Code & Development
Open Transclude
The Website Obesity Crisis
A Talk by Maciej CegłowskiWeb Design - The First 100 Years
A Talk by Maciej CegłowskiVisualizing Algorithms
An Article by Mike BostockAias
A Profile by Nick TrombleyThe Future of Programming
A Talk by Bret VictorWhat Makes Software Good?
An Article by Mike BostockAn incoherent rant about design systems
An Article by Robin RendleNo matter how fancy your Figma file is or how beautiful and lovingly well organized that Storybook documentation is; the front-end is always your source of truth. You can hate it as much as you like—all those weird buttons, variables, inaccessible form inputs—but that right there is your design system.
...being honest about this is the first step to fixing it.
Right-Angle Doodling Machine
A Game by Clive Thompson- You draw one single line. It can be as long as you like.
- To start the line, you put your pen down.
- You can make right-angle turns only, either 90 degrees or -90 degrees.
- You cannot back up. You must always move forward.
- You don’t lift your pen until you’re ready to stop. When you lift the pen, the doodle is done.
What do I need to read to be great at CSS?
An Article by Baldur BjarnasonA rule of thumb is that the importance of a blog in your feed reader is inversely proportional to their posting cadence. Prioritise the blogs that post only once a month or every couple of weeks over those that post every day or multiple times a day...Building up a large library of sporadically updated blogs is much more useful and much easier to keep up with than trying to keep up with a handful of aggregation sites every day.
Designing with code
An Article by Matthew StrömRecently I’ve had a few opportunities to use code to create design. In two of my bigger projects at The Wall Street Journal, writing code has led to new ideas. Problems that typically plague early designs — e.g. “how does this look with real content?” — are easy to solve. By exploring visual ideas directly in code, I’ve started to see the amazing potential of code as a design tool.
Picking better names for variables, functions, and projects
An Article by Tom MacWright- Avoid weasel words
- Follow patterns religiously
- Don’t cheap out on characters
- Call things the same thing
- Don’t name internal projects
- When things change, change their names
this vs. that
A Website by Phuoc Nguyentixy.land
A Websitesin(t * x) * cos(t * y)
Creative code golfing.
Front-of-the-front-end and back-of-the-front-end web development
An Article by Brad FrostA succinct way I’ve framed the split is that a front-of-the-front-end developer determines the look and feel of a
button
, while a back-of-the-front-end developer determines what happens when thatbutton
is clicked.The Great Divide
An Article by Chris CoyierOn one side, an army of developers whose interests, responsibilities, and skill sets are heavily revolved around JavaScript.
On the other, an army of developers whose interests, responsibilities, and skill sets are focused on other areas of the front end, like HTML, CSS, design, interaction, patterns, accessibility, etc.
Painting With the Web
An Article by Matthias OttSo much about [Gerhard Richter's painting process] reminds me of designing and building for the Web: The unpredictability, the peculiarities of the material, the improvisation, the bugs, the happy accidents. There is one crucial difference, though. By using static wireframes and static layouts, by separating design and development, we are often limiting our ability to have that creative dialogue with the Web and its materials. We are limiting our potential for playful exploration and for creating surprising and novel solutions. And, most importantly, we are limiting our ability to make conscious, well-informed decisions going forward. By adding more and more layers of abstraction, we are breaking the feedback loop of the creative process.
Technical debt as a lack of understanding
An Article by Dave Rupert"If you develop a program for a long period of time by only adding features but never reorganizing it to reflect your understanding of those features, then eventually that program simply does not contain any understanding and all efforts to work on it take longer and longer.” — Ward Cunningham
bees & bombs
A Blog
Managing Oneself
Only from strength
Most people think they know what they are good at. They are usually wrong. More often, people know what they are not good at—and even then more people are wrong than right. And yet, a person can perform only from strength. One cannot build performance on weaknesses, let alone on something one cannot do at all.
Feedback analysis
The only way to discover your strengths is through feedback analysis. Whenever you make a key decision or take a key action, write down what you expect will happen. Nine or 12 months later, compare the actual results with your expectations.
Taking pride in ignorance
First and foremost, concentrate on your strengths. Put yourself where your strengths can produce results.
Second, work on improving your strengths.
Third, discover where your intellectual arrogance is causing disabling ignorance and overcome it...First-rate engineers, for instance, tend to take pride in not knowing anything about people. Human resources professionals, by contrast, often pride themselves on their ignorance of elementary accounting or of quantitative methods altogether. But taking pride in such ignorance is self-defeating. Go to work on acquiring the skills and knowledge you need to fully realize your strengths.
But bulldozers move mountains
A planner may find that his beautiful plans fail because he does not follow through on them. Like so many brilliant people, he believes that ideas move mountains. But bulldozers move mountains; ideas show where the bulldozers should go to work.
Waste as little effort as possible on low competence
One should waste as little effort as possible on improving areas of low competence. It takes far more energy and work to improve from incompetence to mediocrity than it takes to improve from first-rate performance to excellence.
How do I perform?
For knowledge workers, How do I perform? may be an even more important question than What are my strengths?.
A few common personality traits usually determine how a person performs:
- Am I a reader or a listener?
- How do I learn? Writing? Taking notes? Doing? Talking?
- Do I work well with people, or am I a loner? And if I do work well with people, in what relationship?
- Do I produce results as a decision maker or as an adviser?
- Do I perform well under stress, or do I need a highly structured and predictable environment?
- Do I work best in a big organization or a small one?
To improve the way you perform
Do not try to change yourself—you are unlikely to succeed. But work hard to improve the way you perform. And try not to take on work you cannot perform or will only perform poorly.
The mirror test
In the early years of this century, the most highly respected diplomat of all the great powers was the german ambassador in London. He was clearly destined for great things...yet in 1906 he abruptly resigned rather than preside over a dinner given by the diplomatic corps for Edward VII. The king was a notorious womanizer and made it clear what kind of dinner he wanted. The ambassador is reported to have said, "I refuse to see a pimp in the mirror in the morning when I shave."
This is the mirror test. Ethics requires that you ask yourself, What kind of person do I want to see in the mirror in the morning?
Your organization's values
Organizations, like people, have values. To be effective in an organization, a person's values must be compatible with the organization's values. They do not need to be the same, but they must be close enough to coexist. Otherwise, the person will not only be frustrated but also will not produce results.
Values vs. strengths
There is sometimes a conflict between a person's values and his or her strengths. What one does well – even very well and successfully – may not fit with one's value system. In that case, the work may not appear to be worth devoting one's lift to (or even a substantial portion thereof).
Values are and should be the ultimate test.
Successful careers are not planned
Successful careers are not planned. They develop when people are prepared for opportunities because they know their strengths, their method of work, and their values. Knowing where one belongs can transform an ordinary person – hardworking and competent but otherwise mediocre – into an outstanding performer.
The best-laid plans
It is rarely possible – or even particularly fruitful – to look too far ahead. A plan can usually cover no more than 18 months and still be reasonably clear and specific. So the question is most cases should be, Where and how can I achieve results that will make a difference within the next year and a half?
The second half of your life
Today, most work is knowledge work, and knowledge workers are not "finished" after 40 years on the job, they are merely bored.
There are three ways to develop a second career. The first is to actually start one. The second is to develop a parallel career. Finally, there are the social entrepreneurs.
There is one prerequisite for managing the second half of your life: You must begin long before you enter it. If one does not begin to volunteer before one is 40 or so, one will not volunteer once past 60.