Representing A Team Quotes

The entire belief was insulting to many of us, but nonetheless, the term “top trained,” which would come to be regurgitated with great regularity by hospital administration and by Dr. Kowatch, would eventually evolve to become what I would describe as an unhealthy infatuation, one that I now understand represented the developing disconnect between the majority of the Heart Center team and hospital administration, which would ultimately have detrimental effects on the program, which would become visible to all in the near future.

Race scholars use the term white supremacy to describe a sociopolitical economic system of domination based on racial categories that benefits those defined and perceived as white. This system of structural power privileges, centralizes, and elevates white people as a group. If, for example, we look at the racial breakdown of the people who control our institutions, we see telling numbers in 2016–2017: - Ten richest Americans: 100 percent white (seven of whom are among the ten richest in the world) - US Congress: 90 percent white - US governors: 96 percent white - Top military advisers: 100 percent white - President and vice president: 100 percent white - US House Freedom Caucus: 99 percent white - Current US presidential cabinet: 91 percent white - People who decide which TV shows we see: 93 percent white - People who decide which books we read: 90 percent white - People who decide which news is covered: 85 percent white - People who decide which music is produced: 95 percent white - People who directed the one hundred top-grossing films of all time, worldwide: 95 percent white - Teachers: 82 percent white - Full-time college professors: 84 percent white - Owners of men’s professional football teams: 97 percent white These numbers are not describing minor organizations. Nor are these institutions special-interest groups. The groups listed above are the most powerful in the country. These numbers are not a matter of “good people” versus “bad people.” They represent power and control by a racial group that is in the position to disseminate and protect its own self-image, worldview, and interests across the entire society.

The basis of my own addiction, I know, is my simple human need for Darcy to get off with Elizabeth. Tom says football guru Nick Hornby says in his book that men's obsession with football is not vicarious. The testosterone-crazed fans do not wish themselves on the pitch, claims Hornby, instead seeing their team as their chosen representatives, rather like parliament. That is precisely my feeling about Darcy and Elizabeth. They are my chosen representatives in the field of shagging, or, rather, courtship. I do not, however, wish to see any actual goals. I would hate to see Darcy and Elizabeth in bed, smoking a cigarette afterwards. That would be unnatural and wrong and I would quickly lose interest.

Representatives of the investigation team and experienced psychiatrists established that the members of the criminal gang, or, perhaps, one of them (suspicion for this fell principally on Korovyev), were hypnotists of unprecedented power,

Everything,” a journalist observed, “tended to represent the home of a man who has battled hard with the fortunes of life, and whose hard experience had taught him to enjoy whatever of success belongs to him, rather in solid substance than in showy display.

Sports represent a shared vision of how we continue, as individual, team, or community, to experience a happiness or absence of care so intense, so rare, and so fleeting that we associate their experience with experience otherwise described as religious or we say the sports experience must be the tattered remnant of an experience which was once described, when first felt, as religious.

Ian also had issues with Elizabeth’s management, especially the way she siloed the groups off from one another and discouraged them from communicating. The reason she and Sunny invoked for this way of operating was that Theranos was “in stealth mode,” but it made no sense to Ian. At the other diagnostics companies where he had worked, there had always been cross-functional teams with representatives from the chemistry, engineering, manufacturing, quality control, and regulatory departments working toward a common objective. That was how you got everyone on the same page, solved problems, and met deadlines.

The uniqueness of different colours represents the uniqueness of individuals!

A Sport Teaches Us Exciting Life Lessons, But If You Are Attached To A Particular Team Or Some Players Because They Represent Or Bring Glory To Your Country, An Emotional Roller Coaster Is Guaranteed”.

On a cohesive team, leaders are not there simply to represent the departments that they lead and manage but rather to solve problems that stand in the way of achieving success for the whole organization. That means they’ll readily offer up their departments’ resources when it serves the greater good of the team, and they’ll take an active interest in the thematic goal regardless of how closely related it is to their functional area.

You see, girls are supposed to run. "It can damage the reproductive system"... The issue is put to a vote and Cheryl is eventually allowed on track provided that she keeps away from the boys on the team as she represents a "distraction".

The fact that parts of Biden’s base had pushed for him to pick Representative Barbara Lee of California as his running mate had helped the Trump team with its messaging, since Lee was known for her ties to far-left groups and being openly pro-socialism.

The same cannot be said of James Buchanan. His impact is still being felt today. For it was Buchanan who guided Pinochet’s team in how to arrange things so that even when the country finally returned to representative institutions, its capitalist class would be all but permanently entrenched in power.

That’s one small example, of a thousand that might happen over the course of an evening, of how a trusting team operates. And it’s why hiring is such a sobering responsibility. Because when you’re hiring, you’re hiring not only the people who are going to represent and support you, but the people who are going to represent and support the team already working for you. Morale is fickle, and even one individual can have an outsize and asymmetrical impact on the team, in either direction. Bring in someone who’s optimistic and enthusiastic and really cares, and they can inspire those around them to care more and do better. Hire someone lazy, and it means your best team members will be punished for their excellence, picking up the slack so the overall quality doesn’t drop. At the end of the day, the best way to respect and reward the A players on your team is to surround them with other A players. This is how you attract more A players. And it means you must invest as much energy into hiring as you expect the team to invest in their jobs. You cannot expect someone to keep giving all of themselves if you put someone alongside them who isn’t willing to do the same. You need to be as unreasonable in how you build your team as you are in how you build your product or experience. It’s also why you’ve got to hire slow. It’s so dreadful to be shorthanded that managers tend to rush in and find a body to fill the void. I know what it’s like to think, We need someone so desperately—how bad could this person be?

The best part about wearing capes is the pin (well… unless someone puts a tracker in the pin). Most of the time, this is where we wear our family crest—but the Foxfire uniform uses the grade level’s mascot. And Team Valiant has special pins to represent the Prime Sources (because we’re fancy like that!).

I realize how much I’ve missed while I’ve been busy telling my own story. Now I’m part of something much bigger. With the team, I’m representing sixty million displaced people across the world. It’s a huge responsibility, but I know my job. I have a message to spread: that being a refugee is not a choice. That we too can achieve great things.

Those of us who love sports don't always love sportsmen and women. Our love for them is conditional on them being on our side, playing on our team, competing in our colors. We can admire an opponent but we never love them, not the way we love the ones who represent us, because when ours win, it feels like we win too. They become symbols of everything we ourselves want to be.

[A] people needs to understand what freedom is. We Americans are fortunate that the Founders and their generation possessed that understanding. They knew that freedom, per se, is not enough. They knew that freedom must be limited to be preserved. This paradox is difficult for many students to grasp. Young people generally think freedom means authority figures leaving them alone so they can "do their own thing." That's part of what it means to be free, but true freedom involves much, much more. As understood by our Founders and by the best minds of the young republic, true freedom is always conditioned by morality. John Adams wrote, "I would define liberty as a power to do as we would be done by." In other words, freedom is not the power to do what one can, but what one ought. Duty always accompanies liberty. Tocqueville similarly observed, "No free communities ever existed without morals." The best minds concur: there must be borders: freedom must be limited to be preserved. What kinds of limits are we talking about? * The moral limits of right and wrong, which we did not invent but owe largely to our Judeo-Christian heritage. * Intellectual limits imposed by sound reasoning. Again, we did not invent these but are in debt largely to Greco-Roman civilization, from the pre-Socratic philosophers forward. * Political limits such as the rule of law, inalienable rights, and representative institutions, which we inherited primarily from the British. * Legal limits of the natural and common law, which we also owe to our Western heritage. * Certain social limits, which are extremely important to the survival of freedom. These are the habits of our hearts--good manners, kindness, decency, and willingness to put others first, among other things--which are learned in our homes and places of worship, at school and in team sports, and in other social settings. All these limits complement each other and make a good society possible. But they cannot be taken for granted. It takes intellectual and moral leadership to make the case that such limits are important. Our Founders did that. To an exceptional degree, their words tutored succeeding generations in the ways of liberty. It is to America's everlasting credit that our Founders got freedom right.

Eventually they [Sarunas Marciulionis and Don Nelson] got a call from a representative of the Grateful Dead, whose members had been inspired by Lithuania's struggle for independence. Nelson and Marciulionis showed up at the address they were given in San Francisco, which was a small, nondescript garage. 'I thought we were the victim of a practical joke until we opened the door and there was a state-of-the-art recording studio' says Nelson. 'I still remember the Dead were trying out Beatles covers, doing stuff like "Here Comes the Sun" and "Hey Jude"... but they were just kind of working through things and sounding kind of nasally and, well, maybe there was a little pot going on. So Sarunas pulls me aside and says 'Donnie, no way these guys are famous. They're terrible.' '.

