Hi nerds -

I salute you from Miami, where winter is already done and gone.

One of the things I find most fascinating about coming back to this city is how conversation has transitioned to everyone speaking about crypto on the streets.

It’s fascinating to tangibly see the impact of Mayor Fracis Suarez’s work in the city, especially considering it all started with one tweet:

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Mayor Francis Suarez @FrancisSuarez How can I help? twitter.com/zebulgar/statu… delian 🇺🇸🇺🇸🇺🇸 @zebulgar ok guys hear me out, what if we move silicon valley to miami December 4th 2020 338 Retweets 5,879 Likes

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3 brain farts

👯 Team leaders: The best teams have two types of leaders: instrumental and affectional.

• Instrumental: leaders who are deeply technical and experienced in their field. These are the leaders who master the hardest of tasks and are constantly mentoring others.
• Affectional: leaders who keep the motivation flowing. They inspire the team with the organization’s vision and help individuals connect personal goals with those of the organization. They always keep eyes open for future leaders and sponsor them to thrive.

The best teams have both. The best leaders are both.

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📦 Digital hoarding: Even if you’re not an objects hoarder, odds are you are a digital hoarder.

How to know? You are over-subscribed. You’re in way too many Discord servers. You can’t keep up with unread newsletters in your inbox and most likely follow people whose content is no longer relevant to you.

Digital hoarding hurts us in two ways:

• Our information diet feeds how we think - if we consume trash, we think trash.
• Feeding the algorithm trash also brings in more trash - only deepening the toxic loop.

How to fix?

• Maintenance: Some people spend a day a year Marie Kondo-ing their platforms. For me, it’s an ongoing task. I unfollow and unsubscribe whenever I see something that no longer aligns with where I’m at.
• Prevention: Selectivity in who/what gets my digital attention beforehand, saves hours of my time later.

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👩‍💼 Interviewing: The weird part about interviewing is that, in order to be good at it, we’re forced to make assumptions about people in a really short time.

Considering a hire can make or break organization, I was recently asked what I look for in new hires. My answer:

• Curiosity: about the world in general, but most importantly about the topic at hand. It’s less about the skills you have under the belt and more about how you learn topics that you care about.
  • How to spot: Knows facts about seemingly random things. Can speak about niche interests in depth. Has a curious career path.
• Proactivity: curiosity leads you to diving deeper into topics, but we need people who turn that signal into action.
  • How to spot: Usually have some leadership trajectory of some kind. They take on responsibility and accountability for projects.
• Communication skills: but because building is not enough if you can’t share the idea with others, having a clear narrative is half of the equation.
  • How to spot: Eloquent in explaining complex concepts. A well-narrated personal story. Are good argumenters and negotiators. Bonus for written or public speaking experience.

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2 intellectual goodies

After watching Warren Buffet’s documentary this week, a few quotes stayed with me:

“The chains of habit are too light to be felt until they are too heavy to be broken.”

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“You only have to do a very few things right in your life so long as you don’t do too many things wrong.”

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1 funky audio

I’m always surprised by the lack of crypto content that exists in Spanish. We’ve been working hard to translate content at Surge and it has become a personal mission to increase the amount.

That's why I was honored when Soulfull Inc podcast invited me to speak about crypto currencies.

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Thanks for reading.

As always, feel free to connect by hitting reply and sharing a juicy thought 💡.

We all help the curious community grow.

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Best,

Jules 🤸🏻‍♂️