On building of All Trades
Very, very many people at Stripe today are doing a quite different job to the one that they join for. In order to do that they've often had to learn a lot and stretch themselves into new areas.
Building a culture of excellence | David Singleton (CTO of Stripe)
A century-long vision allows you to build something that mostly ignores short-lived fluctuations in public perception or personal feelings. With a vision of that duration, you can think outside of yourself. If you couple that with a hum-drum process of Google Sheets and brain-trust meetings, you can build something meaningful.
There is something... See more
There is something... See more
Evan Armstrong • The Art of Scaling Taste
Most projects have a right size and technology and communication networks have changed the best ‘right size’ for many organizations. If you’re struggling, it might be because you’re fighting the laws of organizational physics. Radically transforming the size of an organization changes more than we would think. We can begin to right size by asking... See more
What’s the right size?
On right sizing your org with better solutions
Everyone wants to be connected
But we hesitate to be the connector.
Everyone wants to be trusted, but we hesitate to trust.
And everyone wants to be respected, but we often fail to offer our respect.
What an opportunity.
But we hesitate to be the connector.
Everyone wants to be trusted, but we hesitate to trust.
And everyone wants to be respected, but we often fail to offer our respect.
What an opportunity.
Everyone wants to be connected
Self-promotion makes me uncomfortable.
Maybe because I (read: most women) am not really great at it?
Or because I never want to sound sales-y.
Maybe because I (read: most women) am not really great at it?
Or because I never want to sound sales-y.
Sari Azout • A Moodboard for People Who Hate Self-Promotion
“Self-management requires an interlocking set of structures and practices.”
How We're Working Without Managers at Buffer
“The majority of companies don’t work in the way we do, which leads to fewer people with these kinds of skills. A conventional interview process, often modeled by large companies, doesn’t account for this. It’s challenging to assess in interviews if someone is truly a builder, has good taste and judgment, can take initiative, and approaches... See more
Lenny Rachitsky • Adding a work trial to your interview process
Conventional hiring processes are designed to recruit the most skilled people to fill a specific role at the right price. The experience can feel dehumanizing — it’s laden with unwritten rules, negotiation, posturing, and indirect communication (if you’re lucky) through recruiters.
The process, at its core, is a transaction of resources. It’s not... See more
The process, at its core, is a transaction of resources. It’s not... See more
Sharan Bal • Hiring Humans, Not Resources
And maybe that’s part of the problem, trying to be legible to everyone. The tug of war of wanting to water things down for mass adoption versus building something I want for myself and trusting the others will come.