The four criteria that'll help you decide what to do: <ul><li>Context (what can you do where you are?)</li><li>Time (when do you have to do something else?)</li><li>Energy (how tired or fresh are you?)</li><li>Priority (what is the highest payoff if you do it?)</li></ul>

Setting Priorities: How To Decide What To Do

In this brief recording, David Allen discusses how he answers the question he is often asked. "How do I set priorities?" …………………………………………………. https://gettingthingsdone.com https://gtdconnect.com https://www.instagram.com/gtdtimes/ https://www.linkedin.com/company/david-allen-company/ https://www.facebook.com/gettingthingsdone https://www.youtube.com/user/gtd …………………………………………………. #GTD #gettingthingsdone #DavidAllen #GTDpartner #GTDofficial #mindlikewater #FreedomFocusGTD #WeeklyReview

timemanagement

Time Management

videos

Videos

In this brief recording, David Allen discusses how he answers the question he is often asked. "How do I set priorities?"

…………………………………………………. 
https://gettingthingsdone.com
https://gtdconnect.com
https://www.instagram.com/gtdtimes/
https://www.linkedin.com/company/david-allen-company/
https://www.facebook.com/gettingthingsdone
https://www.youtube.com/user/gtd
…………………………………………………. 
#GTD #gettingthingsdone #DavidAllen  #GTDpartner #GTDofficial #mindlikewater #FreedomFocusGTD #WeeklyReview

GTD® is the shorthand brand for "Getting Things Done®," the groundbreaking work-life management system by David Allen that provides concrete solutions for transforming overwhelm and uncertainty into an integrated system of stress-free productivity. Learn more at www.gettingthingsdone.com

Setting Priorities | GTD®

David Allen on Setting Priorities

<ul><li>Regular use of sauna and other heat exposure can reduce mortality by cardiovascular events, stroke, and all-cause mortality.</li><li>Effects of deliberate heat mimic cardiovascular exercise.</li><li>Make sure you’re replacing the water you lose in the sauna – drink at least 16 ounces of water for every 10 minutes of sauna use.</li><li>Proper application of local heat may actually change the identity of fat cells at that location and encourage the conversion of white fat to beige fat.</li></ul>

Key Takeaways From The Podcast

<ul><li>Our body can heat up from outside in or inside out</li><li>We have two body temperatures: (1) skin/shell; (2) core (organs, viscera, spinal cord)</li><li>The brain is constantly sending signals to the body’s heating and cooling system based on the environment</li><li>If you throw a cold towel on your body, your brain will actually think you need to heat up your core</li><li>In a hot environment, the brain tries to cool down your core</li><li>The transition between hot and cold temperatures engages the process of heating and reheating</li></ul>

Heating Up Of Bodies

(1) Skin has neurons that sense changes in heat; (2) Electrical signals are sent to the spinal cord; (3) Signals are sent to the brain – specifically the preoptic area (POA) which send signals to the brain & body and trigger behavioral responses.The impulse to get yourself out of a hot environment is the consequence of the POA communicating with the amygdala and in turn activating adrenal glands

The Heating Up Mechanism

<ul><li>Regular use of sauna and other heat exposure can reduce mortality by cardiovascular events, stroke, and all-cause mortality.</li><li>You will become better adapted and better at sweating excess heat with frequent exposure.</li><li>Options if you don’t have access to a sauna: try hot water bath up to the neck – getting a similar temperature is key (176F-212F); wear a plastic suit (like fighters trying to drop weight).</li><li>Wet sauna and dry sauna are both acceptable; most infrared saunas don’t get hot enough.</li></ul>

Deliberate Heat Exposure Changes Biology

Hormone effects of heat: decrease in cortisol output.Activation of heat shock proteins (HSP): heat changes the way in which proteins are configured at a molecular level – HSP makes sure cells of the brain and body don’t misfoldHeat for lifespan: heat upregulates pathways related to DNA repair and clearing out of senescent cells.Heat for metabolic enhancement:  57 minutes per week (total, spread out across sessions) of heat exposure – cold exposure: 11 minutes per spread out of the uncomfortable but safe cold.Hormesis: subjecting yourself to enough stress to induce adaptation of some kind.

