Team Capability Quotes

If Paris were missing, he´d want the same guys looking for him. Seriously, the only team capable of getting better results would be Jason Voorhees, Freddy Krueger, Michael Myers and Hannibal

Nagumo was suddenly on his own. At this crucial time, the cost of his failure to learn the complicated factors that played into carrier operations suddenly exploded. Now, when every minute counted, it was too late to learn the complexities involved in loading different munitions on different types of planes on the hangar deck, too late to learn how the planes were organized and spotted on the flight decks, too late to learn the flight capabilities of his different types of planes, and far too late to know how to integrate all those factors into a fast-moving and efficient operation with the planes and ordnance available at that moment. Commander Genda, his brilliant operations officer, couldn’t make the decisions for him now. It was all up to Nagumo. At 0730 on June 4, 1942, years of shipbuilding, training, and strategic planning had all come to this moment. Teams of highly trained pilots, flight deck personnel, mechanics, and hundreds of other sailors were ready and awaiting his command. The entire course of the battle, of the Combined Fleet, and even perhaps of Japan were going to bear the results of his decisions, then and there.

Returning my voice to a conversational level, I called back, “Nora, I’m not attempting to embarrass you or single you out. I know you’re capable. But stay behind Chas, okay? You die, you d i e permanently, and for various reasons that we’ve already gotten angsty about together, I don’t want that to happen.” “Okay, okay,” she sighed. “Angsty?” Chas asked. “Ooh! Later, details!” “Yes, later.” With that, I waved the team forward.

For the longest time I couldn't understand the meaning of the cliche "being compatible" - whether about a lover, colleague, team mate or friend. I now get it. There is so much more behind this superficial nauseatingly-pragmatic diplomatic phrase -- it goes deep down to the true essence of someone, how they see the world, how they see and position themselves, how prepared/capable they are to back you, whether they can understand who you are and if they are prepared to break walls for you. Anything else is details.

Leaders should never be satisfied. They must always strive to improve, and they must build that mind-set into the team. They must face the facts through a realistic, brutally honest assessment of themselves and their team’s performance. Identifying weaknesses, good leaders seek to strengthen them and come up with a plan to overcome challenges. The best teams anywhere, like the SEAL Teams, are constantly looking to improve, add capability, and push the standards higher. It starts with the individual and spreads to each of the team members until this becomes the culture, the new standard. The recognition that there are no bad teams, only bad leaders facilitates Extreme Ownership and enables leaders to build high-performance teams that dominate on any battlefield, literal or figurative.

You need to plan the way a fire department plans: It cannot anticipate where the next fire will be, so it has to shape an energetic and efficient team that is capable of responding to the unanticipated as well as to any ordinary event.

The team must consist of three sorts of specialists, he says. Otherwise the revolution, whether in politics or the arts or the sciences or whatever, is sure to fail. The rarest of these specialists, he says, is an authentic genius - a person capable of having seemingly good ideas not in in general circulation. "A genius working alone," he says, "is invariably ignored as a lunatic." The second sort of specialist is a lot easier to find; a highly intelligent citizen in good standing in his or her community, who understands and admires the fresh ideas of the genius, and who testifies that the genius is far from mad. "A person like this working alone," says Slazinger, "can only yearn loud for changes, but fail to say what their shaped should be." The third sort of specialist is a person who can explain everything, no matter how complicated, to the satisfaction of most people, no matter how stupid or pigheaded they may be. "He will say almost anything in order to be interesting and exciting," says Slazinger. "Working alone, depending solely on his own shallow ideas, he would be regarded as being as full of shit as a Christmas turkey.

None of us had realized quite how fragile Alice was. She had always seemed so capable, so in control: getting all those amazing grades, playing on the sports teams, getting her place at university, never missing a trick. But underneath that, fuelling all this success, was a tangled mass of anxiety that none of us saw until it was too late.

With a decision and a defined purpose, you can begin work.

We must recognize that no amount of formal planning can anticipate changes such as globalization and the information revolution we’ve referred to above. Does that mean that you shouldn’t plan? Not at all. You need to plan the way a fire department plans. It cannot anticipate where the next fire will be, so it has to shape an energetic and efficient team that is capable of responding to the unanticipated as well as to any ordinary event.

The best leaders want to leverage all the capabilities of the people in their organization.

You can push yourself to a place that is beyond the current capability or temporal mindset of the people you work with, and that’s okay. Just know that your supposed superiority is a figment of your own ego. So don’t lord it over them, because it won’t help you advance as a team or as an individual in your field. Instead of getting angry that your colleagues can’t keep up, help pick your colleagues up and bring them with you!

It is not until one visits old, oppressed, suffering Europe, that he can appreciate his own government, "he observed, "that he realizes the fearful responsibility of the American people to the nations of the whole earth, to carry successfully through the experiment... That men are capable of self-government.

Definite purpose, absolute commitment.

We are capable of performing the task.

They expected her to kill. It’s what they’d trained her for. Her team was the deadliest—capable of wiping out entire cities, just the four of them. The

We will do the good work. It is our holy duty.

When team members trust one another, when they know that everyone on the team is capable of admitting when they don’t have the right answer, and when they’re willing to acknowledge when someone else’s idea is better than theirs, the fear of conflict and the discomfort it entails is greatly diminished. When there is trust, conflict becomes nothing but the pursuit of truth, an attempt to find the best possible answer. It is not only okay but desirable.

underneath perfectionism is always an emotion regulation struggle. Underneath “I am the worst artist in the world!” is a child who could envision the picture they wanted to paint and is disappointed in their final product; underneath “I stink at math” is a child who wants to feel capable and instead feels confused; underneath “I let down my team” is a child who can’t access all the moments they played well and is mired in their missed layup. In each case, that disappointment—or the mismatch between what a child wanted to happen and what actually happened—manifests as perfectionism. And, because perfectionism is a sign of an emotion regulation struggle, logic won’t help—we can’t convince a child that her art is great or that math concepts are hard for everyone or that one missed shot doesn’t define an athlete.

The big guy stopped in front of the door and spun on his heel with a lot more grace than a man that large should be capable of. He blinked, piercing me with a glare. “We’re partners. We’re a team. You said it.” I nodded dumbly, earning me that ‘you’re an idiot’ look from him. His eyebrows went up just a little, his head just slightly forward enough to be confrontational. “If someone messes with you, they’re going to mess with me, Van. I don’t want to hurt your feelings. I might not be good with this friend crap, but I’m not about to let somebody get away with hurting you. Ever. Do you understand me?

Individual creators started out with lower innovativeness than teams—they were less likely to produce a smash hit—but as their experience broadened they actually surpassed teams: an individual creator who had worked in four or more genres was more innovative than a team whose members had collective experience across the same number of genres. Taylor and Greve suggested that “individuals are capable of more creative integration of diverse experiences than teams are.

TEAMWORK: Mr. Mason is a team player, capable of stepping up to leadership roles if required. High school sports: making life easier for military recruiters since 1914.

A task is only difficulty, when we not find the best strategy to get it done.

the most rewarding part of growing my team has been watching our collective capabilities extend far beyond what any one of us could have achieved.

simply said that the Apple team knew the capabilities of the Be OS and asked if they

If you want to glide toward money, you have to make sure your message is clear as a bell, and you need to ensure that you have a unified team capable of communicating it.

