Nearly 150 years after the death of Napoleon the Third, remembering names remains an important skill to grow and maintain. This leaves us with a few questions: First, why is it so important to remember names? Second, why do I (or people I work with) have such a hard time committing names to memory if it is a basic skill everyone should have? And finally, what are some exercises or tools I can use to grow my skill of name learning?
As you may (or may not) have read, I am (still) involved in the local (Seattle) chapter of Iasa first ever IT architecture competition. Team Skyscraper has delivered their second set of deliverables and are now in the home stretch. With the business requirements and conceptual architecture being the first set of deliverables, this past weekend they had to submit software, infrastructure and security architectures, and the technology stack they chose.
A dear friend of mine, Leslie Goh, sent me a link to a piece in the New York Times. She suggested it reminded her of me. The piece, written by David Brooks, suggests the need for two bucket lists. Brooks, who is successful from a business sense, talks about meeting others who seemed to be successful in a way he was not. This led him to think about a different bucket list not tied to business goals or personal goals, but rather moral or virtuous goals. The way he organized these different groupings is into resume virtues and eulogy virtues.
Many people in the workforce are disenfranchised with the company they work for and have limited loyalty to the company. There are several factors surfacing this feeling in current and new workforce entrants. Holacracy is a different approach to running a company that removes structure and distributes authority and responsibility.
I had a great discussion this week with my mates and the topic of titans came up. Not the Greek ones, but the current ones that drive technology and business forward. Names that came to mind included: Jobs, Gates, Bezos, Zuckerberg, and Musk. You get the picture. We started musing whether there will be a next generation of titans and who might fit that profile. It got me thinking about the types there are, and which I am. One isn’t any better than the other, it is just what we are each most comfortable with. Well, maybe the titan or celebrity would be more fun but…
The main goal of Blue Collar IT is to grow practical business skills through apprenticeship. While there is a lot of value in a four-year degree, the value does not translate well into getting a job at a business that is looking for a specific skill set. With Blue Collar IT, we are mapping business processes and the people skills needed to accomplish those processes.