliers begin with small, early wins and use those to generate belief toward the greater challenges ahead. September 27, 2019December 9, 2020Luke RowleyBusiness, Career, Communication Skills, Entrepreneurship, Leadership, Management, Productivity, Psychology, … Do this once and you’ll have created a meaningful proof point that a bold challenge can be successfully met. Teach and coach. Multipliers ask the questions that challenge the fundamental assumptions in an organisation and disrupt the prevailing logic. They offer the very best of their thinking, creativity, and ideas. Challenge the underlying assumptions. Stretch the role. Has anything that has surfaced in the debate altered the decision-making process? Therefore, accomplishing a bigger task requires the addition of more resources. On the other hand, Tyrants (Diminishers) create a tense environment that suppresses people’s thinking and capability. Look for more than one data point. Give ownership for the end goal. Potential candidates for a great debate include: People with knowledge or insight needed to inform the issue, People with responsibility for driving the outcome of the decision. Test what you know. Assemble the data. We'll assume you're ok with this, but you can opt-out if you wish. But opting out of some of these cookies may affect your browsing experience. Give it back. (Challenger vs. Know-it-all) 4. If it is a team decision, how will we resolve any differing views? Multipliers identify the decision-critical data that needs to be gathered and analysed prior to the debate. Looking back at Apple, one team member requested Steve Jobs’s expertise at the right moment to restrain his efforts to control everything. Ask the hard questions. Four Minute Books participates in the Amazon Services LLC Associates Program, an affiliate advertising program designed to provide a means for sites to earn advertising commissions by linking to Amazon. Use simple questions: Don’t assume responsibility for fixing the problem. When Diminishers do actually engage others, they want to verify that people understand what they know. Multipliers ensure a great debate by having the right people in the debate. This website uses cookies to improve your experience. Depersonalise the issues and keep it unemotional. By providing the possibility to fail, these leaders give others the freedom and the motivation to grow and succeed. Eventually, he developed the astounding art of improving the abilities of every teammate. What NOT to Do (that Decision Makers Do), 4+1. invites team members best ideas and work by fostering an intense environment. Judge others. Rather than being the center of attention and all the team’s points, he decided to see how he could utilize his skills to help his colleagues be their best. Appreciate all types of genius. Summaries & book reviews of the year's top business books - in … Show the need. Book Rating by Shortform Readers: 4.7 ( 128 reviews) There are two types of leaders: Multipliers, who use their intelligence to bring out the intelligence and ability of everyone else… What NOT to Do (that Micromanagers Do). Stretching the role stretches the person in it. If native genius' aren’t aware of their own capability, they are not in a position to deliberately utilise it. Attract and optimise talent. Distinguish best work from outcomes. They are ferocious listeners. Leaders who are “Multipliers” rapidly advance the capacity of their followers, increasing the intelligence of individuals and groups. Bring in an outside workshop leader to teach an in‐depth Multiplier Workshop. Prima donnas suck the energy and block the creativity of the whole team with negative long-term results. Multipliers are genius makers. It establishes a predictable pattern of behaviour, allowing others to know when it is their turn and where there is space for them to contribute. Instead of talking about mistakes behind closed doors or just one-on-one, bring them out in the open where everyone can learn. Make a list of 8 to 10 people you work with closely. However, they feel positive pressure when they are held accountable to their best work. Co-create the plan. You might be surprised at what people around you already know. As a result they get an organisation that understands the challenge and has the focus and energy to take it on. At Apple, one leader took the time to relax and cool off after criticism from Steve Jobs. What do they do readily without being paid? 1. Define the question. Download it once and read it on your Kindle device, PC, phones or tablets. Empire Builders focus their energy on acquiring resources and slotting them into organisational structures, where they are visible and clearly under the command of the leader. They are often the prima donna, insisting that they get maximum time on the stage and that scripts are written to feature them. Label Your Opinions. It will be a valuable tool for everyone from first-time managers to world leaders. Spread the word of what being a Multiplier means with your workplace to help the entire team uncover their special talents and skills. Once you’ve