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Because why not.

Source : https://www.thingiverse.com/thing:285404

Supplies : https://www.gearbest.com/3d-printer-supplies/pp_919228.html?wid=1433363&lkid=15674036

Never heard of the JAMStack? Maybe not directly – but if you are doing web dev you have for sure heard of some of the players in this field, like Jekyll, Hugo, Jigsaw or GatsbyJS just to name a few.

Indeed monoliths CMS like WordPress or Drupal (just to name these two but Wikipedia list easily a few dozen of major players across all stacks and companies) are often being criticised for being slow at scale or hard to customise and the overhead of growing beyond a certain point start to become ROI negative due to the heavy lifting you need to deploy to get the CMS to do what you want.

This has driven the development of a new approach based on integrating loosely coupled piece of software to generate a new philosophy around Content Management.

The JAMstack is defined as a modern web development architecture based on client-side JavaScript, reusable APIs, and prebuilt Markup.

It’s basically javascript deployed to integrate Static Generators with headless CMS – this open the doors an entirely new way to think about content management which can get especially complex in large organisations where legacy software and internal politics can create some challenges hard to solve with a monolith CMS.

#1 – Rise of the JAMstack — Mathias Biillman

Our first speaker is Mathias Biillman and he works at Netlify, a company who also maintain the open source product Netlify CMS – open-source React app that acts as a wrapper for the Git workflow, using the GitHub, GitLab, or Bitbucket API.

#2 – Git-based or API-driven CMS – Chris Macrae

Second talk which is longer but also go deeper into the various considerations of static sites and the JAMstack.

Also from the same company you have an other talk that goes over the general landscape of the JAMStack : check it out here.

#3 – Future of the CMS, 2017 Edition

Todd Ross Nienkerk from Four Kitchens takes a deep dive into the content aspect of content management and how content is changing faster than traditional CMSs

Kyle Mathews: GatsbyJS — How to Create The Fastest Sites In The World — ReactNext 2017

Building A Website Using Hugo

Hugo is a Go engine for static site generation. Here is a demo on a small project.

That’s it! (That’s also close to 3h of content to watch so that’s probably enough to get you started).

I am going to go deeper on GatsbyJS as it answer some of my needs for various projects I am working on. Will update.

I am not bashing school – but I think we need more conversations on this topic.

Here are a couple of videos which I think raise some interesting points to think about.

Don’t Stay in School

A rap video that went viral a few years ago, from

And the follow up video, addressing comments:

What is school for?

A more recent video from Prince EA

Teachers React to original video on school from Prince EA

The Reason Schools Don’t Set Kids Up For Success

This is a vlog type of video but bear with it. It still delivers.

If you like this topic I suggest you go and check :

Rethinking Education – 3 talks to watch

Rethinking education – 3 unconventional approaches

Couple of notes :

  • Impact is a the third parameter to be added to the traditional Growth / Value focus
  • Separate end users and funders.
  • Change the funding models to facilitate experimentatino on the early stage
  • Scaling to early also happen to the non-profit – with similar issues are the in the traditional business
  • Separate end users and funders.

1. Anything that is in the world when you’re born is normal and ordinary and is just a natural part of the way the world works.

2. Anything that’s invented between when you’re fifteen and thirty-five is new and exciting and revolutionary and you can probably get a career in it.

3. Anything invented after you’re thirty-five is against the natural order of things.

Why You Don’t Understand “Disruption”
by Bill Barnett

where you learn that Kodak invented Instagram in the 90’s.

What Your Innovation Process Should Look Like
where Steve Blank share some knowledge on innovation processes inside an organisation

Optimize when you can, standardize if you must.

Not 100% on innovation but still important to understand how to approach these two parameters of every technological project

Leo Widrich (Buffer) – Building Company Culture: Radical Transparency & Experiments

Lear Widrich is a the CEO of buffer. Buffer – if you have never heard – is a SaaS product that help you manage your social media publications. They have a pretty aggressively open culture of sharing with the world how they work and this is a really interesting talk, where you will hear about important things from a practitioner.

Gary Vaynerchuk 2015 Keynote on Company Culture

Gary Vaynerchuk doesn’t need an introduction anymore, but in case you need to know who he is – he is a self-made business man who grew his dad wine business, and then went on to build Vaynermedia, one of the most influencial agency working for pretty big clients. Vaynermedia is known for its internal culture, centered on positivity.

