📚 Quinn's Highlights

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People's Understanding of Others' Lives Is Biased Based on the Structure of Their Social Network Transcript: Speaker 1 So there's something in that that I found really interesting about this social sampling, which is that as you mentioned, like if you happen to be worse off and everyone else is worse Off, as is the case with like income, for example, then being worse off, you're going to project your bias into that general population more accurately than if you're better off in some Situation for which the most of the population is worse off. And that these biases are not all created equal. Yes. It has to do with how they stand relative to the broader population. So what we show is that this kind of biases of judgments of the broader population can be explained by the structure of social network and not by some cognitive deficit or motivational, Motivational bias, some desire to be better than others or that or some idea that everybody's like me or some cognitive deficit that people cannot, that people are too stupid to understand How other people live. It's really determined by the context of memory, that by the content of one's memory, which comes from one social circle.

Mirta Galesic on Social Learning & Decision-Making

COMPLEXITY: Physics of Life

Prediction Markets Are Built on the Principle of Adverserial Engagement Transcript: Speaker 2 There the first is what you're describing is precisely the reason why i am a bit of a skeptic of prediction markets not to say that they don't have a role but i don't think that they are nearly The solution that many believe they are and it's because they set us up in an adversarial relationship with regards to determining the truth it's not at all the say i don't think incentives Have a role or that it isn't worth a listening information for me i believe in all those things but the notion that the way that we should do it is betting against each other so that we want Everyone else to be as wrong as possible so we can be right and we want to get like one big payoff for like the person who's most right and anything that can be like too easily analogized To some sort of like dick measuring contest is not something that like excites me as a mechanism for like coming to good social outcomes and i think that prediction markets have an important Element of that

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

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