Document Management Quotes

As a source of the fledgling nation's financial might, slavery shaped our political institutions and founding documents, our laws governing private property and financial regulation, our management techniques and accounting systems, and our economic systems and labor unions.

Social tools leave a digital audit trail, documenting our learning journey—often an unfolding story—and leaving a path for others to follow.

A way is always made to document how we manage to survive, or in some cases, how we don’t.

Peace is not the norm; peace is rare, and where we do manage to institutionalize it in a human society, it's usually because we've been intelligently pessimistic about human proclivities, and found a way to work with the grain of them in a system of intense mutual suspicion like the U.S. Constitution, a document which assumes that absolutely everybody will be corrupt and power-hungry given half a chance.

The little boats cannot make much difference to the welfare of Gaza either way, since the materials being shipped are in such negligible quantity. The chief significance of the enterprise is therefore symbolic. And the symbolism, when examined even cursorily, doesn't seem too adorable. The intended beneficiary of the stunt is a ruling group with close ties to two of the most retrograde dictatorships in the Middle East, each of which has recently been up to its elbows in the blood of its own civilians. The same group also manages to maintain warm relations with, or at the very least to make cordial remarks about, both Hezbollah and al-Qaida. Meanwhile, a document that was once accurately described as a 'warrant for genocide' forms part of the declared political platform of the aforesaid group. There is something about this that fails to pass a smell test.

In The Price of Admission, journalist Daniel Golden documents the ways in which elite schools manage to find room for the children of alums, big donors, celebrities, athletes, the elite college’s own faculty, and wealthy parents whose estates might eventually make their heirs into big donors.20

Where once universities, corporations, movie studios, and the like had been governed by a combination of relatively simple chains of command and informal patronage networks, we now have a world of funding proposals, strategic vision documents, and development team pitches—allowing for the endless elaborations of new and ever more pointless levels of managerial hierarchy, staffed by men and women with elaborate titles, fluent in corporate jargon, but who either have no firsthand experience of what it's like to do the work they are supposed to be managing, or who have done everything in their power to forget it.

Trump’s pick for secretary of state? Rex Tillerson, a figure known and trusted in Moscow, and recipient of the Order of Friendship. National security adviser? Michael Flynn, Putin’s dinner companion and a beneficiary of undeclared Russian fees. Campaign manager? Paul Manafort, longtime confidant to ex-Soviet oligarchs. Foreign policy adviser? Carter Page, an alleged Moscow asset who gave documents to Putin’s spies. Commerce secretary? Wilbur Ross, an entrepreneur with Russia-connected investments. Personal lawyer? Michael Cohen, who sent emails to Putin’s press secretary. Business partner? Felix Sater, son of a Russian American mafia boss. And other personalities, too. It was almost as if Putin had played a role in naming Trump’s cabinet. The U.S. president, of course, had done the choosing. But the constellation of individuals, and their immaculate alignment with Russian interests, formed a discernible pattern, like stars against a clear night sky. A pattern of collusion.

Sort of like the pilot saying, "We're gonna make Chicago on time, but only if we jettison all our baggage!" I've seen product managers sacrifice not only design, but testing, function, features, integration, documentation, and reality. Most product managers that I have worked with would rather ship a failure on time than risk going late.

The next time you’re about to dive into fixing a complicated one-off situation, consider taking a step back and documenting the problem but not trying to solve it.

way is always made to document how we manage to survive, or in some cases, how we don’t.

I consider myself a “social ecologist,” concerned with man’s man-made environment the way the natural ecologist studies the biological environment.....the discipline itself boasts an old and distinguished lineage. Its greatest document is Alexis de Tocqueville’s Democracy in America. But no one is as close to me in temperament, concepts, and approach as the mid-Victorian Englishman Walter Bagehot. Living (as I have) in an age of great social change, Bagehot first saw the emergence of new institutions: civil service and cabinet government, as cores of a functioning democracy, and banking as the center of a functioning economy. A hundred years after Bagehot, I was first to identify management as the new social institution of the emerging society of organizations and, a little later, to spot the emergence of knowledge as the new central resource, and knowledge workers as the new ruling class of a society that is not only “postindustrial” but postsocialist and, increasingly, post-capitalist. As it had been for Bagehot, for me too the tension between the need for continuity and the need for innovation and change was central to society and civilization.

I clearly had a few daddy issues myself, but you didn’t see me pulling the wings off of flies. On the other hand, I did have a slight anger-management problem, and a related history of physical violence, both well documented by the public school system. And, oh yeah, that whole “hallucinating alien spacecraft from my favorite videogame” thing. So perhaps I wasn’t in the best position to judge the sanity of others.

If we don’t have all of the facts at hand, we still need to let the interested parties know that we’re on top of the research but that it will take time. When that information is gathered, inform them in an expedient manner. If employing the solution falls within our authority, implement it as soon as possible. If approval is required, document a request swiftly so any lag time won’t be attributed to our inattention.

In the midst of this imagining, I heard, out from nowhere, the distant sound of sleigh bells. I was going crazy. But there, right in front of me, across the street, was a horse – chestnut, with white spots – trotting down the street. It trotted long purposefully, cheerfully, unhurried, down Broadway. Holding my breath, I managed to find my phone and snap a photo before it disappeared from sight…. I uploaded the photo I just took. I added a caption: If a horse rides through Times Square and no one is there to see it, did it actually happen? If New York is breaking down and no one documents it, is it actually happening? I clicked Publish.

Deng explained to his hosts that he had come to Japan for three reasons: to exchange documents ratifying the Treaty of Peace and Friendship; to express China's appreciation to Japanese friends who in recent decades had dedicated themselves to improving Sino-Japanese relations; and like Xu Fu, to find a “secret magic drug.” Japanese listeners laughed, for they were familiar with the story of Xu Fu, who, 2,200 years earlier, on behalf of Emperor Qin, had been dispatched to Japan to find a drug that would bring eternal life. Deng went on to explain that what he really meant by the “magic drug” was the secret of how to modernize. He said he wanted to learn about modern technology and management.

The single most important thing we can do to write better documents and give better speeches is to write them first, and then reread them from the audience’s perspective. It seems like such an obvious thing to do, but doesn’t happen enough in practice.

Agile project leaders help their team balance at the edge of chaos—some structure, but not too much; adequate documentation, but not too much; some up-front architecture work, but not too much. Finding these balance points is the "art" of agile leadership.

Beyond the speculative and often fraudulent froth that characterizes much of neoliberal financial manipulation, there lies a deeper process that entails the springing of ‘the debt trap’ as a primary means of accumulation by dispossession. Crisis creation, management, and manipulation on the world stage has evolved into the fine art of deliberative redistribution of wealth from poor countries to the rich. I documented the impact of Volcker’s interest rate increase on Mexico earlier. While proclaiming its role as a noble leader organizing ‘bail-outs’ to keep global capital accumulation on track, the US paved the way to pillage the Mexican economy. This was what the US Treasury–Wall Street–IMF complex became expert at doing everywhere. Greenspan at the Federal Reserve deployed the same Volcker tactic several times in the 1990s. Debt crises in individual countries, uncommon during the 1960s, became very frequent during the 1980s and 1990s. Hardly any developing country remained untouched, and in some cases, as in Latin America, such crises became endemic. These debt crises were orchestrated, managed, and controlled both to rationalize the system and to redistribute assets. Since 1980, it has been calculated, ‘over fifty Marshall Plans (over $4.6 trillion) have been sent by the peoples at the Periphery to their creditors in the Center’. ‘What a peculiar world’, sighs Stiglitz, ‘in which the poor countries are in effect subsidizing the richest.

A project life cycle represents the highest-level project management approach, depicted as a series of periods and phases, each with a defined output. A project life cycle can be documented with a methodology, which is a system of practices, techniques, procedures, and rules used by those who work in a discipline.

corruption is defined in narrow terms to nail the poor deluded fool who slips a £20 note inside the cover of their passport before handing it to the Border Force officer who is checking travel documents with a CCTV camera looking over her shoulder. There’s nothing corrupt about the government minister who announces new and impossible performance targets for a hitherto just-about-coping agency that manages transport infrastructure, drives it into a smoking hole in the ground, and three years later retires and joins the board of the corporation that subsequently took over responsibility for maintaining all the bridges on behalf of the state—for a tidy annual fee, of course. After all, the minister is a demonstrable expert on the ownership and management of bridges, and there’s no provable link between their having set up the agency for failure and their subsequently being granted a nonexecutive directorship that gets them their share of the rental income from the privatized bridge, is there?

Those who value a quiet, reflective life will feel a burden lifting from their shoulders as they read Susan Cain’s eloquent and well documented paean to introversion—and will no longer feel guilty or inferior for having made the better choice!” —MIHALY CSIKSZENTMIHALYI, author of Flow and distinguished professor of Psychology and Management, Claremont Graduate University

PIPs are of course expensive. If you put someone on a four-month PIP, that’s four months you have to pay an underperformer and countless hours spent by the line manager and HR enforcing and documenting the process. Instead of pouring that capital into a prolonged PIP, give it to the employee in a nice, big, up-front severance package, tell him you’re sorry it didn’t work out, and wish him well in his next adventure.

In many companies in the US, when a manager decides to let go of someone, he is required to put in place a process called a performance improvement plan (PIP). This means that the manager documents weekly discussions with the employee over a period of months, demonstrating in writing that the employee has not managed to succeed despite feedback. PIPs rarely help employees improve and they delay the firing by many weeks.

