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What I’m all about …

Discovering the best problems, solutions and customers.
Experimenting with hard, complex and complicated.
Designing for happy while delivering on meaningful.
Appreciating what is overlooked and undervalued.

Is it time to question your status quo?

Better Alternatives

“Most people make bad decisions because they are so certain that they’re right that they don’t allow themselves to see the better alternatives that exist. Radically open-minded people know that coming up with the right questions and asking other smart people what they think is as important as having all the answers. They understand that you can’t make a great decision without swimming for a while in a state of “not knowing.” That is because what exists within the area of “not knowing” is so much greater and more exciting than anything any one of us knows.” #principleoftheday @RAYDALIO

Oregon’s High-Tech Sector

High-technology is a pillar of Oregon’s economy. Overall it accounts for about 5% of statewide jobs, but due to its higher productivity and pay, the sector is 11% of overall wages paid and 11% of state GDP. Given the strong growth in recent years, the sector’s employment today is now at an all-time high, surpassing even the bubbliest of peaks of the dotcom era more than two decades ago.

https://oregoneconomicanalysis.com/2022/07/20/oregons-high-tech-sector-july-2022/

https://www2.deloitte.com/us/en/insights/topics/talent/skills-based-organizational-strategy.html

Mistake #1 – Relying on an Application Tracking System (ATS) to find Match Quality. ATS are one of the best ways to find more average job candidates and the worst way to find talent.

Mistake #2 – Finding a great specialist instead of the best generalist addresses a short-term need instead of a potential long-term outcome. If you need a great specialist consider hiring a contractor.

Mistake #3 – Relying on unstructured interviews. Intelligence, soft skills, grit, curiosity, and creativity are excellent criteria to test for, followed by a candidate’s situational awareness and scenario planning abilities. The most important thing you can do to find the best candidates are to spend time with the candidate. The more time you spend the more candor you will get.

For information about finding outliers read the “Dark Horse Project” research from the Harvard Graduate School of Education. For information about How to Identify Energizers, Creatives, and Winners Around the World consider the book “Talent” by Tyler Cowen and Daniel Gross

“Sensitive” discussions

Last year some companies took a stand and decided not to allow political discussions at work. Regardless of your policy, 65% of employees are having the conversations. How can we support employees and encourage them to handle differences, respect one another, listen, and learn? The answer requires respecting others’ views, inviting different perspectives, and teaching others how to thoughtfully disagree with counterfactual data. These are the same tools you should be embracing to improve your corporate culture. Retreating to our ideological fox holes and lashing out over social media will not improve things. I have compiled “Searching for Better” deck for those interested in having a nuanced fact based dialog and “A Better-Better” deck for some possible solutions to improve our democracy. Reid Hoffman also provides some personal insights on Talking Politics and freedom of speech rights versus CEO responsibilities.

https://pwc.com/workforcehopesandfears