Switching Teams Quotes

But you know, when you're in love, there's this denial button you just switch on, and everything is good for a while.

Do you know any gay guys?" "Why? Are you switching teams?" "I'm not sure. Maybe." "Yeah, I know some gay guys. And you do, too." "I know some gay guys?" News to me. "Jake and Terry." "They're not gay," I argued. "Yeah? You better tell them to stop sleeping together, then.

The center snaps the ball to the quarterback!" "No he doesn't!" "He doesn't?" "NO! Secretly, he's the quarterback for the other team! He keeps the ball!" "A traitor!" "Calvin breaks for the goal." "Wheeee! He's at the 30... the 20... the 10! Nobody can catch him!" "Nobody wants to! Your running toward your own goal!" "Huh?!" "When I learned that you were a spy, I switched goals. This is your goal and mine's hidden!" "Hidden?!" "You'll never find it in a million years!" "I don't need to find it as a traitor to your team, crossing my goal counts as crossing your goal!" "Ah, so you might think so..." "In fact, I know so!" "But the place I hid my goal is right on top of your goal, so the points will go to me!" "But the fact is, I'm really a double agent! I'm on your team after all, which means you'll lose points if I cross your goal! Ha ha!" "But I'm a traitor too, so I'm really on your team! I want you to cross my goal! The points will go to your team, which is really my team!" "That would be true... if I were a football player!" "You mean...?" "I'm actually a badminton player disguised as a double-agent football player!!" "And I'm actually a volleyball-croquet-polo player!" "Sooner or later, all our games turn into CalvinBall." "No cheating!

Laurel’s in right field, leading off. Her fielding’s crap, but she’s got a good bat.” “My fielding is not crap.” She hit Del with the glove. “Keep it up and you’re not going to have any problem winning that beat, Brown.” When she stalked off, Mal took an easy, testing swing. “What bet?” Laurel strode straight up to Mac. “I want to switch with you. I want to play on Jack’s team.” “Baseball slut. Okay by me, but you’d better tell Jack.” She walked over to where Jack sat on the ground writing his lineup. “I switched with Mac. I’m on your team.” “Trading the redhead for the blonde. Okay, let me figure… You’re right field, leading off.” Son of a bitch. Did he and Del have telepathy? Laurel narrowed her eyes. “Why right field?” He flicked her a glance, and she saw him reconsider his response. “You’ve got a strong arm.” She pointed at him. “Good answer.” “How come you… Hey. Hey, is that Mal? Del hooked Mal?” Jack barred his teeth. “So that’s the way he wants to play the game?” “Let’s kick his ass.

You two will figure it out. I know you will." Maybe we will, maybe we are, but not if she tells him. "You're very much alike. You both feel things very deeply, too deeply sometimes." What? "Jude and I have quite a bit of armor on us," she continues. "It takes a lot to break through it. Not you and Dad." This is news. I never thought I was anything like Dad. But what she's really saying is that we're both wusses. That's what Brian thinks too. I'm just someone who "draws pictures." And it burns in my chest that she thinks Jude's like her and I'm not. How come everything I think about our family keeps changing? How come the teams keep switching? Is this how all families are? And most importantly, how do I know she's not lying to me about not telling Dad?

So if you reach the Riders of your team but not the Elephants, team members will have understanding without motivation. If you reach their Elephants but not their Riders, they’ll have passion without direction. In

When cognitive load isn’t considered, teams are spread thin trying to cover an excessive amount of responsibilities and domains. Such a team lacks bandwidth to pursue mastery of their trade and struggles with the costs of switching contexts.

When you switch your focus from the “we” to the “me”, the goal from “team” to “self”, you upset the balance of the whole. Consequentially, that redistribution of effort impedes success.

For all the talk about the need to be a likable "team player," many people work in a fairly cutthroat environment that would seem to be especially challenging to those who possess the recommended traits. Cheerfulness, upbeatness, and compliance: these are the qualities of subordinates -- of servants rather than masters, women (traditionally, anyway) rather than men. After advising his readers to overcome the bitterness and negativity engendered by frequent job loss and to achieve a perpetually sunny outlook, management guru Harvey Mackay notes cryptically that "the nicest, most loyal, and most submissive employees are often the easiest people to fire." Given the turmoil in the corporate world, the prescriptions of niceness ring of lambs-to-the-slaughter.

Habits are behavioral autopilot, and that’s why they’re such a critical tool for leaders. Leaders who can instill habits that reinforce their teams’ goals are essentially making progress for free. They’ve changed behavior in a way that doesn’t draw down the Rider’s reserves of self-control.

The more I recognized these tactical styles, the more I saw the ideal as a balance. Despite the contradiction, a recon [team leader] had to be part wolf and part rabbit--selectively bold or cautious--but few men can agilely switch back and forth.

My best advice about writer’s block is: the reason you’re having a hard time writing is because of a conflict between the GOAL of writing well and the FEAR of writing badly. By default, our instinct is to conquer the fear, but our feelings are much, much, less within our control than the goals we set, and since it’s the conflict BETWEEN the two forces blocking you, if you simply change your goal from “writing well” to “writing badly,” you will be a veritable fucking fountain of material, because guess what, man, we don’t like to admit it, because we’re raised to think lack of confidence is synonymous with paralysis, but, let’s just be honest with ourselves and each other: we can only hope to be good writers. We can only ever hope and wish that will ever happen, that’s a bird in the bush. The one in the hand is: we suck. We are terrified we suck, and that terror is oppressive and pervasive because we can VERY WELL see the possibility that we suck. We are well acquainted with it. We know how we suck like the backs of our shitty, untalented hands. We could write a fucking book on how bad a book would be if we just wrote one instead of sitting at a desk scratching our dumb heads trying to figure out how, by some miracle, the next thing we type is going to be brilliant. It isn’t going to be brilliant. You stink. Prove it. It will go faster. And then, after you write something incredibly shitty in about six hours, it’s no problem making it better in passes, because in addition to being absolutely untalented, you are also a mean, petty CRITIC. You know how you suck and you know how everything sucks and when you see something that sucks, you know exactly how to fix it, because you’re an asshole. So that is my advice about getting unblocked. Switch from team “I will one day write something good” to team “I have no choice but to write a piece of shit” and then take off your “bad writer” hat and replace it with a “petty critic” hat and go to town on that poor hack’s draft and that’s your second draft. Fifteen drafts later, or whenever someone paying you starts yelling at you, who knows, maybe the piece of shit will be good enough or maybe everyone in the world will turn out to be so hopelessly stupid that they think bad things are good and in any case, you get to spend so much less time at a keyboard and so much more at a bar where you really belong because medicine because childhood trauma because the Supreme Court didn’t make abortion an option until your unwanted ass was in its third trimester. Happy hunting and pecking!

Ben Young is out on the deck with his team, having breakfast through his tube. I wonder how that feels. He seems to be content with it, although I am having some trouble reconciling the fact that Ben does not get all the big tastes anymore. He used to love Milanos and milk after every evening dinner. It was a tradition. Sometimes we still give him a tiny taste just for old times' sake. He is so accepting. It's a marvel. He is the most accepting human being I have ever met, and he is very happy. Not all the time, mind you; he has a flair for impatience if he is going somewhere and there is a delay. He just yells! You know he is pissed. There is no stopping him. More power to you, Ben Young! We had to stop feeding Ben Young by mouth because his lungs have become compromised by all the aspirating he does. It's a complex thing, eating. The body does a lot of work to protect itself and keep food out of the lungs. Ben's body is not working like a normal body does. Ben and Dustin and Uncle Tony are out on the deck listening to tunes on the computer and grooving. Ben's next support team is incoming for a shift. Uncle Marian and Ben Bourdon arrive in Hawaii today from the mainland, and the switch takes place around twelve-thirty. Time marches on. Because of the support, Ben has a very full life and keeps moving around, doing things, seeing people and going to events. I reflect on this. Life is good.

Unknown to the sleeping family, three of their cell phones had been covertly switched on, providing the STU with interior audio listening devices paid for and put in position by the Edmonds themselves.  To the STU Team members, what civilians didn’t know about their own cell phones was simply mind boggling.

You need a proper man,” Damon taunted, his voice getting slowly closer. “Someone who walks upright and can run a tight ship. Someone who’s a team player in Thunder Bay. Someone who can make you listen. And someone,” his tone turned darker as he stopped right in front of me, “who’s not going to question too hard when not all of his children look like him.

The Sun King had dinner each night alone. He chose from forty dishes, served on gold and silver plate. It took a staggering 498 people to prepare each meal. He was rich because he consumed the work of other people, mainly in the form of their services. He was rich because other people did things for him. At that time, the average French family would have prepared and consumed its own meals as well as paid tax to support his servants in the palace. So it is not hard to conclude that Louis XIV was rich because others were poor. But what about today? Consider that you are an average person, say a woman of 35, living in, for the sake of argument, Paris and earning the median wage, with a working husband and two children. You are far from poor, but in relative terms, you are immeasurably poorer than Louis was. Where he was the richest of the rich in the world’s richest city, you have no servants, no palace, no carriage, no kingdom. As you toil home from work on the crowded Metro, stopping at the shop on the way to buy a ready meal for four, you might be thinking that Louis XIV’s dining arrangements were way beyond your reach. And yet consider this. The cornucopia that greets you as you enter the supermarket dwarfs anything that Louis XIV ever experienced (and it is probably less likely to contain salmonella). You can buy a fresh, frozen, tinned, smoked or pre-prepared meal made with beef, chicken, pork, lamb, fish, prawns, scallops, eggs, potatoes, beans, carrots, cabbage, aubergine, kumquats, celeriac, okra, seven kinds of lettuce, cooked in olive, walnut, sunflower or peanut oil and flavoured with cilantro, turmeric, basil or rosemary … You may have no chefs, but you can decide on a whim to choose between scores of nearby bistros, or Italian, Chinese, Japanese or Indian restaurants, in each of which a team of skilled chefs is waiting to serve your family at less than an hour’s notice. Think of this: never before this generation has the average person been able to afford to have somebody else prepare his meals. You employ no tailor, but you can browse the internet and instantly order from an almost infinite range of excellent, affordable clothes of cotton, silk, linen, wool and nylon made up for you in factories all over Asia. You have no carriage, but you can buy a ticket which will summon the services of a skilled pilot of a budget airline to fly you to one of hundreds of destinations that Louis never dreamed of seeing. You have no woodcutters to bring you logs for the fire, but the operators of gas rigs in Russia are clamouring to bring you clean central heating. You have no wick-trimming footman, but your light switch gives you the instant and brilliant produce of hardworking people at a grid of distant nuclear power stations. You have no runner to send messages, but even now a repairman is climbing a mobile-phone mast somewhere in the world to make sure it is working properly just in case you need to call that cell. You have no private apothecary, but your local pharmacy supplies you with the handiwork of many thousands of chemists, engineers and logistics experts. You have no government ministers, but diligent reporters are even now standing ready to tell you about a film star’s divorce if you will only switch to their channel or log on to their blogs. My point is that you have far, far more than 498 servants at your immediate beck and call. Of course, unlike the Sun King’s servants, these people work for many other people too, but from your perspective what is the difference? That is the magic that exchange and specialisation have wrought for the human species.

