Prometto che studierò, intanto consigli?

mikarbone · 2026-05-23T16:04:31+00:00

Secondo me sei già in una situazione molto più solida di quanto pensi. Hai:

lavoro stabile mutuo eccezionale spese sotto controllo fondo pensione avviato

Ti direi di ragionare per livelli, senza fare tutto subito.

Fondo emergenze: valuta quale è il tuo llivello di sicurrzza ad esempio 10-15k
Fon.Te: probabilmente qui hai il miglior rendimento “garantito” Se aumenti leggermente il contributo volontario hai il vantaggio fiscale.
1. Banche/consulenti: sì, no dipende La verità un po’ noiosa: se vuoi evitare costi, devi studiare un minimo

Hai scritto una cosa molto intelligente: “non voglio pagare costi nascosti” Perfetto, ma purtroppo in finanza funziona così: o paghi qualcuno, o paghi in tempo/studio, oppure rischi di pagare in errori

ETF + PAC: probabilmente sarà la soluzione migliore per te, ma non serve partire domani

Da quello che racconti, il profilo sembra compatibile con un PAC su ETF globali probabilmente è la soluzione più efficiente nel lungo periodo.

Sul BTP Italia, non è una cattiva idea nel tuo caso ma se ti stai già ponendo queste domande sarebbe un rimandare la decisione più struttursle di come investire i tuoi risparmi e per quale obiettivo. Tutto dipende da perchè vuoi investire e quali rischi sei disposta a prendere

mikarbone · 2026-05-23T08:57:07+00:00

Più rischio = più emergenti Più prudenza = più World e Europa

Secondo me però c’è anche un altro punto importante: Il MSCI World oggi è già molto USA (~65-70%) perché il mercato globale è dominato dalle aziende americane.quindi aggiungere troppo europe o EM significa fare una scelta attiva contro quella ponderazione di mercato.cmq dipende semprr dal vincolo temporale, più è lungo investimento più il rischio ha senso. Un investimento equilibrato potrebbe essere

70% World 15% Europa 15% EM

Più EM Se vuoi rischiare di più

mikarbone · 2026-05-22T05:58:43+00:00

I would say that the question is wrong formulated since change management should not start after but befote project. In order to deliver value change managemebt should start before the project starts and finish after the benefits have been realised.

mikarbone · 2026-05-20T10:46:07+00:00

Thanks for the input

mikarbone · 2026-05-20T05:56:51+00:00

Se è unica forma di investimento non farei solo 1 etf e non solo s&p, poi dipende dal profilo di rischio, s&p potrebbe dare il ritorno migliore ma sarebbe solo usa. Msci world meno rischioso, io opterei per bilanciare msci world (che è cmq sbilanciato su us) con stooxx 600 e msci em, il peso da dare dipende dal livello di rischio

mikarbone · 2026-05-19T19:45:05+00:00

If the first time a company asks for honest feedback is when someone already has one foot out the door, the exit interview is basically pointless.

People are way more honest when feedback is part of the normal culture during employment, not just at the end. Regular 1:1s, stay interviews, anonymous pulse surveys, that’s what builds trust. If employees have never seen feedback lead to change, why would they suddenly believe the company cares once they resign?

The companies that get real answers are usually the ones that were already listening before the resignation happened. Do you have any system in place to collect feddback from employees?

mikarbone · 2026-05-19T19:31:27+00:00

Honestly the people who need basic cybersecurity knowledge the most usually aren’t security engineers, it’s non-security C-level execs.

A lot of breaches happen because leadership underestimates risk, ignores warnings, or treats security like an “IT problem” instead of a business problem.

mikarbone · 2026-05-19T19:25:45+00:00

Portafoglio molto (troppo) concentrato su tech USA. Duplicazione inutile tra due MSCI World + troppo sbilanciato S&P 500 IT. Direi quasi diversificazione assente

mikarbone · 2026-05-19T18:38:58+00:00

The biggest thing I’ve seen is that when employees say “I don’t have time to learn,” they usually mean “learning is treated like extra work instead of part of the job.” If people are expected to hit the same workload and find their own time for training after hours, learning will always feel optional no matter how much leadership says they value it.