The next time you’re about to dive into fixing a complicated one-off situation, consider taking a step back and documenting the problem but not trying to solve it. Commit to refreshing the policy in a month, and batch all exceptions requests until then. Merge the escalations and your current policy into a new revision. This will save your time, build teams’ trust in the system, and move you from working the exceptions to working the policy.

High-quality and transparent data, clearly documented, timely rendered, and publicly available are the sine qua non of competent public health management. During a pandemic, reliable and comprehensive data are critical for determining the behavior of the pathogen, identifying vulnerable populations, rapidly measuring the effectiveness of interventions, mobilizing the medical community around cutting-edge disease management, and inspiring cooperation from the public. The shockingly low quality of virtually all relevant data pertinent to COVID-19, and the quackery, the obfuscation, the cherrypicking and blatant perversion would have scandalized, offended, and humiliated every prior generation of American public health officials. Too often, Dr. Fauci was at the center of these systemic deceptions. The “mistakes” were always in the same direction—inflating the risks of coronavirus and the safety and efficacy of vaccines in

The Lucas Plan was an extraordinarily ambitious document that challenged the foundations of capitalism. In place of an institution designed to generate profits via the domination of labor by capital, the workers at Lucas Aerospace had developed an entirely new model for the firm -one based on the democratic production of socially useful commodities. It was almost as if the workers had never needed managing at all, as though they were creative architects rather than obedient bees.

A way is always made to document how we manage to survive, or in some cases, how we don't. So I've tried to reproduce an inscrutable thing. I've made my own hunger into a practice, made everyone who passes through my life subject to a close and inappropriate reading that occasionally finds its way, often insufficiently, into paint. And when I am alone with myself, this is what I am waiting for someone to do to me, with merciless, deliberate hands, to put me down onto the canvas so that when I'm gone, there will be a record, proof that I was here.

Before hoarding became a phenomenon, people just called it “collecting” or “being nostalgic.” I don’t hoard, exactly, but I get it. It’s a response to our need and desire for purpose, order, definition, and a fortress. It’s a calling that requires constant management, control, and obsessive attention. I am amassing artifacts from the history of me. My garage is the storeroom and temporary exhibition hall of the yet-to-be-built museum documenting the rise and fall of the Marc Age. I am the curator. I decide the meaning and worth of the collection based on my feelings in a moment.

By bundling the authorization of war funds with a declaration of war attributed to Mexico, Democrats ensured that any opponent of the measure could be accused of betraying the troops. Polk’s supporters skillfully managed to stifle dissent in the House by limiting debate to two hours, an hour and a half of which was devoted to reading the documents that accompanied the message. The flabbergasted opposition was caught completely off guard and struggled to amend the bill. Powerless and voiceless, they watched helplessly as Polk’s supporters ruthlessly stifled debate and foisted war on Congress and the country.

Noticing the disturbing similarity between the rhetoric surrounding "open government" and new public management, government expert Just Longo speculates that the former might be just a Trojan horse for the latter; in our excitement about the immense potential of new technologies to promote openness and transparency, we may have lost sight of the deeply political nature of the uses to which these technologies are put... In India, recent digitization of land records and their subsequent publication online, while nominally an effort to empower the weak, may have actually empowered the rich and powerful. Once the digitized records were available for the whole world to see, some enterprising businessmen discovered that many poor families had no documents to prove ownership of land. In most cases, this was not the result of some nefarious land grab; local culture, with its predominantly oral ways of doing business, pervasive corruption, and poor literacy, partly explains why no such records exist... The point here, as with most open-government schemes, is not that information shouldn't be collected or distributed; rather, it needs to be collected and distributed in full awareness of the social and cultural complexity of the institutional environment in which it is gathered.

Security is a big and serious deal, but it’s also largely a solved problem. That’s why the average person is quite willing to do their banking online and why nobody is afraid of entering their credit card number on Amazon. At 37signals, we’ve devised a simple security checklist all employees must follow: 1. All computers must use hard drive encryption, like the built-in FileVault feature in Apple’s OS X operating system. This ensures that a lost laptop is merely an inconvenience and an insurance claim, not a company-wide emergency and a scramble to change passwords and worry about what documents might be leaked. 2. Disable automatic login, require a password when waking from sleep, and set the computer to automatically lock after ten inactive minutes. 3. Turn on encryption for all sites you visit, especially critical services like Gmail. These days all sites use something called HTTPS or SSL. Look for the little lock icon in front of the Internet address. (We forced all 37signals products onto SSL a few years back to help with this.) 4. Make sure all smartphones and tablets use lock codes and can be wiped remotely. On the iPhone, you can do this through the “Find iPhone” application. This rule is easily forgotten as we tend to think of these tools as something for the home, but inevitably you’ll check your work email or log into Basecamp using your tablet. A smartphone or tablet needs to be treated with as much respect as your laptop. 5. Use a unique, generated, long-form password for each site you visit, kept by password-managing software, such as 1Password.§ We’re sorry to say, “secretmonkey” is not going to fool anyone. And even if you manage to remember UM6vDjwidQE9C28Z, it’s no good if it’s used on every site and one of them is hacked. (It happens all the time!) 6. Turn on two-factor authentication when using Gmail, so you can’t log in without having access to your cell phone for a login code (this means that someone who gets hold of your login and password also needs to get hold of your phone to login). And keep in mind: if your email security fails, all other online services will fail too, since an intruder can use the “password reset” from any other site to have a new password sent to the email account they now have access to. Creating security protocols and algorithms is the computer equivalent of rocket science, but taking advantage of them isn’t. Take the time to learn the basics and they’ll cease being scary voodoo that you can’t trust. These days, security for your devices is just simple good sense, like putting on your seat belt.

The (unratified) Preamble of the European Constitution begins by stating that it draws inspiration “from the cultural, religious and humanist inheritance of Europe, from which have developed the universal values of the inviolable and inalienable rights of the human person, democracy, equality, freedom and the rule of law.”3 This may easily give one the impression that European civilization is defined by the values of human rights, democracy, equality, and freedom. Countless speeches and documents draw a direct line from ancient Athenian democracy to the present-day European Union, celebrating twenty-five hundred years of European freedom and democracy. This is reminiscent of the proverbial blind man who takes hold of an elephant’s tail and concludes that an elephant is a kind of brush. Yes, democratic ideas have been part of European culture for centuries, but they were never the whole. For all its glory and impact, Athenian democracy was a halfhearted experiment that survived for barely two hundred years in a small corner of the Balkans. If European civilization for the past twenty-five centuries has been defined by democracy and human rights, what are we to make of Sparta and Julius Caesar, of the Crusaders and the conquistadores, of the Inquisition and the slave trade, of Louis XIV and Napoleon, of Hitler and Stalin? Were they all intruders from some foreign civilization? In truth, European civilization is anything Europeans make of it, just as Christianity is anything Christians make of it, Islam is anything Muslims make of it, and Judaism is anything Jews make out of it. And they have made of it remarkably different things over the centuries. Human groups are defined more by the changes they undergo than by any continuity, but they nevertheless manage to create for themselves ancient identities thanks to their storytelling skills. No matter what revolutions they experience, they can usually weave old and new into a single yarn.

As test documentation goes, test plans have the briefest actual lifespan of any test artifact. Early in a project, there is a push to write a test plan [...]. Indeed, there is often an insistence among project managers that a test plan must exist and that writing it is a milestone of some importance. But, once such a plan is written, it is often hard to get any of those same managers to take reviewing and updating it seriously. The test plan becomes a beloved stuffed animal in the hands of a distracted child. We want it to be there at all times. We drag it around from place to place without ever giving it any real attention. We only scream when it gets taken away.

Getting Started Setting up your Kindle Oasis Kindle controls Status indicators Keyboard Network connectivity VoiceView screen reader Special Offers and Sponsored Screensavers Chapter 2 Navigating Your Kindle The Kindle Home screen Toolbars Tap zones Chapter 3 Acquiring & Managing Kindle Content Shop for Kindle and Audible content anytime, anywhere Recommended content Managing your Kindle Library Device and Cloud storage Removing items from your Kindle Chapter 4 Reading Kindle Documents Understanding Kindle display technology Customizing your text display Comic books Children's books Images Tables Interacting with your content Navigating a book Chapter 5 Playing Audible Books Pairing a Bluetooth audio device Using the Audible Player Audiobook bookmarks Downloading Audible books Audiobook Library Management Chapter 6 Features X-Ray Word Wise Vocabulary Builder Amazon FreeTime (Amazon Fire for Kids in the UK) Managing your Amazon Household Goodreads on Kindle Time to Read Chapter 7 Getting More from Your Kindle Oasis Carrying and reading personal documents Reading Kindle content on other devices Sharing Using your Kindle with your computer Using the Experimental Web Browser Chapter 8 Settings Customizing your Kindle settings The Settings contextual menu Chapter 9 Finding Additional Assistance Appendix A Product Information

