Have you ever learned by accident that someone really didn’t like your presentation, or meeting, or workshop that you held? And you wondered why they didn’t tell you? Maybe you even got a bit mad that they didn’t tell you, because you explicitly asked for feedback? If you start looking for a reason, there are two processes that might not have worked: Providing the feedback and receiving it.
After having merged and roughly cleaned my reference data, I was eager to start annotating.
… and what I wouldn’t change. My way to becoming the team leader of multiple teams in the company was
Nonviolent communication (NVC) as developed by Marshall Rosenberg in the 1960s is an approach to human interaction based on the assumption that everybody is capable of empathy and compassion, and that conflict only arises when your own needs are not met. NVC is bigger than your workplace – for some, it’s more like a world view, and there are also parenting strategies based on NVC. It basically can be applied to any system or organization, because it’s so universal – that’s the beauty of it!
I looked for a project in which data played a vital role, and where machine learning could be applied – mainly because data preparation and machine learning, as well as data visualization were areas where I wanted to improve my skills. While I meditated about this topic, I identified five aspects that stood out.
It is usually quite easy to get excited for a new topic, to delve into the basics and to learn just enough to recognize buzzwords around that new topic. However, in every learning journey, there comes the time where you stand at that metaphorical junction and have to decide where to go next.