Drupal community talks a lot about best practices. When I talk about best practices I mean code driven development, code reviews, SCRUM, automated tests… I immediately realised that introducing new ways of working is not going to be easy. So I figured, why not asking one of the smart people how to start. Amitai (CTO of Gizra) was very kind to have a call with me, explaining how The Gizra Way™ started and evolved. More
I see so many people using motivational quotes from heroes of modern world as advice on how to move along their life. Reading those quotes only makes you feel good momentarily – but does it help you take actions?
I had developed an almost unhealthy bullshit shield. It starts with understanding what the person giving the advice has achieved in their life. Does it apply to the problem I am looking the help for? Does a quote from Steve Jobs really solves my business issues? Books are a good example where most of the time authors romanticise about a possible solution, without being able to implement what they preach in real life.
The second thing I evaluate in an advice is the emotional feeling around it. What I learned is, that a good advice will make me feel uncomfortable or even offended. Good advice will break an idea in your head and turn it upside down. Even if the advice is both wrong an negative it stills brings additional value – because you think about your idea from an different perspective.
So, my advice to everyone getting advices is to embrace the negativity. The moment you feel your ego is getting an erection, you are not getting an advice but a compliment.
There were so many blog post written on how to handle emails to get to inbox zero. Having an empty inbox means you have nothing left on your mind. Having nothing on your mind is very liberating and can boost productivity and creativity.
My advice it to live by the rule of three Ds. So how does it work? When you open your email, you only let your self to do one of the following: to delete it, to delegate it or to actually do what needs to be done in order to delete the email.
Sometimes you get a newsletter that you think you will read when you have the time. You most probably won’t. Delete the sucker. Now depending on your current habits you can also archive it (this means that you don’t go and check “All emails” tab!). Don’t be afraid deleting mails from real people too. If they really need you, they will write again anyway.
Delegate does not only mean you forward the email to someone else. You can copy the task to your todo list. You can save the newsletter in your reading list. This will sound a bit silly, but sometimes I decide not to reply to an email immediately, because I don’t want to look too eager. You might just have to sleep over an email to calm down. In those cases I use Boomerang.
This action comes last for a reason. You should spend as little time in your inbox as possible. The best case of “doing” is replying. Try to keep other tasks under 5 minutes, if it takes more, delegate it as a todo item. Don’t use your email as a todo list though, because some tasks might not come from an email. When you are doing tasks from a todo, you should keep away from email.
Other very importing things around emails are also:
- Don’t check for emails too often. Disable all email notifications, specially on the phone. Try to have a longer period of time, when you haven’t checked email.
- Do not have multiple emails or multiple inboxes. For example, I had emails from info mail coming to a separated folder, and then I had to check that folder too.
- Use tools like IRC, Slack or Skype for day-to-day communication. We only use emails internally when we want to deliver longer, important messages that we don’t want to get missed in the thread.
It has been more than one year when we started playing with the idea to make an applicant tracking system. The idea was to build a simple tool that would be easy to use, for both recruiters and candidates. As many others we fell into the loop of featuritis (also know as feature creep or creeping featurism).
So, why after one year we still don’t have any customers. For us it breaks down to this:
- Not a full time commitment. In the last year we have only spend 2 hours per working day on building the software.
- No priority for features. We engineers tend to get excited when solving hard problems, but this is not always aligned with business goals.
- Motivation. It was (and still is) a challenge to motivate ourselves to work on something that might not be profitable.
How we learned to fix that during last couple of weeks:
- Stop thinking about it as a pet project. We started talking about PLY publicly, updated LinkedIn profiles etc. All this made us to take it more seriously.
- Getting customer feedback. When we learned what exactly our clients need, our focus in development went directly there.
- Embracing the risk. We are service providers and our work has relatively low risks. So how do you reduce risk of building a SaaS business? You don’t, you accept it and make it to work for you as a motivation to stay focused.
We haven’t found the magic potion to solve our problems, but we essentially understand what we are doing and this helps us going forward.
My latest read is To sell is human by Daniel H. Pink. It covers a lot about selling, or better, moving people. Book gives you real life examples and exercises at the end of each chapter. Chapter 7 is about pitches, and is very practical. Daniel points out 6 types of pitches:
- The One-Word Pitch
- The Question Pitch
- The Email Pitch
- The Rhyming Pitch
- The Twitter Pitch
- The Pixar Pitch
This are mine exercise results for pitching PLY.JOBS:
- Why are candidates left out of your recruitment process?
- See why candidate engagement can optimize your recruitment process
- To know your candidate, you need him to engage
- Four ways to engage your candidates in order to save your time
- Once upon a time recruiters struggled to get good candidates for their clients. Every day, they were spending large amounts of time doing repetitive tasks and sometimes even spending time on wrong candidates. One day recruiters got a hold on a new tool Ply.jobs. Because of that they were able to engage the candidates who were able to provide them with more information about themselves. Because of that recruiters were spending less time interviewing wrong candidates. Until finally recruiters were able to give their clients the best candidates ever, those who might be missed in their old process.
Have you ever wondered why you feel tired after a social activity? Small talks bore the hell out of you? Or why you stand away from the crowd, usually near the exit? Well, let me brake it to you, you are probably an introvert. No, its not a disease – although some people feel like they are different and damaged from it.