Toyota wasn’t really worried that it would give away its “secret sauce.” Toyota’s competitive advantage rested firmly in its proprietary, complex, and often unspoken processes. In hindsight, Ernie Schaefer, a longtime GM manager who toured the Toyota plant, told NPR’s This American Life that he realized that there were no special secrets to see on the manufacturing floors. “You know, they never prohibited us from walking through the plant, understanding, even asking questions of some of their key people,” Schaefer said. “I’ve often puzzled over that, why they did that. And I think they recognized we were asking the wrong questions. We didn’t understand this bigger picture.” It’s no surprise, really. Processes are often hard to see—they’re a combination of both formal, defined, and documented steps and expectations and informal, habitual routines or ways of working that have evolved over time. But they matter profoundly. As MIT’s Edgar Schein has explored and discussed, processes are a critical part of the unspoken culture of an organization. 1 They enforce “this is what matters most to us.” Processes are intangible; they belong to the company. They emerge from hundreds and hundreds of small decisions about how to solve a problem. They’re critical to strategy, but they also can’t easily be copied. Pixar Animation Studios, too, has openly shared its creative process with the world. Pixar’s longtime president Ed Catmull has literally written the book on how the digital film company fosters collective creativity2—there are fixed processes about how a movie idea is generated, critiqued, improved, and perfected. Yet Pixar’s competitors have yet to equal Pixar’s successes. Like Toyota, Southern New Hampshire University has been open with would-be competitors, regularly offering tours and visits to other educational institutions. As President Paul LeBlanc sees it, competition is always possible from well-financed organizations with more powerful brand recognition. But those assets alone aren’t enough to give them a leg up. SNHU has taken years to craft and integrate the right experiences and processes for its students and they would be exceedingly difficult for a would-be competitor to copy. SNHU did not invent all its tactics for recruiting and serving its online students. It borrowed from some of the best practices of the for-profit educational sector. But what it’s done with laser focus is to ensure that all its processes—hundreds and hundreds of individual “this is how we do it” processes—focus specifically on how to best respond to the job students are hiring it for. “We think we have advantages by ‘owning’ these processes internally,” LeBlanc says, “and some of that is tied to our culture and passion for students.

Rauter, some German bigwig, recently gave a speech. “All Jews must be out of the German-occupied territories before July 1. The province of Utrecht will be cleansed of Jews [as if they were cockroaches] between April 1 and May 1, and the provinces of North and South Holland between May 1 and June 1.” These poor people are being shipped off to filthy slaughterhouses like a herd of sick and neglected cattle. But I’ll say no more on the subject. My own thoughts give me nightmares! One good piece of news is that the Labor Exchange was set on fire in an act of sabotage. A few days later the County Clerk’s Office also went up in flames. Men posing as German police bound and gagged the guards and managed to destroy some important documents.

According to Petroski, real knowledge from real failure is the most powerful source of progress we have, provided we have the courage to carefully examine what happened. Perhaps this is why The Boeing Company, one of the largest airplane design and engineering firms in the world, keeps a black book of lessons it has learned from design and engineering failures.[4] Boeing has kept this document since the company was formed, and it uses it to help modern designers learn from past attempts. Any organization that manages to do this not only increases its chances for successful projects, but also helps create an environment that can discuss and confront failure openly, instead of denying and hiding from it. It seems that software developers need to keep black books of their own.

Characteristics of the Council 1. The council exists as a device to gain understanding about important issues facing the organization. 2. The Council is assembled and used by the leading executive and usually consists of five to twelve people. 3. Each Council member has the ability to argue and debate in search of understanding, not from the egoistic need to win a point or protect a parochial interest. 4. Each Council member retains the respect of every other Council member, without exception. 5. Council members come from a range of perspectives, but each member has deep knowledge about some aspect of the organization and/or the environment in which it operates. 6. The Council includes key members of the management team but is not limited to members of the management team, nor is every executive automatically a member. 7. The Council is a standing body, not an ad hoc committee assembled for a specific project. 8. The Council meets periodically, as much as once a week or as infrequently as once per quarter. 9. The Council does not seek consensus, recognizing that consensus decisions are often at odds with intelligent decisions. The responsibility for the final decision remains with the leading executive. 10. The Council is an informal body, not listed on any formal organization chart or in any formal documents. 11. The Council can have a range of possible names, usually quite innocuous. In the good-to-great companies, they had benign names like Long-Range Profit Improvement Committee, Corporate Products Committee, Strategic Thinking Group, and Executive Council.

HOPKINS’S VISIT TO ENGLAND was supposed to last two weeks; it expanded to over four, most of which he spent with Churchill against a backdrop of mounting suspense with regard to the Lend-Lease Bill, whose passage by Congress was anything but certain. In that time, Hopkins managed to endear himself to nearly everyone he met, including the valets at Claridge’s, who took an extra effort to make him look presentable. “Oh yes,” Hopkins told one valet. “I’ve got to remember I’m in London now—I’ve got to look dignified.” From time to time, the valets would find secret documents tucked into his clothing or discover that he had left his wallet in a pants pocket. A hotel waiter said Hopkins was “very genial—considerate—if I may say so, lovable—quite different from other Ambassadors we’ve had here.

One other thing. And this really matters for readers of this book. According to official Myers–Briggs documents, the test can ‘give you an insight into what kinds of work you might enjoy and be successful doing’. So if you are, like me, classified as ‘INTJ’ (your dominant traits are being introverted, intuitive and having a preference for thinking and judging), the best-fit occupations include management consultant, IT professional and engineer.30 Would a change to one of these careers make me more fulfilled? Unlikely, according to respected US psychologist David Pittenger, because there is ‘no evidence to show a positive relation between MBTI type and success within an occupation…nor is there any data to suggest that specific types are more satisfied within specific occupations than are other types’. Then why is the MBTI so popular? Its success, he argues, is primarily due to ‘the beguiling nature of the horoscope-like summaries of personality and steady marketing’.31 Personality tests have their uses, even if they do not reveal any scientific ‘truth’ about us. If we are in a state of confusion they can be a great emotional comfort, offering a clear diagnosis of why our current job may not be right, and suggesting others that might suit us better. They also raise interesting hypotheses that aid self-reflection: until I took the MBTI, I had certainly never considered that IT could offer me a bright future (by the way, I apparently have the wrong personality type to be a writer). Yet we should be wary about relying on them as a magic pill that enables us suddenly to hit upon a dream career. That is why wise career counsellors treat such tests with caution, using them as only one of many ways of exploring who you are. Human personality does not neatly reduce into sixteen or any other definitive number of categories: we are far more complex creatures than psychometric tests can ever reveal. And as we will shortly learn, there is compelling evidence that we are much more likely to find fulfilling work by conducting career experiments in the real world than by filling out any number of questionnaires.32

2006 interview by Jim Gray, Amazon CTO Werner Vogels recalled another watershed moment: We went through a period of serious introspection and concluded that a service-oriented architecture would give us the level of isolation that would allow us to build many software components rapidly and independently. By the way, this was way before service-oriented was a buzzword. For us service orientation means encapsulating the data with the business logic that operates on the data, with the only access through a published service interface. No direct database access is allowed from outside the service, and there’s no data sharing among the services.3 That’s a lot to unpack for non–software engineers, but the basic idea is this: If multiple teams have direct access to a shared block of software code or some part of a database, they slow each other down. Whether they’re allowed to change the way the code works, change how the data are organized, or merely build something that uses the shared code or data, everybody is at risk if anybody makes a change. Managing that risk requires a lot of time spent in coordination. The solution is to encapsulate, that is, assign ownership of a given block of code or part of a database to one team. Anyone else who wants something from that walled-off area must make a well-documented service request via an API.

The Blue Mind Rx Statement Our wild waters provide vast cognitive, emotional, physical, psychological, social, and spiritual values for people from birth, through adolescence, adulthood, older age, and in death; wild waters provide a useful, widely available, and affordable range of treatments healthcare practitioners can incorporate into treatment plans. The world ocean and all waterways, including lakes, rivers, and wetlands (collectively, blue space), cover over 71% of our planet. Keeping them healthy, clean, accessible, and biodiverse is critical to human health and well-being. In addition to fostering more widely documented ecological, economic, and cultural diversities, our mental well-being, emotional diversity, and resiliency also rely on the global ecological integrity of our waters. Blue space gives us half of our oxygen, provides billions of people with jobs and food, holds the majority of Earth's biodiversity including species and ecosystems, drives climate and weather, regulates temperature, and is the sole source of hydration and hygiene for humanity throughout history. Neuroscientists and psychologists add that the ocean and wild waterways are a wellspring of happiness and relaxation, sociality and romance, peace and freedom, play and creativity, learning and memory, innovation and insight, elation and nostalgia, confidence and solitude, wonder and awe, empathy and compassion, reverence and beauty — and help manage trauma, anxiety, sleep, autism, addiction, fitness, attention/focus, stress, grief, PTSD, build personal resilience, and much more. Chronic stress and anxiety cause or intensify a range of physical and mental afflictions, including depression, ulcers, colitis, heart disease, and more. Being on, in, and near water can be among the most cost-effective ways of reducing stress and anxiety. We encourage healthcare professionals and advocates for the ocean, seas, lakes, and rivers to go deeper and incorporate the latest findings, research, and insights into their treatment plans, communications, reports, mission statements, strategies, grant proposals, media, exhibits, keynotes, and educational programs and to consider the following simple talking points: •Water is the essence of life: The ocean, healthy rivers, lakes, and wetlands are good for our minds and bodies. •Research shows that nature is therapeutic, promotes general health and well-being, and blue space in both urban and rural settings further enhances and broadens cognitive, emotional, psychological, social, physical, and spiritual benefits. •All people should have safe access to salubrious, wild, biodiverse waters for well-being, healing, and therapy. •Aquatic biodiversity has been directly correlated with the therapeutic potency of blue space. Immersive human interactions with healthy aquatic ecosystems can benefit both. •Wild waters can serve as medicine for caregivers, patient families, and all who are part of patients’ circles of support. •Realization of the full range and potential magnitude of ecological, economic, physical, intrinsic, and emotional values of wild places requires us to understand, appreciate, maintain, and improve the integrity and purity of one of our most vital of medicines — water.