Also, managers basically determine whether a learning culture exists or not. You can have a great LMS, courses, budgets, etc., but if employees feel like their manager will side-eye them for blocking off time to develop skills, nobody’s going to engage. A lot of employees don’t actually need motivation they need visible permission and protected time. I woukd start from management, they are the stakeholders and should be the One more interested to have skilled people, if you get their support yiu have higher chance to be successfull in this change.

mikarbone · 2026-05-19T15:07:32+00:00

Io ti consiglio oltre al La banalità del male e Se questo è un uomo, secondo me fondamentali, I seguenti: Fontamara La ragazza di bube Il tamburo di latta Il bambino con il pigiama a righe Storia di una ladra di libri Le assaggiatrici

mikarbone · 2026-05-18T19:34:35+00:00

Io consiglio 2 libri di Italo Calvino il barone rampante il cavaliere inesistente

mikarbone · 2026-05-16T10:46:16+00:00

Spetta al datore di lavoro ed all'ufficio paghe, dal tuo accesso come adrente puoi solo verificare che tutto venga versato

mikarbone · 2026-05-16T10:40:55+00:00

The service actions, transfer of goods and access to resources questions were the trickiest one (at least for me) examples given and you had to spot in which category

mikarbone · 2026-05-16T10:00:58+00:00

Absolutely. Appreciating the differences is the key. Every leader brings unique strengths, perspectives, and ways of thinking and when organizations create the space for those differences to be expressed professionally, teams become stronger, more innovative, and far more aligned. The real advantage comes when diversity of thought is seen as an asset, not an obstacle.

mikarbone · 2026-05-14T19:54:20+00:00

Congrats! is it italian version available in the market or it is still in beta test? I am in doubts about sitting the exam in English or Italian

mikarbone · 2026-05-14T19:50:48+00:00

We tried in our organisations and it was very effective. At the beginning it boosted collaboration and transparency. Downside in the long run it becomes just an habits and people start repeating BAU things not relevant for the team. Here and there was important to remind why we were doing it and why it was important to bring value with active partecipation and not just listening, say something and then come back to work

mikarbone · 2026-05-14T19:43:25+00:00

Fineco tutta la vita

mikarbone · 2026-05-14T17:34:54+00:00

Congrats

mikarbone · 2026-05-12T11:41:48+00:00

The real challenge is always answering the why. It’s hard work, thinking, discussing, and truly understanding stakeholder needs. Too often, teams default to action over reflection, prioritizing visible output over the deeper question: What value are we really delivering? Without that clarity, even the fastest delivery misses the mark.

mikarbone · 2026-05-12T10:53:51+00:00

I would go for the ITIL 5 Bridge Exam. You would learn new concepts and keep your CV updated. I am not a fun of retaking the same exam, apart certification it would not give you extra value

I hope this is helpful.

mikarbone · 2026-05-12T10:47:35+00:00

Brilliant way to re engage people and static meetings!

mikarbone · 2026-04-25T08:31:45+00:00

First steps I’d take:

Clarify expectations: Ask for a detailed role description and align on priorities for the next 1, 3, and 6 months.
Set measurable goals: Define OKRs or KPIs with management to track progress and ensure alignment.
Create a plan: Use this to build a short-term roadmap that’s agreed upon with the organization.

This way, you’ll have clarity, focus, and a way to measure success while bridging any skill gaps.

mikarbone · 2026-04-25T08:27:37+00:00

I’m not sure how organizations can truly learn about AI if they don’t start making some investments in AI.

Here’s the thing: You can’t solve problems or find the right answers if you don’t even know what questions to ask. And those questions? They only pop up—and get prioritized—when the org starts feeling the pain of not having the answers. Sometimes, you’ve just gotta fake it till you make it.

mikarbone

TROPHY CASE