Quiet, Please: Unleashing 'The Power Of Introverts'
O autor crítica a Susan por não ter contemplado os ambivertidos; ele enxerga a Susan falando de um lugar de dor quando faz comparações.
Percebi o quanto venho negando minha personalidade introvertida. vídeo emocionante:)
melior vídeo de história até agora :)
Confie no cosmos e ele trará tudo de que necessitas, desde que esteja fazendo o que gosta :)
O artigo mais completo sobre o leitor digital líder de mercado.
" O ponto é começar" . "Mais energia é gasta na ansiedade de não começar do que quando se está no meio da ação"
Dicas legais do @darrenrowse
Dicas top de entrevista do @timferriss
"Muita energia gasta em desenvolvimento pessoal pode afetar negativamente a performance na job principal."
#ExpertGeneralists #Mastery #Learning #ElonMusk
Now, we can begin to understand how Musk has become a world-class expert-generalist:
He spent many years reading 60 times as much as an avid reader.
He read widely across different disciplines.
He constantly applied what he learned by deconstructing ideas into their fundamental principles and reconstructing them in new ways.
At the deepest level, what we can learn from Elon Musk’s story is that we shouldn’t accept the dogma that specialization is the best or only path toward career success and impact. Legendary expert-generalist Buckminster Fuller summarizes a shift in thinking we should all consider. He shared it decades ago, but it’s just as relevant today:
“We are in an age that assumes that the narrowing trends of specialization to be logical, natural, and desirable… In the meantime, humanity has been deprived of comprehensive understanding. Specialization has bred feelings of isolation, futility, and confusion in individuals. It has also resulted in the individual’s leaving responsibility for thinking and social action to others.Specialization breeds biases that ultimately aggregate as international and ideological discord, which in turn leads to war.”
If we put in the time and learn core concepts across fields and always relate those concepts back to our life and the world, transferring between areas becomes much easier and faster.
As we build up a reservoir of “first principles” and associate those principles with different fields, we suddenly gain the superpower of being able to go into a new field we’ve never learned before, and quickly make unique contributions
In a previous article, I call people like Elon Musk “expert-generalists” (a term coined by Orit Gadiesh, chairman of Bain & Company). Expert-generalists study widely in many different fields, understand deeper principles that connect those fields, and then apply the principles to their core specialty
If your marketing department is trying to find new ways to connect with customers, the answer might lie down the hallway in your HR department. Just remember: that two-for-the-price-of-one advantage is only something you can expect to gain if your work culture really is worth putting on display.
84% of candidates would leave their job if offered one from a company with a stellar reputation. 69% of job seekers wouldn’t take a job at a company with a poor reputation, even if they were unemployed. A strong employer brand can lead to a 50% decrease in cost/hire, and a 28% increase in retention!
Models can’t replace people — but people powered by models are likely to be much better and more fair than either people or models.
iversity of sexual orientation
We don’t collect data on sexual orientation, but it’s still important to us. This year was the first year we sponsored major Pride initiatives in Boston and Dublin. We also hosted an LGBTQ intern event for all LGBTQ interns and allies in the greater Boston area. Those events garnered great responses from HubSpotters and their families, so we plan to continue to invest and expand our support for LGBTQ employees, candidates, and communities in areas where we do business.
Pride events and parades are an important and public signal around our support for LGBTQ employees, but equally as important is the daily work we do to ensure our lesbian, gay, bisexual, transgender, and queer employees feel a valuable part of our success as a company. The events and steps above represent critical steps in the right direction
We are working to make HubSpot an employer of choice for working parents. In addition to a generous family leave policy, we are spending more time and energy than ever supporting both managers of parents and parents themselves:
We’ve updated our employer marketing. We delivered training across the organization on how to make job descriptions significantly more inclusive. For example, you’ll notice that we’ve stopped talking about “digital natives” on our job descriptions–we learned a lot of people read this as “under 25 years old.” We’ve also overhauled our Jobs page to reflect our interest in attracting both emerging and experienced professionals alike by focusing on benefits that go deeper than free beer and ping-pong.
We’ve created an employee resource group dedicated to supporting employees of color globally. People of Color at HubSpot, or PoCaH for short, launched a mentorship program to help employees of color grow, and assembled two of the HubSpot-hosted events I’m most proud:
Both events aimed to diversify both the ethnic and socioeconomic composition of tech in general, not just HubSpot, placing the focus of the event on helping students and recent graduates consider careers in tech.
We’re supplementing employee-led programs with key partnerships in this area. We’ve partnered with the New England Venture Capital Association to participate in the first Hack Diversity pilot program. And we’re a beta customer of FutureFuel, a company out of MIT focused on reducing college debt as a barrier to entering the world of tech.
In 2016, 50% of our global director and up hires have been women — we’ve doubled the percentage of senior female hires in just a year, which is pretty cool
Between when you wake up and noon: no meetings, no calls, no texts, no email, no Slack, no Internet. You instead work deeply on something (or some things) that matter.
When your employees actively and passionately tell your company story, you are effectively turning your entire workforce into a 24/7 recruitment team -- an opportunity that no recruiting budget can buy.
“If I Screw This Up, I’ll Definitely Be Fired”
With these numbers, you could envision that one sourcer could support up to three recruiters, and that one recruiter could carry 8-10 reqs per quarter.
Writing is about learning to pay attention and to communicate what is going on.
“Having three different career conversations — life story, dreams, and career action plan — is a much better course of action. It’ll help you decode who’s in superstar mode, rock star mode and — most critically — who is changing modes,” says Scott.
— allow anyone in your sphere of influence to feel the adjectives of the excluded,” says Hooper-Campbell. “If you still aren't
. Job performance and productivity, ramp-up time to reach acceptable work levels, engagement with the company and cultural fit, and job tenure should be on every HR leader’s mind in relation to quality of hire.
Ler livros é a forma mais "ridícula" de se aprender algo.
You can get in way more trouble with a good idea than a bad idea, because you forget that the good idea has limits.
Olha só Mari. SEgundo o google, o Roleplay (não exatamente como o nosso though) é a fase do processo que mais tem correlação com a performance na job !
Great piece, Balfour!
Great introductory material to hiring funnel reasoning.
We decided product management needed to sit with marketing.
Because the folks in marketing hear what customers ask for. And having marketing people work with product development people means you create an efficient feedback loop.
Great article!! Generated super value to me :D
Thanks Erin Wilson for those iterative hiring insights. Lots of things to experiment!
Insights valiosíssimos para recrutamento ágil!
What goals need to be achieved a year from now for us to consider this a successful hire?
What would an amazing candidate accomplish in a year?
For an amazing candidate to accomplish that, what do they need to do during the 45-day bootcamp?
What are the traits, skills and qualifications this person will need to be successful?
The most accomplished business leaders create rituals for their days, starting from the moment their feet touch the floor in the morning, to the moment their head hits the pillow at night.
“Focusing on your company culture and values allows you to build a great company. It allows you to stop operating by policy and start operating by principle”.
Eu aposto que vocês vão se identificar com esse vídeo. #ChicotinhoInterno
Interesting Findings from Project Aristotle from Google!
We must be able to talk about what is messy or sad, to have hard conversations with colleagues who are driving us crazy. We can’t be focused just on efficiency
Great material for Sales Managers, Executives, HR & CEO on the Sales Organization.
Creativity is just connecting things. When you ask creative people how they did something, they feel a little guilty because they didn’t really do it, they just saw something.