Italy still has a provincial sophistication that comes from its long history as a collection of city states. That, combined with a hot climate, means that the Italians occupy their streets and squares with much greater ease than the English. The resultant street life is very rich, even in small towns like Arezzo and Gaiole, fertile ground for the peeping Tom aspect of an actor’s preparation. I took many trips to Siena, and was struck by its beauty, but also by the beauty of the Siennese themselves. They are dark, fierce, and aristocratic, very different to the much paler Venetians or Florentines. They have always looked like this, as the paintings of their ancestors testify. I observed the groups of young people, the lounging grace with which they wore their clothes, their sense of always being on show. I walked the streets, they paraded them. It did not matter that I do not speak a word of Italian; I made up stories about them, and took surreptitious photographs. I was in Siena on the final day of the Palio, a lengthy festival ending in a horse race around the main square. Each district is represented by a horse and jockey and a pair of flag-bearers. The day is spent by teams of supporters with drums, banners, and ceremonial horse and rider processing round the town singing a strange chanting song. Outside the Cathedral, watched from a high window by a smiling Cardinal and a group of nuns, with a huge crowd in the Cathedral Square itself, the supporters passed, and to drum rolls the two flag-bearers hurled their flags high into the air and caught them, the crowd roaring in approval. The winner of the extremely dangerous horse race is presented with a palio, a standard bearing the effigy of the Virgin. In the last few years the jockeys have had to be professional by law, as when they were amateurs, corruption and bribery were rife. The teams wear a curious fancy dress encompassing styles from the twelfth to the eighteenth centuries. They are followed by gangs of young men, supporters, who create an atmosphere or intense rivalry and barely suppressed violence as they run through the narrow streets in the heat of the day. It was perfect. I took many more photographs. At the farmhouse that evening, after far too much Chianti, I and my friends played a bizarre game. In the dark, some of us moved lighted candles from one room to another, whilst others watched the effect of the light on faces and on the rooms from outside. It was like a strange living film of the paintings we had seen. Maybe Derek Jarman was spying on us.

The producer’s responsibilities include hiring and building teams; writing contracts; contributing to the game’s design; managing the team’s work schedule; balancing the game’s budget; resolving disputes between creative and programming leads; acting as the team representative to upper management and publishers; coordinating the creation of outside resources such as art, music, and cutscenes; and arranging testing and localization.

At its core, the WHY is an origin story. Who we are is the sum total of all the experiences we’ve had growing up—the lessons we learned, the teachers we had and the things we did. In order to help your companion discover their WHY, you’ll need to listen to stories from their past. Their WHY represents who they are at their natural best and will be revealed through specific stories and experiences that affected their life and shaped who they are.

From the time he had first spoken out against the extension of slavery into the territories in the wake of the Kansas-Nebraska Act, Lincoln had insisted that while the spread of slavery must be “fairly headed off,” he had no wish “to interfere with slavery” where it already existed. So long as the institution was contained, which Lincoln considered a sacred pledge, it was “in course of ultimate extinction.” This position represented perfectly the views of the moderate majority in the Republican Party.

The Mongols loved competitions of all sorts, and they organized debates among rival religions the same way they organized wrestling matches. It began on a specific date with a panel of judges to oversee it. In this case Mongke Khan ordered them to debate before three judges: a Christian, a Muslim, and a Buddhist. A large audience assembled to watch the affair, which began with great seriousness and formality. An official lay down the strict rules by which Mongke wanted the debate to proceed: on pain of death “no one shall dare to speak words of contention.” Rubruck and the other Christians joined together in one team with the Muslims in an effort to refute the Buddhist doctrines. As these men gathered together in all their robes and regalia in the tents on the dusty plains of Mongolia, they were doing something that no other set of scholars or theologians had ever done in history. It is doubtful that representatives of so many types of Christianity had come to a single meeting, and certainly they had not debated, as equals, with representatives of the various Muslim and Buddhist faiths. The religious scholars had to compete on the basis of their beliefs and ideas, using no weapons or the authority of any ruler or army behind them. They could use only words and logic to test the ability of their ideas to persuade. In the initial round, Rubruck faced a Buddhist from North China who began by asking how the world was made and what happened to the soul after death. Rubruck countered that the Buddhist monk was asking the wrong questions; the first issue should be about God from whom all things flow. The umpires awarded the first points to Rubruck. Their debate ranged back and forth over the topics of evil versus good, God’s nature, what happens to the souls of animals, the existence of reincarnation, and whether God had created evil. As they debated, the clerics formed shifting coalitions among the various religions according to the topic. Between each round of wrestling, Mongol athletes would drink fermented mare’s milk; in keeping with that tradition, after each round of the debate, the learned men paused to drink deeply in preparation for the next match. No side seemed to convince the other of anything. Finally, as the effects of the alcohol became stronger, the Christians gave up trying to persuade anyone with logical arguments, and resorted to singing. The Muslims, who did not sing, responded by loudly reciting the Koran in an effort to drown out the Christians, and the Buddhists retreated into silent meditation. At the end of the debate, unable to convert or kill one another, they concluded the way most Mongol celebrations concluded, with everyone simply too drunk to continue.

Music written by teams makes the authorship of a piece indistinct. Could it be that when hearing a song written by a team, a listener can sense that they aren't hearing an expression of a solitary individual's pain or joy, but that of a virtual conjoined person? Can we tell that an individual singer might actually represent a collective, that he might have multiple identities? Does that make the sentiments expressed more poetically universal? Dan eliminating some portion of the authorial voice make a piece of music more accessible and the singer more empathetic?

In full disclosure, this diet—like all other diets—hasn’t been fully proven. The pilot project didn’t include a control group and wasn’t intended as scientific research. We can’t be sure how these outcomes would apply to the general public. But the ideas presented in this book culminate a century of research questioning the calorie balance model of obesity, and represent a fundamentally different way to understand why we gain weight and what we can do about it.7 For those of you with a scientific bent, I’ve included hundreds of supporting studies from many research teams among the references.

American cold war culture represented an age of anxiety. The anxiety was so severe that it sought relief in an insistent, assertive optimism. Much of American popular culture aided this quest for apathetic security. The expanding white middle class sought to escape their worries in the burgeoning consumer culture. Driving on the new highway system in gigantic showboat cars to malls and shopping centers that accepted a new form of payment known as credit cards, Americans could forget about Jim Crow, communism, and the possibility of Armageddon. At night in their suburban homes, television allowed middle class families to enjoy light domestic comedies like The Adventures of Ozzie and Harriet, Father Knows Best, and Leave It to Beaver. Somnolently they watched representations of settled family life, stories where lost baseball gloves and dinnertime hijinks represented the only conflicts. In the glow of a new Zenith television, it became easy to believe that the American dream had been fully realized by the sacrifice and hard work of the war generation. American monsters in pop culture came to the aid of this great American sleep. Although a handful of science fiction films made explicit political messages that unsettled an apathetic America, the vast majority of 'creature features' proffered parables of American righteousness and power. These narratives ended, not with world apocalypse, but with a full restoration of a secure, consumer-oriented status quo. Invaders in flying saucers, radioactive mutations, and giant creatures born of the atomic age wreaked havoc but were soon destroyed by brainy teams of civilian scientists in cooperation with the American military. These films encouraged a certain degree of paranoia but also offered quick and easy relief to this anxiety... Such films did not so much teach Americans to 'stop worrying and love the bomb' as to 'keep worrying and love the state.

Six Thinking Hats: describes six different roles we play on teams and shows the benefits of each role. Each is represented by a different colored hat. Most people have one dominant hat color, with one or two other colors close behind. A person who is drawn to the facts and is very logical wears the white hat. A person most comfortable generating new ideas wears the green hat. A person who uses intuition to make decisions wears the red hat. A person who is very organized and process-oriented wears the blue hat. A "devil's advocate", who uncovers what won't work wears the black hat. A person eager to make everyone happy wears the yellow hat.

I have this theory, that this will be the only city that future archaeologists find, Las Vegas. The dry climate will preserve it all and teams of scientists in the year 5000 will carefully sweep and scrape away the sand to find pyramids and castles and replicas of the Eiffel Tower and the New York skyline and stripper poles and snapper cards and these future archaeologists will re-create our entire culture based solely on this one shallow and cynical little shithole. We can complain all we want that this city doesn’t represent us. We can say, Yes, but I hated Las Vegas. Or I only went there once. Well, I’m sure not all Romans reveled in the torture-fests at the Colosseum either, but there it is.

Like representative government, soccer has been imported from England and democratized in the United States. It has become the great social and athletic equalizer for suburban America. From kindergarten, girls are placed on equal footing with boys. In the fall, weekend soccer games are a prevalent in suburbia as yard sales. Girls have their own leagues, or they play with boys, and they suffer from no tradition that says that women will grow up professionally to be less successful than men. 'In the United States, not only are girls on equal footing, but the perception now is that American women can be better than American men,' said Donna Shalala, the Secretary of Health and Human Services. 'That's a turning point, a huge breakthrough in perception.

Comparing marriage to football is no insult. I come from the South where football is sacred. I would never belittle marriage by saying it is like soccer, bowling, or playing bridge, never. Those images would never work, only football is passionate enough to be compared to marriage. In other sports, players walk onto the field, in football they run onto the field, in high school ripping through some paper, in college (for those who are fortunate enough) they touch the rock and run down the hill onto the field in the middle of the band. In other sports, fans cheer, in football they scream. In other sports, players ‘high five’, in football they chest, smash shoulder pads, and pat your rear. Football is a passionate sport, and marriage is about passion. In football, two teams send players onto the field to determine which athletes will win and which will lose, in marriage two families send their representatives forward to see which family will survive and which family will be lost into oblivion with their traditions, patterns, and values lost and forgotten. Preparing for this struggle for survival, the bride and groom are each set up. Each has been led to believe that their family’s patterns are all ‘normal,’ and anyone who differs is dense, naïve, or stupid because, no matter what the issue, the way their family has always done it is the ‘right’ way. For the premarital bride and groom in their twenties, as soon as they say, “I do,” these ‘right’ ways of doing things are about to collide like two three hundred and fifty pound linemen at the hiking of the ball. From “I do” forward, if not before, every decision, every action, every goal will be like the line of scrimmage. Where will the family patterns collide? In the kitchen. Here the new couple will be faced with the difficult decision of “Where do the cereal bowls go?” Likely, one family’s is high, and the others is low. Where will they go now? In the bathroom. The bathroom is a battleground unmatched in the potential conflicts. Will the toilet paper roll over the top or underneath? Will the acceptable residing position for the lid be up or down? And, of course, what about the toothpaste? Squeeze it from the middle or the end? But the skirmishes don’t stop in the rooms of the house, they are not only locational they are seasonal. The classic battles come home for the holidays. Thanksgiving. Which family will they spend the noon meal with and which family, if close enough, will have to wait until the nighttime meal, or just dessert if at all? Christmas. Whose home will they visit first, if at all? How much money will they spend on gifts for his family? for hers? Then comes for many couples an even bigger challenge – children of their own! At the wedding, many couples take two candles and light just one often extinguishing their candle as a sign of devotion. The image is Biblical. The Bible is quoted a man shall leave his father and mother and be joined to his wife, and the two shall become one. What few prepare them for is the upcoming struggle, the conflict over the unanswered question: the two shall become one, but which one? Two families, two patterns, two ways of doing things, which family’s patterns will survive to play another day, in another generation, and which will be lost forever? Let the games begin.

