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Provide newsletter an rss for being mor independent from twitter
medium  37signals  independent  webpage  rss  newsletter  via:popular 
4 days ago
Opinions and Organizational Theory
Think about it, here you have a room full of smart people all in agreement
on the best way to proceed. How often does that happen? A no-brainer like
that is hardly worth a memo or even a meeting.
It’s easy to agree when no one is thinking.
If the group makes the right decision you can take take credit. And, if by
chance things go wrong, you don’t get the blame. Group decisions,
especially ones with consensus, allow for all of the participants to have
the upside and few if any to have the downside.
Decision  making  groups  meetings  facts 
7 days ago
Scaling email transparency
Here's a sample of things people have found useful about email transparency:
Provides the full history on interactions that are relevant to you. If
you're pulled into something, you can always pull up the relevant state.
This is especially useful for external communications with users or vendors.
Provides a way for serendipitous interactions to happen — someone who
has more state on something may notice what's happening and jump in to help
(subject to the limitations about jumping in).
Lets you keep up with things going on at various other parts of Stripe,
at whatever granularity you want. This reduces siloing, makes it easier to
function as a remote (and even just know what we're working on), and
generally increases the feeling of connectedness.
Requires ~no additional effort from the sender.
Makes conversations persistent and linkable, which is particularly
useful for new hires.
Forces us to think about how we're segmenting information — if you're
tempted to send something off-list, you should think through why.
Makes spin-up easier by immersing yourself in examples of Stripe tone
and culture, and enabling you to answer your own questions via the archives.
Helps you learn how different parts of the business work.
Quickly subscribe to or unsubscribe from a list.
View your organization's lists (categorized by topic), and which you're
subscribed to (including indirect subscriptions through other lists).
Get notifications when new lists are created.
Generate and upload GMail filters.
Company  email  transparency  sharing  archive 
7 days ago
One On One – Andreessen Horowitz
Perhaps the CEO’s most important operational responsibility is designing
and implementing the communication architecture for her company. The
architecture might include the organizational design, meetings, processes,
email, yammer and even one-on-one meetings with managers and employees.
The key to a good one-on-one meeting is the understanding that it is the
employee’s meeting rather than the manager’s meeting. This is the free-form
meeting for all the pressing issues, brilliant ideas and chronic
frustrations that do not fit neatly into status reports, email and other
less personal and intimate mechanisms.
If you like structured agendas, then the employee should set the agenda. A
good practice is to have the employee send you the agenda in advance. This
will give her a chance to cancel the meeting if nothing is pressing.
During the meeting, since it’s the employee’s meeting, the manager should
do 10% of the talking and 90% of the listening. Note that this is the
opposite of most one-on-ones.
If we could improve in any way, how would we do it?
What’s the No. 1 problem with our organization? Why?
What’s not fun about working here?
Who is really kicking ass in the company? Who do you admire?
If you were me, what changes would you make?
What don’t you like about the product?
What’s the biggest opportunity that we’re missing out on?
What are we not doing that we should be doing?
Are you happy working here?
In the end, the most important thing is that the best ideas, the biggest
problems and the most intense employee life issues make their way to the
people that can deal with them. One-on-ones are a time-tested way to do
that, but if you have a better one, go ahead with your bad self.
Managent  leadership  1o1  people 
8 days ago
A Good Place to Work – Andreessen Horowitz
Me: “Do you know the difference between a good place to work and a bad
place to work?”
Me: “Let me break it down for you. In good organizations, people can focus
on their work and have confidence that if they get their work done, good
things will happen for both the company and them personally. It is a true
pleasure to work in an organization such as this. Every person can wake up
knowing that the work they do will be efficient, effective and make a
difference both for the organization and themselves. These things make
their jobs both motivating and fulfilling.
“In a poor organization, on the other hand, people spend much of their time
fighting organizational boundaries, infighting and broken processes. They
are not even clear on what their jobs are, so there is no way to know if
they are getting the job done or not. In the miracle case that they work
ridiculous hours and get the job done, they have no idea what it means for
the company or their careers. To make it all much worse and rub salt in the
wound, when they finally work up the courage to tell management how fucked
up their situation is, management denies there is a problem, then defends
the status quo, then ignores the problem.”
Management  leading  1o1  good  company 
8 days ago
Why Growing Past 20 Employees is so Damn Hard (and what you can do about it)
Moving Backwards
Humans hate to have things taken away. We over-react to having something
removed that we used to possess. During this growth, a transition happens
where employees lose some autonomy, some status within the company, some
input into important decisions… it’s hard. It’s incredibly hard. And
usually inevitable.
Echo Chamber of Discontent
Those employees, without the perspective and experience that tells them
this transition is normal and necessary, feel disrespected. They feel ‘the
culture is changing’ — and they start to complain about it. They need to
vent. They talk about how things used to be and how they are now. How
things could be better and why it’s so obvious what needs to be done. Why
leadership is getting it all wrong and ruining the company.
This attitude is quickly adopted by the new hires who are imprinted with
this perspective of the company from their peers. They adopt this attitude
even though they never actually experienced the original conditions!
Before you know it, the leadership is mired in uncertainty, unsure of which
direction to lead. Over time, they’re losing their credibility to lead in
any direction effectively. And employees are rapidly losing loyalty to the
leaders and the mission, feeling increasingly distant from the company.
They become detached and either check out, quit, or start plotting
Startup  management  growth  pain  leadership 
8 days ago
How I Built A $5,000 Per Month Side Project — Campfire Labs
Today, I remind myself that work is a sport. It’s not life. Whether you’re working on a startup, side project or contributing to a larger company, the place where you work should be a place where you go to grow, interact with people, and have fun. It should never be a place where you experience unhealthy stress, anxiety or fear.

