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Unlock Productivity in Remote Teams: Webinar Invitation
Unlock Productivity in Remote Teams: Webinar Invitation
How do you bridge cultural gaps, foster collaboration across time zones, and keep remote teams productive and motivated?
Join us on Dec 12th at 11 AM ET / 5 PM CET for interactive panel discussion with live Q&A:
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How to grow in a volatile world: A leader’s guide
Leading Off
by "McKinsey Leading Off" <publishing@email.mckinsey.com> - 02:06 - 2 Dec 2024 -
How (and why) should leaders become more vulnerable?
Only McKinsey Perspectives
Brought to you by Alex Panas, global leader of industries, & Axel Karlsson, global leader of functional practices and growth platforms
Welcome to the latest edition of Only McKinsey Perspectives. We hope you find our insights useful. Let us know what you think at Alex_Panas@McKinsey.com and Axel_Karlsson@McKinsey.com.
—Alex and Axel
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The vulnerable CEO. The C-suite is a different place than it was decades ago, when tough-minded CEOs were expected to have all of the answers. Today’s workers want their leaders to share their human side, including their vulnerabilities, explain McKinsey senior partners Dana Maor, Kurt Strovink, Ramesh Srinivasan, and senior partner emeritus Hans-Werner Kaas, authors of The Journey of Leadership. Yet many CEOs remain unsure about what makes them authentic or how to express those traits to others so that they can lead more effectively.
—Edited by Belinda Yu, editor, Atlanta
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by "Only McKinsey Perspectives" <publishing@email.mckinsey.com> - 01:29 - 2 Dec 2024 -
The week in charts
The Week in Charts
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by "McKinsey Week in Charts" <publishing@email.mckinsey.com> - 03:36 - 30 Nov 2024 -
Beyond Small Business Saturday
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New from McKinsey & Company
While Small Business Saturday is a US tradition, it underscores the vital contributions—and potential—of micro-, small-, and medium-sized enterprises (MSMEs) to economies worldwide. How do MSMEs perform across sectors and subsectors? What is their economic contribution in terms of jobs and value added? McKinsey’s Marco Piccitto and coauthors address these questions and more, including how to narrow the productivity gap with larger companies. Discover key findings from the report and learn how supporting MSMEs can boost global economies. Then, explore additional insights for more on how best to raise MSME productivity and capture value.
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by "McKinsey & Company" <publishing@email.mckinsey.com> - 11:52 - 30 Nov 2024 -
EP140: HTTP/1 -> HTTP/2 -> HTTP/3
EP140: HTTP/1 -> HTTP/2 -> HTTP/3
Forwarded this email? Subscribe here for moreStop renting auth. Make it yours instead.(Sponsored)
Developer-Centric: True API first design, quick integration, built on standards, highly flexible & customizable.
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This week’s system design refresher:
Top 6 Tools to Turn Code into Beautiful Diagrams
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Pessimistic vs Optimistic Locking
Explaining JSON Web Token (JWT) with simple terms.
HTTP/1 -> HTTP/2 -> HTTP/3
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Pessimistic vs Optimistic Locking
Locks are essential to maintain data consistency and integrity in multi-user environments. They prevent simultaneous modifications that can lead to data inconsistencies.
Pessimistic locking assumes conflicts will occur and locks the data before any changes are made. It prevents other users from accessing and updating the data until the lock is released.
Optimistic locking assumes conflicts are rare. It allows multiple users to access data simultaneously and checks for conflicts when changes are committed. If a conflict is detected, the operation is rolled back.
Some best practices to consider:Hold locks for the minimum possible time to reduce contention.
Apply locks at the most granular level such as rows rather than tables.
Implement retry logic for transactions that fail due to conflicts.
Pessimistic locking is better for data integrity but can impact performance.
Optimistic locking is better for efficiency and performance.
Over to you: Which locking mechanism have you used?
Explaining JSON Web Token (JWT) with simple terms
Imagine you have a special box called a JWT. Inside this box, there are three parts: a header, a payload, and a signature.
The header is like the label on the outside of the box. It tells us what type of box it is and how it's secured. It's usually written in a format called JSON, which is just a way to organize information using curly braces { } and colons : .
