It is surprisingly easy to have this happen, often due to founder attention being elsewhere, metrics collection lagging major trapdoor decisions (like hiring), the costly behaviors feeling really success-inflected in the moment, locally-optimized decisionmaking, etc. https://twitter.com/DanielleMorrill/status/1070326882220953602 …
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Those irrepressible polymaths often get smacked down (and often drummed out) for being proactive and effective at things that are necessary vs things that are formally measured. This is in and of itself a management problem, where punishment awaits the best people in the org.
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This feeds into some of the "requisite organization" writings by bloggers such as
@manasclerk
End of conversation
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Related note: do not design your org such that it requires an ongoing supply supply of these people. Even if you've been lucky enough to find a goodly number.
Thanks. Twitter will use this to make your timeline better. UndoUndo
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How do you identify those people? It seems like PayPal in the early days had a knack for doing it, but I can't find their hiring methods / criteria.
Thanks. Twitter will use this to make your timeline better. UndoUndo
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Hi
@patio11, I sent you an email as you mentioned in your standing invitation post.Thanks. Twitter will use this to make your timeline better. UndoUndo
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