asterisk2a + team   75

What’s so bad about mandatory workplace socializing? - Quartz
For working parents and people with limited disposable income, the cost of mandatory socializing can be prohibitive. There’s ample evidence that companies with strong cultures are more productive. But when hiring managers appraise job candidates for cultural fit, they don’t actually look for people who align with organizational values. Instead, they select the people who are most like them, as Northwestern University professor of management Lauren Rivera writes in The New York Times. Evaluating someone based on a shared affinity for kayaking, homebrew, and polo is a great way to choose a roommate or a fraternity member. But putting cultural fit first at work often means ignoring the role that class, race and gender play in shaping our hobbies, college backgrounds, and tastes.
HR  human  resources  people  management  corporate  culture  team  management 
february 2016 by asterisk2a
Women in Tech
[ via pando - bit.ly/1KotzjQ ] They surveyed some 200 senior women in the tech world about discrimination. The details from the survey are, in a word, disgusting...
Ellen  Pao  gender-based  discrimination  gender-based  harassment  gender  policing  gender  politics  gender  pay  gap  gender  bias  confirmation  bias  selection  bias  bias  snap  judgement  HR  human  resources  people  management  team  management  everyday  sexism  sexism  sexismus  gender  gap  gender  inequality  gender  equality  gender  conforming  gender  role  Patriarchy  boys  club  straight  white  male  male  privilege  white  male  privilege  Women  in  Tech  discrimination  ethnic  discrimination  social  discrimination  racial  discrimination  gender  discrimination  minority  Silicon  Valley 
january 2016 by asterisk2a
Worker confronts M&S chief over 'poverty wages' | Society | The Guardian
Gewinnbeteiligung & workers rep on board of directors!? Like in Germany. Especially in customer facing ops! It's not just about price, its also customer service! customer experience. acquisition (word of mouth, net promoter score - vs - getting foot-fall up through sales and deals) customer engagement. customer retention and empowerment - to make the better choice to shop where people are treated well, paid well, and shared economic interest (environment, ecology, sustainability, local economy and jobs (multiplier effects)). Compelling people to make a mindful and conscious choice, day to day and for the long-term! Differentiate, don't fight with Amazon and big grocery retailers for price, sales, deals. That war you lost already because you can't win that way (bc of them having deeper pockets, shareholders which look away since ever in case of Amazon, and it is their identity; why ppl shop there), new business, away from Amazon, Tesco & ASDA. And especially Lidl and Aldi.
CEO  pay  living  wage  minimum  wage  Service  Sector  Jobs  Niedriglohnsektor  Zero  Hour  Contract  Contractor  Workers  Union  Trade  Union  John  Lewis  Gewinnbeteiligung  Soziale  Marktwirtschaft  HR  human  resources  recruiting  recruitment  people  management  team  management  neoliberalism  neoliberal  Wall  Street  shareholder  value  profit  maximisation  customer  experience  customer  empowerment  customer  retention  Retail  brick  and  mortar  business  e-commerce  Amazon  Branding  brand  awareness  customer  acquisition  Blue  Ocean  differentiate  differentiation  PR  spin  doctor  reframing  framing  marketing  Positioning  Proposition  Core  Product  Proposition  ecommerce  pure  play 
september 2015 by asterisk2a
The more you pursue happiness, the faster it runs from you | Zach Stafford | Comment is free | The Guardian
Psychologist Iris Mauss at the University of California, Berkley found that the pursuit of happiness might just leave you worse off. “Wanting to be happy can make you less happy,” said Mauss in an interview with livescience.com. “If you explicitly and purposely focus on happiness, that appears to have a self-defeating quality.” [...] In her studies, participants who were not happy would begin blaming themselves for feeling sad. They thought it was an immediate flag for their failure, making these negative feelings even more counter-productive. The people who accepted these negative feelings as normal, however, were much happier in the long run. So, accepting your sadness could actually make you feel good. [...] For Darwin, emotions were very much tied to surviving, which requires more than just happiness. [...] Be open about how you’re feeling, don’t try to hide behind it or conceal it. // &! keeping a diary talking to and about yourself compassionately.
happiness  index  well  being  Purpose  intrinsic  motivation  work  environment  Autonomy  vision  mission  Start-up  of  You  lesson  advice  HR  human  resources  4-day  work  week  people  management  team  management  chronic  stress  burnout  workplace  beyond  workplace  drama  Mastery  impact  social  entrepreneurship  volunteering  volunteer  Descape  honesty  radical  honesty  Failure  communication  Alain  de  Botton  compassion  empathy  society  culture  zombie  consumer  sociology  selfish  gene  Selbstdarstellung  Selbstfürsorge  perfectionism  Psychology  philosophy  life  hacker  life  lesson  emotion  evolution  community  character  personal  values  long-term  view  long-term  thinking  consumerist  Dopamine  consumerism  materialism 
september 2015 by asterisk2a
What is Angela Ahrendts doing at Apple? - Fortune
“She motivates people. She inspires people. And she is the sort of person who wants to see things succeed as a team. It’s a rare quality.” [...] Ahrendts believes the key to the company’s future is not just marvelous products, but also engaging and energizing its nearly 100,000 employees, 60% of whom now work in retail division. “If you’re going to employ people anyway,” she says, “why not make them the differentiator? They’re not a commodity.” Now that there are 459 Apple stores in 15 countries, many people have their first Apple experience inside a store—a first impression that could forever tarnish the brand if it’s not good. “Burberry was about building a relationship,” she says. “But it was always about selling an amazing product that you would have forever. Apple is just a deeper relationship with a much broader constituency. Because it’s everybody.” // apple positioned itself just above everyone else it competes w [having a margin!], but not too far up to be douchy, off-setting
Angela  Ahrendts  Retail  brick  and  mortar  business  Apple  aspirational  product  marketing  user  experience  pure  play  e-commerce  Tim  Cook  user  engagement  customer  experience  UI  UX  CEO  Leadership  people  management  team  management  customer  service  customer  acquisition  customer  user  acquisition  user  churn  communication  Positioning  Value  Proposition  added  creation  emotion  advertisement  advertising  status  anxiety  community  community  management  R&D  STEM  Research  IP  intellectual  property  differentiate  differentiation 
september 2015 by asterisk2a
Ellen Pao: ‘I Have Decided to End My Lawsuit Against Kleiner Perkins’ | Re/code
Still, Pao underscored that the deck was stacked against her in terms of resources. “I think it is wrong that employees have to pay in this situation, but I simply cannot afford the risks of more costs to fight a firm with massive PR and legal resources,” she said. “The court system is not set up to create an even playing field.” [...] To be clear, Kleiner and I have not reached any agreement to settle this matter. Settlement might have provided me with financial benefits, but only at the great cost of silence." [...] She said she would continue to speak out on issues of gender disparity, but she was spending time with her family and also returning to investing and working with entrepreneurs. &! on.recode.net/1OfLRII
Ellen  Pao  KPCB  gender-based  discrimination  gender-based  harassment  everyday  sexism  sexism  sexismus  straight  white  male  white  male  privilege  male  privilege  Privileged  misogyny  Misogynie  HR  human  resources  corporate  culture  corporate  values  people  management  team  management  Leadership  glass  ceiling  glass  cliff  Sam  Altman  Alexis  Ohanian  CEO  Reddit 
september 2015 by asterisk2a
Five years, building a culture, and handing it off. - Laughing Meme
