Shipulski On Design

Posts Tagged ‘Competitiveness’

If you know how what the system wants to be when it grows up, you can work in this line of evolution with 100% impunity.  In that way, the key to success is learning how to see what the system wants to be when it grows up; learning to see where it wants to go; learning to see what it likes to do; learning to see what it wants to achieve; learning its disposition.

What do systems want?  Well, for business systems, here’s a hint: Business systems seek top-line growth (increased sales revenue).

When you align your work with what the system seeks (top-line growth) roadblocks mysteriously remove themselves out of the way. No one will know why, but the right things will happen. Don’t believe me that roadblocks will disappear? For your next proposal, build it around top-line growth and use “top-line growth” in the title, and see what happens.  I bet I know what will happen and I bet you will get approval.

Assess the system to learn what is missing. Then, create a proposal to fill the vacuum. Or, better yet, fill the vacuum.  Do you need to ask for permission? No. Do you need formal approval? No. Is it okay to work outside your formal domain of responsibility? Yes. Is it okay if you encroach on other teams’ areas of responsibility? Yes.  Is it okay if people disagree? Yes. And why is that? Because the vacuum is blocking the path to top-line growth. And why is that a big deal? Well, because the Leadership Team is measured on top-line growth and they think it’s skillful to unblock the path to Nirvana.  And why is that?  Well, because they are judged on and compensated for top-line growth. And, because they told the Board of Directors they’d deliver top-line growth. And if there’s one thing a Leadership Team doesn’t want to do is to break a commitment to the Board of Directors.

Here’s a rule: When your work creates top-line growth, you don’t need to ask for approval.  You just need to go faster.

Here’s another rule: When you help the Leadership Team deliver on its commitment to the Board of Directors to deliver top-line growth, your career will thank you.

There are different flavors of top-line growth, but the best flavor is called “recurring revenue”. This is when customers commit to a monthly payment. Regardless of what happens, they make the monthly payment.  Think Netflix and Amazon Prime. Month in and month out, customers pay every.  And you can plan on it. And the revenue you can count on is much more valuable than the revenue that may come or may not.  And though they don’t know how, this is why companies want to do software as a service (SaaS). And for those that don’t can’t figure out how to do SaaS, the next megatrend will be hardware as a service (HaaS). It won’t be called HaaS, rather it will be called RaaS (Robotics as a Service), machines as a service (Maas), and AaaS (Automation as a Service).  But, since AaaS sounds a lot like ASS, they’ll figure out a different name.  But you get the idea.

And the new metric of choice will be Time to Recurring Revenue (TtFRR). It won’t be enough to create recurring revenue. Projects will be judged by the time to create the first dollar of recurring revenue.  And this will make software only projects more attractive than projects that require hardware and far more attractive than projects that require new hardware.  Hardware becomes a necessary evil that companies do only to create recurring software revenue.

All this comes down to Situation Analysis or Situational Analysis (SA). On a topographic map, SA is like knowing the location of the hills so you can march around them and knowing where the valleys are so you can funnel your competitors toward them to limit their ability to maneuver.  It’s a lot more nuanced than that, but you get the idea.  It’s about understanding the fitness landscape so you can speculate on dispositional or preferential paths that the system wants to follow in its quest for top-line growth.

If you don’t know how the system wants to generate top-line growth, figure it out. And, next, if you don’t know what the system needs to achieve to fulfill its desire for top-line growth, figure that out.  And once you identify the vacuum created by the missing elements, fill it and fill it fast.

Don’t ask for permission; just do the work that makes it possible for the system to achieve its Prime Directive – software-based recurring revenue to create top-line growth.

Image credit — JD Hancock

You can look at people’s salaries as a cost that must be reduced. Or, you can look at their salaries as a way for them to provide for their families. With one, you cut, cut, cut.  With the other, you pay the fairest wage possible and are thankful your people are happy.

You can look at healthcare costs the same way – as a cost that must be slashed or an important ingredient that helps the workers and their families stay healthy.  Sure, you should get what you pay for, but do you cut costs or do all you can to help people be healthy? I know which one makes for a productive workforce and which one is a race to the bottom. How does your company think about providing good healthcare benefits? And how do you feel about that?

You can look at training and development of your people as a cost or an investment. And this distinction makes all the difference.  With one, training and development is minimized. And with the other, it’s maximized to grow people into their best selves.  How does your company think about this? And how do you feel about that?