#5 — Reverse the Way You Want to Sell

At the end of April a friend of mine introduced me to someone who needed help building prospect lists. After work one day I prepared for my first official sales call. Fortunately I had sold mobile apps in college, and helped develop Highfive’s first call deck so I was able to take what I knew and build a five step sales process (see play #1):

~2 min — (Rapport) Ask how their day is going. Tell them how we were introduced and see if we have any common connections.

~1 min — (Our value prop) Give a 30–60 second pitch on what value SimpleData offers. (Note: the goal isn’t to sell them. You want to assure them this call is worth their time and then ask them questions.)

~5–10 min — (Context and qualification) Say the following: “I want to be respectful of your time and make the best use of it so I’d love to ask a few questions about what you’re looking for in order to steer the conversation in the best direction.” Then ask a series of “probing questions” that identify their pain points. Ask what products they currently use, what their sales and marketing goals are this year and how they currently go about building prospect lists.

~5–10 min — (Solution) Explain how SimpleData fits into their current sales and marketing process, how it can help them hit their goals, and how it makes their prospecting process more efficient. The key here is that you pitch the product in their language. If they say they are under pressure to hit quota, emphasize that your product helps sales teams under pressure to hit quota. If you repeat their question in a statement you’re on the right track.

~5 min — (Pricing and next steps) Tell them about our pricing and free trial program. Ask the prospect what would make a trial successful? In other words, what can I do to win your business?

It’s important to note that I didn’t do any selling until about halfway through the call. I speak with a lot of founders who have their first call process backwards. They get on the phone, build some rapport and then sell. Then they ask, “Does that sound like it will work for you?” This makes for an unpersonalized pitch that is hard for a prospect to relate to. When you say that you help small businesses do XYZ they think “We’re a mid-size company, so this won’t work.” Then the last half of the call is spent backpedaling and rephrasing your pitch.

I spent the first 15 minutes of my first sales call asking questions. When asked to describe SimpleData I resisted the urge to sell and instead offered a very high level value proposition. “SimpleData helps businesses spend less time doing busy work so that they can spend more time selling.” What person doesn’t want to spend less time doing busy work so they can make more money? My initial pitch was high level enough for anyone to relate to it. After this brief description, I peppered my prospect with questions that would give me the context to personalize a more in-depth pitch later.

