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Level's Company Onboarding Process Summary: The company has a well-guided onboarding checklist for all employees, which spans over a full month. Each new employee is guided to take onboarding seriously, and not expected to start producing for the first month. There is emphasis on reading specific documentation that outlines the company's culture, which is highlighted as significantly different from past experiences. The company eases new employees into the transparency of operations and has a unique practice of requiring employees to update the onboarding process at the end of the month, reflecting the value that 'everything's written in pencil' and is subject to change. Transcript: Speaker 1 And we have an onboarding checklist in notion. We have a template. We copy it for each new person that joins and they have a set of tasks that they do each day. It's pretty well guided. I can share the template with you if you're curious. That'd be amazing. Speaker 2 I would love that. Is this for all employees or EA specifically? All employees. All employees. Okay. Speaker 1 And there is a video of me at the start of each week. It's a loom where I specifically say, Hey, at this point, people usually want to skip onboarding and start jumping into their tasks. Don't do that. It's always a mistake. Really take onboarding seriously. Our onboarding process is a full month. And we don't expect people to start producing for a month. It really does take that long for a lot of people to get fully up to speed. And we help guide them in more slowly. Read these books. Read this documentation that we have about how we built our culture, especially for our case, because the way that we operate is very different than a lot of people's previous experiences. And so it's pretty jarring when you see a lot of the transparency of when your first one on one gets published to the rest of the company, it's pretty jarring. Speaker 2 And so we try to ease people into these things. You know, it's also going to be jarring is if you become a public company, yeah, totally. Things will have to change a bit. Probably. But yeah, continues. All right. That's a job. Speaker 1 That's true. And over time, people get used to it over the course of about a month. I think the biggest thing is the cultural assimilation. In our case, has been the biggest hurdle over the course of onboarding is getting people reading the memos, practicing some of the things. One of the cultural values that we have is everything's written in pencil. But also you can change things here. And one of the things that we do is at the end of onboarding, everybody is required to update the onboarding process for something that was out of date, and then post to a channel confirming What they changed and just giving a list of what they changed. And it's pretty weird for people, especially those who come from larger companies, like when they've had, you know, the same onboarding process that the company's had for 20 years, And then they go in the actual files and edit it themselves. I'm a new employee.

#694 — Sam Corcos, Co-Founder of Levels — The Ultimate Guide to Virtual Assistants, 10x Delegation, and Winning Freedom by Letting Go

The Tim Ferriss Show

People have more accurate models of people in close proximity than they do of people far away (socially) Summary: People have a good understanding of their friends and are accurate in predicting their behavior. This is shown by their ability to accurately predict election results based on their friends' voting preferences. However, biases arise when people are asked to judge unfamiliar populations. These biases can be attributed to the structure of their personal social networks. The more biased their social networks are, the more biased their estimates of the general population will be. Transcript: Speaker 1 Oh yeah, after seven years of research on this paper, that people actually have a quite a good idea about their friends, family, acquaintances, people that they meet on every day basis And then we'd whom they need to cooperate with, learn from or avoid. And that they're actually not that not as biased as a traditional social psychology would like us to think. And we see that because when we ask people about their friends, we see that this predicts societal trends quite well. So in one line of research, we asked a national probabilistic sample of people to tell us who their friends are going to vote for. We average those things across the national sample and got better prediction of election results than when we asked people about their own behavior. And this would not have happened if people were biased in reporting their friends. They must have told us something that must have given us information that's accurate and that's goes beyond their own behavior in order for that to happen to predict the elections better. And by now we saw that in four further, so we five elections all together in the US 2016 in France, the Netherlands, the Sweden and US 2018, and we hope to predict again 2020. So things like that tell us that people are actually pretty good in understanding their social circles and then the apparent biases show up when people are asked to judge people that They don't know so well. So when I'm asked to tell you something about people in another state or another country or people from another socioeconomic cluster, which I don't know well, then I am likely to have Some biases. But these biases we show can be explained by what I know about my friends. So if you ask me something like that, I will really try to answer your question honestly. And to do that, I will try to recall from my memory everything that I know about our social my social world. But you know, if I'm surrounded by rich people like here on the East side of Santa Fe, it could be very difficult to imagine in what poverty people can live in other parts. And so even if I'm trying my best to recall, you know, the most poor person I know, I might never recall such poverty that actually exists in the world. And when asked about the overall level of income in the US, I'm likely to overestimate the overall level. And similarly, if you are poor, you're people who are poor might have problems imagining the wealth of really rich people and they will typically underestimate the wealth of the country. So okay, so let me let me summarize this. So this piece actually suggests that people are not that biased when it comes to judging their immediate friends. They have a lot of useful information about their friends and pretty accurate. The bias is show up when people are asked about other populations that they don't know so well. And they can be mostly explained by the structure of their own personal social networks. The more biased your social networks are, the more biased your estimates will be about the general population.

Mirta Galesic on Social Learning & Decision-Making

COMPLEXITY: Physics of Life

Risk tolerance in org change: When 1 bad thing happens, don't pave over it with rules Transcript: Speaker 1 Two is, and Sam, like you and I have talked about this a million times, like there is such a bias around risk where it's like this thing happened once. Now we make a rule for it. Now we have to uphold that rule in perpetuity. And that is what we call work debt. We don't even know if that one thing would ever happen again. But now we have hours and time and money and cycles and cycles and cycles probably forever because let's be honest, we're never going to unwrite that rule for what might have been a one Off. And so on the one hand, I think like that person's perspective is really valid. On the other hand, I'm like, if you want to be strategic, you have to learn to look at risk a little bit differently, which is that you can never eliminate it. You are always doing stuff with the issue in the rear view.

The Future of HR — Building Your Capabilities, Pt. 1 - Getting to Level 3

At Work with The Ready

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