Nothing we know [ about X ] should be assumed to be true. // Technology is the product of the culture that builds it. // If you want to build for the long term, the only guarantee is change. Invest in your people and your ability to ask questions, not your current answers. Your current answers are wrong, or they will be soon. // Software development should be thought of as a cycle of continual learning and improvement rather a progression from start to finish, or a search for correctness. If you aren’t shipping, you aren’t learning. If it slows down shipping, it probably isn’t worth it. Maturity is knowing when to make the trade off and when not to. // You build a culture of learning by optimizing globally not locally. Your improvement, over time, as a team, with shared tools, practices and beliefs is more important than individual pockets of brilliance. And more satisfying. [ anti-Rock Star dev philosophy ] [ book by Red Hat CEO Open Organization ]
Start-Up  lesson  Start-Up  advice  Facebook  linkedin  Google  Google  Inc.  Alphabet  Inc.  scaling  corporate  culture  corporate  values  Failure  team  management  people  management  business  management  innovator  innovation  lefty  counter  culture  disruption  bottom  up  imagination  dream  disrupting  markets  Silicon  Valley  ecosystem  CEO  Leadership  of  You  Open  Organization  transparency  communication  community  community  management  Open  Source  accountability  equality  ProAm  Software  Development  Programming  programmers  continual  education  learning  accelerated  learning  learning  curve  Netflix  Etsy 
september 2015 by asterisk2a
Wellness in the workplace: how health initiatives can boost staff productivity | Guardian Small Business Network | The Guardian
Encouraging colleagues to exercise can help remedy strains and stresses – but there’s a fine line between wellbeing and piling on more pressure to achieve [...] “It offers the team opportunities to mix outside the workplace, so the engineering team gets to hang out with the care team, for example, and this contributes significantly to morale. I would definitely recommend other businesses consider a similar initiative.” [ investment in your company and people! ] [...] [its] about balance and tailoring activities to the interests of your staff. Provided you get this right, you can improve productivity levels and staff attitudes towards your business – in a 2013 survey by Mind, 60% of workers said they’d feel more motivated if their employer took action to support their mental wellbeing. [ gov should give tax incentive (partial write off) 4 health & well being programs! as it saves on sick days & NHS! ] &! bit.ly/1fDTyuf
productivity  well  being  chronic  stress  4-day  work  week  work  environment  workplace  happiness  index  sick  day  sick  population  health  care  budget  health  care  spending  western  lifestyle  western  diet  Standard  American  diet  pattern  diet  sedentary  lifestyle  Fitness  Start-Up  lesson  Start-Up  advice  mental  health  HR  human  resources  recruiting  recruitment  people  management  team  management  scaling  health  crisis  long-term  view  long-term  thinking  NHS  subsidies  subsidizing  financial  incentive  insurance  premium  incentive  UK 
september 2015 by asterisk2a
Yahoo CEO Marissa Mayer's minimal maternity leave plan prompts dismay | Technology | The Guardian
When she had her son in September 2012, she took two weeks of paid maternity leave, a fraction of what the company allowed. Eight months later and three months after banning telecommuting, Mayer announced more generous maternity benefits at Yahoo. The company doubled maternity leave and now offers new mothers 16 weeks of paid time off. Fathers are offered eight weeks of paid paternity leave. Both parents can take eight weeks in the case of adoption, fostering or surrogacy. [...] There is speculation as to whether another famous technology chief – Mark Zuckerberg of Facebook – will take his company allowance of paternity leave. [...] “Mayer’s announcement is disappointing,” said Anne Weisberg, senior vice-president of the Families and Work Institute in New York. “She’s a role model and I think she should take whatever Yahoo’s parental leave is – the mark of a great leader is that they have a strong team and don’t need to be there all the time themselves. &! vs bit.ly/1VGGunZ
Marissa  Mayer  paternity  leave  maternity  leave  Yahoo!  Leadership  Executive  Team  gender  inequality  work  life  balance  well  being  happiness  index  work  environment  corporate  culture  corporate  values 
september 2015 by asterisk2a
Episode 647: Hard Work Is Irrelevant by NPR's Planet Money
Patty McCord helped create a workplace at Netflix that runs more like a professional sports team than a family. If you're not up to scratch, you're off the team. Is this the future of work? [ its not long-hours, its about output, ... can you do it in 4-day vs 5-day week? ] [ essential employees only ] [ output (results) more valued than input (hours in the office) ]
Netflix  Amazon  corporate  culture  corporate  values  HR  human  resources  hiring  people  management  team  management  Jeff  Bezos  Reed  Hastings  productivity  execution  Office  Politics 
august 2015 by asterisk2a
What to Make of Amazon's Work Practices? | Bothsides of the Table
It’s best encapsulated in a famous Jeff Bezos quote, “You can work long, hard or smart, but at Amazon.com you can’t choose two out of three,” [...] Try working at Goldman Sachs, [...] You think it’s different at any of the top consulting firms? [...] You see organizations like these thrive on large pools of some of the country’s best and brightest graduates that trade off 2-5 years of work experience under extreme pressure in exchange for skills, experiences & relationships that will last a lifetime. [Accelerated Learning] [...] Think its a cake walk working @ any of the countries top law firms? [...] Should we do an article on what it’s like to be a medical resident? How abt working in the US military? Chief of Staff for a major political figure? What abt a top athlete in the NFL or NBA or even part of the coaching staff. Think they dont have work/life balance challenges in a field theyve chosen to work in? [#Top 100 of X vs avg white- or blue-collar worker ] [what u optimize for?]
Silicon  Valley  Amazon  Jeff  Bezos  HR  human  resources  hiring  recruiting  recruitment  people  management  team  management  corporate  culture  corporate  values  Start-up  Start-up  of  You  career  advice  career  ladder  accelerated  learning  White-collar  Worker  average  Failure  Blue-collar  Worker  Workers  Union  benefits  perks  Google  Microsoft  beyond  workplace  drama  workplace  work  environment  environment  SME  SMB  Germany  culture  work  life  balance  well  being  chronic  stress  happiness  index  elite  athlete  elite  sports  war  for  talent  ID  Tour  of  Duty  Reed  Hastings  Netflix  Reid  Hoffman  linkedin  Intel  Apple  life  lesson  life  hacker  Gary  Vaynerchuk  Hustle  advice  lesson  4-day  work  week  TeamTreehouse  Ryan  Carson  Facebook  Twitter  Dick  Costolo  productivity  focused  Focus  execution  entrepreneurship  Founders  Success  competitive  competition  competitiveness  knowledge 
august 2015 by asterisk2a
Amazon's Culture: Toxic or Just Tough? by The Jay & Farhad Show
Hello! This week, Farhad Manjoo (New York Times) and Jay Yarow (Business Insider) are joined by special guest Jodi Kantor (New York Times) to discuss her polarizing article about Amazon's culture. // // how technology functions in the workplace - efficiency, quantified self << the feedback tool you can always use, what ever your state of emotion, gripe, stick, bias, prejudice, ... feudal Darwinism creeps into knowledge worker, white-collar and blue-collar workers, MBA's and PhD's. [...] contributes to gender inequality (women with the back on their wall, leave or get started and forget about family & kids, life.) [...] brutal years are NOT Tour of Duty - Reid Hoffman The Alliance. // PS: Reed Hastings (Netflix) Culture document transpires that it is expected to contribute, even if it doesn't spell it out. Netflix also had to fight and overcome as much as Amazon! Proves again that internal & external environment a company finds itself affects its values & culture inevitable [Thesis].
