vault backup: 2025-06-12 14:58:55

Affected files: .obsidian/workspace.json .obsidian_iphone/plugins/obsidian-spaced-repetition/data.json .obsidian_iphone/workspace-mobile.json 2 Personal/Lists/Business Ideas.md 2 Personal/Projects/Timelapse Project/Algorithms.md 5 Media/0 Books/Who by Geoff Smart.md Temporary/Goal List.md Temporary/Untitled 7.md
2025-06-12 14:58:55 +03:00
parent d8877b804b
commit b80b68fdaf
8 changed files with 175 additions and 61 deletions
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--- a/Personal/Lists/Business
+++ b/Personal/Lists/Business
@@ -43,6 +43,7 @@ Diese Liste kann auch mit `#idea/startup` oder mit `#business-idea` ergänzt wer
 - Exam Generator for teachers, including solutions generation
 - Mountain picture swarm intelligence: foto upload in webapp mit kompass und gps daten um so schwierig stellen bei wanderungen besser beurteilen zu können
 - market place um Gutscheine in anderen Städten zu schenken (coffee shops, e.g. maurin in nantes)
+- Personalized AI education: leute sagen was ihre ziele sind, was sie gerne machen (geleitete fragen). Und dann wird individuell ein curriculum Zusammengestellt für sie mit udemy kursen, uni studiengängen, etc. Kann verschiedenes pberbrücken. Business kunst engineering, etc



--- a/Personal/Projects/Timelapse
+++ b/Personal/Projects/Timelapse
@@ -0,0 +1,3 @@
+
+Wahba‘s Problem poses a similar challenge. It‘s used to solve for attitude based on a couple of known measurements. 
+See this vid: https://youtu.be/zJbjYNQwk2M?si=jqy6SfHGPTq3JUoX
--- a/Books/Who
+++ b/Books/Who
@@ -0,0 +1,38 @@
+
+Cultural Fit is extremely important. If an overachiever doesn’t fit well into the team and the team spirit, it might slow everyone down and cost you more than the person can deliver. I look at a team a bit like the network effect. Meaning that with many A-Players you get an exponential boost if they work well together. But if you mis-hire culturally this network can be broken reducing efficiency and productivity. 
+
+### Scorecards
+A list of competencies which have to be fulfilled by potential hires. To guarantee cultural fit as well as necessary skills and motivation for the specific job. 
+Scorecards:
+- set expectations with new hires
+- Monitor employee progress over time
+- Objectify your annual review system
+- Allow you to rate your team annually as part of a talent review process
+
+#### How to create a Scorecard
+1. Mission: 1-5 sentence statement why a role exists
+2. Outcomes: 3-8 specific, objective measurable outcomes that a person must accomplish to achieve an A-performance. 
+3. Competencies: identify competencies to describe behaviors someone must demonstrate to achieve the outcomes. Next: add 5-8 competencies that describe your culture and add them to every Scorecard. 
+4. Ensure Alignment and Communicate: pressure test scorecards by comparing it with the business plan and the scorecards of the people who will interface with the role
+
+## Step Two: Source
+Hiring is a constant project and utterly important. The people you hire define the outcome of your company. Good hiring managers should always be on the lookout and not consider hiring a once in a while thing. 
+
+The number one method is to ask for referrals from your personal and professional networks. This is much better than placing advertisements or hiring recruiters (depends heavily on quality of actual recruiter). 
+
+Patrick Ryan: call 10 talented people every week and keep a list of talented people for future hires. Ask your hires about 10 talented people, ask customers about best salespeople, ask business partners about business developers, etc. 
+
+### How to Source
+1. Referrals from your professional and personal network: build a list of the most 10 talented people you know and schedule meetings. Then ask them what the 10 most talented people are in their networks to continue to build your list. 
+2. Referrals from your employees: add sourcing as an outcome to every score card (culture) e.g.: source 5 A-players per year who pass our phone screening test. Encourage people to ask their networks. Offer referral bonuses. 
+3. Deputizing Friends of the Firm: referral bounties to select friends of the firm
+4. Hiring Recruiters: scorecards, give them insights into the company culture and business
+5. Hiring researchers: use scorecards to specify requirements. Need to understand business and culture 
+6. Sourcing Systems: 1. capture name and contact information of everybody you source 2. schedule weekly time to follow up. Can be simple as a spreadsheet, or a complex tracking system. 
+
+---
+## Action Points
+- [ ] What is OneSec‘s culture? What values do we have? How do we prompt for those values in interviews? Make a competency list with those cultural values that apply for every job. And add extra job specific competencies at the end. 
+- [ ] Join professional organizations and ask people you meet about their top talented people in their network. 
+- [ ] Build advisory board for OneSec? Affiliations: you can reach out to them for talent, they know people with all kinds of expertise—> makes it fast to hire A player. Solves sourcing problem
+- [ ] Set up a people’s system: name, important facts about them, reminders to follow up with them —> be disciplined about it
--- a/Temporary/Goal
+++ b/Temporary/Goal
@@ -0,0 +1,16 @@
+---
+title: Goal List
+created_date: 2025-06-09
+updated_date: 2025-06-09
+aliases:
+tags:
+---
+# Goal List
+
+- Keep relationships warm with people and network. Regularly keep in touch with great people
+- Networking
+- answer messages quickly and honestly 
+- Do more planning, but try to keep spontaneouity 
+- Schedule at least one business lunch per week: have a list of good questions, and take notes afterwards. 
+- Have a proper calendar and work with it. Stick to things I schedule for myself
+
--- a/Temporary/Untitled
+++ b/Temporary/Untitled
@@ -0,0 +1,45 @@
+---
+title: Who by Geoff Smart
+created_date: 2025-06-09
+updated_date: 2025-06-09
+aliases:
+tags: 
+  - book
+type: book
+book_name: Who
+author: Geoff Smart
+status: not_started
+---
+# Who by Geoff Smart
+- **🏷️Tags** :  #06-2025 #book
+---
+## Summary
+
+> [!summary] Summary
+> 3 Sentences only!
+> - What are the main ideas?
+> - If I implemented one idea from this book right now, which one would it be?
+> - How would I describe the book to someone else?
+
+---
+## Ideas and Thoughts
+
+> [!info]+ Inspiring Questions
+> - Did you think about other concepts from other books?
+> - Do the concepts fit to your past, to your memories? 
+> - Can you relive them and reflect them from a different angle?
+
+
+---
+## Clippings
+
+> [!info] Import Clippings from Kindle
+> Annotate Clippings with thoughts and cross references
+
+
+
+---
+```query
+Who Geoff Smart 
+-file: "Who by Geoff Smart.md"
+```