Skip to main content

How To Be Fitter Faster


I was fit early in my life. Then, not fit for many years. And now, back fit again. When I returned to fitness, I also became passionate about the importance of leaders creating an environment for health and wellness in the workplace.

The first step to doing that, however, is to become fit yourself. If you need help with that, there's a terrific new book, published this month, that will help you achieve your fitness goals. It's called, Fitter Faster; authored by health journalist and runner Robert J. Davis and personal trainer Brad Kolowich, Jr.

If you are already fit, this book is also good for you. That's because the authors answer the most asked questions by even experienced athletes and fitness buffs.

Overall, within the book's four parts, you'll learn:
  • How to motivate yourself to exercise
  • What you need to know about aerobic exercise, strength training and stretching
  • What to eat and how to prevent pain
  • The workouts to help you get fit fast




Robert J. Davis

Today, author Davis answered the following questions for me:

Question: Why do so many people find it so difficult to exercise? What are some of the biggest barriers?

Davis: For most people, the biggest barrier is too little time. The official fitness recommendations are at least 30 minutes a day, five days a week for aerobic exercise plus two or three days a week for strength training plus two or three days for stretching exercises — all of which require more time than most of us have. In Fitter Faster, we help readers overcome this barrier with exercise routines that take as little as 15 minutes a day and have benefits that are equal to, or even greater than, those from much longer workouts.

Another barrier is that many of us don’t like to exercise. But there are a number of ways to make it more enjoyable, which we discuss in the book. For starters, there’s no need to force yourself to run on a treadmill (or run at all), for example, if that’s not your thing. Instead, choose activities you enjoy, whether hiking, dancing, tennis, yoga, or something else. Exercising outdoors whenever possible can increase enjoyment. Ditto for using fitness apps that turn exercise into a game, or listening to music while you work out. And exercising with a buddy or joining a fitness group or class can make the experience more fun.

A third barrier is boredom— getting sick of doing the same exercises. Mixing things up with a different routine every day, which we do in Fitter Faster, can greatly reduce the drudgery. Plus you get greater benefits when you vary the types of exercise (e.g aerobic, strength, plyometric or jumping exercises) as we do.

Finally, there's intimidation. Not knowing what exercises to do or how to do them can keep people from exercising. In Fitter Faster, we have easy-to-follow routines for beginner, intermediate and advanced levels, with descriptions and photos for each exercise. In addition, some people find gyms intimidating. Our workouts can be done at home or outdoors and require little or no equipment.

Question: What are some additional benefits of exercise that people might find surprising?

Davis: Among the many benefits are these five:
  1.  Sleep more soundly. Studies show that regular exercise is comparable to sleep medication in improving the ability to fall asleep, as well as sleep duration and quality.
  2. Catch fewer colds. Regular exercisers are less likely to catch colds than non-exercisers. And when they do get sick, they tend to have fewer and less severe symptoms.
  3. Avoid back pain. Research shows that all types of exercise (whether aerobic, strength, or flexibility) are more effective at preventing back pain than common measures such as back belts or shoe insoles. Exercise also reduces the number of missed work days due to the condition.
  4. Preserve your eyesight. People who are physically active have a lower risk of cataracts and age-related macular degeneration (AMD), a leading cause of vision loss.
  5. Protect your hearing. Those who work out regularly have a lower risk of hearing loss.  Research has also linked higher fitness levels with better hearing. (Just be sure not to blast music too loudly on your iPod when you work out, which can have the opposite effect.)

Question: Would you offer an example of how the Fitter Faster plan can be adapted to different personal preferences, as well as for people of different fitness levels?

Davis: Our plan includes high-intensity interval training, or HIIT, in which you go hard, then easy, hard, then easy, and so on (rather than exercising at the same moderate intensity for, say, 30 minutes). The interval lengths vary depending on your fitness level. For example, if you’re a beginner, you might walk as quickly as you can for 15 seconds and then walk at a moderate pace for 45 seconds.  And then repeat the cycle. If, however, you’re an advanced exerciser, you might sprint for 60 seconds and then jog at a moderate pace for 30 seconds. If you don’t like to walk or jog, you can do a number of different activities such as rowing, stair climbing, or riding a stationary bike, with the interval lengths and intensities varying according to your fitness level.

Question: What are some of the best ways a leader in a business can create a culture of health and wellness within his/her workplace?

