hiring, meetings, etc

Problems should come from success, or being on the brink of success rather than being invented by some intellectual quest.

A scorecard consists of outcomes and personality traits you’re optimizing for when considering opening up a role at your organization.

Some questions that I’ve found to be very effective in one-on-ones: If we could improve in any way, how would we do it? What’s the number-one problem with our organization? Why? What’s not fun about working here? Who is really kicking ass in the company? Whom do you admire? If you were me, what changes would you make? What don’t you like about the

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