My advice is that you read Quiet: The Power of Introverts in a World That Can’t Stop Talking. It really changed how I see myself when it comes to social interactions. The society that we live in encourages extrovertism and sees introverted people as shy or even unconfident. As Susan Cain explains with many examples, the real shakers of modern society were really introverts. It is interesting, that introverts can go out of their comfort zones when needed. This happens to me during a meeting or even when doing presentations – otherwise I will be quiet as a mouse.
Susan also had an inspiring TED talk The power of introverts, that is definitely worth sharing.
Today my LinkedIn profile says it’s my 5th anniversary at AGILEDROP. Officially that is not exactly true, but 5 years ago I truly did leave my last full time job. With more time on my hand I was able to experiment with different technologies and working with people remotely. I had my first US based clients working on a Drupal site just a couple of months later.
Last 5 years were fantastic, I was able to work on great projects, traveled a lot and meet remarkable people. It happens to be that I am entering the next milestone in my career just now. If 5 years ago I was betting on myself, today I am betting on the people around me. AGILEDROP team is moving into its own office and we are building our first SaaS product PLY.JOBS.
(The photo shows the view from the new office, you can see the Ljubljana Castle.)
Recently I finished reading another great book from Malcom Gladwell: Outliners. The book is talking about how our understanding about success might be wrong or too simplified. I will not ruin your pleasure of reading the book, but I will show you one example. From my personal curiosity I went to check the example from sport. Please take a look at the following list of Slovenia national soccer team and see if you spot something interesting:
|1||GK||Samir Handanović||14 July 1984 (age 30)||74||0||Italy Internazionale|
|12||GK||Vid Belec||6 June 1990 (age 24)||1||0||Turkey Konyaspor|
|16||GK||Jan Oblak||7 January 1993 (age 21)||3||0||Spain Atlético Madrid|
|2||DF||Mišo Brečko||1 May 1984 (age 30)||72||0||Germany 1. FC Köln|
|5||DF||Boštjan Cesar (Captain)||9 July 1982 (age 32)||81||6||Italy Chievo|
|6||DF||Branko Ilić||6 February 1983 (age 31)||57||0||Serbia Partizan|
|13||DF||Siniša Anđelković||13 February 1986 (age 28)||3||0||Italy Palermo|
|15||DF||Andraž Struna||23 April 1989 (age 25)||16||0||Greece PAS Giannina|
|19||DF||Dominic Maroh||4 March 1987 (age 27)||5||0||Germany 1. FC Köln|
|21||DF||Martin Milec||20 September 1991 (age 23)||3||0||Belgium Standard Liège|
|23||DF||Miral Samardžić||17 February 1987 (age 27)||3||0||Croatia Rijeka|
|3||MF||Željko Filipović||3 October 1988 (age 26)||3||0||Slovenia Maribor|
|4||MF||Dalibor Stevanović||27 September 1984 (age 30)||21||1||Russia Torpedo Moscow|
|7||MF||Nejc Pečnik||3 January 1986 (age 28)||26||4||Serbia Red Star Belgrade|
|8||MF||Jasmin Kurtić||10 January 1989 (age 25)||22||1||Italy Fiorentina|
|10||MF||Valter Birsa||7 August 1986 (age 28)||70||5||Italy Chievo|
|14||MF||Dejan Lazarević||15 February 1990 (age 24)||12||0||Italy Chievo|
|17||MF||Andraž Kirm||6 September 1984 (age 30)||65||6||Cyprus Omonia|
|18||MF||Rajko Rotman||19 March 1989 (age 25)||4||0||Turkey İstanbul Başakşehir|
|20||MF||Kevin Kampl||9 October 1990 (age 24)||14||1||Austria Red Bull Salzburg|
|22||MF||Aleš Mertelj||22 March 1987 (age 27)||14||0||Slovenia Maribor|
|9||FW||Zlatan Ljubijankić||15 December 1983 (age 30)||44||6||Japan Omiya Ardija|
|11||FW||Milivoje Novaković||18 May 1979 (age 35)||67||28||Japan Shimizu S-Pulse|
Let me help you, look at the birth days, months specifically. You will find that 10 out of 23 players are born either in January, February or March. We can find this phenomenal in almost all sports. The selection of who is going to be in the A-team in your primary school was done by comparing the kids of the same year of birth. Those born in beginning of the year had almost one year of advantage to those born in December when it comes to body development. Now when this kids get into A-teams they get better training and this gives them even more opportunities to develop.
So this explains why I was fairly good in basketball in primary school and really sucked in high school – I was not among the tallest in my class anymore. This is also a good tip if you want your kids to be good in sports (or in life), just make those nights from April to June a bit more fruitful.
My first ever conference was DrupalCon in Copenhagen, 2009. It changed my career and after that I attended a lot more Drupal events. Last week it was my first time at Web Summit and my first conference of that scale. It may sound like comparing apples to oranges, but since it’s the only two I know, I don’t have a choice. More
This is the question people often ask me when they first meet me. I will keep and update this post for a reference for my self.
I am the co-founder and managing director of AGILEDROP. In a nutshell we are a Drupal development studio, which means we are focused on building web sites and web application on framework called Drupal. Our flagship service is Drupal theming, which is front-end development for Drupal. We are working with direct clients and web development agencies all around the globe.
The other, recently more important role, is the product manager of AGILEDROP’s first product Ply.jobs. Ply is an applicant tracking system focused on getting insightful job applications with a powerful selection mechanisms. Ply is in a heavy development stage at the moment, but we are happy to show what we have right now if you are interested.