15 Matching Annotations
  1. Apr 2020
  2. Mar 2020
    1. The last responsible moment mindset can at times lull me (erroneously) into thinking that I’ll always have time to change my mind if I need to. I’m ever the optimist. Yet in order to work well with others and to produce habitable software I sometimes need a little more forethought. And so, I think I operate more effectively if I make decisions at the “most responsible moment” instead of the “last responsible moment”. I’m not a good enough of a designer (or maybe I am too much of an optimist) to know when the last responsible moment is. Just having a last-responsible moment mindset leaves me open to making late decisions. I’m sure this is not what Mary and Tom intended at all.
    2. decisions that initially appear to be localized (and not to impact others who are working in other areas) can and frequently do have ripple affects outside their initially perceived sphere of influence
    3. I am not known as someone who plans things far out in advance. As a consequence I rarely use frequent flyer miles because I don’t anticipate vacation plans far enough in advance.
    4. Deciding too late is dangerous, but deciding too early in the rapidly changing world of software development is arguably even more dangerous. Let the principle of Last Responsible Moment be your guide
    5. delay commitment until the last responsible moment, that is, the moment at which failing to make a decision eliminates an important alternative
  3. Mar 2019
    1. committed to providing updates to Parliament throughout negotiations and confirmed that at the end of the process Parliament would scrutinise the agreements under CRaG.

      Again - only updates through process, scrutiny only via CraG

    2. it has long been recognised that Parliament should have the opportunity to scrutinise treaties that are subject to ratification and we remain committed to that principle in relation to FTAs

      scrutiny of new (US/Aus/NZ/CPTPP) FTAsbut only pre-ratification...

    3. the Government is clear that we must have a transparent and inclusive future trade policy
  4. Mar 2017
    1. . Organisational commitment was measured by the nine-item version of Porter's organisational commitment scale (Porter et al., 1974; Mowday et al., 1979). This scale was used because of its reliability and validity (Mowday et al., 1979), and its widespread use and acceptance (Morris et al., 1993). A five-point Likert scale was used and individual scores were calculated by averaging the responses to the items (α = 0.86).
  5. Apr 2016
    1. We challenge you to rise to a new sense of commitment to assist our Father in Heaven in His glorious work.

      I have come so far in this regard, but I still have a long way to grow and reach and improve.

  6. Jan 2016
  7. Oct 2015
    1. As I have said before, the key to this is your willingness to stand as the Door. You have been doing this very well, and you are, indeed, seeing changes in the way your infinitude is reflecting your standpoint. Do not make the mistake of overlooking the fact that your infinitude is responding differently. It is a direct result or evidence of the manifesting of your supply. It isn’t just money you need, Paul. it is also a changed experience of your infinitude, which you call your world. You are already seeing evidence of the operation of the Law which we talked about yesterday.

      The key is having the commitment to stay in 4dRef and not return to the fearful 3dRef - to stand as the Door.

      Do not overlook the progress you have made (we often do this as a way to discredit the journey - this is self sabotage).

      It's not just money that you need - it's a changed view of your world. Here he refers to the world as the experience of your infinitude.

  8. Jan 2014
    1. Jon R. Katzenbach and Douglas K. Smith, authors of the Wisdom of Teams, define a high-performing team in part by members’ strong personal commitment to the growth and success of each team member and of the team as a whole.

      Strong personal commitment stands out as a key idea for me here... and specifically that it is not just focused on self, but on the growth and success of everyone in the team as a whole.