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Excellence Through Diversity

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thank you very the the the the the the the the the the better than a 10th of regret that I'm from Europe white I would remove it and
love that's where you might this surprisingly to my get my surprise I found out that a lot of people actually know where it is in a school where like a small country wedged between Brazil 99 how to give you an idea of size Brazil is a little bigger than a continuous US from Argentina is about 4 times the size of Texas and and you're right it's actually about the size of misery which affine cool we just have like after publishing but I was you can say I and 1 like 1 thing that really distinguishes us is that I knew I has the highest level of the were on under like the cat and we have the more of us suffer for export in in South America which is legal so slide or something going on in your work
on we love barbecue is in you why we call us out and it's kind of popular everywhere about the parameters actually the intensity I hope to try somewhere in that we will see how it goes with it but we like to think my there if you think coffee in the US that's what my things like you know what it's like pretty well not really it's not it's not the same we that's different ones but it does like it is like an energy drink if you will and the other thing that we love is soccer in I had you know some of you recognize that and this is this is 1 of 1 of the best players right now and yet we we we love and it's and sometimes in 40 things he doesn't age but you were looking at
yeah anyway so excellence through diversity on I was start humankind
no what can we say about humankind on I think 1 of the
things that really defines you know you can say our humankind is that we are great we uh throughout history we have accomplished many great
things buildings and that still today the advancement in technology especially in the last centuries slide it's crazy how much we have accomplished but but also 1 of
the things that we we're very different from from each other but with different you know backgrounds different upbringings different culture on the other line of this was based in all of this contributes but to us having different perspectives on on on almost any topic I am sure it is that you know you have discussion on almost anything and and and we know we humans have been known to pick a fight or not unlike the weirdest topics that you wouldn't believe I have yeah but there are 2 Dale initially kind of a different take on on different perspective thing and it can do it with my story with
about and yes something that that is a kind of part of me that we can
see something on there that yeah cool well let's let's honor I think that's cool was seen entering someone century the someone not the anything you see that I'm OK that that's not the answer I was thinking about cool so yet so this is actually knowledge acquired tests and for quality
would get if that's of call and in in some way and so people and usually not colorblind C C and a so if you have like held by like me you see a free and so homeland mainly render that you don't see anything recognizing thing of next
1 who sees anything here yeah come on anyone has yet but sorry but no this God yeah well easy I had exactly no is the number on the OK I thought I heard some of some of some would see it but there's actually
no in there you wouldn't believe it but made easier now none of you know to look for is that OK so called blind people will see that no but it's like streaming in my eyes but of course it's not yours
so would the right and we have a very different perspective on what we recognize there were don't recognize and that and so on and so my question this is by which 1 is is actually true is there no is not 1 of them is a is a 3 which 1 which ones to so I leave you with that hanging over a lot of this actually this as you can look at this and I recent challenges with all in
that was 1 of the scientists with food I when I was growing up like and I was having a really hard time knowing if the fruit was right wasn't right I would be like a you know the 1 in all this is released need you know and I and the other would be like policy this is the case here and you know visually I would clue about what was going wrong so so my mind kind of started acting and you know looking for different things for example if I wanna know the 1 on the right I think looking for the black spots and it's it's probably maybe override yet and that's 1 of 1 of the things that you need to look for or the detection of the food I always like when I'm at the grocery store and to test and to know if you know the right word to really really also 1 with
me and you can see the difference I like several of omic I promise you I like to it so and that and a I didn't know it before but when I discovered that I was colorblind and yet no 1 of our time knowing the music of the knowledge is it's done or
on in the i 1 is closely but Madison and a fisheye work yes all who you know your ex actually I haven't and I'm I married that my way for it was the most so I you know the other 1 is skin color changes
on this you have for me to tell if a given somewhere and by now or I can tell it's really like do you bring out and the other 1 is and this can lead sometimes into some of those awkward social encounters is I have a hard time seeing the presentations tail or on their like red light and what interface because of it and that's like I did not know is if about embarrassing someone maybe this is the stuff like that and in yet so you be careful there and the last 1 more games and this
is actually how I can discovered that out so I didn't know was and still I was like 21 years old as it on and that we were playing cards you know well there were like 6 colors you know I think it was playing red and I like I through my god but was for the following the same pattern there is that what's going on and out from a friend who actually is my wife and I said you don't have any any any reading more why when I was playing well used throughout the red in when lack of user the like really and unless they look into like that is the only guarantee that nobody said anything you called I'm I'm like no and not this and then a get odd and yet by heaven so again polymer and that anyway but
not not everything I know everything is so you know have challenging so that there are also
some interesting things that but these units we have currently have better nitrogen out this scientific reason for this is if you wanna know more about it I wanna get into it can you cannot talk of later but you in the military are known to to use color blind people for what they see from can because they're not confused by the same color of patterns in the yeah I think they have like technology that that does that for them but at some point a they used to use that person
so but what I have tried to make here is that really what happens to your mind starts to work differently than then i'll because and when does this happened because call becomes
nondeterministic but when I say when when there's something painted we painted yellow or in its kind of similar I see the difference and that so I'll say a summit that will always this necessary Green but if intelligence yellow and that's OK with the his yeah I would know and so by the story there like I used to live in a student of 1 time I was not be recognized and I know and like all the best that the bubble states with me and my friend explicit yes especially those the red will fit in a way that color becomes under the Ministry of and we satellite and things like that said that that information and that you know but just looking for shapes made your was maybe
some of you know are just getting a different angle on on things I didn't work of course but it can sometimes pose a scientist in communication and just a few weeks back declines and K I want that this was the tools to societal it to be in the past and this I want to be something else in and watch him from sort through that and if the colors are very similar I can I have a hard time and that but if the artisan knows that that you have at that time with be at that that a different way but again it can be solved very easily because you just focal differently or for example we like to use red to you know the thing by something that we want we think it's very important and relevant anatomy I thought it but it doesn't like the I was driving with my wife and the light is red unlike where and then like I meters the I yes layer knows all there's a traffic light here so I had the absolute the wherever things because they don't often to my eyes are the other things are I do and there's also the interesting thing was designed to do because I guess that we process the call differently and and we see we see I think when when the light on how people look at design they derive skill to the things that should like catcher attention and like I said that I don't I don't I'm not simply passes that my tensions were you know and and then I had a tendency on the part of the user
on data like this said not we're not so far has focused on color maybe because of its nondeterministic to us or maybe more more focused on a contest on where the content displays and that the shape of things I really like to rely on states to to identify things so grew by
hand communication is key here like but if you if any the you you have these differences and but you know being able to to to notice and to share about this this is very important
like to know each other because if if I tell you what I call 1 and I have an issue with that and they may you know deal with it in some time but that's maybe I have to travel or maybe a implement the wrong thing or whatever happens in so so it's important to share about that it's important to be respectful I think that I like this that that it can lead me into into maybe sometimes complicated situations of ideally be respectful about this and and be respectful of of different perspective because OK I C A 3 were were not being with people's units and I think I can do anything a lot of time but sometimes I also see other things differently and being held to discuss these things and and would respectfully is key to you know bring those those differences together and create something better on the other 1 I think is very important for 29 and she's communications to share of the is to share your experience because when you're part of the team that you bring something very important to the table and that is all your experience all the policy that you did life and you didn't you and your background and who you are I think there is a there there's a lot of respondents in there and when you know each other and to respect surrendering to share you see in a safe environment I you and where you know that you know these things will use for for the better you can and you can be found ability