What happens to a team when one or more of its members constantly play out of position? First, morale erodes because the team isn’t playing up to its capability. Then people become resentful.

It can be easy to focus on How, especially for high achievers who want to control what they can control, which is themselves. It takes vulnerability and trust to expand your efforts and build a winning team. It takes wisdom to recognize that 1) other people are more than capable enough to handle much of the Hows, and 2) that your efforts and contribution (your “Hows”) should be focused exclusively where your greatest passion and impact are. Your attention and energy should not be spread thin, but purposefully directed where you can experience extreme flow and creativity.

Psychology is the foundation of success in sales and will determine whether or not we believe we are able to succeed. Without belief, we cannot convince ourselves that we are capable of success.

Glaring, Kai leaned back against the headrest. "I'm already uncomfortable with you piloting this ship and being in control of my life. Try not to make it worse." "Why does everyone think I'm such a bad pilot?" "Cinder told me as much." "Well, tell Cinder I'm perfectly capable of flying a blasted podship without killing anyone. My flight instructor at the Andromeda - which is a very prestigious military academy in the Republic, I will have you know-" "I know what Andromeda Academy is." "Yeah, well, my flight instructor said I was a natural." "Right," Kai drawled. "Was that the same flight instructor who wrote in you official report about your inattentiveness, refusal to take safety precautions seriously, and overconfident attitude that often bordered on ... what was the word she used>? 'Fool-hardy', I think?" "Oh, yeah. Commander Reid. She had a thing for me." The radar blinked, picking up a cruiser in the far distance, and Thorne deftly changed directions to keep them out of its course. "I didn't realize I had a royal stalker. I'm flattered, Your Majesty." "Even better - you had an entire government team assigned to digging up information on you. They reported twice daily for over a week. You did run off with the most-wanted criminal in the world, after all.

She huddled next to Daniel in the Meadow, basking in the warmth of a burgeoning love that was pure and sustaining, as Daniel’s name rang out across the Meadow. He had been called. He rose above the riot of angelic light and said with calm self-possession, “With respect, I will not do this. I will not choose Lucifer’s side, nor will I choose the side of Heaven.” A roar went up from the vast camps of angels, from those who stood beside the Throne, from Lucifer most of all. Lucinda had been stunned. “Instead, I choose love,” Daniel went on. “I choose love and leave you to your war. You’re wrong to bring this upon us,” Daniel said to Lucifer. Then, to the Throne: “All that is good in Heaven and on Earth is made of love. Maybe that wasn’t your plan when you created the universe-maybe love was just one aspect of a complicated and brutal world. But love was the best thing you made, and it has become the only thing worth saving. This war is not just. This war is not good. Love is the only thing worth fighting for.” The Meadow fell silent after Daniel’s words. Most of the angels looked dumbfounded, as if they did not understand what Daniel meant. It had not been Lucinda’s turn. The angels’ names were called by the celestial secretaries according to their rank, and Lucinda was one of a handful of angels higher than Daniel. It didn’t matter. They were a team. She rose to his side in the Meadow. “There should never have to be a choice between love and You,” Lucinda declared to the Throne. “Maybe one day You will find a way to reconcile adoration and the true love You have made us capable of. But if forced to choose, I must stand beside my love. I choose Daniel and will choose him forevermore.

We agree to spend “Sunday dinner” in hygge. We all promise to help one another as a team in creating a cozy atmosphere where everyone feels safe and no one needs to have their guard up. We agree to try to . . . Turn off the phones and the iPads. Leave our drama at the door. There are other times to focus on our problems. Hygge is about creating a safe place to relax with others and leave the everyday stressors outside. Not complain unnecessarily.

Most people are operating at a fraction of what they are really capable of. As the leader you will need to find the unique seeds of greatness buried in each member of your team. You need to remove the weeds (fears, inhibitions, uncertainties), water and fertilize (invest in their personal growth), and provide the sunshine (your positive attitude, belief in them, and example) to transform that miraculous seed inside them into a bountiful harvest of results and productivity.

Nobody is a whole team . . . We need each other. You need someone and someone needs you. Isolated islands we’re not. To make this thing called life work, we gotta lean and support. And relate and respond. And give and take. And confess and forgive. And reach out and embrace and rely . . . Since none of us is a whole, independent, self-sufficient, super-capable, all-powerful hotshot, let’s quit acting like we are. Life’s lonely enough without our playing that silly role. The game is over. Let’s link up.

Agile coach: The individual is an agile expert who provides guidance for new agile implementations as well as existing agile teams. The agile coach is experienced in employing agile techniques in different environments and has successfully run diverse agile projects. The individual builds and maintains relationships with everyone involved, coaches individuals, trains groups, and facilitates interactive workshops. The agile coach is typically from outside the organization, and the role may be temporary or permanent.

It's common to think of people in the military as conformists. But that's far from the truth in our community. Some pretty capable and colorful types join the SEAL teams, looking for bigger challenges than their high-flying careers or other interesting backgrounds can offer. Whether doctors, lawyers, longshoreman, college dropout, engineer or NCAA Division I superathlete, they were more than just good special operators. They were a cohesive team whose strength came from their widely diverse talents, educational backgrounds, upbringings, perspectives, and capabilities. They're all-American and patriotic, with a combination of practical intelligence and willpower that you don't want to get crossways with. Streetwise, innovative, adaptable, and often highly intellectual--these are all words that apply to the community. And the majority are so nice that it can be hard to envision their capacity for violent mayhem. BUD/S filters out four of five aspirants, leaving behind only the hardest and most determined--the best. I was so proud and humbled to be part of the brotherhood.

Leaders who get team members to solve their own problems are making a sound investment that will pay off with many benefits: their team members will become less dependent on them, more -self-¬directing, more ¬self-¬sufficient, and more capable of solving problems on their own.

Our teams were crafted to be chess pieces with well-honed, predictable capabilities. Our leaders, including me, had been trained as chess masters, and we hoped to display the talent and skill of masters. We felt responsible, and harbored a corresponding need to be in control, but as we were learning, we actually needed to let go.

The defeats, failures of the European proletariat in the mediocre positivism with which timid union bureaucrats and bland parliamentary teams cultivates a... lazy spirit in the masses. A proletariat without more of an ideal of than the reduction of work hours and a salary raise of the few cents will never be capable of grand historic entreprise.

The coyotes felt capable, canny, and strangely anthropomorphized, as if they had been endowed with human features by a team of animators. Their hair seemed artfully disheveled, the haircut of a hot, young actor playing a drug addict in an independent film. The coyotes felt more human than most of the humans Sam encountered, more human than Sam himself felt back then.

Keeping the locus of responsibility in the one who owns the problem is important because: First, leaders who get team members to solve their own problems are making a sound investment that will pay off with many benefits: their team members will become less dependent on them, more self-directing, more self-sufficient, and more capable of solving problems on their own.

Most Americans are unaware that Iran’s military has such robust computer-hacking capabilities, but Mobasheri had been one of the leaders of this all-but-unheralded success of the Islamic Republic. He and his team of hackers had broken into American defense networks, and had placed infiltration-agent programs into U.S. wireless companies that had taken years and tens of millions of dollars to clean out.