The Many Uses Of Body Heating

<ul><li>Growth hormone: impacts metabolism and growth of cells and tissues of the body, responsible for tissue repair and growth spurt during puberty.</li><li>Starting in the early 30s, growth hormone release is greatly diminished.</li><li>Sauna exposure increased growth hormone 16 fold – important caveat, effect on growth hormone went down with increased sauna use because body becomes heat adapted.</li><li>If growth hormone increase is your main goal for sauna use, limit to 1x/week or 1x/10 days – and enter fasted or without food in the 2-3 hours prior for maximum benefits.</li></ul>

Increase Of Growth Hormone

The endorphin system is activated when we experience short stress.Dynorphin system: the struggle of heat exposure ultimately activates pathways that lead to an increase in the baseline level of mood and heightened level of happiness and improved mood.

Improved Mood

Glabrous skin: hair-free skin found in palms of hands, soles of feet, the upper half of the face.Glabrous skin surfaces can be leveraged to cool the blood and core of the body.To warm a cold body: use a warm blanket or warmer on glabrous surfaces.To cool a hot body: use a cool compress, frozen or cold materials on glabrous surfaces.Fever is natural heat inoculation designed to kill pathogens in the body.

Adjusting Body Heat With Glabrous Skin Surfaces

Cold exposure (11 minutes per week, up to the neck) has been shown to increase brown fat which increases metabolism and the ability to feel comfortable in cold temperatures.Local heat exposure (not to the point of burning) converts white fat to beige fat which leads to systemic increases in thermogenesis, metabolism, and fat loss – children have a lot of brown and beige fat.

Types Of Fat & Responses To Temperature

I describe the mechanisms by which deliberate heat exposure impacts body temperature, metabolism, heart health, hormone production, exercise recovery, cognition, mood, and longevity. I detail specific protocols for deliberate heat exposure, including exposure times, temperature ranges to consider, time of day, and delivery mechanisms (sauna vs. hot bath vs. open air heat, etc.) in order to achieve different specific outcomes, including dramatic growth hormone releases, or reduction in cortisol levels. I also discuss the ability of locally applied heat to heal or otherwise improve various bodily tissues and new data on how local application of heat may induce the conversion of metabolically sluggish white fat to metabolically robust beige fat. Thank you to our sponsors LMNT: https://drinklmnt.com/huberman InsideTracker: https://insidetracker.com/huberman ROKA - https://www.roka.com - code "huberman" See Andrew Huberman Live: The Brain Body Contract Tuesday, May 17th: Seattle, WA Wednesday, May 18th: Portland, OR https://hubermanlab.com/tour Our Patreon page https://www.patreon.com/andrewhuberman Supplements from Momentous I am pleased to announce that the Huberman Lab Podcast is now partnered with Momentous. Momentous supplements are of the very highest quality; each is third-party tested for purity and accuracy of dosage. To learn more about the Huberman Lab Podcast-Momentous partnership, the supplements I that take, and stay up-to-date with future product announcements, visit: https://www.livemomentous.com/huberman. For the full show notes, visit hubermanlab.com. Timestamps (00:00:00) Heat & Health (00:03:37) Momentous Supplements (00:04:52) The Brain-Body Contract (00:05:46) LMNT, InsideTracker, ROKA (00:09:31) Body Shell Temperature vs. Body Core Temperature (00:13:28) Thermal Regulation, Hyperthermia (00:17:36) Heat Removal Circuits, Pre-Optic Hypothalamus (POA) (00:26:30) Protocols & Benefits of Deliberate Heat Exposure (00:33:37) Tools & Conditions for Deliberate Heat Exposure (00:38:47) Deliberate Heat Exposure, Cortisol & Cardiovascular Health (00:44:50) Heat Shock Proteins (HSPs), Molecular Mechanisms of Heat Regulation (00:47:56) Longevity & Heat Exposure, FOXO3 (00:52:30) Deliberate Cold & Heat Exposure & Metabolism (00:54:48) Deliberate Heat Exposure & Growth Hormone (01:04:32) Parameters for Heat & Cold Exposure (01:08:26) Circadian Rhythm & Body Temperature, Cold & Heat Exposure (01:12:00) Heat Exposure & Growth Hormone (01:16:20) Tool: Hydration & Sauna (01:17:10) Heat, Endorphins & Dynorphins, Mood (01:28:44) Tool: Glabrous Skin To Heat or Cool (01:35:33) Local Hyperthermia, Converting White Fat to Beige Fat, Metabolism (01:47:00) Hormesis/Mitohormesis & Heat/Cold Exposure (01:49:11) Benefits of Heat Exposure (01:51:10) Zero-Cost Support, YouTube Feedback, Spotify & Apple Reviews, Sponsors, Momentous Supplements, Instagram, Twitter, Neural Network Newsletter Title Card Photo Credit: Mike Blabac Disclaimer