Amazon  corporate  culture  corporate  values  HR  human  resources  ethical  machine  Silicon  Valley  quantified  self  marketplace  efficiencies  workplace  beyond  workplace  drama  work  environment  chronic  stress  Office  Politics  worklife  well  being  happiness  index  crony  capitalism  capitalism  profit  maximisation  shareholder  value  work  life  balance  performance  review  Jeff  Bezos  people  management  team  management  gender  inequality  book  Netflix  Reid  Hoffman  Reed  Hastings  linkedin  The  Alliance  Start-up  of  You  competitive  competition  competitiveness  Alibaba  Google  Facebook  China  Japan  culture  society  peer  pressure  sustainability  sustainable  lesson  advice  war  for  talent  benefits  perks  4-day  work  week  glass  ceiling  glass  cliff  diversity  human  capital  workforce  hiring  recruiting  recruitment  personal  values  Leadership  CEO  business  management  management 
august 2015 by asterisk2a
Peer Review Feedback: The Good, The Bad, The Really Ugly : NPR
A lens to find the fuller picture of an employee's performance, or just an open call for petty grievances? Well, that depends on whom you ask.
Amazon  people  management  team  management  HR  human  resources  performance  review  OKR  Google  Facebook  peer  pressure  knowledge  worker  Mobile  Creatives  Mobile  Creative  Future  of  Work  KPI  360  review  emotion  objective  bias  prejudice  human  nature 
august 2015 by asterisk2a
[ AMAZON's culture ] by USA TODAY Tech (podcast)
Amazon, Silicon Valley, Unicorns and Decacorns - go go go even for broke. making things happen. winning the category. // vs Google and Facebook are those that won sort of automatically and had not that much internal and external pressure growing up. had not to fight surviving dot.com crash. Facebook sort of became a self-runner despite of its many missteps. Amazon had to fight all the way, and still has to fight because now it faces antitrust on both sides of the Atlantic. That creates, inadvertently, a specific culture that has been cited by personal examples in the NYT piece.
Amazon  Silicon  Valley  Unicorn  Decacorn  corporate  culture  corporate  values  work  environment  environment  perks  benefits  beyond  workplace  drama  Office  Politics  career  ladder  career  advice  Leadership  CEO  Jeff  Bezos  Millennials  peer  pressure  people  management  business  management  team  management  HR  human  resources  hiring  burnout  chronic  stress  stress  work  life  balance  workplace 
august 2015 by asterisk2a
The office after Amazon: is the workplace becoming a jungle? | Technology | The Guardian
Certain companies operating in certain fields with certain competition, can and inadvertently develop certain cultures. That some describe as ruthless competitive externally and internally. You could even say that Reed Hastings culture document transpires that this is a workplace where it is expected of you, to contribute and solve problems for our customers (competitive and toppling the established players). PayPal too. And Jeff talks about being obsessive about the customer and inventing in the name of the customer (build a monopsony/monopoly). Gates made MSFT internally competitive (build a monopoly), working long hours, and as they were externally. Very different to FB and Google and their business & product position. // The recent claims about Amazon’s aggressive corporate culture were a cause of consternation to many – but plenty of others couldn't see what the problem was. So is a gentler, more relaxed office culture any better for employees? And is it even what they want?
Silicon  Valley  Seattle  Amazon  Jeff  Bezos  corporate  culture  corporate  values  Microsoft  Netflix  Start-Up  lesson  Start-Up  advice  Google  Facebook  Nature  nurture  work  environment  environment  workplace  beyond  workplace  drama  capitalism  competitiveness  competitive  stress  chronic  stress  HR  human  resources  Leadership  people  management  team  management  Paypal 
august 2015 by asterisk2a
Pando: Disruption or human lives? Amazon story shows we'll soon have to pick a side
Several VCs and insiders clicked on a story link and found themselves appalled the Times would take down a company where human stress and fatigue were merely the exhaust fumes of a splendid machine. Amazon is a success, dammit! It's winning and innovating! // // &! Nothing new about corporate values and treatment and conditions of its workers at it EU warehouses - https://youtu.be/xdrkY_NpgrY - Ausgeliefert! Leiharbeiter bei Amazon | Reportage & Dokumentation | ARD
human  capital  human  resources  HR  corporate  culture  people  management  team  management  Personal  business  management  hiring  Amazon  Jeff  Bezos  corporate  values 
august 2015 by asterisk2a
The tragedy behind Amazon’s toxic management fad | Andre Spicer | Comment is free | The Guardian
The ‘rank and yank’ philosophy Amazon uses to manage its own people has failed hundreds of companies, and tarnished hundreds of thousands of lives [...] Jeff Bezos, the Amazon founder and chief executive, has repudiated its claims. “The article doesn’t describe the Amazon I know or the caring Amazonians I work with every day,” he said in an email to staff. “But if you know of any stories like those reported, I want you to escalate to HR … our tolerance for any such lack of empathy needs to be zero.” [...] It works by measuring employees on a wide range of metrics, ranking them on the basis of their performance, then splitting them into three groups: a small number of high performers who are lavishly rewarded; a large group of average performers who hold on to their jobs; and a third group of under-performers who are “managed out” of the organisation. This has created a system where, in the words of one ex-employee, “you learn how to diplomatically throw people under the bus”.
Amazon  Jeff  Bezos  corporate  culture  corporate  values  HR  human  resources  OKR  people  management  team  management  KPI 
august 2015 by asterisk2a
Annual Planning is Killing Your Growth – Try This Plan Instead - First Round Review
use quarterly OKR for people, team wide, department wide, business/company wide // no SWAT analysis. gain advantage and move from a higher level awareness and perspective // [ SAAS ] Especially if you work in the enterprise space where sales cycles can sometimes be very long, it’s tempting to make decisions that make sense within the span of one year but not in the broader context of your business. [...] “If you're wrong about anything in your annual plan, you're probably already too late to fix it.” [...] “Everyone wants to know about the year. It's become the basic unit of comparison across companies. But it shouldn't be.” [...] [ CONTEXT, aspiration, Big Picture for Company and Product (in 3-5 years), a sketch, but also have to be flexible in your approach and the way. stubbornly flexible (balance) ] “It's vital to know what great looks like for your company in the context of your field.”