1. Recruit the smallest group of people who can accomplish what must be done quickly and with high quality. Comparative Advantage means that some people will be better than others at accomplishing certain tasks, so it pays to invest time and resources in recruiting the best team for the job. Don’t make that team too large, however—Communication Overhead makes each additional team member beyond a core of three to eight people a drag on performance. Small, elite teams are best. 2. Clearly communicate the desired End Result, who is responsible for what, and the current status. Everyone on the team must know the Commander’s Intent of the project, the Reason Why it’s important, and must clearly know the specific parts of the project they’re individually responsible for completing—otherwise, you’re risking Bystander Apathy. 3. Treat people with respect. Consistently using the Golden Trifecta—appreciation, courtesy, and respect—is the best way to make the individuals on your team feel Important and is also the best way to ensure that they respect you as a leader and manager. The more your team works together under mutually supportive conditions, the more Clanning will naturally occur, and the more cohesive the team will become. 4. Create an Environment where everyone can be as productive as possible, then let people do their work. The best working Environment takes full advantage of Guiding Structure—provide the best equipment and tools possible and ensure that the Environment reinforces the work the team is doing. To avoid having energy sapped by the Cognitive Switching Penalty, shield your team from as many distractions as possible, which includes nonessential bureaucracy and meetings. 5. Refrain from having unrealistic expectations regarding certainty and prediction. Create an aggressive plan to complete the project, but be aware in advance that Uncertainty and the Planning Fallacy mean your initial plan will almost certainly be incomplete or inaccurate in a few important respects. Update your plan as you go along, using what you learn along the way, and continually reapply Parkinson’s Law to find the shortest feasible path to completion that works, given the necessary Trade-offs required by the work. 6. Measure to see if what you’re doing is working—if not, try another approach. One of the primary fallacies of effective Management is that it makes learning unnecessary. This mind-set assumes your initial plan should be 100 percent perfect and followed to the letter. The exact opposite is true: effective Management means planning for learning, which requires constant adjustments along the way. Constantly Measure your performance across a small set of Key Performance Indicators (discussed later)—if what you’re doing doesn’t appear to be working, Experiment with another approach.

Jobs spent part of every day for six months helping to refine the display. “It was the most complex fun I’ve ever had,” he recalled. “It was like being the one evolving the variations on ‘Sgt. Pepper.’ ” A lot of features that seem simple now were the result of creative brainstorms. For example, the team worried about how to prevent the device from playing music or making a call accidentally when it was jangling in your pocket. Jobs was congenitally averse to having on-off switches, which he deemed “inelegant.” The solution was “Swipe to Open,” the simple and fun on-screen slider that activated the device when it had gone dormant. Another breakthrough was the sensor that figured out when you put the phone to your ear, so that your lobes didn’t accidentally activate some function. And of course the icons came in his favorite shape, the primitive he made Bill Atkinson design into the software of the first Macintosh: rounded rectangles. In session after session, with Jobs immersed in every detail, the team members figured out ways to simplify what other phones made complicated. They added a big bar to guide you in putting calls on hold or making conference calls, found easy ways to navigate through email, and created icons you could scroll through horizontally to get to different apps—all of which were easier because they could be used visually on the screen rather than by using a keyboard built into the hardware.

Don’t bother, Mr. Kincaid,” I muttered. “I’m leaving the school.” “The fuck you are,” Damon growled. And then to Mr. Kincaid, “It was just a disagreement. I’ll leave her alone. You have my word.” “Your word…” he mocked. “I don’t lie,” Damon said, anger hardening his voice. “She’ll be fine. I swear. I won’t even look at her for the rest of the year, as long as I’m at this school and under your care. I promise.” He evened out his tone. “The basketball team goes on, she can stay, and we’ll pretend this never happened. Her father doesn’t have to know.” And then to me, “Right?

Now,” Samite continued, “after Essel has just spent time warning you about generalities and how they often don’t apply, I’m going to use some. Because some generalities are true often enough that we have to worry about them. So here’s one: men will physically fight for status. Women, generally, are more clever. The why of it doesn’t matter: learned, innate, cultural, who cares? You see the chest-bumping, the name-calling, performing for their fellows, what they’re really doing is getting the juices flowing. That interval isn’t always long, but it’s long enough for men to trigger the battle juice. That’s the terror or excitation that leads people to fight or run. It can be useful in small doses or debilitating in large ones. Any of you have brothers, or boys you’ve fought with?” Six of the ten raised their hands. “Have you ever had a fight with them—verbal or physical—and then they leave and come back a little later, and they’re completely done fighting and you’re just fully getting into it? They look like they’ve been ambushed, because they’ve come completely off the mountain already, and you’ve just gotten to the top?” “Think of it like lovemaking,” Essel said. She was a bawdy one. “Breathe in a man’s ear and tell him to take his trousers off, and he’s ready to go before you draw your next breath. A woman’s body takes longer.” Some of the girls giggled nervously. “Men can switch on very, very fast. They also switch off from that battle readiness very, very fast. Sure, they’ll be left trembling, sometimes puking from it, but it’s on and then it’s off. Women don’t do that. We peak slower. Now, maybe there are exceptions, maybe. But as fighters, we tend to think that everyone reacts the way we do, because our own experience is all we have. In this case, it’s not true for us. Men will be ready to fight, then finished, within heartbeats. This is good and bad. “A man, deeply surprised, will have only his first instinctive response be as controlled and crisp as it is when he trains. Then that torrent of emotion is on him. We spend thousands of hours training that first instinctive response, and further, we train to control the torrent of emotion so that it raises us to a heightened level of awareness without making us stupid.” “So the positive, for us Archers: surprise me, and my first reaction will be the same as my male counterpart’s. I can still, of course, get terrified, or locked into a loop of indecision. But if I’m not, my second, third, and tenth moves will also be controlled. My hands will not shake. I will be able to make precision movements that a man cannot. But I won’t have the heightened strength or sensations until perhaps a minute later—often too late. “Where a man needs to train to control that rush, we need to train to make it closer. If we have to climb a mountain more slowly to get to the same height to get all the positives, we need to start climbing sooner. That is, when I go into a situation that I know may be hazardous, I need to prepare myself. I need to start climbing. The men may joke to break the tension. Let them. I don’t join in. Maybe they think I’m humorless because I don’t. Fine. That’s a trade I’m willing to make.” Teia and the rest of the girls walked away from training that day somewhat dazed, definitely overwhelmed. What Teia realized was that the women were deeply appealing because they were honest and powerful. And those two things were wed inextricably together. They said, I am the best in the world at what I do, and I cannot do everything. Those two statements, held together, gave them the security to face any challenge. If her own strengths couldn’t surmount an obstacle, her team’s strengths could—and she was unembarrassed about asking for help where she needed it because she knew that what she brought to the team would be equally valuable in some other situation.

The only member of the team nobody liked was our 6 o’clock sports guy, a fellow named Howard Cosell. “Monday Night Football” was just getting started and Howard was annoyed at having to be on the same news with mere local personalities, whom he would attack on the air. This was a mistake in the case of Roger Grimsby who was a lot sharper and even more devastating than Cosell, in his own way. I remember one night, at the end of his report, Howard went into a sarcastic putdown of Grimsby that lasted for what seemed like two minutes. Finally, when Howard was finished, the camera switched to Grimsby who was sitting there with his eyes closed, snoring.

What I hadn’t realized was that, above all else, Favs was a prodigy. Speechwriters, even great ones, tend to lead either from the head or heart. I was a head-first writer, connecting logical dots and only later adding emotions. Heart-first people went the other way around. Favs was the only true switch-hitter I ever met. His writing was both lyrical and well organized, arcing between timeless values and everyday concerns with astounding ease and grace. Perhaps because he possessed innate talent, Favs tended to separate people into two categories: those who had it and those who did not. I was lucky enough to be lumped into the haves. From the day I arrived he acted as if, all evidence to the contrary, his team benefited from having me around. “So, is it amazing?” friends would ask. Of course it was amazing. Sometimes Kathy, Valerie’s assistant, would explain that we needed to reschedule a meeting because Valerie had been called into the Oval. She said this casually, as though her boss had been put on hold with the cable company and not summoned by the leader of the free world. Other times I would watch Favs and the POTUS speechwriters spitball lines for a set of remarks. A few days later, I would see those exact same lines on the front page of the New York Times. It was unbelievable. I felt like Cinderella at the ball.

In one study, a trio of professors from Harvard Business School tracked more than one thousand acclaimed equity analysts over a decade and monitored how their performance changed as they switched firms. Their dour conclusion, “When a company hires a star, the star’s performance plunges, there is a sharp decline in the functioning of the group or team the person works with, and the company’s market value falls.”20 The hiring organization is let down because it failed to consider systems-based advantages that the prior employer supplied, including firm reputation and resources. Employers also underestimate the relationships that supported previous success, the quality of the other employees, and a familiarity with past processes.

CLEANSING CONFLICT What is a saint? One whose wine has turned to vinegar. If you're still wine-drunkenly brave, don't step forward. When your sheep becomes a lion, then come. It is said of hypocrites, "They have considerable valor among themselves!" But they scatter when a real enemy appears. Muhammad told his young soldiers, "There is no courage before an engagement." A drunk foams at the mouth talking about what he will do when he gets his sword drawn, but the chance arrives, and he remains sheathed as an onion. Premeditating, he's eager for wounds. Then his bag gets touched by a needle, and he deflates. What sort of person says that he or she wants to be polished and pure, then complains about being handled roughly? Love is a lawsuit where harsh evidence must be brought in. To settle the case, the judge must see evidence. You've heard that every buried treasure has a snake guarding it. Kiss the snake to discover the treasure! The severe treatment is not toward you, but the qualities that block your growth. A rug beater doesn't beat the rug, but rather the dirt. A horse trainer switches not the horse, but the going wrong. Imprison your mash in a dark vat, so it can become wine. Someone asks, "Don't you worry about God's wrath when you spank a child?" "I'm not spanking my child, but the demon in him." When a mother screams, "Get out of here!" she means the mean part of the child. Don't run from those who scold, and don't turn away from cleansing conflict, or you will remain weak. Also, don't listen to bragging. If you go along with self-importance, the work collapses. Better a small modest team. Sift almonds. Discard the bitter. Sour and sweet sound alike when you pour them out on the rattling tray, but inside they're very different.

QUOTES & SAYINGS OF RYAN MORAN- THE WORLD'S MOST POWERFUL MAN Favorite Sayings of Ryan Moran: The World's Most Powerful Man “Sometimes the withholding of a small part of the truth is not only wise, but prudent.” “There is one principle that bars all other principles, and that is contempt prior to investigation.” (Ryan was fond of paraphrasing Herbert Spencer) “What do you mean?”, “How do you know?”, “So what?” “I don’t need much, just one meal a day, a pack of cigarettes and a roof over my head.” “Well…, we must have different data bases, mustn’t we?” “This guy is more squirrely than a shithouse rat” The CIA—you know, the ‘Catholic Irish Alcoholics’ “That dumb fuck.” “Oye! A Jew and an Irishman—what a team!” “Okay, everybody, up and to the right ten thousand feet,” ( If things in general were not going well. Refers to his jet flying days) “Is that what you want to do?.....Are you sure?" “Curiosity is self serving,” “If you don’t know where you’re going, you will end up somewhere else.” “So…, what are you thinking?” “I can do anything that I want, as long as I have the desire and I am willing to pay the price.” (His working definition of honesty) “Well, what did you learn tonight?” “Don’t let your emotions get the best of you, and don’t get too far out into your future.” “If you meet someone in the middle of the desert and he asks you where the next water hole is, you had better tell him the truth. If you don’t, then the next time you meet, he will kill you.” “Damn it!” “And remember to watch your mirrors!” (Refers to the fact someone may be following us in the car) “A person either gets humble or gets humiliated.” “That’s right.” “Oye, Sheldon, a Jew and an Irishman—talk about guilt and suffering!” “Pigs grow fat, but hogs get slaughtered.” “A friend is someone who is coming in, when everyone else is going out.

