📚 Quinn's Highlights

Join 📚 Quinn's Highlights

A batch of the best highlights from what Quinn's read, .

The need for transparent and democratic decision-making: Human bullshit and algorithmic bullshit are two sides of the same coin Summary: Data and algorithms are not inherently bad, but they should be used in a transparent and democratic way that empowers everyone. Instead of arguing about whether computer or human decision-making is better, we should focus on accountable and transparent decision-making. This means avoiding human biases and stereotypes as well as naive machine learning without considering its real-world implications. Transcript: Speaker 1 So the point is that it's not that data and algorithms are bad it's that they need to be applied in a way which is transparent and which is democratic and which empowers all of us to carry On these debates rather than simply being tools which accurately or inaccurately are being used to buy the powerful to control the rest of us it's silly to argue about which is better You know computer decision making or human decision making that's really not the point I mean the point is we should have accountable transparent decision making instead of bs there's Human bs which comes in the form of stereotypes in ideology and there's algorithmic bs which comes in the form of naive machine learning without thinking enough about its applications

Glen Weyl & Cris Moore on Plurality, Governance, and Decentralized Society

COMPLEXITY: Physics of Life

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

Source of the Meaning Crisis: Contradictions Between Societal Progress and Global Crises Summary: The current societal malaise and victimhood culture are attributed to a complex interplay of factors, including a disconnection from the positives of societal progress and the simultaneous awareness of global crises like climate change. The author explains that while the world is objectively getting better, the incessant exposure to negative news triggers hyper-vigilance and threat response, leading to a cognitive dissonance between feeling alive and needing to practice triage. This contradictory experience fosters a sense of confusion and psychological distress in individuals, creating a state of being 'crazy making.' Transcript: Speaker 2 You because you wrote a book recently called recapture the Rapture, which is trying to address the seeming sort of psychological ills of our society. Can you try and sort of summarize what your thesis is on why it seems like victimhood culture has become so dominant? Disconnection, general malaise people are having, is it, is it a function of, you know, fear of the future? We've been hearing, you know, doom and gloom from climate change and all these other growing risks? Or is it something more fundamental going on inside a psychologically that is giving rise to this? I mean, I think without a doubt, like, what on earth is going wrong these days? And why are so many people sad, suffering, disconnected? Speaker 1 I think that's just a massive, multi-variable situation. But one of the things that I mentioned in that book was just things are getting exponentially better, and things are getting exponentially worse at the very same time. And trying to map to intersecting, contradicting, overlapping, exponential curves. Confusing. Back as the imagination. I mean, with the whole three-body problem in physics, which I know you must be deeply aware of, everybody, it's very hard to be like sun and moon and stars, you know, like you get you. Panotales, ah! Yeah, and we are eight billion bodies, all with volition, you know, and pesky human nature. So trying to map what is going on as things are simultaneously Stephen Pinker and Hans Rosling, and all the lot of like, if it bleeds, it leads, you've been massively misled. The world is safer, better, cheaper, more prosperous than it's ever been. Ta-da. And you're like, oh, thank God. And then you click over to polar bears and, you know, throw it to Glacier and all of these things, you're like, oh, no, which is it? Right. So as we have that initial experience, which naturally triggers hyper-vigilance and threat response, oh, shit. Right? Are we coming alive? All this wonderful stuff. My own personal life, my personal growth, my relationships, my career, where am I coming alive? That's the inquiry I'm in. Or are we staying alive? And I need to be practicing triage, right? And in a threat response and toggling back and forth between those two is crazy making.

#11 - Jamie Wheal — Tackling the Meaning Crisis

Win-Win with Liv Boeree

...catch up on these, and many more highlights

Readwise.

Join 📚 Quinn's Highlights

A batch of the best highlights from what Quinn's read, .

LEARN

EXPLORE

CONTACT