You can look at new tools as a cost or as an investment. Sure, tools can be expensive, but they can also help people do more than they thought possible. Does your company think of them as a cost or an investment? And how do you feel about that?

Would you take a slight pay cut so that others in the company could be paid a living wage? Would you pay a little more for healthcare so that younger people could pay less? Would you be willing to make a little less money so the company can invest in the people? Would your company be willing to use some of the profit generated by cost reduction work to secure the long-term success of the company?

If your company’s cost structure is higher than the norm because it invests in the people, are you happy about that? Or, does that kick off a project to reduce the company’s cost structure?

Over what time frame does your company want to make money?

When jobs are eliminated at your company, does that feel more like a birthday party or a funeral?

Are you proud of how your company treats their people, or are you embarrassed?

I’ve heard that people are the company’s most important asset, but if that’s the case, why is there so much interest in reducing the number of people that work at the company?

In the company’s strategic plan, five years from now are there more people on the payroll or fewer? And how do you feel about that?

Image credit — Gk Hart/vikki Hart/G

I know you’re trying to do something that has never been done before, but when will you be done? I don’t know.  We’ll run the next experiment then decide what to do next.  If it works, we’ll do more of that.  And if it doesn’t, we’ll do less of that. That’s all we know right now.

I know you’re trying to create something that is new to our industry, but how many will we sell? I don’t know. Initial interviews with customers made it clear that this is an important customer problem. So, we’re trying to figure out if the technology can provide a viable solution.  That’s all we know right now.

No one is asking for that obscure technology. Why are you wasting time working on that?  Well, the voice of the technology and the S-curve analyses suggest the technology wants to move in this direction, so we’re investing this solution space.  It might work and it might not.  That’s all we know right now.

Why aren’t you using best practices? If it hasn’t been done before, there can be no best practice.  We prefer to use good practice or emergent practice.

There doesn’t seem like there’s been much progress.  Why aren’t you running more experiments? We don’t know which experiments to run, so we’re taking some time to think about what to do next.

Will it work?  I don’t know.

That new technology may obsolete our most profitable product line.  Shouldn’t you stop work on that? No. If we don’t obsolete our best work, someone else will. Wouldn’t it be better if we did the obsoleting?

How many more people do you need to accelerate the technology development work? None.  Small teams are better.

Sure, it’s a cool technology, but how much will it cost?  We haven’t earned the right to think about the cost.  We’re still trying to make it work.

So, what’s your solution? We don’t know yet.  We’re still trying to formulate the customer problem.

You said you’d be done two months ago.  Why aren’t you done yet? I never said we’d be done two months ago. You asked me for a completion date and I could not tell you when we’d be done.  You didn’t like that answer so I suggested that you choose your favorite date and put that into your spreadsheet. We were never going to hit that date, and we didn’t.

We’ve got a tight timeline.  Why are you going home at 5:00? We’ve been working on this technology for the last two years.  This is a marathon.  We’re mentally exhausted.  See you tomorrow.

If you don’t work harder, we’ll get someone else to do the technology development work.  What do you think about that? You are confusing activity with progress.  We are doing the right analyses and the right thinking and we’re working hard.  But if you’d rather have someone else lead this work, so would I.

We need a patented solution.  Will your solution be patentable? I don’t know because we don’t yet have a solution. And when we do have a solution, we still won’t know because it takes a year or three for the Patent Office to make that decision.

So, you’re telling me this might not work?  Yes. That’s what I’m telling you.

So, you don’t know when you’ll be done with the technology work, you don’t know how much the technology will cost, you don’t know if it will be patentable, or who will buy it? That’s about right.

Image credit — Virtual EyeSee

If you want new behavior, you must embrace conflict.

If you can’t tolerate the conflict, you’ll do what you did last time.

If your point of view angers half and empowers everyone else, you made a difference.

If your point of view meets with 100% agreement, you wasted everyone’s time.

If your role is to create something from nothing, you’ve got to let others do the standard work.

If your role is to do standard work, you’ve got to let others create things from scratch.

If you want to get more done in the long term, you’ve got to make time to grow people.

If you want to get more done in the short term, you can’t spend time growing people.

If you do novel work, you can’t know when you’ll be done.

If you are asked for a completion date, I hope you’re not expected to do novel work.