Sonja said once that to understand men like Ove and Rune, one had to understand from the very beginning that they were men caught in the wrong time. Men who only required a few simple things from life, she said. A roof over their heads, a quiet street, the right make of car, and a woman to be faithful to. A job where you had a proper function. A house where things broke at regular intervals, so you always had something to tinker with. “All people want to live dignified lives; dignity just means something different to different people,” Sonja had said. To men like Ove and Rune dignity was simply that they’d had to manage on their own when they grew up, and therefore saw it as their right not to become reliant on others when they were adults. There was a sense of pride in having control. In being right. In knowing what road to take and how to screw in a screw, or not. Men like Ove and Rune were from a generation in which one was what one did, not what one talked about. She knew, of course, that Ove didn’t know how to bear his nameless anger. He needed labels to put on it. Ways of categorizing. So when men in white shirts at the council, whose names no normal person could keep track of, tried to do everything Sonja did not want—make her stop working, move her out of her house, imply that she was worth less than a healthy person who was able to walk, and assert that she was dying—Ove fought them. With documents and letters to newspapers and appeals, right down to something as unremarkable as an access ramp at a school. He fought so doggedly for her against men in white shirts that in the end he began to hold them personally responsible for all that happened to her—and to the child. And then she left him alone in a world where he no longer understood the language.

John Bradshaw, in his best-seller Homecoming: Reclaiming and Championing Your Inner Child, details several of his imaginative techniques: asking forgiveness of your inner child, divorcing your parent and finding a new one, like Jesus, stroking your inner child, writing your childhood history. These techniques go by the name catharsis, that is, emotional engagement in past trauma-laden events. Catharsis is magnificent to experience and impressive to behold. Weeping, raging at parents long dead, hugging the wounded little boy who was once you, are all stirring. You have to be made of stone not to be moved to tears. For hours afterward, you may feel cleansed and at peace—perhaps for the first time in years. Awakening, beginning again, and new departures all beckon. Catharsis, as a therapeutic technique, has been around for more than a hundred years. It used to be a mainstay of psychoanalytic treatment, but no longer. Its main appeal is its afterglow. Its main drawback is that there is no evidence that it works. When you measure how much people like doing it, you hear high praise. When you measure whether anything changes, catharsis fares badly. Done well, it brings about short-term relief—like the afterglow of vigorous exercise. But once the glow dissipates, as it does in a few days, the real problems are still there: an alcoholic spouse, a hateful job, early-morning blues, panic attacks, a cocaine habit. There is no documentation that the catharsis techniques of the recovery movement help in any lasting way with chronic emotional problems. There is no evidence that they alter adult personality. And, strangely, catharsis about fictitious memories does about as well as catharsis about real memories. The inner-child advocates, having treated tens of thousands of suffering adults for years, have not seen fit to do any follow-ups. Because catharsis techniques are so superficially appealing, because they are so dependent on the charisma of the therapist, and because they have no known lasting value, my advice is “Let the buyer beware.

Business leadership is based on two elements: vision and technical competence. Top people in a given industry always embody at least one of those two elements. Sometimes, but rarely, they embody both of them. Simply put, vision is the ability to see what other people don’t. It’s a Ford executive named Lee Iacocca realizing that a market existed for an automobile that was both a racing car and a street vehicle—and coming up with the Mustang. It’s Steven Jobs realizing that computers needed to be sold in a single box, like a television sets, instead of piece by piece. About one hundred years ago, Walter Chrysler was a plant manager for a locomotive company. Then he decided to go into the car business, which was a hot new industry at the time. The trouble was, Walter Chrysler didn’t know a lot about cars, except that they were beginning to outnumber horses on the public roadways. To remedy this problem, Chrysler bought one of the Model T Fords that were becoming so popular. To learn how it worked, he took it apart and put it back together. Then, just to be sure he understood everything, he repeated this. Then, to be absolutely certain he knew what made a car work, he took it apart and put it together forty-eight more times, for a grand total of fifty. By the time he was finished, Chrysler not only had a vision of thousands of cars on American highways, he also had the mechanical details of those cars engraved in his consciousness. Perhaps you’ve seen the play called The Music Man. It’s about a fast-talking man who arrives in a small town with the intention of hugely upgrading a marching band. However, he can’t play any instruments, doesn’t know how to lead a band, and doesn’t really have any musical skills whatsoever. The Music Man is a comedy, but it’s not totally unrealistic. Some managers in the computer industry don’t know how to format a document. Some automobile executives could not change a tire. There was once even a vice president who couldn’t spell potato. It’s not a good idea to lack the fundamental technical skills of your industry, and it’s really not a good idea to get caught lacking them. So let’s see what you can do to avoid those problems.

Less is more. “A few extremely well-chosen objectives,” Grove wrote, “impart a clear message about what we say ‘yes’ to and what we say ‘no’ to.” A limit of three to five OKRs per cycle leads companies, teams, and individuals to choose what matters most. In general, each objective should be tied to five or fewer key results. (See chapter 4, “Superpower #1: Focus and Commit to Priorities.”) Set goals from the bottom up. To promote engagement, teams and individuals should be encouraged to create roughly half of their own OKRs, in consultation with managers. When all goals are set top-down, motivation is corroded. (See chapter 7, “Superpower #2: Align and Connect for Teamwork.”) No dictating. OKRs are a cooperative social contract to establish priorities and define how progress will be measured. Even after company objectives are closed to debate, their key results continue to be negotiated. Collective agreement is essential to maximum goal achievement. (See chapter 7, “Superpower #2: Align and Connect for Teamwork.”) Stay flexible. If the climate has changed and an objective no longer seems practical or relevant as written, key results can be modified or even discarded mid-cycle. (See chapter 10, “Superpower #3: Track for Accountability.”) Dare to fail. “Output will tend to be greater,” Grove wrote, “when everybody strives for a level of achievement beyond [their] immediate grasp. . . . Such goal-setting is extremely important if what you want is peak performance from yourself and your subordinates.” While certain operational objectives must be met in full, aspirational OKRs should be uncomfortable and possibly unattainable. “Stretched goals,” as Grove called them, push organizations to new heights. (See chapter 12, “Superpower #4: Stretch for Amazing.”) A tool, not a weapon. The OKR system, Grove wrote, “is meant to pace a person—to put a stopwatch in his own hand so he can gauge his own performance. It is not a legal document upon which to base a performance review.” To encourage risk taking and prevent sandbagging, OKRs and bonuses are best kept separate. (See chapter 15, “Continuous Performance Management: OKRs and CFRs.”) Be patient; be resolute. Every process requires trial and error. As Grove told his iOPEC students, Intel “stumbled a lot of times” after adopting OKRs: “We didn’t fully understand the principal purpose of it. And we are kind of doing better with it as time goes on.” An organization may need up to four or five quarterly cycles to fully embrace the system, and even more than that to build mature goal muscle.

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Home screen. Your personal documents are also saved in the Cloud if they have been emailed to your Kindle and if you have enabled Personal Document Archiving on the Manage Your Kindle page.

I’m not quite sure what promotions, if any, are or are not available to me or my colleagues at our level. There seems to be a high rate of turnover that may be, in part, due to a lack of clarity on how to grow within the business.” “While I feel like there is a lot of future opportunity in the organization, I have no idea how to get promoted. My manager has never discussed development or promotion opportunities with me.” “It has never been explained to me what each role entails and what I need to achieve in order to progress. I have only been told by my current and past team leader to ‘carry on how you’re doing,’ which is a compliment. However, it would be better if everyone was given some sort of document which consists of targets you need to hit in order to progress in the company.

As test documentation goes, test plans have the briefest actual lifespan of any test artifact.2 Early in a project, there is a push to write a test plan (see Appendix A, “Chrome OS Test Plan,” for an early Chrome OS test plan). Indeed, there is often an insistence among project managers that a test plan must exist and that writing it is a milestone of some importance. But, once such a plan is written, it is often hard to get any of those same managers to take reviewing and updating it seriously. The test plan becomes a beloved stuffed animal in the hands of a distracted child. We want it to be there at all times. We drag it around from place to place without ever giving it any real attention. We only scream when it gets taken away.

Corporate investors, who have poured billions into the business of mass incarceration, expect long-term returns. And they will get them. It is their lobbyists who write the draconian laws that demand absurdly long sentences, deny paroles, determine immigrant detention laws, and impose minimum-sentence and Three-Strikes laws, which mandate life sentences after three felony convictions. Corrections Corporation of America (CCA), the largest owner of for-profit prisons and immigration detention facilities in the country, earned $1.7 billion in revenues and collected $300 million in profits in 2013.50 CCA holds an average of 81,384 inmates in its facilities on any one day.51 Aramark Holdings Corp., a Philadelphia-based company that contracts through Aramark Correctional Services, provides food for six hundred correctional institutions across the United States.52 Goldman Sachs and other investors acquired it in 2007 for $8.3 billion.53 The three top for-profit prison corporations spent an estimated $45 million over a recent ten-year period for lobbying to keep the prison business flush.54 The resource center In the Public Interest documented in its report “Criminal: How Lockup Quotas and ‘Low-Crime Taxes’ Guarantee Profits for Private Prison Corporations” that private prison companies often sign state contracts that guarantee prison occupancy rates of 90 percent.55 If states fail to meet the quota they have to pay the corporations for the empty beds. CCA in 2011 gave $710,300 in political contributions to candidates for federal or state office, political parties, and so-called 527 groups (PACs and super PACs), the American Civil Liberties Union reported.56 The corporation also spent $1.07 million lobbying federal officials plus undisclosed sums to lobby state officials.57 The GEO Group, one of the nation’s largest for-profit prison management companies, donated $250,000 to Donald Trump in 2017.58 The United States, from 1970 to 2005, increased its prison population by about 700 percent, the ACLU reported.59 Private prisons account for nearly all newly built prisons.60 And nearly half of all immigrants detained by the federal government are shipped to for-profit prisons, according to Detention Watch Network.61

20 percent of scientists in the U.S. Fish and Wildlife Service (USFWS) reported being directed to “inappropriately exclude or alter technical information” from scientific documents. In a survey of EPA scientists, 18 percent said they had experienced frequent or occasional edits during review of documents to “change the meaning of scientific findings.” One high-profile example investigated by the EPA’s Office of Inspector General involved the regulation of mercury emissions from coal-fired plants. In the process of preparing a proposed rule, EPA senior management instructed staffers to manipulate technical and scientific analysis in order to keep costs down for the electric utility industry.