or but the thing here is to understand that we are different and I like sports analogy a lot because when you when you have a actually need these differences you don't want you know that you be in an existence that would be terrible for the running game on their you know the passing game and armed yeah
this when when when we let the states to cause division it can now when we when when we look at the differences and how we are different if we like that of a division of the key break down and as we know in sports is very obvious when a team doesn't play with team knows when they don't respect each other when they don't want to pay get there is a mess it's like immediately and then I think it's in we love satellites that somebody's you know more about you see it more difficult because of specialist writers when scientist like self-evident but 1 possible all the other 1 was like a perfect opportunity know her but so anyway if if they're constantly finding they will create an even better the and the sum of the parts of the part of the team is actually less than that than on paper maybe
but the the other thing we can do it but what I excited about it is that if we come together and we use these differences that we have that we can actually watch on the limits of what we can do 15 can be more than than what you think they are like if you evaluate each individual but maybe come up with you know something in your mind but when we combine that and uses differences and put them together you can actually push on the limits of what to do and you can do register and this happens board so sometimes the underdog is light moves just you know where this if you like what happened well they played as a team and that that's awesome
but and so the question but that that arise and this is like how we do it how do we get a T 2 2 of to go
beyond the limits and I think that the difference there is actually in in in a T is it a group of individuals or is it actually a team you know but because you can make you know the best players and lead and put them together it's not exceeded not gonna be the you know I
have a great C that so whether they suffered a lot lately is about from the opposite and and we we sometimes you can say that we may be higher than 130 people we interviewed but I don't know what does that mean we and talk experts I think it doesn't it was a great blog post yesterday when I saw it on a memory with was like it says like if you're trying to top the percentage of people you knew that that that that's what you had the top 3 % of we you know everyone would do that in the end you and you notice that you're actually firing from the top of maybe about 97 per cent not talk me you know we have like view everyone to maybe take the top 3 but even if you did that on the mu is probably Andalusian but so so we to get really way more and building actually building the tea instead of of our just like in the top X per cent but we ability I you understand what you looking for in a really love to talk about that Gell-Mann seeded this morning on hiring with science but if you consider that in this in this rate on on on how to take the bias of hiring and actually going for you know about really understanding what we're looking for for you T and I think you need to understand that it team is like like I think it is like a solid team you don't wanna you don't wanna receiver for on mixing things out but of a football thing you don't receive everywhere you need you need those differences there he your success and figure out that went to looking for quarantine and you need to consider the Team when you're hiring also uses standard that the person you're hiring will have to work with the T so we need to understand that and that and I think the great issue here is that organizations loves structure in and of phase because we need structure but what what what you know you wouldn't wouldn't be in place and then you start executing it it and they can also part of the system but it is wrong you know and a started as you know hiring a certain people and then you start studying the starting us and if you're not understanding what to do in this likely value and satellite all this is how we do it and in 1 study for us you know about we we really need to against God do massive stars that it's a straight out how wrong can be sometimes about these things and I think that they they really the key here is to understand that it's not about you know what we are hiring have may have seen that the but in the process becomes about that the guy was interviewing or the person was and you and sometimes we I mean it happened to me to when I'm when I'm listening to you sometimes I just wanted to see myself in the other person is like the worst thing you can do because it will create homogeneous teams and and you're losing their but and this is not something that I'm units graphs of year and there is there's a study from McKinsey
that says that the diversity themes are 15 per cent more likely you know to other form companies best at 15 per cent now there's
also in study that says that ethnic
delivers the will get 35 per cent if you find that when you got gender and ethical limits the better than 50 % offered by you know it's it's a crazy 50 % you know that's laughter we're talking about here
but 1 of the things that happened will quickly and I was talking about this with someone today when when we have a scheme that you know went from different countries from different places but may have to become the you know to to avoid chaos because of this that were different we communicate differently we sometimes we say things and experiences may times because well we have from your wife and English is not native native language so that wanna say something in English and were actually not saying what we think we're saying this is something else so so it it is important that in your team you build you and again sports analogy of class you need that you want team that's that's a united and 19 that is the same even if there and it's not a homogeneous the it's 1890 but they don't think the same way that I want you to be thinking the same way as is now being homogeneous out that's not the same and then again communication is sold on but when communication breaks down that's when when everything goes you know the language you need to be able to talk respectfully never ever ever heard of often someone else you gain nothing going that absolutely nothing new to be able to communicate and the buzz words you would be to communicate effectively but as communicating effectively really need but I don't think that you need to you know just say a prayer minimum we are you know where people we we have a lot to say and it's not always all about words and it's not always all about you know we sometimes need to talk about life and and being able to share and I think that builds the team that both the trust and
no I think that he's and it here is that we're building a diverse diversity there 2 things that I strongly believe and this is not scientific so if I'm wrong with but but that's OK but I firmly believe is that but when you're going the you need to have things you need that they need to share the same values and the need to share the same goal why because the body's utility together and again I know a different and what I'm saying here is we don't need to share everything and that's OK we can we can be aware of and and share you know what you think you care about the work for example I care about so really that's something I share with my my co-workers but outside were and a terrible things but I don't need to bring that into the workplace I don't need to or other opinions I have 1 on my teammates because it has nothing to do with work so what we need to understand this we need to find this common ground and let the bus united in the to yeah they so we don't share that we don't that we don't need to fight over it we don't need to get everyone on the same boat because again will we may be losing on on on on the diversity there and it's also important to keep the team focused on when you know going it's it's easier to to to understand to understand that printing the focus you know to be in because it will allow the bodies would keep them together and then with the with the focus that can go in the same direction this will avoid a team to to you know start going to different directions and talking about things that in the status of the from you know the other day I try I think we I know we release something and then the product backlog wasn't really defined so we can work and we were just you know working about and that's a really fun because you you know you get bored and so so so really having the skills to the gene focus known and 1 of our values and that that we care about a lot is she more individuals and we believe that the T that is more important by the we don't dismiss individuals don't take this asshole did he goes before everything and you know if someone does something well did something might happen if it's not in that sense is in the sense that we want the players who once that people that care about the team and they don't you know they don't always that all of you know they they don't just use stuff because they figured a star because I'm support 1 year I was here 5 years before you so you gotta do what I say for might work import being is more about it because 1 of the it's not it's never about being you know all selfish and just getting your opinion through what is important important thing is to be able to share in and combine those those different we use anything
is because I think that it's never about the stocks the it's about the
thank
you thank you you found among my minimum my you my
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Metadaten

