calinet6

23 ms·

181.
by calinet6 11y ago
In a big way, it's extremely beneficial that they remove features. Organizations that don't die of bloat.
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by calinet6 11y ago
*twitter does not have the systems in place to be able to give a shit.
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by calinet6 11y ago
One of many concepts needed together to create a high-functioning organization.
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by calinet6 11y ago
Ding ding ding. In fact, if anything, the increasing inequity between management, C-level executives, and employees makes companies even less able to handle the complex systems of the present world, which is only growing in complexity. The
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by calinet6 11y ago
Complex systems never got any simpler, only more complex. Certain circles are beginning to realize that the main issues are human and not technological (Lean, Deming, Kaizen, Design thinking, etc). So there's your answer. Increasing co
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by calinet6 11y ago
I could see it as substantial if it was attached to a public strategy of longevity, but sans a sweeping organizational shift designed for sustainability over the long term, this amounts to nothing more than words. I'm thinking somethin
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by calinet6 11y ago
This is why the new trend of dismissible pop-over 3-step intros is a wonderful thing, to be frank. Honestly, there are many problems with an overlay follow-me Intro experience. It's good for certain things and in certain situations, bu
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by calinet6 11y ago
On the product/company employment side of things, technical writing is a rich field, with many people who excel and push the boundaries of making the previously inaccessible clear as day. There's a living to be had there as well i
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by calinet6 11y ago
I think that's 90% of what I'm saying. More subtly, I'm saying that focusing more on accountability than on the conditions that enable fulfilling responsibilities creates negative feedback loops from the inherently negative r
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by calinet6 11y ago
The 5 dysfunctions of a team also closely echoes Maslow's hierarchy of needs. However, I have to chime in: I don't agree with the accountability aspect. Responsibility is necessary, along with knowledge and support from the whole
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by calinet6 11y ago
Oh this is good. Some conclusions: - Teams and focusing on team cohesion, team building, and team performance is far more important than individual performance. - Understanding psychology (of individuals, of individuals in teams, and of org
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by calinet6 11y ago
I wholeheartedly agree with this sentiment, despite the thoughtful responses (with which I also agree in some ways). Writing should be clear, well-organized, and purposeful. Writing that is not, is not. Quality is self-evident. It's no
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by calinet6 11y ago
For pete's sake can someone, anyone just lead us to details about the bug itself? I don't even know what this is protecting from.
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by calinet6 11y ago
They're all young. They don't think like that.
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by calinet6 11y ago
Should have known better than to expect HN to have any respect for humanity, art, or subjective experience. Bigger point, the human ear is one of the most varied and wildly inconsistent of our senses, while at the same time being highly acc
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by calinet6 11y ago
He had an interesting mind. Absolutely too objective, in my (subjective) opinion. It was almost as if his entire purpose was to remove the validity of all opinion from the discussion completely, and frankly, it was sad and inhuman—despite h
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by calinet6 11y ago
Brand, and cultural relevance?
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by calinet6 11y ago
You mean, Swift on Security wasn't an original idea?
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by calinet6 11y ago
I was particularly unaware of the context. Thank you.
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by calinet6 11y ago
Agreed, I tend to assume most companies beyond any complex size (100? 200? a few hundred) are, in fact, almost completely dysfunctional, operating only on the chance ad-hoc ties of culture and individual stewardship that have had a chance t
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by calinet6 11y ago
Just curious—is this the same at every company in Japan? Or is this just an anecdote? Or somewhere in-between? Reading about the Toyota Way, and the cultural focus at that company, I find it difficult to believe that Toyota would just let t
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by calinet6 11y ago
That part's true. It's probably almost always easier to find a better environment.
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by calinet6 11y ago
I really disagree, strongly. It takes time and perseverance, but you can spread better ways of working.
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by calinet6 11y ago
I agree! Donella Meadows is one of the most articulate writers and thinkers on systems. She is the easiest to learn the basics from: http://www.amazon.com/gp/product/1603580557 Same person, shorter, free, and cond
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by calinet6 11y ago
W. Edwards Deming got the closest I think? System of the organization comprises the relationship between systems within it, how those systems change and vary, the methods of knowledge learning and transfer, and the psychology and behavior o
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by calinet6 11y ago
Part of the extreme difficulty in defining a mental model for an organization is that organizations are necessarily complex systems. You're exactly right. Regarding people problems, my one note is that we are all more alike than we see
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by calinet6 11y ago
Yep - this is something that I'm thinking about actively. How do you start the conversation in an interview (as either interviewer or interviewee) that gives you insight into how people treat problems? Is their instinct more individual
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by calinet6 11y ago
Everything is a system—and some systems are markets. A market is also a system. This is why it's important to know how to think in systems, and about psychology, statistics, variation, knowledge and everything else that influences syst
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by calinet6 11y ago
Yep. There's a whole philosophy based on the idea that improvement of the organization is everyone's job. It's called Lean, or more simply, continuous improvement or Kaizen.
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by calinet6 11y ago
The funny part about the recent obsession with "normalization of deviance" is that it's just one of hundreds of psychological biases that people exhibit and that directly impact work. This is why it's important to learn

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