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I find the description "Thought Leader" to be repulsive, and find that it is a label that is often applied to pundits who otherwise have no real experience or credentials. It is even worse when people describe themselves as such.
These are armchair experts with strong opinions, but without having done the work themselves, without having felt the joys of victory or the bitter sting of defeat.
Admittedly, my personal bias is that I believe strongly in leading from the front. Get in the arena!
"There is an ongoing race to build artificial intelligence to rival or exceed the human capacity for seeing, thinking, and feeling. While I share the accuracy, ethical, and safety worries that critics raise about the adoption of unregulated AI tools in medicine, as a patient I am also concerned about the erosion of the humane, therapeutic experiences of medicine with the intrusion of these tools on the patient-physician relationship."
Lots of fascinating videos about how historical events shaped the layout of cities, including Manhattan, San Francisco, and Los Angeles
https://www.youtube.com/playlist?list=PLbQ_q_bIpAEkiEPKfHHZ2Q40kH2ZV_PbQ
"Real emotional maturity is how thoroughly you let yourself feel anything. Everything. Whatever comes. It is simply the knowing that the worst thing that could ever happen⌠is just a feeling at the end of the day."
Individuals make organizations what they are, so it is a mistake to think of them in a homogeneous way. Leading change requires understanding the people and relationships that make organizations work.
"[W]e were surprised in our research by how little formal authority mattered relative to network centrality; among the middle and senior managers we studied, high rank did not improve the odds that their changes would be adopted."
https://hbr.org/2013/07/the-network-secrets-of-great-change-agents by Julie Battilana and Tiziana Casciaro
Reprint: R1307D Change is hard, especially in a large organization. Yet some leaders succeedâoften spectacularlyâat transforming their workplaces. What makes them able to exert this sort of influence when the vast majority canât? The authors tracked 68 change initiatives in the UKâs National Health Service, an organization whose size, complexity, and tradition can make reform difficult. They discovered several predictors of change agentsâ successâall of which emphasize the importance of networks of personal relationships: Change agents who were central in the organizationâs informal network had a clear advantage, regardless of their position in the formal hierarchy. People who bridged disconnected groups or individuals were more effective at implementing dramatic reforms. The resisters in their networks did not necessarily know one another and so were unlikely to form a coalition. Change agents with cohesive networks, in which all individuals were connected, were better at instituting minor changes. Their contacts rallied around the initiative and helped convince others of its importance. Being close to people who were ambivalent about a change was always beneficial. In the end, fence-sitters were reluctant to disappoint a friend. But close relationships with resisters were a double-edged sword: Such ties helped push through minor initiatives but were a hindrance when attempting major change.
This is an article that really helped me embrace the joys of immutability. I first read it many years ago, but its wisdom is timeless.
"There is an inexorable trend toward storing and sending immutable data. We need immutability to coordinate at a distance, and we can afford immutability as storage gets cheaper. This article is an amuse-bouche sampling the repeated patterns of computing that leverage immutability."
A powerful read:
"If you are a leader in any field, public or private, please remember that a kind and supportive environment is a way to make your organization stronger and better, not weaker. Those who prosper in bad environments are the minority, and even they could surely do better in healthy environments. If only a minority can do their best work for you because of your culture, you better be a small organization."
https://www.chrisl.co/kb/felix-hill-on-mental-health-psychedelics-life/
