Thermal Delight in Architecture A Book by Lisa Heschong Our thermal environment is as rich in cultural associations as our visual, acoustic, olfactory, and tactile environments. This book explores the potential for using thermal qualities as an expressive element in building design. Until quite recently, building technology and design has favored high-energy-consuming mechanical methods of neutralizing the thermal environment. It has not responded to the various ways that people use, remember, and care about the thermal environment and how they associate their thermal sense with their other senses. Not only is thermal symbolism now obsolete but the modern emphasis on central heating systems and air conditioning and hermetically sealed buildings has actually damaged our thermal coping and sensing mechanisms. The Cinderella of architectureTwo thermal archetypesSonorisms IIIAnasazi dwellingsMigration within buildings+21 More The fire of oak logsInglenookThe Eyes of the Skin: Architecture and the SensesPredicted Mean VoteThermal DelightThe spirits' bath house
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