The case of a patient with dissociative identity disorder follows: Cindy, a 24-year-old woman, was transferred to the psychiatry service to facilitate community placement. Over the years, she had received many different diagnoses, including schizophrenia, borderline personality disorder, schizoaffective disorder, and bipolar disorder. Dissociative identity disorder was her current diagnosis. Cindy had been well until 3 years before admission, when she developed depression, "voices," multiple somatic complaints, periods of amnesia, and wrist cutting. Her family and friends considered her a pathological liar because she would do or say things that she would later deny. Chronic depression and recurrent suicidal behavior led to frequent hospitalizations. Cindy had trials of antipsychotics, antidepressants, mood stabilizers, and anxiolytics, all without benefit. Her condition continued to worsen. Cindy was a petite, neatly groomed woman who cooperated well with the treatment team. She reported having nine distinct alters that ranged in age from 2 to 48 years; two were masculine. Cindy’s main concern was her inability to control the switches among her alters, which made her feel out of control. She reported having been sexually abused by her father as a child and described visual hallucinations of him threatening her with a knife. We were unable to confirm the history of sexual abuse but thought it likely, based on what we knew of her chaotic early home life. Nursing staff observed several episodes in which Cindy switched to a troublesome alter. Her voice would change in inflection and tone, becoming childlike as ]oy, an 8-year-old alter, took control. Arrangements were made for individual psychotherapy and Cindy was discharged. At a follow-up 3 years later, Cindy still had many alters but was functioning better, had fewer switches, and lived independently. She continued to see a therapist weekly and hoped to one day integrate her many alters.

Louis van Gaal is generally considered the creator of a football system or machine. It might be more accurate to describe him as the originator of a new process for playing the game. His underlying tactical principles were much as those of Michels and Cruyff: relentless attack; pressing and squeezing space to make the pitch small in order to win the ball; spreading play and expanding the field in possession. By the 1990s, though, footballers had become stronger, faster and better organised than ever before. Van Gaal saw the need for a new dimension. ‘With space so congested, the most important thing is ball circulation,’ he declared. ‘The team that plays the quickest football is the best.’ His team aimed for total control of the game, maintaining the ball ‘in construction’, as he calls it, and passing and running constantly with speed and precision. Totaalvoetbal-style position switching was out, but players still had to be flexible and adaptable. Opponents were not seen as foes to be fought and beaten in battle; rather as posing a problem that had to be solved. Ajax players were required to be flexible and smart – as they ‘circulated’ the ball, the space on the field was constantly reorganised until gaps opened in the opponents’ defence.

For things to change, somebody somewhere has to start acting differently. Maybe it’s you, maybe it’s your team. Picture that person (or people). Each has an emotional Elephant side and a rational Rider side. You’ve got to reach both. And you’ve also got to clear the way for them to succeed. In short, you must do three things: → DIRECT the Rider FOLLOW THE BRIGHT SPOTS. Investigate what’s working and clone it. [Jerry Sternin in Vietnam, solutions-focused therapy] SCRIPT THE CRITICAL MOVES. Don’t think big picture, think in terms of specific behaviors. [1% milk, four rules at the Brazilian railroad] POINT TO THE DESTINATION. Change is easier when you know where you’re going and why it’s worth it. [“You’ll be third graders soon,” “No dry holes” at BP] → MOTIVATE the Elephant FIND THE FEELING. Knowing something isn’t enough to cause change. Make people feel something. [Piling gloves on the table, the chemotherapy video game, Robyn Waters’s demos at Target] SHRINK THE CHANGE. Break down the change until it no longer spooks the Elephant. [The 5-Minute Room Rescue, procurement reform] GROW YOUR PEOPLE. Cultivate a sense of identity and instill the growth mindset. [Brasilata’s “inventors,” junior-high math kids’ turnaround] → SHAPE the Path TWEAK THE ENVIRONMENT. When the situation changes, the behavior changes. So change the situation. [Throwing out the phone system at Rackspace, 1-Click ordering, simplifying the online time sheet] BUILD HABITS. When behavior is habitual, it’s “free”—it doesn’t tax the Rider. Look for ways to encourage habits. [Setting “action triggers,” eating two bowls of soup while dieting, using checklists] RALLY THE HERD.

My Father mapped out the perfect blueprint for how to treat a woman. He caters hand and foot to my Mother. Even showers that love onto my sister. He never had to tell me how to treat my woman because his actions spoke louder. Did I cling to my woman? Absolutely. Being up under soft melanin skin pleased me. You want to read a book? Cool, what story we reading? Wanna go shopping? Take my card if you promise to model everything for me. Those females at work bothering you? Let’s get animated in the mirror and act like we about to tag team. Your period on? Baby, want me to rub your belly? You need me to get those diaper looking pads with the wings? How about some lemon ginger tea? What are your dreams? You want to sell weave? Let’s catch a flight to China or India and figure out how we can become wholesalers. You wanna make cute Snapchat filter videos? What filter do you want? Are they not liking your pics? Fine. I’ll blast you all over my page. Your Mother threatening to kick you out. Where you wanna move? Better yet, move in with me. Just focus on school and building your brand. I got everything else. You got finals coming up. Pick a tutor. Heck, can I pay for the answers to the quiz? You think those stretch marks make you unattractive? Come here and let me show you how much I appreciate your stripes of glitter. Do you want to go to Dr. Miami? Absolutely not. We going to the gym. Gym grown not silicone. We are working out together. Go ahead and hashtag us as #baegoals #coupleswhoworkouttogetherstaytogether. You want to switch the hair and get a tapered cut? Let me call my barber and see when we can go. Stressing and worrying? You keep hearing whispers while you’re sleeping? Nah bae, that’s not a ghost. That’s me praying for you.

The successful individual sales producer wins by being as selfish as possible with her time. The more often the salesperson stays away from team members and distractions, puts her phone on Do Not Disturb (DND), closes her door, or chooses to work for a few hours from the local Panera Bread café, the more productive she’ll likely be. In general, top producers in sales tend to exhibit a characteristic I’ve come to describe as being selfishly productive. The seller who best blocks out the rest of the world, who maintains obsessive control of her calendar, who masters focusing solely on her own highest-value revenue-producing activities, who isn’t known for being a “team player,” and who is not interested in playing good corporate citizen or helping everyone around her, is typically a highly effective seller who ends up on top of the sales rankings. Contrary to popular opinion, being selfish is not bad at all. In fact, for an individual contributor salesperson, it is a highly desirable trait and a survival skill, particularly in today’s crazed corporate environment where everyone is looking to put meetings on your calendar and take you away from your primary responsibilities! Now let’s switch gears and look at the sales manager’s role and responsibilities. How well would it work to have a sales manager who kept her office phone on DND and declined almost every incoming call to her mobile phone? Do we want a sales manager who closes her office door, is concerned only about herself, and is for the most part inaccessible? No, of course not. The successful sales manager doesn’t win on her own; she wins through her people by helping them succeed. Think about other key sales management responsibilities: Leading team meetings. Developing talent. Encouraging hearts. Removing obstacles. Coaching others. Challenging data, false assumptions, wrong attitudes, and complacency. Pushing for more. Putting the needs of your team members ahead of your own. Hmmm. Just reading that list again reminds me why it is often so difficult to transition from being a top producer in sales into a sales management role. Aside from the word sales, there is truly almost nothing similar about the positions. And that doesn’t even begin to touch on corporate responsibilities like participating on the executive committee, dealing with human resources compliance issues, expense management, recruiting, and all the other burdens placed on the sales manager. Again,

Similarly, the computers used to run the software on the ground for the mission were borrowed from a previous mission. These machines were so out of date that Bowman had to shop on eBay to find replacement parts to get the machines working. As systems have gone obsolete, JPL no longer uses the software, but Bowman told me that the people on her team continue to use software built by JPL in the 1990s, because they are familiar with it. She said, “Instead of upgrading to the next thing we decided that it was working just fine for us and we would stay on the platform.” They have developed so much over such a long period of time with the old software that they don’t want to switch to a newer system. They must adapt to using these outdated systems for the latest scientific work. Working within these constraints may seem limiting. However, building tools with specific constraints—from outdated technologies and low bitrate radio antennas—can enlighten us. For example, as scientists started to explore what they could learn from the wait times while communicating with deep space probes, they discovered that the time lag was extraordinarily useful information. Wait times, they realized, constitute an essential component for locating a probe in space, calculating its trajectory, and accurately locating a target like Pluto in space. There is no GPS for spacecraft (they aren’t on the globe, after all), so scientists had to find a way to locate the spacecraft in the vast expanse. Before 1960, the location of planets and objects in deep space was established through astronomical observation, placing an object like Pluto against a background of stars to determine its position.15 In 1961, an experiment at the Goldstone Deep Space Communications Complex in California used radar to more accurately define an “astronomical unit” and help measure distances in space much more accurately.16 NASA used this new data as part of creating the trajectories for missions in the following years. Using the data from radio signals across a wide range of missions over the decades, the Deep Space Network maintained an ongoing database that helped further refine the definition of an astronomical unit—a kind of longitudinal study of space distances that now allows missions like New Horizons to create accurate flight trajectories. The Deep Space Network continued to find inventive ways of using the time lag of radio waves to locate objects in space, ultimately finding that certain ways of waiting for a downlink signal from the spacecraft were less accurate than others. It turned to using the antennas from multiple locations, such as Goldstone in California and the antennas in Canberra, Australia, or Madrid, Spain, to time how long the signal took to hit these different locations on Earth. The time it takes to receive these signals from the spacecraft works as a way to locate the probes as they are journeying to their destination. Latency—or the different time lag of receiving radio signals on different locations of Earth—is the key way that deep space objects are located as they journey through space. This discovery was made possible during the wait times for communicating with these craft alongside the decades of data gathered from each space mission. Without the constraint of waiting, the notion of using time as a locating feature wouldn’t have been possible.