It gives the whole game away that college football is so popular in the SEC, where the legacy of Jim Crow and segregation is so powerful, and now they worship Black football players who make no money and are out there providing entertainment. The university people and the networks intentionally create this fake feel—they use the football field to miseducate people with a fictional portrayal of life off the field. The fiction is that because all these white student fans are cheering majority-Black teams, the dynamic is somehow postracial. It creates an illusion for both the fan and the player—the student and the student-athlete—so they don’t have to face how messed-up this country is. You’re not Black on the field. You’re a representative of your school. There’s no New Jim Crow when you’re on the field. There’s no Donald Trump. There’s no Trayvon Martin.

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that you’re about to tune in to. Some of our students have lowered their cholesterol levels just by tuning in to a potential. They’ve lowered their cancer markers. They’ve made tumors disappear. They’ve also created great new jobs, all-expenses-paid vacations, new healthy relationships, more money, profoundly mystical experiences, and even winning lottery tickets. Believe me, my team and I have seen it all. So go ahead, step into the unknown! Once you have the new experience you want to create, assign a capital letter to it and then write that letter down on a piece of paper. Think of the letter as a symbol that represents that specific possibility in your life. Actually putting it on paper instead of only thinking about it is important because the act of writing it down solidifies that you want it. Then draw two squiggly circular lines around the letter to represent the electromagnetic field you need to generate around your body to match that potential in the quantum. Now assign some meaning to that letter so you can get even clearer about your intention. Think of some specific refinements of what you want and list

There was nothing pretty or elegant about their robot. Compared to the gleaming machines other teams had constructed, Stinky was a study in simplicity. The PVC, the balloon, the tape measure—in each case they had chosen the most straightforward solution to a problem. It was an approach that grew naturally out of watching family members fix cars, manufacture mattresses, and lay irrigation piping. To a large swath of the population, driveway mechanics, box-frame builders, and gardeners did not represent the cutting edge of engineering know-how. They were low-skilled laborers who didn’t have access to real technology. Stinky represented this low-tech approach to engineering. But that was exactly what had impressed the judges. Lisa Spence, the NASA judge, believed that there was no reason to come up with a complex solution when an elementary one would suffice. She felt that Carl Hayden’s robot was “conceptually similar” to the machines she encountered at NASA. The guys were in shock. They marched back up to the stage and looked out at the audience with dazed smiles. Lorenzo felt a rush of emotion. The judges’ Special Prize wasn’t a consolation award. These people were giving them real recognition.

I’m not suggesting anyone has acted illegally. To the contrary: CEOs believe they are supposed to maximize shareholder returns, and one means of accomplishing that goal is to play the political game as well as it possibly can be played and field the largest and best legal and lobbying teams available. Trade associations see their role as representing the best interests of their corporate members, which requires lobbying ferociously, raising as much money as possible for political campaigns of pliant lawmakers, and even offering jobs to former government officials. Public officials, for their part, perceive their responsibility as acting in the public interest. But the public interest is often understood as emerging from a consensus of the organized interests appearing before them. The larger and wealthier the organization, the better equipped its lawyers and its experts are to assert what’s good for the public. Any official who once worked for such an organization, or who suspects he may work for one in the future, is prone to find such arguments especially persuasive. Inside the mechanism of the “free market,” the economic and political power of the new monopolies feed off and enlarge each other.

Politics is broken. To say that this is a cliché has itself become a cliché. But it is true nonetheless. Empty rhetoric, deceptive spin, and appeals to the lowest common denominator. These are standard premises in politics that we seem stuck with, and which many of us shake our heads at in disappointment. Yet it is not only our politicians who fail to live up to their potential. The truth is that we all do. Our reasoning about politics tends to be biased by an unconscious commitment to tribalism and loyalty signaling — yay our team, boo their team. That is, our political behavior is often less about promoting good policies than it is about the desire to see our own team win, and to signal our loyalty to that team. As a result, our conversations about politics often go nowhere, and they frequently go worse than that. The good news is that we have compelling reasons to think that we can do better. And it is critical that we do so, as our political decisions arguably represent the most consequential decisions of all, serving like a linchpin of human decision-making that constrains and influences just about every choice we make. This renders it uniquely important that we get our political decisions right, and that we advance our political discourse in general.

Congress displayed contempt for the city's residents, yet it retained a fondness for buildings and parks. In 1900, the centennial of the federal government's move to Washington, many congressmen expressed frustration that the proud nation did not have a capital to rival London, Paris, and Berlin. The following year, Senator James McMillan of Michigan, chairman of the Senate District Committee, recruited architects Daniel Burnham and Charles McKim, landscape architect Frederick Law Olmsted Jr., and sculptor Augustus Saint-Gaudens to propose a park system. The team, thereafter known as the McMillan Commission, emerged with a bold proposal in the City Beautiful tradition, based on the White City of Chicago's 1893 Columbian Exposition. Their plan reaffirmed L'Enfant's avenues as the best guide for the city's growth and emphasized the majesty of government by calling for symmetrical compositions of horizontal, neoclassical buildings of marble and white granite sitting amid wide lawns and reflecting pools. Eventually, the plan resulted in the remaking of the Mall as an open lawn, the construction of the Lincoln Memorial and Memorial Bridge across the Potomac, and the building of Burnham's Union Station. Commissioned in 1903, when the state of the art in automobiles and airplanes was represented by the curved-dash Olds and the Wright Flyer, the station served as a vast and gorgeous granite monument to rail transportation.

Where to stash your organizational risk? Lately, I’m increasingly hearing folks reference the idea of organizational debt. This is the organizational sibling of technical debt, and it represents things like biased interview processes and inequitable compensation mechanisms. These are systemic problems that are preventing your organization from reaching its potential. Like technical debt, these risks linger because they are never the most pressing problem. Until that one fateful moment when they are. Within organizational debt, there is a volatile subset most likely to come abruptly due, and I call that subset organizational risk. Some good examples might be a toxic team culture, a toilsome fire drill, or a struggling leader. These problems bubble up from your peers, skip-level one-on-ones,16 and organizational health surveys. If you care and are listening, these are hard to miss. But they are slow to fix. And, oh, do they accumulate! The larger and older your organization is, the more you’ll find perched on your capable shoulders. How you respond to this is, in my opinion, the core challenge of leading a large organization. How do you continue to remain emotionally engaged with the challenges faced by individuals you’re responsible to help, when their problem is low in your problems queue? In that moment, do you shrug off the responsibility, either by changing roles or picking powerlessness? Hide in indifference? Become so hard on yourself that you collapse inward? I’ve tried all of these! They weren’t very satisfying. What I’ve found most successful is to identify a few areas to improve, ensure you’re making progress on those, and give yourself permission to do the rest poorly. Work with your manager to write this up as an explicit plan and agree on what reasonable progress looks like. These issues are still stored with your other bags of risk and responsibility, but you’ve agreed on expectations. Now you have a set of organizational risks that you’re pretty confident will get fixed, and then you have all the others: known problems, likely to go sideways, that you don’t believe you’re able to address quickly. What do you do about those? I like to keep them close. Typically, my organizational philosophy is to stabilize team-by-team and organization-by-organization. Ensuring any given area is well on the path to health before moving my focus. I try not to push risks onto teams that are functioning well. You do need to delegate some risks, but generally I think it’s best to only delegate solvable risk. If something simply isn’t likely to go well, I think it’s best to hold the bag yourself. You may be the best suited to manage the risk, but you’re almost certainly the best positioned to take responsibility. As an organizational leader, you’ll always have a portfolio of risk, and you’ll always be doing very badly at some things that are important to you. That’s not only okay, it’s unavoidable.

But Holbrooke brought to every job he ever held a visionary quality that transcended practical considerations. He talked openly about changing the world. “If Richard calls you and asks you for something, just say yes,” Henry Kissinger said. “If you say no, you’ll eventually get to yes, but the journey will be very painful.” We all said yes. By the summer, Holbrooke had assembled his Ocean’s Eleven heist team—about thirty of us, from different disciplines and agencies, with and without government experience. In the Pakistani press, the colorful additions to the team were watched closely, and generally celebrated. Others took a dimmer view. “He got this strange band of characters around him. Don’t attribute that to me,” a senior military leader told me. “His efforts to bring into the State Department representatives from all of the agencies that had a kind of stake or contribution to our efforts, I thought was absolutely brilliant,” Hillary Clinton said, “and everybody else was fighting tooth and nail.” It was only later, when I worked in the wider State Department bureaucracy as Clinton’s director of global youth issues during the Arab Spring, that I realized how singular life was in the Office of the Special Representative for Afghanistan and Pakistan—quickly acronymed, like all things in government, to SRAP. The drab, low-ceilinged office space next to the cafeteria was about as far from the colorful open workspaces of Silicon Valley as you could imagine, but it had the feeling of a start-up.

