I've been working a lot on my fitness this year and I've noticed that sustainable progressive overload is basically tracking a moving goldilocks zone that shifts as my capabilities improve. Do you think there's some version of progressive overload that can be applied to group/organization/scene settings? Or is it impractical?
it seems like it’s probably the right approach but i don’t feel qualified to speak with much confidence about it, idk. Would have to ask people who’ve had more experience as managers etc
As someone who is kind of lightly in charge of a "scene" (doomer optimism), the main thing I have thought about from the beginning is to both hold things lightly but also never compromise my vision or standards. The community coheres at all because of my approach, but I am also not every rigid. I also am ok with letting things die! It will be fine with me if this thing coheres for a while and then fizzles out. We shall see where it goes!
Last week I dove into the king warrior magician lover archetype rabbithole from a tweet of yours, and it’s interesting to see how the “self” and organizations based on your post correlate.
Astonishing to see how drawing a healthy boundary is what’s key. The weaponized shadow (the manipulator, sadist, tyrant, addict) have similarities of creating hostile culture/policing behavior. And the abandoned shadow (the denier, masochist, weakling, depressed) don’t go hard enough and don’t enforce boundaries for themselves.
Do you think each org’s culture (police’s boundaries/goldilocks zone/little to no boundary) stem from the leader’s own relationship with themselves?
just to say, you constraining yourself timewise has been v cool, these 100 day posts are some of your best (substack work)
I notice how there's a lot selection For talent in this question.
imagine the pool of high talent was 30% of the population! it would solve a bunch.
I've been working a lot on my fitness this year and I've noticed that sustainable progressive overload is basically tracking a moving goldilocks zone that shifts as my capabilities improve. Do you think there's some version of progressive overload that can be applied to group/organization/scene settings? Or is it impractical?
it seems like it’s probably the right approach but i don’t feel qualified to speak with much confidence about it, idk. Would have to ask people who’ve had more experience as managers etc
As someone who is kind of lightly in charge of a "scene" (doomer optimism), the main thing I have thought about from the beginning is to both hold things lightly but also never compromise my vision or standards. The community coheres at all because of my approach, but I am also not every rigid. I also am ok with letting things die! It will be fine with me if this thing coheres for a while and then fizzles out. We shall see where it goes!
❤️🔥 you get it
Last week I dove into the king warrior magician lover archetype rabbithole from a tweet of yours, and it’s interesting to see how the “self” and organizations based on your post correlate.
Astonishing to see how drawing a healthy boundary is what’s key. The weaponized shadow (the manipulator, sadist, tyrant, addict) have similarities of creating hostile culture/policing behavior. And the abandoned shadow (the denier, masochist, weakling, depressed) don’t go hard enough and don’t enforce boundaries for themselves.
Do you think each org’s culture (police’s boundaries/goldilocks zone/little to no boundary) stem from the leader’s own relationship with themselves?
Yes! And also their relationships with authority, and money, etc