If you’re in business, you’re in the people business.

If you’re not in the people business, you’ll soon be out of business.

If you call someone on their behavior and they thank you, you were thanked by a pro.

If you call someone on their behavior and they call you out for doing it, you were gaslit.

If you can’t justify doing the right project, reduce the scope, and do it under the radar.

If you can’t prevent the start of an unjust project, find a way to work on something else.

If you are given a fixed timeline and fixed resources, flex the schedule.

If you are given a fixed timeline, resources, and schedule, you’ll be late.

If you get into trouble, ask your Trust Network for help.

If you have no Trust Network, you’re in trouble.

If you have a problem, tell the truth and call it a problem.

If you can’t tell the truth, you have a big problem.

If you are called on your behavior, own it.

If you own your behavior, no one can call you on it.

Image credit – Mary Trebilco

Mutual Trust. Who do you trust implicitly? And of that shortlist, who trusts you implicitly? You know how they’ll respond. You know what decision they’ll make. And you don’t have to keep tabs on them and you don’t have to manage them. You do your thing and they do theirs and, without coordinating, everything meshes.

When you have mutual trust, you can move at lightning speed. No second-guessing. No hesitation. No debates. Just rapid progress in a favorable direction. Your eyes are their eyes. Their ears are your ears. One person in two bodies.

If I could choose one thing to have, I’d choose mutual trust.

Mutual trust requires shared values. So, choose team members with values that you value. And mutual trust is developed slowly over time as you work together to solve the toughest problems with the fewest resources and the tightest timelines. Without shared values, you can’t have mutual trust. And without joint work on enigmatic problems, you can’t have mutual trust.

Mutual trust is a result. And when your trust-based relationships are more powerful than the formal reporting structure, you’ve arrived.

Intuitive Skill. In today’s world, decisions must be made quickly. And to make good decisions under unreasonable time constraints and far too little data requires implicit knowledge and intuitive skill. Have you read the literature? Have you studied the history? Have you drilled, and drilled, and drilled again? Did you get the best training? Have you honed your philosophy by doing the hard work? Have you done things badly, learned the hard lessons, and embossed those learnings on your soul? Have you done it so many times you know how it will go? Have you done it so many different ways your body knows how it should respond in unfamiliar situations?

If you have to think about it, you don’t yet have intuitive skill.  If you can explain why you know what to do, you don’t have intuitive skill. Make no mistake.  Intuitive skill does not come solely from experience.  It comes from study, from research, from good teachers, and from soul searching.

When your body starts doing the right thing before your brain realizes you’re doing it, you have intuitive skill.  And when you have intuitive skill, you can move at light speed.  When it takes more time to explain your decision than it does to make it, you have intuitive skill.

Center of Mass, Center of Emphasis. Do you focus on one thing for a week at a time? And do you wake up dreaming about it? And do you find yourself telling people that we’ll think about something else when this thing is done? Do you like doing one thing in a row? Do you delay starting until you finish finishing? Do you give yourself (and others) the flexibility to get it done any way they see fit, as long as it gets done? If the answer is yes to all these, you may be skilled in center-of-emphasis thinking.

The trick here is to know what you want to get done, but have the discipline to be flexible on how it gets done.

Here’s a rule.  If you’re the one who decides what to do, you shouldn’t be the one who decides the best way to do it.

Yes, be singularly focused on the objective, but let the boots-on-the-ground circumstances and the context of the moment define the approach. And let the people closest to the problem figure out the best way to solve it because the context is always changing, the territory is always changing, and the local weather is always changing. And the right approach is defined by the specific conditions of the moment.

Build trust and earn it. And repeat. Practice, study, do, and learn. Hone and refine. And repeat. And choose the most important center of emphasis and let the people closest to the problem choose how to solve it. And then build trust and earn it.

This post was inspired by Taylor Pearson and John Boyd, the creator of the OODA loop.

Image credit – Andy Maguire

Company leaders deserve to know the truth, but they can no longer take the time to learn it.

Company leaders are pushed too hard to grow the business and can no longer take the time to listen to all perspectives, no longer take the time to process those perspectives, and no longer take the time to make nuanced decisions. Simply put, company leaders are under too much pressure to grow the business.  It’s unhealthy pressure and it’s too severe.  And it’s not good for the company or the people that work there.

