What radical candor means and how to give radically candid feedback.
I came across this wonderful quote and can’t help but draw it.
“Never miss an opportunity to be fabulous.” comes Tina Seelig’s book What I wish I Knew When I Was 20 — one of my favorite books. She teaches at Stanford University, and promises to deliver her very best in each class and expects the same from the students.
She said this in the book “being fabulous comes in many flavors, but it all starts with removing the cap and being willing to reach for your true potential. This means going beyond minimum expectations and acknowledging that you are ultimately responsible for your actions and the resulting outcomes. Doing just 1% better each day leads to enormous positive results. Life isn’t a dress rehearsal, and you won’t always get a second chance to do your best.”
Parul shared her journey in getting through breast cancer treatment and these five lessons – how to be resilient and take control of our lives, during the uncertain times.
After the game Bubble Bobble became a hit in the game industry, MTJ, creator of the game, decided to approach the next version differently.
Typically, when companies develop the next version of a game, they keep some aspects from the previous version — characters, stories, elements, the name of the game, etc.
MTJ decided to abandon them all and developed Rainbow Island. In some places, this next game got a bigger hit. When asked why he chose to do that, this was what he said.
I believe he made up his mind to stay creative and challenge himself to try diverse initiatives. It turned out good for him.
In my opinion, you need to make a good use of your judgement to decide when to follow the rules or break them. Some rules benefit you, for example, a design system allows you to put together designs fast. However, others hinder your creativity — “the reason why you should do this is that we’ve always done this way”.
Being able to effectively influence others is very important, if you need to move projects forward with limited resources.
Some say good attitudes = good outcomes. But good managers know that this is not true. Here’s a framework from my coworker on developing people.