This was a great read. I think the idea that relationships don't scale gets at the heart of the problem with bigger businesses. My own experience creeping up to that boundary of 100 is with...
This was a great read. I think the idea that relationships don't scale gets at the heart of the problem with bigger businesses. My own experience creeping up to that boundary of 100 is with leadership who didn't do a good job of understanding this fundamental difference. They did not put the structures described in the article into place, and it completely changed the culture of the company. There were other problems, but I wish I'd had this insight 5 years ago.
I'd be curious to hear people's reflections on their workplaces/community groups/whatever and how they manage this. My employer has upward of 3000 staff, but it's very decentralized which has its...
I'd be curious to hear people's reflections on their workplaces/community groups/whatever and how they manage this.
My employer has upward of 3000 staff, but it's very decentralized which has its benefits (department loyalty is strong) and drawbacks (feels uncoordinated at times).
Seems like a good use case for not making work your life (don't take system deficiencies personally) and Sankey diagrams. (Or, if you're too time constrained to read and classify each complaint,...
Seems like a good use case for not making work your life (don't take system deficiencies personally) and Sankey diagrams.
(Or, if you're too time constrained to read and classify each complaint, sort everything by the number of items in each cluster library cluster-sort --groups sentences.txt)
If one person is saying something either they have a unique insight or they are totally off base. If 50 people are saying the same thing perhaps it's gossip, mass hallucination, or subterfuge; but most likely, if 50 different people are complaining, regardless of your personal relationship to them, perhaps there is something to what they are trying to communicate to you.
This was a great read. I think the idea that relationships don't scale gets at the heart of the problem with bigger businesses. My own experience creeping up to that boundary of 100 is with leadership who didn't do a good job of understanding this fundamental difference. They did not put the structures described in the article into place, and it completely changed the culture of the company. There were other problems, but I wish I'd had this insight 5 years ago.
I'd be curious to hear people's reflections on their workplaces/community groups/whatever and how they manage this.
My employer has upward of 3000 staff, but it's very decentralized which has its benefits (department loyalty is strong) and drawbacks (feels uncoordinated at times).
Seems like a good use case for not making work your life (don't take system deficiencies personally) and Sankey diagrams.
(Or, if you're too time constrained to read and classify each complaint, sort everything by the number of items in each cluster
library cluster-sort --groups sentences.txt)If one person is saying something either they have a unique insight or they are totally off base. If 50 people are saying the same thing perhaps it's gossip, mass hallucination, or subterfuge; but most likely, if 50 different people are complaining, regardless of your personal relationship to them, perhaps there is something to what they are trying to communicate to you.