Today Ramon defended the garbage bin by Plumpy’s back door, and I defended a shiny silver Mercedes because, according to Ramon, it represented the privileged white aristocracy of America trying to keep the Latino man down. “Our duel,” Ramon said, spinning his broom like a bo staff, “will represent the struggle our nation’s currently engaged in.” “Please, we both know you’re just going for home team advantage.” “You wound me, Sam. I can’t help it if your crackerlike oppression gives me the better playing field.” He did a quick hamstring stretch. “Suck it up.” “Fine,” I said, “then I get the handicap.” “Sam, you’re Texas. Texas always gets the handicap.” “I’m Team Texas again?” He grinned, rolled his shoulders, and wiggled his arms, loosening them. I gave up and nodded at the Mercedes. It looked old and expensive, especially in our parking lot. “Shiny.” Ramon snorted. “Classic. Check out the gullwing doors.” “Fine. Classic Shiny.” Ramon tossed an empty Plumpy’s cup into the Dumpster. “Sometimes, Sammy, I question your manhood.” “A car is to get you from place to place. That’s it.” Ramon shook his head at my ignorance. “Whatever. Just try not to dent the car, Team Mexico.” “It’s Team South America,” he said. “You do know that Mexico is in North America, right?” “Yeah, but I have the whole continent behind me.” He held up his fist dramatically. “They support their cousin to the north.” I laughed and he dropped his hand back down. “And it’s that guy’s own fault for parking in our lot so he could sneak over to Eddie Bauer or Starbucks or whatever.

I must at this point reiterate my strong objection to being asked to fill in forms in which I have to tick a box labelling my 'race' or 'ethnicity', and voice my strong support for Lewontin's statement that racial classification can be actively destructive of social and human relations - especially when people use racial classification as a way of treating people differently, whether through negative or positive discrimination. To tie a racial label to somebody is informative in the sense that it tells you more than one thing about them. It might reduce your uncertainty about the colour of their hair, the colour of their skin, the straightness of their hair, the shape of their eye, the shape of their nose and how tall they are. But there is no reason to suppose that it tells you anything about how well-qualified they are for a job. And even in the unlikely event that it did reduce your statistical uncertainty about their likely suitability for some particular job, it would still be wicked to use racial labels as a basis for discrimination when hiring somebody. Choose on the basis of ability, and if, having done so, you end up with an all-black sprinting team, so be it. You have not practised racial discrimination in arriving at this conclusion... Discriminating against individuals purely on the basis of a group to which they belong is, I am inclined to think, always evil. There is near-universal agreement today that the apartheid laws of South Africa were evil. Positive discrimination in favour of 'minority' students on American campuses can fairly, in my opinion, be attacked on the same grounds as apartheid. Both treat people as representative of groups rather than as individuals in their own right. Positive discrimination is sometimes justified as redressing centuries of injustice. But how can it be just to pay back a single individual today for the wrongs done by long-dead members of a plural group to which he belongs?

De Villiers was shortlisted for the South African national hockey squad,’ the article says. True or false? False. In truth, I played hockey for one year at high school and was a member of the Afrikaanse Hoër Seunskool Under-16A team that beat our near neighbours and rivals at Pretoria Boys’ High for the first time, but I was never shortlisted for the national hockey squad, or ever came remotely close to that level. ‘De Villiers was shortlisted for the South African national football squad,’ the article says. True or false? False. I have never played any organised football (soccer). We used to kick a ball around during break at school and the game has become part of the Proteas’ warm-up routine. That is all. ‘De Villiers was the captain of South Africa junior rugby,’ the article says. True or false? False. I played rugby at primary school and high school, and enjoyed every minute, but I never represented South Africa at any level, either at SA Schools or SA Under-20, and was never captain. ‘De Villiers is still the holder of six national school swimming records,’ the article says. True or false? False. As far as I recall, I did set an Under-9 breaststroke record at Warmbaths Primary School but I have never held any national school swimming records, not even for a day. ‘De Villiers has the record fastest 100 metres time among South African junior sprinters,’ the article says. True or false? False. I did not sprint at all at school. Elsewhere on the Internet, to my embarrassment, there are articles in which the great sprinter Usain Bolt is asked which cricketer could beat him in a sprint and he replies ‘AB de Villiers’. Maybe, just maybe, I would beat him if I were riding a motorbike. ‘De Villiers was a member of the national junior Davis Cup tennis team,’ the article says. True or false? Almost true. As far as I know, there was no such entity as the national junior Davis Cup team, but I did play tennis as a youngster, loved the game and was occasionally ranked as the national No. 1 in my age group. ‘De Villiers was a national Under-19 badminton

What exogenous causes are shifting the allocation of moral intuitions away from community, authority, and purity and toward fairness, autonomy, and rationality? One obvious force is geographic and social mobility. People are no longer confined to the small worlds of family, village, and tribe, in which conformity and solidarity are essential to daily life, and ostracism and exile are a form of social death. They can seek their fortunes in other circles, which expose them to alternative worldviews and lead them into a more ecumenical morality, which gravitates to the rights of individuals rather than chauvinistic veneration of the group. By the same token, open societies, where talent, ambition, or luck can dislodge people from the station in which they were born, are less likely to see an Authority Ranking as an inviolable law of nature, and more likely to see it as a historical artifact or a legacy of injustice. When diverse individuals mingle, engage in commerce, and find themselves on professional or social teams that cooperate to attain a superordinate goal, their intuitions of purity can be diluted. One example, mentioned in chapter 7, is the greater tolerance of homosexuality among people who personally know homosexuals. Haidt observes that when one zooms in on an electoral map of the United States, from the coarse division into red and blue states to a finer-grained division into red and blue counties, one finds that the blue counties, representing the regions that voted for the more liberal presidential candidate, cluster along the coasts and major waterways. Before the advent of jet airplanes and interstate highways, these were the places where people and their ideas most easily mixed. That early advantage installed them as hubs of transportation, commerce, media, research, and education, and they continue to be pluralistic—and liberal—zones today. Though American political liberalism is by no means the same as classical liberalism, the two overlap in their weighting of the moral spheres. The micro-geography of liberalism suggests that the moral trend away from community, authority, and purity is indeed an effect of mobility and cosmopolitanism.202

Success comes with an inevitable problem: market saturation. New products initially grow just by adding more customers—to grow a network, add more nodes. Eventually this stops working because nearly everyone in the target market has joined the network, and there are not enough potential customers left. From here, the focus has to shift from adding new customers to layering on more services and revenue opportunities with existing ones. eBay had this problem in its early years, and had to figure its way out. My colleague at a16z, Jeff Jordan, experienced this himself, and would often write and speak about his first month as the general manager of eBay’s US business. It was in 2000, and for the first time ever, eBay’s US business failed to grow on a month-over-month basis. This was critical for eBay because nearly all the revenue and profit for the company came from the US unit—without growth in the United States, the entire business would stagnate. Something had to be done quickly. It’s tempting to just optimize the core business. After all, increasing a big revenue base even a little bit often looks more appealing than starting at zero. Bolder bets are risky. Yet because of the dynamics of market saturation, a product’s growth tends to slow down and not speed up. There’s no way around maintaining a high growth rate besides continuing to innovate. Jeff shared what the team did to find the next phase of growth for the company: eBay.com at the time enabled the community to buy and sell solely through online auctions. But auctions intimidated many prospective users who expressed preference for the ease and simplicity of fixed price formats. Interestingly, our research suggested that our online auction users were biased towards men, who relished the competitive aspect of the auction. So the first major innovation we pursued was to implement the (revolutionary!) concept of offering items for a fixed price on ebay.com, which we termed “buy-it-now.” Buy-it-now was surprisingly controversial to many in both the eBay community and in eBay headquarters. But we swallowed hard, took the risk and launched the feature . . . and it paid off big. These days, the buy-it-now format represents over $40 billion of annual Gross Merchandise Volume for eBay, 62% of their total.65

After your email about the Late Bronze Age collapse, I became very intrigued by the idea that writing systems could be ‘lost’. In fact I wasn’t really sure what that even meant, so I had to look it up, and I ended up reading a lot about something called Linear B. Do you know all about this already? Basically, around the year 1900, a team of British excavators in Crete found a cache of ancient clay tablets in a terracotta bathtub. The tablets were inscribed with a syllabic script of unknown language and appeared to date from around 1400 BCE. Throughout the early part of the twentieth century, classical scholars and linguists tried to decipher the markings, known as Linear B, with no success. Although the script was organised like writing, no one could work out what language it transcribed. Most academics hypothesised it was a lost language of the Minoan culture on Crete, with no remaining descendants in the modern world. In 1936, at the age of eighty-five, the archaeologist Arthur Evans gave a lecture in London about the tablets, and in attendance at the lecture was a fourteen-year-old schoolboy named Michael Ventris. Before the Second World War broke out, a new cache of tablets was found and photographed – this time on the Greek mainland. Still, no attempts to translate the script or identify its language were successful. Michael Ventris had grown up in the meantime and trained as an architect, and during the war he was conscripted to serve in the RAF. He hadn’t received any formal qualifications in linguistics or classical languages, but he’d never forgotten Arthur Evans’s lecture that day about Linear B. After the war, Ventris returned to England and started to compare the photographs of the newly discovered tablets from the Greek mainland with the inscriptions on the old Cretan tablets. He noticed that certain symbols on the tablets from Crete were not replicated on any of the samples from Pylos. He guessed that those particular symbols might represent place names on the island. Working from there, he figured out how to decipher the script – revealing that Linear B was in fact an early written form of ancient Greek. Ventris’s work not only demonstrated that Greek was the language of the Mycenaean culture, but also provided evidence of written Greek which predated the earliest-known examples by hundreds of years. After the discovery, Ventris and the classical scholar and linguist John Chadwick wrote a book together on the translation of the script, entitled ‘Documents in Mycenaean Greek’. Weeks before the publication of the book in 1956, Ventris crashed his car into a parked truck and died. He was thirty-four

