Talent Cooling
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Talent Cooling
The basic failure mode I’ve been observing recently is a tendency to get trapped in local maxima because it is easier to identify and measure metrics for short term wins than for long term investments.
Andrew Kortina • Metrics, Incrementalism, and Local Maxima
How could any self-aware person who works in technology not start to organize their disappointment? It’s gotten to where several of my peers are floating half-hearted speculations about their next careers. This isn’t good: you want the talented and mindful people to stick around, not get husked out, then leave frustrated, exhausted, and conflicted.
Frank Chimero • Frank Chimero · The Web’s Grain
Talent, regulators, media, and customers are all actively looking for signals upon which they will build their lasting opinions.
Venture Desktop • Global Like Goldman
The problem is that company knowledge typically lives in the minds of the people who work there, not the company itself. When they leave, that knowledge goes with them and can cause some serious problems. And with the increasing frequency of people moving between jobs, this may become all too common.
Nick Sonnenberg • Come Up for Air: How Teams Can Leverage Systems and Tools to Stop Drowning in Work