Ultimately this sales process helped me land my first 5 customers. But you’re probably more interested in where I found them in the first place. That leads to Play # 6.
startup  business  sales  customer  sideproject  via:popular 
9 days ago
Selbst ungeliebte Themen erarbeiten S*S motiviert, wenn das Setting passt.
"Meine" 😘 DigiKlasse 7 hat…
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19 days ago
Subtract | Derek Sivers
The least successful people I know run in conflicting directions, drawn to
distractions, say yes to almost everything, and are chained to emotional
The most successful people I know have a narrow focus, protect against
time-wasters, say no to almost everything, and have let go of old limiting
More people die from eating too much than eating too little. Most of us
have too much baggage, too many commitments, and too many priorities.
Subtracting reminds me that what I need to change is something already
here, not out there.
Hear hear!
I believe that the 4 real currencies in life are - Time, Money, Health and
ADDING will rob you of Time and Mobility.
SUBTRACTING will give you more Time and Mobility.
Zeit  leben  quality  time  life 
20 days ago
That time Steve Jobs hired a career juggler to teach programming to developers - Cake
I would rather listen to Randy about hiring and culture than any of them. See for yourself in one of his few public appearances, below. Here’s the summary:

1. You want to find people with mastery, true depth.

2. The problem is, that isn’t enough. You need people who had failed and recovered. The core skill of innovators is error recovery, not failure avoidance.

3. Breadth, meaning curiosity about things beyond what you’re deep in.

4. Collaboration. Not a synonym for cooperation, but the ability to magnify others.
apple  pixar  software  history  collaboration  via:popular  job  education 
22 days ago
Friendly reminder that if you write code, you’re a “real developer”.

- Regardless the language, tech and tools you…
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22 days ago
100 Jahre Frauenwahlrecht. Zehn Thesen. | Aus Liebe zur Freiheit
Eins. Die Frage ist nicht so sehr, was das Frauenwahlrecht für die Frauen
bedeutet, sondern was das Frauenwahlrecht für die Demokratie bedeutet.
Wieso hatte „die Demokratie“ eigentlich so lange gar kein Problem damit,
die Hälfte der Bevölkerung vom Wahlrecht auszuschließen?
Zwei. Das Wahlrecht war nicht das wichtigste Anliegen von
Frauenrechtlerinnen am Ende des 19. Jahrhunderts. Mindestens genauso
wichtig war der Kampf für mehr Erwerbsarbeitsmöglichkeiten und für eine
Reform der patriarchalen Ehe- und Scheidungsgesetze. Das Frauenwahlrecht
darf nicht als isolierte Maßnahme betrachtet werden, es war nur ein
Baustein einer umfassenden Gesellschaftskritik.
Drei. Zahlreiche Feministinnen sahen die Forderung nach einem
Frauenwahlrecht skeptisch. Anarchistinnen wie Louise Michel standen der
Parteipolitik aus Prinzip kritisch gegenüber, Sozialistinnen befürchteten,
die Wahlrechtsdebatte könnte gegen Kritik an der kapitalistischen
Ausbeutung von Frauen ausgespielt werden. All das ist auch heute noch
bedenkenswert: Welche Frauen können sich und ihre Anliegen in
parlamentarische Prozesse einbringen und welche eher nicht?
Vier. Das Frauenwahlrecht hat nicht zu einer gleichen Beteiligung von
Frauen an parlamentarischer Politik geführt. Warum nicht? Bei einer Analyse
ist zu berücksichtigen ist, dass hier deutliche Unterschiede zwischen
„linken“ und „rechten“ Parteien bestehen (Beispiel Bundestag: Bei Grünen
und Linke ist das Verhältnis ausgeglichen, bei der SPD halbwegs, bei der
CDU und erst recht bei CSU, FDP und AfD sind Frauen eine kleine Minderheit).
Fünf. Wenn Frauen sich nicht für Parteipolitik interessieren heißt das
keineswegs, dass sie politisch desinteressiert sind. Politik findet nicht
nur in Parteien und Parlamenten statt, sondern überall, wo Menschen über
die Regeln ihres Zusammenlebens miteinander verhandeln. Also auch in Büros,
in Vereinen oder am Küchentisch.
Sechs. Die Quote ist auf Dauer kein geeignetes Instrument, um die
politische Partizipation von Frauen sicher zu stellen. Andersherum muss
vielmehr die Frage gestellt werden, warum die Parteienpolitik und der
Parlamentarismus für Männer viel attraktiver sind als für Frauen. Sind sie
dann überhaupt noch demokratisch legitimiert? Ein Problem scheinen dabei
vor allem die „mittleren Ebenen“ zu sein .
Sieben. Ein Hauptproblem ist die verbreitete Gleichsetzung von Politik und
Macht. Gerade davon sind viele Frauen abgestoßen: Sie wollen zwar Politik
machen, sehen aber, dass die Dynamiken der Macht es häufig gerade
verhindern, dass gute Regeln und Lösungen für das Zusammenleben gefunden
werden (was ja die Aufgabe von Politik ist).
Acht. „Frauenrechte“ sind immer wieder Gegenstand politischer
Verhandlungen. Es gibt keine zwangsläufige Entwicklung hin zur
Geschlechtergleichheit. Politische Rechte von Frauen können je nach
Machtverhältnissen auch wieder abgeschafft oder rückgängig gemacht werden,
solange die Freiheit der Frauen nur „ein Thema von vielen“ ist.
Neun. Das Frauenwahlrecht war notwendig, weil klargeworden war, dass Männer
Frauen nicht repräsentieren können. Ist aber Repräsentation überhaupt ein
geeignetes Mittel der Politik? Können Menschen überhaupt den Anspruch
erheben, für andere zu sprechen und deren Interessen zu vertreten?
Zehn. Hundert Jahren Frauenwahlrecht sind Anlass für grundsätzliche
Debatten über die Demokratie: Welche Verfahren und Praktiken tragen
wirklich dazu bei, dass alle Menschen sich mit ihren Wünschen an der
Gestaltung der Welt beteiligen können – und welche behindern das?
Demokratie ist nicht eine formale Regel, sondern eine politische Praxis,
deren Bewähren immer wieder neu bilanziert werden muss
Politik  Frauen  frauenwahlrecht  Gleichheit  Diskussion  thesen 
22 days ago
Why do people think prayer actually changes real world events?