What would be the natural thing? A man goes to college. He works as he wants to work, he plays as he wants to play, he exercises for the fun of the game, he makes friends where he wants to make them, he is held in by no fear of criticism above, for the class ahead of him has nothing to do with his standing in his own class. Everything he does has the one vital quality: it is spontaneous. That is the flame of youth itself. Now, what really exists?" "...I say our colleges to-day are business colleges—Yale more so, perhaps, because it is more sensitively American. Let's take up any side of our life here. Begin with athletics. What has become of the natural, spontaneous joy of contest? Instead you have one of the most perfectly organized business systems for achieving a required result—success. Football is driving, slavish work; there isn't one man in twenty who gets any real pleasure out of it. Professional baseball is not more rigorously disciplined and driven than our 'amateur' teams. Add the crew and the track. Play, the fun of the thing itself, doesn't exist; and why? Because we have made a business out of it all, and the college is scoured for material, just as drummers are sent out to bring in business. "Take another case. A man has a knack at the banjo or guitar, or has a good voice. What is the spontaneous thing? To meet with other kindred spirits in informal gatherings in one another's rooms or at the fence, according to the whim of the moment. Instead what happens? You have our university musical clubs, thoroughly professional organizations. If you are material, you must get out and begin to work for them—coach with a professional coach, make the Apollo clubs, and, working on, some day in junior year reach the varsity organization and go out on a professional tour. Again an organization conceived on business lines. "The same is true with the competition for our papers: the struggle for existence outside in a business world is not one whit more intense than the struggle to win out in the News or Lit competition. We are like a beef trust, with every by-product organized, down to the last possibility. You come to Yale—what is said to you? 'Be natural, be spontaneous, revel in a certain freedom, enjoy a leisure you'll never get again, browse around, give your imagination a chance, see every one, rub wits with every one, get to know yourself.' "Is that what's said? No. What are you told, instead? 'Here are twenty great machines that need new bolts and wheels. Get out and work. Work harder than the next man, who is going to try to outwork you. And, in order to succeed, work at only one thing. You don't count—everything for the college.' Regan says the colleges don't represent the nation; I say they don't even represent the individual.

Taking the leap is just the first step. Then you must cross the desert. And make no mistake — that journey will be hell.” “Will it be worth it?” he asked. “You tell me,” the old man responded. “How worthy is your goal? And how big is your why?” “I can’t imagine anything better,” he affirmed. “Then yes, it will be worth it. You see, everyone who stands at the edge of this cliff sees something different on the other side. What you see on the other side is your particular goal, and that is unique to you. “But there’s a reason why you have not achieved that goal yet — you are not worthy of it. You have not become who you need to become to deserve it. “As you cross the desert to your promised land, you will endure tests and trials specific to you and your goal. If you persist, those test and trials will transform you into who you need to be to be worthy of your goal. “You can’t achieve your highest, noblest goals as the same person you are today. To get from where you are to where you want to be you have to change who you are. “And that is why no one can escape that journey — it is what transforms you into a person worthy of your goal. The bad news is that that journey is hell. The good news is that you get to pick your hell.” “Pick my hell?” he asked. “What do you mean?” “Because of your natural gifts and interests, your inborn passion and purpose, there are some hells that are more tolerable to you than others. “For example, some men can endure hard physical labor because their purpose lies in such fields as construction or mechanics, while other men could not even dream of enduring that hell. “I’ve met people who knew they were born to be writers. Their desert to cross, their hell to endure was writing every day for years without being paid or being recognized and appreciated. But in spite of their hell, they were happy because they were writing. Though they still had to earn their way to the valley of their ultimate goal, they were doing what they were born to do. “Ever read the book Getting Rich Your Own Way by Scrully Blotnick?” He shook his head. “That book reveals the results on a two-decade study performed by Mr. Blotnick and his team of researchers on 1,500 people representing a cross-section of middle-class America. Throughout the study, they lost almost a third of participants due to deaths, moves, or other factors. “Of the 1,057 that remained, 83 had become millionaires. They interviewed each millionaire to identify the common threads they shared. They found five specific commonalities, including that 1) they were persistent, 2), they were patient, and 3) they were willing to handle both the ‘nobler and the pettier’ aspects of their job. “In other words, they were able to endure their particular hell because they were in the right field, they had chosen the right career that coincided with their gifts, passions, and purpose. “Here is the inescapable reality: No matter what you pick as your greatest goal, achieving it will stretch you in ways you can’t imagine right now. You will have to get out of your comfort zone. You will have to become a different person than you are right now to become worthy of your goal. You must cross that hellacious desert to get to your awe-inspiring goal. “But I get to pick my hell?” he asked. “You get to pick your hell.

Think about it,” Obama said to us on the flight over. “The Republican Party is the only major party in the world that doesn’t even acknowledge that climate change is happening.” He was leaning over the seats where Susan and I sat. We chuckled. “Even the National Front believes in climate change,” I said, referring to the far-right party in France. “No, think about it,” he said. “That’s where it all began. Once you convince yourself that something like that isn’t true, then…” His voice trailed off, and he walked out of the room. For six years, Obama had been working to build what would become the Paris agreement, piece by piece. Because Congress wouldn’t act, he had to promote clean energy, and regulate fuel efficiency and emissions through executive action. With dozens of other nations, he made climate change an issue in our bilateral relationship, helping design their commitments. At international conferences, U.S. diplomats filled in the details of a framework. Since the breakthrough with China, and throughout 2015, things had been falling into place. When we got to Paris, the main holdout was India. We were scheduled to meet with India’s prime minister, Narendra Modi. Obama and a group of us waited outside the meeting room, when the Indian delegation showed up in advance of Modi. By all accounts, the Indian negotiators had been the most difficult. Obama asked to talk to them, and for the next twenty minutes, he stood in a hallway having an animated argument with two Indian men. I stood off to the side, glancing at my BlackBerry, while he went on about solar power. One guy from our climate team came over to me. “I can’t believe he’s doing this,” he whispered. “These guys are impossible.” “Are you kidding?” I said. “It’s an argument about science. He loves this.” Modi came around the corner with a look of concern on his face, wondering what his negotiators were arguing with Obama about. We moved into the meeting room, and a dynamic became clear. Modi’s team, which represented the institutional perspective of the Indian government, did not want to do what is necessary to reach an agreement. Modi, who had ambitions to be a transformative leader of India, and a person of global stature, was torn. This is one reason why we had done the deal with China; if India was alone, it was going to be hard for Modi to stay out. For nearly an hour, Modi kept underscoring the fact that he had three hundred million people with no electricity, and coal was the cheapest way to grow the Indian economy; he cared about the environment, but he had to worry about a lot of people mired in poverty. Obama went through arguments about a solar initiative we were building, the market shifts that would lower the price of clean energy. But he still hadn’t addressed a lingering sense of unfairness, the fact that nations like the United States had developed with coal, and were now demanding that India avoid doing the same thing. “Look,” Obama finally said, “I get that it’s unfair. I’m African American.” Modi smiled knowingly and looked down at his hands. He looked genuinely pained. “I know what it’s like to be in a system that’s unfair,” he went on. “I know what it’s like to start behind and to be asked to do more, to act like the injustice didn’t happen. But I can’t let that shape my choices, and neither should you.” I’d never heard him talk to another leader in quite that way. Modi seemed to appreciate it. He looked up and nodded.

Apple’s announcement that it was teaming up with IBM raised a few eyebrows. The pair will create apps for businesses that draw on Apple’s functionality and IBM’s cloud-computing and security expertise. It is Apple’s first significant thrust into corporate services and amounts to a sea change in its philosophy; Steve Jobs once described IBM as representing the “computer Dark Ages”.

Bring Back Our Baskets! That was the cry heard from Quidditch players across the nation last night as it became clear that the Department of Magical Games and Sports had decided to burn the baskets used for centuries for goal-scoring in Quidditch. ‘We’re not burning them, don’t exaggerate,’ said an irritable-looking Departmental representative last night when asked to comment. ‘Baskets, as you may have noticed, come in different sizes. We have found it impossible to standardise basket size so as to make goalposts throughout Britain equal. Surely you can see it’s a matter of fairness. I mean, there’s a team up near Barnton, they’ve got these minuscule little baskets attached to the opposing team’s posts, you couldn’t get a grape in them. And up their own end they’ve got these great wicker caves swinging around. It’s not on. We’ve settled on a fixed hoop size and that’s it. Everything nice and fair.’ At this point, the Departmental representative was forced to retreat under a hail of baskets thrown by the angry demonstrators assembled in the hall. Although the ensuing riot was later blamed on goblin agitators, there can be no doubt that Quidditch fans across Britain are tonight mourning the end of the game as we know it. ‘’T won’t be t’ same wi’out baskets,’ said one apple-cheeked old wizard sadly. ‘I remember when I were a lad, we used to set fire to ’em for a laugh during t’ match. You can’t do that with goal hoops. ’Alf t’ fun’s gone.’ Daily Prophet, 12 February 1883

Competence represents anything that improves your team’s ability to perform, including processes, systems and structures.

