Please answer the questions below:
is the ratio of high vs average talent within a team.
it measures how much time requries to coach, supervise talent, the higher the talent, the more time to work for the client instead of making sure developers perform properly
attract more talent, keep motivated and inspired, work satisfaction, the results are order of magnitued better.
average person can sink the team. slowdown progress, decreases quality and satisfaction, reduce efficiency.
Fill in the blanks - “Adequate ______ gets a generous ________ ________.”
Adequate performance gets a generous severance package.
Why is both good and bad performance infectious?
good performance increase creativity, gets better results, spend time in what is importnat
bad performance decrease and slows productivity, spend more time in supervising average than working on important tasks! We need the courage to set expectation straight
We need the courage to set expectation straight, be unapologetic about not accepting average results.
be a high achiever and prove it everyday; commit to results and seek to help others; we are humans and prone to errors but with practice, self-learning, find our on results, fail fast and small, adhere to values, be part of great teams, the individual results everyday builds a great talent and contribute in huge results for an organization.
i wish i have had this kind of course earlier in my beginning of my career.
What is talent density?
Talent density is the ratio of highly talented vs average team members in a team.
Why is talent density important?
Because companies with a high talent density in turn attract highly talented people. Highly talented people are high-achievers, work more efficiently, like to learn new things, and want to make a real impact, which is also reflected in the company’s above-average results. All this also gives higher life quality and work satisfaction for the team.
What are the benefits of talent density?
Talent density gives a company the opportunity to have fewer high-performing team members instead of having many average team members doing and achieving the same thing but less efficiently. Having a high-performance, lean organization allows a company to have:
Less oversight.
Fewer meetings.
Less overhead.
Less management.
More focus on the fun things such as coding and shipping.
Why is average not accepted?
Because we are only as strong as our weakest link. It’s like the saying “a rotten apple spoils the whole bunch.” If we start allowing average performance, it will take a hit on the company’s efficiency and on the morale of the team.
Fill in the blanks - “Adequate performance gets a generous severance package.”
Why is both good and bad performance infectious?
Both good and bad performance is infectious because the team and its members set the bar for everyone involved. “Average performance makes everyone average. Excellent performance is pushing everyone to achieve more.”
How do we protect our talent density?
Moralis protects its talent density by decisively not accepting average or “adequate” performance and constantly enforcing it. When hiring new people, the team at Moralis takes its time to find great people instead of hurrying to hire the first candidate or average people just to fill the spot. Also as a team, having the courage to set expectations and demand great performance from one another is also a way of protecting talent density.
What is your personal view on talent density?
“Our civilization has always recognized exceptional individuals, whose performance in sports, the arts, and science is vastly superior to that of the rest of the population.”
As I mentioned in a previous thread, where I quoted K. Anders Ericsson, it is only exceptional individuals who get recognized for their performance in different fields in our society. And that is what Moralis is obviously trying to do: something exceptional.
I think focusing on promoting talent density is the only way to build something that will bring an actual change. Any frustrations I’ve had in past jobs have been when I’ve felt I’ve been trying a lot harder than anyone else around me, which brought frustration and discouragement. This is what makes me so excited to hear that at Moralis we’re expected to do our best every day and expect the same from our colleagues.
”Going through this lesson has filled me up with fire, it has opened my eyes to how much I want to work with other great talented people. Just the thought of working in a high talent density team excites me. It brings back memories of high talent density teams I have worked in, in the past, those are the teams I truly enjoyed working in, and low talent density teams are the ones I didn’t enjoy much. I am grateful for this lesson and it helping me realise this.
a more qualified team is better than a just large team. the strength of a team is based on the weakest teammate.
because if a developer can do a task in 1 month, two developers can do it in two months
because it reduces other teammates performance to the average point
“Both good and bad performance is infectious and will spread throughout the organization.”
“When we work with each other day by day - we need the courage to set the expectations straight and demand nothing less than the great performance from each other.”
I would rather work with the bests to learn more form the bests
Talent density is the ratio of talented to average individuals in an organization.
