A three-layered process of documentation A three-layered process of documentation: (1) First, there is the field notebook. This is where the actual numbers are recorded, together with passing observations relevant to the interpretation of these numbers. Paper is still proving more durable than electronic data. (2) The journal is a parallel record to that of the notebook—a daily account of events, thoughts, and observations. (3) Last of the three strata, then, are the publications. Traditionally, in science, these are articles in academic journals leavened with chapters in books. To be successful, a young scientist need aspire to no more than these two forms of output together with their oral versions at interminable conferences and meetings of learned societies. There came a time in my scientific development, however, when other forms of publication became important: magazines articles, and writing books. Roger Kitching, A Reflection of the Truth notetakingrecords
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