Join 📚 Roger's Highlights
A batch of the best highlights from what roger's read, .
Ass Power is the ability to sit your butt down in the chair and get to work, and the willpower and commitment to keep your butt in the chair to get things done.
The Practice of Practice
Jonathan Harnum
The questions that typically follow a presentation of the ideas in this book are, “How do I start? Where do I start? What do I actually do to bring some of the aspects of being Amazonian into my business?” Here are a few suggestions: Ban PowerPoint as a tool to discuss complicated topics and start using six-page narratives and PR/FAQ documents in your leadership team meetings. This can be implemented almost instantly. There will be pushback and grumbling, but we’ve found it produces results swiftly, and eventually your leaders will say to themselves, “We can never go back to the old way.” Establish the Bar Raiser hiring process. This approach is no longer unique to Amazon and we have seen it work in many companies. It too can be established relatively quickly, once a training process is in place. It also delivers short-term results by improving the quality of the process and enabling learning for everyone involved in the loop. It should reduce the number of poor hires and, in the long run, improve the overall quality of thinking and performance in each team, and in the company as a whole. Focus on controllable input metrics. Amazon is relentless about identifying metrics that can be controlled and have the greatest impact on outputs such as free cash flow per share. This is not an easy process, because it requires patient trial and error as you seek the input metrics that best allow you to assume control of your desired results. Note too that this is not an argument for abandoning output metrics. Amazon does care a great deal about free cash flow per share. Move to an organizational structure that accommodates autonomous teams with single-threaded leaders. As noted in chapter three, this takes time and requires careful management, as it invariably raises questions about authority and power, jurisdiction, and “turf.” You’ll also have to be on the lookout for dependencies and roadblocks that are preventing autonomy in your organization. But it can be done. Start with your product development group, and then see what other areas, if any, work better in teams. Revise the compensation structure for leaders so that it encourages long-term commitment and long-term decision-making. Avoid making too many exceptions for “special cases.” Make sure that leaders in all areas of the company are compensated with the same basic approach. Articulate the core elements of…
Working Backwards
Colin Bryar and Bill Carr
The more we use these substances, the less dopamine we produce naturally in the brain, and the more habituated our brain cells become to the dopamine that is produced—the number of “dopamine receptors” declines. The result is a phenomenon known as dopamine down-regulation: we need more of the drug to get the same pleasurable response, while natural pleasures, such as sex and eating, please us less and less.
The Case Against Sugar
Gary Taubes
...catch up on these, and many more highlights
Readwise