Davis: In Fitter Faster, we talk about the power of rewards, especially financial ones.  Research shows that offering workers money as a reward makes them more likely to exercise and stick with it. The incentive appears to be especially effective if the funds are put into an account and then taken away if the person fails to achieve his or her goal. This is based on a principle known as loss aversion: As much as we love receiving money, we hate losing it even more. The money can be put up by the company or the employee (or a combination). In one study, workers at a large company who made fitness commitments backed by their own funds went to the gym 50 percent more often than those who didn’t have this incentive.

Brad Kolowich, Jr.

Thank you to the book's publisher for sending me an advance copy of the book.


Comments

Popular posts from this blog

Why A Team Needs More Than Strong Leaders

The book,  Team Players , by leadership expert and  New York Times  bestselling author,  Mark Murphy , explains why a team needs more than strong leaders—it needs the right mix of  five roles and talents  to succeed.   In addition, Murphy reveals that the secret to extraordinary teams isn’t making everyone the same—it’s embracing and leveraging fundamental differences through those five distinct team roles. No amount of teambuilding, trust, or cohesion can overcome having the wrong mix of people in the room.   The five essential roles and talents are:   The  Director  assumes a leadership role   within the team, guiding its direction and making important, difficult, and even unpopular decisions.   The  Achiever  immerses themselves in the details of accomplishing tasks and getting things done, with a keen eye for delivering error-free work.   The  Stabilizer  keeps the team on track with meticulous...

How To Lead From The Inside Out

  The book,  The Journey of Leadership , brings the experience of one of the world’s most influential consulting firms ( McKinsey & Compan y ) right to your fingertips.   “We offer in this book a step-by-step approach for leaders to reinvent themselves both professionally and personally,” explain co-authors  Dana Maor ,  Hans-Werner Kaas ,  Kurt Strovink  and  Ramesh Srinivasan .   This book includes revealing lessons from McKinsey & Company’s legendary CEO leadership program,  The Bower Forum , which has counseled more than five hundred global CEOs over the past decade.   The authors assert that if you are a traditional left-brained leader who’s great at numbers, planning and scheduling, your job might be threatened in the future. “Going forward, the differentiating factor will be human leadership that gives people a sense of purpose and inspires them, and that cares about who they are and what they’re thinking and feeling....

70 New Year's Resolutions For Leaders

  With 2026 fast approaching, it's a good time to identify your New Year's Resolutions for next year. To get you started, how about selecting one or more of the following 70 New Year's resolutions for leaders? Perhaps write down five to ten and then between now and January 1, think about which couple you want to work on during 2026. Don't micromanage Don't be a bottleneck Focus on outcomes, not minutiae Build trust with your colleagues before a crisis comes Assess your company's strengths and weaknesses at all times Conduct annual risk reviews Be courageous, quick and fair Talk more about values more than rules Reward how a performance is achieved and not only the performance Constantly challenge your team to do better Celebrate your employees' successes, not your own Err on the side of taking action Communicate clearly and often Be visible Eliminate the cause of a mistake View every problem as an opportunity to grow Summarize group consensus after each deci...

10 Quotes From The 5 Levels Of Leadership -- John C. Maxwell

Soon I'll post my full review of John C. Maxwell's latest book, The 5 Levels of Leadership .  In the meantime, here are some of my favorites quotes from the book that I believe should become a must-read book by any workplace/organizational leader: Good leadership isn't about advancing yourself.  It's about advancing your team. Leaders become great, not because of their power, but because of their ability to empower others. Leadership is action, not position. When people feel liked, cared for, included, valued, and trusted, they begin to work together with their leader and each other. If you have integrity with people, you develop trust.  The more trust you develop, the stronger the relationship becomes.  In times of difficulty, relationships are a shelter.  In times of opportunity, they are a launching pad. Good leaders must embrace both care and candor. People buy into the leader, then the vision. Bringing out the best in a person is often a catal...

Resolve To Find A Mentor In 2026

Having a mentor is one of the best things you can do to advance your career as a leader. So, decide soon to secure a mentor who will work with you during 2026. Make that one of your New Year’s resolutions. A mentor can benefit leaders new to their leadership role, and they can benefit experienced and seasoned leaders, as well. A strong mentoring relationship allows the mentor and the mentee to develop new skills and talents, to build confidence, and to build self-awareness. Proper mentoring takes a commitment from both parties, and it takes time to develop and to reap the rewards of the relationship. Plan to work with your mentor for no less than three months, and ideally for six months or longer. When seeking out a mentor, think about these questions : 1.  Will the relationship have good personal chemistry? 2.  Can this person guide me, particularly in the areas where I am weakest? 3.  Will this person take a genuine interest in me? 4.  Does this person have the tra...