What’s best for the company is to take the time to learn the truth.

Getting to the truth moves things forward.  Sure, you may not see things correctly, but when you say it like you see it, everyone’s understanding gets closer to the truth.  And when you do see things clearly and correctly, saying what you see moves the company’s work in a more profitable direction.  There’s nothing worse than spending time and money to do the work only to learn what someone already knew.

What’s best for the company is to tell the truth as you see it.

All of us have good intentions but all of us are doing at least two jobs. And it’s especially difficult for company leaders, whose responsibility is to develop the broadest perspective.  Trouble is, to develop that broad perspective sometime comes at the expense of digging into the details. Perfectly understandable, as that’s the nature of their work. But subject matter experts (SMEs) must take the time to dig into the details because that’s the nature of their work. SMEs have an obligation to think things through, communicate clearly, and stick to their guns.  When asked broad questions, good SMEs go down to bedrock and give detailed answers. And when asked hypotheticals, good SMEs don’t speculate outside their domain of confidence. And when asked why-didn’t-you’s, good SMEs answer with what they did and why they did it.

Regardless of the question, the best SMEs always tell the truth.

SMEs know when the project is behind. And they know the answer that everyone thinks will get the project get back on schedule. And the know the truth as they see it. And when there’s a mismatch between the answer that might get the project back on schedule and the truth as they see it, they must say it like they see it.  Yes, it costs a lot of money when the project is delayed, but telling the truth is the fastest route to commercialization. In the short term, it’s easier to give the answer that everyone thinks will get things back on track. But truth is, it’s not faster because the truth comes out in the end.  You can’t defy the physics and you can’t transcend the fundamentals.  You must respect the truth. The Universe doesn’t care if the truth is inconvenient.  In the end, the Universe makes sure the truth carries the day.

We’re all busy.  And we all have jobs to do. But it’s always the best to take the time to understand the details, respect the physics, and stay true to the fundamentals.

When there’s a tough decision, understand the fundamentals and the decision will find you.

When there’s disagreement, take the time to understand the physics, even the organizational kind. And the right decision will meet you where you are.

When the road gets rocky, ask your best SMEs what to do, and do that.

When it comes to making good decisions, sometimes slower is faster.

Image credit — Dennis Jarvis

Do you bring your whole self to work? If not, how do you feel about that?

When you demonstrate your unique goodness and it’s met with “You don’t fit in.” they may say they want you to fit in, but, really, that’s objective evidence that they need your unique goodness.

Witches were burned at the stake because their special powers frightened people.

If it’s a good idea, don’t block it because people call it heresy.

The Universe doesn’t care if it’s heresy, as long as it’s a good idea.

The Universe doesn’t discriminate against witches.

If you’re a plumber that fixes pipes and fixes potholes, they’ll expect you to fix pipes and fill potholes.

Sometimes you’ve got to withhold the solution If you want the organizational learning to happen.

If you fill all the potholes, the company never learns that someone’s not doing their job.

A plumber who fixes pipes and fills potholes should be paid more than a plumber that just fixes pipes.

When no one listens to reason, the only thing left to do is let the wheels fall off.

And if you really care about the long-term success of the company, you’ll let them fall off.

If you see things differently, you’re obligated to say so, even if you’re wrong.

When you speak truth to Power, does Power thank you or kick you?

If after speaking unsayable truth to Power, they kick you, that says a lot about Power.

When you’re satisfied with what you have, striving-based motivation tactics have no power.

It’s easy to mentor down into the organization, but it takes a special person to mentor uphill.

Never do your boss’s job.

When successful thinking becomes geriatric, it’s time for hospice.

Successful business models change only after they become unsuccessful.

Change happens only after exhausting all other possibilities. And it takes special people to make it happen.

If you ‘re afraid and hold back because you’re concerned about being burned at the stake, you should put your magic wand in your pocket, jump on your broom (or vacuum cleaner), and find another job.

Image credit — Jerzy Kociatkiewicz

Whatever your initiative, start with customer value. Whatever your project, base it on customer value. And whatever your new technology, you guessed it, customer value should be front and center.

Whenever the discussion turns to customer value, expect confusion, disagreement, and, likely, anger. To help things move forward, here’s an operational definition I’ve found helpful:

When they buy it for more than your cost to make it, you have customer value.

