Big Difference

I notice it many times

There are two key types of people:

  1. People who are talking about the job
  2. People who is just do the job

I’ve noticed that people who are talking a lot before any job, spend the energy on how to avoid and delegate the work. It’s not bad, but one more strategy of life.

How to recognize them: they provide a lot of critics, they don’t want to take responsibilities, they are not proactive, they like to discuss others work, etc.

They select a “victim” role, but not “actor”.

Usually, they demotivate. Under the criticism, they like to hide their laziness or lack of their own motivation.

I respect people who take the job and move to success. This is the best example. All things in the world are done by their efforts.

They don’t search for an excuse, but ways to solve the problem.

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Work and Horses

There are two nice proverbs about work and horses which I often share with my colleagues to describe few ideas in clear and easy way.

The first one is from Russia:

Horse worked harder than other on the farm, but don’t became a farm owner

I think it’s a good example, if you need to describe that you don’t need work harder, but more effective and smart.

Another is from the East:

Get off the horse if she died

It means that it doesn’t make sense to work on obsolete idea or goal. You need to select another one.

Sometime you need to be brave enough to realize that work you’re doing does not makes sense anymore. It looks stupid to continue with it.

Chaotic thoughts about processes and people

Time after time, it’s the strong feeling growing in me:

Processes are much less important than people who set and handle them. Even more: we’re speaking processes, but meaning people.

As far as I see, the process is just a tool created by the exact group of people to achieve defined goals.

From such point of view, the right process is just the implementation of the visions of the right people.

I think, that is the root cause why the processes in different companies has different level of success.

From another side the quality of a process and achieved results depending on the people who perform it.

As a result, even similar processes can produce different results. It makes hard to reapply the process to another environment.

I think the company culture plays a big role here.

This point brings to live another old idea to remove the human factor to make the process stable.

It makes sense, but what I see everytime I want to implement it

It’s really amazing how many efforts do you need to make an human-independent process.

Probably the cost of this approach is the biggest factor why it’s not applied everywhere and we’re still working with human-based processes.

In general, there are a lot of open questions. Some of them I want solve:

  1. How to build a stable process, but with room for creativity?
  2. What technics is more effective in building stable human-dependent processes. What books are describing them?
  3. How a company culture should grow to motivate the people for accurate process execution? How to do it without pressing and checking?

It’s a real, real-time world

In the last years, it becomes clear to me that the world was changed. The cool book The Inevitable” by Kevin Kelly confirmed my vision and structured it. Let me put some key changes which amaze me even now.

  1. The systems and things we’re doing existing just NOW in the continues flow of transformations and updates. Nobody cares how the things looked before. If the thing is not flexible and not supported it degrades very fast. Let’s imagine such a situation: the system stays 3 months without developers and users and then they are back. I think it will be really hard to recover how it worked before. Additionally, the system will be outdated. Let me rephrase: systems existing only during development and using!
  2. Flows of changes and data are becoming so rapid that you can see them in real-time. Delivery time is reduced just to seconds everywhere: communications, news, video streams, apps changes etc.
  3. The implementations of ideas or technologies are delivered and changing so fast that details are minor. What becomes important is the working idea, business model and understanding of the core principles.

To be honest, I’m not happy with some aspects since I was born in another world, but it’s totally clear that we need to accept and follow the changes to be successful.

To be a working part of human-machine interactions we’re creating, not only things we do, but we ourselves should follow the rules:

  1. If you want to manage the changes flow you need to be fast. Decisions should be made now and corrected in the future. You should be a real-time man.
  2. You should be flexible and open to changes.
  3. You should invest your time in the understanding of core principles. Details will be found during the implementation.
  4. You should be responsive. If you’ve received the request you should handle it ASAP.

I hope we don’t lose our humanity in this challenging and stressfully world.

P.S. I recommend the book from above. It provides useful ideas in a clear and simple way.

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Good Roman proverb

You are angry – means, you are not right.

I wish to remember it in discussion.

Team Mascot

As I wrote in the post about Communication Channels:

A little informality in communication makes it more humane and open.

It means more effective and positive.

For such purpose, I’ve used the solution from mass media, marketing, and sports clubs:

Each team selects their own Mascot – some well-known character(s) from comics or movies who brings luck. Examples: Simpsons, Superman, Transformers, Star Wars etc.

Then the team uses it in different places across the project:

  1. We add related images in emails.
  2. We add related images in slides and presentations. Even in demonstrations to the customer šŸ˜‰
  3. We put related memes in chats
  4. We use mascot avatars in messengers
  5. We give related presents like small figures or T-Shirts for project success or for some achievements
  6. We’re using the mascot during hackathons or team events

Let me share an example of “Welcome On Board” email on our project and let’s imagine it just without the image:

mascot example

Look!

It’s easy and not serious, but it unites the team and makes it really unique.

Side note: it’s nice if the team selected a mascot which includes group of characters like Simpsons or M&M’s. In this case, each team member can find something special for himself.

Don’t hesitate to be funny!

Humor makes us human!

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Let’s begin

Welcome to my personal Tech Blog!

What I’m doing there? Heh…

  1. I write here my thoughts and ideas related to my work area: IT, Management, Development etc. I think this process will organize them in my head and make clear even for me.
  2. I want to accumulate my visions to organizeĀ  them in the future
  3. I want to share my knowledge

Writing helps to organize the thoughts.

Hmm…Ā  coding works in the same way!

Don’t hesitate to code even if the idea is not clear!

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