Organisations that are consistently successful have strong systems and a framework to enforce those systems. In the course of our corporate sessions we often ask people, and the larger teams they represent, what their one per cent things are and how much time they spend practicing working on them. Doing the one per cent things is a sign of humility, while on the other hand ignoring them would be a mark of arrogance. It is also a great indicator of work ethic, the one factor more than any other that contributes to winning consistently. I fear not the man who practiced 10,000 kicks once. I fear the man who practiced one kick 10,000 times. —Bruce Lee

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An aligned organization is impossible to achieve if the strategy is not clear, because strategy is the endpoint to which the rest of the organization is directed. When leaders set about to align their organizations, they often discover that they are not resolved about their strategy. They may be very clear about their financial targets. They may have precise numbers representing their growth plans. They may be sure of the capital initiatives and other initiatives they have planned to pursue in the short- or long-term. But if your team cannot exactly articulate why customers choose you over others—or in the case of nonprofit organizations, what your beneficiaries rely on you to do that no one else does for them—then you are not yet capable of alignment. Everyone on the executive team and beyond should be able to state in explicit terms how you intend to be unique in customers' eyes.

It was now my responsibility to build my own culture within the U.S. Attorney’s office, one that would get the best out of our team and drawing, in different ways, on the lessons of Giuliani and Fahey. I tried to attend to this task from the very first day. I hired about fifty new prosecutors during my time as U.S. Attorney and sat with each of them as they took the oath of office. I invited them to bring their families. I told them that something remarkable was going to happen when they stood up and said they represented the United States of America—total strangers were going to believe what they said next. I explained to them that, although I didn’t want to burst their bubbles, this would not happen because of them. It would happen because of those who had gone before them and, through hundreds of promises made and kept, and hundreds of truths told and errors instantly corrected, built something for them. I called it a reservoir. I told them it was a reservoir of trust and credibility built for you and filled for you by people you never knew, by those who are long gone. A reservoir that makes possible so much of the good that is done by the institution you serve. A remarkable gift. I would explain to these bright young lawyers that, like all great gifts, this one comes with a responsibility, a solemn obligation to guard and protect that reservoir and pass it on to those who follow as full as you received it, or maybe even fuller. I would explain that the problem with reservoirs is that they take a very long time to fill but they can be drained by one hole in the dam. The actions of one person can destroy what it took hundreds of people years to build.

FOGLAMP project checklist FOGLAMP is an acronym for focus, oversight, goals, leadership, abilities, means, and process. This tool can help you cut through the haze and plan your critical projects. Complete the table for each early-win project you set up. Project: __________________________ Question Answer Focus: What is the focus for this project? For example, what goal or early win do you want to achieve? Oversight: How will you oversee this project? Who else should participate in oversight to help you get buy-in for implementing results? Goals: What are the goals and the intermediate milestones, and time frames for achieving them? Leadership: Who will lead the project? What training, if any, do they need in order to be successful? Abilities: What mix of skills and representation needs to be included? Who needs to be included because of their skills? Because they represent key constituencies? Means: What additional resources, such as facilitation, does the team need to be successful? Process: Are there change models or structured processes you want the team to use? If so, how will they become familiar with the approach?

I do not love my National Team because they do something for me. I love them because they represent me; therefore, my faithfulness towards them will always be true.

There is really one reason that, forty millennia ago, our human ancestors would spend time creating art in the form of therianthropes. It symbolized something. When we see therianthropes represented in art from the past few thousand years, it’s typically associated with religious symbolism: like Horace (the falcon-headed Egyptian god), Lucifer (often depicted as half-human, half-goat in Christian art), or Ganesh (the elephant-headed Hindu god). The Sulawesian therianthropes are “the world’s earliest known evidence for our ability to conceive of the existence of supernatural beings,” Dr. Adam Brumm told the New York Times after he and his research team discovered the Sulawesian therianthropes in 2017.13 What is a supernatural being? It is a creature that has abilities and knowledge beyond what humans have. Some experts suggest that these therianthropes might be spirit guides, creatures giving us aid, answers, or advice.

There is really one reason that, forty millennia ago, our human ancestors would spend time creating art in the form of therianthropes. It symbolized something. When we see therianthropes represented in art from the past few thousand years, it’s typically associated with religious symbolism: like Horace (the falcon-headed Egyptian god), Lucifer (often depicted as half-human, half-goat in Christian art), or Ganesh (the elephant-headed Hindu god). The Sulawesian therianthropes are “the world’s earliest known evidence for our ability to conceive of the existence of supernatural beings,” Dr. Adam Brumm told the New York Times after he and his research team discovered the Sulawesian therianthropes in 2017.13 What is a supernatural being? It is a creature that has abilities and knowledge beyond what humans have. Some experts suggest that these therianthropes might be spirit guides, creatures giving us aid, answers, or advice.14 This assumes, then, that our ancestors had been asking questions that required supernatural answers. And what could these questions possibly be other than those that underpin all religions: Why does the world exist? Why am I here? And why do I have to die? These ancient therianthropes are the best evidence we have of why specialist questions swimming about in our ancestors’ heads.

The problem is that you are taking it too personal. Step back for a moment. Don’t focus on these people personally. Forget they even have names. Don’t think of it as you versus them. Just realize that they represent the negativity that will always be around you. The important thing is to know how to deal with the negativity and what to do with it.

In Singin’ in the Rain, Lina Lamont provides both an effective “beard” for Don and Cosmo and a foil, representing both the reason for Don’s “unattached” state and the basis for their mutual contempt for women. Yet the signs are all there to be read for those interested in reading them: Cosmo and Don performing as a burlesque team, in which they sit on each other’s laps and play each other’s violins; Cosmo’s comment to Lina after the premiere of The Royal Rascal, “Yeah, Lina, you looked pretty good for a girl”;30 and their bullying, in “Moses Supposes,” of the fogyish diction coach, figuratively drawn out of his closet only to be ridiculed as an asexual “pansy” who can’t sing and dance (thus both confirming and denying homosexuality at the same time).31 On a broader scale, Kelly’s career as a dancer, offering a more masculinized style of athletic dance (in opposition especially to the stylized grace of Fred Astaire), represented a similar balancing act between, in this case, the feminized occupation of balletic dance and a strong claim of heterosexual masculinity. Significantly, the process of exclusion they use with the diction coach is precisely what Cosmo proposes they apply to Lina in converting The Dueling Cavalier into a musical: “It’s easy to work the numbers. All you have to do is dance around Lina and teach her how to take a bow.” But they also apply the strategy to Kathy, who is only just learning to “dance” in this sense (conveniently so, since Debbie Reynolds had had but little dance training, as noted).32 Early on, we see her dance competently in “All I Do Is Dream of You,” but she then seems extremely tentative in “You Were Meant for Me,” immobile for much of the number, not joining in the singing, and dancing only as Don draws her in (which is, of course, consistent with her character’s development at this point). With “Good Mornin’,” though, she seems to “arrive” as part of the Don-Cosmo team, even though for part of the number she serves as a kind of mannequin—much like the voice teacher in “Moses Supposes,” except that she sings the song proper while Don and Cosmo “improvise” tongue-twisting elaborations between the lines. As the number evolves, their emerging positions within the group become clear. Thus, during their solo clownish dance bits, using their raincoats as props, Kathy and Don present themselves as fetishized love objects, Kathy as an “Island girl” and Don as a matador, while Cosmo dances with a “dummy,” recalling his earlier solo turn in “Make ’em Laugh.

Not only were the best forecasters foxy as individuals, they had qualities that made them particularly effective collaborators—partners in sharing information and discussing predictions. Every team member still had to make individual predictions, but the team was scored by collective performance. On average, forecasters on the small superteams became 50 percent more accurate in their individual predictions. Superteams beat the wisdom of much larger crowds—in which the predictions of a large group of people are averaged—and they also beat prediction markets, where forecasters “trade” the outcomes of future events like stocks, and the market price represents the crowd prediction. It might seem like the complexity of predicting geopolitical and economic events would necessitate a group of narrow specialists, each bringing to the team extreme depth in one area. But it was actually the opposite. As with comic book creators and inventors patenting new technologies, in the face of uncertainty, individual breadth was critical. The foxiest forecasters were impressive alone, but together they exemplified the most lofty ideal of teams: they became more than the sum of their parts. A lot more.

thinned out. I will reduce your numbers from more than eight billion, to five or six million. Five or six million of you who will be modeled after the winning team in every way possible, representing their country, culture, philosophy, level of ruthlessness, and so on.

Once the boundaries have been established, the next step is to make the operations and workflow visible with the assistance of a board or other aids. While identifying the individual steps of the process through which the workflow passes, Kanban groups should not let themselves be tempted to make the mistake of simply illustrating the official process as stipulated in project handbooks. Of course, there are organizations (such as military or infrastructure) that are required to adhere to strict processes. However, apart from these exceptions, official processes usually exhibit the weakness that they only exist on paper and barely correspond to actual reality. Such nonexistent processes are the wrong starting point for change. To orient ourselves around them would unnecessarily delay the change and/or improvement. In a technical kanban system, it is always the process currently being used in real life that should be visualized. The visualization is therefore also a task for the Kanban team—only the team knows how it actually functions. The identified steps in the process are listed in columns according to their operational sequence. Figure 3.1 shows a sample workflow of analysis, development, and testing represented using a visual board. As with most things in Kanban, there is no recommended layout for the board. We have seen boards visualizing the workflow in spiral form and boards using a motorway as a metaphor—anything that expresses the process as sensibly and clearly as possible is permissible. Many teams explicitly take note of the completion criteria (“definition of done”) for each step so that all team members share the same understanding of when the work has been finished.