Start-Up  lesson  Lean  Start-Up  Start-Up  advice  OKR  people  management  business  model  KPI  measuring  measure  measurement  team  management  planning  business  plan  business  management 
august 2015 by asterisk2a
Harvard i-lab | Startup Secrets: Hiring and Team Building - YouTube
How to Start a Startup - bit.ly/1C74URf // Lecture 11 - Hiring and Culture, Part 2 (Patrick and John Collison, Ben Silbermann) &! Lecture 10 - Culture (Brian Chesky, Alfred Lin)
Start-Up  lesson  Start-Up  advice  HR  human  resources  hiring  people  management  team  management  corporate  values  corporate  culture 
july 2015 by asterisk2a
Reddit Is Tearing Itself Apart
via - redd.it/3bxua2 // &! bit.ly/1LMuYFb Reading some of the mods complaints and history, it seems Reddit management has a problem ... with management, internal communication and HR. plus a lack of leadership, vision, roadmap, plus lack of qualified engineers that help mods do their work, even thinks like approving pull requests for reddit opensource "Reddit Companion." All compounded by not making lots of money, instead using the round they've raised from A16Z to move to a more expensive office (see CEO yishan resigning over this move, and the stress of being the CEO of Reddit [meaning there is little deeper management structure and experience to fan out the work, responsibilities and stress.)!? << onforb.es/1IyJ5Mm // I think it is true if you describe internal reddit as still yet to grow out of chaos and daily little mistakes along the way that have start-ups with hockey stick growth!? Reddit is not ur usual Silicon Valley Start-Up. I has a very different story, thus problems.
Reddit  community  management  management  HR  human  resources  community  operations  Alexis  Ohanian  Ellen  Pao  Start-Up  lesson  Start-Up  advice  Leadership  team  management  product  management  people  management  business  management  project  management  business  model  communication  user  generated  content  YouTube  Twitter  Pinterest  scaling  scale 
july 2015 by asterisk2a
Daniel Priestley on High Performance Environments. - YouTube
nurture over nature // hire A players from who you can learn! // accelerated learning, sharing, helping, ... // &! Is Your Peer Group Holding You Back? - Thought Of The Week - youtu.be/cJF3Q87jV9s "average of 5 people you surround yourself with"
career  advice  environment  work  environment  living  environment  Silicon  Valley  ecosystem  personal  development  workplace  Start-Up  lesson  Start-Up  advice  HR  human  resources  business  management  team  management  network  effect  Networking  Berlin  Start-Up  Scene  Success  London  Scene  accelerated  learning  culture  failure  society  peer  pressure  peer  group  accountability 
may 2015 by asterisk2a
Malcolm Gladwell: The Art of Management - YouTube
Humble & smart. Respect and listen the advice from elders. // No technology is good at everything. // True activism can't be replaces with technology. // VC (Venture Capital, Angel Investor) know they can't predict winners, if they said that, that would be equal to predicting the future. Thus they are optimizing with the data at hand, the past (thus biases are active; pattern matching, selection and confirmation bias etc) by selecting what has come before and was successful. Thus, Female Founders will have it harder. Period. That doesn't even include that on a VC firm there are not Female Partners, so Male Partners asses a woman's idea ...
Leadership  management  team  management  people  management  business  management  Success  career  advice  career  careers  career  ladder  Politicians  activists  activism  Venture  Capital  Female  Founders  Angel  Investor  male  privilege  white  male  privilege  straight  white  male 
april 2015 by asterisk2a
Elad Blog: 5 Myths To Building an Awesome Mobile Team
Myth 1: You need to hire mobile experts. Reality: Hire great athletes; mobile “experts” will be useless in 6 months [...] Avoid a “specialist” culture at your company. In general, I think it is good to build a culture of great generalists/athletes rather then specialists for your company. You want people who are hungry, brilliant, and adaptable, and who can move between teams and contribute to the next big thing for the company once they jumpstart your mobile efforts. Ensure the quality of your team stays high. Your existing engineers should interview the potential mobile hires and test them on general computer science skills.
HR  human  resources  hiring  team  management  people  management  Start-Up  lesson  Start-Up  advice 
april 2015 by asterisk2a
Confirmed: Twitter Buys TenXer For Under $50M To Improve Its Tools For Engineers | TechCrunch
In TenXer’s own words, “tenXer helps engineering leads be better managers. Using the data engineers produce every day (via GitHub, Pivotal, JIRA, Asana, Slack, etc.), we deliver the key views, stats and insights managers need to be effective and to help their teams be more productive.”
quantified  self  Programming  programmers  Start-Up  advice  Start-Up  lesson  team  management  scaling  people  management  product  management  GitHub 
april 2015 by asterisk2a
Inside Google’s New CFO’s $70M Pay Package - YouTube
vesting over the course of years. marrying interest of share holders (when public company) and long-term product and company health, growth and competitiveness (via KPI's and OKR's)! // >> different then, to Wall Street, the year by year measurement of performance of pure how much money did you make for us and how much was that compared to last year? more than 15%? here is your bonus. // bc it is about product. money will follow great products. bc money goes where eyeballs are, when we talk about advertising dollars.
renumeration  financial  incentive  incentive  Start-Up  lesson  Start-Up  advice  Silicon  Valley  Wall  Street  HR  human  resources  people  management  team  management  bonuses  bonus 
march 2015 by asterisk2a
Aaron Levie | Box | USC 2014 Alumni Entrepreneur of the Year - YouTube
min 36 - being a CEO. fill your weaknesses with confidants. self-awareness. << make your company successful. recruit the people that are great at x domain. make sure things are cohesive (mission, vision << product strategy) and execute execute execute!!! Still, operate Start-up like, have the structure, ... see Spotify ( https://labs.spotify.com/2014/03/27/spotify-engineering-culture-part-1/ &! tcrn.ch/1eJXzM2 ) &! Buffer " In 2015 we switched to a new organizational structure inspired by Frederic Laloux's Reinventing Organizations. This new structure eliminated the need for managers, bosses and formal hierarchy." &! &! min52 execution, always on, constantly (re-)calibrate, do the smartest things with your time (limited resources) &! (RoL) Return on Luck, exploit your luck & presented opportunity. exploit & maximise = execution. Uber wasn't the first! &! 1:05:00 spend money on contractors that do one off stuff that you are not able to do at a certain quality
Box  Aaron  Levie  scaling  management  people  management  product  management  project  management  Leadership  CEO  organisational  behaviour  organizational  behavior  HR  human  resources  learning  curve  growth  mindset  execution  decision  making  team  management  business  management  Start-Up  lesson  Start-Up  advice 
march 2015 by asterisk2a
Reinventing Organizations: Frederic Laloux: 9782960133509: Amazon.com: Books
How does work happen at Buffer? In 2015 we switched to a new organizational structure inspired by Frederic Laloux's Reinventing Organizations. This new structure eliminated the need for managers, bosses and formal hierarchy. The team now operates on a backbone of self-organizing task forces, meaning that people are able to propose, join and build within any task force at any time. We've seen this blur the lines of what it means to have a job title at Buffer because it's so common to see people working across a wide range of roles and responsibilities. &! https://open.bufferapp.com/no-managers-forest/ - via https://bufferapp.com/journey#what /// &! see also Spotify's approach - https://labs.spotify.com/2014/03/27/spotify-engineering-culture-part-1/ &! http://techcrunch.com/2012/11/17/heres-how-spotify-scales-up-and-stays-agile-it-runs-squads-like-lean-startups/ &! &! open.bufferapp.com/job-descriptions-diversity/
Buffer  Start-Up  lesson  Start-Up  advice  eStar  shareship  people  management  team  management  product  management  project  management  management  business  management  book  agile  scrum  Programming  STEM  Mobile  Creative  Mobile  Creatives  destruction  Future  of  Work  Office  Politics  Vision  Mission  scaling  Spotify  HR  human  resources 
march 2015 by asterisk2a
Be the sponge, not the rock | Calacanis.com
@Jason says talented emps w/ little background in a given domain are often more effective than those w/ decades of experience; seasoned pros become biased, stuck in their own ways & in those of the industry; Jason likens their brains to rocks; people without experience who aim to learn & grow are more responsive to current conditions; Jason likens their brains to sponges; in a startup's early days, someone willing to work 15 hrs/day is more valuable than someone w/ 15 yrs of experience
hiring  HR  human  resources  Start-Up  lesson  Start-Up  advice  war  for  talent  Top  people  management  team  management  acqui-hire  acquihire 
february 2015 by asterisk2a
Keith Yamashita: The 3 Habits of Great Creative Teams - YouTube
team. diversity of team (ensemble). commitment. not settle for less. envision, fight for and belief in greatness. environment where people can be their best selves. soloist are get stuck most of the time. App - unstuck. Team has to figure itself out how to work, how it works best. ie Each playing only to their strength. ... courageous an act being yourself and surrendering yourself to the tasks at hand.