Seriously. How does talking to yourself actually af…
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23 days ago
Stop Learning Frameworks – Lifehacks for Developers by Eduards Sizovs
Mentor: “It’s Design Patterns. Do they help you solve current problems?”

Me: “Yes. Many of them.”

Mentor: “Technology come and go, but it has a lot in common. Set priorities right. Invest 80% of your learning time in fundamentals. Leave 20% for frameworks, libraries and tools.”

Me: “Hmm… Only 20% for frameworks, libraries, and tools?”

Mentor: “Yes. You’ll learn them at work anyway while solving problems.”

Me: “Thanks.”

Invest your golden time in transferable skills. Skills that will always be relevant.

Microservices frameworks Evolutionary Architecture
New programming language Clean Code, Design Patterns, DDD
LeSS, SAFe Lean manufacturing principles
Hystrix Fault Tolerance Patterns
Docker Continuous Delivery
Angular Web, HTTP and REST
programming  frameworks  advice  dev  via:popular 
4 weeks ago
The True Cost of Rewrites | 8th Light
Cost you mostly forget.
cost for not known features in the legacy code
Cost for new features so the customers switch
Cost to rebuild the added features the old team build during you catch up
development  software  process  complexity  legacy  rewrite  code  via:popular 
5 weeks ago
Population Mountains
Einwohner von Städten gut visualisiert
maps  visualization  population  3d  stadt  via:popular 
5 weeks ago
Der agile Mitarbeiter im digitalen Strudel | NZZ
Tatsächlich findet sich die Forderung nach einer Enthierarchisierung der
Organisation bereits in den zwanziger Jahren des 19. Jahrhunderts bei der
Managementvordenkerin Mary Parker Follett. In der Zwischenkriegszeit
verfolgte der Daimler-Konzern erste Experimente der Selbstorganisation in
der Produktion. Es folgten der Human-Relations-Ansatz, der Bedürfnisse, die
psychologische Verfassung und die Identität der Mitarbeiter stärker in das
Managementkalkül einbezieht, und in den 1970er Jahren die Diskussion um die
Humanisierung der Arbeitswelt.
Unternehmen  Restrukturierung  Organisation  selbstorganisation 
5 weeks ago
Angela Merkel: Sie steht noch einmal auf und winkt | ZEIT ONLINE
Als sie beispielsweise den folgenden Satz sagt, von dem man meint, dass er
eine Selbstverständlichkeit sein müsste:
Ich wünsche mir, dass, wir auch in den schwersten Stunden nie vergessen,
was die christdemokratische Haltung ausmacht: Wir Christdemokraten grenzen
uns ab, aber niemals grenzen wir aus.
Auf diesen Satz folgt ein beispiellos mickriger, ja geradezu armseliger
Applaus, man kann sagen, jämmerlicher hat sich eine Delegiertenversammlung
nie zuvor und nie danach entlarvt. Merkel aber hört nicht auf, sie macht
jetzt so weiter. Mit ganz fester Stimme und unbeeindruckt der spärlichen
Zustimmungsrate zählt sie unerschrocken auf, was Christsozialsein in ihren
Augen bedeutet:
Wir streiten, aber niemals hetzen wir oder machen andere Menschen nieder.
Wir machen keine Unterschiede bei der Würde der Menschen, wir spielen
niemanden gegen den anderen aus.
Wir verlieren uns nicht in Selbstbespiegelung, wir dienen den Menschen
unseres Landes.
Merkel  Menschlichkeit  abschied 
6 weeks ago
Die letzte Rede vor der Wahl Merkels im Jahr 2000 hielt der ehemalige Nazi-Richter Hans Filbinger. Dessen Rede hört…
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6 weeks ago
Codigng Tipps
add ticket to commit message