health

Health

podcasts

Podcasts

scienceandnature

Science & Nature

longevity

Longevity

I describe the mechanisms by which deliberate heat exposure impacts body temperature, metabolism, heart health, hormone production, exercise recovery, cognition, mood, and longevity. I detail specific protocols for deliberate heat exposure, including exposure times, temperature ranges to consider, time of day, and delivery mechanisms (sauna vs. hot bath vs. open air heat, etc.) in order to achieve different specific outcomes, including dramatic growth hormone releases, or reduction in cortisol levels. I also discuss the ability of locally applied heat to heal or otherwise improve various bodily tissues and new data on how local application of heat may induce the conversion of metabolically sluggish white fat to metabolically robust beige fat. For the full show notes, visit hubermanlab.com. Thank you to our sponsors AG1 (Athletic Greens): https://athleticgreens.com/huberman LMNT: https://drinklmnt.com/huberman Supplements from Momentous https://www.livemomentous.com/huberman Timestamps (00:00:00) Heat & Health (00:03:37) Momentous Supplements (00:05:09) Sponsors: AG1, LMNT (00:09:31) Body Shell Temperature vs. Body Core Temperature (00:13:28) Thermal Regulation, Hyperthermia (00:17:36) Heat Removal Circuits, Pre-Optic Hypothalamus (POA) (00:26:30) Protocols & Benefits of Deliberate Heat Exposure (00:33:37) Tools & Conditions for Deliberate Heat Exposure (00:38:47) Deliberate Heat Exposure, Cortisol & Cardiovascular Health (00:44:50) Heat Shock Proteins (HSPs), Molecular Mechanisms of Heat Regulation (00:47:56) Longevity & Heat Exposure, FOXO3 (00:52:30) Deliberate Cold & Heat Exposure & Metabolism (00:54:48) Deliberate Heat Exposure & Growth Hormone (01:04:32) Parameters for Heat & Cold Exposure (01:08:26) Circadian Rhythm & Body Temperature, Cold & Heat Exposure (01:12:00) Heat Exposure & Growth Hormone (01:16:20) Tool: Hydration & Sauna (01:17:10) Heat, Endorphins & Dynorphins, Mood (01:28:44) Tool: Glabrous Skin To Heat or Cool (01:35:33) Local Hyperthermia, Converting White Fat to Beige Fat, Metabolism (01:47:00) Hormesis/Mitohormesis & Heat/Cold Exposure (01:49:11) Benefits of Heat Exposure (01:51:10) Zero-Cost Support, YouTube Feedback, Spotify & Apple Reviews, Sponsors, Momentous Supplements, Instagram, Twitter, Neural Network Newsletter Title Card Photo Credit: Mike Blabac Disclaimer

Huberman Lab discusses neuroscience: how our brain and its connections with the organs of our body control our perceptions, our behaviors, and our health. We also discuss existing and emerging tools for measuring and changing how our nervous system works. Dr. Andrew Huberman is a tenured professor of neurobiology and ophthalmology at Stanford School of Medicine. His laboratory studies neural regeneration, neuroplasticity, and brain states such as stress, focus, fear, and optimal performance. For more than 20 years, Dr. Huberman has consistently published original research findings and review articles in top-level peer-reviewed journals, including Nature, Science, Cell, Neuron, and Current Biology. He is a regular member of several National Institutes of Health review panels and a Fellow of the McKnight Foundation and the Pew Charitable Trusts. Dr. Huberman regularly consults for technology development companies, professional athletic organizations, and various units of U.S. and Canadian Special Operations.

Huberman Lab

The Science & Health Benefits of Deliberate Heat Exposure

The Science & Health Benefits of Deliberate Heat Exposure | Episode 69

WFIO – “We’re f*cked it’s over”There are many ways this can happen:<ul><li>A legal ruling goes against you</li><li>Apple refuses to approve your application unless you remove your best feature</li><li>Big tech company launches the same as or substantially similar product</li><li>Your most strategic customers stop doing business all at the same time</li></ul>

Your Startup Will Face Multiple WFIO Moments…COUNT ON IT

If you are building a sufficiently ambitious startup with an intended massive impact, you will have WFIO moments.

