change
What others want them to be
The subtlest slightest kinds of differences
Focus on the rate of change
When we hit our lowest point
Interlocking
Scales of change
A directional quality
A gradual refinement
All things change
The authors of this prognostication evidently assumed that the introduction of the sewing machine would result in more sewing – and easier sewing – by those who had always sewn. They would do the work they had always done in an unchanged setting. Reality turned out to be quite different.
It should be evident by now that there is no such thing as "just introducing" a new gadget to do one particular task. It is foolish to assume that everything else in such a situation will remain the same; all things change when one thing changes.
Ever, Never
EVER PRESENT, NEVER TWICE THE SAME EVER CHANGING, NEVER LESS THAN WHOLE
We change them and are changed
"We fill pre-existing forms and when we fill them we change them and are changed."
— Frank Bidart, Borges and I
How Buildings Learn
A Book by Stewart BrandBe A (Re)Visitor
An Article by Rob WalkerI was thinking about this not long ago while reading in Petapixel an essay by a photographer named Scott Reither, “Long Form Study: Why Photographers Should Repeatedly Revisit A Scene.” In it, he described photographing one particular stretch of beach, over and over, throughout his career.
Of course that landscape has changed over time, and of course he’s had moments when he felt he’d captured the same territory so many times there was nothing left to see.
But there was always something more to see — maybe because of a change in Reither’s life, rather than in the physical environment.
The Sheaves
A Poem by Edwin Arlington RobinsonWhere long the shadows of the wind had rolled,
Green wheat was yielding to the change assigned;
And as by some vast magic undivined
The world was turning slowly into gold.
Like nothing that was ever bought or sold
It waited there, the body and the mind;
And with a mighty meaning of a kind
That tells the more the more it is not told.So in a land where all days are not fair,
Fair days went on till on another day
A thousand golden sheaves were lying there,
Shining and still, but not for long to stay—
As if a thousand girls with golden hair
Might rise from where they slept and go away.Theory of Change
An Essay by Aaron SwartzA theory of change is the opposite of a theory of action — it works backwards from the goal, in concrete steps, to figure out what you can do to achieve it. To develop a theory of change, you need to start at the end and repeatedly ask yourself, “Concretely, how does one achieve that?”
When decades happen
A Quote by Vladmir LeninThere are decades when nothing happens, and then there are weeks when decades happen.
Nobody gives a hoot about groupthink
Two relatively common ‘fashions’ today are real-time collaboration and shared data repositories of one kind or another.
Both increase productivity in the naive sense. We work more; everybody is more active; the group feels more cohesive.
The downside is that they also both tend to reduce the quality of the work and increase busywork.
On that of the highest authority
The consequences of this design should be obvious. The group’s opinion will converge on that of the highest authority present.
As soon as an authority of any kind makes their opinion known, the group will shift in that direction. Even the most rational will tweak their responses after that. After all, who wants to risk going up against an authority? Interns will hesitate to comment. All objections will be a little bit more qualified or toned down.
Generally speaking, if you are writing a document and want to get the most out of a group’s feedback, each contributor should be able to form their opinions independently and give their responses without fear of social or community repercussions.
Personal Information Management (PIM)
Organising information so that it’s easy for a group of people to find the documents they need is very hard.
The alternative is to solve it the same way we did with email: shared data, individual organisation.
You don’t need to know how your colleagues organise their email. You only need to know that they get it and respond. The same applies to most work documents. In Personal Information Management (PIM) this is often called “the user-subjective approach”.