When I first join a company, I usually grasp the technical stuff pretty easily. But figuring out the company's culture and how they motivate employees is tough. It's like there are these unwritten rules about what's good and what's not.
For instance, knowing what actions get praised and which ones might get you in trouble can be tricky. And then there's trying to make sense of why certain decisions were made in the past. Sometimes I've tried to solve a problem only to find out later that there were factors I didn't know about holding me back. It can be frustrating.
My main question is whether your understanding of T-POP's "P" includes things like incentives, culture, and context. If it does, can you explain how T-POP helps us delve into these aspects?
When I first join a company, I usually grasp the technical stuff pretty easily. But figuring out the company's culture and how they motivate employees is tough. It's like there are these unwritten rules about what's good and what's not.
For instance, knowing what actions get praised and which ones might get you in trouble can be tricky. And then there's trying to make sense of why certain decisions were made in the past. Sometimes I've tried to solve a problem only to find out later that there were factors I didn't know about holding me back. It can be frustrating.
My main question is whether your understanding of T-POP's "P" includes things like incentives, culture, and context. If it does, can you explain how T-POP helps us delve into these aspects?
Great article Alex. While I haven’t been in such a role myself, I’ve seen few from the side, and the ‘broken’ T-POP section resonated.