NEXT TIME LEW got up into the embattled altitudes of the San Juans, he noticed out on the trail that besides the usual strikebreaking vigilantes there were now cavalry units of the Colorado National Guard, in uniform, out ranging the slopes and creeksides. He had thought to obtain, through one of the least trustworthy of his contacts in the Mine Owners Association, a safe-passage document, which he kept in a leather billfold along with his detective licenses. More than once he ran into ragged groups of miners, some with deeply bruised or swelling faces, coatless, hatless, shoeless, being herded toward some borderline by mounted troopers. Or the Captain said some borderline. Lew wondered what he should be doing. This was wrong in so many ways, and bombings might help but would not begin to fix it. It wasn’t long before one day he found himself surrounded—one minute aspen-filtered shadows, the next a band of Ku Klux Klan night-riders, and here it was still daytime. Seeing these sheet-sporting vigilantes out in the sunlight, their attire displaying all sorts of laundering deficiencies, including cigar burns, food spills, piss blotches, and shit streaks, Lew found, you’d say, a certain de-emphasis of the sinister, pointy hoods or not. “Howdy, fellers!” he called out, friendly enough. “Don’t look like no nigger,” commented one. “Too tall for a miner,” said another. “Heeled, too. Think I saw him on a poster someplace.” “What do we do? Shoot him? Hang him?” “Nail his dick to a stump, and, and then, set him on fahr,” eagerly accompanied by a quantity of drool visibly soaking the speaker’s hood. “You all are doing a fine job of security here,” Lew beamed, riding through them easy as a herd of sheep, “and I’ll be sure to pass that along to Buck Wells when next I see him.” The name of the mine manager and cavalry commander at Telluride worked its magic. “Don’t forget my name!” hollered the drooler, “Clovis Yutts!” “Shh! Clovis, you hamhead, you ain’t supposed to tell em your name.” What in Creation could be going on up here, Lew couldn’t figure. He had a distinct, sleep-wrecking impression that he ought to just be getting his backside to the trackside, head on down to Denver, and not come up here again till it was all over. Whatever it was. It sure ‘s hell looked like war, and that must be what was keeping him here, he calculated, that possibility. Something like wanting to find out which side he was on without all these doubts. . . .

Why Have Formal Documents? First, writing the decisions down is essential. Only when one writes do the gaps appear and the inconsistencies protrude. The act of writing turns out to require hundreds of mini-decisions, and it is the existence of these that distinguishes clear, exact policies from fuzzy ones. Second, the documents will communicate the decisions to others. The manager will be continually amazed that policies he took for common knowledge are totally unknown by some member of his team.

Finally, a manager's documents give him a data base and checklist. By reviewing them periodically he sees where he is, and he sees what changes of emphasis or shifts in direction are needed.

place. With the world in turmoil, America has generally managed to honor its egalitarian principles and, though some people might disagree, to maintain the basic rights guaranteed to citizens in its founding documents. Freedom to worship as one pleases. Freedom to speak one’s mind. Freedom against unreasonable searches and seizures. Freedom to own a firearm. These are precious liberties, ones that are rare in the world. Freedom together with other promises--such as freedom of assembly and of the press–is standard nowhere else.

As I looked over this curious document, I was particularly struck by a band of text across the bottom. It bore the title “Paperwork Reduction Act Notice” and read: The time needed to complete and file this form will vary depending on individual circumstances. The estimated average time is: The text then cheerfully concluded with a note that if I had comments “concerning the accuracy of these time estimates or suggestions for making this form simpler” the IRS would be happy to hear from me. It provided an address in Washington, D.C., where I could send my comments. The Paperwork Reduction Act, passed in 1980 in the waning days of the Carter administration and amended in 1995, is a classic example of structural deepening gone awry. The law was supposed to improve the efficiency of the U.S. federal government and lighten the burden of paperwork on citizens. In Brian Arthur’s terms, the additional complexity introduced by the law was supposed to improve government performance. But it has not worked. Although the U.S. Office of Management and Budget hired a special staff to review and approve every form and information request of every agency of the federal government, the estimated total time that the U.S. public invested each year fulfilling federal paperwork requirements rose from 4.7 billion hours in 1980 to 6.7 billion hours in 1996.14 More perversely, Form 1001 showed how the law makes government more inefficient and confusing to the average person. My first reaction to the notice at the bottom was to add up the time allotments. Was I really supposed to spend over six and a half hours on this form? The suggested times seemed so precise, and the total amount so daunting, that Form 1001 practically leapt at me with self-importance. And what records, exactly, was I supposed to spend four hours and thirty-two minutes keeping? I hadn’t a clue. In its entirety, Form 1001 resembled the jumble of hoses and wiring under the hood of a modern car, and the “Paperwork Reduction Act Notice” at the bottom was a particularly forbidding clump of complexity.

One of the reasons that my wife appreciated Valentine’s Day this year is because we spent uninterrupted time together. She often complains that I am not fully present with her even when we’re together; she says I’m either checking emails, on the phone, or glued to a screen. Though I don’t appreciate her complaints, I do realize that what she says is true; her case against my frequent screen distractions is not unfounded. Much of that screen time is office related, and the further I move up in management, the less time I seem to have in the evenings to be fully present with my family. To be honest, even when I’m not checking email, my mind is still preoccupied with work and the tasks I didn't finish at the office. When my wife goes to bed, I end up catching up on emails that went unanswered during the day. I finally go to bed when I am too tired to continue, only to wake up the next day and start the cycle all over again. I really do feel like a hamster in a wheel. During my first few years at the company, this wasn’t a big deal. Plus, email wasn’t like it is today. Now I feel like I’m under a continual barrage of email, texts, and documents, and to be honest, it’s exhausting. I am losing motivation to keep moving forward with my company. I’m starting to see that it is impacting my relationship with my wife and kids, and I’m not sure what to do about that. It would be helpful to talk through my options.

Spec (Specification) — A document that tells you how it is. The process of writing a specification tends to be more useful than someone reading it.

Crucially, most of the existing Harrah’s debt did not have to be refinanced. Because it was not secured by any collateral, suddenly Harrah’s could issue senior debt backed by the company’s assets. It would do so in the LBO deal, pushing $4.5 billion of existing debt to the bottom of the totem pole in a $25 billion debt stack. This was cruel. Those existing unsecured bonds crashed in price as they were last in line to be repaid. But the maneuver allowed Apollo and TPG to issue new debt more cheaply. And it illustrated one of the key legal principles that would echo through this case: Debtholders’ relationship with the company remains strictly contractual. Any rights they have must be bargained for and embedded in documents. The management and board of a company, in contrast, have fiduciary duties which dictate that they maximize shareholder value.

Building on the Pentagon’s anthrax simulation (1999) and the intelligence agency’s “Dark Winter” (2001), Atlantic Storm (2003, 2005), Global Mercury (2003), Schwartz’s “Lockstep” Scenario Document (2010), and MARS (2017), the Gates-funded SPARS scenario war-gamed a bioterrorist attack that precipitated a global coronavirus epidemic lasting from 2025 to 2028, culminating in coercive mass vaccination of the global population. And, as Gates had promised, the preparations were analogous to “preparing for war.”191 Under the code name “SPARS Pandemic,” Gates presided over a sinister summer school for globalists, spooks, and technocrats in Baltimore. The panelists role-played strategies for co-opting the world’s most influential political institutions, subverting democratic governance, and positioning themselves as unelected rulers of the emerging authoritarian regime. They practiced techniques for ruthlessly controlling dissent, expression, and movement, and degrading civil rights, autonomy, and sovereignty. The Gates simulation focused on deploying the usual psyops retinue of propaganda, surveillance, censorship, isolation, and political and social control to manage the pandemic. The official eighty-nine-page summary is a miracle of fortune-telling—an uncannily precise month-by-month prediction of the 2020 COVID-19 pandemic as it actually unfolded.192 Looked at another way, when it erupted five years later, the 2020 COVID-19 contagion faithfully followed the SPARS blueprint. Practically the only thing Gates and his planners got wrong was the year. Gates’s simulation instructs public health officials and other collaborators in the global vaccine cartel exactly what to expect and how to behave during the upcoming plague. Reading through the eighty-nine pages, it’s difficult not to interpret this stunningly prescient document as a planning, signaling, and training exercise for replacing democracy with a new regimen of militarized global medical tyranny. The scenario directs participants to deploy fear-driven propaganda narratives to induce mass psychosis and to direct the public toward unquestioning obedience to the emerging social and economic order. According to the scenario narrative, a so-called “SPARS” coronavirus ignites in the United States in January 2025 (the COVID-19 pandemic began in January 2020). As the WHO declares a global emergency, the federal government contracts a fictional firm that resembles Moderna. Consistent with Gates’s seeming preference for diabolical cognomens, the firm is dubbed “CynBio” (Sin-Bio) to develop an innovative vaccine using new “plug-and-play” technology. In the scenario, and now in real life, Federal health officials invoke the PREP Act to provide vaccine makers liability protection.

