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Many #machinelearning algorithms, whether supervised or unsupervised, make use of distance measures.
Take k-NN for example, a technique often used for supervised learning. As a default, it often uses euclidean distance.
By itself, a great distance measure.
Knowing when to use which distance measure can help you go from a poor classifier to an accurate model.
Study: https://towardsdatascience.com/9-distance-measures-in-data-science-918109d069fa
Hi Fishes, I got an offer from Infosys and my joining date is on March 1st. . Since my current employer didn't accept my resignation as I was in emergency leave, I will need to serve notice period until April 1st. . Will Infosys postpone my Joining date by a month considering this valid reason. Please share your thoughts to take this decision!!! Thank you in Advance!!Infosys
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If you’re setting the meetings then you need to drive them. Don’t allow them to pivot. Bring them back on track and assert yourself. You need to command respect (without being an asshole).
If you’re brought into conversations and don’t have the context, stop the conversation and make them give it to you. If you don’t have information, ask for it and get it. They’ll be annoyed, but they need to provide it and eventually they will start doing it up front. You can’t advise without information, so make it happen. Yourself, not through your Director I don’t think it’s a good solution to bring your Director into this because he will have even less context than you which will waste a ton of his time and likely also make you look incompetent for the role you were brought in for which is to advise the team. Your job is to make your director’s job easier, not harder.
As far as your ideas.. your job is to advise so I assume that means give ideas. Continue to do that. Put them in writing. Let them bury themselves when they go against your advise and are proven wrong later so if and when your idea is brought up as we should have done this then you have proof you advised that back then.
The stickers, I have no advise on. Who cares about stickers? If you do, just ask for some...
Haha I laughed out loud and stopped reading after “they gave her client-branded stickers and not me"
Have you considered bringing in stickers and not giving them to anyone except the director and the new girl?
Kidding. Don’t do this.
It’s the principle of the stickers. I get it.
Seems like your director values your inputs and probably isn’t fully aware of your situation. Get 1:1 time with them to address it. Hang in there
Find something in common with each person and use it to your advantage. Start small!
Thanks everybody for your words! Good stepping stones for me, as this is my first time as a supervisor. Still getting a feel of the position.
My director doesn't partake in day to day conversations and has emphasized that he wants me to be involved. But every time we meet, I feel like I'm missing details because I wasn't part of the original conversation. We had a new girl start after me and they gave her client-branded stickers and not me.
When I bring up ideas, they end up nowhere. When I ask if they need help, I'm ignored. When I try to set meetings about what I am directly managing, they pivot the conversation to something else and never reschedule the original meeting. I have found that the best way is to bring up my ideas to the director who then announces it to the team to action on them. But I feel that makes the team resent me even more.
My best solution is to loop my director in all conversation so he can see how lost I am and how little interaction they give back.
Thoughts on how to best approach this lack of team spirit?
@acd1 yup I could care less about stickers but it's the principle of they trying to include me on the team.