Thread by @shreyas

A recap of tweets & threads on organizational psychology, organizational behavior, and company culture:

(strap in, this will be a wild ride)

1/20
👇🏾

1/
The fundamental framework to make sense of organizational conduct:

2/
Wondering why your company has suddenly become less fun for you as a builder? This framework might help explain it:

3/
Why Intent should matter most:

4/
Why most Execution problems aren’t *actually* Execution problems:

5/
The strategy void, a 1-tweet story:

6/
You can learn a lot about a company’s culture from its dopamine-inducing and cortisol-inducing triggers:

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Does your culture force UPOD behavior (Under-Promising & Over-Delivering)? Does it forgive occasional OPUD outcomes (Over-Promising & Under-Delivering)?

8/
Anyone can be demanding about “hitting committed dates”. It doesn’t require much skill or courage at all. By contrast, few leaders are discerning about whether the right thing is being built in the first place. And THAT requires tremendous skill.

9/
The root of a lot of corporate stupidity & busywork:

10/
Problem solving, and the role of management:

11/
On prioritization:

12/
Common afflictions of companies & teams:

13/
10 observations to consider as a modern leader:

14/
What skills & mindsets does your company or team value, and in what priority order?

15/
Don’t fall prey to the X for Y Proxy Delusion:

16/
Why companies like to solve problems more than prevent problems:

17/
Does your company culture bias more towards the messenger than towards the message? Observe carefully and think again.

18/
The CEO Test:

19/
What is the hardest problem in computer science?

My answer😄

20/
The incompetent leader’s playbook & what to do about it:

Back to the top of this thread:

An important one on unrigorous interactions:

Apple Pie Positions—statements that sway group decisions about what, how, and why to do something.

These statements can at times be misguided, but are also too risky for a single group member to argue against.