Project management
Releases with x.y.z
Divide different projects into its own jira project
programming  coding  from notes
6 weeks ago
"Build a world where your children are stronger than your ever were." via
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8 weeks ago
A thread written by @TinkerSec
A solid, and simple, anomaly detection method.

Key Take Away's

Blue Team:
- Least Privilege Model
- Least Access Model
- MultiFactor Authentication
- Simple Anomaly Rule Fires
- Defense in Depth

Red Team:
- Keep Trying
- Never Assume
- Bring In Help
- Luck Favors the Prepared
- Adapt and Overcome
security  hacking  story  best  hacker  via:popular 
8 weeks ago
Stephen Hawking: Ein Treibstoff namens Zuversicht | ZEIT ONLINE
So lieferte Hawking den praktischen Beleg für einen berühmten Satz von Friedrich Nietzsche: "Hat man sein Warum des Lebens, so verträgt man sich fast mit jedem Wie." Hawking hatte ganz offensichtlich sein Warum des Lebens gefunden.
Lebenserfahrung  Hawking 
9 weeks ago
Steve Blank How to Keep Your Job As Your Company Grows
What should my CEO have done?
When my CEO was explaining to me how the company needed to change to grow, he was explaining facts while I was processing deeply held feelings. The changes in the organization and my role represented what I was about to lose. And when people feel they’re going to lose something deeply important, it triggers an emotional response because change feels like a threat. It’s not an excuse for my counterproductive behavior, but explains why I acted out like I did.

Loss of Certainty? Startups and VC’s have historically operated on the “I’ll deal with this later” principle in letting early employees know what happens as the company scales. The common wisdom is that no one would want to work like crazy knowing that they might not be the ones to lead as the company grows. I call this the Moses-problem – you work for years to get the tribe to the promised land – but you’re not allowed to cross over. The company needs to give formal recognition for those individuals who brought the tribe to the promised land.

Lessons Learned

VC’s, Founders and CEOs now recognize that startups grow through different stages: Search, Build and Grow
They recognize that employees need different skills at each stage
And that some of the original employees won’t grow into the next stage
But while these changes make rational sense to the CEO and the board, to early employees these changes feel like a real and tangible personal loss
Loss of Status and Identity
Loss of Community
Loss of Autonomy
Loss of Certainty
Loss of Fairness
CEOs need to put processes in places to acknowledge and deal with the real sense of loss
These will keep early employees motivated – and retained
And build a stronger company
For employees, how you handle change will affect the trajectory of your career and possibly your net worth
management  career  startup  business  advice  via:popular 
9 weeks ago
Erfolg im Job - Methoden der Berater - Karriere - Sü
sein Team zum zielstrebigen Diskutieren anzuhalten: "Jeder Teilnehmer hat eine Elmo-Karte in Greifweite. Da kann der Schriftzug drauf sein, ich habe aber auch schon mal Bilder von Elmo aus der Sesamstraße ausgedruckt. Elmo steht für ,Enough - let's move on' (Genug, lasst uns weitermachen). Die Karte wird gehoben, wenn sich das Gespräch gefühlt im Kreis dreht oder abdriftet." Sehen die anderen Teilnehmer das genauso, geht es wieder zurück zum Thema. Denn: "Wenn man nicht aufpasst, gewöhnt man sich die Endloslaberei an."
Meeting  coaching  elmo 
9 weeks ago
If you teach history and you aren’t asking your students these questions, start today.