Should I be scared?” “I think you should get ready for quite an inquiry, but they’re necessary questions that must be answered if I want to ask you out on a second date.” “What if I don’t want to go on a second date?” “Hmm.” He taps his chin with his fork, ready to dig in the minute the plate arrives at our table. “That’s a good point. All right. If the question arose, would you go on a second date with me?” “Well, now I feel pressured to say yes just so I can hear the inquiry.” “You’re going to have to deal with the pressure, sweet cheeks.” “Fine. Hypothetically, if you were to ask me out on a second date, I would hypothetically, possibly say yes.” “Great.” He bops his own nose with his fork and then sets it down on the table. “Here goes.” He looks serious; both his hands rest palm down on the table and his shoulders stiffen. Looking me dead in the eyes, he asks, “Bobbies and Rebels are in the World Series, what shirt do you wear?” “Bobbies obviously.” He blinks. Sits back. “What?” “Bobbies for life.” “But I’m on the Rebels.” “Yes, but are we dating, are we married? Are we just fooling around? There’s going to have to be a huge commitment on my part in order to put a Rebels shirt on. Sorry.” “We’re dating.” “Eh.” I wave my hand. “Fine. We’re living together.” “Hmm, I don’t know.” I twist a strand of hair in my finger. “Christ, we’re married.” “Ugh.” I wince. “I’m sorry, I just don’t think it will ever happen.” “Not even if we’re married, for fuck’s sake?” he asks, dumbfounded. It’s endearing, especially since he’s pushing his hand through his hair in distress, tousling it. “Do we have kids?” I ask. “Six.” “Six?” Now it’s time for my eyes to pop out of their sockets. “Do you really think I want to birth six children?” “Hell, no.” He shakes his head. “We adopted six kids from all around the world. We’re going to have the most diverse and loving family you’ll ever see.” Adopting six kids, now that’s incredibly sweet. Or mad? No, it’s sweet. In fact, it’s extremely rare to meet a man who not only knows he wants to adopt kids, but is willing to look outside of the US, knowing how much he could offer that child. Good God, this man is a unicorn. “We have the means for it, after all,” he says, continuing. “You’re taking over the city of Chicago, and I’ll be raining home runs on every opposing team. We would be the power couple, the new king and queen of the city. Excuse me, Oprah and Steadman, a new, hip couple is in town. People would wear our faces on their shirts like the royals in England. We’re the next Kate and William, the next Meghan and Harry. People will scream our name and then faint, only for us to give them mouth-to-mouth because even though we’re super famous, we are also humanitarians.” “Wow.” I sit back in my chair. “That’s quite the picture you paint.” I know what my mom will say about him already. Don’t lose him, Dorothy. He’s gold. Gorgeous and selfless. “So . . . with all that said, our six children at your side, would you wear a Rebels shirt?” I take some time to think about it, mulling over the idea of switching to black and red as my team colors. Could I do it? With the way Jason is smiling at me, hope in his eyes, how could I ever deny him that joy—and I say that as if we’ve been married for ten years. “I would wear halfsies. Half Bobbies, half Rebels, and that’s the best I can do.” He lifts his finger to the sky. “I’ll take it.

The Sun King had dinner each night alone. He chose from forty dishes, served on gold and silver plate. It took a staggering 498 people to prepare each meal. He was rich because he consumed the work of other people, mainly in the form of their services. He was rich because other people did things for him. At that time, the average French family would have prepared and consumed its own meals as well as paid tax to support his servants in the palace. So it is not hard to conclude that Louis XIV was rich because others were poor. But what about today? Consider that you are an average person, say a woman of 35, living in, for the sake of argument, Paris and earning the median wage, with a working husband and two children. You are far from poor, but in relative terms, you are immeasurably poorer than Louis was. Where he was the richest of the rich in the world’s richest city, you have no servants, no palace, no carriage, no kingdom. As you toil home from work on the crowded Metro, stopping at the shop on the way to buy a ready meal for four, you might be thinking that Louis XIV’s dining arrangements were way beyond your reach. And yet consider this. The cornucopia that greets you as you enter the supermarket dwarfs anything that Louis XIV ever experienced (and it is probably less likely to contain salmonella). You can buy a fresh, frozen, tinned, smoked or pre-prepared meal made with beef, chicken, pork, lamb, fish, prawns, scallops, eggs, potatoes, beans, carrots, cabbage, aubergine, kumquats, celeriac, okra, seven kinds of lettuce, cooked in olive, walnut, sunflower or peanut oil and flavoured with cilantro, turmeric, basil or rosemary ... You may have no chefs, but you can decide on a whim to choose between scores of nearby bistros, or Italian, Chinese, Japanese or Indian restaurants, in each of which a team of skilled chefs is waiting to serve your family at less than an hour’s notice. Think of this: never before this generation has the average person been able to afford to have somebody else prepare his meals. You employ no tailor, but you can browse the internet and instantly order from an almost infinite range of excellent, affordable clothes of cotton, silk, linen, wool and nylon made up for you in factories all over Asia. You have no carriage, but you can buy a ticket which will summon the services of a skilled pilot of a budget airline to fly you to one of hundreds of destinations that Louis never dreamed of seeing. You have no woodcutters to bring you logs for the fire, but the operators of gas rigs in Russia are clamouring to bring you clean central heating. You have no wick-trimming footman, but your light switch gives you the instant and brilliant produce of hardworking people at a grid of distant nuclear power stations. You have no runner to send messages, but even now a repairman is climbing a mobile-phone mast somewhere in the world to make sure it is working properly just in case you need to call that cell. You have no private apothecary, but your local pharmacy supplies you with the handiwork of many thousands of chemists, engineers and logistics experts. You have no government ministers, but diligent reporters are even now standing ready to tell you about a film star’s divorce if you will only switch to their channel or log on to their blogs. My point is that you have far, far more than 498 servants at your immediate beck and call. Of course, unlike the Sun King’s servants, these people work for many other people too, but from your perspective what is the difference? That is the magic that exchange and specialisation have wrought for the human species.

Bilateral (from the Latin for “both sides”) coordination means that we can use both sides of the body to cooperate as a team. A well-regulated vestibular system helps us to integrate sensory messages from both sides of our body. By the age of three or four, a child should be crossing the midline. For the child who avoids crossing the midline, coordinating both body sides may be difficult. When she paints at an easel, she may switch the brush from one hand to the other at the midway point separating her right and left sides. She may appear not to have established a hand preference, sometimes using her left and sometimes her right to eat, draw, write, or throw. It may also be hard to survey a scene or to track a moving object visually without stopping at the midline to blink and refocus. The child with poor bilateral coordination may have trouble using both feet together to jump from a ledge, or both hands together to catch a ball or play clapping games. She may have difficulty coordinating her hands to hold a paper while she cuts, or to stabilize the paper with one hand while she writes with the other. Poor bilateral coordination, a sensory-based motor disorder, is often misinterpreted as a learning disability such as dyslexia. In fact, this difficulty can lead to learning or behavior problems, but it does not ordinarily mean that a child is lacking in intelligence or academic ability.

Habits are behavioral autopilot, and that’s why they’re such a critical tool for leaders. Leaders who can instill habits that reinforce their teams’ goals are essentially making progress for free.

to create and sustain change, you’ve got to act more like a coach and less like a scorekeeper. You’ve got to embrace a growth mindset and instill it in your team.

The project often feels like a failure in the middle. But if the team persists through this valley of angst and doubt, it eventually emerges with a growing sense of momentum. Team members begin to test out their new designs, and they realize the improvements they’ve made, and they keep tweaking the design to make it better. And they come to realize, we’ve cracked this problem. That’s when the team reaches the peak of confidence.

They are creating the expectation of failure. They are telling team members not to trust that initial flush of good feeling at the beginning of the project, because what comes next is hardship and toil and frustration. Yet, strangely enough, when they deliver this warning, it comes across as optimistic.

Eventually I was ready to learn how to perform routine life tasks again. 'Enabling occupation'—that’s what the learning process was called when it was presented to me. Enabling occupation involved the mastery of skills that I didn’t even know could properly be called 'skills.' How to pick up and carry and manipulate a set of common objects: a handbag, a stoneware saucer, a mobile phone, a paperback book. I was told that my new limbs were capable of hefting an automobile, of bending an iron bar, but I couldn’t make them do any of these magical things—not anything remotely close. Instead, I spent my days trying to pick up a thumbtack from a hard surface using my feeble pincer grasp, to activate a light switch with a single articulated finger, and to fasten a long line of shirt buttons, each of which was around the size of a half-dollar coin. During this period, I worked to improve my gross motor skills in parallel. I relearned how to reach for distant objects without collapsing under my own weight, how to twist a standard brass doorknob, and how to pour liquid from a plastic pitcher into a paper cup without spilling everything everywhere or crushing the handle itself in my grip. Eventually I used these newfound skills to practice clothing myself in simple blouses with velcro fasteners and pants with elastic waistbands, struggling to take it all off again when it was time. At some point during this phase, a team of nameless staff members helped me stand upright in front of a full-length mirror so I could stare at my newly-made body, fully exposed, and with my sharpened vision I was able to see the true extent of my transformation, the exquisite atrocity I’d chosen to perpetrate.

U4NBA News: Notice The Version Of NBA 2K18 Is For You NBA 2K18 is scheduled to debut on store shelves until September 15th for those that who pre-order. It'll come to Xbox One, PS4, Windows PCs and mobile. You must have noticed some NBA 2K18 version informations to help you to decide which version of NBA 2K18 is the one to pre-order now or purchase on release day. NBA 2K18 Standard Edition NBA 2K18 Standard Edition is for mild fans of the series that don't care as much about Virtual Currency as they do getting access four-days before everyone else. Standard Edition is $59.99. Buyers get 5,000 in Virtual Currency, 10 Weeks of MyTeam Packs and some MyTeam themed cosmetic items for use in the game. This version will come to the Xbox 360, Xbox One, PS4, PS3, PCs and the Nintendo Switch. This version of the game gets you access to the NBA 2K18 Early Tip-Off Weekend, provided you place a pre-order before September 15th. Also Read: Kyrie Irving Will Grace The Cover Of The Standard Edition Of NBA 2K18 NBA 2K18 Legend Edition NBA 2K18 Legend Edition is the upgraded version of the standard game and the version is for big-time fans of Shaq. It’s also for anyone that loves MyCareer and wants an early jumpstart to their character. It doesn’t come with any exclusive features. Instead, it packs Virtual Currency that could make starting out in MyCareer a little easier. Legend Edition is $99.99. There's 100,000 in Virtual Currency included with Legend Edition. Again, you can use Virtual Currency to buy upgrades for your character in the game. The more Virtual Currency you have, the easier it’ll be to get extras in MyCareer. Character add-ons include a Shaq Championship Ring, Shaq Attaq shoes, Shaq Jerseys and Shaq clothing. There are 20 weeks of MyTeam Packs instead of the 10 that the basic version comes with. Physical copies of this game come with 5 Panini cards, Shaq MyTeam Stickers and a poster. Xbox One, PS4, PCs and the Nintendo Switch will get this version. This version qualifies for Early Tip-Off Weekend. NBA 2K18 Legend Edition Gold NBA 2K18 Legend Edition Gold is for the player that enjoys the series year after year and will find themselves spending hours across MyCareer and MyTeam modes for a long time. It’s also for the fan that loves basketball games and doesn’t have a lot of free time to dump into the game to earn Virtual Currency. This version costs $149.99, the most that any version of the game does. Shoppers get 250,000 in Virtual Currency when they buy Legend Edition Gold. There's 40 weekly MyTeam Packs. Developers guaranteed that players who own those packs can get at least one of Shaq and a TEAM 2K Card. Buyers also get the Shaq Attaq Shoes, the championship ring and Shaq Themed Jerseys and apparel. Physical add-ons include a poster, 10 Panini Cards, Shaq MyTeam Stickers and a lenticular printing. Nintendo Switch, Xbox One, Windows PCs and PS4 will get this version. The game qualifies for Early Tip-Off Weekend. In order meet player's demand for NBA 2K18 MT during Early Tip-Off Weekend, we decide to bring forward the activity where offers coupon code "NBA2017". You can buy NBA 2K18 MT from now on to gain up to 5% off.

Uh oh,” my dad comes in the room but dramatically stops short. “Are we talking about boys?” I roll my eyes. “No, we’re talking about stubborn men.” “So we are talking about boys,” he says and comes over to stand beside me, helping himself to some of the veggies off the platter. “Who did what this time?” he asks Jill. She raises her hands in defense. “This time it isn’t my problem.” “Travis is not exactly being the ideal muse,” I say while I dip one of the carrots into the ranch dressing. “And you really expect him to be?” he asks, trying to hide his smile. “Well, I expected him to try a little harder,” I say defensively. “I never understand how you manage to talk him into these things,” my dad says, leaning across the counter for a piece of bruschetta. “Even Scott gave up most times. But you were always able to convince Travis to stick it out with you.” “Well, we aren’t ten anymore,” I argue. “And apparently he’s taken a card from Scott’s book.” “I don’t know,” my dad says, wiping his mouth. “He’s always been team Etty. You can’t just switch.” “Have you and Mom been watching the Twilight series again?” I accuse. My dad just raises his eyebrows but doesn’t say anything. My dad is team Jacob; Mom is team Edward; I’m team I don’t care. Not that I have anything against Twilight, it’s just when you come into the house and your parents are in the middle of a legitimate argument over what creature they would like their daughter to date… things just got weird for me. I toldScott not to drop those movies off at their house; now whenever they have to decide on something they say they are “team so-and-so”.

