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@avibryant@tobi and as we all know, process is no replacement for trust -
@lxt@avibryant@tobi@allspaw Dunbar ;) -
@kastner Dunbar's Number is the modern organization's largest excuse for being lazy with social science.@lxt@avibryant@tobi -
@kastner in other words, I think Dunbar's number is not the explanation people really think it is. /cc@lxt@avibryant@tobi -
@allspaw@kastner@avibryant@tobi Dunbar's rationale may be weak but there's still an observable inflection point -
@lxt I think more complex than that and it's context sensitive. Example: HROs fly in the face of Dunbar's work.@kastner@avibryant@tobi -
@allspaw@lxt@avibryant@tobi can’t speak to Dunbar yet (SOON!) but HROs *enforce* my views, they don’t violate them! cost of communication
End of conversation
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@avibryant@tobi the one around 200 is related to Dunbar's #: it's where you stop knowing everybody's nameThanks. Twitter will use this to make your timeline better. UndoUndo
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@avibryant@tobi at 30-50 people stop knowing what other people are working on, which is the second big trust point (after your first hire)Thanks. Twitter will use this to make your timeline better. UndoUndo
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@avibryant@lxt@tobi most explanations center around our brains limited ability to keep meaningful social relationships (cf Dunbars number)Thanks. Twitter will use this to make your timeline better. UndoUndo
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@avibryant@tobi and at both points, you start to take on more process to compensate for the reduced communication, which makes it worse imoThanks. Twitter will use this to make your timeline better. UndoUndo
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