What we eat plays an important role in our ability to focus. Our choices around what and when we eat and drink affects our productivity, energy and general mood. It directly impacts the quality and quantity of our output at work. It compounds within small teams and has an even greater effect.
It’s been shown that those who form new habits around drinking plenty of water and eating the right foods see a better version of themselves within just a few days. Measurably better.
These simple insights into diet aren’t new information though. Most people are already aware that more water, less salt and less sugar are recommended for health and mood. People don’t do their body damage intentionally, but through choosing the path of least resistance when it comes to workplace food and drink habits.
The moral dilemma is of course, do we have any right influencing these choices and the diets of those we work with? Continue reading “Fuelling Your Team”
Is Continuous Universal Improvement a better name for Digital Transformation?
I was involved in a discussion on Twitter recently about the pitfalls of having a name which isn’t unique. Another person with your name who was, or is, more famous than you are.
To add insult to injury, in our cases there were people who’ve shared our names in the past who have been less than perfect human beings.
In my case for example, another Harry Bailey was a doctor in Australia and was using some pretty awful treatments on people. His wikipedia page is the top result for Harry Bailey, and has been since I can remember.
The second Harry Bailey that used to outrank me is a character in a well known black and white Christmas film. He’s the brother of the main character and is referenced across various websites.
Thankfully, my writing and link building for Harry Bailey replaced the later on the first page of several search engines with my own content. Continue reading “Being outranked for your own name in search engines”
There was a manager I worked with recently who was having serious trouble with their onboarding process.
Working with several teams of between 5 and 8 developers, the business was growing fast and recruiting at all levels. Some of the recruited developers were straight out of a code academy, with minimal experience of working in a team, on a regular release schedule, or with production code.
These less experienced developers were their primary challenge. The one they thought could release most value. But how do you get a developer enough experience to graduate them to being part of a team? How many of these developers can you put into a 5 to 8 person team and the team support their learning and progression so they might become independent? How do you introduce them to the team? What does the average day look like for one of these developers while they learn the ropes? Continue reading “Onboarding through pair programming”