WFIO moments feel like dying, but your startup can always move forward. With ingenuity and grit, you will find a way out of it.Ben Horowitz’s WFIO moment: In September 1999, Horowitz co-founded LoudcloudAfter the dot-com bubble, the company ran out of money in 2002No private investors would touch them, they couldn’t raise money from anybody. They decided to go public, which was insane at the time. The move felt like cutting your limbs but they found a way through.The company ultimately raised money from public markets and survived.

It’s Rarely as Bad as It Seems

<ul><li>Get it out of your head and onto paper; writing is the best way to calm your “monkey mind“. Writing forces you to stress test the clarity of thinking.</li><li>Share your worries with trusted friends from outside the company, especially if they have experience with WFIO moments in their startups. Don’t make all decisions by yourself.</li><li>Create victory psychology for your team: It is about getting all of the most innovative people in the same room to work with the angle of the problem</li><li>Focus on the path through the obstacles instead of obstacles themselves</li><li>Face the pain head-on</li></ul>

5 Key Practices to Take Control of Your Psychology

It’s only over when you decide to quit.

Your startup will face multiple WFIO moments on the path to greatness...COUNT ON IT. But that doesn’t mean you should let these moments get inside your head. In this lesson of greatness, Mike Maples, Jr of FLOODGATE discusses how every startup team MUST be prepared to take the initiative in the crucible of the WFIO moments they will inevitably face. The bright side? You can use these horrible situations as defining moments to show everyone that your startup is destined to defeat the impossible.

business

Business

leadershipandmanagement

Leadership & Management

Host Mike Maples Jr from venture capital firm FLOODGATE offers lessons from the startup super performers—BEFORE they were successful—featuring interviews with some of Silicon Valley’s most legendary entrepreneurs and thought leaders, including Netscape co-founder Marc Andreessen, LinkedIn founder Reid Hoffman, Nextdoor co-founder Sarah Leary, Instagram founders Kevin Systrom and Mike Kreiger, and more.

Starting Greatness

Lessons of Greatness: How to Defeat "We're F*cked, It's Over" (WFIO) Moments

Paradigms are basic assumptions about reality. They shape what we define as “fact” and how we see the world. 
The 21st century brings new social, economic and demographic realities that are in conflict with the old ways of thinking and acting.

Fundamental Paradigm Shifts

Management is essential in any type of organization, be it a church, school or business. Managers play a vital role in organizing their teams/resources to suit the task at hand, bringing out the best in each person, and figuring out how to create the greatest customer value across the entire economic value chain (regardless of geographical boundaries). 
Management is ultimately responsible for everything that affects the organization’s performance, regardless of whether they’re internal/external, within or beyond the organization’s control.

Paradigm Shifts Of the 21st Century

<ul>
<li>Birth rates in developed countries will continue to fall.</li>
<li>The labour pool will shrink, its median age will increase, and there’ll be pressures for more migrant workers.</li>
<li>Organizations must find ways to attract & tap on a new pool of older knowledge workers who work part-time instead of retiring fully.</li>
<li>Don’t just focus on revenues or market share. Focus on your share of customers’ disposable income (and if it’s increasing/decreasing). This shows if you’re in growth, mature or declining industry to direct your strategy.</li>
</ul>

Build Sound Strategies based on Certainties

<ul>
<li>In developed countries, large portions of public-listed corporations are now owned by pension/mutual funds investing people’s retirement funds. This calls for a new definition of performance and long-term shareholder interests.</li>
<li>It’s no longer enough to rely on low costs or government subsidies/protection. For long-term survival, organizations must be competitive globally.</li>
<li>The gap between economic globalization and local/regional protection will widen. Organizations should make decisions based on global economic competitiveness, not local/ political considerations.</li>
</ul>

The Truths Of The Coming Century

<ul>
<li>Institute policies to shape the future, including the use of “organized abandonment” and “organized improvement” to keep directing your resources to the top opportunities.</li>
<li>Use systematic innovation by regularly scanning the environment, and proactively converting changes to opportunities to innovate.</li>
<li>Use piloting to introduce changes, since breakthrough ideas and solutions can’t be validated through conventional market research or modelling.</li>
<li>Balance between the need for change vs continuity (or stability).</li>
</ul>

The 4 Requirements of a Change Leader

For 50 years, the information revolution focused on gathering, storing and presenting data. Computers have already transformed how we operate or perform our tasks. 
The new Information Revolution in the 21st century will shift from the “T” to the “I” in “IT”. It will no longer be about technology or systems, but how we interpret, organize and use information make better decisions, manage risks and create value.