Here are some other items you can include on your Project Completion Checklist. I encourage you to personalize it for your own needs: Answer postmortem questions: What did you learn? What did you do well? What could you have done better? What can you improve for next time? Communicate with stakeholders: Notify your manager, colleagues, clients, customers, shareholders, contractors, etc., that the project is complete and what the outcomes were. Evaluate success criteria: Were the objectives of the project achieved? Why or why not? What was the return on investment? Officially close out the project and celebrate: Send any last emails, invoices, receipts, feedback forms, or documents, and celebrate your accomplishments with your team or collaborators so you receive the feeling of fulfillment for all the effort you put in.

she had a document drafted and signed by each of the men. I would manage the estate for the next ten years at which stage they would review it each year until Blair was old enough to ascertain his wishes. I would be paid 100 pounds a year and 15 acres of land would be mine.

Roadmap Companies generally collect their product plans into a roadmap. A roadmap is a document that shows what the company/product is doing now, what the company/product plans to do over the next N months, what the company/product plans to do later, roughly how much effort each high-level task will take, what products the company will create, and what features they will have, etc.

A tool, not a weapon. The OKR system, Grove wrote, “is meant to pace a person—to put a stopwatch in his own hand so he can gauge his own performance. It is not a legal document upon which to base a performance review.” To encourage risk taking and prevent sandbagging, OKRs and bonuses are best kept separate. (See chapter 15, “Continuous Performance Management: OKRs and CFRs.”)

Libraries of the Future is, in fact, one of the founding documents of what is now called digital library research, which includes (among other things) our efforts to manage information in that sprawling mass of data known as the World Wide Web.

If you can’t resist the urge to include your most brilliant ideas in the process, then you can include them in your prework. Write all of your best ideas in a giant document, delete it, and never mention any of them again. Now that those ideas are out of your head, your head is cleared for the work ahead.

If multiple teams have direct access to a shared block of software code or some part of a database, they slow each other down. Whether they’re allowed to change the way the code works, change how the data are organized, or merely build something that uses the shared code or data, everybody is at risk if anybody makes a change. Managing that risk requires a lot of time spent in coordination. The solution is to encapsulate, that is, assign ownership of a given block of code or part of a database to one team. Anyone else who wants something from that walled-off area must make a well-documented service request via an API.

One day our General Counsel went to Leslie and said: “You didn’t sign this huge contract with Disney! Why is Camille’s name on it?” Leslie responded: The person who is living and breathing the contract needs to be the person who owns and signs the contract, not a head of a function or a VP. That takes responsibility of the project away from the person who should be responsible. Obviously, I look at those contracts too. But Camille is proud of what she accomplished. This is her thing, not mine. She is psychologically invested, and I want to keep her that way. I’m not going to take ownership away from her by putting my name on the deal. Leslie was right, and we follow her example across Netflix today. At Netflix you don’t need management to sign off for anything. If you’re the informed captain, take ownership—sign the document yourself.

Paul Angerame Shows The various financial and non-financial applications of blockchain include those for managing supply chains, cryptocurrency, and legal documents

Take a look at your calendar and write down your role in meetings. This goes for explicit roles, like owning a meeting’s agenda, and also for more nuanced roles, like being the first person to champion others’ ideas, or the person who is diplomatic enough to raise difficult concerns. Take a second pass on your calendar for non-meeting stuff, like interviewing and closing candidates. Look back over the past six months for recurring processes, like roadmap planning, performance calibrations, or head count decisions, and document your role17 in each of those processes. For each of the individuals you support, in which areas are your skills and actions most complementary to theirs? How do you help them? What do they rely on you for? Maybe it’s authorization, advice navigating the organization, or experience in the technical domain. Audit inbound chats and emails for requests and questions coming your way. If you keep a to-do list, look at the categories of the work you’ve completed over the past six months, as well as the stuff you’ve been wanting to do but keep putting off. Think through the external relationships that have been important for you in your current role. What kinds of folks have been important, and who are the strategic partners that someone needs to know?

Economics and P&L What are the per-unit economics of the device? That is, what is the expected gross profit and contribution profit per unit? What is the rationale for the price point you have chosen for the product? How much will we have to invest up front to build this product in terms of people, technology, inventory, warehouse space, and so on? For this section of the PR/FAQ, ideally one or more members of your finance team will work with you to understand and capture these costs so you can include a simplified table of the per-unit economics and a mini P&L in the document. A resourceful entrepreneur or product manager can do this work themselves if they do not have a finance manager or team. For new products, the up-front investment is a major consideration. In the case of Melinda, there is a requirement for 77 people to work on the hardware and software, for an annualized cost of roughly $15 million. This means that the product idea needs to have the potential to earn well in excess of $15 million per year in gross profit to be worth building. The consumer questions and economic analysis both have an effect on the product price point, and that price point, in turn, has an effect on the size of the total addressable market. Price is a key variable in the authoring of your PR/FAQ. There may be special assumptions or considerations that have informed your calculation of the price point—perhaps making it relatively low or unexpectedly high—that need to be called out and explained. Some of the best new product proposals set a not-to-exceed price point because it forces the team to innovate within that constraint and face the tough trade-offs early on. The problem(s) associated with achieving that price point should be fully explained and explored in the FAQ.

Human lifetimes are time documented by time, employment is compensated by documented time for work; and the value of life is expensive. No one is wealthy enough to buy time for infinity...so why let them waste yours! #Studypeople who do not value the #expense of life & time...gain old, but common #wisdom. #Studypeople who value the expense of life & time...gain new but uncommon wisdom. Last year will never repeat in your #lifetime, neither will the New Year. Consider how you manage the #destiny #distraction of #timewasters... I reset my #NewYear clock with an alarm to signal the entry of expensive time wasters, so I can kindly show them back to the exit point. People who consciously care to connect their active purpose with others who value share them, are more likely to make most of time's expense, rather than waste time, as if forever could be spared.

In a 2006 interview by Jim Gray, Amazon CTO Werner Vogels recalled another watershed moment: We went through a period of serious introspection and concluded that a service-oriented architecture would give us the level of isolation that would allow us to build many software components rapidly and independently. By the way, this was way before service-oriented was a buzzword. For us service orientation means encapsulating the data with the business logic that operates on the data, with the only access through a published service interface. No direct database access is allowed from outside the service, and there’s no data sharing among the services.3 That’s a lot to unpack for non–software engineers, but the basic idea is this: If multiple teams have direct access to a shared block of software code or some part of a database, they slow each other down. Whether they’re allowed to change the way the code works, change how the data are organized, or merely build something that uses the shared code or data, everybody is at risk if anybody makes a change. Managing that risk requires a lot of time spent in coordination. The solution is to encapsulate, that is, assign ownership of a given block of code or part of a database to one team. Anyone else who wants something from that walled-off area must make a well-documented service request via an API.

If any of the news coverage had drawn blood, Meta wasn’t going to show it. Zuckerberg told the company’s People Planning team to bring him an aggressive hiring target for 2022. When they brought him an unprecedentedly ambitious plan to bring on 40,000 new staffers that year, Zuckerberg took the one-page document—known as “the napkin”—and then passed it back with a handwritten instruction to hire 8,000 more. “If we don’t hit these targets it’s game over,” Recruiting VP Miranda Kalinowski told the managers on her staff. To handle the deluge of hiring, Meta brought on an additional 1,000 recruiters between the last quarter of 2021 and the first quarter of the following year. Few of the new staffers would be slated to go into integrity work. Zuckerberg had declared that the company’s existing products were no longer its future, and Haugen’s document breach had solidified a sense that researchers and data scientists working on societal problems contained a potential corporate fifth column.

Much to Israel’s concern, in Vienna migrants could quite easily redirect their journey, and there is evidence that some had already tried to do so in the late 1950s.19 Some of those who sought to change their final destination in Vienna contacted the West German embassy with the goal of traveling on to the FRG. However, at that point, the embassy refused to assist them, because the Federal Republic wanted to avoid trouble with Israel, especially given that Israeli representatives tried to prevent such contact.20 Although the available documentation does not reveal how the migrants to Germany who followed this path managed to enter the country, it is clear that some did. Some migrants even asked the expellee authorities to refund their travel expenses, though mostly without success.21

For a story on Facebook’s failings in developing countries, Newley Purnell and Justin Scheck found a woman who had been trafficked from Kenya to Saudi Arabia, and they were looking into the role Facebook had played in recruiting hit men for Mexican drug lords. That story would reveal that Facebook had failed to effectively shut down the presence of the Jalisco New Generation Cartel on Facebook and Instagram, allowing it to repeatedly post photos of extreme gore, including severed hands and beheadings. Looking into how the platform encouraged anger, Keach Hagey relied on documents showing that political parties in Poland had complained to Facebook that the changes it had made around engagement made them embrace more negative positions. The documents didn’t name the parties; she was trying to figure out which ones. Deepa Seetharaman was working to understand how Facebook’s vaunted AI managed to take down such a tiny percentage—a low single-digit percent, according to the documents Haugen had given me—of hate speech on the platform, including constant failures to identify first-person shooting videos and racist rants.

