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the depth of social problems is largely derived from the “stickiness” of power. Power is the ultimate positive feedback loop: simply put, people in positions of power use their positions of privilege to stay there.

The Systems Work of Social Change

Cynthia Rayner and François Bonnici

The Small Animal Replacement Problem in Animal Advocacy Summary: Choosing a meat tax as a form of advocacy may seem logical, but it can actually lead to a shift in consumption from red meat to white meat like chicken and fish. This shift increases the number of animals farmed overall, which is known as the small animal replacement problem. Transcript: Speaker 2 The vast difference in choosing one campaign over another and how much difference you can have between the two. But actually, not only that, just highlighting the damage you can do. That was so enlightening for me. I think I've never thought about it like that before. I think specifically we were working with an organisation on whether doing a meat tax would be an effective form of advocacy. On the surface, you're like, oh, meat tax, yeah, it makes sense. It's the same as cigarette, alcohol or other kind of syntaxes that we have in the UK. It's just put a tax on me and then less consumption, less demand, etc. Then just kind of flippantly thinking about it in that sense and then the team did an in-depth report and actually kind of long story short. I would recommend going and reading the report if you're interested. But essentially consumption moves generally from the red meat from an environmental or health perspective and that's what in the UK, that's the only way that could be passed is through An environmental or health committee. Yeah, like a carbon tax on food products, that kind of thing. Right, exactly. And actually all that does is move consumption from red meat cows to white meat, like chicken and fish. And so actually for looking at numbers, comparatively farming one cow versus 50 chickens that it would take to be comparable, the numbers are huge and even more so for fish and probably Shrimp as we were talking about before. So actually just that shifting consumption was going to increase the amount of animals that were farmed. And so all of a sudden within a short space of time, we've gone from, or I certainly did, I feel like the team have more experienced some more skeptical and it's called the small animal Replacement problem. And we've been talking about this for a long time.

Introducing — How I Learned to Love Shrimp

How I Learned to Love Shrimp

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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