creativity  creative  destruction  creative  Mobile  Mobile  Creatives  Future  of  Work  Start-Up  lesson  Start-Up  advice  team  management  people  management  culture  product  management  project  management  management 
january 2015 by asterisk2a
The Value of Aggression — Ode to Dan Gable | The Blog of Author Tim Ferriss
always being on the offence, the aggressor, ... not wanting to loose is the wrong approach, wrong mentality // ie BVB - http://www.spiegel.de/video/borussia-dortmund-bvb-wie-ein-abstiegskandidat-video-1542851.html // vs mentality wanting to win again even after winning big before ... http://www.spiegel.de/video/pep-guardiola-erklaert-fc-bayern-sammer-und-rummenigge-liebe-video-1542878.html // "Tim Ferriss on what inspires him to write daily, invest mindfully, and push his body to the limits" - http://youtu.be/jKqAV1l5IQw?t=1h35m ... 1h36m ... 'don't talk yourself out of being number one.' ... success, people can get stuck with always-on with wanting to be always no. 1.
life  hacker  life  lesson  competitive  gaming  elite  athlete  elite  sports  competitiveness  competitive  competition  Wettbewerb  Start-Up  lesson  Start-Up  advice  Jürgen  Klopp  team  management  people  management  Tim  Ferriss 
december 2014 by asterisk2a
Emotionen erkennen können lohnt sich. www.psychologie-heute.de
Die Bonner Wissenschaftler folgern, dass bei der Auswahl von Führungskräften mehr Wert auf die Fähigkeit zur Emotions-Erkennung gelegt werden sollte – vor allem, wenn es im Beruf auf den Umgang mit Menschen ankommt. "Wie oft hört man Führungskräfte von Verständnis und Wertschätzung sprechen", kritisiert Blickle – "und wenn man ihr Führungsverhalten sieht, stellt man fest, dass sie beides nicht haben."
EQ  IQ  HR  human  resources  people  management  managementm  team  management  management  business  management  Leadership 
november 2014 by asterisk2a
Women, what would you say is the most difficult part of working in a male dominated field? : AskWomen
ie Comments!!! &!&!&! http://randi.io/wp/archives/86 - via https://news.ycombinator.com/item?id=8613855 "This post is dedicated to all of the people that think sexism in tech doesn’t exist, that harassment isn’t a big deal, that trolling is harmless and funny, and that the gender disparity in tech is due simply to biology. I originally posted my story on Facebook and later on imgur under the title Abusing Women is the New Normal. It’s the first time I ever publicly discussed everything that had happened. I told the shorter version of my story there, and I’m going to tell you the longer version today. Trigger Warnings abound." &!&!& http://www.newstatesman.com/blogs/laurie-penny/2011/07/women-business-finance-power &!&!& http://www.washingtonpost.com/blogs/wonkblog/wp/2014/11/18/why-women-make-less-when-they-work-for-men/
STEM  Women  in  Tech  people  management  straight  white  male  white  male  privilege  gender-based  discrimination  gender  pay  gap  gender  politics  gender  policing  HR  human  resources  management  team  management  gender  equality  gender  inequality  gender  gap  beyond  workplace  drama  workplace  work  environment  brogrammer  subculture  Patriarchy  feminism  feminist  gender-based  harassment  everyday  sexism  sexism  sexismus  Misogynie  misogyny  glass  ceiling  personal  values  corporate  values  corporate  governance  corporate  culture  ethical  machine  moral  beliefs  morality  morals  diversity  Silicon  Valley 
november 2014 by asterisk2a
Unrest at Nest Labs
Coming from Dropcam, which boasted a much more egalitarian culture, a clash seems all but inevitable. Yet these employees also suggest that the differences between Dropcam and Nest are not just stylistic. One Nest employee says that Nest, which employs between 700 and 800 people, will see roughly double the revenue of Dropcam this year but that Dropcam, which employs 100 people, is growing its revenue eight times as fast, thanks largely to its subscription business. Many employees were reportedly disappointed to sell to Google because “we were firing on all cylinders, with a sensor product about to be released and an outdoor camera about to come out in 2015 and great sales. It just felt like we’d been chopped off at the knees.”
