There is this inertia that most people in business who think they are successful have that prevents them from acting on things until it is too late. It is why they are caught unawares by change.

I read ”Only the paranoid survives” and I am seeing it play out in real life again.

Constant paranoia doesn't mean acting like a crazy person or even a mean and greedy person. It means that you are constantly aware that adverse change can make you irrelevant very quickly. The speed of irrelevance is much faster now and it largely depends on team types.
Some teams can be deluded. They believe too much in themselves because of past glory that it clouds their ability to see future danger. When the unexpected finally happens, they turn on each other and blame themselves and abandon the ship. They have always been living a lie.
Some teams can be totally ignorant of what is happening around them and can have tunnel vision. They end up working on products that have become irrelevant before they finish. They still believe somehow that others will adapt to them and csnf understand why failure happens.
Some teams can have extreme keyman risk. One person knows most of what needs to be done and nothing works well when that person is not in the picture. This type is more prevalent than we can imagine. Once one person takes more initiative, others just become passive.
I have encountered all of these scenarios internally and externally. As much as we can talk about the role of leadership in shaping an changing teams, the environment where these teams reside to make the most difference. I’ve seen the massive difference moving people around makes
Inertia also has to do with place. Once people get into comfort zones physically, they also enter into it mentally. The biggest risk is usually not discomfort but comfort. When people settle into a pattern, it is extremely hard to change them. This is why firing is an option.
Performance systems work when there is consequence. I remember how strict Arthur Anderssen/Anderssen Consulting (eventually Accenture) used to be about firing for performance lapses. It is what made them last for a long time as an institution. If you don't pass exams you leave.
A good performance system should dissociate a manger from the managed. Many people fail to implement those systems because they are looking for someone to take the role. I have found out that having people in those roles can compound problems too if they are clueless.
After struggling to implement OKRs and seeing complete lack of understanding of the concept and commitment, I have also realized that smaller companies need accountability models that everyone is committed to and understand the necessity as well as consequence of noncompliance.
No matter how much you try to shape an internal culture, the external creeps in. To succeed in creating one in our part of the world, people need to have exposure to understand that others don't have ”two heads” as we say locally.
This is a book I will ALWAYS recommend. Buy it for everyone on your team.

More from Osaretin Victor Asemota

More from Life

This month I’m turning 22.

To celebrate, here are the 22 best threads I’ve found on Twitter this year.

Mostly about:

•Life/purpose
•Startups
•Entrepreneurs
•Writing
•Clarity of thought

If I see more interesting threads, I will add to this list.

Enjoy!

1. @ryanstephens: Need tips on growing a newsletter, mastering Twitter, writing online?

@ryanstephens breaks down a podcast discussion between @davidperell and @nathanbarry

Here’s what you can


2. @jackbutcher: How to separate your time from your income

•Explore the market
•Build equity
•Build products and services
•Scale your reputation
•Break the matrix

A fantastic thread complete with helpful


3. @AlexAndBooks_: I love to read.

Here is a great thread on 10 fantastic books.

Includes a short summary of each.

Don’t just take it from me, this is straight from the legend: @AlexAndBooks_


4. @m_franceschetti My biggest revelation in 2020 was the importance of sleep.

Here, @m_franceschetti founder of @eightsleep gives us his eight sleep hacks to improve sleep for 2021.

Do these and your productivity will

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Curated the best tweets from the best traders who are exceptional at managing strangles.

• Positional Strangles
• Intraday Strangles
• Position Sizing
• How to do Adjustments
• Plenty of Examples
• When to avoid
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How to sell Strangles in weekly expiry as explained by boss himself. @Mitesh_Engr

• When to sell
• How to do Adjustments
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Beautiful explanation on positional option selling by @Mitesh_Engr
Sir on how to sell low premium strangles yourself without paying anyone. This is a free mini course in


1st Live example of managing a strangle by Mitesh Sir. @Mitesh_Engr

• Sold Strangles 20% cap used
• Added 20% cap more when in profit
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• Kept rolling up profitable leg
• Booked loss in calls
• Sold only


2nd example by @Mitesh_Engr Sir on converting a directional trade into strangles. Option Sellers can use this for consistent profit.

• Identified a reversal and sold puts

• Puts decayed a lot

• When achieved 2% profit through puts then sold