Watching Cox in new employee orientation meetings

Iconic in its very grain, the film toggles effortlessly between toast-dry farce and vogueing postwar hipitude, and like the balletic swimmers performing mid-pool state executions, it's a thing of insensible beauty.In the day, seeing and internalizing Alphaville was a generational pedigree, a ticket to the edge of epochal supercoolness, back when that meant changing the world. So welcome back, the Central Memory, Tokyorama, and Professor Nosferatu. I'm very well, thank you so much.As it happens, today is also the official publication date for Scaling Up Excellence by Huggy Rao and me. The book is all about the challenge of finding something that works really well in some corner of your world, and getting it to spread much further (or, for shorthand, "the Problem of More"). We were tickled when we realized the coincidence, because it wasn't long at all after we started thinking about scaling that we had our first conversations with someone from Facebook. In the years since, we've learned a lot from people at that crazy place.In early 2006, Diego Rodriguez and I started teaching a class we called "Creating Infectious Action" at the Stanford d. school.There are so many Tulle sweatheart beaded wedding dresses HS56237 styles to choose from - in every color, fabric and silhouette! Sitting in the back was a woman named Katie Geminder, who said that she was head of product at a company called Facebook,If you're looking for a Discount Mermaid wedding dresses for sale, we'll help you find a gorgeous gown, at an amazing price. that she had a 21-year-old boss, and that they were growing so fast they couldn't lease buildings in downtown Palo Alto fast enough.

They were desperately looking for great engineers, designers, and business people – but were very picky about who they hired. It was, she said, a demanding and rather quirky place to work. Katie left Facebook a couple years later, but not before she and her team sponsored a challenge for the Creating Infectious Action class. (The point of it: get using Facebook to catch on in some demographic group that wasn't using it much in those days, such as people over 40, small businesses owners, or people who lived in rural areas.)Of course, Facebook's organization kept growing, so we kept watching it for lessons that might apply to other situations. Here's the main lesson we took away from its success: Effective scaling isn't just about establishing the biggest footprint you can, and as fast as possible. It's even more a challenge of spreading the mindset your great new solution requires.Facebook's focus on spreading the right mindset became clear to us when, in late 2007 and early 2008, researcher and consultant Beth Benjamin and I had a series of conversations with Chris Cox, then Facebook's 25 year-old head of Human Resources. Cox was employee number 30 and had joined Facebook as programmer; among other accomplishments,Authentic Discount Vintage dresses for sale for women who believe in the timeless appeal of fine design. he helped create the "newsfeed" feature. But Mark Zuckerberg had asked him to take on the HR role (after trying a traditional HR head or two), because Cox embodied the priorities, skills, and beliefs he wanted to see take hold as the company grew.