The payload is like the actual message or information you want to send. It could be your name, age, or any other data you want to share. It's also written in JSON format, so it's easy to understand and work with.
Now, the signature is what makes the JWT secure. It's like a special seal that only the sender knows how to create. The signature is created using a secret code, kind of like a password. This signature ensures that nobody can tamper with the contents of the JWT without the sender knowing about it.
When you want to send the JWT to a server, you put the header, payload, and signature inside the box. Then you send it over to the server. The server can easily read the header and payload to understand who you are and what you want to do.
Over to you: When should we use JWT for authentication? What are some other authentication methods?HTTP/1 -> HTTP/2 -> HTTP/3
HTTP 1 started in 1996 followed by HTTP 1.1 the very next year. In 2015, HTTP 2 came about and in 2019 we got HTTP 3.
With each iteration, the protocol has evolved in new and interesting ways.HTTP 1 (and its sub-versions) introduced features like persistent connections, pipelining, and the concept of headers. The protocol was built on top of TCP and provided a reliable way of communication over the World Wide Web. It is still used despite being over 25 years old.
HTTP 2 brought new features such as multiplexing, stream prioritization, server push, and HPACK compression. However, it still used TCP as the underlying protocol.
HTTP 3 uses Google’s QUIC, which is built on top of UDP. In other words, HTTP 3 has moved away from TCP.
Over to you: What would you add to understand the evolution of HTTP over the years?
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by "ByteByteGo" <bytebytego@substack.com> - 11:37 - 30 Nov 2024 -
Bids
Hello,
Hope you are doing well.
We are an Estimating Company.We provide residential & commercial estimates & take-offs.
Do you have any project for estimation? Send me the plans/drawings for a quote.
If you are interested then I can share some samples for your review and a better understanding of our format. Thanks.
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by "Maxon Jack" <maxon.globalbid@gmail.com> - 12:08 - 29 Nov 2024 -
🔥 Black Friday Savings Inside!
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by "ByteByteGo" <bytebytego@substack.com> - 11:34 - 29 Nov 2024 -
How to surf the geopolitical waves
The Shortlist
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Curated by Alex Panas, global leader of industries, & Axel Karlsson, global leader of functional practices and growth platforms
Welcome to the latest edition of the CEO Shortlist, a biweekly newsletter of our best ideas for the C-suite. This week, we feature our latest thinking on how to successfully navigate geopolitical instability. We appreciate the opportunity to connect and hope you find our perspectives novel and insightful. Please let us know what you think! You can reach us at Alex_Panas@mckinsey.com and Axel_Karlsson@mckinsey.com. Thank you.
—Alex and Axel
You may not care about geopolitics—but geopolitics cares about you. So said Western intelligence agencies in a recent briefing to CEOs. Generational shifts in the global order are well under way. And, according to the latest McKinsey Global Survey on economic conditions, business leaders today view geopolitical tensions as the biggest risk to growth. Political differences have already complicated economic relationships: trade interventions worldwide have surged 12-fold since 2010.
The savviest business leaders approach uncertainty with caution—and a healthy dash of curiosity. Today’s geopolitical shifts present not only risks to mitigate but opportunities to seize, argue Cindy Levy, Shubham Singhal, and Matt Watters in a new article. They highlight ten value drivers leaders can explore amid geopolitical shifts and explain how a proactive approach to geopolitics can help organizations safeguard operations and capture emerging opportunities.
We hope you find these ideas inspiring and helpful. See you next time with more McKinsey ideas for the CEO and others in the C-suite.Share these insights
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by "McKinsey CEO Shortlist" <publishing@email.mckinsey.com> - 05:01 - 29 Nov 2024 -
Stateless Architecture: The Key to Building Scalable and Resilient Systems
Stateless Architecture: The Key to Building Scalable and Resilient Systems
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In today's rapidly evolving digital landscape, developers face the constant challenge of building applications that are not only robust and secure but also infinitely scalable.
At the heart of this challenge lies a fundamental architectural decision: how to handle the application state. The state is your application's memory—every user session, shopping cart, and authentication token that makes personalized digital experiences possible.
The journey from stateful to stateless architectures represents one of the most important shifts in modern system design.
