If you hold a cat by the tail you learn things you cannot learn any other way

We should be careful of the curse of quotes.

A good quote is a dangerous thing, its pithy cleverness can suggest a lot more wisdom than is actually present.

This is a danger much amplified by social media.

A superficial clever-sounding meme can spread like a pandemic before a much wiser nuanced opinion has got its shoes on.

To paraphrase Dan Dennett’s brilliant word deepity*, I call these truthities: “a claim that appears true because it is so brilliantly phrased, but is in fact false or misleading”

On that positive note, I present below a list of quotes that I believe are true, wise and inspiring about the world of learning:

Continue reading “If you hold a cat by the tail you learn things you cannot learn any other way”

Making performance objectives measurable

Probably the single biggest challenge in setting performance objectives is making them measurable.

This is important because …

Human beings adjust behavior based on the metrics they’re held against. Anything you measure will impel a person to optimize his score on that metric. What you measure is what you’ll get

Dan Ariely article “You are what you measure” in Harvard Business Review

And if we get it wrong, it can be dangerous and lead to the measure having an ineffective, or damaging, impact …

It[‘]s really easy to decide to measure something … and screw up a team beyond belief. For example, if I measure how productive individual programmers are, then it[‘]s to the advantage of individuals to focus on their own work and spend less (or no!) time helping others. Completely kills teamwork

Brian Button (Agile programmer and blogger) in “‘You get what you measure’ versus ‘what you measure you can manage'” – article no longer accessible)

So it’s worth getting it right … but it’s not so simple …

The most important things cannot be measured

W Edwards Deming

This is even more true as most things sit within complex systems and have an impact over the long-term and so can’t be easily isolated or measured within a single twelve-month performance appraisal period.

Continue reading “Making performance objectives measurable”