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The five principles of prompting I developed work equally well as management techniques for humans: Give direction. Describe the desired style in de
People who are good at solving poorly defined problems don't get the same kind of kudos. They don’t get any special titles or clubs. There is no test
2) Clear Roles & Decision Rights Without clear swim lanes and decision rights, individuals on teams feel disempowered and projects tend to stall out.
The game has shifted, and the winning strategy with it. It’s no longer about understanding specialized details; it’s about grasping the high-level glo
What we do with our freedomThe examples of the excruciating etiquette of the aristocratic courts, the marriage market Rhimes dramatised, the civil ass
The workforce is splitting in two. Tech workers are either amplified by AI or shaken by it, and that divide shapes their feelings about work more than
quality has no discernable metric -miter
They told us productivity would set us free. So we organized and optimized and checked all the boxes. We became very good at being very busy. But in t
People who insist that every product decision should be metrics-driven would also have to logically admit that theirs will be the first job to get aut