Talent density is important because it fosters success within the company.
Higher quality of life at work(employees better mood), more efficient when working as a team, less management, confidence in team members ability(trust to do good work) and motivation to keep producing high quality value.
Average is not accepted because it has been scientifically proven that average performance brings an organization closer to failure.
Adequate performance gets a generous severance package.
Performance is infectious because when you work in an environment where others are involved you will have an impact on them and their performance no matter whether it is good or bad.
By hiring people that closely align with Moralis values and show a strong desire to constantly grow, adapt and improve and by firing people that showcase mediocrity or simply average performance with no desire to change.
My personal view on talent density is the same as Moralis’, having been a member of both average and outstanding teams, in my experience the difference is monumental, the two teams are so vastly different in their quality and rate of production, it is not even close. When working in a team you are only as strong as your weakest link so you want to be absolutely sure that you have a team where every member’s performance is stellar.
What is talent density?
We rather have fewer team members and ensure that the team has high talent density.
Why is talent density important?
Talented people want to work with talented people. A company with high talent density attracts highly talented people. High-performers thrive in environments where talent density is high. Highly talented people want to do great work, continuously learn new things and make an impact.
What are the benefits of talent density?
By working with highly talented people we need less meetings, less overhead, less double checking of work done by someone who is not great, less co-ordination.
Why is average not accepted?
One Average Performer can Sink the Team.
Fill in the blanks - “Adequate ______ gets a generous ________ ________.”
Adequate talents gets a generous good results.
Why is both good and bad performance infectious?
Average performance makes everyone average. Excellent performance is pushing everyone to achieve more.
How do we protect our talent density?
Being unapologetic in our views that average is not accepted.
What is your personal view on talent density?
Working in a high talent density team excites me, I want to learn from the best and be the best.
What is talent density?
The ratio of highly talented vs. average members in a team.
Why is talent density important?
What are the benefits of talent density?
Helps to attract more talent, inspires the team to perform exceptionally, results in a lean organization where everyone plays a key role.
Why is average not accepted?
A team is only as strong as its weakest link. Average performers take most of the management time, so there is less time to focus on stronger performers. Drives out staff who seek excellence. Signals that we accept mediocrity.
Fill in the blanks - “Adequate ______ gets a generous ________ ________.”
Adequate performance gets a generous severance package
Why is both good and bad performance infectious?
Team members are inspired by the performance of their colleagues. This sets a standard, whether mediocre or exceptional.
How do we protect our talent density?
Being unapologetic in not accepting mediocrity, either individually or across the team.
What is your personal view on talent density?
It is key to protect, in order to ensure we get the most valuable work out of everyone on the team.
Talent density means having more talented members in the team, compared to average members.
Talent density is important because when you have talented people in your team, you attract more talented people, and thus quality and speed increases. If a talented person joins a talented team, then that person gets more satisfaction. Another important aspect of talent density is that you achieve more quality, and you reduce the “fluff” (meetings, overhead, management, etc.).
The benefits of talent density are multiple, but in a nutshell: achieving more quality, gaining more satisfaction from your work, reducing overhead, attracting more talent.
Average is not accepted because it can drag down the team. This is because average persons reduce the quality of discussions, take management time, slow down the top performers and also signal that mediocrity is accepted.
Adequate gets a generous severance package.
Average performance sends the signal that is ok to be average. On the other hand, good performance pushes people and motivates them to deliver better performance.
The talent density is protected by first being unapologetic about not accepting averageness. Another things is to take the time when hiring new people such that you make sure you hire the correct person.
Oooooh yes, I am well in favour of talent density, and I see the impact of not having it at my current role and team. There are more average people than top performers, and we, the few which are performing good try to bring up the team. And this showed good results, but quite inefficient compared to having a team full of top performers. There is a lot of fluff that we need to take care of. I enjoy fast and clear decision making and understanding with my team mates, and I also want to trust that my team mates deliver quality without the need to double check.
What is talent density?
Talent density is the ratio of highly talented people vs average people in your teams
Why is talent density important?