Best New Leadership Book Of 2025

Each year, after reviewing dozens of books about leadership, management, business and life skills, I select my pick for the best new leadership book of the year. During 2025, I reviewed on this blog 48 books, and I choose  Radical Listening: The Art Of True Connection  as the best new leadership book of 2025. To be an excellent leader you need to be an exceptional listener. Sadly, too many business leaders don't listen well or don't listen to a broad enough range of their employees. This great book will help leaders become better listeners  –  radical listeners. “For leaders, radical listening must start at the top of an organization,” state the authors  Prof. Christian Van Nieuwerburgh (PhD)  and  Dr.   Robert Biswas-Diener .    “Unless there is a clear and sustained commitment to radical listening from leaders, others are less likely to be fully engaged with the idea. This is, of course, easier said than done.”  “Most leaders woul...

The Playbook For How To Get Along With Anyone

T he book,  How To Get Along With Anyone , by  John Eliot  and  Jim Guinn , is the playbook for predicting and preventing conflict at work and at home.  As you read the book, you will discover how to defuse any heated conflict by learning which of the five conflict styles you are and how to resolve even the most sensitive dispute with this must-read guide.  Through decades of building and facilitating team chemistry for Fortune 500 companies, professional sports franchises, schools and government agencies, nonprofit organizations, and families, Eliot and Guinn have discovered people respond to conflict in one of these five ways:  Avoider : Uninterested in minor details; excels in solitary work with a knack for concentration.  Competitor : Always pushing the envelope; never rests on laurel and takes risks for achievement.  Analyzer : Evidence-based and methodical; patiently gathers information before acting.  Collaborator : A deeply carin...

Effective Listening: Do's And Don'ts

Here are some great tips from Michelle Tillis Lederman's book, The 11 Laws of Likability .  They are all about: what to do and what not to do to be a leader who's an effective listener : Do : Maintain eye contact Limit your talking Focus on the speaker Ask questions Manage your emotions Listen with your eyes and ears Listen for ideas and opportunities Remain open to the conversation Confirm understanding, paraphrase Give nonverbal messages that you are listening (nod, smile) Ignore distractions Don't : Interrupt Show signs of impatience Judge or argue mentally Multitask during a conversation Project your ideas Think about what to say next Have expectations or preconceived ideas Become defensive or assume you are being attacked Use condescending, aggressive, or closed body language Listen with biases or closed to new ideas Jump to conclusions or finish someone's sentences

7 Honest-Feedback-Extracting-Questions To Ask When Hiring

Awhile ago, the  Harvard Business Review  published some great questions that  Gilt Groupe  CEO Kevin Ryan asks when he is checking references. Ryan serves on the board of Yale Corporation, Human Rights Watch, and  INSEAD , and is a member of the Council on Foreign Relations.  He holds a B.A. from Yale University and a M.B.A from INSEAD. His main seven honest-feedback-extracting-questions  (and follow-ups) are: Would you hire this person again?  If so, why and in what capacity?  If not, why not? How would you describe the candidate's ability to innovate, manage, lead, deal with ambiguity, get things done and influence others? What were some of the best things this person accomplished?  What could he or she have done better? In what type of culture, environment, and role can you see this person excelling?  In what type of role is he or she unlikely to be successful? Would you describe the candidate as a leader, a ...

The Psychology Of Leadership

I read many books about leadership and this book is one of my favorites. It’s  The Psychology of Leadership  by  Sebastien Page . It offers a fresh take on leadership through the lens of groundbreaking research in positive, sports, and personality psychology.  “Like exercise strengthens your body, practicing positive, sports, and personality psychology will make you a better leader,” says Page.  The book blends research, fascinating true stories, humor, and self-improvement advice to deliver simple yet powerful principles to master the mental game of leadership.  Page reveals timeless strategies for achieving lasting impact, fostering growth, and promoting well-being. He demonstrates how leaders and individuals can balance measurable goals with practical approaches to maximize performance and fulfillment.  “Effective leadership is not merely about achieving measurable outcomes. It requires aligning goals with intrinsic motivations and psychological ins...