Formale Metadaten

Titel Excellence Through Diversity
Serientitel RailsConf 2016
Teil 52
Anzahl der Teile 89
Autor Fast, Andreas
Lizenz CC-Namensnennung - Weitergabe unter gleichen Bedingungen 3.0 Unported:
Sie dürfen das Werk bzw. den Inhalt zu jedem legalen und nicht-kommerziellen Zweck nutzen, verändern und in unveränderter oder veränderter Form vervielfältigen, verbreiten und öffentlich zugänglich machen, sofern Sie den Namen des Autors/Rechteinhabers in der von ihm festgelegten Weise nennen und das Werk bzw. diesen Inhalt auch in veränderter Form nur unter den Bedingungen dieser Lizenz weitergeben.
DOI 10.5446/31509
Herausgeber Confreaks, LLC
Erscheinungsjahr 2016
Sprache Englisch

Inhaltliche Metadaten

Fachgebiet Informatik
Abstract Great individuals often outperform their peers, and when going through school and applying for jobs this seems to be the most important aspect. But who is really outperforming whom? Also, what are we using to measure people? How do you know you’re being fair? Hiring is such a subjective topic and of utmost importance when building a team. Let’s explore how our strengths and weaknesses affect ourselves and the team and, how we need to look past ourselves when building a team.

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