Sublime

process is effective to the degree that there is a culture within the workplace where people feel safe and encouraged to hold each other to account, and people have the skills and processes to work through disagreements with maturity and grace.

course, instead of a boss doing the appraisal, they put in place peer-based systems: At

They are animated by periodic check-ins, objective grading, and continuous reassessment—all

Red Organizations are wolf packs. In Amber, the metaphor changes: a good organization should be run like an army.

Therefore to make a mechanical system more and more automatic will require the use of a series of feed-back systems–a second to correct the first, a third to correct the second, and so on. But there are obvious limits to such a series, for beyond a certain point the mechanism will be “frustrated” by its own complexity. For example, it might take so

but from the study of logic and mathematics. It’s a very weird framework that doesn’t come out of empiricism, but of a certain kind of armchair philosophizing that turned out to be very useful. So the minimality expectations can be dropped. You could have a very, very cumbersome computational system that produces the correct output. So that’s unlik

tracked—and then revised or adapted as circumstances dictate.

[T]heir paired counterparts should stress the quality of [the] work.

An inexperienced but capable leader needs time to fully own his or her area of responsibility; in the meantime, I get more involved than I normally would to teach and mentor. As that person gains experience, I slowly allow more freedom and demonstrate more trust.