This is one of my favourite dish. I was cleaning. up my desk drawer and stumble across this recipes, handwritten by Mom.
I took the time to read and post it.
Continue readingThis is one of my favourite dish. I was cleaning. up my desk drawer and stumble across this recipes, handwritten by Mom.
I took the time to read and post it.
Continue readingDuring my bathroom renovation, I manage to learn a new skill. Autodesk Revit. Thanks to a few found youtube video, I manage to upgrade the design of the old bathroom and re-designing my new bathroom.
The old bathroom consist of a bathtub with separate vanity for some reason, and the shower is on separate room, perhaps a design afterthought. So I extended the shower to accomodate a toilet and a small vanity and turn it. into an on-suite. The bathroom get extended with an upgrade of a new toilet and dual basin vanity as shown in the picture above.
To get a good idea of how it looks lie, I try render the image of the new bathroom. The following is by means not perfect at all, but it gives an idea on how it looks like, which is quite handy when I am showing the tradie on what I want the bathroom to look like.
And finally, it is all done. You can see the final look in the following picture.
Let me know what do you think of the new bathroom.
Here are a few email headings that have been proven to works:
Here are some tips to grow your sales from the sales funnel backend.
Writing OKRs isn’t easy, but not impossible, either. Here are the simple rules that Google use:
This is one of many Chilli paste recipes that I have. But this is the one that makes the difference. It is what makes you sweat, and you feel good after it.
Continue readingAnnual performance reviews are costly, exhausting, and mostly futile. Only 12% HR leaders deem the process “highly effective” in driving business value. Only 6% think it’s worth the time it takes.
What business leaders have learned, very painfully, is that individuals cannot be reduced by numbers.
“Not everything that can be counted counts, and not everything that counts can be counted.” – Albert Einstein
Alternative to annual reviews is continuous performance management. It is implemented with an instrument called CFRs, for:
Annual Performance Management | Continuous Performance Management |
Annual Feedback | Continuous feedback |
Tied to compensation | Decoupled from compensation |
Directing/autocratic | Coaching/democratic |
Outcome focused | Process focused |
Weakness based | Strength based |
Prone to bias | Fact driven |
OKRs push us far beyond our comfort zones. They lead us to achievements on the border between abilities and dreams.
At google, in line with Andy Grove’s old standard, aspirational OKRs are set at 60 to 70% attainment. In other words, performance is expected to fall short at least 30% of the time. And that’s considered success!
“if you set a crazy, ambitious goal and miss it, you’ll still achieve something remarkable.” When you aim for the stars, you may come up short but still reach the moon.
Here are some of the stretched OKRs:
OKRs are living, breathing organisms. Their life cycle unfolds in three phases:
If you have 82,000 contributors to the OKR, general-purpose software (e.g.: Microsoft Word) doesn’t scale. If you share a goal that nobody sees, is the system truly transparent?
OKRs speak to something more powerful, the intrinsic value of the work itself. Cloud based platform deliver transformative OKR values:
For OKR system to function effectively, the team deploying it must adopt it universally. No exceptions, no opt-outs.
As we track and audit our OKRs, we have four options at any point in the cycle:
Wrap-ups consist of three parts: objective scoring, subjective self-assessment, and reflection.
Google use a scale of 0 to 1.0:
If department so much as approached 100%, it was presumed to be setting its sights too low – and there would be hell to pay.
In evaluating OKR performance, objective data is enhanced by the goal setter’s thoughtful, subjective judgment. For any given gal in a given quarter, there may be extenuating circumstances. A weak showing by the numbers might hide a strong effort; a strong one could be artificially inflated.
“We do not learn from experience … we learn from reflecting on experience.”
Here are some reflections for closing out an OKR cycle: