It is very easy to blame others. It reduces our self-guilt, makes us better. We are alone, we blame others because we are miserable and scared. We want to vent our anger and frustration. We want to prove ourselves right, our voices felt. It takes time to build or cement a relationship but minutes to …
Author Archives: Atul
education
I feel sad every time I get introduced by someone via their pedigree. The bias which we inculcate in us and filter it creates in our decision-making capabilities are enormous. Education is a life long process, having a degree from some university is a small part of it. It does not guarantee your future successes. …
legitimacy
In the book David and Goliath, Malcolm Gladwell talks about the principle of legitimacy. The principle of legitimacy is based on three things. First, is the mass voice being heard by the masters. Second, the law has to be predictable. Third, the authority has to be fair. I found it worth sharing, a lesson for …
clown
We are all crowns, hidden behind the mask of pedigree, color, religion, wealth, race, Et al. As a clown, we are faceless, which also means we are vulnerable. Pain is part of daily life, being ridiculed another. Is it better to be a clown or join puppetry?
pond
In David and Goliath, Malcolm Gladwell talks about the analogy: big fish in a small pond or small fish in a big pond. I liked the way he explained along with a few examples and data. How impressionist started own art event instead of participating in grandeur event where no one gave respect and appreciation. …
Communicate
In the book what you do is who you are, Ben Horowitz talks about keeping open communication with organization heads with the team. These are his advice: State the facts clearly Openness to bad news Encourage the bad news This kind of reminds me of Ray Dalio’s Principle of Radical Transparency. This ensures everyone in …
When smart people are bad employees
Ben Horowitz in his book: Hard Things about Hard Things, talks about smart employees who also happen to be responsible for breaking company culture. The Heretic These are the employees who find faults to take the case of management or co-workers. They can go to an extent claiming the company is run by morons and …
decision
In the book what you do is who you are, Ben Horowitz talks about how a team takes a decision. He talks about 3 primary modes. My way or the highway: As a CEO I know what is right and I will make the decision. Everyone has a say: Before going out with a feature …
messed up
Ben Horowitz in his book: “What you do is who you are” talks about the sign of organizations messed up culture. These are the 3 signs according to Ben: Wrong people are quitting too often. You are failing at your top priorities. An employee does something that truly shocks you. I found it worth sharing.
checklist
In the book “What you do is who you” are Ben Horowitz has a shared cultural checklist for founders building companies. Cultural Design: Culture should be the same who you are in real life or professional. Cultural Orientation: Monkey see, monkey do. Ensure the newer employees are mentored well to join your bandwagon. Shocking Rules. …