The competitors of leftist revolutionaries in Italy, Austria, or Hungary after the First World War were not nineteenth-century English Tories or English liberals. It was preeminently the revolutionary Right that performed this oppositional function. Moreover, the fascists did not operate as merely partisan opposition, like Republicans in the United States or the Conservative Party in England. They represented the "political" in the sense in which Carl Schmitt applied that term, namely as an adversary in a life-and-death confrontation between sides that did not view themselves as debating teams on a TV news program.

I never consider my team just customer service representatives, rather service excellence providers. Anyone can serve customers, however my team is next level as provides excellence in service to customers.

My team are not customer service representatives, rather, service excellence providers. Anyone can serve customers, however my team is above and beyond as we only provide excellence in service to customers.

In the early days of the company, Jeff Bezos heard a comment in a meeting that irked him. Without saying anything, he suddenly jumped from his chair and left the room. His colleagues were baffled. When he returned, he brought an empty chair into the room, which he rolled right up to the table. He told the group that they weren’t thinking about things from the customer perspective and that this empty chair would now represent the customer. In every meeting thereafter, Bezos insisted on reserving an empty chair at the table so his teams would consider the customer in every key decision. This is a brilliant tactic, and it’s obviously proved incredibly successful for Amazon.

You’ll likely need to assess the magnitude of the reorg before you choose. You’re especially interested in whatever machinations are in play for your part of the building, but the key to remember is that reorgs represent opportunity. Even if this particular reorg doesn’t involve your team, it doesn’t mean that you can’t pitch your boss on fixing a long-standing organization problem in your group.

But before he was given a chance to speak, the Dean of Students, who was presiding over the hearing, said that Woolly was there to answer for the fire he had set on the football field. A moment later, Mr. Harrington, the faculty representative, referred to it as a blaze. Then Dunkie Dunkle, the student council president (who also happened to be captain of the football team), referred to it as a conflagration. And Woolly knew right then and there that no matter what he had to say, they were all going to take the side of the thesaurus. As Woolly placed his dictionary back in the box, he heard the tentative creak of a footstep in the hall, and when he turned, he found his sister standing in the doorway—with a baseball bat in her hands.

The core development team managed by the Bitcoin Foundation’s Gavin Andresen has a plan in place to create a flexible scale of fees per confirmation wait times whose rates would be set by a market mechanism. This reminds us that while bitcoin is far more efficient as a payment system than the bank-centric, centralized system, it’s not free. Both seigniorage and transaction fees represent a transfer of value to those running the network. Still, in the grand scheme of things, these costs are far lower than anything found in the old system.

Learning Plan Template Before Entry Find out whatever you can about the organization’s strategy, structure, performance, and people. Look for external assessments of the performance of the organization. You will learn how knowledgeable, fairly unbiased people view it. If you are a manager at a lower level, talk to people who deal with your new group as suppliers or customers. Find external observers who know the organization well, including former employees, recent retirees, and people who have transacted business with the organization. Ask these people open-ended questions about history, politics, and culture. Talk with your predecessor if possible. Talk to your new boss. As you begin to learn about the organization, write down your first impressions and eventually some hypotheses. Compile an initial set of questions to guide your structured inquiry after you arrive. Soon After Entry Review detailed operating plans, performance data, and personnel data. Meet one-on-one with your direct reports and ask them the questions you compiled. You will learn about convergent and divergent views and about your reports as people. Assess how things are going at key interfaces. You will hear how salespeople, purchasing agents, customer service representatives, and others perceive your organization’s dealings with external constituencies. You will also learn about problems they see that others do not. Test strategic alignment from the top down. Ask people at the top what the company’s vision and strategy are. Then see how far down into the organizational hierarchy those beliefs penetrate. You will learn how well the previous leader drove vision and strategy down through the organization. Test awareness of challenges and opportunities from the bottom up. Start by asking frontline people how they view the company’s challenges and opportunities. Then work your way up. You will learn how well the people at the top check the pulse of the organization. Update your questions and hypotheses. Meet with your boss to discuss your hypotheses and findings. By the End of the First Month Gather your team to feed back to them your preliminary findings. You will elicit confirmation and challenges of your assessments and will learn more about the group and its dynamics. Now analyze key interfaces from the outside in. You will learn how people on the outside (suppliers, customers, distributors, and others) perceive your organization and its strengths and weaknesses. Analyze a couple of key processes. Convene representatives of the responsible groups to map out and evaluate the processes you selected. You will learn about productivity, quality, and reliability. Meet with key integrators. You will learn how things work at interfaces among functional areas. What problems do they perceive that others do not? Seek out the natural historians. They can fill you in on the history, culture, and politics of the organization, and they are also potential allies and influencers. Update your questions and hypotheses. Meet with your boss again to discuss your observations.

Most teams in a flow-optimized organization should be long-lived, multi-disciplined, stream-aligned teams. These teams take ownership of discrete slices of functionality or certain user outcomes, building strong and lasting relationships with business representatives and other delivery teams.

suggested to the city planning department that we instead identify segments of the city population as heroes. Many team members seemed surprised by the use of the word hero. Why wouldn’t they balk? After all, if you’ve ever attended a city council or local planning board meeting, it’s hard to imagine the people yelling at city representatives as “heroes.” But this framing would be private among the department, designed to help us gain a new appreciation for the concerns, frustrations, and challenges that even these more privileged populations face. This way we would be in a much healthier position for the department to listen to and engage their participation.

Room for the River accepts the reality that floods are inevitable, representing a shift in mentality from making the Netherlands floodproof to making it flood resilient.

Here’s how NPI worked: Once every quarter, teams submitted projects they thought were worth doing that would require resources from outside their own team—which basically meant almost every project of reasonable size. It took quite a bit of work to prepare and submit an NPI request. You needed a “one-pager”; a written summary of the idea; an initial rough estimate of which teams would be impacted; a consumer adoption model, if applicable; a P&L; and an explanation of why it was strategically important for Amazon to embark on the initiative immediately. Just proposing the idea represented a resource-intensive undertaking.

Contacting is a straight Stan's Contact number Australia +61 480020966 forward process. By following the steps outlined above, you can quickly connect with their dedicated support team via the provided contact number. Their knowledgeable representatives are there to assist you and ensure a seamless experience while using the Stan streaming service

We might not be your average tean of mutant heroes. But if you want a team that represents commercialized, globalized, brand-obsessed world in which we live...you don`t have to look any further than...

Every good organization specifies what it plans to achieve in a given period, and these goals, more than the financial metrics that they drive, make up the majority of near-term, controllable results. So, while profit may be the ultimate measure of results for a corporation, the goals and objectives that executives set for themselves along the way constitute a more representative example of the results it strives for as a team. Ultimately, these goals drive profit.

If you've been persuaded that the greatest threat to your way of life is a trans girl on the other side of the state who wants to play on her middle school softball team, not only won't you ever consider voting for a Democrat, but you won't ask much of your Republican representatives, either. You won't hold them accountable for the condition of your streets or the lack of economic opportunities in your town.

You may plan to represent your country at the Olympics but what do you do when you don’t even make it to your high school team? Or have to let go of that dream because of an injury? With short term objectives, you can be more adaptable. If you achieve it within the next one year, you can decide upon what to do next or whether you want to go higher. If you do not achieve it in the next one year, you can decide upon what changes you need to make much more quickly or to make a complete switch while you still have time. In simple terms, if you have taken a wrong path to your destination, it is better to realize that after one mile, rather than heading 100 miles in the wrong direction and then getting lost in wilderness.

Representative perception is responsible for an effect that almost every constellation shows: the representatives are able to make important statements about system dynamics and about information which they have not previously received verbally. This phenomenon is particularly useful if a representative can point to a missing resource

1 = Very important. Do this at once. 2 = Worth doing but takes more time. Start planning it. 3 = Yes and no. Depends on how it’s done. 4 = Not very important. May even be a waste of effort. 5 = No! Don’t do this. Fill in those numbers before you read further, and take your time. This is not a simple situation, and solving it is a complicated undertaking. Possible Actions to Take ____ Explain the changes again in a carefully written memo. ____ Figure out exactly how individuals’ behavior and attitudes will have to change to make teams work. ____ Analyze who stands to lose something under the new system. ____ Redo the compensation system to reward compliance with the changes. ____ “Sell” the problem that is the reason for the change. ____ Bring in a motivational speaker to give employees a powerful talk about teamwork. ____ Design temporary systems to contain the confusion during the cutover from the old way to the new. ____ Use the interim between the old system and the new to improve the way in which services are delivered by the unit—and, where appropriate, create new services. ____ Change the spatial arrangements so that the cubicles are separated only by glass or low partitions. ____ Put team members in contact with disgruntled clients, either by phone or in person. Let them see the problem firsthand. ____ Appoint a “change manager” to be responsible for seeing that the changes go smoothly. ____ Give everyone a badge with a new “teamwork” logo on it. ____ Break the change into smaller stages. Combine the firsts and seconds, then add the thirds later. Change the managers into coordinators last. ____ Talk to individuals. Ask what kinds of problems they have with “teaming.” ____ Change the spatial arrangements from individual cubicles to group spaces. ____ Pull the best people in the unit together as a model team to show everyone else how to do it. ____ Give everyone a training seminar on how to work as a team. ____ Reorganize the general manager’s staff as a team and reconceive the GM’s job as that of a coordinator. ____ Send team representatives to visit other organizations where service teams operate successfully. ____ Turn the whole thing over to the individual contributors as a group and ask them to come up with a plan to change over to teams. ____ Scrap the plan and find one that is less disruptive. If that one doesn’t work, try another. Even if it takes a dozen plans, don’t give up. ____ Tell them to stop dragging their feet or they’ll face disciplinary action. ____ Give bonuses to the first team to process 100 client calls in the new way. ____ Give everyone a copy of the new organization chart. ____ Start holding regular team meetings. ____ Change the annual individual targets to team targets, and adjust bonuses to reward team performance. ____ Talk about transition and what it does to people. Give coordinators a seminar on how to manage people in transition. There are no correct answers in this list, but over time I’ve

