aaron c beals

a recent post on WBUR’s CommonHealth blog, written by our executive director, Rebecca Weintraub:

http://commonhealth.wbur.org/guest-contributors/2009/12/life-saving-health-information-a-global-necessity/

i realize this presentation has been making its way around the web recently, but i’m just getting to it now. the folks over at Netflix (of whom i am a paying customer) put together a ‘little’ slide deck about their corporate culture.

the theme of the presentation is “freedom and responsibility”. given that these characteristics are two that i prize highly in a work environment, they started off on a good foot.

you should read the whole presentation (it doesn’t take that long), but here are the points that stood out to me (not that I agree with every word, but a lot of it rung true):

• “The real company values, as opposed to the nice-sounding values, are shown by who gets rewarded, promoted, or let go”
• “The Keeper Test Managers Use: ‘Which of my people, if they told me they were leaving in two months for a similar job at a peer company, would I fight hard to keep at Netflix?”
• “In procedural work, the best are 2x better than the average… In creative work, the best are 10x better than the average”
• The desire for process grows over time in a company not simply due to increasing complexity, but due to dilution of high-performance employees in the face of increasing complexity.
• The Netflix vacation policy is probably the most-quoted part of the presentation when it is referenced on the web, but I hope that people look past this (I think it’s a common-sense move I happen to strongly agree with) and see some of the other points in the deck.
• “Act in Netflix’ Best Interests” — the premise here is outstanding. I have always thought that the time and wages it takes to fill out and process lengthy expense reports is simply wasteful. If someone willingly abuses the system by acting in an irresponsible manner, fire them.
• “Managers: When one of your talented people does something dumb, don’t blame them. Instead, ask yourself what context you failed to set.”
• The compensation plan can’t be adequately summarized in one bullet, so check it out. Just outstanding.

interested in global health? we’re looking for an RA.

Jon Payne — who is doing some work with us here at the Global Health Delivery Project — has been working on outlining an ontology for the area of “Health IT”. the category is broad, so there are a large number of possible sub-categories, and increasingly so as federal money here in the US is put behind Health IT initiatives. head over to his blog and weigh in!

http://globalhealthdelivery.org/blog/?p=312

we have had the site up since late June, but with Jim Kim’s announcement, it’s official — GHDonline is here. as usual, there is much more on the horizon — new features, etc — but it’s a big accomplishment to get the site up in time for the IAS conference in Mexico City.

read Jim’s announcement about GHDonline
the GHDonline site

boston.com recently put together a list of workplace jargon collected from their readers… and frankly, while it amuses me, it also makes me sad. partially because it’s all so painfully true, partially because i find myself simultaneously using and hating these phrases, but mostly because the fact that so many people chimed in means that there’s really no escaping these inane phrases, no matter the workplace.