Traditional stateful applications dominated the early 2000s and directly maintained user sessions and data on application servers. While this approach of keeping everything in one place seemed logical initially, it created significant challenges as applications scaled to serve millions of users worldwide.
Consider an e-commerce platform handling Black Friday sales. In a stateful architecture, each server will need to maintain session information for thousands of users, leading to complex load-balancing requirements and potential session loss if a server fails. Modern stateless architectures, however, externalize this state, allowing any server to handle any request, dramatically simplifying scaling and improving reliability.
Several converging factors have led to the industry’s embrace of stateless architecture:
The rise of cloud computing has made horizontal scaling not just possible but economically advantageous.
The shift from SOAP-based services to REST and GraphQL APIs, which are inherently stateless.
Microservices architectures, which break down monolithic applications into smaller, independent services, have become the norm rather than the exception. These services must be stateless to maintain independence and scalability.
In this article, we’ll explore the principles, implementation strategies, and best practices of stateless architecture.
What is Stateless Architecture...
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by "ByteByteGo" <bytebytego@substack.com> - 11:37 - 28 Nov 2024 -
Don’t miss our webinar on building a composable API platform!
Don’t miss our webinar on building a composable API platform!
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Hi Md Abul,
Would you like to know how to build a composable API platform that harnesses the power of OAS, OAuth and OTel? Then join our webinar on December 5th!
Tyk’s Developer Advocate, Buddha Bhattacharya, and Sedky Haider, our Director, Solution Architecture, will be providing a live demo of how you can build an API platform using Tyk, Grafana and Keycloak.Join us to learn about:
- Building a composable API platform using open standards and open source tools
- Key components and KPIs
- Design challenges and pitfalls
- The value of OAuth, OTel and OpenAPIs
No matter which sector you operate in, you can take this knowledge back to your business and get ready to design an API platform that helps fuel your success.
Speakers
Budha Bhattacharya
Developer Advocate
Sedky Haider
Director, Solution ArchitectureOur webinar will take place via Zoom at 10 am EDT/3 pm GMT on December 5th, so make sure you register to join us. Click here for full details.
See you in a week,
Budha and team
Tyk, Huckletree 199 Bishopsgate, Broadgate, London, City of London EC2M 3TY, United Kingdom, +44 (0)20 3409 1911
by "Budhaditya Bhattacharya" <budha@tyk.io> - 06:00 - 28 Nov 2024 -
Say goodbye to Global Benefits hassles: join our webinar
Say goodbye to Global Benefits hassles: join our webinar
Hi MD,
Managing benefits across multiple countries can be complex. Join our webinar to learn how Remote, in partnership with Kota, makes global benefits easier to manage while ensuring compliance and efficiency.
Streamline global benefits management with Remote
🗓 Date: Wednesday, December 11, 2024
⏰ Time: 4pm UTC
What you’ll gain from this webinar:
Insights into common challenges of managing global benefits
- Practical ways to streamline compliance and administration
- How Remote’s platform and Kota’s infrastructure provide a seamless, integrated solution
Speakers:
- Jonathan Goldsmith, GM Global Payroll at Remote
- Luke Mackey, CEO at Kota
What are you waiting for?
This session is designed to give you actionable takeaways for managing benefits efficiently across borders.
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by "Remote" <hello@remote-comms.com> - 04:00 - 28 Nov 2024 -
Enhance your website's search engine rankings
Enhance your website's search engine rankings
Hi there,
For 25 years Infoserve has been helping local companies like Your Telecoms Consultant to enhance their search engine rankings and attract more visitors to their websites.
Unlock Visibility
Search engines like Google process billions of daily searches.
If you want to ensure your website stands out and is easily found amongst them, we can help you.
As one of the first UK digital agencies to pioneer SEO, Infoserve has plenty of data and insights to ensure you’re easily found online.
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As search queries change frequently, we offer monthly content reviews to ensure you remain up to date with the latest trends and keep your online presence relevant and effective.
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by "Matt Budd" <matt@infoserve.uk> - 03:07 - 28 Nov 2024 -
✨ Discover New Tools: Remote Equity, Global Benefits and more!
✨ Discover New Tools: Remote Equity, Global Benefits and more!
