背景

最近比较喜欢听一些科技方面的英文Podcast，比如《This American Life》，《How I Built This with Guy Raz》 等。 当然，我英文比较菜，并不能完全脱离文本，当听了一个大概后，还是希望能结合文字稿再精听一下。这时我发现，每个Podcast的风格时不一样的，有些会搭建一个网站，放上历史的音频和文字稿，方便听众；例如《This American Life》就有一个很好用的网站。但有一些就没有。

当我在听没有官方提供文字稿的Podcast时，就比较痛苦，需要到处找文字稿。搜索了全网，我发现一个网站还不错，可以解决问题。

非官方文字稿查询网站

这个网站就是 https://app.podscribe.ai

进入网址，就可以看到这神奇的网站：

背景

在用Hexo写博客时，发现有时原始图片过大，直接引用不太美观，需要缩小一下，研究了一下，Hexo md语法并不支持这样的功能，我在网上找到了方法，纪录一下。

方法

有两个方法：

1. 使用img 标记来控制图片显示大小：

1

<img src="/images/xxx.png" width="50%" height="50%">

2. 使用div 加上css 来控制图片的显示和大小：

1
2
3

<div style="width: 40%; margin: 10px">
    <img src="/images/xxx.png“>
</div>

其中/images/xxx.png为图片实际地址。经过试用，我选择了方法2，原因是用css可以控制的属性更多，后续也可以做统一的美化修改。关于CSS样式的说明，可以参考这篇文章

Summary

The Six Counterintuitive Rules:

1. Managment is not leadership
2. Don’t Try to create robots, Focus on managing the what not how.
3. Godd managers never create a second patient
4. Spend more time with your high performancers
5. Set expectaton, but know that you’re not always the one who needs to bring the clarity
6. Direct is kine. Have the hard conversation - earlier than you think you need to

Inspiration Summary

I used to overlook the types of people needed to achieve our goals and micromanage product design, depriving colleagues of the opportunity to grow. I need to trust my colleagues more, delegate tasks, and set clear expectations to help them develop and free up my time. Communication is essential for success and avoiding it can lead to bigger losses in the long run.

RULE #6: DIRECT IS KIND. HAVE THE HARD CONVERSATION — EARLIER THAN YOU THINK YOU NEED TO.

People can grow and change at any point in their career. But I believe most people haven’t been given the chance to do so because they haven’t gotten honest feedback. No one’s held up a mirror to them about their work, how they impact others, and the things standing in the way.

Humans don’t like having hard conversations. We build them up in our heads, and then we try to couch them in a lot of useless language that makes it hard for everybody to understand what’s going on. One of the biggest management skills to work on is being direct with people.If you start that habit early, it gets a lot easier to have direct conversations with people. But if you wait until something’s really not working, then you end up surprising your direct reports and having worse conversations that are much more stressful.

I always write down the number one message that a person needs to hear and understand. Then I try to make sure I say it a couple times in the conversation. The following week, I’ll actually have that person repeat it back to me to make sure we’re on the same page. If you can hear back the same messages that you were trying to send, then you know you’re on the same page. That’s when you can start to focus on what you’re both going to do about it.

Inspiration 6: Being direct with people

If a team member has a problem, it’s essential to have an honest conversation with them, even if it’s not something one is inclined to do. Candid communication is not only beneficial to the organization but also an opportunity for personal improvement. Avoiding communication and attempting to solve problems independently may work for a short time, but it is not a sustainable approach and may result in bigger losses in the long run.

Done

背景

在上一篇文章《实现自定义域名Github Page网站Https访问》,我们实现了网站的https协议的添加，但有一个小问题，用户依然可以通过http协议访问网站。现在大部分网站都实现了强制跳转https网站的功能，以提高网站安全性，那基于github page的网站如何实现这个功能呢？

设置步骤

其实只要在github上进行简单的配置就可以实现了，以下是配置过程：

1. 在 GitHub 上，导航到站点的仓库，在存储库名称下，单击 “Setting”。
   
2. 在边栏的“Code and automation”部分，单击“Pages”。

设置好了以后，再用http访问网站，自动跳到的https的网址，设置成功。

RULE #5: SET EXPECTATIONS, BUT KNOW THAT YOU’RE NOT ALWAYS THE ONE WHO NEEDS TO BRING THE CLARITY.

If there’s a new role that’s been poorly defined, providing clarification is the first step. Once you define it, you’ll usually find that someone who’s in that role isn’t actually a fit for what the business needs.

• Do people’s roles make sense?
• Do they know how they fit in?
• How they align to the business?
• Do they know what’s expected of them?
• Do they know what success looks like?
  80% of the time when I go into a team that’s struggling, the answers to those questions is no.

Be realistic about what you can offer, but remember that it’s BYOC (Bring Your Own Clarity). I actually need people who bring their own clarity and structure. And that’s because I don’t have a lot of the answers right now. To be a better manager, you have to be really realistic about what you can control and what you can offer — and what you can’t.

