HN user
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.
Not anti-process. Just noticing how easily it turns into ritual when judgment is missing. Curious where others have seen this happen.
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).
Cannot agree more. And it's also surprising how much of this information about the calibration process in its own is unknown to people in the org.
“Don’t blame the players, change the game.”
Hey HN,
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.
For mid-level engineers leveling up in mid to large orgs to senior engineers.
Since the original link is 404'ing, here's the working one: https://jobs.lever.co/cardless/ad23717d-3ae1-4887-8549-b9652...
This tool offers a variety of questions tailored to guide meaningful conversations with team members.
Location: India Remote: Yes Willing to relocate: Yes Technologies: Android, Java, Python, Kotlin, React Native, MySQL, AWS
Résumé/CV: On request.
Email: arjitsrivastava13[at]gmail[dot]com
Engineering Manager / Team Lead looking to help grow the engineering culture of a young / mid-sized organisation.