Routine design When we think of bridges, it is the dramatic and monumental long spans that come to mind first, especially the lithe suspension bridges such as the Golden Gate and the pure geometric arches such as Sydney Harbour. But the majority of bridges are not such spectacular structures. Most of them are ordinary overpasses, with spans of 30 or 40 feet, carrying roadways or rails across other thoroughfares or over small streams. You see such bridges by the dozen on any drive down the Interstate. They may be lacking in glamour, but they are more representative of a bridge builder's art. The engineering and construction of girder bridges are pretty routine these days, but the bridges are not quite standard items you order from a catalogue. The girders, whether of steel or concrete, are custom-build for each bridge, then trucked to the site and hoisted into place with a crane. The designer still has scope for variation and creativity, and it shows out on the highways: some overpasses are prettier than others. Brian Hayes, Infrastructure: A Guide to the Industrial Landscape engineeringdesignautomationroutine
On Talent I observed something fairly early on at Apple, which I didn’t know how to explain then, but I’ve thought a lot about it since. Most things in life have a dynamic range in which [the ratio of] “average” to “best” is at most 2:1. For example, if you go to New York City and get an average taxi cab driver, versus the best taxi cab driver, you’ll probably get to your destination with the best taxi driver 30% faster. And an automobile; what’s the difference between the average car and the best? Maybe 20%? The best CD player versus the average CD player? Maybe 20%? So 2:1 is a big dynamic range for most things in life. Now, in software, and it used to be the case in hardware, the difference between the average software developer and the best is 50:1; maybe even 100:1. Very few things in life are like this, but what I was lucky enough to spend my life doing, which is software, is like this. So I’ve built a lot of my success on finding these truly gifted people, and not settling for “B” and “C” players, but really going for the “A” players. And I found something… I found that when you get enough “A” players together, when you go through the incredible work to find these “A” players, they really like working with each other. Because most have never had the chance to do that before. And they don’t work with “B” and “C” players, so it’s self-policing. They only want to hire “A” players. So you build these pockets of “A” players and it just propagates. Steve Jobs, Steve Jobs: The Lost Interview Waste as little effort as possible on low competenceA small team of committed coworkersBuild projects around motivated individualsIndividuals matter talent