When I learned that this was an option and my doctor at the time did not offer it I felt so betrayed like why would you let me go through unnecessary pain that way. Obviously, I changed doctors.

It’s a bit shocking to me how even executives on the most technical companies miss the point of what the job is so badly.

You might be onto something.

www.wsj.com/business/uni...

Naro giving a friend to his AI friend is a galaxy mind move lol. What a good read.

And using Reddit anecdotes to diagnose workplace culture? That’s a chef’s kiss moment of confirmation bias. So excuse my skepticism—this narrative isn’t just weak; it’s missing the point.

6/6

Lean, collaborative, flexible teams solve problems faster. But they don’t fit neatly into performance review spreadsheets. Without a way to reward cross-functional work, cultures default to silos and empire-building. Parkinson’s Law of Triviality in action.

5/6

Instead, the fallout is reframed as a failure of employees. Conveniently ignored? The systemic incentives that rewarded overgrowth in the first place. Leaders played the game the system set up—and the system cheered them on.

4/6

Not long ago, the industry praised leaders for “hypergrowing” companies through aggressive hiring. We didn’t call it short-termism; we called it thought leadership. Thanks to institutional isomorphism, everyone followed suit. Accountability for the thought leaders? Nope.

3/6

Empires aren’t built by accident—they're incentivized. When headcount and scope are the primary metrics of leadership success, leaders naturally prioritize them. The system rewards it, and people respond accordingly. It's not rocket science; it's human behavior.

2/6

Me seating at the table waiting for the waiter to come and ask for my order so I’m pressured into making a decision despite having an ample window to make the decision in advance 🤡