Join 📚 Quinn's Highlights
A batch of the best highlights from what Quinn's read, .
Bad Norms and Policies Produce "Legislatice Mediocrity" in Organizations
Summary:
Encouraging a culture of being teachable and open to listening to others is crucial for innovation and improvement in organizations.
While standard operating procedures (SOPs) and efficient systems are appreciated, they should not create taboos or hinder learning, leading to what the speaker refers to as 'legislative mediocrity.' The speaker advocates for a focus on innovation and continuous improvement, rather than being stifled by rigid norms and policies.
Transcript:
Speaker 1
You want to be teachable and you want to have a culture of being teachable and listening to others. Yeah. That's that's really important. And so I love SOPs. I love I love it when you get a system working well and efficient. But I don't like it when it creates taboos and when it stops people learning. Legislative mediocrity. It drives me nuts. I'm very much let's do innovation. Let's improve.
Organizational Structures That Enable Knowledge Flow With Stuart French
Because You Need to Know Podcast ™
Create a User Manual of Yourself for Others
Summary:
Creating a user manual for yourself, including strengths, weaknesses, triggers, blind spots, and insights for working effectively with you, enables others to understand and collaborate with you more easily.
By soliciting feedback from colleagues and using their input to enhance self-awareness, you can provide new team members with valuable insights about working with you, facilitating quicker and more effective collaboration.
Transcript:
Speaker 1
He said, you know, when i buy a new car, it comes with an owner's manual, so i know how to operate it. But when i work with a new person, whose way more complex than a car, i don't get anything. And so i'm kind of starting from square one, when fact, they have all these experiences that could teach me something from their past about how to work with them better in the present And the future. And so what he did, same as orschol nick, he sat down and he wrote up one pager on how to work with him effectively. What are his strength what are his weaknesses, what are the triggers that bring out the worst in him? What are the the moments that bring out in the best in him? And then he didn't stop therehe asked his team to write their user manual for him, so that he could gauge his own self awareness. And of course, he found the team's os is much more ecihtful and accurate than his own, because of the blind spot factor in part. But now every new person who works with him gets that one pager and gets to immediately start as if they'd known him for a month or two, and say, ok, you know, here are the things i might want To adapt if i want to be really affective with this nager. And so i've gone, i've gone and done that. I asked a bunch of people who worke with me to write my user manual. Andit is very simple. The questions are, what are my strengths? What brings those out? What are my weaknesses? What brings those out? What are my blind spots? And what do you know now about working with me that you wish you had known when we first started working?
#399 — Adam Grant — The Man Who Does Everything
The Tim Ferriss Show
Inversion: Avoiding stupidity is easier than trying to be brilliant. Instead of asking, “How can I help my company?” you should ask, “What’s hurting my company the most and how can I avoid it?” Identify obvious failure points, and steer clear of them.
50 Ideas That Changed My Life - David Perell
perell.com
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