The organizations used to embed their knowledge in documentation, culture and structure. Then they shifted to cloud and Artificial Intelligence.

Succession planning is thinking through how the organization would function without you, documenting those gaps, and starting to fill them in. It’s awkward enough to talk about that it doesn’t get much discussion, but it’s a foundational skill for building an enduring organization.

Finally, the one thing that I’ve found at companies with very few interruptions and have observed almost nowhere else: really great, consistently available documentation. It’s probably even harder to bootstrap documentation into a non-documenting company than it is to bootstrap unit tests into a non-testing company, but the best solution to frequent interruptions I’ve seen is a culture of documentation, documentation reading, and a documentation search that actually works.

Being able to predict next year’s prices is enormously important to management. Being able to predict prices in five and ten years hence is a major strategic advantage. The managements of certain aggressive companies have realized that well-documented cost behavior could be factored into their pricing strategies. They set pricing and investment strategies as a function of volume-driven costs. At times, they reduced prices below current costs in anticipation of the decline in costs that they knew would result from expansion of volume. Capacity was added ahead of demand. The earliest companies to adopt experience-based strategies ran roughshod over their slower-adapting competitors. They often preempted their competitors by claiming enough of a growing demand so that when their competitors attempted a response, little volume remained, and the leaders’ costs could not be matched.

Thus, multiple regression requires two important tasks: (1) specification of independent variables and (2) testing of the error term. An important difference between simple regression and multiple regression is the interpretation of the regression coefficients in multiple regression (b1, b2, b3, …) in the preceding multiple regression model. Although multiple regression produces the same basic statistics discussed in Chapter 14 (see Table 14.1), each of the regression coefficients is interpreted as its effect on the dependent variable, controlled for the effects of all of the other independent variables included in the regression. This phrase is used frequently when explaining multiple regression results. In our example, the regression coefficient b1 shows the effect of x1 on y, controlled for all other variables included in the model. Regression coefficient b2 shows the effect of x2 on y, also controlled for all other variables in the model, including x1. Multiple regression is indeed an important and relatively simple way of taking control variables into account (and much easier than the approach shown in Appendix 10.1). Key Point The regression coefficient is the effect on the dependent variable, controlled for all other independent variables in the model. Note also that the model given here is very different from estimating separate simple regression models for each of the independent variables. The regression coefficients in simple regression do not control for other independent variables, because they are not in the model. The word independent also means that each independent variable should be relatively unaffected by other independent variables in the model. To ensure that independent variables are indeed independent, it is useful to think of the distinctively different types (or categories) of factors that affect a dependent variable. This was the approach taken in the preceding example. There is also a statistical reason for ensuring that independent variables are as independent as possible. When two independent variables are highly correlated with each other (r2 > .60), it sometimes becomes statistically impossible to distinguish the effect of each independent variable on the dependent variable, controlled for the other. The variables are statistically too similar to discern disparate effects. This problem is called multicollinearity and is discussed later in this chapter. This problem is avoided by choosing independent variables that are not highly correlated with each other. A WORKING EXAMPLE Previously (see Chapter 14), the management analyst with the Department of Defense found a statistically significant relationship between teamwork and perceived facility productivity (p <.01). The analyst now wishes to examine whether the impact of teamwork on productivity is robust when controlled for other factors that also affect productivity. This interest is heightened by the low R-square (R2 = 0.074) in Table 14.1, suggesting a weak relationship between teamwork and perceived productivity. A multiple regression model is specified to include the effects of other factors that affect perceived productivity. Thinking about other categories of variables that could affect productivity, the analyst hypothesizes the following: (1) the extent to which employees have adequate technical knowledge to do their jobs, (2) perceptions of having adequate authority to do one’s job well (for example, decision-making flexibility), (3) perceptions that rewards and recognition are distributed fairly (always important for motivation), and (4) the number of sick days. Various items from the employee survey are used to measure these concepts (as discussed in the workbook documentation for the Productivity dataset). After including these factors as additional independent variables, the result shown in Table 15.1 is

Facilitate and document business analysis. Assist the project manager in defining project scope. Estimate needed time and resources. Define and design interfaces to external applications.

successful businesses operate with a crystal clear vision that is shared by everyone. They have the right people in the right seats. They have a pulse on their operations by watching and managing a handful of numbers on a weekly basis. They identify and solve issues promptly in an open and honest environment. They document their processes and ensure that they are followed by everyone. They establish priorities for each employee and ensure that a high level of trust, communication, and accountability exists on each team.

Papers are organized into only three categories: needs attention, should be saved (contractual documents), and should be saved (others). The point is to keep all papers in one category in the same container or folder and to purposely refrain from subdividing them any further by content. In other words, you only need three containers or folders. Don’t forget that the “needs attention” box ought to be empty. If there are papers in it, be aware that this means you have left things undone in your life that require your attention. Although I have never managed to completely empty my “needs attention” box, this is the goal to which we should aspire.

Skills Mistakes: Leadership Too Weak, Communication Too Poor Undervaluing and underinvesting in the human side of innovation is another common mistake. Top managers frequently put the best technical people in charge, not the best leaders. These technically oriented managers, in turn, mistakenly assume that ideas will speak for themselves if they are any good, so they neglect external communication. Or they emphasize tasks over relationships, missing opportunities to enhance the team chemistry necessary to turn undeveloped concepts into useful innovations. Groups that are convened without attention to interpersonal skills find it difficult to embrace collective goals, take advantage of the different strengths various members bring, or communicate well enough to share the tacit knowledge that is still unformed and hard to document while an innovation is under development. It takes time to build the trust and interplay among team members that will spark great ideas. MIT researchers have found that for R&D team members to be truly productive, they have to have been on board for at least two years. At one point, Pillsbury realized that the average length of time the company took to go from new product idea to successful commercialization was 24 to 26 months, but the average length of time people spent on product teams was 18 months. No wonder the company was falling behind in innovation.

Proxy rules: A “proxy” is a document in which the shareholder appoints someone (typically management) to cast his vote for one or more specified actions.

Preparation of Financial Statements - A Simple Summary •AR-C 70 is applicable when the accountant is engaged to prepare financial statements and is not applicable when the accountant is engaged to perform a compilation or if the accountant is merely assisting with bookkeeping •The objective of the accountant is to prepare financial statements in accordance with the chosen reporting framework •The financial statements can be prepared in accordance with GAAP or a special purpose reporting framework •The financial statements can be distributed to third parties (and not just management) •The accountant must either: ·State on each financial statement page that “no assurance is provided,” or ·Provide a disclaimer •Documentation requirements include: ·The engagement letter, and ·The financial statements •An engagement letter must be signed by: ·The accountant or the accountant’s firm, and ·Management or those charged with governance •No report (e.g., compilation report) is attached to the financial statements •Consideration of independence is not required •Substantially all disclosures can be omitted •The omission of substantially all disclosures should be: ·Disclosed on the face of the financial statements, or ·In a note •Selected disclosures can be provided •Departures from the applicable financial reporting framework should be: ·Disclosed on the face of the financial statements, or ·In a note •A preparation engagement may be applied to historical financial statements and to: ·Historical information (e.g., specified items of a financial statement) and ·Prospective information, including: ·Budgets ·Forecasts, or ·Projections •A preparation engagement can be performed in relation to prescribed forms (e.g., bank personal financial statements) •Mark draft financial statements with appropriate wording (e.g., Draft Financial Statements)

In summary, successful businesses operate with a crystal clear vision that is shared by everyone. They have the right people in the right seats. They have a pulse on their operations by watching and managing a handful of numbers on a weekly basis. They identify and solve issues promptly in an open and honest environment. They document their processes and ensure that they are followed by everyone. They establish priorities for each employee and ensure that a high level of trust, communication, and accountability exists on each team.

Despite the repeated and well-documented misdeeds of ITT NV managers, not one was charged with a crime, and therefore, not one was sent to prison.

The rise of the Rockefeller family was made possible from two angles by the Rothschilds. One was by the large subsidies placed on transports of Rockefeller oil. The documents of the American trade register prove that the Rothschilds, since 1896, have owned ninety-six percent of the American railways. This made it possible to transport oil on rail. When John D. Rockefeller wanted to expand, he received the financial support he needed to do so from the Rothschilds through their National City Bank of Cleveland. In exchange, the Rockefellers had to transport their oil via the Rothschilds railways. An illegal agreement saw to it that the Rockefellers received a bonus for the amount of oil they transported by train. Because of this agreement nobody could compete with the Rothschilds in transporting Rockefeller oil. This was all arranged by Jacob Schiff, of the company Kuhn & Loeb, the brain behind the foundation of the Rockefeller imperium. Under the authority of the Rothchilds, Kuhn, Loeb & Co. continue to manage the Rockefeller capital, which is valued at over 400 billion dollars. In 1950 the New York Times reported L.L. Strauss, a partner with Kuhn, Loeb & Co., as the financial adviser to the Rockefeller estate. Because of this, every investment had to be approved and signed by a partner of Kuhn, Loeb & Co. According to the periodical Fortune in 1985, the wealth of the Rockefellers was spread amongst more than 200 companies. These companies include six of the largest industrial companies in America, six of the largest banks, five of the largest insurance companies and three of the largest companies from different branches (electricity, water, infrastructure, fruits, oil, gold, and others). Not including the remaining 180 other companies, the total assets of these twenty giants amount to 460 billion dollars.