For a batsman or a bowler, the job never ends at just batting & bowling, it continues with switching the positions in time of need, the stand out players never limit themselves to their primary role but change their style of play as per the happenings in the game. Anyone can hold a bat or ball in their hand, only thing matters is how well you use these things to make your team win. Similarly, as a Salesperson - your job is not only to think as a salesperson, but also as a client, and sometimes also to make an unfavorable situation favorable by planting an idea in a client's mind & creating a need.

Because sometimes bad things—downright horrible things in fact—must be done. For the greater good of the Republic. The “greater good” is, after all, what the Republic is founded on. The greater good. All for all. Isn’t that what the elites at the top like to say every time they bother to go through the pomp and circumstance of an election? All for all? As they switch seats and positions just often enough to keep the rubes believing it’s all a democracy? Or a “modified galactic republic”—that’s how they teach it to the younglings.

Each of those relationships ended because the love I gave was considered too hard… too suffocating. My father mapped out the perfect blueprint for how to treat a woman. He caters hand and foot to my mother. Even showers that love onto my sister. He never had to tell me how to treat my woman because his actions spoke louder. Did I cling to my woman? Absolutely. Being up under soft melanin skin pleased me. You want to read a book. Cool, what story we reading? Wanna go shopping? Take my card if you promise to model everything for me. Those heffas at work bothering you? Let’s get animated in the mirror and act like we about to tag team. Your period on? Baby, want me to rub your belly? You need me to get those diaper looking pads with the wings? How about some lemon ginger tea? What are your dreams? You want to sell weave? Let’s catch a flight to China or India and figure out how we can become wholesalers. You wanna make cute snapchat filter videos? What filter do you want? Are they not liking your pics? Fine. I’ll blast you all over my page. Your mother threatening to kick you out. Where you wanna move? Better yet, move in with me. Just focus on school and building your brand. I got everything else. You got finals coming up. Pick a tutor. Heck, can I pay for the answers to the quiz? You think those stretch marks make you unattractive? Come here and let me show you how much I appreciate your stripes of glitter. Do you want to go to Dr. Miami? Absolutely not. We going to the gym. Gym grown not silicone. We are working out together. Go ahead and hashtag us as #baegoals #coupleswhoworkouttogetherstaytogether. You want to switch the hair and get a tapered cut? Let me call my barber and see when we can go. Stressing and worrying? You keep hearing whispers while your sleeping? Nah bae, that’s not a ghost. That’s me praying for you. There are no stipulations with me. I gave it all. I had to. It was a part of my DNA. I needed to give the love I had in me unconditionally.

with less context switching and frequent intra-team communication (thanks to a single shared purpose rather than a collection of purposes).

with microservices, it becomes possible to establish small, autonomous teams that can assume a level of ownership of their code that isn’t possible with a monolithic approach. The switch to microservices removed the shackles that had prevented the Amazon software teams from moving fast, and enabled the transition to small, autonomous teams.

As I was to learn, the process for creating the digital media business would be quite different because there was so much more to creating a great digital media customer experience than simply adding the next retail category to the Amazon website. The first part of the process went as normal. Our team of three or four people developed plans using the tried-and-true MBA-style methods of the time. We gathered data about the size of the market opportunity. We constructed financial models projecting our annual sales in each category, assuming, of course, an ever-increasing share of digital sales. We calculated gross margin assuming a certain cost of goods from our suppliers. We projected an operating margin based on the size of the team we would need to support the business. We outlined the deals we would make with media companies. We sketched out pricing parameters. We described how the service would work for customers. We put it all together in crisp-looking PowerPoint slides (this was still several months before the switch to narratives) and comprehensive Excel spreadsheets.

The reality of life on sidewalks is it was a lot easier to imagine grandeur than to actualize it. There was no ceremony to any given second. There were patches of gray concrete. Moving machines. People who looked impossible to interrupt. So much unconquerable space in the air. It was as if an alien species dropped a smoke bomb poisoned with monotony and anywhere a man goes, he suffocates in idleness along with every element in his immediate universe. The most important event to take place was the red crosswalk signal switching to green pedestrian travel. The closest chance of romance was playing at 5:30 p.m. in the theatre. Happiness was making it to one’s destination without embarrassment. Nothing appears achievable to a singular, puny ghost who is not aided by alcohol, a camera team, or a cheering crowd—only more sidewalk and sky.

Number one, you have no loyalty. Any nigga who would leave his team and switch to its number one competition ain’t loyal in my book. We don’t get down with that type in TSE. Second, you approaching me in a club where I’m just trying to chill with my people shows you have no idea how to do business, and I don’t have time to waste on niggas who don’t know how to do business.

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.

One way to make yourself less vulnerable to copycats is to build a moat around your business. How Can I Build a Moat? As you scale your company, you need to think about how to proactively defend against competition. The more success you have, the more your competitors will grab their battering ram and start storming the castle. In medieval times, you’d dig a moat to keep enemy armies from getting anywhere near your castle. In business, you think about your economic moat. The idea of an economic moat was popularized by the business magnate and investor Warren Buffett. It refers to a company’s distinct advantage over its competitors, which allows it to protect its market share and profitability. This is hugely important in a competitive space because it’s easy to become commoditized if you don’t have some type of differentiation. In SaaS, I’ve seen four types of moats. Integrations (Network Effect) Network effect is when the value of a product or service increases because of the number of users in the network. A network of one telephone isn’t useful. Add a second telephone, and you can call each other. But add a hundred telephones, and the network is suddenly quite valuable. Network effects are fantastic moats. Think about eBay or Craigs-list, which have huge amounts of sellers and buyers already on their platforms. It’s difficult to compete with them because everyone’s already there. In SaaS—particularly in bootstrapped SaaS companies—the network effect moat comes not from users, but integrations. Zapier is the prototypical example of this. It’s a juggernaut, and not only because it’s integrated with over 3,000 apps. It has widened its moat with nonpublic API integrations, meaning that if you want to compete with it, you have to go to that other company and get their internal development team to build an API for you. That’s a huge hill to climb if you want to launch a Zapier competitor. Every integration a customer activates in your product, especially if it puts more of their data into your database, is another reason for them not to switch to a competitor. A Strong Brand When we talk about your brand, we’re not talking about your color scheme or logo. Your brand is your reputation—it’s what people say about your company when you’re not around.

Suraj solar and allied industries, Wework galaxy, 43, Residency Road, Bangalore-560025. Mobile number : +91 808 850 7979 ### Embracing Solar Rooftop in Bangalore: A Sustainable Solution for Your Home Are you keen on reducing your monthly power bills while contributing to a cleaner and more sustainable environment? Investing in solar rooftops could be the answer you’ve been looking for, especially if you're living in Bangalore, a city blessed with abundant sunlight throughout the year. #### The Benefits of Solar Rooftops 1. **Cutting Down Electricity Bills**: One of the most immediate advantages of installing a solar rooftop system is the significant reduction in electricity bills. Solar panels harness sunlight and convert it into electricity for your home. By generating your own power, you can lower your dependence on grid electricity, which often comes with high charges, especially during peak hours. 2. **Environmental Impact**: Transitioning to solar energy is not just about personal savings. It’s a step toward a cleaner, greener environment. By choosing solar panels, you’re reducing your carbon footprint and contributing to the fight against climate change. Each kilowatt-hour of solar energy produced helps to eliminate emissions associated with traditional fossil fuel energy sources. 3. **Incentives and Subsidies**: The government of India and various state governments, including Karnataka, offer attractive incentives, rebates, and subsidies for solar panel installations. These financial benefits make the initial investment more manageable, allowing you to reap future savings sooner than later. 4. **Low Maintenance Costs**: Solar rooftops are designed to be durable and require minimal maintenance. Generally, a good quality solar panel can last 25 years or more, with little upkeep beyond occasional cleaning to remove dust and debris. This longevity ensures that the system remains efficient for years to come. 5. **Increase in Property Value**: Homes equipped with solar rooftop systems often experience an increase in property value. As more homebuyers become environmentally conscious, a solar installation can be a selling point, making your property more attractive in a competitive housing market. #### Sunease Solar: Your Partner in Going Solar Sunease Solar is paving the way for Solar Rooftop in Bangalore. Specializing in solar rooftop installations, Sunease Solar offers tailor-made solutions that cater specifically to your energy needs. With a team of experienced professionals, they guide you through every step— from assessing your energy requirements to designing a system that maximizes efficiency while fitting within your budget. #### How to Get Started The journey to going solar begins with a thorough assessment of your roof and energy consumption. Sunease Solar provides free consultations, allowing you to explore the viability of solar energy in your home. Once you decide to move forward, they will oversee the installation process from start to finish, ensuring that everything complies with local regulations. After the installation, Sunease Solar offers ongoing support, helping to monitor the system’s performance and addressing any concerns you may have. Their commitment to customer satisfaction and sustainable energy solutions makes them a leading choice for solar rooftops in Bangalore. #### Conclusion If you’re ready to reduce your monthly power bills and contribute to a sustainable future, consider investing in a solar rooftop system. With the right partner like Sunease Solar, making the switch to solar can be seamless and beneficial for both your wallet and the planet. It's time to harness the power of the sun and embrace a greener lifestyle—are you ready to take the plunge?