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Featured news
Introducing Headache-Free Global Stock Options
Just a few weeks ago, we launched Remote Equity - a solution for you to easily grant and manage equity for your global team without the need to find, hire, and manage lawyers. Simply sync your cap table management tool (Carta, Pulley, etc) with Remote, and we’ll help you execute grants in seconds, all while keeping your cap table up to date.
Product updates
Introducing Remote Global Benefits
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Leverage Remote’s platform to manage employee benefits with ease and compliance.
Quickly quote and enroll your team—including dependents—in minutes, all in one place. Simplify administration, ensure compliance, control costs, and integrate seamlessly with payroll for accurate results while saving significant time on managing policies, tax reconciliation, and billing
Introducing your new Offboarding Assistant
Remote’s AI-powered Offboarding Assistant is your essential tool for streamlining global offboarding. With country-specific insights, it helps your team confidently navigate local labor laws, reducing compliance risks for efficient offboarding across borders.
Access the Offboarding Assistant directly from a talent’s profile or the termination form. Currently available in top countries, with more locations coming soon!
Remote Benefits: Global Business Travel Insurance
Global travel requires a specialized level of protection, and Remote delivers just that.
In partnership with Expatriate Group, we’ve designed a solution to meet the unique challenges faced by employees traveling across borders.
Operating across more than 90 countries, we offer coverage that takes care of every detail—from navigating foreign healthcare systems to recovering lost business equipment.
To learn more about Remote Global Business Travel Insurance, and to see a full list of terms, prices, and coverage types, check out our detailed breakdown.
Introducing Crypto Payouts for Contractors
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Contractors on Remote can now choose to have their invoices paid out in cryptocurrency, offering a fast, secure, and hassle free payment option. This new capability empowers contractors with greater flexibility and control over how they receive payments, supporting global transactions without the hassle of traditional banking delays or high currency conversion fees.
New webinars
💰 Do you want to build a fair, yet engaging pay framework for your global team?
Date: December 4 at 4 PM UTC / 11 AM EST
With speakers from Remote and Taylor Wessing.
Topics covered: enhancing transparency, innovative benefits, equity's role in diverse pay structures, and the EOR model for global compliance.🇧🇪 How can companies in Belgium scale and hire globally?
Date: December 5 at 10 AM UTC / 11 AM CET
With speakers from Bizzy and Remote, moderated by author Isabel De Clercq
Topics covered: Strategies to recruit key talent both in Belgium and internationally, leveraging HR technology to remain compliant worldwide.🇺🇸 Is expanding into the US part of your 2025 hiring strategy?
Date: December 5 at 4 PM UTC / 11 AM EST
With speakers from Remote, Wilson Sonsini, and JP Morgan.
Topics covered: raising capital, payroll, compliance, and banking strategies for US expansion.
🇫🇷 How companies can speed up onboarding of new talent
Date: December 10 at 10 AM UTC / 11 AM CET
With speakers from myRHLine and Remote.
Topics covered: Onboarding technology and best practices for optimizing talent acquisition and retention.
Note: This webinar will be run in French🙋♀️ Looking to simplify global payroll & benefits management?
Date: December 11 at 4PM UTC
With speakers from Remote and Kota
Topics covered: Insights into the complexities of global payroll and benefits, strategies to streamline operations and practical tips to support distributed teams effectively🥳 Need tips on how to improve your remote company culture?
Date: December 12 at 11 AM EST / 4 PM UTC
With speakers from ThinkHuman, Talaera, Remote, and Leapsome.
Topics covered: building alignment, collaboration, and success with dispersed and culturally diverse teams.
Upcoming events
🎄🇩🇪 Join our HR Holiday Party in Hamburg, Germany
Celebrate the season with us! On December 5th, HR Collective, rhome and Remote are hosting a special holiday event in Hamburg with insights on remote work, networking opportunities and festive vibes.
Secure your spot now – seats are limited.
Partners offers spotlight
Fleet
Our partner Fleet simplifies IT equipment procurement, leasing, and management for global teams, helping companies save time, optimise costs, and ensure device security. Ship equipment securely to 120+ countries. As a Remote customer, you receive 2 months free on your nexts orders.
Trainual
Now that you’ve seamlessly hired an elite team using Remote, it’s time to get them trained up. Enter… Trainual. They make it easy to document your business processes, so every team member knows what to do and how to do it, from onboarding to training.
