一、加权决策
创业这12年，很多次“一人一票”的民主表决之后，其实心里知道”这不是最优决策”。可是“民意”一旦经过“表决”被凝聚了，就“开弓没有回头箭”了，因为你是组织者，你让大家“劳力费神”的搞了“投票”。你对投票不满意，你又不可能篡改。因为这像“弄虚作假”，这像“走一个过场”。
今天找到办法了。“加权投票”就是钥匙。
A believability-weighted idea meritocracy is the best system for making effective decisions.
We needed a system that could both effectively weigh the believability of different people to come to the best decisions and do that in a way that was so obviously fair everyone would recognize it as such. I knew that without such a system, we would lose both the best thinking and the best thinkers, and I’d be stuck with either kiss-asses or subversives who kept their disagreements and hidden resentments to themselves.
如果一个机构的员工感受到这种工作原则和生活原则的一致性，他们就会珍惜彼此之间的相处，从而和谐地共事，这种文化将渗透到他们所做的每件事情中。
记录可信度，可以让投票不那么随意。投票者重点考虑truthful（而不是其他诸如同事感受之类的无关信息）。这关系到自己以后参与决策的权利。
Seeing this will help you evolve. At first most people remain stuck in their own heads, stubbornly clinging to the idea that their views are best and that something is wrong with other people who don’t see things their way. But when they repeatedly face the questions “How do you know that you’re not the wrong one?” and “What process would you use to draw upon these different perspectives to make the best decisions?” they are forced to confront their own believability and see things through others’ eyes as well as their own. This shift in perspective is what produces great collective decision making. Ideally, this takes place in an “open-source” way, with the best ideas flowing freely, living, dying, and producing rapid evolution based on their merits.
自己问自己：
你怎么知道你自己的想法不是错的呢？
你用什么方法从不同观点中做出最佳决策呢？
起先，大部分的人，一定会发现这个过程Most people initially find this process very uncomfortable.
二、“正确而美好的事物”大体如此
在蛙喔教育，每推进一项新生事物（ugly baby），几乎都会经历这样的一个过程。先了解这个过程，可以让决策者，提前知道任何新事物的加入都是有成本的，比如这个适应的过程，这些离开的员工。
Most people initially find this process very uncomfortable. While most appreciate it intellectually, they typically are challenged by it emotionally because it requires them to separate themselves from their ego’s attachment to being right and try to see what they have a hard time seeing. A small minority get it and love it from the start, a slightly larger minority can’t stand it and leave the company, and the majority stick with it, get better at it with time, and eventually wouldn’t want to operate any other way.
大多数人起初对这一过程感到很不舒服。虽然他们在理智上认同，但往往在情感上经受挑战，因为这需要他们摆脱自以为是，去试图了解那些他们难以察觉的事实。一小部分人从一开始就能够理解并喜欢这一过程，还有稍微多一点的人因无法忍受而离开了公司，大多数人则坚持了下来，并随年头增长更好地适应，最终变得不再考虑用任何其他的方法。
201812226 13:13 V1.0
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