Dropcam  Google  Nest  Labs  corporate  culture  corporate  values  personal  values  Hype  Hype  Cycle  Apple  Steve  Jobs  Tony  Fadell  people  management  management  HR  team  management  Silicon  Valley  Start-Up  advice  Start-Up  lesson  Leadership  authority  Cult 
november 2014 by asterisk2a
Teamwork: Warum Teamarbeit blind und faul macht - SPIEGEL ONLINE
Ein Zeichen für den Teamwahn ist der anhaltende Vormarsch des Großraumbüros. Hier wird auf Zuruf geteamt. Dabei sind die Nachteile erdrückend. Selbst Mitarbeiter, die stetes Bienenstocksummen ganz gut vertragen, fühlen sich bei kreativen Aufgaben gestört. Je zurückhaltender jemand veranlagt ist, desto schlechter kann er dort arbeiten, geschweige denn Geistesblitze schleudern. Und in Großraumbüros, das hat eine Forschergruppe der Universität Stockholm herausgefunden, melden sich Mitarbeiter häufiger krank. [...] führe Groupthink dazu, dass sich Gruppen unverwundbar fühlen und glauben, ihre Sichtweise sei auch unter ethischen Gesichtspunkten die einzig richtige. [...] Niemand sei mehr bereit, persönlich Verantwortung zu übernehmen, man verstecke sich lieber in der Gruppe. [...] Advocatus Diaboli [...] Betriebsblindheit
workplace  work  environment  knowledge  worker  Mobile  Creative  Mobile  Creatives  creativity  HR  human  resources  team  management  people  management  management  eureka  Start-Up  lesson  Start-Up  advice  productivity  distraction  introvert  Groupthink  group  behavior  behaviour  sociology  peer  pressure  psychology  Betriebsblindheit  Brainstorming  Susan  Cain.  book 
october 2014 by asterisk2a
Bezos Faces Season of Worsts as Losses Mount | Hacker News
According to the book "The Everything Store", Amazon employees pay for the parking ($20-30 per day). Coffee machines are ancient varieties but it's better than past when employees also had to pay for coffee. You get the desk that is downright cheapest possible thing you can get. And so on... If you are wondering how Amazon can attract any talent at all, the answer is that 70% staff is college hires that were promised significant stock. The caveat is that it doesn't even start getting vested until after 3rd year. Most of the hires leaves in about 2 year (attrition rate is being rumored as much as 70%). So their secret is feeding the growth engine on huge swaths of college hires that can be lured for stock options in distant futures with expectation that they will just leave before vesting starts. [...] Amazon seems to really lack a unified culture, [ ... explains those who actually stay, get promoted ... see http://www.bbc.co.uk/news/business-29617115 ]
people  management  HR  human  resources  hiring  management  product  management  project  management  team  management  technical  lead  Jeff  Bezos  work  environment  Personal  workplace  workforce  knowledge  worker  practical  skills  practical  skill  set  Mobile  Creative  Mobile  Creatives 
october 2014 by asterisk2a
Studie zur Generation Y: Leistungsbereiter als bisher angenommen - SPIEGEL ONLINE
Offenbar ist die Generation der 20- bis 30-Jährigen aber deutlich leistungsbereiter als bisher angenommen. Zu diesem Ergebnis kommt eine Umfrage, die dem KarriereSPIEGEL exklusiv vorliegt. Demnach achten nur etwa 21 Prozent der Berufseinsteiger in Deutschland in Karrierefragen primär auf die innere Zufriedenheit. "Die Generation Y ist in ihrer Mehrzahl leistungswillig und sehr zielstrebig", sagt Roman Diehl, Auftraggeber der Analyse. [...] Die Generation der 20- bis 30-Jährigen sei durchaus an einer langfristigen Bindung an Unternehmen interessiert, glauben die Studienautoren. Unter den wichtigsten Faktoren, die ein attraktives Unternehmen ausmacht, steht ein gutes Arbeitsklima an erster Stelle - die wichtigsten Kriterien dabei sind Fairness (70 Prozent), Wertschätzung (52 Prozent), Vertrauen (34 Prozent). [...] "Aber viele Unternehmen müssen grundlegend an ihrer Unternehmenskultur arbeiten. Ohne einen partizipativen Führungsstil und ein wertschätzendes, offenes Betriebsklima verspiel
generationy  HR  human  resources  workforce  work  life  balance  security  Sicherheit  uncertainty  flat  world  globalization  globalisation  Mobile  Creative  Mobile  Creatives  Future  of  practical  skills  practical  skill  set  education  policy  Germany  management  people  management  team  management  diversity  glass  ceiling  gender  pay  gap  straight  white  male  Leadership  transparency  corporate  culture  corporate  values 
october 2014 by asterisk2a
BBC News - Why firms don't want you to be brilliant at your job
The last reason is the one that troubles me most. It may not be true that the partners are miles dimmer than the graduates. It is just that the two can't talk to each other, and so are blind to each other's strengths. It was always the case that the old and the young sometimes struggled to understand each other at work, but now it is more true than ever. [...] The graduate trainees joining this year will be among the first to have grown up on the internet, which means they communicate differently, think differently, acquire knowledge differently and do different things with it. They look at the partners and see slowness - the partners look at them and feel sad about their limited vocabulary, and wonder if they have ever read a book.
work  environment  people  management  team  management  management  Personal  HR  human  resources  Millennials  generational  change  babyboomers  generationy  beyond  workplace  drama  workplace  Future  of  knowledge  worker  Mobile  Creative  Mobile  Creatives  practical  skills  practical  skill  set  workforce 
october 2014 by asterisk2a
Eric Schmidt on New Book, Apple-Google Competition: Video - Bloomberg
+ How Google Works by Eric Schmidt and Jonathan Rosenberg – review An exploration of how the internet giant is run – complete with ideological inconsistencies - http://www.theguardian.com/books/2014/sep/26/how-google-works-eric-schmidt-jonathan-rosenberg-review + http://www.macrumors.com/2014/09/24/google-chairman-eric-schmidt-on-competition/ +!+!+ "Schmidt's “How Google Works” encourages managers to think big, fail fast, rely on data, but these principles may not apply to the average company" http://www.economist.com/news/books-and-arts/21620056-search-giant-shares-some-its-business-methods-dont-be-modest
Google  Apple  book  fail  fast  ericschmidt  Eric  Schmidt  people  management  corporate  culture  corporate  values  Start-Up  lesson  Start-Up  advice  management  team  management  Big  Data 
september 2014 by asterisk2a
3sat.online - Mediathek: Das Unbewusste - Teil 1
several layers of conciousness. raw conciousness comes from upper brain stem. thus making the case for animal rights. +!+!+!+ science has proven that (generally/majority) men perform best under stress. - hunter - / - on the other side women perform best when not under stress. - gatherer/carer. +!+!+!+!+ Part 2 - http://www.3sat.de/mediathek/?mode=play&obj=45912 - min 18 talks about where the ego (confidence) comes from and how it is formed.