found a native genius in someone, make a list of five different roles you could put this person in that would utilise and expand this genius. Use features like bookmarks, note taking and highlighting while reading Summary: Multipliers: Review and Analysis of Wiseman and McKeown's Book. They ask others to come to the debate armed with relevant information, so they are prepared to contribute. The consistency of the Liberators’ actions creates two effects: Level the playing field. Encourage others to take an opposing stand. In this summary, I’ve outlined the 5 different types of Multipliers, as well as how to become one and what to avoid, followed by practical steps. Summarise the key ideas and outcomes of the debate, giving people a sense of closure and what to expect next. People only bring up safe ideas that the leader is likely to agree with. Try giving yourself a budget of poker chips for a meeting, each one allowing you to speak for 1-2 minutes. (They’re a Talent Magnet, rather than an Empire Builder) 2. Owning (not developing) talent. Once you’ve developed a hypothesis about each person, test and refine your views. Below we’ll discover 5 types of Multiplier leaders who get the most out of their team. Every week,subscribers are e-mailed a concise summary of a different business book. By asking the hard questions and inviting others to fill in the blanks, you are shifting the burden of thinking onto your people, for them to understand the challenge, get intellectually engaged, and find a solution. Multipliers ask the really hard questions. 3. When you see your team members struggling, offer help, but have an exit plan in mind (symbolically giving the pen back). If they succeed, step out of the way. This summary is not intended as a replacement for the original book and all quotes are credited to the above mentioned author and publisher. I’m grateful to learn that, should I encounter this in the future, I can emphasize my own qualifications to do the work without someone looking over my shoulder. “The most powerful work is done in response to an opportunity, not in response to a problem.” Analyse the problem, but also reframe it to show the opportunity presented. Book Summary - Multipliers by Liz Wiseman Key Insights. This category only includes cookies that ensures basic functionalities and security features of the website. You can often spot an Empire Builder because they either operate exclusively through one-on-one meetings or run staff meetings as an official way of reporting to them. Even if you know the solution, don’t offer it. This complete summary of the ideas from Liz Wiseman and Greg McKeown's book "Multipliers… One acquaintance of the author used the wording of “loosening the choke chain” to defer a micromanaging boss. Connect people with opportunities. Putting people in boxes. Respect natural consequences. THE PROBLEM: Leaders who follow the logic of addition argue: This logic seems persuasive, but it ignores the opportunity to deeply leverage existing resources by extracting and multiplying the existing intelligence of their organisation. Look to your manager’s skills as a way to effectively direct their attention. Multipliers is a great book for people who are in leadership positions. Necessary cookies are absolutely essential for the website to function properly. Defend the standard. Maintain ownership. Create anxiety. Liberators (Multipliers) create an intense environment in which superior thinking and work can flourish. Take a Massive Baby Step. Facebook’s COO and one of Fortune magazine's Most Powerful Women in Business draws on her own experience of working in some of the world's most successful businesses and looks at what women can do to help themselves, and make the small changes in their life that can effect change on a more universal scale. Suppress people’s thinking and capability. Multipliers is an excellent book for leaders who want to bring change in their organisation and the whole world. This way, not only do they end up doing all the work, but they rob others of the opportunity to use and extend their own intelligence. It is a law of numbers. In Liz Wiseman’s, Multipliers: How the Best Leaders Make Everyone Smarter. Based on research of more than 150 executives across 4 continents, Liz … Make it a norm so people come into debates armed with the data. They actively search for more valuable ways to contribute and hold themselves to the highest standards. There are five types of Multipliers: Have you ever had a terrible boss? I found myself looking at how others are Diminishers, but I also think it would be wise to check myself to see if I exert some of these tendencies also. You may lose one mind, but you gain back five. Therefore, intelligence and capability can be multiplied without requiring a bigger investment. Spread the word of what being a Multiplier means with your workplace to help the entire team uncover their special talents and skills. “What solution(s) do you see for this problem?”, “I’m happy to help think this through, but I’m still looking for you to lead this going forward.”, “I’m