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by "Remote" <hello@remote-comms.com> - 08:29 - 27 Nov 2024 -
A new operations strategy for a world with fewer workers
Re:think
FRESH TAKES ON BIG IDEAS
ON FRONTLINE TALENT SCARCITY Turning worker scarcity into opportunityOver the past couple of years, businesses have faced frontline talent scarcity at a level that leaders may never have seen before. What amplified the challenge was that companies’ typical solution stopped working: just offering another dollar or two per hour hasn't moved the needle.
That’s partly because employees are looking for more from their jobs. But scarcity has also become a more complex problem because it affects multiple industries at once: manufacturing, retail, warehousing, and truck driving. In manufacturing alone in the United States, the most recent data show almost 500,000 unfilled jobs—a figure that the National Association of Manufacturers projects could well rise to almost two million by 2034. Frontline workers can move between sectors more easily than ever, so any one company has more competitors for talent.
Plus, jobs are changing. At today’s fast-food restaurants, customers start at a kiosk or in an app, placing their orders themselves. These companies don’t need workers to take orders, but they do need them to interact with customers, make the food, and ensure quality. It’s similar in manufacturing, where the level of automation keeps rising. Instead of performing manual tasks, people spend more time solving complex problems and interacting with computers, robotics, and AI.
Frontline talent is a global issue. Although it was exacerbated in the United States by specific macroeconomic conditions, the employee skill and capability transition is pretty universal. Even in places where there are enough frontline workers, there often aren’t enough with the right capabilities to do what frontline employees need to do these days.
Talent scarcity is resetting the narrative about automation. People used to see automation almost as a four-letter word—presuming that it would take away jobs. But companies have learned that automation often takes away the tasks that employees like the least, such as heavy lifting in a factory or warehouse. For a finance person in a back office, it’s taking away the most trivial and boring aspects of the job. “Real transformations have happened when leaders listened to what frontline employees wanted to be automated: the parts of their jobs that they liked the least.”
When leaders think about frontline talent strategy, they need to be more transformational than in the past. They need to confront basic, hard questions, such as “How do we want to organize our business?” and “What capabilities do we need?”
To figure out how to do this systemically, rather than executing the short-term fixes seen over the past few years, leaders can take four steps. The first is to understand that frontline talent can’t be just an HR issue. It’s about reframing frontline talent as an investment—not just a cost. Frontline talent is crucial to the next generations of productivity and operational excellence. It determines where and how companies can automate and enhance with technology and what type of capability building people need.
The second step is to put real performance improvement at the core of the talent strategy, backed by clear operational and financial metrics. Applying the right data analytics to tracking and performance management data can reveal that more rigorous capability building and career pathways aren’t just a “nice thing to do.” They’re critical to business performance.
The third is to focus more on middle managers. They’re the early-warning detectors who make sure that the organization has the right facts about where the problems are, so the right people can help design solutions. They also lead capability building for frontline workers. It’s the middle manager who provides the on-the-job reinforcement and coaching that are essential for people to learn new skills and try new things.
The final point is to lean into the technology. It’s become clear that companies can’t just focus on automating the areas that senior executives prioritize to save money. We’ve observed real transformation when leaders listened to what frontline employees wanted to be automated: the parts of their jobs that they liked the least. If automation (and related technologies) can make their lives better, employees will be more engaged and an even bigger part of the solution.
It's exciting to hear a leader commit to a special talent initiative, as it shows the right momentum and investment support. But it’s even better when talent is no longer a special initiative because being concerned with talent is just part of how the company does things. That’s the goal: for a talent focus to be embedded in how things are done.Share Dan Swan’s insights
ABOUT THIS AUTHOR
Dan Swan is a senior partner in McKinsey’s Connecticut office.
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What do many executives overlook about challenging geopolitical conditions?
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Risks and opportunities. No company has been immune to the effects of geopolitics, but for decades, these concerns have tended to take a back seat to others. Today, however, CEOs and boards understand that the global order is shifting and will be for the foreseeable future. According to McKinsey’s Cindy Levy, Shubham Singhal, and Matt Watters, what many leaders have not yet contended with are the business opportunities that geopolitical shifts present, concentrating instead only on the risks these issues pose.
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