Addressing the New Information Challenges

In the 20th century, management’s critical focus was on improving manual workers’ productivity using production equipment. In the 21st century, the focus is on maximizing the productivity of knowledge work and knowledge workers.It’s more complex to improve knowledge-worker productivity. You need 6 key factors, most of which are the opposite of what’s required for manual work: Defining the task clearly, taking responsibility for results, continuous innovation, learning/teaching on the job, defining/measuring quality and treating knowledge workers as capital assets (not costs).

The Challenge of Knowledge Worker Productivity

You must answer 5 key sets of questions:
<ul>
<li>What are my unique strengths? Use Feedback Analysis to learn your strengths, how you perform, and what your values are.</li>
<li>Where do I belong? Identify the right opportunities that fit your unique strengths, personality and values.</li>
<li>What should my contribution be? How you can make the biggest contribution and the results that’d make a difference?</li>
<li>How can I take relationship responsibility? Take responsibility for building relationships and alliances that add value to the organization.</li>
<li>What will I do with the second half of my life?</li>
</ul>

The Challenge of Managing Oneself

Management Challenges in the 21st Century looks afresh at the future of management thinking and practice. The content revolves around two fundamental issues that are occuring simultaneously: changes in the world economy, and shifts in the practice of management. These developments, especially in developed countries are crucial in exploring and understanding the challenges of the future. This volume focuses on the key questions for all business: What are the new realities? What new policies are required of companies and executives in order to deal with these changes. Facing a whole swathe of issues head-on in his usual clear-sighted style, Drucker offers up a prescient and informed analysis that will help every executive to build a proactive strategy for the future.

books

Books

Management Challenges in the 21st Century looks afresh at the future of management thinking and practice. The content revolves around two fundamental issues that are occuring simultaneously: changes in the world economy, and shifts in the practice of management. These developments, especially in developed countries are crucial in exploring and understanding the challenges of the future. This volume focuses on the key questions for all business: What are the new realities? What new policies are required of companies and executives in order to deal with these changes. Facing a whole swathe of issues head-on in his usual clear-sighted style, Drucker offers up a prescient and informed analysis that will help every executive to build a proactive strategy for the future.

Peter Drucker

Management Challenges for the 21st Century

Employees are in great demand in almost every industry. As a result, some suggest using nontraditional talent pools such as older workers or military veterans. However, most often, the best talent pool may be the surplus talent hiding in plain sight. For example:<ul><li>The salesperson can fill the open sales manager position. </li><li>The house cleaner in the motel can become a capable general manager.</li></ul> There may be risks associated with this strategy, as you have to identify the right people and then do what you can to set them up for success.

Facing severe talent shortages

An organisation may have high-potential individuals in lower-level positions because they have gaps in their education or training, or lack experience or confidence. This type of person would be willing and able to go far beyond their role, but the right people have not yet noticed them or considered them for the hard-to-fill roles. To find such a person, ask: If all employees were gone for a month but you could pick three people to stay on with you, who would it be, and why?

Finding hidden talent

Most often, the hidden talent in your organisation will have some of these qualities:<ul><li>They don't just have skills and knowledge, but they have a hunger and talent for learning new skills and knowledge.</li><li>They have a record of adding value to every experience they have.</li><li>They are willing to work hard but also work smart and execute.</li><li>They're doing great work, but they are also great to work with.</li></ul>

Characteristics of hidden talent

The Great Resignation has companies scrambling to fill key positions. This author and management consultant urges leaders to look within their organization. You might be surprised at who you find.


career

Career

humanresources

Human Resources

Is the stellar talent you’re looking for right under your nose?

Street names and titles don’t just serve a functional purpose of locating a certain place, but also reveal aspects of history, culture and character of the area.
Streetonomics, new research on location names, aims to uncover hidden facets and the identity of the places.