#170: Culture Change and Digital Transformation with Alex Osterwalder and Dave Gray

Alex Osterwalder and Dave Gray are two big name in the world of innovation and strategy, helping big company to innovate. The talk is a big long and not setup as a keynote, therefore can be a bit boring at times, but worth to watch to understand how these people are changing culture in big organisations.

 

They did not know it was impossible so they did it
— Mark Twain

 

Rules,

somehow,

always,

seems to be a barrier to innovation.

 

 

Status-quo is cultural protectionism

The status-quo creates artificial scarcity.

Because it promotes the lack of initiative

It supports business as usual.

The status-quo is opposed to disruption, to change, to innovation.

It is opposed to improvement.

It is the systemic manifestation of the resistance.

It is the bystander effect of our collective intellectual accident.

The status-quo is a social agreement where we agree to live with some specific problem and to not fix them.

Artificial scarcity generated by the lack of action is benefiting somebody.

Side note:

Status-quo is not about things remaining the same.

It is things remaining the same when we have problems we don’t want to fix.

Status-quo into the culture

Creating a culture of conformism

Turning innovation into the realm of a few,

so nobody even question the existence of alternative options.

 

When we agree with the status quo, we agree to die.

Inside.

Some people die at 25 and aren’t buried until 75.

— Benjamin Franklin

 

A remedy

Action.

Creation.

Innovation.

Daily, to push to improve.

 

Some dance.

Some write.

Some films.

Some draw.

Some build.

Some code.

Some paint.

 

Every one has a different version.

Find yours.

 

 

Education is hard.

Creating a learning process where you transfer experience to one person to an other is not a trivial task.

Else learning would look like this:

 

But it is not.

So… until then, we have to find other ways to go about it.

Here are some interesting approaches I have stumbled upon, which are really worth having a look at:

Mike Fairclough – the badass

The guy is headmaster of the West Rise School.

He is a kind of a mix between Davy Crockett and Albus Dumbledore.

He runs a primary school in Eastbourne in the UK.

Over there, kids are learning to skin a rabbit or make a campfire or shot guns.

Better I let you watch :

So obviously, not everybody will want their kids to learn these kind of skills.

(However, I am pretty sure all kids would dream to have these kind of activities at school)

In any case, it is a good demonstration that schools can accommodate other ways to teach.

And a big part of responsibility for the change depends on the good will and the skills of teachers and the leadership of the administration.

 

Studio school – let’s get real

For everyone who ever complained schools don’t remotely provide an environnement to prepare students for work – as in “work the real world” – here is an approach that is exactly trying to do that.

The studio school brings school closer to the reality of a company by organising the entire school around projects and cross-disciplinary teams etc.

The effort was initiated by Geoff Mulgan, a couple of years ago, and it is slowly catching up – you can find Studio schools nearly all across the UK and if you have 6 min, I’d rather have you watch the video than me writing about it.

 

Mike Row – Dirty Jobs

The third guy is living in the US, and the story is a bit different because it is not about what you do in the school but what you do after school – and how much is school responsible for that – or not.

First, it is important to state that Mike Row is kind of a celebrity in the US, or at least, pretty well known, he has run 8 series of a show on the Discovery channel called “Dirty Jobs” where he does all kind of blue collar jobs. Now, if like me, you don’t live in the US – he is probably not someone you’ve heard about before.

However, whether you know him or not, doesn’t matter much – because the following 40 min is quite an interesting dig into his philosophy on learning, life and education, and not really the kind of thing that is featured on Discovery channel where they have him deal with a lot bullshit (quite literally).

 

What to take from this

First, I think we can take one thing : it is ok to do things differently – you can still do some pretty amazing things.

Second, eating shit and taking risk is a great way to learn. Especially within a safe framework like school where you can ensure no one get hurt for real along the way.

Third, if you are not mainstream, people will love you or hate you but it will take time before they will follow you, it’s just easier for them to simply judge you.

Last point, the crowd doesn’t matter, you do it for the people who benefit from your work and that is what really matter

 

Org chart

If this look like the org. chart of the place you work at, you might want to consider thinking to go somewhere else.

 

No organisation ever started to end up like this, but it usually happen when you do not ingrain a culture of learning into your people and your organisation.

This happen when you put people who are just about the how, without understanding the why.

The moment people stop caring where the company is going, and just care about their “job” you know things will turn bad.

And when you as a leader stop learning and stop building a legacy, you start building the end of your own organisation turning it into a pillar of salt, of people looking at their past with nostalgia, when the world was a different place, when the industry was different and maybe they are right, maybe it was better back then…

But you sure cannot improve today if you ignore its existence…