6 Comments

  1. tomrules
    17. January 2010 @ 16:54

    looking forward to it!

    Reply

  2. Manuel Koelman
    17. January 2010 @ 17:35

    I forgot an important one: “employees should fire their colleagues”

    Reply

  3. Manuel Koelman
    17. January 2010 @ 19:18

    Reply

  4. Oliver Thylmann
    18. January 2010 @ 18:08

    I suggest you read “Maverick” by Ricardo Semler as well as the followup “Seven Day Weekend”. Amazing Books.Here is a bit about the first one. http://bit.ly/8bCQTwIt is important to note that they did this in the best possible way in terms of which step came after the other and there was a lot of pain that was there before because of a bad economy. But it is something that makes you think. Like Birth of The Chaordic Age of Dee Hock.Oh and by the way, the no title thing does not work for Managing Directors which need to be on the business card for legal reasons. We didn’t plan to have titles. No everyone chooses their own. I could go on and on. Money doesn’t motivate the best in people nor the best people. Software development runs along a standard gauss curve and you need to be at the top. Which means not the fastests, not the cheapest, not the best, but not the other way around either. You can have it good, fast and cheap, choose two ;)And a final one. ;)Here is the very heart and soul of the matter. If you look to lead, invest at least 40% of your time managing yourself — your ethics, character, principles, purpose, motivation, and conduct. Invest at least 30% managing those with authority over you, and 15% managing your peers. Use the remainder to induce those you “work for” to understand and practice the theory. I use the terms “work for” advisedly, for if you don’t understand that you should be working for your mislabeled “subordinates,” you haven’t understood anything. Lead yourself, lead your superiors, lead your peers, and free your people to do the same. All else is trivia. – Dee Hock

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  5. Oliver Thylmann
    19. January 2010 @ 08:12

    Re unserem Gespr├Ąch von gestern: Hire and promote first on the basis of integrity; second, motivation; third, capacity; fourth, understanding; fifth, knowledge; and last and least, experience. Without integrity, motivation is dangerous; without motivation, capacity is impotent; without capacity, understanding is limited; without understanding, knowledge is meaningless; without knowledge, experience is blind. Experience is easy to provide and quickly put to good use by people with all the other qualities. – Dee Hock

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  6. Manuel Koelman
    19. January 2010 @ 14:19

    oliver, thank you very much for your insightful comments. “seven day weekend” by ricardo semler i have read. he is a great inspiration for me.about your comments:- i will check out the book by dee hock, sounds interesting- titles for managing directors are necessary, i know and agree – i will write a separate post on titles later- i like your thoughts about software development and the gauss curve :-)- nice quote by dee hock about the philosophy about employees, leading your boss etc. i fully agree.- the other quote about hiring i also like. i might write a blog article for http://www.talential.com about that. i have to see how that fits in.

    Reply

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