subconscious  conciousness  Psychiatry  psychology  PTSD  anxiety  Yoram  Yovell  neuroscience  neurology  neurobiology  Trauma  evolution  people  management  team  management  ego  confidence 
september 2014 by asterisk2a
Apple Watch: Are Jony Ive's Fingerprints All Over It? - YouTube
... away from all Android manufacturers & Co. not just a laptop or phone or smart watch. 2 steps always ahead. it being pretty. it branding it. it talking about it in a special way. it making it an aspirational product. charging for it at the top echelons of electronics. /// and the hires prove that that this is the way forward. period. /// +++ with the up-scale versions, luxury versions and the individuality of the apple watch, apple created a new product category. not just a smart watch from apple (a mini iphone). NO! a complete new product/product category with it's entry model and the limit is only the sky ... https://www.youtube.com/watch?v=xWvYBgmOaAE +++ http://recode.net/2014/09/09/its-tim-cooks-apple-now/
Apple  Design  aspirational  product  differentiation  differentiate  Leadership  people  management  team  management  product  management  project  management  Jony  Ive  Steve  Jobs  business  model  management  status  symbol  social  status  socioeconomic  status  status  anxiety  materialism  Consumerism  consumerist  branding  Brand  PR  public  relations  communication  language 
september 2014 by asterisk2a
Tinder And IAC Settle Sexual Harassment Suit With Early Employee Whitney Wolfe | TechCrunch
The shocking lawsuit, which sparked a national conversation around the treatment of women in tech, has been dropped. The cost to Tinder isn’t public. Update: Mateen, who was at the center of the suit, is no longer with the company. ( http://www.buzzfeed.com/sapna/tinder-settels-fast-with-co-founder-in-sexual-harassment-sui ) [[ The company has grown to see more than a billion swipes per day, with over 12 million matches each day. Though the company has yet to reveal user figures, Barclays expects that daily actives will top 20 million by April. ]] +++ http://www.theverge.com/2014/9/8/6123545/tinder-whitney-wolfe-settle-harassment-discrimination-lawsuit-iac "TINDER AND IAC ARGUED THAT WOLFE'S CLAIMS WERE "UNFOUNDED" +++ tcrn.ch/1tKQGAT 'Benchmark wants to buy a stake in Tinder(IAC).' >> tcrn.ch/1tKQGAT
Tinder  IAC  sexual  harassment  Whitney  Wolfe  everyday  sexism  sexism  sexismus  Misogynie  misogyny  gender-based  harassment  gender-based  discrimination  feminism  feminist  corporate  values  corporate  governance  OkCupid  personal  values  management  team  management  HR  human  resources  Silicon  Valley  Women  in  Tech  STEM  gender  politics  gender  pay  gap  gender  policing  gender  inequality  gender  equality  glass  ceiling  gender  gap 
september 2014 by asterisk2a
dctp.tv | Dalia Martin
dctp.tv | dalia-martin - slicing up the value chain, flatter org chart, Germany needs more uni grads, --- Germany needs more liberal immigration policy for highly qualified people with degrees and --- education policy needs to capture ALL possible candidates. Anreiz fuer higher education. // Germany NEEDS immigration - because of demographic bubble. Period. Either get people in Germany and the jobs of the Future. Or let the jobs go away to where the human capital and cognitive resources are. Period. // self-awareness of women is through the ranks lower compared to men. it comes from society, media, childhood, parenting. // thus lack of strong women. lack of Female Founders too. // Experiment showed:: Women react discouraged during competition with Men, but competition Woman-Woman shows no such signs of lack of wanting to compete. ... WHY!? Do we have to split-up schools again - All Girls Schools Only? Or Do we just have to change girls perception of the world early on!? //
human  capital  cognitive  resources  globalisation  flat  world  globalization  immigration  education  policy  Germany  East  Germany  Siemens  SAP  demographic  bubble  demographics  demography  diversity  STEM  Women  in  Tech  gender  gap  stereotype  bias  prejudice  Women  in  Workforce  Europe  self-awareness  gender-based  discrimination  gender  inequality  gender  politics  gender  pay  gap  gender-based  harassment  behavioral  economics  psychology  Competition  Mobile  Creative  Mobile  Creatives  knowledge  worker  knowledge  economy  creativity  competitiveness  war  for  talent  competitive  advantage  comparative  advantage  management  business  management  EQ  Leadership  Female  Founders  team  management  corporate  culture  corporate  values  glass  ceiling  gender  policing  product  management  project  management  Public  Makers  gender  bias  role  model  society  childhood  childhood  development  parenthood  Silicon  Valley 
september 2014 by asterisk2a
What Happened to Motorola | Chicago magazine | September 2014
When healthy internal competition degenerated into damaging infighting. [...] 1984, the cellular business “exploded," “It was the glamour sector of the company, the industry, and the country.” But it also introduced a toxic element into Motorola’s corporate culture. Employees in the public safety division, who were chugging along selling to cops & firefighters, watched & seethed as the handset division lavished riches on its own. Handset people bought luxury cars the day they got their bonuses. [...] The era of “warring tribes,” as Motorolans refer to it, had begun. Screaming fights between sector heads rattled the corporate halls. CEOs William Weisz (1986–88) and then George Fisher (1988–93), committed to the strategy of stirring up internal competition, did little to stop them. [...] Motorola had so mightily struggled: Software.
management  product  management  team  management  people  management  project  management  business  management  Motorola  corporate  culture  corporate  values  Leadership  Nokia  executive  luck  CEO  Why  Software  Is  Eating  the  World  Software  Is  Eating  World  Software 
august 2014 by asterisk2a
A failed experiment: How LG screwed up its webOS acquisition — Tech News and Analysis
the picture emerging from those interviews is an ugly one, full of fights and corporate politics. It’s a story about about a failed acquisition, but also about the changing realities of consumer electronics, which are transforming from simple appliances to smart devices at a speed that often leaves big, slow-moving companies at a loss. - Sources told me that LG had a policy in place to reward managers with bonuses or even promotions if their features were part of the final product. The result was a constant feature bloat, as everyone tried to add on one more thing. - "Politics, not the lack of innovative talent, has probably doomed more tech companies than anything." - Feature bloat as a result of ill-conceived corporate policies
LG  Samsung  Panasonic  Toshiba  webOS  Television  project  management  product  management  team  management  management  Leadership 
august 2014 by asterisk2a
Talent Wars: Silicon Valley vs. Wall Street | Hacker News
"key point missing: who gets respect where. Companies like Google are run by engineers while companies like Goldman are run by business people. This sounds obvious, but it has deep implications for how you are treated, how much potential you have to develop your career, etc. The best way to have a great career is to be close to the core of your employer, i.e. where the money comes from. If you aren't, you'll be a necessary evil who can be mistreated without much risk to the company (there are of course exceptions, like product managers at tech companies and quants at finance companies). [...] But my advice to new graduates is to be strategic in your career, i.e. look ahead 10+ years when you'll be more senior. Go in a direction where you'll be valued." || >> being an engineer at the original Groupon is a different position in value to business core compared 2 engineering position @GOOG + http://bit.ly/1q7M4BA || http://tcrn.ch/1rgmYmP
Wall  Street  Silicon  Valley  career  advice  careers  career  HR  human  resources  people  management  management  team  management  Start-Up  lesson  Start-Up  advice  hiring 
august 2014 by asterisk2a
Narzissmuss: Ursprung liegt oft in der Kindheit - SPIEGEL ONLINE
Wir haben eine narzisstische Gesellschaftsstruktur, die diese Fähigkeiten quasi verlangt. SPIEGEL ONLINE: Befördert unsere Leistungsgesellschaft Narzissmus? Oder haben Narzissten einfach mehr Erfolg in diesem System? Wardetzki: Sowohl als auch. [...] SPIEGEL ONLINE: Gibt es Unterschiede zwischen den Geschlechtern? Wardetzki: Ja, das hat kulturelle Wurzeln. Der männliche Narzisst ist eher von der grandiosen, machtbetonten Form. Die Narzisstin definiert sich mehr über Leistung, Perfektionismus, Attraktivität und Anpassung. Sie ist ein menschliches Chamäleon. Sie kommt in einen Raum, spürt genau, was gerade angesagt ist und kann sich perfekt in die Situation einfügen. --->>> see last thing about having a narcissistic superior.
narcissism  Celebrity  of  You  personality  childhood  status  anxiety  status  symbol  social  status  parenting  parenthood  sociology  society  western  society  materialism  gossip  culture  gossip  celeb  culture  instant  gratification  attention  attention  span  identification  identity  people  management  team  management  project  management  product  management  management  HR  human  resources 
august 2014 by asterisk2a
Psychologie Heute-Shop - Bund:Glück schlägt Geld Glück schlägt Geld 9783867743396
4 day work week!? 4 day work week - ala teamtreehouse. corp governance; objective scientific truths >> science, social studies, epidemiology, ... support 4 day work week. long-term - 4 day work week seems more efficient on a holistic basis. +++ http://www.independent.co.uk/news/people/profiles/richard-layard-money-is-not-the-only-thing-affecting-peoples-happiness-9603424.html "The Chris Blackhurst Interview: With one in six adults in the UK suffering from mental illness, Professor Lord Richard Layard is convinced it’s time for a serious response from Government – which would save the NHS money too [...] “I’m incredulous that it’s 2014 and in this seemingly evolved culture we live in we’re trying to hide the mentally ill elephant in the room, even though it’s draining the economy, and damaging the lives of [one in six] adults and one in 10 of all children.” book Happiness: Lessons from a New Science. / Shopping doesn't last because of it being emotionless. ppl-moments have emotions.