And when there’s no way to pull out of the death spiral of disagreement, use this operational definition to avoid (or stop) bad projects:

When no one will buy it, you don’t have customer value and it’s a bad project.

As two words, customer and value don’t seem all that special. But, when you put them together, they become words to live by.  But, also, when you do put them together, things get complicated.  Here’s why.

To provide customer value, you’ve got to know (and name) the customer.  When you asked “Who is the customer?” the wheels fall off. Here are some wrong answers to that tricky question. The Board of Directors is the customer. The shareholders are the customers. The distributor is the customer. The OEM that integrates your product is the customer. And the people that use the product are the customer. Here’s an operational definition that will set you free:

When someone buys it, they are the customer.

When the discussions get sticky, hold onto that definition. Others will try to bait you into thinking differently, but don’t bite. It will be difficult to stand your ground.  And if you feel the group is headed in the wrong direction, try to set things right with this operational definition:

When you’ve found the person who opens their wallet, you’ve found the customer.

Now, let’s talk about value. Isn’t value subjective? Yes, it is.  And the only opinion that matters is the customer’s. And here’s an operational definition to help you create customer value:

When you solve an important customer problem, they find it valuable.

And there you have it.  Putting it all together, here’s the recipe for customer value:

1. Understand who will buy it.
2. Understand their work and identify their biggest problem.
3. Solve their problem and embed it in your offering.
4. Sell it for more than it costs you to make it.

Image credit — Caroline

When the fate of your company rests on a single project, who are the three people you’d tap to drag that pivotal project over the finish line? And to sharpen it further, ask yourself “Who do I want to lead the project that will save the company?” You now have a list of the three most important people in your company.  Or, if you answered the second question, you now have the name of the most important person in your company.

The most important person in your company is the person that drags the most important projects over the finish line.  Full stop.

When the project is on the line, the CEO doesn’t matter; the General Manager doesn’t matter; the Business Leader doesn’t matter.  The person that matters most is the Project Manager.  And the second and third most important people are the two people that the Project Manager relies on.

Don’t believe that? Well, take a bite of this. If the project fails, the product doesn’t sell. And if the product doesn’t sell, the revenue doesn’t come. And if the revenue doesn’t come, it’s game over. Regardless of how hard the CEO pulls, the product doesn’t launch, the revenue doesn’t come, and the company dies.  Regardless of how angry the GM gets, without a product launch, there’s no revenue, and it’s lights out.  And regardless of the Business Leader’s cajoling, the project doesn’t cross the finish line unless the Project Manager makes it happen.

The CEO can’t launch the product. The GM can’t launch the product. The Business Leader can’t launch the product.  Stop for a minute and let that sink in.  Now, go back to those three sentences and read them out loud. No, really, read them out loud.  I’ll wait.

When the wheels fall off a project, the CEO can’t put them back on. Only a special Project Manager can do that.

There are tools for project management, there are degrees in project management, and there are certifications for project management.  But all that is meaningless because project management is alchemy.

Degrees don’t matter. What matters is that you’ve taken over a poorly run project, turned it on its head, and dragged it across the line. What matters is you’ve run a project that was poorly defined, poorly staffed, and poorly funded and brought it home kicking and screaming. What matters is you’ve landed a project successfully when two of three engines were on fire. (Belly landings count.) What matters is that you vehemently dismiss the continuous improvement community on the grounds there can be no best practice for a project that creates something that’s new to the world. What matters is that you can feel the critical path in your chest. What matters is that you’ve sprinted toward the scariest projects and people followed you. And what matters most is they’ll follow you again.

Project Managers have won the hearts and minds of the project team.

The Project manager knows what the team needs and provides it before the team needs it. And when an unplanned need arises, like it always does, the project manager begs, borrows, and steals to secure what the team needs.  And when they can’t get what’s needed, they apologize to the team, re-plan the project, reset the completion date, and deliver the bad news to those that don’t want to hear it.

If the General Manager says the project will be done in three months and the Project Manager thinks otherwise, put your money on the Project Manager.

Project Managers aren’t at the top of the org chart, but we punch above our weight. We’ve earned the trust and respect of most everyone. We aren’t liked by everyone, but we’re trusted by all. And we’re not always understood, but everyone knows our intentions are good. And when we ask for help, people drop what they’re doing and pitch in. In fact, they line up to help. They line up because we’ve gone out of our way to help them over the last decade. And they line up to help because we’ve put it on the table.

