In my last post about "snacking", I promised to cover one more leadership anti-pattern (also mentioned by Will Larson in "Staff Engineer") - this one is called "preening". What is "preening"? Preening means doing low impact + high visibility work to get wider...
To explain the phenomenon I dedicate this post to (which I come across from time to time when looking at how different organizations operate), I need to start with a simple mental model ... Inwards & outwards Imagine an organizational unit, X. It may be a standalone company or a relatively...
Many people who've never seen high-performing teams in action (I mean genuinely high-performing, not just the ones who self-claim they are ...), assume that all that you need to form such a team is: * assign them a mission (they could identify with) * grant them a sufficient level of autonomy...
Success in technology is not evenly distributed - there are tons of failures, a plethora of organizations that balance on the edge, relatively few who have made it, and a tiny group of hyper-successful ones that have made history. Obviously, it's the last bunch that attracts the most...
I need to admit I have some wicked hobbies. One of them is spotting absolutely ridiculous job positions/functions on LinkedIn, just for kicks'n'giggles. Some of them are absolutely bonkers & it's super-hard to imagine what sane person could come up with an idea...
I've used many personality assessment methods & tools in the past. Gallup SF, Transactional Analysis, OCEAN - that sort of stuff (& more). I'm not a professional behavioral psychologist (of course), but I thought nothing would surprise me regarding the qualification of personality types. Yet, I&...
