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Fractal geometry refers to repeating patterns in nature. The idea is simple, but so vast and far-reaching. Some scientists say that life itself is built on fractal geometry. Others say it is “God’s fingerprint”. Fractals, or repeating patterns, can be found in all aspects of our universe. Fractal geometry is found in everything from behavioral patterns to plants to sound waves. Life as we know it is built on this structure, and life has flourished for billions of years. The concept of fractal geometry permeates our existence.
Perhaps one of the simplest explanations is to look at a tree. The main trunk supports the branches, the large branches divide into smaller ones, which in turn divide into smaller branches, and this pattern is repeated all the way to the leaves.
In human and animal reproduction, cells duplicate themselves from one cell to two, then four, eight, and so on and so forth.
Landscape structure can be seen in patterns of geometric shapes. Mountains are repeating triangles of different sizes. Clouds in the sky can also be seen in Fractal Geometry. A small part of a cloud looks the same as a large part of a cloud.
Although fractal geometry has always existed since the creation of our universe, it was “discovered” by Benoit Mandelbrot, a Jewish scientist living in France. He later became an employee of IBM in the 60s and discovered that repeating patterns in nature could be mapped to a mathematical equation. With this mathematical equation, he assigned digital colors to integers, and when computerized, colorful repeating patterns came to life. The amazing thing is that the mathematical equation, colors and patterns are infinite. You can zoom in on the pattern forever, and even though the pattern is constantly changing, the same recognizable patterns appear over and over again. This pattern became known as the “Mandelbrot set”.
A scientist took a mathematical equation and applied it to many things. One of the advances they made was in visual technology. They designed software that helped them make a big leap forward in the aviation industry. The imaging software they created was now able to depict infinite patterns in nature, which aided in the creation of visual simulation software for trainee pilots.
In the law enforcement industry, they applied Fractal Geometry to their video surveillance technology to achieve much clearer images and video by applying repeating patterns of the same image over the original image.
Fractals in business structure
If you look back in history, you will find fractal patterns. Military ranking systems, monarchy/kingdom structures, Egyptian pyramids, family trees, telling ancient stories passed down from generation to generation, and even song structure.
Based on the Fractal Geometry model, companies structured in this way are also self-sustaining and growth-promoting. This is how people were created to think, live, work and develop. Like the human body, a business organization is similar in that it requires many parts to work together to thrive.
In many cases, when business systems fail, it is because the management structure is flawed. Most often when there is one boss and many employees. This type of structure is inefficient because one person cannot effectively manage such a large number of people. Many employees leave based on their boss’ performance when the boss loses contact with them. When the relationship bond is lost, vision and motivation soon follow.
A natural correction occurs with the Fractal Control System. As skills are multiplied and passed on, an employee becomes a next-level manager easily and seamlessly. A natural restructuring is taking place. New managers are appointed, employees are reassigned, and the organization embraces changes that make the business more efficient. Healthy organisms in life are constantly growing and changing. The same should apply to organizations.
There are a few key points to keep in mind when building a business structure based on fractal geometry.
1. The structure must be scalable.
2. All members of the organization must be with the vision/DNA of the company.
3. Members must work within their chain of command.
4. Skills must be divided and multiplied by the next level.
5. 2-4 members per level are optimal.
When an organization restructures to use fractal management, things naturally tend to fall into place. Below is an example of a fractal control structure. This is a 1:4 model
One thing to remember when making organizational changes or restructuring: keep the basic fractal structure in place. If you’re using a 1:4 structure, stick with that structure. Don’t “squeeze” a bunch of people under a leader who already has a whole 4th level. This puts a strain on the driver and causes the structure to deteriorate. Organized change that adheres to structure leads to growth, while chaos leads to decay.
Everyone is a leader
Using a fractal leadership structure, everyone is or will become someone’s leader. For example, a warehouse manager manages different sections of the warehouse. Dry warehouse manager Chill, Frozen and Will Call are present. Under each section is a fractal under its manager, such as receivers, chargers, pickers, and enforcers. If you look at one branch, like the receivers, they create their fractal according to the same pattern, they have 4 workers under their care and so on until the starting positions.
A relationship with each fractal must be established in order to cultivate growth. Brief weekly meetings with your fractals are important to maintain morale and motivation. These weekly meetings should focus on the employee’s personal needs, not so much on work. Talking about how they’re doing, their family, hobbies, etc. lets you know that the company cares about them, not just what they were hired to do.
Progressive companies allow these meetings to take place outside the office. Cafes, restaurants and coffee shops are ideal places for fractal meetings.
Larger company-wide meetings are important for visioning and corporate context. Having these full staff meetings instills a fresh vision into all the fractals. Communication at the highest level is essential for coordinating the organization as a whole. The “DNA” of the company should pass through all levels.
When you’re looking for employees to add to your organization, don’t hire those who do it well, hire those who help others do it well. An organization should build a company of leaders. Leadership skills should be on the skills list of every hire. You might be thinking, “How can work get done when everyone is a leader and no one is a follower?” A good leader leads by example and gets into the trenches and encourages others to do the same. A good leader also has a teachable heart and mind and is open to guidance from authority.
This brings us to the character of potential employees. Training can be used to fine-tune employees, but good character should be the foundation of every hire. How do we find good character and leadership?
A good employee gets the company’s vision and buys into it. They are enthusiastic and proud of the company they work for. Hiring managers must be good evaluators of character. Many new employees come from companies that have not been able to meet their needs. They leave their other jobs for a reason. New hires have a mindset that can be guarded like a bad breakup. These employees need to build morale so they can build confidence, which in turn builds company pride. When a new employee feels appreciated by their manager, it makes them feel ownership in their work.
Another trait to look for is a utility player. Hiring utility players with different skill sets gives you more options during periods of growth or when you need to shuffle people when they retire or leave. An employee may have to wear several hats during the season until a suitable replacement is found to assist. The organization should be flexible and adaptable.
If one member of the organization is struggling or sick, the organization as a whole is also struggling or sick. Think about it when you stub your toe. The whole body reacts with pain. Your toe is not an isolated limb. During an injury, other members of the body reach out and help the person in distress. If this happens in business, other people in the organization should be sent to help the person or department in trouble until the problem is resolved. It can be an “All hands on deck” situation. Once the issue is resolved, members will return to their normal duties.
One of the biggest problems with new hires is employee retention. New employees try it for a few weeks and decide they don’t want to work there anymore. If it occurs repeatedly, it is the driver’s job to find out the cause and try to solve the problem. Is this a false expectation? Bad management? Bad relations between co-workers? Maybe the manager needs to explain the job description better, maybe with a video. To minimize high turnover, look for people with similar experience, do an interview tour with potential so they can see what they’re up to. Creating success is a journey based on fixing the bugs in your system. Below is a chart with some successful recruiting formulas.
When adapting your company structure to the Fractal management structure, be sure to do so in stages. Do it slowly and work towards the correct fractal pattern. Making restructuring changes slowly gives everyone time to adjust.
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