Often a low performer isn’t someone who is inherently low performing. It is someone who has the wrong set of circumstances around them — they’re in the wrong job or in the wrong organization. A lot of times when people are struggling it’s not because they’re bad at stuff, but because they don’t know what’s expected of them. Give them the chance to see the gap and say, ‘I know I can do it,’ or ‘This really isn’t for me actually.’

Inspiration 5: Set expectations is important

Setting clear expectations is essential for both high-performing and low-performing employees. In the past, I did not do a good job of setting clear expectations, which impacted high-performing employees’ motivation to achieve even greater goals and low-performing employees’ direction in making an effort to improve.

To Be Continue…

背景

与服务器打交道，免不了和Linux命令打交道，虽然常用的都会，但遇上一些特殊情况，就需要查手册，在系统里查太麻烦，网上搜索效率比较低，今天看到一个github项目解决了这个问题，分享纪录一下。

演示

可以用短地址：https://git.io/linux 访问网站：

RULE #4: SPEND MORE TIME THAN YOU THINK YOU NEED TO WITH YOUR HIGH PERFORMERS.

As managers, we often forget that we should be spending most of our time with the highest performers on our team. When you have someone who’s doing really well, the question should be, ‘How can they do even better? How can you make their growth explode?’” , Here are the two tools:

Look back, look forward

Whatever milestone that makes the most sense for that person’s role. I ask them to look back on a project that they just finished and run through these questions:
Look back:

• What did you like about that? What felt good?

• What did you hate about it? What didn’t feel good?

• What’s the most important thing you learned?

• Do you want to do more of that type of work, or less?

• What do you want to do differently next time?

Look forward:

• What’s the next challenge?

• What’s the next big step or career goal you want to reach for?

• What type of work do you want to take on, whether it’s a current project in the company or something that might potentially show up in the future?

In essence, it’s about carving out the time to help an individual reflect on their learning, unpack what didn’t work so that they know what to change next time, and then look toward the next challenge on the horizon.

Use the performance review as an opportunity to push for more.

We don’t want them to be too important because we want you to have these conversations all year long. However, the review was a powerful summary moment to both reflect on the last half and how things had gone, but also to push me on what she wanted to see next.

Inspiration 4: Spend more time & Listen

• In the past, I used to devote a lot of energy to the latter half of team management and neglect the development of high-potential talent. This is certainly a counterproductive approach, as it does not leverage the full potential of the team.

• The way we communicate is essential, and it’s important to be well-prepared before engaging in communication. This involves actively listening to others, engaging in discussions, and then presenting the goals to be achieved.

To Be Continue…

背景

画好一个AI画，从分析一个成功的图片提示词(prompt), 今天看到一个还不错的图片:

提示词(prompt)：
A hypsolebias fish jumping out of a pond, trying to catch a bug in the air. The pond is surrounded by tall grass and a few trees, with the sun setting in the background. The fish is caught mid-jump, with its mouth wide open and eyes focused on the bug. The atmosphere is playful and peaceful. Digital artwork with a cartoonish style, using warm and pastel colors to evoke the sunset’s warmth. --ar 16:9 --niji

分析

翻译和归类：
一条 Hypsolebias鱼（画面主体） 跳出池塘（主体动作），试图在空中捉住一只虫子（主体动作），池塘周围是高高的草丛和几棵树（环境描写），夕阳在背景中落下（环境描写），这只鱼在跳跃时被捕捉到（细节描写），嘴巴张得很大（细节描写），眼睛专注于虫子（细节描写），整幅画的氛围是欢快和平静的（氛围描写），卡通风格绘制的数字艺术作品（艺术风格），使用温暖和柔和的色彩来唤起日落的温暖感（光线描写）

可以看到，一个好的提升词还是有规律可循的。

RULE #3: GOOD MANAGERS NEVER CREATE A SECOND PATIENT.

As managers, we often think we come second, that we have to make sure the team is okay first, And so we postpone our vacation or we work longer hours because we ‘have to be there for the team.’ But in doing so, you only end up draining your own energy, hurting your well-being and becoming a mess, not realizing that you’re doing a disservice to your team members by making yourself into a patient. You need to be your best self for them.

As a manager, one of the hardest management skills is learning to take care of yourself first. It can feel selfish, especially if you’re a giving person. But trust me when I say that unless you are your best self, there’s no way you can make other people into their best selves.

Inspiration 3: Take care of myself first

I also have this bad habit of burning myself out by always being the first to handle problems as they arise. While this may seem responsible, it prevents other team members from growing because I am always there to take care of things for them. Additionally, as the business becomes more complex, I tend to get bogged down in the details of various issues and have less time to plan for the future or consider the team’s growth. As a result, it is having a negative impact on the team. To improve, I need to start delegating tasks to my colleagues and trusting them to handle issues themselves. This will not only help them grow but also free up my time to take care of myself.

To Be Continue…