Suraj solar and allied industries, Wework galaxy, 43, Residency Road, Bangalore-560025. Mobile number : +91 808 850 7979 Solar Rooftop in Bangalore – Sunease Solar Bangalore, India's Silicon Valley, is known for more than just its booming tech sector. It is also becoming more and more aware of sustainable energy options. The move toward renewable energy, particularly solar power, has gained tremendous momentum as demand for energy rises and prices rise. Sunease Solar, which focuses on Solar Rooftop in Bangalore, has emerged as a leading name among the many businesses in the city. Why Bangalore's Solar Rooftop? Due to its location, Bangalore is an ideal location for harnessing solar energy. The city has a lot of sunshine all year, so it has a lot of potential for making solar power. Solar roofs give homeowners, businesses, and industries access to this renewable resource, lowering their reliance on conventional sources of electricity and contributing to a more environmentally friendly future. Under net metering policies, putting in a solar rooftop system not only helps cut down on electricity costs, but it also gives you a chance to make more money by selling excess power back to the grid. Furthermore, now is the ideal time to switch to solar energy in Bangalore due to the state government of Karnataka's push for its adoption through subsidies and incentives. Sunease Solar is a leading player in the solar energy industry, providing individualized solar rooftop installations for Bangalore's residential, commercial, and industrial properties. Sunease Solar has established a reputation for dependability, expertise, and outstanding customer service thanks to its dedication to providing solar solutions that are both effective and of high quality. Why should I pick Sunease Solar? Individualized Solar Solutions: Sunease Solar offers individualized solutions to meet each client's unique energy needs. Their team assesses your energy requirements and designs a solar rooftop system that maximizes efficiency and savings for a home, office, or industrial unit. High-Quality Materials: The quality of a solar rooftop system's components determines its efficiency and longevity. Sunease Solar only makes use of the best solar panels, inverters, and mounting structures available. This makes sure that the systems will last, work well, and be able to handle the weather in Bangalore. Complete Service: Sunease Solar offers a complete service, from consultation and site evaluation to system design, installation, and upkeep. Their group of specialists handles every one of the specialized and calculated parts of the establishment cycle, making it consistent and bother free for the client. Government incentives and subsidies: Sunease Solar ensures that customers can take full advantage of the financial support for Solar Rooftop in Bangalore by guiding them through the complicated application process for government subsidies and incentives. Cost-effective and friendly to the environment: You will not only save money on your electricity bills but also reduce your carbon footprint when you choose Sunease Solar. Solar energy is a renewable, clean resource that contributes to a more sustainable environment by lowering emissions of greenhouse gases. Benefits of rooftop solar: Lower utility bills: By generating power directly from the sun, a solar rooftop system can significantly reduce electricity costs. In a city like Bangalore, where energy costs are rising, this is especially beneficial. Independence on Energy: You become less reliant on conventional energy sources and their fluctuating costs with solar power. In the long run, a solar roof installation gives you energy independence and security. Gain in Property Value: Solar rooftop systems make buildings and homes more appealing to prospective buyers and renters. Solar installations are regarded as an important addition that frequently raise property values.

the more successful change transformations were more likely to set behavioral goals: 89 percent of the top third versus only 33 percent of the bottom third. For instance, a behavioral goal might be that project teams would meet once a week

For things to change, somebody somewhere has to start acting differently. Maybe it’s you, maybe it’s your team. Picture that person (or people). Each has an emotional Elephant side and a rational Rider side. You’ve got to reach both. And you’ve also got to clear the way for them to succeed. In short, you must do three things: → DIRECT the Rider FOLLOW THE BRIGHT SPOTS. Investigate what’s working and clone it. [Jerry Sternin in Vietnam, solutions-focused therapy] SCRIPT THE CRITICAL MOVES. Don’t think big picture, think in terms of specific behaviors. [1% milk, four rules at the Brazilian railroad] POINT TO THE DESTINATION. Change is easier when you know where you’re going and why it’s worth it. [“You’ll be third graders soon,” “No dry holes” at BP]               → MOTIVATE the Elephant FIND THE FEELING. Knowing something isn’t enough to cause change. Make people feel something. [Piling gloves on the table, the chemotherapy video game, Robyn Waters’s demos at Target] SHRINK THE CHANGE. Break down the change until it no longer spooks the Elephant. [The 5-Minute Room Rescue, procurement reform] GROW YOUR PEOPLE. Cultivate a sense of identity and instill the growth mindset. [Brasilata’s “inventors,” junior-high math kids’ turnaround]                             → SHAPE the Path TWEAK THE ENVIRONMENT. When the situation changes, the behavior changes. So change the situation. [Throwing out the phone system at Rackspace, 1-Click ordering, simplifying the online time sheet] BUILD HABITS. When behavior is habitual, it’s “free”—it doesn’t tax the Rider. Look for ways to encourage habits. [Setting “action triggers,” eating two bowls of soup while dieting, using checklists] RALLY THE HERD. Behavior is contagious. Help it spread. [“Fataki” in Tanzania, “free spaces” in hospitals, seeding the tip jar] ————— OVERCOMING OBSTACLES ————— Here we list twelve common problems that people encounter as they fight for change, along with some advice about overcoming them. (Note

A group of Stanford scientists have recently shown that people who regularly multitask with several streams of electronic information do not pay attention, control their memory, or switch from one job to another as well as those who prefer to complete one task at a time.32 “We kept looking for what they’re better at, and we didn’t find it,” said Professor Eyal Ophir, the study’s lead author. “They’re suckers for irrelevancy,” added Professor Clifford Nass, one of the researchers. 33 Professor Nass continues: “Virtually all multitaskers think they are brilliant at multitasking. And one of the big discoveries is: you know what, you’re really lousy at it. It turns out multitaskers are terrible at every aspect of multitasking … they get distracted constantly. Their memory is very disorganized.… We worry that it may be creating people who are unable to think well and clearly.”34

Yet, as Brandon explained with a mixture of bitterness and regret, college proved to be the start of a long series of disappointments. Unable to pass calculus or physics, he switched his major from engineering to criminal justice. Still optimistic, he applied to several police departments upon graduation, excited about a future of “catching crooks.” The first department used a bewildering lottery system for hiring, and he didn’t make the cut. The second informed him that he had failed a mandatory spelling test (“I had a degree!”) and refused to consider his application. Finally, he became “completely turned off to this idea” when the third department disqualified him because of a minor incident in college in which he and his roommate “borrowed” a school-owned buffing machine as a harmless prank. Because he “could have been charged with a felony,” the department informed him, he was ineligible for police duty. Regrettably, his college had no record of the incident. Brandon had volunteered the information out of a desire to illustrate his honest and upstanding character and improve his odds of getting the job. With “two dreams deferred,”2 Brandon took a job as the nightshift manager of a clothing chain, hoping it would be temporary. Eleven years later, he describes his typical day, which consists of unloading shipments, steaming and pricing garments, and restocking the floor, as “not challenging at all. I don’t get to solve problems or be creative. I don’t get to work with numbers, and I am a numbers guy. I basically babysit a team and deal with personnel.” When his loans came out of deferment, he couldn’t afford the monthly payments and decided to get a master’s degree—partly to increase his earning potential and partly to put his loans back into deferment. After all, it had been “hammered into his head” that higher education was the key to success. He put on twenty-five pounds while working and going to school full-time for three years. He finally earned a master’s degree in government, paid for with more loans from “that mean lady Sallie Mae.”3 So far, Brandon has still not found a job that will pay him enough to cover his monthly loan and living expenses. He has managed to keep the loans in deferment by continually consolidating—a strategy that costs him $5,000 a year in interest. Taking

In our country, the presidency isn’t decided by the national popular vote. To whine about a free and fair election in which the winner of the popular vote did not win the White House is like claiming that the basketball team who completed the most passes should win the game. We don’t score it that way and the players all know it. “Hamilton Electors” Urge Electoral College “Vote-Switching” Scheme Perhaps the most desperate last-ditch effort to block Trump from the White House was organized by a group of citizens calling themselves “Hamilton Electors.

In the military, snipers were almost always deployed in two-person teams. A spotter added security and firepower, set up and calculated shots, kept on top of elements like wind that could vary shots. When the shooter got tired, which often happened because waiting to kill was an exhausting exercise, the team would switch roles and spotter would become sniper.

a team of suspected terrorists had boarded an aircraft in London that they were going to hi-jack.  Their target aircraft was a new 747 Jumbo Jet.  The terrorists didn’t realize the aircraft had been switched to a smaller 707 until after they were aboard and the aircraft was taxing.  Airline officials said they had planted a note in the first class bathroom notifying the Captain of their intent to take over the plane.  Sources also revealed that once they realized the aircraft wasn’t a 747 they tried to retrieve the note but it was too late, a stewardess had accidentally discovered it during the climb out while the fasten seat belt lights were still on and people weren’t allowed to move around the cabin.  The aircraft had been diverted to Shannon, and British authorities had taken ten suspected terrorists into custody.  After a slight delay, the aircraft had continued to the United States without further incident.      Marguerite and I looked at one another for several seconds.  She broke into a grin and said, “Well, looks like we sure dodged the bullet on that one and it will make a great story for our grandchildren.”      “Yes, it will.  I wonder if we’d ever known what happened if we hadn’t just happened to catch that news broadcast.

LACP Also called Dynamic Teaming and based on IEEE 802.1ax, this mode is supported by most enterprise-class switches and allows automatic creation of a team using the Link Aggregation Control Protocol (LACP), which dynamically /динамично/ identifies /идентифицирует/ links between the server and a specific switch. To use this mode, you generally need to enable LACP manually on the port of the switch.

If you want to change things, you’ve got to appeal to both. The Rider provides the planning and direction, and the Elephant provides the energy. So if you reach the Riders of your team but not the

Don Berwick, with his 75-person team at IHI, had convinced thousands of hospitals to change

One of the most ambitious men to exploit the timber trade was Hugh F. McDanield, a railroad builder and tie contractor who had come to Fayetteville along with the Frisco. He bought thousands of acres of land within hauling distance of the railroad and sent out teams of men to cut the timber. By the mid-1880s, after a frenzy of cutting in south Washington County, he turned his gaze to the untapped fortune of timber on the steep hillsides of southeast Washington County and southern Madison County, territory most readily accessed along a wide valley long since leveled by the east fork of White River. Mr. McDanield gathered a group of backers and the state granted a charter September 4, 1886, giving authority to issue capital stock valued at $1.5 million, which was the estimated cost to build a rail line through St. Paul and on to Lewisburg, which was a riverboat town on the Arkansas River near Morrilton. McDanield began surveys while local businessman J. F. Mayes worked with property owners to secure rights of way. “On December 4, 1886, a switch was installed in the Frisco main line about a mile south of Fayetteville, and the spot was named Fayette Junction.” Within six months, 25 miles of track had been laid east by southeast through Baldwin, Harris, Elkins, Durham, Thompson, Crosses, Delaney, Patrick, Combs, and finally St. Paul. Soon after, in 1887, the Frisco bought the so-called “Fayetteville and Little Rock” line from McDanield. It was estimated that in the first year McDanield and partners shipped out more than $2,000,000 worth of hand-hacked white oak railroad ties at an approximate value of twenty-five cents each. Mills ran day and night as people arrived “by train, wagon, on horseback, even afoot” to get a piece of the action along the new track, commonly referred to as the “St. Paul line.” Saloons, hotels, banks, stores, and services from smithing to tailoring sprang up in rail stop communities.

In situations where your herd has embraced the right behavior, publicize it. For instance, if 80 percent of your team submits time sheets on time, make sure the other 20 percent knows the group norm. Those individuals almost certainly will correct themselves. But if only 10 percent of your team submits time sheets on time, publicizing those results will hurt, not help.

On the field of play, in the heat of the action, it enabled Guardiola’s Barcelona to switch formations or positions as many as five or six times in the same game. When players understand why, it is easy to react to what is being shouted from the touchline in the heat of battle. However, Guardiola also drilled patience into his sides, because, despite that ability to get his team to react, he and his players also had enough faith in their strategy to know when to avoid a knee-jerk reaction to a tough passage of play or an opposition goal.

Ants have a powerful caste system. A colony typically contains ants that carry out radically different roles and have markedly different body structures and behaviors. These roles, Reinberg learned, are often determined not by genes but by signals from the physical and social environment. 'Sibling ants, in their larval stage, become segregated into the different types based on environmental signals,' he said. 'Their genomes are nearly identical, but the way the genes are used—turned on or off, and kept on or off—must determine what an ant "becomes." It seemed like a perfect system to study epigenetics. And so Shelley and I caught a flight to Arizona to see Jürgen Liebig, the ant biologist, in his lab.' The collaboration between Reinberg, Berger, and Liebig has been explosively successful—the sort of scientific story ('two epigeneticists walk into a bar and meet an entomologist') that works its way into a legend. Carpenter ants, one of the species studied by the team, have elaborate social structures, with queens (bullet-size, fertile, winged), majors (bean-size soldiers who guard the colony but rarely leave it), and minors (nimble, grain-size, perpetually moving foragers). In a recent, revelatory study, researchers in Berger’s lab injected a single dose of a histone-altering chemical into the brains of major ants. Remarkably, their identities changed; caste was recast. The major ants wandered away from the colony and began to forage for food. The guards turned into scouts. Yet the caste switch could occur only if the chemical was injected during a vulnerable period in the ants’ development. [...] The impact of the histone-altering experiment sank in as I left Reinberg’s lab and dodged into the subway. [...] All of an ant’s possible selves are inscribed in its genome. Epigenetic signals conceal some of these selves and reveal others, coiling some, uncoiling others. The ant chooses a life between its genes and its epigenes—inhabiting one self among its incipient selves.