Streetonomics

<ul><li>Governments all across the world have always insisted on the home address to be filled on every form that is filled out for jobs, loans and applications of all sorts.</li><li>Street names were deliberately used to mirror the cultural, political, religious and social values of a city or town.</li><li>Politicians utilized the naming of streets to preserve the legacies of important people.</li></ul>

Big Brother Roots Of The Humble Address

<ul><li>In the last few decades, there has been an acceleration in the renaming or co-naming of streets across the world.</li><li>A study found that there is gender bias in the naming of streets, with only 32 per cent being named after females.</li><li>Certain names, like those of writers or artists, are always celebrated.</li><li>There has been a drastic drop in streets being named after military leaders.</li><li>Street names often affect the perception of the visiting person, and many properties rise in value just by having a different, unique name, as compared to a number.</li></ul>

The Name Of That Place

From unseen gender bias to hidden historical patterns, you can tell a lot about where you live by looking at the names of the streets.

personaldevelopment

Personal Development

moneyandinvestments

Money & Investments

artsandculture

Society, Arts & Culture

'Streetonomics': What our addresses say about us

Company culture is a necessary part to consider when evaluating whether a job is a good match for you. The work environment can have a significant impact on your experience and satisfaction in your role.
There are some pointers to help you understand the company's culture before you accept an offer.

Evaluating company culture

When searching for your next position, a list of must-haves like pay and benefits should also include values you want your company to prioritize.
Perhaps an adequate work-life balance is vital if you are a remote worker. Or maybe you're looking for a highly collaborative environment. Choose the three top-most non-negotiable traits and use that on trying to decipher cultural clues.

Know what you're looking for

<ul>
<li>Website: Look for the company's "about" and "careers" pages, where you can find information about values, perks, and culture.</li>
<li>Blog: The company may have published a behind-the-scenes look at how they transitioned to remote work or the different social initiatives their team members are part of.</li>
<li>Social Media: See if they are responding to customer service inquiries promptly and respectfully. </li>
<li>Employee reviews: Search for keywords like 'remote' or 'values'.</li>
</ul>

Do some independent research

Getting in touch with current and/or former team members can give you valuable knowledge.
<ul>
<li>Consider asking the hiring manager to introduce you to a few employees who can answer your questions about culture.</li>
<li>Or use LinkedIn to search for current and former employees. Send them a personalized connection request and ask if they'd be willing to answer a few questions over a quick phone call or email.</li>
<li>Search for Twitter phrases like "remote culture at [Company]", "working at [Company]," or "working remotely for [Company]."</li>
</ul>

Connect with current (or former) employees

At the end of a job interview, you should have the opportunity to ask questions.
Ask questions about culture qualities you've identified as important to you. Remote-specific questions about company culture include:
<ul>
<li>How does your team maintain strong bonds?</li>
<li>How has your company culture changed since working remotely?</li>
<li>What is the biggest hurdle you had to overcome when team members started working remotely?</li>
<li>What Slack channels are your favourite?</li>
</ul>

Ask specific questions

When you're interviewing remotely, pay attention to the details available.
As you speak to a hiring manager or other team members, pay attention to how content they seem in their roles. Do they seem excited about bringing somebody new onto the team? Or are they exhausted at the idea of needing to train and onboard?

Observe what you can

Pay attention to the following points during the remote hiring process.
<ul>
<li>Organisation. Is the hiring process disorganised and full of misunderstanding and frustrations, or do they have streamlined systems that show evident respect for your time?</li>
<li>Communication: What tools did they use? How did their communication come across to you?</li>
<li>Work-life balance: Are you getting emails from a hiring manager in the middle of the night or over the weekend if they are in the same timezone as you? That could be an indicator that their culture doesn't prioritise disconnecting and downtime.</li>
</ul>

Use the hiring process as your cue

Company culture is hard to decipher during the hiring process—especially when that hiring process is happening remotely. Here’s how to learn as much as you can.

teamwork

Teamwork

How to Evaluate a Company’s Culture During a Remote Hiring Process

A company’s Vision and Mission define where your company is going. Values define how you get there - for example, "openness."
Defining your values becomes the foundation for your company culture, directing the decisions you make, and the people you hire.

Your values will affect your company culture

When a company is small, the high degree of interaction between team members allows for efficient decisions without having values defined. But as a company starts to grow, communication and alignment around decision-making and hiring become increasingly challenging. Delegating responsibility becomes more difficult because you may lack the confidence that your employees will do things right.
Without common principles guiding decision making, a natural consequence is to implement top-down policies. The well-intentioned policies make it harder to attract and retain top talent that thrives on freedom and responsibility. In turn, it leads to lower performance and stricter top-down control.

