Commodity based, e.g. Gold
Politically based, e.g. Dollar
Math based, e.g. Bitcoin
The other day one guy asked me how I keep updated regarding so many things. Immediately only one answer come to my mind: Twitter.
When I was a child (something that happened around the 70’s), my father used to told me that books will give me general or particular knowledge about an specific matter, but if I actually wanted to keep me updated the best material to read were magazines. Those were the days with no Internet. He also explained me that this happens due the long cycle needed to write and publish a book compared with the short cycle related to the same on a magazine. So If I read magazines, they could keep me updated in any fact that will appear published in books several months or years later.
Twitter has replaced magazines. If you are following the right person, Twitter becomes an awesome source of knowledge and news to keep you updated in your area of interest.
In some specifics areas like Information Technology, it is hard to understand why a smart IT guy is not actively using Twitter (meaning the right way of Twitter using, not only for fragile chats with friends or sports stars). There is no possible way nowadays of keep updated regarding the exponential rhythm of technology change if you are not watching through Twitter what is other doing, what’s new, how they have resolved the same problem that you have.
Keep this on mind, Twitter is a mind blowing radar to watch what is happening around you and understand why are we not being as awesome as them.
Staff who repeatedly violate the change management process are quickly assigned to roles where they cannot make changes. This is all part of having a true culture of change management.
All the high performers had a culture of causality, especially when resolving problems and repairing outages. This ensures that change is ruled out first in the repair cycle, and consequently, issues are resolved much more quickly. Furthermore, they were spending less than 5% of their time on unplanned work and service restoration, spending more time early in the IT lifecycle.
In each of the high performing IT organizations, the way that the staff implemented changes was not to first log into the infrastructure. Instead, it was to go to some change management board and ask whether the change should be made. Surprisingly, this process was not viewed as bureaucratic, needlessly slowing things down and decreasing the quality of life. Instead, it was viewed as absolutely critical to the organization maintaining its high performance.
“You guys in the business are punch drunk on projects, taking on new work that doesn’t have a prayer of succeeding. Why? Because you have no idea what capacity you actually have. You’re like the guy who is always writing checks that bounce, because you don’t know how much money you have and never bother opening your mail.”
…Good-to-great leaders understand three simple truths.
First, if you begin with “who,” you can more easily adapt to a fast-changing world. If people get on your bus because of where they think it’s going, you’ll be in trouble when you get 10 miles down the road and discover that you need to change direction because the world has changed. But if people board the bus principally because of all the other great people on the bus, you’ll be much faster and smarter in responding to changing conditions.
Second, if you have the right people on your bus, you don’t need to worry about motivating them. The right people are self-motivated: Nothing beats being part of a team that is expected to produce great results.
And third, if you have the wrong people on the bus, nothing else matters. You may be headed in the right direction, but you still won’t achieve greatness. Great vision with mediocre people still produces mediocre results.
From this post in Oracle.com, March 3rd, 2006, I read:
“Like most of our customers, you probably already have a corporate identity management system in place. And, you’ve probably not been enjoying the experience of redundantly administering the same user in your corporate identity management system as well as the E-Business Suite.”
Yes Larry !!!, it’s true. How do you guess that ???, I understand why you are such rich man…
Ok, let’s go…
Now, I read this post from August 3rd., 2011:
“Some organisations have third-party user authentication systems in place. These include CA Netegrity SiteMinder, Windows Kerberos, and others. These organisations frequently use third-party LDAP directory solutions such as Microsoft Active Directory, OpenLDAP, and others.
We don’t certify the E-Business Suite with those third-party products directly, and we don’t have any plans to do so.“
Disappointing Larry… you are enough rich… why do you want charge me with another product (Oracle Internet Directory) to authenticate user in my corporate directory ?…
When I’m interviewing candidates for a job, I use a different approach. First, I try to get a feel for the person’s motivation, because motivation is what ultimately is going to make the person successful. I like it when I see people who want to work because they’re curious or because they sincerely want to solve problems or make things better for others. I avoid people who consider their work “just a job” and give signs that they’ll walk away in the middle of solving a critical problem just because it’s dinner time (I’m not advocating long hours as a requirement, but I don’t like clock watchers). And I quickly rule out people who are in it for the money. They’re welcome to use money as a scorecard, but truly successful people don’t have money as their primary motivator. If money is your motivator, then how ethical will you be?
How do you assess motivation in an interview? Ask what they enjoy about a job. But don’t listen to the words of their answer; listen to the “music” instead. Listen to the emotion (or lack of it) that they have in their voice. Listen for someone who still has the energy and drive to be truly great, and who isn’t burned out or jaded. Many people will be reluctant to answer the question honestly – they’ll still be acting – so you may have to approach the question indirectly. Ask what they enjoy doing when they’re not working. Ask what caused them to pick their major in school. You’ll begin to get a feel for their real motivation in spite of any acting attempts.