Vladimir Oane's Key Ideas from Joy, Inc
by Richard Sheridan

"Knowledge hoarders" are people who possess extensive knowledge about specific systems, processes, or technologies. While they are highly valuable, they can also cause problems for organizations:

• If a knowledge hoarder leaves, it can create disruptions and gaps in knowledge.
• A culture of hoarding knowledge can hinder creativity and innovation. 
• The organization becomes heavily reliant on a small number of individuals, leaving it vulnerable to departures or absences.

To minimize these risks, companies should promote a culture of knowledge sharing.

Lunch and learn sessions are informal gatherings where employees share knowledge and insights on a variety of topics. Sherian emphasizes this ritual as a fundamental tool for creating a learning organization. 

It's very important for the meetings to be informal, low pressure ... so that anyone member of the team should feel welcome ... and share their ideas. 

Joyful organizations are fueled by creative energy. Which the company should cultivate mainly through hiring the right people. And there is no better way, the author argues, than to put passion on top of skills when evaluating a candidate. 

Instead of hiring "superstars" with extensive experience, companies should focus on hiring individuals with strong learning abilities and a curious mindset. 

The company will become more agile, more adaptive, more creative and overall more joyful.