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ワークショップはユーザ調査からわかった各点を掘り下げ、どう取り入れるか話し合う場となります。 This work led to the establishment of the Growth team in and shaped the team's priorities and strategy. 研究方法


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It will help you learn and practice a sound preflop strategy based on how the best micro- and low stakes player actually play in You will also learn to quickly recognize different poker hands like for example two-pair, flush


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そういえば25NLまでが対象のHoldem ManagerもSmall Stakes版であってMicro Stakes版ではないですね。 一方、凄く変わったbetting strategyを持ったレギュラーもいて、(flop15%potなど、とにかく小さく高頻度に


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Difficult feedback like this changes you. Feedback, and progress, came rushing in. Use threads for feedback in channels. Direct, specific and non-threatening. Some people only want corrections. It should change you. Before any tough feedback conversation, I write down everything I might say if there were no consequences. Start and end with the goals, not the issue. Individual feedback has to be tuned differently for each member of your team. The feedback conversation is about helping the recipient get to a better place. Collective feedback should be integrated into the system that you are trying to improve. In the engineering world, peer review of code is a common way to create this type of culture. Then, I find a trusted partner for role play. It not only protects the speed and stability of the development process, it forces knowledge sharing and healthy interdependence among coworkers and teams. One of my first managers taught me this 25 years ago, and it still holds true. Here are some specific in-app behaviors that help propel a feedback culture: Express gratitude often. Creating a constructive feedback culture In an ideal workplace, peers, supervisors and direct reports all share their work early and often. Remember that, for good people, getting better is the greatest reward, which means that great feedback is a key retention tool for your star performers.{/INSERTKEYS}{/PARAGRAPH} Another methodology that encourages feedback loops is the RACI matrix. It keeps the conversation organized and lets people get specific about their issues. The key is to find an attentive moderator who asks curious questions and someone else who takes diligent notes. My manager showed me how to take control of the situation. Project retros are a great tool. Echo the accolades in team channels whenever you come across them. As a leader, your vulnerabilities are opportunities for your team to learn. Before you have meaningful feedback conversations, the recipient should already know that you are on their side. Feedback is a great way to show support. Others want their triumphs celebrated. By the time I gave my own manager visibility to how behind schedule we were, he was rightfully dismayed. Set an optimistic tone. {PARAGRAPH}{INSERTKEYS}Before joining Slack, I was a senior security engineer at a major social media platform. I take time at the start of every feedback conversation to reinforce the strength of the existing relationship. Circle back. It was painful but necessary. What do we both already agree is true? Be sure the recipient wants your input. If you pretend to not notice when they are struggling with a new challenge, they might feel abandoned. This is when they need your empathy the most. Identifying the responsible, accountable, consulted and informed personnel on a project gives everyone clarity on whom to request feedback from and at what stage. Unfortunately, that posture undermines the vulnerability we need to make the most of the gift our colleague is giving us. Peer review is a feedback loop born, in part, of the agile development process. Share in public channels. Maybe the recipient only wants a sounding board. Here are steps you can take to mitigate a bad reaction: 1. Follow their lead, and make a follow-up plan. There were daily meetings, extensive status reports, the over-communication of micro-deliverables—you get the idea. Figure out how you should participate. Name the behavior, result or ability that is missing. Even five minutes of playing out the scenario is beneficial. Check for goal alignment with the feedback recipient in the area of concern and look for differences you might have been unaware of. And you will reap the benefits too. Lay the groundwork. Ask for it, accept it gratefully and offer feedback about yourself. Feedback unlocks an opportunity. They ask for feedback. I was at risk of failing alone.