Thanks for your comment and clarification Dru. I would love to hear how you balance staying informed while getting the most important things done.
Devin, thanks for the tip on Nutshell. Haven't tried it but will check it out. I also like Instapaper as a way to capture interesting odds and ends during the day that I can then review later when I get a block of time.
Toby, seems to be working well for you based on the great progress that Kapost is making.
Thanks Tac. I just went back and corrected my error while having my coffee, doing email and talking to my wife on the phone.............
Rustin, Given the traction you are getting with BlogFrog, that first step has turned in to a run! Congratulations on all the success to date with BlogFrog.
Thanks Toby,
Love the name Daily Inches and you guys live that philosophy everyday. It is one of the reasons I am so excited about Kapost. You have a great team that just keeps moving the ball forward.
Rita, Thanks for the insightful comments. The industry is in the midst of disruption and transformation and at the end of the day I believe it will be the consumers of the content that will have the biggest say in how publishing evolves. If we look to other industries that have been disrupted as a guide, those that acknowledge and embrace the changes early can survive and thrive. I believe there will always be a market for high quality writing and people willing to pay for it. These new distribution markets may just open up opportunities to reach a wider audience with your work. Like you said though, we\'ll have to wait and see how it pans out. Thanks again.
Stead, I completely agree. Thanks for weighing in!
Thanks Tac. We miss you here in Boise.
Brett, Thanks for your thoughts on this. "Knowing what it takes to execute the plan" (and that includes being able to actually do it), is the biggest component of competence in my mind. A great strategy isn't worth a dime if you can't make it happen. The competent leader has to have the knowledge, skills, perseverance, and experience to know how to operationalize the strategy or objective. I have always felt that the most successful companies aren't the ones with the greatest strategy. They are the companies that learn faster, and execute better than their competitors. To assess competence I try to focus on what the candidate has actually done/delivered. Not plans they have created, or ideas. I want to know actual results they have achieved, how they achieved them, what they learned from the situation, what was unexpected and how did they respond, etc. Then I like to talk to folks that were in those situations with the candidate and get their perspective. This can be the most enlightening part of the process.
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Opus