As a Neurospicy weirdo, ADHD and the dreaded 3Ds, Dysgraphia, Dyslexia and Dyscalculia, traditional academia was always frustratingly out of reach. These models and my new found ability to cognitively offload the tasks that just don’t fit my neurobiology has freed me to focus on what it’s actually very good at , emergent creative novelty, pattern recognition and making connections between highly disparate fields.
To all my fringe dwelling Neurodivergent fellows, our time is now! 🚀
The big challenge I see with this delegation pattern is most people can’t delegate effectively. They can’t describe what needs to be done effectively, can’t monitor effectivement but more importantly, they can’t validate the result effectively.
All good stuff!! Combat reflexes, attention as resources, signal timing, organizational hierarchy through division of labor and specialization, and extending the capabilities of even very capable people…
As I listened, I wondered…
When a company has a head start, when they KNOW they have a head start, and when they want to MAINTAIN their head start:
-What is every possible strategy?
-What is every ethical strategy?
-How many people do they have implementing those strategies versus deliberating on their differences?
-How many people tasked with maintaining their head start have been using the tool they’ve built to offload their biggest cognitive burdens?
It’s not uncommon for people to train their own replacements in the workplace, and it shouldn’t come as a surprise that NDAs would contain specific outlines not to discuss how well a person succeeded at replacing themselves.
This video (paired with these thoughts) might give some people new perspectives on what’s (mis)understood as “migration of talent” from the workplace… 🤔
Thanks Dave, another great piece!
As a Neurospicy weirdo, ADHD and the dreaded 3Ds, Dysgraphia, Dyslexia and Dyscalculia, traditional academia was always frustratingly out of reach. These models and my new found ability to cognitively offload the tasks that just don’t fit my neurobiology has freed me to focus on what it’s actually very good at , emergent creative novelty, pattern recognition and making connections between highly disparate fields.
To all my fringe dwelling Neurodivergent fellows, our time is now! 🚀
The big challenge I see with this delegation pattern is most people can’t delegate effectively. They can’t describe what needs to be done effectively, can’t monitor effectivement but more importantly, they can’t validate the result effectively.
So we have learn delegating properly.
Perhaps one can use AI to improve their delegation? That may be a game changer for many.
Which AI program do you use to create slides? A googl sheets plug in?
Just claude with a style
All good stuff!! Combat reflexes, attention as resources, signal timing, organizational hierarchy through division of labor and specialization, and extending the capabilities of even very capable people…
As I listened, I wondered…
When a company has a head start, when they KNOW they have a head start, and when they want to MAINTAIN their head start:
-What is every possible strategy?
-What is every ethical strategy?
-How many people do they have implementing those strategies versus deliberating on their differences?
-How many people tasked with maintaining their head start have been using the tool they’ve built to offload their biggest cognitive burdens?
It’s not uncommon for people to train their own replacements in the workplace, and it shouldn’t come as a surprise that NDAs would contain specific outlines not to discuss how well a person succeeded at replacing themselves.
This video (paired with these thoughts) might give some people new perspectives on what’s (mis)understood as “migration of talent” from the workplace… 🤔