If my nine and ten year ol…
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10 weeks ago
Wie der Mann seinen kinderlosen Kollegen einen Babyschub erklärt:

„Das ist wie ein Windows-Update. Währenddessen d…
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10 weeks ago
Autocomplete with more than one word
code  editor  plugin  autocomplete  best  via:popular 
10 weeks ago
Ihr spendet an und ich lese für euch. Deal? (Und wenn ihr selbst keine Lesung wollt, könnt ihr Mensc…
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10 weeks ago
»Lehrkräfte in genießen eine hohe gesellschaftliche Wertschätzung und Anerkennung. Eltern begegnen ihnen m…
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10 weeks ago
Was ihr hier seht, ist ein typischer Berliner Arbeiterquartier-Gründerzeitbau (Kastanienallee/Prenzlauer Berg). Und…
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10 weeks ago
Zu ihrer Unterhaltung gehen Menschen gemeinsam an Orte, wo es zu laut ist, um zu kommunizieren, manchmal so laut, d…
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12 weeks ago
How to Get Things Done When You Don't Feel Like It - ACM Queue
According to a study by the American Society of Training and Development,1 people who commit to someone else have a 65 percent chance of accomplishing the goals they set. That number goes up to 95 percent if you commit to a specific accountability appointment with that person.

Scientific studies have shown that talking about feelings out loud actually decreases stress and the bad feelings we're experiencing.
productivity  psychology  programming  gtd  tips  via:popular 
october 2018
How not to say the wrong thing - latimes
Susan has since developed a simple technique to help people avoid this mistake. It works for all kinds of crises: medical, legal, financial, romantic, even existential. She calls it the Ring Theory.

Draw a circle. This is the center ring. In it, put the name of the person at the center of the current trauma. For Katie's aneurysm, that's Katie. Now draw a larger circle around the first one. In that ring put the name of the person next closest to the trauma. In the case of Katie's aneurysm, that was Katie's husband, Pat. Repeat the process as many times as you need to. In each larger ring put the next closest people. Parents and children before more distant relatives. Intimate friends in smaller rings, less intimate friends in larger ones. When you are done you have a Kvetching Order. One of Susan's patients found it useful to tape it to her refrigerator.

Here are the rules. The person in the center ring can say anything she wants to anyone, anywhere. She can kvetch and complain and whine and moan and curse the heavens and say, "Life is unfair" and "Why me?" That's the one payoff for being in the center ring.

Everyone else can say those things too, but only to people in larger rings.

When you are talking to a person in a ring smaller than yours, someone closer to the center of the crisis, the goal is to help. Listening is often more helpful than talking. But if you're going to open your mouth, ask yourself if what you are about to say is likely to provide comfort and support. If it isn't, don't say it. Don't, for example, give advice. People who are suffering from trauma don't need advice. They need comfort and support. So say, "I'm sorry" or "This must really be hard for you" or "Can I bring you a pot roast?" Don't say, "You should hear what happened to me" or "Here's what I would do if I were you." And don't say, "This is really bringing me down."
psychology  advice  communication  health  relationships  via:popular 
october 2018
Solving My Email Problem
Using several whitelists/blacklists to sort emails to inboxes
email  productivity  inbox  via:popular 
october 2018
Why Are Enterprises So Slow? – zwischenzugs
Viele Regularien und stackholder + die Mitarbeiter sind daran gewöhnt das Änderungen nich funktionieren
leadership  enterprise  complexity  startups  advice  via:popular 
october 2018
Call center wissen
Welche Schritte sind notwendig für einen guten telesales
Sales  work  insides  ales  telesales 
september 2018
The Magic of One-to-Many Customer Support
Instant answers to the rescue

The answer to fixing chat was right under our nose. It turns out that for a support team with under 100 people, about 54% of customer questions are considered “easy” to answer. Combine that with the fact that 71% of customers want a way to solve problems on their own

, and the answer is pretty clear:

We need to put answers in front of customers, at just the right time, so they can accomplish their goals without switching contexts. That’s the holy grail. It’s the best experience you can give your customers.
work  support  customer  help  desk 
august 2018
Gebe Bücher weg, die ich sehr mochte und freue mich an dem Gedanken, dass jemand anderes sie vielleicht auch sehr m…
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august 2018
- größtes Open World Game der Welt
- Strategie, Action, Simulation, Rollenspiel, Adventure und Aufbau in einem!
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august 2018
Aaron Longwell | Why Software Development Requires Servant Leaders | Culture Foundry
The highest type of ruler is one of whose existence the people are barely aware.

