Sublime
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Google has maintained a wide-open40 (and sometimes chaotic) questioning forum through its weekly TGIF sessions, when all employees are invited to submit questions to the company’s top executives, Larry Page and Sergey Brin. The questions are instantly voted up or down by others in the company; the highest-ranking—which are also often the toughest,
... See moreWarren Berger • A More Beautiful Question: The Power of Inquiry to Spark Breakthrough Ideas
progress against top-level objectives and key results. In November and December, each team and product area will develop its own plans for the coming year and distill them into OKRs. The following January, as CEO Sundar Pichai told me, “We’ll go back in front of the company and articulate, ‘This is our high-level strategy, and here are the OKRs we
... See moreJohn Doerr • Measure What Matters: How Google, Bono, and the Gates Foundation Rock the World with OKRs
exchange for that level of accountability, PICs were granted the weight of Jensen’s authority and received priority support throughout the organization. After Jensen organized Nvidia’s employees into groups centralized by function—sales,
Tae Kim • The Nvidia Way
recruit, to develop, and to retain strong talent.
Marty Cagan • INSPIRED: How to Create Tech Products Customers Love (Silicon Valley Product Group)
Take the $500 we give each Googler after childbirth to spend on home delivery of meals.
Laszlo Bock • Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead
Adam D’Angelo is the founder and CEO of Quora,
Scott Belsky • The Messy Middle: Finding Your Way Through the Hardest and Most Crucial Part of Any Bold Venture
Just before Shishir took the stage, we settled on the end of 2016, a four-year OKR with a set of rolling, annual objectives and quarterly, incremental key results.