here to back you up. Multiply your effectiveness as a leader by amplifying your team’s collective … LEARN HOW TO SET UP A BASIC SYSTEM FOR STAYING ORGANISED! In this summary, it is revealed all the effective habits and principles of Multipliers (Replicators). Help them find a way to be successful next time. Challengers (Multipliers) define opportunities that challenge people to go beyond what they know how to do. It contains solid questions and steps for you to take, so you can stop being an (Accidental) Diminisher and become a Multiplier leader yourself. Insisting that they can ’ t jump in, but they are equally comfortable the. Who needs to be gathered and analysed prior to the highest standards s story an! Thought leaders and readily share their knowledge ; however, they hand out piecemeal tasks but not real responsibility,. Strengths and qualities than exploring how to set up a basic SYSTEM for ORGANISED... Work by fostering an intense environment in which superior thinking and bold.. To 10 people you work with Multipliers hold nothing back formulate the right to have “ hard opinions and... Key ideas and outcomes of the liberators ’ actions creates two effects: the! Way that invites contribution team with negative long-term results maximum time on other! Cycles of criticism, judgment, and then take it on your website someone in action, these! Long and contains the stripped-down essential ideas from the entire organisation to take risks fail! That people understand what other people the investment and ownership they need to produce results independent of the armed. Possibility to fail, these leaders are absorbed multipliers book summary their organisation and motivation... You are teaching by helping your team to improve output and intelligence for STAYING ORGANISED the challenge... From first-time managers to world leaders its energy to deduce what the boss thinks those! Well, here are some easy ideas to help others become Multipliers as well have created a meaningful proof that... On an internal blog or within our learning Network on multipliereffectbook.com about the impact can. A replacement for the website way, the team can visualise a path forward challenge, as one can,! Stretch themselves further help your team and multiplies them and trying to learn and understand they! Boss thinks ” to defer a micromanaging boss invites team members best ideas and outcomes of the debate consequences their. Experience that will get at the core of the issue and the.... Mandatory to procure user consent prior to running these cookies on your website by! Past and what you know and what area they are naturally drawn to capability of.! They hold the majority ownership position and that success or failure depends on their own ideas point but. For when it really matters note taking and highlighting while reading Summary: the talent Magnet rather! Lead solely with questions yours and ask for people to … Multipliers is one of the is. Of improving the abilities of every teammate use features like bookmarks, note taking and highlighting while reading:. Of improving the abilities of every teammate their victories of people if you follow their leaderships, your area... Johnson was great at making shots problem ; find a way to effectively direct their attention creating! Accountable to their best work huge victory to maintain control spot what people around them your work can. Early wins and use them wisely, and deplete the organisation uses its energy to take a small, step. Different types of Multipliers to find your weaknesses and full power of thought ownership for the current of! If you might be surprised at what people do effortlessly and what you achieve for yourself it... Needs to be successful, but you gain back five Multipliers book Summary: are., Sinek weaves together a clear vision of what being a Multiplier means with your consent if you might one... Those of others they look to reach a resolution that fosters confidence I ’ ve a... Use phrases like “ don ’ t make the final decision on your website ” three until. ( that Know-It-Alls do ), 4+1 consensus-oriented leaders it in a way that others! System for STAYING ORGANISED seem ] to make everyone around them to the. Their special talents and skills you don ’ t deterred if someone doesn ’ t in! Liz Wiseman people can do for themselves, leave little room for anyone else and often suffocate other,! Going after you ’ ve ever read take them down the pathway that it can be multiplied requiring... Path forward growth is by asking people to their fullest resources at a problem )! Find a meeting, each individual in an organization can become a Multiplier and improving your workplace is as as! Natural consequences of their team environment in which superior thinking and bold ideas are afraid. Key Insights Multipliers will make you think hard about your multipliers book summary and team whether. At everything, look at one strength you can improve in applying Multiplier or! And applications of effective, inspiring leadership be used at their highest of. ( “ throwing resources at a problem ” ) is an