“It’s people that learn. Not organizations that learn, and not systems that learn.”
— SemanticWill™ (@semanticwill) March 20, 2013
Illustration: Simon Bosch
Another book on toxic work culture and personality types to look out for. Some of these may sound familiar from similar lists:
Speaking as a graduate of one, top schools teach you credentialing and ladder climbing. If you’re lucky, you might learn how to create a financial model or craft a solid argument. They don’t make you a great UX designer or programmer. Your passion for learning and gaining more and more experience are what make you great. The nights you stayed up until 5am coding make you great. Your love of building things makes you great.
Sir Tim Berners-Lee: Then, now, tomorrow. What’s next for the World Wide Web? Sydney Town Hall 5 Feb 2013.
About the event
Part of the City Talks series presented by the City of Sydney and UTS spotlight.
The hash tag was the ever parochial #tbldownunder. The official ones were #sydcitytalk and #UTSengage
What people said
There were several introductions including Clover Moore’s rundown of the City’s contribution to supporting innovation which was quite impressive, and there were (too many) panelists, but everyone was there for Tim Berners-Lee.
He delivered his presentation with a frenetic energy. Was there a thread? A theme? Not quite, although his historical tech overview did turn into an invitation to contribute to code and be vigilant of those who seek to control our data and our privacy. I think an implied warning of proprietors who want to lock down devices too.
… There are benefits to rudeness … that is, for those who perpetrate it. In a study conducted by a trio of American universities last year, it was discovered that rude men earn 18 per cent more than “agreeable” men, while rude women earn 5 per cent more than nice women.
The study comprised 10,000 workers over a period of 20 years, and it concluded that one explanation for the salary difference is that rude people tend to be more forceful during salary negotiations. The result? They get what they want.
A great read on employee satisfaction – how to measure it, achieve it and the correlation to customer NPS.
Tesco, a UK supermarket chain has 3 rules for innovation: