Sublime

I’ve gone on to adopt this framework for assessing managers on my own team. Being awesome at the job means playing the long game and building a reputation for excellence. Through thick or thin, in spite of the hundreds of things calling for your attention every day, never forget what you’re ultimately here to do: help your team achieve great outcom

As you get better at using the five keys and focusing on your best work, displacement will become an even better friend. When stuff that really doesn’t matter and isn’t worth your time, energy, and attention shows up, you’ll feel it right away, and you’ll also feel the potential cost of letting your current project go.

Most modern knowledge work organizations treat individuals as general-purpose computers that execute a turbulent mixture of value-producing and administrative tasks—often unequally distributed, and not at all optimized for any particular big picture objective. In a specialized organization, by contrast, the workforce is more bimodal, with one group

their role, work priorities and working style.

As a leader, this should leave you with the following questions about your own organization and social circuitry: In performance, are difficulties, glitches, deviations, and departures called out once seen, swarmed to be contained (stabilized), and solved? And are the lessons learned shared and otherwise systematized for future use?