generationy  millenials  corporate  culture  team  management  people  management  management  leadership  intrinsic  motivation  extrinisic  motivation  Maslows  hierarchy  of  needs  needs  book  Mastery  Purpose  Autonomy  happiness  index  work  life  balance  burnout  society  corporate  governance  capitalism  employee  HR  human  resources  hiring  accountability  ownership  Start-Up  lesson  Start-Up  advice  governance  ethical  machine  ethics  morals  moral  beliefs  mental  health  public  health  policy  public  health  GDP  mental  illness  public  discourse  stigma  labour  market  workforce  microeconomic  policy  labour  economics  happiness  science  Mindfulness  emotion  memory 
july 2014 by asterisk2a
BBC Sport - World Cup 2014: Brazil cracked up, says Germany's Joachim Low
w/o Thiago Silva, Luiz was incapable 2 pickup Leadership role, commanding, directing, organising the game. It wasnt just Neymar missing. It was a team w/o leadership. Youve got 11 world players on both sides. But a team w/o a leader, vision, direction, playbook is a incomplete team. A house of cards that was the Brazilian Team, (many around 1-2 key players - philosophy) fell apart. http://bbc.in/1mHpAHB + http://bbc.in/U39yeN "Scolari bounded off the team coach wearing a white "Forca Neymar" baseball cap while captain David Luiz and goalkeeper Julio Cesar held up his number 10 shirt during the national anthem. Fine sentiments perhaps, but also a sign of overwrought emotions, of the pressure of playing without their superstar and the doubts that exposed. The constant hugging and team bonding smacked more of insecurity and posturing. Germany in contrast were cold, clinical, magnificent." http://bbc.in/1znN7l3 http://bit.ly/1oix4ML + "the trophy doesnt say great team, it says 'winners.'"
leadership  Passion  elite  sports  elite  athlete  Soccer  Brazil  Argentina  Germany  Scolari  vision  capital  skills  practical  skills  practical  skill  set  communication  team  management  management  weakness  weakest  link  people  management  execution  discipline  playbook  Personal  game  plan  accountability  responsibility  Luiz  Felipe  Scolari  pressure  peer  pressure  expectations  courage  sport  psychology  psychology  performance  performance  anxiety  Competition  competitive  gaming  competitive  competitive  advantage  competitiveness  comparative  advantage  self-belief  self-awareness  Soccer  World  Cup  philosophy  Italy 
july 2014 by asterisk2a
Lügenforscher Klaus Fiedler über Zabels Dopingbeichte - SPIEGEL ONLINE
Fiedler: Aber nur so funktioniert unsere Gesellschaft. Das moderne Transparenzdenken ist mutig und gut, aber sicher nicht immer dem zwischenmenschlichen Frieden zuträglich. Schauen Sie sich doch Edward Snowden an, der sich getraut hat, dunkle Geheimnisse nach außen zu tragen. Er wird gejagt. [...] Ich glaube, man solte das Verhalten der Sportler im Umgang mit der Wahrheit vor allem strategisch verstehen. Natürlich geht es bei diesen Strategien um die eigene Existenz, oft um viel Geld. [...] Armstrong hat meiner Meinung nach im Januar nicht alles gestanden, weil ihm danach war, sondern weil es um Millionenbeträge ging und seine Berater und Anwälte mit ihm und allen Beteiligten diese Strategie ausgeheckt hatten. Die Menschen im Hintergrund geben die kommunizierte Wahrheit viel öfter vor, als wir denken. [...] + http://www.samharris.org/lying
moral  anti-doping  Team  Sky  cycling  ethics  I.O.C.  Eufemiano  Fuentes  moral  dilemma  doping  transparency  Operation  Puerto  Tour  de  France  TdF  UCI  morality  ethic  lying  Weltschmerz  society  Team  Telekom  sport  Jan  Ullrich  Fuentes  book  lancearmstrong  Erik  Zabel  lie  culture  governance 
july 2013 by asterisk2a
Can we Trust the Peloton? | Biking Fitness Plans and Advice | OutsideOnline.com
Overall, the data suggests that the performances on AX3 fell within a range that could be expected for a relatively clean peloton with the exception of Froome. His performance on AX3 is clearly flagged as an outlier and warrants healthy rationale skepticism. Going forward, the progression of his performance should be closely followed over the rest of the Tour.
NADA  anti-doping  Team  Sky  Tour  de  France  cycling  USADA  UCI  TdF  Chris  Froome  WADA  doping 
july 2013 by asterisk2a
Cycling must be whiter than white to avoid yellow stain of suspicion | Sean Ingle | Sport | The Guardian
VO2max of 88ml/kg/min [...] But scientists are forced to play guessing games because teams guard their race data so closely. According to Team Sky's manager, Sir Dave Brailsford, this is because there are "very few people who can properly interpret and understand it. All you're going to do is create a lot of noise for people who are pseudo-scientists." That may be true. But you can understand how those who could put the numbers into context might find his remarks patronising. And the noise he mentions may yet grow into a deeper howl – especially given the recent comments of Tim Kerrison, the head of performance at Team Sky, that "riders, before too long, will surpass performances in the doping era". [Olympic Record in Athletics when Doping was rampant - are still out of reach.]
anti-doping  Team  Sky  UCI  British  Cycling  Chris  Froome  doping  Tour  De  France 
july 2013 by asterisk2a
Radsport: Tour-Führender Froome genervt von Doping-Fragen - SPIEGEL ONLINE
Die Journalisten im Teamhotel hakten dennoch weiter nach. Irgendwann reichte es Froome: "Hier sitze ich nach dem größten Sieg meiner Karriere und werde beschuldigt, ein Lügner und Betrüger zu sein. Das ist uncool", sagte er, bevor er die Pressekonferenz pünktlich nach den vereinbarten 15 Minuten verließ. [...] Denn er tue seiner Meinung nach schon alles, sagte Brailsford: Er werde zwar nicht der Öffentlichkeit, dafür aber der Welt-Anti-Doping-Agentur (Wada) alle denkbaren Daten über Training und Gesundheit zur Verfügung seiner Athleten zur Verfügung stellen. Im Zuge des Falls Armstrong und der Situation in der Leichtathletik müsse man den Blickwinkel verändern.
Dave  Brailsford  Team  Sky  British  Cycling  Chris  Froome  Marginal  Gains  WADA 
july 2013 by asterisk2a
The Secrets of SuperTeams - YouTube
Organization - team - individual.

Renowned leadership specialist Khoi Tu identifies the essential elements of the route to excellence in team-building, from finding a common purpose to mastering conflict and managing change.
Politics  management  leadership  organization  teamwork  team 
november 2012 by asterisk2a

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