this repo has no description
:memo:
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Ideas.md
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Ideas.md
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- Github PRs
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- OKRs
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- Use something like GitHub Releases to publish the changes and artifacts.
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### Open Data Organization
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Would love to work on [a company/cooperative focused on Open Data](https://github.com/datonic) with the following ideals:
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- Small core team ([5-15 persons](https://x.com/kepano/status/1706690014657274201))
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- Remote-first, Asynchronous communications first
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- No managers or PMs
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- Transparent decision-making
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- Profit-sharing among the team
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- Purpose-driven
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Organizations.md
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Organizations.md
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- [Apolitical](https://twitter.com/naval/status/1263322014372130817) work environment is hard to maintain. Choose your company battles and causes.
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- Managers will hire more managers as the team scales and that creates new teams. Teams will fight to justify their existence. Beware of this build-up inertia.
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- [The causal structure of your business does not care about departments](https://commoncog.com/becoming-data-driven-first-principles/).
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- [As organizations become less efficient / less effective, they need more and more managers to "manage" that inefficiency. This kicks off a wicked cycle, because they'll self-identify with managing a problem ... which reinforces it.](https://mobile.twitter.com/johncutlefish/status/1472669773410410504)
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- It might be interesting to cap the core team size at N people (e.g: 150). Focus on solving one problem, and do it well.
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- [As organizations become less efficient / less effective, they need more and more managers to "manage" that inefficiency. This kicks off a wicked cycle, because they'll self-identify with managing a problem ... which reinforces it.](https://twitter.com/johncutlefish/status/1472669773410410504)
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- It might be interesting to cap the core team size at N people (e.g: 15). Focus on solving one problem, and do it well.
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- [The art of org design is essentially effective iteration towards form-context fit. You need four sub-skills to do effective iteration](https://commoncog.com/blog/org-design-skill/). To get good at org design, you need to build more accurate models of the people in your org, learn how they respond to [[incentives]], and in build enough power and credibility to get your org changes to take place.
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- Internally, you should not "sell", but truth seek.
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- Transparency is a vital value. Transparency gets people to treat the company as their own.