Discover and read the best of Twitter Threads about #HighPerformance
Most recents (8)
Episode 71 is finally out!
@AlvaroRMoya talks about building and leading high-performance tech teams.
Check out the full interview:
codingsans.com/blog/building-…
Hosted by @FancyKarolina, powered by @codingsans
#EngineeringManagement #leadership #HighPerformance
@AlvaroRMoya talks about building and leading high-performance tech teams.
Check out the full interview:
codingsans.com/blog/building-…
Hosted by @FancyKarolina, powered by @codingsans
#EngineeringManagement #leadership #HighPerformance
Here are a few takeaways:
1. Know your metrics
If you want to measure high performance, don't focus exclusively on the delivery. Make sure employee satisfaction is high, and your team understands the business goals, so they know how to plan their tasks effectively.
1. Know your metrics
If you want to measure high performance, don't focus exclusively on the delivery. Make sure employee satisfaction is high, and your team understands the business goals, so they know how to plan their tasks effectively.
2. Do it one step at a time
Building a high-performance team takes time. First, define which areas you want to work on with your team based on your company's key values. Then, set action items with them to improve those areas one by one.
Building a high-performance team takes time. First, define which areas you want to work on with your team based on your company's key values. Then, set action items with them to improve those areas one by one.
5 concepts you should know in 5 Tweets:
Ringelmann Effect
Group Attribution Error
90-9-1 Rule
Braess's Paradox
Pollyanna Principle
Thread 👇
Ringelmann Effect
Group Attribution Error
90-9-1 Rule
Braess's Paradox
Pollyanna Principle
Thread 👇
Ringelmann Effect
As a group size increases, individuals tend to become increasingly less productive
Consider a tug of war. As more people are involved, their average performance tends to decrease because each participant feels that their own effort is not critical
As a group size increases, individuals tend to become increasingly less productive
Consider a tug of war. As more people are involved, their average performance tends to decrease because each participant feels that their own effort is not critical
Group Attribution Error
Falsely assuming that the views and decision outcomes of a collective group reflect the view of each member in that group, even when information is available that indicates that all members do not support the decision
Closely related to steretyping
Falsely assuming that the views and decision outcomes of a collective group reflect the view of each member in that group, even when information is available that indicates that all members do not support the decision
Closely related to steretyping
5 concepts to level up:
Delayed Gratification
Base Rate Neglect
Neglect of Probability
Friendship Paradox
Woozle Effect
Thread 👇
Delayed Gratification
Base Rate Neglect
Neglect of Probability
Friendship Paradox
Woozle Effect
Thread 👇
Delayed Gratification
The process an individual undergoes when resisting the temptation of an immediate reward in preference for a later reward
We live in a world of instant gratification: those who master the power of delayed gratification are the ones who win long term
The process an individual undergoes when resisting the temptation of an immediate reward in preference for a later reward
We live in a world of instant gratification: those who master the power of delayed gratification are the ones who win long term
Base Rate Neglect
A tendency to ignore the a priori probability of something by putting heavier weight on appealing information about an individual’s case
Only 3% of applicants make it into this school, but my daughter is brilliant. I’m sure they’re going to accept her!
A tendency to ignore the a priori probability of something by putting heavier weight on appealing information about an individual’s case
Only 3% of applicants make it into this school, but my daughter is brilliant. I’m sure they’re going to accept her!
5 concepts you should know in 5 Tweets:
Fluency Heuristic
Persian Messenger Syndrome
Okrent's Law
Veirordt's Law
Cunningham's Law
Thread 👇
Fluency Heuristic
Persian Messenger Syndrome
Okrent's Law
Veirordt's Law
Cunningham's Law
Thread 👇
Fluency Heuristic
Related to the narrative fallacy, fluency heuristic is the tendency to believe more in ideas that are easy to explain rather than those that are hard to comprehend
Related to the narrative fallacy, fluency heuristic is the tendency to believe more in ideas that are easy to explain rather than those that are hard to comprehend
Persian Messenger Syndrome
The act of blaming the bearer of negative news
Ancient Persians actually killed some messengers whose sole fault was that they brought home truthful bad news, say, of a battle lost
The act of blaming the bearer of negative news
Ancient Persians actually killed some messengers whose sole fault was that they brought home truthful bad news, say, of a battle lost
Fort- & Weiterbildung geht weit über die jährliche Planung von 12 Monatsfortbildungen, präsentiert in einem Hochglanz-Flyer, hinaus.
Und da dieses Thema für jede|n wichtig ist, durfte ich einen Vortrag hierzu halten.
Keypoints hier für euch zusammengefasst, ein Thread:
1/x
Und da dieses Thema für jede|n wichtig ist, durfte ich einen Vortrag hierzu halten.
Keypoints hier für euch zusammengefasst, ein Thread:
1/x
1. Fortbildung ist kein Selbstzweck. Mitarbeitende spüren, wenn Fortbildungen nur angeboten werden, um einer Leitungspflicht nachzukommen, oder ob die Fortbildung angeboten wird, weil die Weiterentwicklung der Menschen -& in der Gesamtheit d. Abteilung- am Herzen liegt.
2/x
2/x
Damit Fortbildungen nicht einfach zusammenhanglos im Raum stehen, ist es sinnvoll, die Inhalte an die Ziele der Gesamtabteilung zu knüpfen. Die transparente Darstellung d. Jahresziele & verknüpften Fortbildungsinhalte zeigen den Sinn & geben d. Fortbildung damit Gewicht.
3/x
3/x
These are the top problems with innovation portfolio management in large companies—and the shift that will accelerate adopters to high performance and growth.
#innovation #management #portfoliomanagement #data #highperformance
#innovation #management #portfoliomanagement #data #highperformance
Overpromise, overinvest, crash-and-burn in two years
Big investments force teams to spend heavily from the outset in order to appear credible in reaching the promises of their pitch and avoid losing their funds.
Big investments force teams to spend heavily from the outset in order to appear credible in reaching the promises of their pitch and avoid losing their funds.
Lack of consolidated internal view
No one has a clear view of what is actually happening inside their company: what capabilities exist, the gaps to be addressed, and the opportunities to be leveraged when the perfect moment arises.
No one has a clear view of what is actually happening inside their company: what capabilities exist, the gaps to be addressed, and the opportunities to be leveraged when the perfect moment arises.
Hearing next from @donbarrell
‘No one moves in to the space of supporting young people in academies unless they love them .: they’re going through the biggest changes in their life and you have to be prepared to roll with that with them’
#highperformance #transformation
‘No one moves in to the space of supporting young people in academies unless they love them .: they’re going through the biggest changes in their life and you have to be prepared to roll with that with them’
#highperformance #transformation
‘No one moves in to the space of supporting young people in academies unless they love them .: they’re going through the biggest changes in their life and you have to be prepared to roll with that with them’
‘How does loving people link to rugby and the desire for results? What does loving people mean? It doesn’t mean making people happy. Who are you most honest with? The people you love. Who do you fight with most? The people you love’
‘You have to love the children.. that’s our guiding principle’
‘We are not going to substitute the word OFSTED for children .. we are in service of the children not OFSTED’