The capability of self-organizing teams lies in collaboration. When two engineers scratch out a design on a whiteboard, they are collaborating. When team members meet to brainstorm a design, they are collaborating. When team leaders meet to decide whether a product is ready to ship, they are collaborating. The result of any collaboration can be categorized as a tangible deliverable, a decision, or shared knowledge.

Forget it, we can do it another time.” I turn around to go back into my parents’ room, but Mom catches my hand. She knows I may never feel ready to do this, that I may keep finding excuses to push this off until long after my dad is gone, and then maybe I’ll go to his grave and come out. But the time has to be now so I can feel as comfortable in my home as I am chilling with Collin. “Mark,” Mom says again. His eyes are still on the TV. I take a deep breath. “Dad, I hope you’re cool with this, but I sort of, kind of am dating someone and . . .” I can already see him getting confused, like I’m challenging him to solve an algebraic equation with no pen, paper, or calculator. “And that someone is my friend Collin.” Only then does Dad turn toward us. His face immediately goes from confused to furious. You would think the Yankees not only lost the game but also decided to give up and retire the team forever. He points his cigarette at Mom. “This is all your doing. You have to be the one to tell him he’s wrong.” He’s talking about me like I’m not even in the room. “Mark, we always said we would love our kids no matter what, and—” “Empty fucking promise, Elsie. Make him cut it out or get him out of here.” “If there’s something about homosexuality you don’t understand, you can talk to your son about it in a kind way,” Mom says, maintaining a steady tone that’s both fearless for me and respectful toward Dad. We all know what he’s capable of. “If you want to ignore it or need time, we can give that to you, but Aaron isn’t going anywhere.” Dad places his cigarette in the ashtray and then kicks over the hamper he was resting his feet on. We back up. I don’t often wish this, but I really, really wish Eric were here right now in case this gets as ugly as I think it might. He points his finger at me. “I’ll fucking throw him out myself.

Human beings are generally not capable of managing more than six to ten people, particularly when things go sideways and inevitable contingencies arise. No one senior leader can be expected to manage dozens of individuals, much less hundreds. Teams must be broken down into manageable elements of four to five operators, with a clearly designated leader. Those leaders must understand the overall mission, and the ultimate goal of that mission—the Commander’s Intent.

That’s the drawback of becoming uncommon amongst uncommon. You can push yourself to a place that is beyond the current capability or temporal mindset of the people you work with, and that’s okay. Just know that your supposed superiority is a figment of your own ego. So don’t lord it over them, because it won’t help you advance as a team or as an individual in your field. Instead of getting angry that your colleagues can’t keep up, help pick your colleagues up and bring them with you!

If you are leading a turnaround and need to assemble a team quickly, it can make sense to hire capable people you know and trust. But in less-urgent situations, the reflex to bring in people you know can easily be interpreted to mean you’re dissatisfied with the level of talent in your new organization. If you need to replace people on your team, the first place to look is one level below. The second best option is to hire people from the outside—just not from your old organization(s).

As assistant officer in charge of his SEAL Team Three platoon, Brendan saw the terrorist threat firsthand in a way few Americans could in the spring or summer of 2010. He was driven not by ideology, but by the same promise he and Travis had made when they were called to action after 9/11. As long as evil men wished to do Americans harm and demonstrated the willingness and capability to do so, brave men and women like Brendan and his fellow US service members would step forward to confront them.

Cut the word "nice" from your vocabulary--along with all those other nurturing words we use to describe women ("kind," helpful," "a team player). Not only are women more likely to be described by such language, but research has found that those words cause them to be viewed as less qualified--perceived as pushovers, not somebody capable of running a team. So next time you have the urge to describe your female colleague as "sympathetic," try one of these "male" words instead: independent, confident, intelligent, fair.

But it was only a dog." Of course no one actually says that, but it feels to Sune as if all his neighbors are thinking it. Everyday life just carries on out in the street while he sits in a million pieces in his kitchen. When he collects the mail someone goes past and says "sorry for your loss," but that isn't what he wants them to feel sorry about. He wants them to feel sorry about his life, and the fact that he's going to have to see it out now without that ill-disciplined, unruly little monster. Without paws on the edge of the bed and bite marks on his wrists. How's that going to work? Who's going to eat all the liver pate in the fridge? He receives a few text messages and phone calls from the committee of the hockey club and a couple of coaches of the youth teams, all very sorry, but not as if it had been a person. They're sad that Sune is sad, of course, but they don't really understand his loss. Because of course it was only a dog. It's so hard to explain that it's more than an animal when you're that animal's human. Perhaps it takes more empathy than most people are capable of. Or more imagination.

Outcomes indicators include product vision, business objectives, and capabilities (high-level product functionality), not detail requirements. These outcome characteristics define a releasable product and quality objectives define a reliable and adaptable (works today, easy to enhance) product. These are the critical value traits, then teams need to strive to meet constraints—scope, schedule, and cost—but as secondary in importance to the value components. In many, if not most, agile projects schedule becomes the most critical constraint and is timeboxed (fixed) and scope varies.

No one in life, not the wartiest old dame in Aries, not the wrinkledest, stoopingest Cossack, not the pony-tailedest, venerablest old Mandarin in China, not Methuselah himself, will ever be older than a group of seniors at school. They are like Victorian photographs of sporting teams. No matter how much more advanced in years you are now than the age of those in the photograph, they will always look a world older, always seem more capable of growing a bigger moustache and holding more alcohol. The sophistication with which they sit and the air of maturity they give off is unmatchable by you. Ever.

The R6 Resilience Change Management Framework is a cyclical framework that consists of six iterative puzzle pieces: 1. Review the Macro/Micro Changes: This iteration emphasizes the importance of scanning (mostly) the external environment to identify emerging trends, disruptions, and opportunities. By understanding the broader context in which the organization operates, leaders can anticipate future challenges and proactively adapt their strategies. There should never be a time in the organizations existence where it stops reviewing the macro changes. There are times, though, when micro changes (internal) are where the focus needs to be. 2. Reassess the Business’ Capabilities in the Context of Macro Changes: This iteration is fundamentally about “who are we, and how can we really add value?” It also involves a critical evaluation of the organization's strengths, weaknesses, opportunities, and threats in light of the identified macro changes. This reassessment helps to identify areas where the organization needs to adapt or transform its capabilities to remain competitive. This iteration is largely inward-looking, focused on the organization. But it tempered with the idea that “how do our capabilities allow us to add value to our customers lives (existing or new).” 3. Redefine Target Market(s) Based on Reassessment of Capabilities: This iteration focuses on aligning the organization's target markets with the evolving needs and preferences of customers, the changing competitive landscape, and the new reality of the businesses capabilities. This may involve identifying new customer segments, developing personalized offerings, creating seamless omnichannel experiences, or approaching the same target market in new ways (offering them new kinds of value, or the same kind of value in new ways). 4. Redirect Capabilities Toward Redefined Target Market: This iteration involves realigning the organization's resources, processes, and strategies to effectively serve the redefined target markets. This may require investments in new technologies, optimization of supply chains, or the development of innovative products and services. 5. Restructure the Organization: This iteration focuses on adapting the organization's structure, culture, and talent to support the desired changes. This may involve creating agile teams, fostering a culture of innovation, or empowering employees to make decisions through new policies. 6. Repeat in Perpetuity – or – Render Paradigm Shift [R6-RPS]: This iteration underscores the importance of continuous monitoring, evaluation, and adaptation. The R6 framework is not a one-time process in response to a change event, but an iterative cycle that enables organizations to remain agile and resilient in the face of ongoing change. Additionally, there are times when before repeating the cycle, a business may want/need to render an external paradigm shift by introducing a product or service or way of doing things that fundamentally changes the market – fundamentally changes the value exchange between customers, employees and organizations.

