I’ve been collecting mental models that help me debug organizational and personal growth. This one is based on Roy Rapoport’s framework.
It treats improvement as a funnel: Awareness → Desire → Self-Awareness → Capability → Execution. I've found it particularly useful for diagnosing why a team member (or myself) is stuck despite "trying" to change.
When process becomes the goal instead of the tool, it can lead to... consequences. A look at how that happens in engineering management and what it costs.
We measure MTTD and MTTR, but most outages are really blown up by the time spent figuring out what’s actually broken. We should track Mean Time to Isolate (MTTI) as well. Curious how other teams track this (if at all).
It’s a clean, fast site with 500+ curated questions across categories like career growth, feedback, team dynamics, and more. No signups, no fluff, just questions that you can actually use.
If you run 1-on-1s (or dread them), maybe it’ll help. Would love feedback or ideas—especially from folks who lead teams or are building tools in the people/leadership space.
It treats improvement as a funnel: Awareness → Desire → Self-Awareness → Capability → Execution. I've found it particularly useful for diagnosing why a team member (or myself) is stuck despite "trying" to change.