Comments URL: https://news.ycombinator.com/item?id=39113696

Points: 2

# Comments: 0

It's true that there's a huge gap in time between the earliest paintings and the newer ones and so some aspects of the culture probably did change. But the area has been continuously populated for millennia.

They can be quite sad though, e.g. the relatively newer images depict colonization encroaching upon the region - horses (introduced by the colonists), swords, and scenes that appear to show imprisonment of people.

Comments URL: https://news.ycombinator.com/item?id=33158490

Points: 1

# Comments: 0

Comments URL: https://news.ycombinator.com/item?id=31121366

Points: 6

# Comments: 2

But IMO more important is being able to see/hear feedback day to day without having to ask. Try to notice patterns in code review comments, which conversations you’re having trouble participating in due to lack of seniority in that area, which of your suggestions fall flat, etc. and don’t be afraid to ask lots of questions (nondefensively!)/do some research if you don’t understand why you’re getting a particular reception.

I was a new employee doing on-the-job training for an even newer employee, while we were trying to meet a deadline. We were the only two people working on this project, in the middle of rural NM, out of cell range, and having to improvise. He kept making suggestions and I kept explaining why they wouldn't work. Suddenly he point-blank asked me why I said no to everything. I had a moment of clarity where I realized that I didn't even want him to be right, for no good reason except my ego. I apologized, horrified, and have been forever grateful for the wake-up.

After that I started to notice that pattern elsewhere. The best way I've found to interrupt it is to ask myself "what if they're right" and/or "in what way might this person be right that I may not have considered"?

> Out of the people I had hired at my last startup:

> 12% of hires where exceptional hires (I would instantly hire again)

> 42% of Hire were good hires. (I wouldn’t hire again but they did a fine job)

> 29% of hires were bad hires. (They didn’t do a good job and were eventually let go)

> 17% of hires were very bad hires (They had a negative effect on the company culture and other staff)

These seem like extremely poor numbers. I haven't hired a ton of people but all of them have been excellent, though some that I was peripherally involved in hiring have been just good. I'm curious what other people feel that their ratio is.

Hitting them "hard" in a way that would be painful for them would be extremely unlikely in court. He hit them hard in a way that could actually impact their company's ability to retain and attract talented people. He also demonstrated some self respect in the process. I have to think that to many people that - combined with a giant megaphone for telling their story - is worth a lot more than a payout.

The problem is that people tell themselves this is what they're going to do and never follow through. It's the perfect way to do absolutely nothing and convince yourself it's the right thing to do.