Join 📚 Quinn's Highlights
A batch of the best highlights from what Quinn's read, .
Perspectives on Organizational Strategy & Coordination: Optimizing for Few Coherent Goals v.s. Many Incoherent Goals
Transcript:
Speaker 1
I think one of the things where the corporate world is actually much better at this than the academic world or the educational world, because their goal is profit. So it's very clear. It's much harder to say what the goal of an educational institution is. It feels like it should be obvious, but within the general goal of like we want to produce successful, well-rounded people, there's a lot of disagreement about what the goals are. And so shaping the institutional incentives around those goals becomes extremely difficult, because not only do we have to worry about perverse incentives, but we have to worry about Vigorous disagreement about the kinds of things that are valued in the first place. And I think exactly what you're talking about, T, is something that if you went to a bunch of university administrators, let's say, or medical school administrators or doctors, and You said, what is the point to what you're doing? Is it to produce wise, well-rounded people? Is it to minimize costs to insurance companies? Is it to increase donor contributions? What is it? And there are all these competing goals. And so there's this constant infighting about among different people who have different versions of what the best version of their institution is, and it's so difficult to articulate What that is.
Speaker 2
I wonder if we're in different sides of this, because are you like worried about the hardness of it? It sounds like you think it's a problem that it's hard to come to agreement and articulate a goal, where I actually prefer the university that disagrees, has many incuit and plural goals, And worry that when it articulates an outcome clearly and starts orienting around that outcome, that's when it starts shedding a lot of what was good about the kind of pluralistic more. So let me just give you this is like from my life, right? So a university I've been employed at has started moving toward orienting everything around student success, where student success is defined as graduation rate, graduation speed, Salary after graduation. When you define that outcome, it becomes really easy to target, and the people that are targeting it, as you say, the people that target it well tend to rise, people that are willing to Go all in on targeting that stuff instead of caring about all the other weird shit that education might be for, tend to have better recordable outcomes and tend to rise in the university Structure. So I actually am happier for something as complicated with education, in which different groups have different conceptions of values about what they're doing, and we don't actually Try to settle it, and we don't hold them all to a high articulability constraint, because I think the business school and the CS department have more easily articulable outcomes than The creative writing department, art history department. A lot of the stuff that I'm writing right now is about like this defense of the inarticulable.
Speaker 1
It's a hard question to answer because I think that there are multiple levels of organization going on here. There's like a top administrator level, because these institutions tend to be pretty hierarchical. I think at the top of the hierarchy, there has to be some sort of reasonably well-defined goal, even if it doesn't specify what every individual component of the organization or institution Would do it. And I think that that trickles down to those levels though, and creates incentives. Regardless of whether or not it's a good thing, I think there has to be some sort of coherence at the very top level, even if it doesn't dictate what each individual component is doing.
Paul Smaldino & C. Thi Nguyen on Problems With Value Metrics & Governance at Scale
COMPLEXITY: Physics of Life
Cynics are those who actively oppose change. NOBL recognizes that “cynics’ negativity can be annoying,” but engaging with them and trying to convince them can often be a huge time suck when it comes to leading change. Here’s the magic: “cynics are just disappointed idealists.” Perhaps they have gotten their hopes up about change only to be let down. Unlike a fence-sitter, a cynic is at least actively engaged with the change effort so spend your time delivering “something that matters” to your cynics, because actions will speak much louder than words. And if you are successful, your greatest cynics, once won over, will often become your greatest advocates.
Becoming a Changemaker
Alex Budak
The danger, and you see it often in investing, is when people become too McNamara-like – so obsessed with data and so confident in their models that they leave no room for error or surprise. No room for things to be crazy, dumb, unexplainable, and to remain that way for a long time. Always asking, “Why is this happening?” and expecting there to be a rational answer. Or worse, always mistaking what happened for what you think should have happened.
The ones who thrive long term are those who understand the real world is a neverending chain of absurdity, confusions, messy relationships, and imperfect people.
Does Not Compute
collabfund.com
...catch up on these, and many more highlights
Readwise