Meta’s most misunderstood value has always been Move Fast. If I had to describe the vibe I got from hearing Mark’s talk about it in one sentence,it would be:
“With a constant sense of urgency, optimize for the shortest feedback cycles.”
The wording for this value changed over time, from “Move Fast and don’t be afraid to break things” to “Move Fast with stable infra.” Love to see a similar process in this post.
Loved the architectural review habit. Pure intention made auditable by other brains.
Also loving the human PR review part - it is a lot of pressure to remove it due to the perceived slowness of "everybody being busy with their own thing". If we do the process and habituation right, it solves tough slip-ups, particularly with the adoption of the AI that injects all kinds of weird stuff along with the great stuff.
Last but not least, adding fresh perspective regularly – this makes the team a pipeline of greatness and change. There is the overlooked perspective on the senior career – staying too long at one organisation without a change tempts stagnation. The senior must have a growth plan, and an ambitious one, basically planning for their next focus, whether own business or another challenge. Naturally, get some new perspective with a talented, high-energy apprentice, and the team pipeline roars ahead, churning out more high-quality builders and problem solvers.
Fantastic article and account of your ways, thank you!
Meta’s most misunderstood value has always been Move Fast. If I had to describe the vibe I got from hearing Mark’s talk about it in one sentence,it would be:
“With a constant sense of urgency, optimize for the shortest feedback cycles.”
The wording for this value changed over time, from “Move Fast and don’t be afraid to break things” to “Move Fast with stable infra.” Love to see a similar process in this post.
Loved the architectural review habit. Pure intention made auditable by other brains.
Also loving the human PR review part - it is a lot of pressure to remove it due to the perceived slowness of "everybody being busy with their own thing". If we do the process and habituation right, it solves tough slip-ups, particularly with the adoption of the AI that injects all kinds of weird stuff along with the great stuff.
Last but not least, adding fresh perspective regularly – this makes the team a pipeline of greatness and change. There is the overlooked perspective on the senior career – staying too long at one organisation without a change tempts stagnation. The senior must have a growth plan, and an ambitious one, basically planning for their next focus, whether own business or another challenge. Naturally, get some new perspective with a talented, high-energy apprentice, and the team pipeline roars ahead, churning out more high-quality builders and problem solvers.
Fantastic article and account of your ways, thank you!