Look a week ahead: Towards the end of a week, I’ll start to take a look at what meetings I have the following week. For any that I’m responsible for, I’ll start pulling together some information for attendees. Sometimes this means updating the calendar invite with an agenda; other times this means starting a Google Doc for what we need to run through during the meeting, and I share it with edit rights for all attendees. Use meeting goals: If the meeting has a bunch of people in it (like, more than two), especially if those people typically have full schedules, then I’ll write down goals for the meeting. Often, I’ll put those goals in the calendar item, and I’ll mention them at the beginning of the meeting. That means that if we get off-track during our time together, I can hit pause and recenter on the goals, asking folks to continue that other conversation afterward. Find a plant: Once in awhile, it’s helpful to “seed” the meeting somehow. For example, in one meeting where there’s an “open questions” time and I want people to ask anything, I’ve asked a buddy to think up a super weird one to demonstrate to others that it’s a safe space. Don’t surprise people in the meeting: Additionally, I do a lot of prep to make sure there’s no surprises in my meetings, at least none coming from me. This usually means that I let a handful of people know about a big announcement ahead of time (or had a tough conversation), usually one-on-one, so they wouldn’t be surprised in front of a lot of other people. Gain consensus 1:1 beforehand, if possible: My goal with any decision-making meeting is to already have a sense, going in, of what issues people have, what their opinion is, and what they might need to come to agreement. I do as much legwork in advance as possible, so that the whole group is ready to make that decision more quickly in the room.

Few things bog down meetings more than an unclear process, or a lack of clarity about how people in attendance are supposed to participate. By sharing the goals of the meeting and a high-level overview of what we’re going to do there, I hope to make it clear what’s expected of folks in the room.

Setting up a form for people to add their questions to - including people in the shared physical space - so that the facilitator can run through them rather than prioritize the voices in the room

I cancel meetings if they’re unwarranted. I check-in every few months to see if a meeting’s goal still makes sense; I ask attendees how they’re feeling about the length of the meeting, how often it happens, and what we do during it. I iterate on meetings to make sure they’re still effective, or even necessary.

Swelling trade tensions and the rise of “direct-to-consumer” platforms were bound to heighten the scrutiny on the import of mass media cultural products. But it’s also notable that the Marvel movies that did gain admittance in China were led by six heroes (The Avengers), five of whom were employed by the American military (with the sole outlier being an extraterrestrial) and all of whom were white. The current, rejected leads are more diverse in vocation, American allegiance, and ethnicity (among other attributes).

In 2017, Disney began a marketing integration with aerospace and defense giant Northrop Grumman encouraging those who use Google to research American defense contractor Stark Industries to join something like the real thing.

Avatar’s unprecedented achievements require us to examine not just its technological innovations, but also its narrative. The film’s “protagonist humans” are classic Western archetypes such as the taciturn soldier and the driven scientist. The villains are archetypes as well, but they are also particularly close to foreign caricatures of evil Americans: the tough-as-nails, violence-prone colonel and pillage-the-earth corporate executive. Furthermore, Avatar’s overarching message is one of collectivism, spiritualism, and alignment with nature. At the end of the movie, each of the Western heroes literally shed their individual identities (and white bodies) to become part of the cooperative aboriginal mind and save the day.

Bikeshed refers to topics which have never recieved concensus and are likely to generate side-discussions and flames unless all participants are well-read on all the past history. It stems from the idea that big changes (like the building of a power plant) go through quickly, since everyone assumes that someone else has checked it out, while simple changes (like building a bikeshed) often get mired in bureaucracy, since everyone has an opinion on it.

A common example of diminishing returns is choosing to hire more people on a factory floor to alter current manufacturing and production capabilities. Given that the capital on the floor (e.g. manufacturing machines, pre-existing technology, warehouses) is held constant, increasing from one employee to two employees is, theoretically, going to more than double production possibilities and this is called increasing returns. If we now employ 50 people, at some point, increasing the number of employees by two percent (from 50 to 51 employees) would increase output by two percent and this is called constant returns. However, if we look further along the production curve to, for example 100 employees, floor space is likely getting crowded, there are too many people operating the machines and in the building, and workers are getting in each other's way. Increasing the number of employees by two percent (from 100 to 102 employees) would increase output by less than two percent and this is called "diminishing returns."

In software development, technical debt (also known as design debt[1] or code debt) is the implied cost of additional rework caused by choosing an easy (limited) solution now instead of using a better approach that would take longer.[2] Analogous with monetary debt,[3] if technical debt is not repaid, it can accumulate "interest", making it harder to implement changes. Unaddressed technical debt increases software entropy and cost of further rework.

Common causes of technical debt include: Ongoing development, long series of project enhancements over time renders old solutions sub-optimal.

Parallel development on multiple branches accrues technical debt because of the work required to merge the changes into a single source base. The more changes done in isolation, the more debt.

I think Sanctuary, Hydraulics, and XXIX are proving this assumption wrong. As designers and developers, we create tools for a living. That includes tools for helping other teams make great decisions. Tools to help their coworkers ask and offer feedback. Tools to help their peers get clear on where they want to grow. We obsess over making tools that improve the way we work. When we see an opportunity to improve, we upgrade our tools. Or build a new tool, toss the old one, and thank it for serving its purpose (Marie Kondo style).

We intend to revise those skills so that they reflect what good leadership looks like in a distributed organization. Things like:Noticing a problem/opportunity and proposing an experiment to solve itKnowing how to offer and give helpful feedbackKnowing how to receive feedbackActive listeningHelping others get clear on where they want to growCoaching (rather than managing) others toward their goals

It’s not just a question of “how do we make this usable?” it’s more about “how do we make this usable for users and increase feature adoption which will drive more revenue?“

The reason startups are so counterintuitive is that they're so different from most people's other experiences. No one knows what it's like except those who've done it. Which is why YC partners should usually have been founders themselves.

the essence of what happens at YC is to figure out which problems matter most, then cook up ideas for solving them — ideally at a resolution of a week or less — and then try those ideas and measure how well they worked. The focus is on action, with measurable, near-term results.

A small improvement in navigational ability can make you a lot faster, because it has a double effect: the path is shorter, and you can travel faster along it when you're more certain it's the right one. That's where a lot of YC's value lies, in helping founders get an extra increment of focus that lets them move faster. And since moving fast is the essence of a startup, YC in effect makes startups more startup-like.Speed defines startups. Focus enables speed. YC improves focus.

However good you are, good colleagues make you better. Indeed, very ambitious people probably need colleagues more than anyone else, because they're so starved for them in everyday life.

An overemphasis on data can harm your culture through two different channels. One is the suspension of disbelief. Metrics are important, says your organization, so you just proceed to introduce metrics in areas where they don’t belong and everybody just ignores the fact that they are meaningless. Two is the streetlight effect. Metrics are important, says the organization, so you encourage your engineers to focus disproportionately on improvements that are easy to measure through metrics - i.e. you focus too much on engagement, growth hacks, small, superficial changes that can be A/B tested, vs. sophisticated, more nuanced improvements whose impact is more meaningful but harder or impossible to measure.

So using that hook of “simplicity”, the best advice for “doing agile” is: Read the manifesto Figure out what makes you happy. And do that.