goals
You can't look a big problem too directly in the eye
Let the goals suggest themselves
Lost purposes
So many tactics, so well entrenched
I won't get
People I'd like to meet
At least everything was important
A Quote by Mads MikkelsenMy approach to what I do in my job — and it might even be the approach to my life — is that everything I do is the most important thing I do. Whether it’s a play or the next film. It is the most important thing. I know it’s not going to be the most important thing, and it might not be close to being the best, but I have to make it the most important thing. That means I will be ambitious with my job and not with my career. That’s a very big difference, because if I’m ambitious with my career, everything I do now is just stepping-stones leading to something — a goal I might never reach, and so everything will be disappointing. But if I make everything important, then eventually it will become a career. Big or small, we don’t know. But at least everything was important.
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?”
On online collaboration and our obligations as makers of software
Is it the notetaking system that’s helping you think more clearly? Or is it the act of writing that forces you to clarify your thoughts?
Is it the complex interlinked web of notes that helps you get new ideas? Or is it all the reading you’re doing to fill that notetaking app bucket?
Is all of this notetaking work making you smarter? Or is it just indirectly forcing you into deliberate, goalless practice?
Towards a crap decision
You have a thing. You would like to improve said thing. So, you ask a bunch of people what they think, giving more weight to those with relevant expertise. It’s a time-tested strategy.
The pitfall here is that if the participants are aware of each other’s contributions, they will almost always automatically switch to consensus-building instead of providing their honest feedback. Worst case scenario: the bandwagon effect gathers steam and drives you toward a crap decision.
So much knowledge not being applied
Most organisations have a lot of documents and data floating around that hardly ever gets revisited or used. They all have research, reading, and relevant information collecting dust.
Stuff that should be informing the decisions and strategies of the company. Some of it sits unread in a knowledge base or a wiki. Some of it lies in the drives of individual employees who don’t have a way to share it productively.
So much knowledge not being applied!
Except that’s not how we work as human beings. If you haven’t read it, experienced it, and contextualised it, then it isn’t knowledge to you. Knowledge is a quality that people possess, not documents, and the only way to transfer it from one place to another is for people at both ends to apply themselves and make it their own.