AICPA peer review checklists are free and can be obtained by Googling “AICPA Peer Review Checklist.” Use the most recent checklist (they often change). Minimum Documentation SSARS 21 states that the minimum documentation requirements are as follows: Establish your firm’s minimum work paper documentation. What work papers are required for each type of engagement? Will your firm require the preparer to sign off on each work paper? When the partner or manager reviews the work papers, will she initial each reviewed work paper or just a summary review sheet? Authority to Issue Determine who has the authority to issue financial statements and compilation reports. Here are a few questions to consider: •Who has authority to issue financial statements using the preparation guidance? •Who has authority to issue financial statements using the compilation guidance? •Will your firm require a second partner review of each initial preparation engagement? •Will annual compilation reports be reviewed by a second partner? Quality Control - A Simple Summary •Well-designed templates will: ·Enhance your firm’s compliance with professional standards, and ·Increase your efficiency •Create templates for those work products that you expect to issue most often (e.g., tax-basis preparation financial statements) •In developing your templates: ·Include the minimum required work papers and reports ·Vet your templates using the AICPA peer review checklists •Determine who has the authority to issue different work products (e.g., preparation, compilation, monthly, annual)

Leo, I don’t know for sure if he would’ve shot me. But after all the other shit he’d let happen, I fought for my life, I fought for my mom, I fought for Gen. I figured if I died, there’d be no one to keep him from hurting them. We wrestled around with the gun between us, and fell to the floor. The gun went off and I knew I was dead. We were both still for a long time until I realized that my pain wasn't from a gunshot wound. I pushed him off me and realized that he was dead, bleeding out from the bullet in his stomach. I managed to get up and I picked up the weapon off the floor. Of course, just like a damn movie, my mom and Gen walked in while I was standing over a dead body holding a weapon. My mom started screaming, Gen started wailing. I tried to explain, but she was afraid of me, telling me to stay away from them. I dropped the gun and ran. “I slept in the park that night, the pain so fucking intense I wished for death. I ended up turning myself in. The police officers were not so gentle with me after I killed one of their own, but one officer believed me. He brought the DA to me and they got me to a hospital. There was clear evidence of long-term violence and gang rape. They didn’t prosecute me, I was never charged, it was deemed a justifiable homicide. All the medical records and legal documents were sealed for my protection. “When

My Valet inquired of the Sands’ receptionist, “Ma’am, I’m delivering a personal message to Mr. Howard Hughes. Can you tell me which room he’s at?” The receptionist replied, “I’m sorry sir, we were given strict instructions not to disturb Mr. Hughes under any circumstances. Would you like us to forward a message to him?” “I need to see him in person. It’s an important document I have to hand to him personally,” Andy quickly answered. “Oh! Can you please wait for a moment while I consult my manager?

Frank Fiorini, better known as Frank Sturgis, had an interesting career that started when he quit high school during his senior year to join the United States Marine Corps as an enlisted man. During World War II he served in the Pacific Theater of Operations with Edson’s Raiders, of the First Marine Raiders Battalion under Colonel “Red Mike.” In 1945 at the end of World War II, he received an honorable discharge and the following year joined the Norfolk, Virginia Police Department. Getting involved in an altercation with his sergeant, he resigned and found employment as the manager of the local Havana-Madrid Tavern, known to have had a clientele consisting primarily of Cuban seamen. In 1947 while still working at the tavern, he joined the U.S. Navy’s Flight Program. A year later, he received an honorable discharge and joined the U.S. Army as an Intelligence Officer. Again, in 1949, he received an honorable discharge, this time from the U.S. Army. Then in 1957, he moved to Miami where he met former Cuban President Carlos Prío, following which he joined a Cuban group opposing the Cuban dictator Batista. After this, Frank Sturgis went to Cuba and set up a training camp in the Sierra Maestra Mountains, teaching guerrilla warfare to Castro’s forces. He was appointed a Captain in Castro’s M 26 7 Brigade, and as such, he made use of some CIA connections that he apparently had cultivated, to supply Castro with weapons and ammunition. After they entered Havana as victors of the revolution, Sturgis was appointed to a high security, intelligence position within the reorganized Cuban air force. Strangely, Frank Sturgis returned to the United States after the Cuban Revolution, and mysteriously turned up as one of the Watergate burglars who were caught installing listening devices in the National Democratic Campaign offices. In 1973 Frank A. Sturgis, E. Howard Hunt, Eugenio R. Martínez, G. Gordon Liddy, Virgilio R. “Villo” González, Bernard L. Barker and James W. McCord, Jr. were convicted of conspiracy. While in prison, Sturgis feared for his life if anything he had done, regarding his associations and contacts, became public knowledge. In 1975, Sturgis admitted to being a spy, stating that he was involved in assassinations and plots to overthrow undisclosed foreign governments. However, at the Rockefeller Commission hearings in 1975, their concluding report stated that he was never a part of the CIA…. Go figure! In 1979, Sturgis surfaced in Angola where he trained and helped the rebels fight the Cuban-supported communists. Following this, he went to Honduras to train the Contras in their fight against the communist-supported Sandinista government. He also met with Yasser Arafat in Tunis, following which he was debriefed by the CIA. Furthermore, it is documented that he met and talked to the Venezuelan terrorist Ilich Ramírez Sánchez, or Carlos the Jackal, who is now serving a life sentence for murdering two French counter intelligence agents. On December 4, 1993, Sturgis suddenly died of lung cancer at the Veterans Hospital in Miami, Florida. He was buried in an unmarked grave south of Miami…. Or was he? In this murky underworld, anything is possible.

Even if the public issue is fully subscribed, the stock price post listing might fall below the offer price. It might take long time for it to climb back to that level. In this case, the company issuing the stocks and the organization that ran the issue are not affected, but the investors who invested with them. A provision called ‘Safety net’ helps investors to escape from this tragedy. Under this provision the lead manager should buy the stocks back from the investor at the issue price if it falls beneath the offer price. Offer document normally indicates if safety net is in place for the corresponding public issue.

Where is the company exposed? What are the red flags? • How can we increase profits and reduce the risks? • What management decisions and practices should be reevaluated? • What mistakes can be avoided when selling? • What documents and other information should be prepared? • How can you make due diligence less arduous? • What areas of weakness need to be addressed? • How do companies leave dollars on the table? First

Rightly known as the father of our Constitution, he was the prime mover behind that magnificent document and known as well as the primary author of the Bill of Rights. The knowledge that enabled these achievements came in large part from reading, an occupation to which Madison dedicated himself from his youngest years. Even as a boy, he knew the power of the printed word to enlarge experience. He saw how books could teach about times and places that one could otherwise never know. During his college years ... Madison encountered more books than he had ever seen before and well-trained minds to test himself against ... As early as 1783, Madison began an intensive course of reading to assess the alternatives [to the Articles of Confederation]. He implored his friend Thomas Jefferson, then in Paris, to send him books. In spite of the fact that he never traveled far from where he was born, Cheney points out, Madison profoundly influenced the shaping of American thought. "And from within it," she writes, "using books as his lever, he managed to move the world.

Anna, did you just indirectly admit to liking me?” She drew in a swift breath and saw from his expression that while he was teasing, he was also… fishing. “Of course I like you. I like you entirely too well, and it is badly done of you to make me admit it.” “Well, let’s go from bad to worse, then, and you can tell me precisely why you like me.” “You are serious?” “I am. If you want, I will return the favor, though we have only several hours, and my list might take much longer than that.” He is flirting with me, Anna thought, incredulous. In his high-handed, serious way, the Earl of Westhaven had just paid her a flirtatious compliment. A lightness spread out from her middle, something of warmth and humor and guilty pleasure in it. “All right.” Anna nodded briskly. “I like that you are shy and honorable in the ways that count. I like that you are kind to Morgan, and to your animals, and old Nanny Fran. You are as patient with His Grace as a human can be, and you adore your brother. You are fierce, too, though, and can be decisive when needs must. You are also, I think, a romantic, and this is no mean feat for a man who spends half his days with commercial documents. Mostly, I like that you are good; you look after those who depend on you, you have gratitude for your blessings, and you don’t think enough of yourself.” Beside her, the earl was again silent. “Shall I go on?” Anna asked, feeling a sudden awkwardness. “You could not possibly pay me any greater series of compliments than you just have,” he said. “The man you describe is a paragon, a fellow I’d very much like to meet.” “See?” Anna nudged him with her shoulder. “You do not think enough of yourself. But I can also tell you the parts of you that irritate me—if that will make you feel better?” “I irritate you?” The earl’s eyebrows rose. “This should be interesting. You gave me the good news first, fortifying me for more burdensome truths, so let fly.” “You are proud,” Anna began, her tone thoughtful. “You don’t think your papa can manage anything correctly, and you won’t ask your brothers nor mother nor sisters even, for help with things directly affecting them. I wonder, in fact, if you have anybody you would call a friend.” “Ouch. A very definite ouch, Anna. Go on.” “You have forgotten how to play,” Anna said, “how to frolic, though I cannot fault you for a lack of appreciation for what’s around you. You appreciate; you just don’t seem to… indulge yourself.” “I see. And in what should I indulge myself?” “That is for you to determine,” she replied. “Marzipan has gone over well, I think, and sweets in general. You have indulged your love of music by having Val underfoot. As to what else brings you pleasure, you would be the best judge of that.” The earl turned down a shady lane lined with towering oaks and an understory of rhododendrons in vigorous bloom. “It was you,” he said. “Before Val moved in, I thought it was a neighbor playing the piano late in the evenings, but it was you. Were you playing for me?” Anna glanced off to the park beyond the trees and nodded.