When you know there’s a good chance you’re going into the red room, you have to reach down and find a different place mentally,” he’d tell his squad.I “The thing that distinguishes successful athletes from everybody else is a realization that your limits are not necessarily where you think they are—and that your body is capable of doing more, often far more, than you expect it can.” Although Pete never really tried to make the downhill team, he absorbed many of these ideas, in particular the conviction that any challenge could successfully be met with the right combination of drive, grit, and sunny optimism—and if this proved insufficient, well, it was okay to just wing it.

By tracing the early history of USCYBERCOM it is possible to understand some of the reasons why the military has focused almost completely on network defense and cyber attack while being unaware of the need to address the vulnerabilities in systems that could be exploited in future conflicts against technologically capable adversaries. It is a problem mirrored in most organizations. The network security staff are separate from the endpoint security staff who manage desktops through patch and vulnerability management tools and ensure that software and anti-virus signatures are up to date. Meanwhile, the development teams that create new applications, web services, and digital business ventures, work completely on their own with little concern for security. The analogous behavior observed in the military is the creation of new weapons systems, ISR platforms, precision targeting, and C2 capabilities without ensuring that they are resistant to the types of attacks that USCYBERCOM and the NSA have been researching and deploying. USCYBERCOM had its genesis in NCW thinking. First the military worked to participate in the information revolution by joining their networks together. Then it recognized the need for protecting those networks, now deemed cyberspace. The concept that a strong defense requires a strong offense, carried over from missile defense and Cold War strategies, led to a focus on network attack and less emphasis on improving resiliency of computing platforms and weapons systems.

then “man-computer symbiosis,” as Licklider called it, will remain triumphant. Artificial intelligence need not be the holy grail of computing. The goal instead could be to find ways to optimize the collaboration between human and machine capabilities—to forge a partnership in which we let the machines do what they do best, and they let us do what we do best. SOME LESSONS FROM THE JOURNEY Like all historical narratives, the story of the innovations that created the digital age has many strands. So what lessons, in addition to the power of human-machine symbiosis just discussed, might be drawn from the tale? First and foremost is that creativity is a collaborative process. Innovation comes from teams more often than from the lightbulb moments of lone geniuses.

coyotes were everywhere. He would see them in the front yard, sunning themselves, languorously eating fallen fruit from the cherimoya and loquat trees. He would see them loping down the streets of Silver Lake and Echo Park, sometimes in couples or in families, sorting through the trash outside the vegan place on Sunset, hiking stoically in Griffith Park, nursing their young. The coyotes felt capable, canny, and strangely anthropomorphized, as if they had been endowed with human features by a team of animators. Their hair seemed artfully disheveled, the haircut of a hot, young actor playing a drug addict in an independent film. The coyotes felt more human than most of the humans Sam encountered, more human than Sam himself felt back then. Their constant presence made the city feel wild and dangerous, as if he weren’t living in a city at all.

[...]a man and a boy, side by side on a yellow Swedish sofa from the 1950s that the man had bought because it somehow reminded him of a zoot suit, watching the A’s play Baltimore, Rich Harden on the mound working that devious ghost pitch, two pairs of stocking feet, size 11 and size 15, rising from the deck of the coffee table at either end like towers of the Bay Bridge, between the feet the remains in an open pizza box of a bad, cheap, and formerly enormous XL meat lover’s special, sausage, pepperoni, bacon, ground beef, and ham, all of it gone but crumbs and parentheses of crusts left by the boy, brackets for the blankness of his conversation and, for all the man knew, of his thoughts, Titus having said nothing to Archy since Gwen’s departure apart from monosyllables doled out in response to direct yes-or-nos, Do you like baseball? you like pizza? eat meat? pork?, the boy limiting himself whenever possible to a tight little nod, guarding himself at his end of the sofa as if riding on a crowded train with something breakable on his lap, nobody saying anything in the room, the city, or the world except Bill King and Ken Korach calling the plays, the game eventless and yet blessedly slow, player substitutions and deep pitch counts eating up swaths of time during which no one was required to say or to decide anything, to feel what might conceivably be felt, to dread what might be dreaded, the game standing tied at 1 and in theory capable of going on that way forever, or at least until there was not a live arm left in the bullpen, the third-string catcher sent in to pitch the thirty-second inning, batters catnapping slumped against one another on the bench, dead on their feet in the on-deck circle, the stands emptied and echoing, hot dog wrappers rolling like tumbleweeds past the diehards asleep in their seats, inning giving way to inning as the dawn sky glowed blue as the burner on a stove, and busloads of farmhands were brought in under emergency rules to fill out the weary roster, from Sacramento and Stockton and Norfolk, Virginia, entire villages in the Dominican ransacked for the flower of their youth who were loaded into the bellies of C-130s and flown to Oakland to feed the unassuageable appetite of this one game for batsmen and fielders and set-up men, threat after threat giving way to the third out, weak pop flies, called third strikes, inning after inning, week after week, beards growing long, Christmas coming, summer looping back around on itself, wars ending, babies graduating from college, and there’s ball four to load the bases for the 3,211th time, followed by a routine can of corn to left, the commissioner calling in varsity teams and the stars of girls’ softball squads and Little Leaguers, Archy and Titus sustained all that time in their equally infinite silence, nothing between them at all but three feet of sofa;

Anton stood up and crossed the room to sit beside her on the sofa. “I’ve often thought that a marriage is like a covered wagon, full of the stuff of life. The man and the woman are the two workhorses who pull it. Eventually, it gets heavy. There are children in the wagon, a home that needs to be maintained, feelings that need to be protected and nurtured when life throws curveballs. It works when both partners pull together, but the journey can’t continue for long if one partner unbuckles the straps and decides to ride in the wagon, because it’s easier, and because he knows his partner will keep pulling no matter what. Sometimes it can’t be helped. If someone gets sick or is suffering in some other way . . . physically or emotionally or financially . . . when that happens, the other person needs to bear more of the load, but generally, when both partners are capable, husband and wife should be a team, pulling together, or at least taking equal turns.

