Ironically, the biggest obstacle to putting a training program in place is the perception that it will take too much time. Keep in mind that there is no investment that you can make that will do more to improve productivity in your company. Therefore, being too busy to train is the moral equivalent of being too hungry to eat. Furthermore, it’s not that hard to create basic training courses.

Technologists are not noted for learning from the errors of the past. They look forward, not behind, so they repeat the same problems over and over again. [...] As each new technology matures, customers are no longer happy with the flashy promises of the technology but instead demand understandable and workable designs. Slowly the manufacturers relearn the same basic principles and apply them to their products. The most egregious failures always come from the developers of the most recent technologies.

Ironically, the biggest obstacle to putting a training program in place is the perception that it will take too much time. Keep in mind that there is no investment that you can make that will do more to improve productivity in your company. Therefore, being too busy to train is the moral equivalent of being too hungry to eat.

The only thing worse than training employees and losing them is to not train them and keep them.

I learned about why startups should train their people when I worked at Netscape. People at McDonald’s get trained for their positions, but people with far more complicated jobs don’t. It makes no sense. Would you want to stand on the line of the untrained person at McDonald’s? Would you want to use the software written by the engineer who was never told how the rest of the code worked? A lot of companies think their employees are so smart that they require no training. That’s silly.

A second reason the systems engineer’s design is never completed is the solution offered to the original problem usually produces both deeper insight and dissatisfactions in the engineers themselves. Furthermore, while the design phase continually goes from proposed solution to evaluation and back again and again, there comes a time when this process of redefinement must stop and the real problem be coped with — thus giving what they realize is, in the long run, a suboptimal solution.

Industry, which needs young men who are healthy, tractable, unpretentious and, I would even say, full of illusions, often receives engineers who are tired out, weak in body, and less ready than one could wish to take modest jobs and work so hard that everything seems easy to them. I am convinced that they could begin practical work much earlier and just as well prepared, by leaving things which are not used in practice out of their school education.

the biggest mistake most people make when they hire someone talented – they delegate too much, too quickly. Remember, each thing that you delegate takes your time (and the time of the person you delegated to).

People at McDonald’s get trained for their positions, but people with far more complicated jobs don’t. It makes no sense. Would you want to stand on the line of the untrained person at McDonald’s? Would you want to use the software written by the engineer who was never told how the rest of the code worked? A lot of companies think their employees are so smart that they require no training. That’s silly. When I first became a manager,

one reason so many employees are incompetent is that the skills required to get a job often have nothing to do with what is required to do the job itself.

Sadly, we must report that despite the success stories described in previous chapters, many companies that begin reengineering don’t succeed at it... Our unscientific estimate is that as many as 50 to 70 percent of the organizations that undertake a reengineering effort do not achieve the dramatic results they intended.

Possibly, the most common error of a smart engineer is to optimize something that should not exist.

Enforce functional training by withholding new employee requisitions. As Andy Grove writes, there are only two ways for a manager to improve the output of an employee: motivation and training. Therefore, training should be the most basic requirement for all managers in your organization. An effective way to enforce this requirement is by withholding new employee requisitions from managers until they’ve developed a training program for the TBH, “To Be Hired.

A horrifying amount of "business engineering" is done with the wrong strategic vision. A horrifying amount of IT development is done with the wrong business design.