Undefined values can lead to compounding culture debt

Instead of developing top-down policies to manage performance, a single investment in carefully defining core values creates a platform for employees to make decisions more efficiently and autonomously.
A company that values openness empower engineers to make decisions and discuss with their lead only. If a company decide that they fundamentally value secrecy, engineers know not to waste energy trying to open-source code. Undefined values mean these questions need to be constantly reevaluated.

Defined values lead to greater empowerment

Startups often discuss the concept of "culture fit" when deciding who to hire. They will look beyond someone's individual performance and consider their impact on the rest of the team.
But, if the culture fit is undefined, at best it will lead to inconsistent hiring decisions, and at worst, "culture fit" may become a cover for unconscious biases to affect decision making. Without guidance, individuals may interpret "culture fit" as someone similar to them, leading to a less diverse team.

Defined values reduce the risk of unconscious bias

Values underpin your brand and public identity, impacting business partnerships, fundraising, and guiding your marketing and communications.
Written down values become a touchstone that every employee can speak to with less top-down oversight while empowering them to communicate with external parties more freely and authentically.

Values are your brand

A company’s Vision and Mission define where your company is going, e.g. “Our vision is a world where art is as popular as music” and “Our mission is to make all art freely accessible to anyone with…

corporateculture

Corporate Culture

Why Define Company Values?

<ul><li>Have a vision in mind, and let that steer your decisions. Belfort didn’t get rich by accident.</li><li>Sell Yourself. Belfort acted powerful and wore fancy suits, and people saw him as confident and successful. </li><li>Find A Specialty.</li><li>Adjust And Perfect Your Strategy, Then Keep At It. Belfort came up with a strategy that worked for his target demographic, and he tweaked it until it worked perfectly.</li><li>Train People Well. He was able to train otherwise clueless people to sound like knowledgeable and experienced stock brokers.</li><li>Try, Try Again. Even Belfort managed to bankrupt his own small business before he went to Wall Street.</li><li>Provide A Solution. As Belfort himself explained, “At a certain point, one of the questions I always ask is, ‘What is your greatest headache right now?’” Find out how you can help your customers and then do exactly that.</li><li>Keep Employees Happy.</li><li>Take Your Time if you’re offered a deal and you’re hesitant.</li></ul>

Top business lessons to take away

We learned a lot from The Wolf of Wall Street before the movie even hit theaters. Now that it's been around more than a month and has made a killing at the box office, we're …

entrepreneurship

Entrepreneurship

startup

Startups

12 Business Lessons We Can Learn From ‘The Wolf Of Wall Street’

Fountain pens, although stylish, were messy and impractical.
In 1945, Gimbels started to sell a new kind of ink pen, made by the Reynolds International Pen Company. With its quick-dry ink and a rolling ball in the nib, it promised a steady stream of ink with no leaks, smudges, or pooling inkblots.
The pen was not the first ballpoint pen. But its evolution is an example of a game-changing design waiting for the right outside factors to achieve its full potential - in this case, the increase of plastics, mass-production infrastructure, and a brilliant marketeer.

A replacement for fountain pens

The first generation of ballpoint pens cost around 55 shillings (£82.50/$107.50 in 2020 prices). It was in the same style as fountain pens. They were made of metal and intended to be refilled with ink. But with so many companies selling it, the market became saturated, buying refills, but not more pens.
Italian-born French industrialist Michel Bich added the catalyst of disposability. He understood the concept of the mass market and created his new company, Societe Bic. His pen only cost a shilling.

Combining functionality with affordability

The ballpoint pen was the equivalent of today's smartphone. Before the ballpoint pen, writing was a stationary act that had to be done on a certain kind of desk, with all the other things at hand that allowed you to write.
The ballpoint pen turned writing into something that could happen anywhere. Plastic mass production allowed the pens to become even cheaper, allowing for the transformation of societies.

The ballpoint pen transforming societies

Fountain pens were a stylish statement but messy and impractical. Their replacement was a stroke of design genius perfectly in time for the era of mass production.

David Allen on Setting Priorities

The Science & Health Benefits of Deliberate Heat Exposure | Episode 69

Lessons of Greatness: How to Defeat "We're F*cked, It's Over" (WFIO) Moments

Management Challenges for the 21st Century

Is the stellar talent you’re looking for right under your nose?

Autumn M.