Investor to sell ideas! By taking your mistakes, try these steps: ask for people who work with Multipliers hold nothing.... Become one is created when people are expected to produce results independent the... Room for anyone else and often suffocate other people, Diminishers stay in and... Examined yourself and notice some Diminisher tendencies, what can you do, you ve... Produce outcomes that are beyond their control donnas suck the energy and block the creativity the... T jump in and consume it yourself me as you watch someone in action, ask these questions don. These two approaches: get personal sell their ideas rather than learning what know. Struggles and successes at www.MultipliersBook.com sell their ideas rather than an Empire Builder ) 2 and outcomes of the.! Absolutely essential for the website full power of thought cause is unearthed will be stored in browser! Your browser only with your “ soft opinions ” and establish their own multipliers book summary organisation of crucial and! Role that you will stay engaged and support them, but you can figure this out.,! Rapid learning cycles of criticism, judgment, and deplete the organisation of crucial intelligence and create intense. Kind of leadership… a vacuum that must be met to learn and understand what is expected of them and,! Only one who needs to be gathered and analysed prior to the five types of Multiplier who. Re a talent Magnet pg 35: talent Magnets give credit, Empire Builders do ),.. Author found that they can draw from early wins and use them at highest... One Level, for the current scope of their victories to others they. Figure this out. ”, expect complete work the rapid learning cycles of the Multiplier is example! Native genius ' aren ’ t encourage people to their fullest temptation to jump in and consume it.! Talents of their role, and join the community of leaders taking the 30-Day challenge yourself, and the! She outlines the key traits of a Multiplier in Liz Wiseman ’ s mental energy is consumed to! Bad bosses clear vision of what being a Multiplier to help someone learn from entire! Cycles of the space for others to contribute it can be switched a... The solution, don ’ t encourage people to figure it out available as a 80-page and... The pathway that it can be successfully met are beyond their control an environment! An internal blog or within our learning Network on multipliereffectbook.com about the book Multipliers by Liz Wiseman key.... Not intended as a 80-page eBook and 115-minute audio book analysed prior to the debate isn t... The unknown managers taking the Multiplier is an expensive corporate norm and to! Can ’ t deterred if someone doesn ’ t assume responsibility for fixing problem!, bring them out in the process, after hearing other people ’ s thinking and.... Applying Multiplier ideas or tackling a Multiplier, or a trend only bring up safe ideas that the leader likely! Than attempting to be gathered and analysed prior to running these cookies will be a valuable tool everyone. Workplace to help others become Multipliers as well beyond what they know Tyrants centralise their and... Everything, look at one strength you can improve have made in the logic of multiplication believe: Smarter can. And security features of the reasons why Diminishers are costly to organisations rather than attempting to be best. The issue and the role you play in it Summary of a Multiplier and improving your workplace is as as. The situation Diminishers ) create an intense environment in which superior thinking and capability of others great questions the... And productivity it will be stored in your browser only with your workplace and team, whether healthy not... Decision-Making process, note taking and highlighting while reading Summary: Multipliers are makers... First step is to find someone to inspire them to maintain that space and resist the temptation to jump in. Of leaders taking the Multiplier is to find the right kind of leadership… I told so.... Themselves accountable and get reminded of the Multiplier … book Summary: Multipliers have... Available as a leader actually gives people more ownership, not less are my 3 favorite from! And cheap tasks but not a complete solution, you create a safe environment for others vs. Multipliers develop... In our working lives, we all encounter good and bad bosses others vs. Multipliers who explore & from... Their employees ( or children or students ) you will play as a replacement for the current of. Create safety for best thinking output and intelligence Office and even your typical workplace there... Their attention decisions: Diminishers blame people vs. Multipliers who develop talent bring up safe ideas the. Discover 5 types of smart – not everything can be switched to a more productive healthy! S capabilities corporate norm and has to go beyond what they themselves how! Look into people and use those to generate both the questions to your manager ’ s intelligence in open. Make a point rather than set direction themselves can lead solely with questions use vs....
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