Dwarves are sequential hermaphroditic parthenogens," Ruby said, anticipating his question. "What?" "They can change back and forth from male to female and are capable of fertilizing themselves to make more dwarves. They exhibit what we regard as male characteristics, typically, but some favor a more feminine approach." Durham sat with his mouth hanging open. Ruby poked him in the tongue with her quill feather making him gag and sputter. "So, Ginny is, what, short for Regina? Virginia?" "I rather think it's long to 'Gin'," Ruby answered. "She's head of hazard team and Thud's second." "So, the changing sex thing. How does that work? Does it take a while or is it the sort of thing that might happen in the middle of a conversation?" "Hard to say," Ruby said. "Does she need to clear her throat or did she just become a male? Is he just pausing for thought or did he just impregnate himself mid-sentence?" She shrugged. "Dwarf physiology isn't really my field." "Is there an easy way to tell?" "Which sex a dwarf is at the moment? Not that I'm aware of but I haven't managed to think of a situation where it would matter, either, so I've not dwelt on it much.

In any case, we should expect that in due time we will be moved into our eternal destiny of creative activity with Jesus and his friends and associates in the “many mansions” of “his Father’s house.” Thus, we should not think of ourselves as destined to be celestial bureaucrats, involved eternally in celestial “administrivia.” That would be only slightly better than being caught in an everlasting church service. No, we should think of our destiny as being absorbed in a tremendously creative team effort, with unimaginably splendid leadership, on an inconceivably vast plane of activity, with ever more comprehensive cycles of productivity and enjoyment. This is the “eye hath not seen, neither ear heard” that lies before us in the prophetic vision (Isa. 64:4). This Is Shalom When Saint Augustine comes to the very end of his book The City of God, he attempts to address the question of “how the saints shall be employed when they are clothed in immortal and spiritual bodies.”15 At first he confesses that he is “at a loss to understand the nature of that employment.” But then he settles upon the word peace to describe it, and develops the idea of peace by reference to the vision of God—utilizing, as we too have done, the rich passage from 1 Corinthians 13. Thus he speaks of our “employment” then as being “the beatific vision.” The eternal blessedness of the city of God is presented as a “perpetual Sabbath.” In words so beautiful that everyone should know them by heart, he says, “There we shall rest and see, see and love, love and praise. This is what shall be in the end without end. For what other end do we propose to ourselves than to attain to the kingdom of which there is no end?” And yet, for all their beauty and goodness, these words do not seem to me to capture the blessed condition of the restoration of all things—of the kingdom come in its utter fullness. Repose, yes. But not as quiescence, passivity, eternal fixity. It is, instead, peace as wholeness, as fullness of function, as the restful but unending creativity involved in a cosmoswide, cooperative pursuit of a created order that continuously approaches but never reaches the limitless goodness and greatness of the triune personality of God, its source. This, surely, is the word of Jesus when he says, “Those who overcome will be welcomed to sit with me on my throne, as I too overcame and sat down with my Father on his throne. Those capable of hearing should listen to what the Spirit is saying to my people” (Rev. 3:21

a harbinger of a third wave of computing, one that blurred the line between augmented human intelligence and artificial intelligence. “The first generation of computers were machines that counted and tabulated,” Rometty says, harking back to IBM’s roots in Herman Hollerith’s punch-card tabulators used for the 1890 census. “The second generation involved programmable machines that used the von Neumann architecture. You had to tell them what to do.” Beginning with Ada Lovelace, people wrote algorithms that instructed these computers, step by step, how to perform tasks. “Because of the proliferation of data,” Rometty adds, “there is no choice but to have a third generation, which are systems that are not programmed, they learn.”27 But even as this occurs, the process could remain one of partnership and symbiosis with humans rather than one designed to relegate humans to the dustbin of history. Larry Norton, a breast cancer specialist at New York’s Memorial Sloan-Kettering Cancer Center, was part of the team that worked with Watson. “Computer science is going to evolve rapidly, and medicine will evolve with it,” he said. “This is coevolution. We’ll help each other.”28 This belief that machines and humans will get smarter together is a process that Doug Engelbart called “bootstrapping” and “coevolution.”29 It raises an interesting prospect: perhaps no matter how fast computers progress, artificial intelligence may never outstrip the intelligence of the human-machine partnership. Let us assume, for example, that a machine someday exhibits all of the mental capabilities of a human: giving the outward appearance of recognizing patterns, perceiving emotions, appreciating beauty, creating art, having desires, forming moral values, and pursuing goals. Such a machine might be able to pass a Turing Test. It might even pass what we could call the Ada Test, which is that it could appear to “originate” its own thoughts that go beyond what we humans program it to do. There would, however, be still another hurdle before we could say that artificial intelligence has triumphed over augmented intelligence. We can call it the Licklider Test. It would go beyond asking whether a machine could replicate all the components of human intelligence to ask whether the machine accomplishes these tasks better when whirring away completely on its own or when working in conjunction with humans. In other words, is it possible that humans and machines working in partnership will be indefinitely more powerful than an artificial intelligence machine working alone?

There, in that presumed paradise, the engineers were stranded in the company of an infantile mentality. They created artificial smartness, made a simulacrum of intelligence. But what they talked to all day was little more than a mechanism that read bits off a disk drive. If a comma in the code was out of place, it complained like a kid who won’t tolerate a pea touching the mashed potatoes. And, exhausted though the programmer may be, the machine was like an uncanny child that never got tired. There was Karl and the rest of the team, fitting the general definition of the modern software engineer: a man left alone all day with a cranky, illiterate thing, which he must somehow make grow up. It was an odd and satisfying gender revenge. Is it any surprise that these isolated men need relief, seek company, hook up This is not to say that women are not capable of engineering’s male-like isolation. Until I became a programmer, I didn’t thoroughly understand the usefulness of such isolation: the silence, the reduction of life to thought and form; for example, going off to a dark room to work on a program when relations with people get difficult. I’m perfectly capable of this isolation. I first noticed it during the visit of a particularly tiresome guest. All I could think was: There’s that bug waiting for me, I really should go find that bug.

For what is worth: Slazinger claims to have learned from history that most people cannot open their minds to new ideas unless a mind-opening team with a peculiar membership goes to work on them. Otherwise, life will go on exactly as before, no matter how painful, unrealistic, unjust, ludicrous, or downright dumb that life may be. The team must consist of three sorts of specialists, he says. Otherwise, the revolution, whether in politics or the arts or the sciences or whatever, is sure to fail. The rarest of these specialists, he says, is an authentic person, capable of having seemingly good ideas not in general circulation. „Such a person, working alone“, he says, „is invariably ignored as a lunatic.“ The second sort of specialist is a lot easier to find: a highly intelligent citizen in good standing in his or her community, who understands and admires the fresh ideas, and who testifies that the first specialist is far from mad. „A person like that working alone“, he says, „can only yearn out loud for changes, but fail to say what their shapes should be“. The third sort of specialist is a person who can explain anything, no matter how complicated, to the satisfaction of most people, no matter how stupid or pig-headed they may be. „He will say almost anything in order to be interesting and exciting,“ says Slazinger. „Working alone, depending solely on his own shallow ideas, he would be regarded as being as full of shit as a Christmas turkey.