Those guidelines, according to Dr. Light, did not survive their trip to the office of the Head of the Department of Agriculture. In a 2004 account, she described herself as “shocked” by the changes that were made. Her team placed fruits and vegetables at the base of the pyramid and whole-grain breads and cereals further up. The new guidelines not only switched carbohydrates to the base of the pyramid, it moved processed foods like crackers and corn flakes, which Dr. Light and her team had placed at the top of the pyramid with chocolate, to the base of the pyramid. Even with all the edits, the food pyramid was not released for another 12 years.

Dr. Luise Light is a nutrition expert and led the team at the Department of Agriculture that made the original recommendations for the food pyramid. If you review her original recommendations, they sounds very similar to dietary advice given by nutritionists today: lots of vegetables, more lean sources of protein like fish and nuts, and less dairy and processed foods. Those guidelines, according to Dr. Light, did not survive their trip to the office of the Head of the Department of Agriculture. In a 2004 account, she described herself as “shocked” by the changes that were made. Her team placed fruits and vegetables at the base of the pyramid and whole-grain breads and cereals further up. The new guidelines not only switched carbohydrates to the base of the pyramid, it moved processed foods like crackers and corn flakes, which Dr. Light and her team had placed at the top of the pyramid with chocolate, to the base of the pyramid. Even with all the edits, the food pyramid was not released for another 12 years.

And how do we know that?” I riposted. “Because they’ve screwed up so many of them! Secrecy they have plenty of. What they are crucially short of are competence and reliability. If a Soviet Premier were to order a nuclear mine built, he’d be delivered something the size of a Sherman tank, that worked one time out of four… and sure as God made little green horseflies, somebody on the very first penetration team would defect. That’s the problem they’ll never crack: if a man is intelligent enough to be worth sending abroad, they don’t dare let him out of the country.” “They build very good missiles,” she argued. “That suggests they can produce good technology if they want to badly enough.” “Says who? How often do they ever fire one at a target anyone else can monitor? I told you: esoteric weapons are one of my hobbies.” “Well, very good spaceships—that’s the same thing.” “They build shitty spaceships. Ever seen the inside of one? They look like something out of Flash Gordon, or the cab of a steam locomotive. Big knife-switches and levers and dials that’d look natural in a Nikola Tesla exhibit. No computers worth mentioning. After the Apollo-Soyuz linkup, our guys came back raving at the courage of anyone who would ride a piece of junk like that into space.” “The Soviet space program is much more substantial than America’s! It has been since long before Apollo.” “With shitty spaceships. It’s just that they don’t stop building them, the way this stupid country has. Did you ever hear the story about the first Soviet space station crew?” “Died on reentry, didn’t they? Something about an air leak?” “Leonov, the first man ever to walk in space, has been in the identical model reentry vehicle many times. He’s been quoted assaying that the crew of that mission had to have heard the air whistling out, and that any of the three of them could easily have reached out and plugged the leak with a finger. They died of a combination of bad technology and lousy education. You wait and see: if the Soviets ever open the books and let us compare duds and destructs, you’ll find out they had a failure rate much higher than ours. You know those rockets they’ve got now, that everybody admires so much, the ‘big dumb boosters’? They could have beat us to the Moon with those. But of the first eight to leave the launch pad, the most successful survived for seventeen seconds. So they used a different booster for the Moon project, and it didn’t make the nut.

When you come down to it, alignment is about helping people understand what you want them to do. Most contributors will be motivated to ladder up to the top-line OKRs—assuming they know where to set the ladder. As our team got larger and more layered, we confronted new issues. One product manager was working on Premium, the enhanced subscription version of our app. Another focused on our API platform, to enable third parties like Fitbit to connect to MyFitnessPal and write data to it or applications on top of it. The third addressed our core login experience. All three had individual OKRs for what they hoped to accomplish—so far, so good. The problem was our shared engineering team, which got caught in the middle. The engineers weren’t aligned with the product managers’ objectives. They had their own infrastructure OKRs, to keep the plumbing going and the lights on. We assumed they could do it all—a big mistake. They got confused about what they should be working on, which could change without notice. (Sometimes it boiled down to which product manager yelled loudest.) As the engineers switched between projects from week to week, their efficiency dragged.

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He [Steve Ross] said he used to have the same prejudices against the game as most Americans: It was too slow, too "foreign," too difficult to understand what was really going on. But once he started watching the game, and had some friends explain it to him, he realized how fascinating soccer could be. He believed that it just needed the right conditions to thrive. In other words, he saw soccer like an entrepreneur, which of course was exactly what he was, and an excellent one at that. He spotted an unmet need, an undervalued asset, and made it his personal mission to make it succeed, come hell or high water. After the Cosmos struggled through its first few seasons, switching stadiums every so often and failing to generate much buzz, Steve purchased the team from its original investors for the grand price of one dollar. And then, for no good reason other than his own passion and drive, Steve decided to throw the entire commercial and marketing weight of Warner Communications behind the team. He would not only make the Cosmos a winner, but bring a "new" spectator sport to the American public.

I'd adored him. In a flash he'd gone from adoring me to treating me like a stranger. It was shocking. I'd never been able to figure it out--why men were given that internal switch and women were not. One little flick and they could turn their feelings on and off--so in control. I used to love this one and now I love that one. Men were more loyal to football teams that they were to women. They never cheated on those.

Other studies reveal that when we wear black, aggression increases...and that feels powerful. Researchers examined the statistics of more than 52,000 National Hockey League games and discovered that teams were penalized 10.2% more for aggression when wearing their black uniforms. In hockey, teams usually have two colors of jerseys and switch them for home and away games. When the teams wore a different color other than black, their penalties dropped overall.

Leroux, who switched national team allegiance from Canada to the U.S. in 2008 as a teenager, became a focal point of the growing rivalry. She was booed by Canadian fans every time she touched the ball. Some Canadian fans called her “Judas” in chants and sent racially charged messages at her on social media. Leroux, who was a dual-national, was also mixed race—she had a white Canadian mother and a black American father. The USA-Canada rivalry hadn’t been much of a soccer rivalry—the U.S. hadn’t lost to Canada in 11 years by that point—but it was fast growing into a rivalry of raw emotion.

From what Steel was learning, the language of the deals made them look less like aboveboard legal transactions and more like cover-ups. The agreements included one restrictive clause after another. The women were obliged to turn over all their evidence—audio recordings, diaries, emails, backup files, any other shred of proof—to O’Reilly and his lawyers. They and in one case their attorneys were prohibited from helping any other women who might have similar claims against the host. If they received subpoenas compelling them to talk, they were required to notify O’Reilly and his team, who could fight their being called to testify. The lawyer for one of the women agreed to switch sides, to “provide legal advice to O’Reilly regarding sexual harassment matters,” according to the language of the agreement. Another of the alleged victims promised never to make disparaging statements about O’Reilly or Fox News, “written or oral, direct or indirect,” and not to respond—ever—to any journalists who might contact her about the matter. As part of the deal, she confirmed that she had not filed a complaint with any of the government agencies responsible for fighting sexual harassment, including the EEOC. In return, one alleged victim received about $9 million, and another got $3.25 million. If either woman violated any of these clauses, she could lose the money. Whatever O’Reilly had or hadn’t done to the women was thus dropped down a deep well, never to be recovered. Cash for silence; that was the deal.

Studies have shown that multitasking degrades the performance of completing even simple tasks, such as sorting geometric shapes.3 The serious impact of this phenomenon was shown by Harvard researchers Dr. Steven Wheelwright and Dr. Kim Clark. They wrote about the problem of spreading engineers’ attention over too many projects simultaneously. As the number of projects went up, the time spent on productive tasks (e.g., problem-solving, interpreting data) went down by more than half, from 70% or more of their time to about 30%. The increased nonproductive activities included status meetings (communicating and coordinating across teams), switching costs (time required to reestablish context from one project to another), and so forth.

Early on in our careers, we may be able to make these sacrifices more easily. We can drop out of a prestigious college to start our own company. Or we can tolerate being looked over once in a while. Once we’ve “made it,“ the tendency is to switch to the mind-set of “getting what’s mine.” Now, all of a sudden awards and recognition matter—even though they weren’t what got us here. We need that money, that title, that media attention—not for the team or the cause, but for ourselves. Because we’ve earned it.

A team at the University of California, San Francisco, implanted a BCI device in Sarah, a patient who previously suffered from intractable depression. “When we turned this treatment on, our patient’s depression symptoms dissolved, and in a remarkably small time she went into remission,” Dr. Katherine Scangos, a neuroscientist and psychiatrist told CNN. “It was like a switch.”43 A year later, Sarah is free of both depression and any side effects from the treatment.

March 28th COWARDICE AS A DESIGN PROBLEM “Life without a design is erratic. As soon as one is in place, principles become necessary. I think you’ll concede that nothing is more shameful than uncertain and wavering conduct, and beating a cowardly retreat. This will happen in all our affairs unless we remove the faults that seize and detain our spirits, preventing them from pushing forward and making an all-out effort.” —SENECA, MORAL LETTERS, 95.46 The opposing team comes out strong, establishes an early lead, and you never had time to recover. You walk into a business meeting, are caught off guard, and the whole thing goes poorly. A delicate conversation escalates into a shouting match. You switched majors halfway through college and had to start your coursework over and graduate late. Sound familiar? It’s the chaos that ensues from not having a plan. Not because plans are perfect, but because people without plans—like a line of infantrymen without a strong leader—are much more likely to get overwhelmed and fall apart. The Super Bowl–winning coach Bill Walsh used to avoid this risk by scripting the beginning of his games. “If you want to sleep at night before the game,” he said in a lecture on game planning, “have your first 25 plays established in your own mind the night before that. You can walk into the stadium and you can start the game without that stress factor.” You’ll also be able to ignore a couple of early points or a surprise from your opponent. It’s irrelevant to you—you already have your marching orders. Don’t try to make it up on the fly. Have a plan.

