people

Karpman drama triangle - Wikipedia The Karpman drama triangle is a social model of human interaction proposed by San Francisco psychiatrist, Stephen B. Karpman in 1968. The triangle maps a type of destructive interaction that can occur among people in conflict. … The triangle of actors in the drama are persecutors, victims, and rescuers. Drama triangle proposed by the psychiatrist Stephen B. Karpman Karpman described how in some cases these roles were not undertaken in an honest manner to resolve the presenting problem, but rather were used fluidly and switched between by the actors in a way that achieved unconscious goals and agendas....

Introduction | Engineering Ladders This framework allows software engineering managers to have meaningful conversations with their direct reports around the expectations of each position and how to plan for the next level in their career ladder. The framework relies heavily on radar charts to visually represent the different perspectives and expectations of a given position: The chart shown above has the following 5 axes: Technology: knowledge of the tech stack and tools System: level of ownership of the system(s) People: relationship with the team(s) Process: level of engagement with the development process Influence: scope of influence of the position The influence axis can be seen as a different dimension since it is orthogonal and applies to all the other axes....

Radarz | Team Calibration Made Simple Build your team on this page and calibrate their level on their radar charts. See also Engineering Ladders: This site is inspired by jorgef’s Engineering Ladders.

How It Works – Holacracy Foundation Holacracy is a management framework for organizations made of 5 distinct —but complementary— modules. Holacracy is a management framework codified into a constitution — the “rules of engagement” for working in an organization. It takes a leader willing to delegate their authority into a set of foundational rules that everyone will follow, including themselves. Module 1 - Organizational Structure Defines an explicit standard format for encoding roles and rules of the organization, as well as basic responsibilities for anyone in a role....

“The Varieties Of Human Work” by Steven Shorrock (Safety Differently) Early ergonomists realised that the analysis of work could not be limited to work as prescribed in procedures etc (le travail prescrit), nor to the observation of work actually done (le travail réalisé). Both have to be considered. But these are not the only varieties of work. Four basic varieties can be considered: work-as-imagined; work-as-prescribed; work-as-disclosed; and work-as-done. These are illustrated in the figure below, which shows that the varieties of human work do usually overlap, but not completely, leaving areas of commonality, and areas of difference....

Work Is Work | codahale.com (Jan. 2020) The Ceiling Is Low The work capacity of an organization scales, at most, linearly as new members are added. … The ceaseless pursuit of force multipliers is the only possible route to superlinear productivity improvements as an organization grows. The Floor Is Lava Contention costs grow superlinearly as new members are added. … Staffing highly sequential efforts as if they were entirely parallel leads to catastrophe....

From Lenny’s Podcast episode: A framework for PM skill development | Vikrama Dhiman (Gojek) Vikrama Dhiman heads all things product at Gojek, including product management, design, program management, and research, across Indonesia, Singapore and India. The 3 W’s framework for PM career growth: What you produce? Start by focusing on your outputs Don‘t lose sight of outputs when you start focusing on outcomes What you bring to the table? Impact through the artifacts that you work on What’s your operating model?...

Remembering the strange case of the “Cookie Pizza Monster” that every Technology Meetup organiser in Lisbon became very familiar with during the years around ~2019. A few nuggets of the outrageous situations surrounding these events, where normal social conventions went out the window: 🥇 He was always one of the first to sign up right after a particular Meetup event was open 🤨 Strong suspicion of an automated process going on 🍕 Any Meetups that offered complimentary food (usually pizza) were especially targeted 🤤 Once at the Meetup, he’d ignore all the talks and dash for the pizzas 🥪 The modus operandi was often to fold half of a pizza a couple of times, and process to eat it like a sandwich 🔁 Rinse and repeat until full or no more pizzas 🛍️ At one occasion he even brought refrigerator plastic bags to start filling with the available finger food 😤 When called out by the organiser he reluctantly stopped but was quite upset and rude 🥷 In another occasion, was caught wandering the private office areas of the company hosting the event 🪧 This despite clear signage indicating the event auditorium Although difficult situations to deal with at the time, it became an interesting inner-circle joke amongst Meetup organisers in Lisbon....

Everyone is wrong about “Love Languages.” Here’s why. - Big Think [Gary] Chapman grouped these types into five distinct “languages.” Words of affirmation: spoken expressions of appreciation or compliments Quality time: spending time together with undivided attention Acts of service: doing chores or other tasks for your partner Physical touch: ranging from hugs and holding hands to sexual acts Receiving gifts … Individuals can discover theirs by taking a 30-item quiz, available online....

BICEPS — PALOMA MEDINA There are six core needs researchers find are important for humans (both at work and in our personal lives). Each of us have a personal hierarchy for the six however: … Getting to know them is a shortcut to better communication, as well as greater inclusivity at work. Belonging Improvement Choice Equality/ Fairness Predictability Significance See also: Coaching Questions Cheat Sheet - Google Docs Getting to Know Others’ BICEPS Core Needs