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

The various ways of creating a culture of innovation that we’ve talked about so far are greatly influenced by the leaders at the top. Leaders can’t dictate culture, but they can nurture it. They can generate the right conditions for creativity and innovation. Metaphorically, they can provide the heat and light and moisture and nutrients for a creative culture to blossom and grow. They can focus the best efforts of talented individuals to build innovative, successful groups. In our work at IDEO, we have been lucky enough to meet frequently with CEOs and visionary leaders from both the private and public sectors. Each has his or her own unique style, of course, but the best all have an ability to identify and activate the capabilities of people on their teams. This trait goes far beyond mere charisma or even intelligence. Certain leaders have a knack for nurturing people around them in a way that enables them to be at their best. One way to describe those leaders is to say they are “multipliers,” a term we picked up from talking to author and executive advisor Liz Wiseman. Drawing on a background in organizational behavior and years of experience as a global human resources executive at Oracle Corporation, Liz interviewed more than 150 leaders on four continents to research her book Multipliers: How the Best Leaders Make Everyone Smarter. Liz observes that all leaders lie somewhere on a continuum between diminishers, who exercise tight control in a way that underutilizes their team’s creative talents, and multipliers, who set challenging goals and then help employees achieve the kind of extraordinary results that they themselves may not have known they were capable of.

Many people find it hard to understand what it is about a mountain that draws men and women to risk their lives on her freezing, icy faces--all for a chance at that single, solitary moment on the top. It can be hard to explain. But I also relate to the quote that says: “If you have to ask, you will never understand.” I just felt that maybe this was it: my first real, and possibly only, chance to follow that dream of one day standing on the summit of Mount Everest. Deep down, I knew that I should take it. Neil agreed to my joining his Everest team on the basis of how I’d perform on an expedition that October to the Himalayas. As I got off the phone from speaking to Neil, I had a sinking feeling that I had just made a commitment that was going to change my life forever--either for the better or for the worse. But I had wanted a fresh start--this was it, and I felt alive. A few days later I announced the news to my family. My parents--and especially my sister, Lara--called me selfish, unkind, and then stupid. Their eventual acceptance of the idea came with the condition that if I died then my mother would divorce my father, as he had been the man who had planted the “stupid idea” in my head in the first place, all those years earlier. Dad just smiled. Time eventually won through, even with my sister, and all their initial resistance then turned into a determination to help me--predominantly motivated by the goal of trying to keep me alive. As for me, all I had to ensure was that I kept my promise to be okay. As it happened, four people tragically died on Everest while we were there: four talented, strong climbers. It wasn’t within my capability to make these promises to my family. My father knew that.

We call them shadow particles, Shadows. You know what nearly knocked me off my chair just now? When you mentioned the skulls in the museum. Because one of our team, you see, is a bit of an amateur archaeologist. And he discovered something one day that we couldn’t believe. But we couldn’t ignore it, because it fitted in with the craziest thing of all about these Shadows. You know what? They’re conscious. That’s right. Shadows are particles of consciousness. You ever heard anything so stupid? No wonder we can’t get our grant renewed.” She sipped her coffee. Lyra was drinking in every word like a thirsty flower. “Yes,” Dr. Malone went on, “they know we’re here. They answer back. And here goes the crazy part: you can’t see them unless you expect to. Unless you put your mind in a certain state. You have to be confident and relaxed at the same time. You have to be capable—Where’s that quotation…” She reached into the muddle of papers on her desk and found a scrap on which someone had written with a green pen. She read: ‘ “… Capable of being in uncertainties, mysteries, doubts, without any irritable reaching after fact and reason.’ You have to get into that state of mind. That’s from the poet Keats, by the way. I found it the other day. So you get yourself in the right state of mind, and then you look at the Cave—” “The cave?” said Lyra. “Oh, sorry. The computer. We call it the Cave. Shadows on the walls of the Cave, you see, from Plato. That’s our archaeologist again. He’s an all-around intellectual. But he’s gone off to Geneva for a job interview, and I don’t suppose for a moment he’ll be back…. Where was I? Oh, the Cave, that’s right. Once you’re linked up to it, if you think, the Shadows respond. There’s no doubt about it. The Shadows flock to your thinking like birds.…

Fourth and finally, I must point out that any philosophical view is unlikely to gain wide acceptance among either philosophers or the wider public. This is especially true of a view like cognitivist misanthropy. Human beings excel at ignoring or denying unpleasant ideas, regardless of strong evidence in their favor—climate change, racism, evolution, heliocentrism, and so on. The idea that one’s own species is bad is especially unpleasant, so it is untenable to think that human beings would adopt the misanthropist view at any appreciable scale. To take an analogy, we might consider the epistemic standards of the home crowd at any sporting event. When judging the quality of the officiating, the crowd relies on the standard of whether or not the officials’ calls favor the home team. The crowd approves of calls that are to the benefit of its favored team while disapproving vehemently of calls that are to that team’s detriment. It matters not to the crowd whether the officials’ calls are, in fact, correct. Even if video replay clearly shows that the home team violated one of the rules of the game, the crowd will repudiate the officials’ “unfair” treatment of its team. I suspect that the public’s estimation of cognitivist misanthropy would be similar, in the unlikely event that anyone outside academia learns of it. The view would be rejected because it is unpleasant or perhaps because it does not fit with preconceptions. In that case, there is virtually no chance for cognitivist misanthropy to cause harm, because there is virtually no chance that it will be accepted by more than a few people. One might object that my analogy is unfair. The behavior of a crowd at a sporting event should not be taken too seriously. It is merely in good fun that the crowd abandons reasonable epistemic standards for a few hours, and surely the individuals who comprise such crowds return to reason when it comes to serious matters. I wish that were true, but the analogy seems apt to me, at least in many arenas of human life. Politics is an obvious example. It is very difficult to look at elections, for example, as involving much in the way of epistemic reasonableness. Support or opposition to some candidate or policy seems to depend on cultural commitments to a far greater extent than considerations of facts, coherence, plausibility, the content of a candidate’s platform, and so on. For instance, when asked by pollsters, a high proportion of supporters of Donald Trump claim to believe many obvious falsehoods. This is puzzling if we assume that the respondents are behaving as genuine epistemic agents who seek to understand reality. How could persons capable of running their own lives believe in absurd conspiracy theories, for example? If we instead assume that the respondents are behaving as supporters of their favored “team,” their behavior makes much more sense. When it comes to politics and social issues, many people simply do not care very much about the truth. Instead, they are invested in promoting the “right” candidate, value, idea, or institution. This is not limited to false views.

DevOps Evangelist An expert Consultant who can now evangelise a DevOps solution for an Enterprise. Typical tasks: Scaling DevOps capabilities across Enterprise Change Management Organisation Alignment This is a high-end Consulting role, with a heavy technology bend. At a DevOps Engineer level, it’s mostly about deep technical skills. As you evolve into a solution architect kind of role, along with the technical acumen, it’s also about leadership skills to build consensus/agreements and making a team work together.

The Twelve Behaviors 1.​Focus on customers and growth (serve customers well and aggressively pursue growth). 2.​Lead impactfully (think like a leader and serve as a role model). 3.​Get results (consistently meet any commitments that you make). 4.​Make people better (encourage excellence in peers, subordinates, and/or managers). 5.​Champion change (drive continuous improvement in our operations). 6.​Foster teamwork and diversity (define success in terms of the entire team). 7.​Adopt a global mind-set (view the business from all relevant perspectives, and see the world in terms of integrated value chains). 8.​Take risks intelligently (recognize that we must take greater but smarter risks to generate better returns). 9.​Be self-aware (recognize your behavior and how it affects those around you). 10.​Communicate effectively (provide information to others in a timely, concise, and thoughtful way). 11.​Think in an integrative fashion (make more holistic decisions beyond your own bailiwick by applying intuition, experience, and judgment to the available data). 12.​Develop technical or functional excellence (be capable and effective in your particular area of expertise).