A bad church is like an inoculation. To inoculate someone is to give them a small dose of a disease you don’t want them to get. The body then develops antibodies so it can fight off the disease—the real thing. When people get a small dose of Christianity that doesn’t accurately represent the real thing, then they think they know what the real thing is, but they actually don

To develop a strong culture on the team level, we started to evaluate players on their character and attitudes in addition to their football skills. Changes to the roster were not solely based on the players' abilities on the field. We also looked very closely at the intangibles that each player would bring to the locker room. We wanted to have team members who were going to positively represent the organization on and off the field. It was important that we had players who were going to be good teammates and citizens.

leaders are also representatives of company policies, processes, and procedures.

We've assembled a group of people, your team, people who love you and pray for you. Take a look around the circle. These people represent thousands of words spent in prayer before the throne of God, begging for your safe return to the fold, begging for your peace, your faith, your heart.

Companies can develop an innovation strategy that works at the three levels of what I call the “innovation pyramid”: a few big bets at the top that represent clear directions for the future and receive the lion’s share of investment; a portfolio of promising midrange ideas pursued by designated teams that develop and test them; and a broad base of early stage ideas or incremental innovations permitting continuous improvement. Influence flows down the pyramid, as the big bets encourage small wins heading in the same direction, but it also can flow up, because big innovations sometimes begin life as small bits of tinkering—as in the famously accidental development of 3M’s Post-it Notes.

Decoding   Basically, being able to apply one’s knowledge of patterns in printed letters and of correspondences between letters and the sounds they represent, and to pronounce printed words correctly, constitute word decoding.

One of the misconceptions in minor hockey is a belief that players have to get on “big city” teams as young as possible to gain exposure when being identified by major junior clubs. For example, the Greater Toronto Hockey League (GTHL) has long been considered a strong breeding ground, with three or four elite AAA teams each year producing some of the top players for the OHL draft. However, on the list of players from Ontario since 1975 who have made the NHL, only 16.8 percent of those players came from GTHL programs while the league itself represents approximately 20 percent of the registered players in the province—that means the league has a per capita development rate of about –3 percent. What the research found was that players from other Ontario minor hockey leagues who elevated to the NHL actually had an edge in terms of career advancement on their GTHL counterparts by the age of nineteen. Each year several small-town Ontario parents, some with players as young as age eight, believe it’s necessary to get their kids on a GTHL superclub such as the Marlboros, Red Wings, or Jr. Canadiens. However, just twenty-one GTHL “import” players since 1997 have played a game in the NHL in the last fifteen years. This pretty much indicates that regardless of where he plays his minor hockey from the ages of eight through sixteen, a player eventually develops no matter how strong his team is as a peewee or bantam. An excellent example comes from the Ontario players born in 1990, which featured a powerhouse team in the Markham Waxers of the OMHA’s Eastern AAA League. The Waxers captured the prestigious OHL Cup and lost a grand total of two games in eight years. In 2005–06, when they were in minor midget (age fifteen), they compiled a record of 64-1-2. The Waxers had three future NHL draft picks on their roster in Steven Stamkos (Tampa Bay), Michael Del Zotto (New York Rangers), and Cameron Gaunce (Colorado). One Waxers nemesis in the 1990 age group was the Toronto Jr. Canadiens of the GTHL. The Jr. Canadiens were also a perennial powerhouse team and battled the Waxers on a regular basis in major tournaments and provincial championships over a seven-year period. Like the Waxers, the Jr. Canadiens team also had three future NHL draft picks in Alex Pietrangelo (St. Louis), Josh Brittain (Anaheim), and Stefan Della Rovere (Washington). In the same 1990 age group, a “middle of the pack” team was the Halton Hills Hurricanes (based west of Toronto in Milton). This club played in the OMHA’s South Central AAA League and periodically competed with some of the top teams. Over a seven-year span, they were marginally over the .500 mark from novice to minor midget. That Halton Hills team produced two future NHL draft picks in Mat Clark (Anaheim) and Jeremy Price (Vancouver). Finally, the worst AAA team in the 1990 group every year was the Chatham-Kent Cyclones—a club that averaged about five wins a season playing in the Pavilion League in Southwestern Ontario. Incredibly, the lowly Cyclones also had two future NHL draft picks in T.J. Brodie (Calgary) and Jason Missiaen (Montreal). It’s a testament that regardless of where they play their minor hockey, talented players will develop at their own pace and eventually rise to the top. You don’t need to be on an 85-5-1 big-city superclub to develop or get noticed.

The alphabetic principle is the concept that letters represent speech sounds, and arrangements of letters represent spoken words.

Role issues are invariably one of the top three problems teams face (ineffective processes and communication represent the other two major team problems).

In 2005 scientists published the results of a number of experiments that indicated that humans are still evolving. In one case, a team of geneticists led by Bruce Lahn at the University of Chicago offered proof that the human brain has been continuously evolving since Homo Sapiens first appeared. The scientists looked at two genes known as microcephalin and ASPM, both of which are known to contribute to brain growth. (They are also expressed in other tissue in the body.) The geneticists sequenced DNA from a collection of human cells that represents the variation in our species, and they found that one variation of each gene, called an allele, occurred with particularly high frequencey. The fact that the alleles seemed to occur more normal genetic drift would allow suggests that they have been actively selected over time. The scientists believe that the frequent allele of microcephalin appeared around thirty-seven thousand years ago and the frequent allele of ASPM appeared only fifty-eight hundred years ago. It's not known what effect these variations of these genes have, or why they were selected. They could have shaped cognition, as Lahn argues. Other scientists suggest the genes could have had some other effect on the brain that doesn't directly impact thought.

In 2005 scientists published the results of a number of experiments that indicated that humans are still evolving. In one case, a team of geneticists led by Bruce Lahn at the University of Chicago offered proof that the human brain has been continuously evolving since Homo Sapiens first appeared. The scientists looked at two genes known as microcephalin and ASPM, both of which are known to contribute to brain growth. (They are also expressed in other tissue in the body.) The geneticists sequenced DNA from a collection of human cells that represents the variation in our species, and they found that one variation of each gene, called an allele, occurred with particularly high frequencey. The fact that the alleles seemed to occur more than normal genetic drift would allow suggests that they have been actively selected over time. The scientists believe that the frequent allele of microcephalin appeared around thirty-seven thousand years ago and the frequent allele of ASPM appeared only fifty-eight hundred years ago. It's not known what effect these variations of these genes have, or why they were selected. They could have shaped cognition, as Lahn argues. Other scientists suggest the genes could have had some other effect on the brain that doesn't directly impact thought.

Change the location of strategy meetings. Create an element of surprise. ■ Invite provocative conversations and presentations with “outsiders,” including those outside a functional group, a product group, an industry sector, or a particular level of management. ■ Establish interactions with non-experts, academics, politicians, consultants, professionals from various fields, children, teenagers, young adults, middle-age and mature adults, religious leaders, people from an extreme range of economic backgrounds, and those of diverse cultural and ethnic backgrounds. ■ Volunteer to be part of an action-learning team to solve a problem for tasks that are outside of familiar functional or product areas. ■ Join conversations, discussions, and meetings where your frame is an outlier. ■ Participate in high-level strategy-making meetings and code the frames represented as points of view are expressed. ■ Note any frame omissions that could bring value.

Believe in yourself, the organization you represent, its products and services, and the team you work with. Sales is not about making a sale; it’s about creating a relationship. The more relationships you have, the bigger your network. The bigger your network, the bigger your net worth. In sales, 70 percent of the time you are listening, and 30 percent of the time you are asking questions, which means there is no time for talking. It’s not about you, your product or service, or your brand. It’s all about the buyer, and when you are buyer focused, you facilitate the buying process and empower them to buy.

The problem you face is “We need to sell more widgets.” Your team might come up with a list of the following ways to increase widget sales: • Changing the way we sell our widgets to retail outlets. • Improving the way we market our widgets to consumers. • Reducing the unit cost of our widgets. If this list looks rather generic, that’s fine; we will talk about moving down a level of detail in the next section. What matters is that the list is MECE. Suppose you add another item, say, “Reengineering our widget production process.” How does that fit with the three issues you already have? This is certainly an important issue, but it isn’t a fourth point alongside the others. It falls under “Reducing the unit cost,” along with other subissues such as “Leveraging our distribution system” and “Improving our inventory management.” Why? Because all these are ways to reduce the unit cost of widgets. Putting any (or all) of them with the other three issues on the list would cause an overlap. The items in the list would no longer be mutually exclusive. Overlap represents muddled thinking by the writer and leads to confusion for the reader.

church-planting team is representative of the culture, not a group of paid professionals or full-time ministers.