#management

OKRs As a manager or individual contributor we have to: Figure out the pains/problems Define what we have to work Define what is an acceptable solution Define how to measure progress towards an acceptable solution I have learned that the simpler they are the more likely we are to actually achieving them. Also, people must buy into this idea and they must contribute by creating their own sub-OKRs. [Read More]

You dont need to be a manager to have to manage people… we all do it, all the time. What is this? Here you can find my notes on some of the things I have found relevant for my role as a people manager. I don’t claim to cover everything important, and really.. a life time wouldn’t give anyone enough experience to cover everything - but even if it did, the knowledge probably wouldn’t be relevant anymore. [Read More]

Part 1 The first half of the book is chaos. Filled with unprofessionalism (Bill might be one of the worst!) and naivety. I think the most valuable thing I got from this part of the book is a list of red flags: Colleges that, on purpose or not, bottleneck work to them (or get work bottlenecked to them by others). IT department with no documentation. Inexistent or broken change process. [Read More]