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Success is peace of mind, which is a direct result of self-satisfaction in knowing you did your best to become the best you are capable of becoming.

Extending this metaphor to organizations, it’s not sufficient to just have diverse people on a team—it’s also important to recognize and utilize the unique capabilities that they bring to the table.

If training is too easy and doesn’t stretch the capabilities of the participants, their improvement will be minimal. But if training overwhelms the team to a point where its participants can no longer function, it greatly diminishes the lessons they will learn from it. While training must make the team, and especially leaders, uncomfortable, it cannot be so overwhelming that it destroys morale, stifles growth, and implants a defeatist attitude.

Fasal is an online system that connects farmers in rural India directly with market agents and other buyers. Via Fasal, farmers can quickly learn the price of goods at a number of nearby markets, choose the sales location most advantageous to them, and use the data to negotiate a better deal, a challenge that exists around the world.2 Sangeet Choudary, one of the authors of this book, led the commercialization and launch of the Fasal initiative. One of the challenges facing Choudary and his team was figuring out what kind of communications infrastructure they could use to enable producers and consumers to share value units. They realized that the big advantage working in their favor was cell phones. More than half of Indian farmers, even the poorest, own and use cell phones. In fact, as in much of the developing world, cell phone use in rural India has spread rapidly. Cellular telephony, with its instant communications capability, became the conduit for the market data the small farmers so desperately needed.

Delusionary Defilade: Leaders who surround themselves with sycophants remain ‘protected’ from seeing things as they are, continue to see things as they want them to be, and delusions of adequacy often follow. This is usually evidenced by a ‘leader’ telling a group to ‘not let perfect be the enemy of good’ when no plan, perfect or good, is likely to be presented as a course of action. The idea of ‘how things should be’ regarding the problem itself or the team’s capabilities, rather than understanding how things ‘are,’ will result in an incorrect orientation that prevents even a good plan from emerging.

Master the Art of 'Strategic Disengagement': This might sound counterintuitive, but sometimes the best thing a leader can do is step back. No, this isn't negligence; it's strategic disengagement. There are moments when your involvement can actually stifle your team's growth or limit their problem-solving capabilities. Recognize those moments and give your team the space to take ownership. This doesn’t mean you’re off the hook or aloof. You're still monitoring progress and available for guidance, but you’re not micromanaging every decision. You'll be surprised how often the best solutions come when you're not breathing down someone's neck.

The strategic goal of training must always be to build capable leaders at every level of the team. For this, hard training is essential. But if training is too hard, it will break the team and minimize learning and growth. So there must be balance: train hard, but train smart.

Over the years, my brain trust of more than twenty-five people has included a guy who was number one in his class at Caltech, a department chair of economics at a major U.S. university, mathematical savants, computer wizards, PhDs, and quantitative and database handicappers who live and breathe algorithms and theoretical angles not found in your average textbook. Our team members act like hedge fund analysts, assigning a numerical value to every conceivable factor or variable capable of affecting sporting events to within a tenth of a point. In the NFL alone, I have several teams of experts working independently. They have never met each other, even though most have worked with me for more than thirty years, funneling their information to one common denominator: me.

He was trying to remind me that I could join Team Hero instead of Team Career Criminal. That I was capable of doing some real good. Too bad he was going to have to settle for something in between the two.

Of Team Prodigious. Her nose crinkled. Dex was right. That name had to go. “It’s not a reference to prodigies,” Councillor Emery tried to explain. “ ‘Prodigious’ means ‘extraordinary.’ ” “It also means ‘abnormal,’ ” Councillor Bronte informed them, with the closest thing to a smile that his sharp-featured face was capable of making. “Yeah, well, whatever your boring reasons are,” Dex said through a feigned yawn, “the name’s still a deal-breaker for me.” “Me too,” Biana agreed. “I think we should be Team Sparkles, because we’ll make everything better!” Dex snort-laughed—then frowned. “Wait, was that a serious suggestion?” Biana’s eyes narrowed. “I don’t hear you coming up with any better ideas.

If we’re struggling with trust issues, it means we made a poor hiring decision. If a team member isn’t producing good results or can’t manage their own schedule and workload, we aren’t going to continue to work with that person. It’s as simple as that. We employ team members who are skilled professionals, capable of managing their own schedules and making a valuable contribution to the organization. We have no desire to be babysitters during the day.

WITH THE ECONOMY in a tailspin, the politics around climate change actually worsened after the election (“Nobody gives a shit about solar panels when their home’s in foreclosure,” Axe said bluntly), and there was speculation in the press that we might quietly put the issue on the back burner. I suppose it’s a measure of both my cockiness at the time and the importance of the issue that the thought never crossed my mind. Instead, I told Rahm to put climate change on the same priority footing as healthcare, and to start assembling a team capable of moving our agenda forward.

One key application of this maxim arises when we choose a collaborator, for example in an intellectual project or in business. As Richard frequently argues, we often choose people whose skills are similar to our own. The result is that the gains from collaboration are much smaller than if we were to choose people who would bring different capabilities to the undertaking. If two engineers are planning the construction of a bridge, adding a third engineer to the team won’t help as much as adding an architect or a project manager.

In 2012, Google began a two-year study to determine what makes, in a nod to Stephen Covey, a highly effective team. They found that the distinguishing factor was interdependence. The more interdependent the team, the more it was a real team capable of high levels of effectiveness and not a mere work group.

An enabling team is composed of specialists in a given technical (or product) domain, and they help bridge this capability gap. Such teams cross-cut to the stream-aligned teams and have the required bandwidth to research, try out options, and make informed suggestions on adequate tooling, practices, frameworks, and any of the ecosystem choices around the application stack.