Next comes one whom they love and praise. Next comes one whom they fear. Next comes one whom they despise and defy.

When you are lacking in faith, Others will be unfaithful to you.

The Sage is self-effacing and scanty of words. When his task is accomplished and things have been completed, All the people say, “We ourselves have achieved it!“

— Lao Tzu

When considering a project, consider the growth opportunity it represents for each member of your team. Always have an ear trained toward learning what challenges they are ready to take on.

Establish trust with your team by showing you care and looking out for their best interests. Protect them from unreasonable deadlines or unnecessary off-project work. Immediately recognize their achievements. Give them every available tool and advantage to achieve their goals, but do not protect them from the consequences of their own behavior.

Computers are unyielding in their need for precise instructions, and developers spend most of their day talking with them.

This requires active listening during stand ups and other meetings. Great managers hone their “blocker radar” by noticing patterns in status reports. When a developer’s standup is nearly identical today as it was yesterday, they notice; the developer might not be blocked yet, but they definitely didn’t achieve yesterday what they expected, and might be at risk of being blocked soon.

Things often take a meandering path between the customer and the programming task. When developers don’t understand the Why behind a request, they can struggle with motivation or even misinterpret the request and build the wrong thing. As the liaison between the team and the customer, the manager needs to excel at understanding the customer better than anyone else. If you don’t understand why a requirement exists… find out. Put yourself in the customers shoes to understand the underlying needs behind their requests.
management  leadership  programming  agile  culture  via:popular 
august 2018
Women's Pockets are Inferior.
On average, the pockets in women’s jeans are 48% shorter and 6.5% narrower than men’s pockets.
data  fashion  Frauen  taschen  clothes  via:popular 
august 2018
wow. die bilder zeigen die unterschiedliche chemische zusammensetzung von unterschiedlichen tränen: bei trauer, bei…
from twitter_favs
august 2018
Leading Lady Parts - BBC shortfilm
Anforderungen an Frauen und Diskriminierung von Müttern und Nicht weißen Frauen
Shortfilm  Aufklärung  Feminismus 
august 2018
Geil! Ein Männerparkplatz auf dem mann grillen kann.
from twitter_favs
august 2018
Iss richtig
Sendung mit Alexander Herrmann über Ernährung
Herrmann  Essen  Ernährung 
july 2018
Trommelwirbel für das endgültig letzte Werk von mir ...

Bob Ross // Folge: 593

from twitter_favs
july 2018
StepStone: IT Incident Response Manager – Problemmanager (m/w/d)
die unten aufgeführte Stellenanzeige wurde über {siteAddress} weitergeleitet. :
Stellenangebot: IT Incident Response Manager – Problemmanager (m/w/d)
Unternehmen: Helios IT Service GmbH
Details: Feste Anstellung, Berlin
StepStone Deutschland GmbH,
Sitz der Gesellschaft: Völklinger Str. 1, D-40219 Düsseldorf
Amtsgericht Düsseldorf, HRB 64185
Geschäftsführer:  Ralf  Baumann_  Dr.  Sebastian  Dettmers_  Simone  Reif 
july 2018
Advice · Patrick Collison
Patrick Collison

Silicon Valley history

If you're 10–20: These are prime years!