I sat in front of the TV hour after hour watching the news about how Trump was fucking up the government’s response to the spreading corona virus infection. Why didn’t he invoke the federal government’s power under the Defense Production Act as soon as the virus hit Washington State? All the experts knew how fast-spreading and dangerous this corona virus could be? Instead, he ignores the CDC’s advice and downplays the risk to the nation’s health. Not until mid April, when it’s way too late, does Trump finally use some of the government’s power under the DPA, and even then it’s a half-assed measure. Not enough testing, not enough ventilators, not enough PPE, not enough swabs. The number of infections kept rising. By the end of March the US led the world in infections and deaths caused by the virus. What does Trump do? He refuses to wear a mask. He’s not going to look like a weakling. Testing? Overrated. It increases the number of infections. Why doesn’t the country have enough PPE and ventilators? Obama’s fault. The President is in charge, but if there’s any failure, it’s the fault of governors and mayors. He keeps repeating his mantra, “The situation is under control.” Pence’s team will whip the virus. Or was it Jared’s team? This virus isn’t as bad as the flu. America always wins. Doesn’t matter who or what the enemy is, we always triumph. We’re going to kill that little bug. Those people wearing masks are doing it to spite me, Donald J. Trump, the greatest President in history. “The situation is under control.” But the deaths keep mounting. It surpasses annual deaths from auto accidents, 34,000. It surpasses US deaths in the Vietnam War, 58,000. Next, it’s going to surpass total deaths of US soldiers in World War I, 116,500, and it’s not going to stop there. What the fuck!? This is the United States of America! We’re supposed to have the best healthcare in the world, the best of everything. We’re Number One! Yeah, Trump made America great again. He said with him as President America would win so much we’d get tired of winning. Right on, man! We are Number One – in corona virus infections and deaths! After spending all day switching back and forth among the cable news networks on TV, I’d turn off the television and get on my laptop and rant on Twitter about what an idiot the President was. That was my life during the lockdown. From "Anarchist, Republican... Assassin

Trash talking wasn't really personal. Guys just glommed onto whatever was easiest, like the fact that I was half-Asian or a girl. Now that I was 15, I took a lot more grief because most girls had switched to girls' hockey. I wasn't switching. I had played on the same hockey team since I moved to North Vancovuer, and I liked my coach and my teammates. Why mess with something great?

Overloading teams and ARTs with more work than can be reasonably accomplished causes too much WIP, which confuses priorities, causes frequent context switching, and increases overhead and wait times. Like a crowded highway at rush hour, there is simply no upside to having more WIP than the system can handle. Experience shows that excess WIP drives high utilization, which results in the inability to respond to change, burnout, late product launches, reduced profits, and poor economic outcomes.

At the same time, the 3-point line starts to look more and more inviting. In the opening five minutes of the average NBA game, 17 percent of attempts are 3-pointers. In the clutch, 27 percent are 3-pointers. Accuracy plummets on those shots from 38% down to 31%, dropping from 1.15 points per shot to 0.93 points per shot. This is not a function of desperation 3-pointers or high-variance strategy – teams simply switch their tactics at the end of games. And they probably aren't even aware of this.117

The moment you’re part of a group, the amygdala tunes in to who’s in that group and starts intensely tracking them. Because these people are valuable to you. They were strangers before, but they’re on your team now, and that changes the whole dynamic. It’s such a powerful switch—it’s a big top-down change, a total reconfiguration of the entire motivational and decision-making system.

Laszlo Bock, Work Rules (New York: Grand Central Publishing, 2015) David Brooks, The Social Animal (New York: Random House, 2011) Arie de Geus, The Living Company (Boston, MA: Harvard Business Review Press, 2002) Angela Duckworth, Grit: The Power of Perseverance and Passion (New York: Scribner, 2016) Charles Duhigg, The Power of Habit: Why We Do What We Do in Life and Business (New York: Random House, 2012) Amy Edmondson, Teaming: How Organizations Learn, Innovate, and Compete in the Knowledge Economy (San Francisco: Jossey-Bass Pfeiffer, 2012) Adam Grant, Give and Take (New York: Viking, 2013) Richard Hackman, Leading Teams (Boston, MA: Harvard Business Review Press, 2002) Chip and Dan Heath, Switch: How to Change Things When Change is Hard (New York: Broadway Books, 2010) Sebastian Junger, Tribe: On Homecoming and Belonging (New York: HarperCollins, 2016) James Kerr, Legacy (London: Constable & Robinson, 2013) Patrick Lencioni, The Five Dysfunctions of a Team: A Leadership Fable (San Francisco: Jossey-Bass, 2002) Stanley McChrystal, Team of Teams: New Rules of Engagement for a Complex World (New York: Portfolio, 2015). Mark Pagel, Wired for Culture (New York: W. W. Norton & Company, 2012) Daniel Pink, Drive: The Surprising Truth About What Motivates Us (New York: Riverhead Books, 2009) Amanda Ripley, The Smartest Kids in the World: And How They Got That Way (New York: Simon & Schuster, 2013) Edgar H. Schein, Helping (Oakland, CA: Berrett-Koehler Publishers, 2009) Edgar H. Schein, Humble Inquiry (Oakland, CA: Berrett-Koehler Publishers, 2013) Peter M. Senge, The Fifth Discipline (New York: Doubleday Business, 1990) Michael Tomasello, Why We Cooperate (Cambridge, MA: MIT Press, 2009)

In my years at Bell Labs, we worked in two-person offices. They were spacious, quiet, and the phones could be diverted. I shared my office with Wendl Thomis, who went on to build a small empire as an electronic toy maker. In those days, he was working on the Electronic Switching System fault dictionary. The dictionary scheme relied upon the notion of n-space proximity, a concept that was hairy enough to challenge even Wendl’s powers of concentration. One afternoon, I was bent over a program listing while Wendl was staring into space, his feet propped up on the desk. Our boss came in and asked, “Wendl! What are you doing?” Wendl said, “I’m thinking.” And the boss said, “Can’t you do that at home?

Periodic relaunches are important in good times but crucial in times of uncertainty, as James’s story illustrates. The team might need to switch to a new mediating tool that calls for new norms of communication. The government might introduce new regulations or laws that affect people’s work patterns, as we saw when millions were switched to working from home during the first months of the COVID-19 pandemic. Countries, markets, or entire industries might make a sudden shift that requires the team to reorient their goals. Periodic relaunches are the only structured mechanisms to give teams the ability to quickly pivot in a systematic way.

Every decade has a unique hematological riddle, and for Minot's era, that riddle was pernicious anemia. Anemia is the deficiency of red blood cells-and its most common form arises from a lack of iron, a crucial nutrient used to build red blood cells. But pernicious anemia, the rare variant that Minot studied, was not caused by iron deficiency (indeed, its name derives from its intransigence to the standard treatment of anemia with iron). By feeding patients increasingly macabre concoctions-half a pound of chicken liver, half-cooked hamburgers, raw hog stomach, and even once the regurgitated gastric juices of one of his students (spiced up with butter, lemon, and parsley)-Minot and his team of researchers conclusively demonstrated in 1926 that pernicious anemia was caused by the lack of a critical micronutrient, a single molecule later identified as vitamin b13. In 1934, Minot and two of his colleagues won the Nobel Prize for this pathbreaking work. Minot had shown that replacing a single molecule could restore the normalcy of blood in this complex hematological disease. Blood was an organ whose activity could be turned on and off by molecular switches.

. After the new skills and understanding have been embedded in the stream-aligned team, the enabling team will stop daily interaction with the stream-aligned team, switching their focus to a different team.

If you were in the railroad industry, would you be more interested in the business of laying the tracks or delivering the freight? One element is discrete and transactional (how many new rail lines do you really need?); the other represents ongoing value. A new management team at Cisco decided to go all-in on services, which by definition meant subscriptions. But how do you sell routers and switches on a subscription basis? By focusing on the data inside all that hardware—the freight, not the tracks. Cisco’s latest set of Catalyst hardware comes embedded with machine learning and an analytics software platform that helps companies solve huge inefficiencies by reducing network provisioning times, preventing security breaches, and minimizing operating expenses.

A practical vision is specific enough to suggest strategy, but not so specific it commits you to one particular strategy. Your vision is sacred, but your strategies can switch as needed. I like how my daughter and our company’s chief operating officer, Megan Hyatt Miller, puts it: “The way to achieve our goals is to hold them tightly and our strategies loosely.

Switch to proving ourselves wrong. We don’t do this enough, it’s like developing only happy paths, charged with biases and own agendas and we know where that leads. That’s why we write negative tests, do the same with your product bets

Changes are not like for like, it already has an extra weight for the context switch & let’s not forget about the time already invested in the initial thought path that will no longer be valid.

There’s a car racing metaphor I find helpful when I’m trying to remind myself to look up from my laptop and take a break. When I was a child, I visited the maintenance pit of the famous Silverstone Formula One racetrack, and of course it was fascinating to learn about the tire switches and refueling that mechanics were able to do in just a few seconds. But what stayed with me most was the idea that success was determined not only by the car’s speed on the track, but also by the “pit strategy”—the race team’s scheduled pit stops. Each stop was a tactical investment in performance, a deliberate slowing down, to enable the car to speed up afterward. Pit stops are not wasted time—they’re an essential part of an efficient, well-planned race. And your brain is like that race car. Downtime is as important to your work as every other part of your day, and you need to make sure you get enough of that time throughout the day. Plan for it, protect it, respect it.

The three of you were pretty cute last night, with all that touchy-feely crap." "Yeah, that lasted for about two minutes before you dragged Evan back over to the bar." "Dude, we were hunting Turkey. [drinking bourbon] it was important." Chris grins. "That boy can drink, I'll give him that." "That's big of you. From the way you were hanging off each other by the end of the night, I was thinking I might get Jeff all to myself." Chris shoots him a look. "Is that what you want? If you had your way? Just Jeff?" Dan Isn't really ready to answer that question, not even from Chris. "Wow, you'd switch teams just for me? You'd steal Evan away just so I could take his boyfriend? That's sweet man, really." Dan knows that Chris recognizes the deflection, but he lets Dan get away with it. "That's the kind if friend I am, Dan. Maybe you should take a lesson - the next time I need a wingman in a straight bar, it wouldn't kill you to step up." "Yeah, okay, I'll keep that on mind.

Coaches are masters of shrinking the change. By pushing their teams to attain a sequence of “small, visible goals,” they build momentum. Psychologist Karl Weick, in a paper called “Small Wins: Redefining the Scale of Social Problems,” said, “A small win reduces importance (‘this is no big deal’), reduces demands (‘that’s all that needs to be done’), and raises perceived skill levels (‘I can do at least that’).” All three of these factors will tend to make change easier and more self-sustaining.

What a Business Strategy Should Do •   Keep our focus on the customer, with an eye to the competition and the rest of the strategic environment •   Provide our team with a continuing stream of options •   Enable rapid switching between options •   Encourage initiative at all levels—in particular, an execute-and-communicate (“shoot and scoot”) mindset rather than one of ask-and-wait •   Harmonize our efforts to achieve the future we have in mind.

While there is no formula for cognitive load, we can assess the number and relative complexity (internal to the organization) of domains for which a given team is responsible. The Engineering Productivity team at OutSystems that we mentioned in Chapter 1 realized that the different domains they were responsible for (build and continuous integration, continuous delivery, test automation, and infrastructure automation) had caused them to become overloaded. The team was constantly faced with too much work and context switching prevailed, with tasks coming in from different product areas simultaneously. There was a general sense in the team that they lacked sufficient domain knowledge, but they had no time to invest in acquiring it. In fact, most of their cognitive load was extraneous, leaving very little capacity for value-add intrinsic or germane cognitive load. The team made a bold decision to split into microteams, each responsible for a single domain/product area: IDE productivity, platform-server productivity, and infrastructure automation. The two productivity microteams were aligned (and colocated) with the respective product areas (IDE and platform server). Changes that overlapped domains were infrequent; therefore, the previous single-team model was optimizing for the exceptions rather than the rule. With the new structure, the teams collaborated closely (even creating temporary microteams when necessary) on cross-domain issues that required a period of solution discovery but not as a permanent structure. After only a few months, the results were above their best expectations. Motivation went up as each microteam could now focus on mastering a single domain (plus they didn’t have a lead anymore, empowering team decisions). The mission for each team was clear, with less context switching and frequent intra-team communication (thanks to a single shared purpose rather than a collection of purposes). Overall, the flow and quality of the work (in terms of fitness of the solutions for product teams) increased significantly.