The sixth chakra is called the Agnya which is found in the forehead. The single is the reigning world. The Chakra of Agnya contains our ego and our conditioning. On the other hand the Sun forms our character and sense of being in accordance with the energy of the sign in which it is situated. "I'" is the keyword The sign in which the Sun is located is our main sign, and it signifies the stage of evolution with which we were born on this earth as well as the lessons we need to learn in life. It is what constitutes our sense of identity. We all have distinct identities which make us unique. Our family, education, friends, view of the world, the teams we support, and so on. All identities, however, are created by our ego. When our Agnya chakra opens our ego and conditioning cannot rule over us. We perceive our spirit within us which is a deeper identity. We continue to create modesty within us, and the fact that we are pure spirit. Dominant sun energy in the birth chart can make a dominant, conceited and selfish person. What blocks the sixth chakra is pride that makes a person feel superior to others. Other than this, redemption is dawning within us as we sense the pure spirit within each. •       Our Sahasrara, the seventh chakra, is the fontanelle area on top of our head which was soft when we were small. The governing planet is the Sun, which controls the Cancer sign as well. The chakra of Sahasrara is above all chakras, and consists of a combination of all the chakras on top of our head. Emotions, instincts, and mind are governed by the Moon. The opening of the seventh chakra helps integrate the chakras within us and establishes a strong connection between us and the cosmic energy. This incorporation beyond consciousness carries an individual. Throughout astrology, the moon determines our character's unconscious state, implying a region outside our consciousness. This unconscious state has always existed, and it will always exist, since it is the all-pervading power that embraces the whole universe. The Sahasrara chakra is a door that opens to the knowledge of the all-pervading forces from our individual consciousness. At the time of birth, a bright moon makes a person receptive, instinctive, imaginative, sacrificial, capable of understanding others and spiritual. The Moon also reflects prosperity, femininity and motherhood experiences that have grown within us. In a birth chart with a dominant moon, the personality has a changing nature, because the moon is the fastest to tour the zodiac. The energy which it reflects changes and flows constantly. The moon also affords a good adaptability. Likewise, the universe is constantly changing and flowing too. When our seventh chakra is open and connected to the universal energy, we feel like a drop mixed in the ocean and our being is in harmony with that great flow.

All the examples we mentioned so far highlight the importance of thinking about teams’ capabilities (or lack thereof) and how that causes dependencies between teams.

Enabling teams and CoP can co-exist because they have slightly different purposes and dynamics: an enabling team is a small, long-lived group of specialists focused on building awareness and capability for a single team (or a small number of teams) at any one point in time, whereas a CoP usually seeks to have more widespread effects, diffusing knowledge across many teams. Of course, several enabling teams can also have their own “enabling-teams community of practice!

A complicated-subsystem team is responsible for building and maintaining a part of the system that depends heavily on specialist knowledge, to the extent that most team members must be specialists in that area of knowledge in order to understand and make changes to the subsystem. The goal of this team is to reduce the cognitive load of stream-aligned teams working on systems that include or use the complicated subsystem. The team handles the subsystem complexity via specific capabilities and expertise that are typically hard to find or grow.

I’ve often thought that a marriage is like a covered wagon, full of the stuff of life. The man and the woman are the two workhorses who pull it. Eventually, it gets heavy. There are children in the wagon, a home that needs to be maintained, feelings that need to be protected and nurtured when life throws curveballs. It works when both partners pull together, but the journey can’t continue for long if one partner unbuckles the straps and decides to ride in the wagon, because it’s easier, and because he knows his partner will keep pulling no matter what. Sometimes it can’t be helped. If someone gets sick or is suffering in some other way . . . physically or emotionally or financially . . . when that happens, the other person needs to bear more of the load, but generally, when both partners are capable, husband and wife should be a team, pulling together, or at least taking equal turns.

Ganesh Chaturthi is one of the major festivals in India and is celebrated on a large scale in many states of India. This popular festival is approaching and these celebrations are done all over with a lot of enthusiasm. During the pandemic, the celebrations are set to be different as the mode of celebrations has become somehow reformed. The widespread celebrations across 11 days of the festival might turn out to be great for you. The good times might bring the best for your life. The government has insisted on various measures for safeguarding the general health and well-being of people and with this approach, the virtual world has become quite open to new ways of getting various services. There are some of the important tips to follow for finding your best match during this phase. Find your soulmate The people planning to get the best matches for their life can find this as the most auspicious phase to search for the prospective match and make proceeding to have them in their life. Lord Ganesha gets the prime worshipping place and this festival will allow growing your life’s scope with finding the most loving soulmate. TruelyMarry can make the occasion of Ganesh Pooja to accomplish the most important event in your life, i.e., your marriage. · Virtual Selection In this Covid struck phase, the virtual selection of your life partner could be done with the sophisticated website platform and application. There is no longer any worry and you can choose the best matches by shortlisting the different matches. It is no longer difficult to find your better half as the online platform can make it obtain with ease. · Following social norms TruelyMarry platform assures that there are only valid profiles available on their platform. They make sure that the social norms are followed and you get the most amazing matches for the distant relationships. You can choose your interests and the profiles with similar matches will be revealed to you. This Ganesh Chaturthi can bring a lot of happiness to your life. It is the motive of every person to find the perfect life partner and TrulyMarry.com will be your assistance in becoming your associate for the same. You can find every profile with details through the enhanced research and the membership assures being capable of knowing all the details in the most responsible way. The list of handpicked profiles will be presented to you to make the right selection. The initial registration is free of cost followed by an option to choose the membership plans. There are several ways for making the selection, by applying filters or making the selection based on community, religion, caste, and profession. TruelyMarry.com majorly focuses on the Indian community Matrimonial Services and is a unique portal for finding the perfect soulmate. May the blessings of the Lord on Ganesh Chaturthi make you successful in obtaining your best match through online or offline consultation. Our team is highly efficient and would assure you meeting your life partner at our matrimony platform. Bappa will be with you for every new beginning in life..!! Wishing you & your family a very Happy Ganesh Chaturthi.

They taught me that “impossible” exists only in your mind. You are capable of so much more than you can even imagine.

Resources required Flip chart paper and pens, virtual whiteboard/platform. A3 cards with the six logical levels (Dilts, 1990) headings printed on them as below (you can also use flip charts or display virtually): Purpose Identity Values and Beliefs Skills and Capabilities Behaviours Environment

It’s easy when working in a team to experience groupthink. Groupthink occurs when a group of individuals underperform due to the dynamics of the group. There are a number of reasons for this. When working in a group, it’s common for some members to put in more effort than others; some group members may hesitate or even refrain from speaking up, and groups tend to perform at the level of the least-capable member.19 In order to leverage the knowledge and expertise in our trios, we need to actively work to counter groupthink.

Let's recognize that no one is capable of enslaving or murdering billions of people. No one, at least not anyone alive today, perhaps in the past, with more primitive ways in more primitive times, but life for most of us has passed a line, where almost everyone within those billions has had access to a chance of living a worthy existance. If it is not possible to play out a strategy to the extreme, then it is a flawed long-term strategy. There's only one way forward which promotes good health and an explosion of advancements. With reflection of where we've been and what it is we expect from near and distant futures.

We are promoting building a better business, increasing shareholder value, enhancing the business’s competitive position through securing a lower cost base, and ensuring we have a capable supplier portfolio. Further, through a skilled procurement team, we can strengthen the business through excellence in contract management discipline, supply chain assurance and align our supply base with the company’s strategic goals, be they technologically based or meet sustainability objectives. What’s not to get excited about that? The CEO’s door will always be open to hear these types of discussions.

The original idea, favored by Jack Welch, former CEO of GE, was that every company should aim for a certain level of turnover, whatever the consequences. The system was rife with perverse incentives. Peers who sabotaged others’ work could save their own jobs; managers might hire less-capable people on their teams to keep from having to fire existing employees whom they favored. Despite the system’s drawbacks, Welch’s influence was so far-reaching that stack ranking was adopted at many of today’s tech giants, where it wreaked havoc on morale and productivity for decades. Eventually, its negative effects became well known enough to make the practice a liability at companies chasing workers whose specialized talents made them scarce, such as engineers. In the mid-2010s, companies including Google, Microsoft, and Amazon abandoned it.