Whether it’s IoT, Digital Strategy, Industry 4.0, top-line growth, recurring revenue, new business models, or happier customers, it’s all about the projects. None of this is possible without projects. And the keystone of successful projects?  You guessed it.  Project Managers.

Image credit – Bernard Spragg .NZ

If you pull hard on your team, what will they do? Will they rebel? Will they push back? Will they disagree? Will they debate? And after all that, will they pull with you? Will the pull for three weeks straight? Will they pull with their whole selves? How do you feel about that?

If you pull hard on your peers, what will they do? Will they engage? Will they even listen? Will they dismiss? And if they dismiss, will you persist? Will you pull harder? And when you pull harder, do they think more of you? And when you pull harder still, do they think even more of you? Do you know what they’ll do? And how do you feel about that?

If you push hard on your leadership, what will they do? Will they ‘lllisten or dismiss? And if they dismiss, will you push harder? When you push like hell, do they like that or do they become uncomfortable, what will you do?  Will they dislike it and they become comfortable and thankful you pushed? Whatever they feel, that’s on them. Do you believe that? If not, how do you feel about that?

When you say something heretical, does your team cheer or pelt you with fruit? Do they hang their heads or do they hope you do it again?  Whatever they do, they’ve watched your behavior for several years and will influence their actions.

When you openly disagree with the company line, do your peers cringe or ask why you disagree? Do they dismiss your position or do they engage in a discussion? Do they want this from you? Do they expect this from you? Do they hope you’ll disagree when you think it’s time? Whatever they do, will you persist? And how do you feel about that?

When you object to the new strategy, does your leadership listen? Or do they un-invite you to the next strategy session?  And if they do, do you show up anyway? Or do they think you’re trying to sharpen the strategy? Do they think you want the best for the company? Do they know you’re objecting because everyone else in the room is afraid to? What they think of your dissent doesn’t matter.  What matters is your principled behavior over the last decade.

If there’s a fire, does your team hope you’ll run toward the flames? Or, do they know you will?

If there’s a huge problem that everyone is afraid to talk about, do your peers expect you get right to the heart of it? Or, do they hope you will? Or, do they know you will?

If it’s time to defy gravity, do they know you’re the person to call?

And how do you feel about that?

Image credit – The Western Sky

Do it for them, then explain. When the work is new for them, they don’t know how to do it. You’ve got to show them how to do it and explain everything. Tell them about your top-level approach; tell them why you focus on the new elements; show them how to make the chart that demonstrates the new one is better than the old one. Let them ask questions at every step. And tell them their questions are good ones.  Praise them for their curiosity. And tell them the answers to the questions they should have asked you. And tell them they’re ready for the next level.

Do it with them, and let them hose it up. Let them do the work they know how to do, you do all the new work except for one new element, and let them do that one bit of new work. They won’t know how to do it, and they’ll get it wrong. And you’ve got to let them.  Pretend you’re not paying attention so they think they’re doing it on their own, but pay deep attention.  Know what they’re going to do before they do it, and protect them from catastrophic failure.  Let them fail safely.  And when then hose it up, explain how you’d do it differently and why you’d do it that way.  Then, let them do it with your help. Praise them for taking on the new work. Praise them for trying. And tell them they’re ready for the next level.

Let them do it, and help them when they need it. Let them lead the project, but stay close to the work.  Pretend to be busy doing another project, but stay one step ahead of them. Know what they plan to do before they do it.  If they’re on the right track, leave them alone.  If they’re going to make a small mistake, let them. And be there to pick up the pieces.  If they’re going to make a big mistake, casually check in with them and ask about the project. And, with a light touch, explain why this situation is different than it seems.  Help them take a different approach and avoid the big mistake. Praise them for their good work. Praise them for their professionalism. And tell them they’re ready for the next level.

Let them do it, and help only when they ask. Take off the training wheels and let them run the project on their own. Work on something else, and don’t keep track of their work. And when they ask for help, drop what you are doing and run to help them. Don’t walk. Run. Help them like they’re your family. Praise them for doing the work on their own. Praise them for asking for help. And tell them they’re ready for the next level.

Do the new work for them, then repeat. Repeat the whole recipe for the next level of new work you’ll help them master.

Image credit — John Flannery