Go deep on things. Become an expert.
In particular, try to go deep on multiple things. (To varying degrees, I tried to go deep on languages, programming, writing, physics, math. Some of those stuck more than others.) One of the main things you should try to achieve by age 20 is some sense for which kinds of things you enjoy doing. This probably won't change a lot throughout your life and so you should try to discover the shape of that space as quickly as you can.
Don't stress out too much about how valuable the things you're going deep on are... but don't ignore it either. It should be a factor you weigh but not by itself dispositive.
To the extent that you enjoy working hard, do. Subject to that constraint, it's not clear that the returns to effort ever diminish substantially. If you're lucky enough to enjoy it a lot, be grateful and take full advantage!
Make friends over the internet with people who are great at things you're interested in. The internet is one of the biggest advantages you have over prior generations. Leverage it.
Aim to read a lot.
If you think something is important but people older than you don't hold it in high regard, there's a decent chance that you're right and they're wrong. Status lags by a generation or more.
Above all else, don't make the mistake of judging your success based on your current peer group. By all means make friends but being weird as a teenager is generally good.
But having good social skills confers life-long benefits. So, don't write them off. Get good at making a good first impression, being funny (if possible... this author still working on it...), speaking publicly.
Make things. Operating in a space with a lot of uncertainty is a very different experience to learning something.
More broadly, nobody is going to teach you to think for yourself. A large fraction of what people around you believe is mistaken. Internalize this and practice coming up with your own worldview. The correlation between it and those around you shouldn't be too strong unless you think you were especially lucky in your initial conditions.
If you're in the US and go to a good school, there are a lot of forces that will push you towards following traintracks laid by others rather than charting a course yourself. Make sure that the things you're pursuing are weird things that you want to pursue, not whatever the standard path is. Heuristic: do your friends at school think your path is a bit strange? If not, maybe it's too normal.
Figure out a way to travel to San Francisco and to meet other people who've moved there to pursue their dreams. Why San Francisco? San Francisco is the Schelling point for high-openness, smart, energetic, optimistic people. Global Weird HQ. Take advantage of opportunities to travel to other places too, of course.
People who did great things often did so at very surprisingly young ages. (They were grayhaired when they became famous... not when they did the work.) So, hurry up! You can do great things.
advice  career  leben  via:popular 
july 2018
Text-Only : A Lost Secret: How To Get Kids To Pay Attention
For starters, he says, ask your kid this question: 'What would you do if you didn't have to do anything else?' "

And what does he say is one of the most important ingredients for motivating kids?

"Autonomy," Deci says. "To do something with this full sense of willingness and choice."

"Then you start to see what actually motivates them and what they want to engage their cognitive resources in when no one tells them what they have to to do," Esterman says.

Then create space in their schedule for this activity, he says.
Kinder  Bildung  Motivation  Selbstbestimmung  Erziehung 
july 2018
Today in FT comments generate the best content
from twitter_favs
june 2018
Me: You tried to book me at lunch... my calendar shows that I am busy then.
PM: Oh, I looked and saw that it said "…
from twitter_favs
june 2018
"Hallo Mama, bitte entschuldige, dass ich zu spät bin, aber ich habe unterwegs einen Heißluftballon gesehen und mic…
from twitter_favs
june 2018
Certificates for localhost - Let's Encrypt - Free SSL/TLS Certificates
Text über die Probleme local host mit ssl abzusichern

For local development

If you’re developing a web app, it’s useful to run a local web server like Apache or Nginx, and access it via http://localhost:8000/ in your web browser. However, web browsers behave in subtly different ways on HTTP vs HTTPS pages. The main difference: On an HTTPS page, any requests to load JavaScript from an HTTP URL will be blocked. So if you’re developing locally using HTTP, you might add a script tag that works fine on your development machine, but breaks when you deploy to your HTTPS production site. To catch this kind of problem, it’s useful to set up HTTPS on your local web server. However, you don’t want to see certificate warnings all the time. How do you get the green lock locally?

The best option: Generate your own certificate, either self-signed or signed by a local root, and trust it in your operating system’s trust store. Then use that certificate in your local web server. See below for details.
security  ssl  development  localhost  http  via:popular 
june 2018
The Essential Google Tricks for Better Search Results
Reverse image search
where a link is used
Asterisks search in quotes
~ for synonyms
1..4 for ranges - price ranges
google  search  tips 
june 2018
Methods of Comparison, Compared / Observable
Verschiedene Methoden Daten zu vergleichen b-a | (b-a) / a | b/a | log(b/a)
last one is symmetric to changes log(31/17)=-log(17/31)
maps  visualization  dataviz  IFTTT  statistics  via:popular 
june 2018
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