Gaia Soykok

every autonomous unit in the organization, e.g., wholly owned subsidiaries, can design a performance-based reward system according

Any intrinsic reward should be unexpected and offered only after the task is complete. in other words where if then rewards are a mistake, shift to now that rewards.

POAPs and other NFTS

when there was a conflict or friction and that he was lucky to be working with the most courageous and clever people who never shy away. They are transparent and voice the areas when things are not working. That way they remained alive and successful and grew better.

His analysis, “Financial Incentives,” published in 1986, revealed that 16, or 57%, of the studies found a positive effect on performance. However, all of the performance measures were quantitative in nature: a good job consisted of producing more of something or doing it faster.

IDEA 4- There are three levels of product, if you are not aligned you make mistakes, you can not communicate, and you do not understand, even between two smart good intentional people. Level 1: Impact level: i.e Product review - you represent the CEOLevel 2: Execution level: Level 3: Optics Level: Creating awareness for the impact and the execution... See more

Usually when the meta is common knowledge amongst all participants, the meta is already shifting to something else.

Larry of Google would just listen. This is powerful.