А
Но мне сказали, что если они в настроении, хуй от них убежишь
Ну знаешь, когда ты бежишь по своему району, а они тут хуй с горы))
Size: a a a
2021 January 16
А
Не по дороге ж бежать, а во дворы
RS
Ну знаешь, когда ты бежишь по своему району, а они тут хуй с горы))
разве что
А
Лукашенко рассказал российской журналистке Наиле Аскер-заде о причине того, почему «во времени растянулись протесты».
А
Русские короч виноваты
RS
Ну бля, откроют они мою телегу или фотки - 100% уеду)
Меня это в грусть вгоняет! Сука, до сих пор права ущемляют безнаказанно
O
@Romua1d@Romua1d wrote:
Lyapis Trubetskoy - Грай
SoundCloud | Spotify | YouTube Music | YouTube | Apple Music
Lyapis Trubetskoy - Грай
SoundCloud | Spotify | YouTube Music | YouTube | Apple Music
RS
Во мне нравится
P
Грай шукай у снах юнацтва сває мары
m
ты прям как патриотка. Например мы в Европу рвемся путешествовать. или ты пока коронаграничный кризис?
Мне стремно в период ковида за рубеж
А
Думаешь там вирус другой?
m
Думаешь там вирус другой?
Боюсь остаться с закрытым авиа
m
Или на карантине на весь отпуск
m
По прилету в другую страну
А
Минтруда готово дать ВРОТ каждому россиянину
Текст: Пресс-служба профсоюзов России
Продолжение: https://panorama.wtf/7176
Текст: Пресс-служба профсоюзов России
Продолжение: https://panorama.wtf/7176
m
BT
Re: Maximizing Developer Effectiveness
Patterns on the most effective teams I’ve worked on:
- high degree of trust and emotional safety between team members. The team can safely share feedback and risk sharing our crazy ideas
- high degree of care for the craft. We hold each other accountable to quality
- ships, regularly, to real customers
- little status seeking - goes with emotional safety - few individuals on the team need to be “in charge” or hold arbitrary titles.
- the individuals are more than fairly compensated and the company shows their love for the team in big and small ways
- the team talks to their customer and has a lot of empathy for their problems. They want to be accountable to them
- the team has a lot of empathy for new team members and works hard to make on boarding easier
- some willingness to “get in trouble” with the broader org because you know what you’re doing is right ultimately for the customer
- high self starters: instead of complaining, people feel empowered to solve problems or prototype ideas without a permission structure
- not too much catering to “super stars”. 1-2 heros does not a team make, the senior people make it their job to lift everyone up. The team doesn’t obsess over their high performers.
There’s a lot more emphasis on emotional intelligence and empathy in an effective team than on any specific process.
throwarayes, 10 hours ago
Patterns on the most effective teams I’ve worked on:
- high degree of trust and emotional safety between team members. The team can safely share feedback and risk sharing our crazy ideas
- high degree of care for the craft. We hold each other accountable to quality
- ships, regularly, to real customers
- little status seeking - goes with emotional safety - few individuals on the team need to be “in charge” or hold arbitrary titles.
- the individuals are more than fairly compensated and the company shows their love for the team in big and small ways
- the team talks to their customer and has a lot of empathy for their problems. They want to be accountable to them
- the team has a lot of empathy for new team members and works hard to make on boarding easier
- some willingness to “get in trouble” with the broader org because you know what you’re doing is right ultimately for the customer
- high self starters: instead of complaining, people feel empowered to solve problems or prototype ideas without a permission structure
- not too much catering to “super stars”. 1-2 heros does not a team make, the senior people make it their job to lift everyone up. The team doesn’t obsess over their high performers.
There’s a lot more emphasis on emotional intelligence and empathy in an effective team than on any specific process.
throwarayes, 10 hours ago
RV
Re: Maximizing Developer Effectiveness
Patterns on the most effective teams I’ve worked on:
- high degree of trust and emotional safety between team members. The team can safely share feedback and risk sharing our crazy ideas
- high degree of care for the craft. We hold each other accountable to quality
- ships, regularly, to real customers
- little status seeking - goes with emotional safety - few individuals on the team need to be “in charge” or hold arbitrary titles.
- the individuals are more than fairly compensated and the company shows their love for the team in big and small ways
- the team talks to their customer and has a lot of empathy for their problems. They want to be accountable to them
- the team has a lot of empathy for new team members and works hard to make on boarding easier
- some willingness to “get in trouble” with the broader org because you know what you’re doing is right ultimately for the customer
- high self starters: instead of complaining, people feel empowered to solve problems or prototype ideas without a permission structure
- not too much catering to “super stars”. 1-2 heros does not a team make, the senior people make it their job to lift everyone up. The team doesn’t obsess over their high performers.
There’s a lot more emphasis on emotional intelligence and empathy in an effective team than on any specific process.
throwarayes, 10 hours ago
Patterns on the most effective teams I’ve worked on:
- high degree of trust and emotional safety between team members. The team can safely share feedback and risk sharing our crazy ideas
- high degree of care for the craft. We hold each other accountable to quality
- ships, regularly, to real customers
- little status seeking - goes with emotional safety - few individuals on the team need to be “in charge” or hold arbitrary titles.
- the individuals are more than fairly compensated and the company shows their love for the team in big and small ways
- the team talks to their customer and has a lot of empathy for their problems. They want to be accountable to them
- the team has a lot of empathy for new team members and works hard to make on boarding easier
- some willingness to “get in trouble” with the broader org because you know what you’re doing is right ultimately for the customer
- high self starters: instead of complaining, people feel empowered to solve problems or prototype ideas without a permission structure
- not too much catering to “super stars”. 1-2 heros does not a team make, the senior people make it their job to lift everyone up. The team doesn’t obsess over their high performers.
There’s a lot more emphasis on emotional intelligence and empathy in an effective team than on any specific process.
throwarayes, 10 hours ago
Оо спс за канал
BT
Оо спс за канал
там надо фильтровать, но вообще бывают интересные вещи