Because it is meaningless if the team is not effective
What are the benefits of talent density?
Because it attracts more talented and performant people, it enables us to have more impact with less resources by reducing overhead and keeps satisfaction and motivation high
Why is average not accepted?
Because mediocre hires force you to focus on much more than you can really focus
Fill in the blanks - “Adequate performance gets a generous severance package.”
Why is both good and bad performance infectious?
Because an average performer absorbs resources that excellent resources could use to raise the level, lowering them. And excellent resources try to lift bad performances
How do we protect our talent density?
By having a culture of not accepting adequate, we have to demand great performance everywhere to maintain the expected level
What is your personal view on talent density?
It might be hard to maintain, but achieving that will create a team capable of producing a lot of high quality value in short periods of time and maintain that way
What is talent density?
The ratio of highly talented vs average team members in a team.
Why is talent density important?
Attracts more talent. A company with high talent density attracts highly talented people. With talent density, work productivity is higher. High performers thrice in environments where talent density is high. Highly talented people want to do great work, continuously learn new things and make an impact. The result is a win-win for the whole organization.
What are the benefits of talent density?
Attracts more talent. High performers thrive in environments where talent density is high.
Work satisfaction by working with highly talented people we need less meetings, less overhead, less double checking of work done by senone who is not great, less co-ordination. By ensuring high density we also ensure that the overall work satisfaction and quality of life of our team stays very high.
High talent density ensures that inspiration and motivation at Moralis is and stays very high. Research shows that high-performing team members outperform his average counterpart by a factor of two or three. Research shows that 1 high performing developer can do the work of at least 10 average developers.
Why is average not accepted?
Average performers can sink the team. We are only as strong as our weakest link. One average performer can destroy a great team. The average performer takes up more of the management time so the manager has less time for the top performers. They reduce the quality of group discussions-lowering the teams overall intellectual output. Force others to develop ways to work around them reducing efficiency and increasing context switching. Drive staff who seek excellence to quit. Signal that we accept mediocrity.
Fill in the blanks - “Adequate ______ gets a generous ________ ________.”
Adequate performance gets a generous severance package*.
Why is both good and bad performance infectious?
Both good and bad performance is infectious and will spread throughout the organization. Average performance makes everyone average. Excellent performance is pushing everyone to achieve more.
How do we protect our talent density?
By being unapologetic in our views that average is not accepted and enforce this throughout the organization. When we hire new people we take our time finding great people instead of hurrying to hire average people to fill the spots. When we work with each other day by day we need the courage to set expectations straight and demand nothing less than great performance from each other. Have a Rite To Passage that all new recruits have to go through during their first weeks.
What is your personal view on talent density?
I agree with talent density. I know from my experience coordinating and supervising volunteers at my place of employment that talent density decreases training time, improves productivity and accuracy, and creates a more enjoyable work environment. I feel a passion and excitement and a clarity that I want to work with talented people who I feel inspired to always be my best self and earn my place in a talent density team. I feel excited and alive and look forward to learning everything I can.
Thank you for this lesson!!
1. What is talent density?
Have more highly talented people rather then many average talented people.
2. Why is talent density important?
Number of people is meaningless if the team is not effective and if talent density is low.
3. What are the benefits of talent density?
Highly talented people want to do great work, continuously learn new things and make an impact.
4. Why is average not accepted?
You do not have to check everyone elses work and try to catch them up to your level.
5. Fill in the blanks - “Adequate ______ gets a generous ________ ________.”
6. Why is both good and bad performance infectious?
Average performance makes everyone average. Excellent performance is pushing everyone to achieve more.
7. How do we protect our talent density?
When we work with each other day by day - we need the courage to set the expectations straight and demand nothing less than great performance from each other.
8. What is your personal view on talent density?
I think this is a good idea in perfect world. You still want to help those that are not on lyour level. Reality is that people remember who (company or organization) took the time to teach them and who just started out wanting to treat them like dirt. When the people do become good enough to they are to vindictive to work for you.