I have few blink cameras at home. And, to be honest, I’m really happy how they are working. So when I was looking for a doorbell, a one from blink was the obvious choice for me.

Company which I already know, application which I already have, integrated into my home assistant instance. Should be perfect.

Should be. After less than a month I’m sending it back. Blink is using a pair of lithium batteries. In all other cameras they are working few months. In the doorbell max is a week. It’s not a joke – one week. And this is when I set up a maximum energy saving options. No movement detection. No recording when system is armed. Nothing. Only recording when someone press the button.

I already have an alternative. Ring doorbell (2nd generation). It’s more expensive, but it’s working.

Ok. I had to install the application to set it up first time. And to integrate it with my Amazon account. But then I may not use it anymore. Not, if I want to use it as a doorbell only. And, to be honest, ring has a better integration with Alexa.

So at the end, I have few ring outdoor cameras, but ring doorbell 😂

Whiteboard from Atlassian

Atlassian will release their own whiteboard. It will be a part of the confluence. So you will not have to use miro or mural (or similar online services). You will not need apps like Microsoft whiteboard or Apple freeform. Confluence will be everything what you need.

You want to more know? Or maybe even join the beta tests? Check

What Agile really means

It’s simply a way of thinking a little outside the box and often not very functional. Agile is about one thing: doing your job wisely, in the shortest possible time. There is no room for performing meaningless tasks and repeating beaten patterns over and over again. It’s worth remembering that agile is not something that can be started by a single person in a team. It is absolutely necessary that the whole team works in the same way.

Agile thinking is based primarily on setting healthy and appropriate priorities and managing human resources wisely.

According to Dave Thomas, it is enough to follow four very simple steps when working on a project. These are presented as follows:

Find out where you are currently

Take a small step forward toward your goal

Assess what has happened

Repeat all the steps

Agile is not a methodology or a process – it’s a way of thinking based on common sense and not doing things that don’t make sense. There’s still a long way to go to a methodology; usually the intermediate step is a framework, or a framework for doing things, such as Scrum.

So what is agile really? It’s a way of thinking, natural to people, transferred to business. That’s all it is, and that’s all it is.

Unfortunately, the term Agile has become popular, so many people have decided to become Scrum Master shares even Agile Coach. And instead of letting people think, they teach them rigid rules, that is, they completely contradict the idea of agile.

My blog in Fediverse

Thanks to a plugin called “ActivityPub” my blog is now part of the Fediverse.

This means it may  share and talk to everyone using the ActivityPub protocol, including users of Friendica, Pleroma and Mastodon.

People can follow  this blog using the username or the URL


Update :

If you’re using plugin “Jetpack Boost” you have to disable option “Defer Non-Essential JavaScript”

OKR – what is is (in short summary)

OKR stands for Objectives Key Results.

It is a management method that uses objectives. It describes how to set and record priorities and what to do to improve the effectiveness of their implementation.

The most familiar element of OKRs is the format for writing down the goal. O from the abbreviation OKR is goal. Key Results or Key Results are measures of success.

The Objective in an OKR should be qualitative (so it is not measurable). It is a buzzword that names a change or state that the company or team intends to achieve. It is meant to define an exciting, specific challenge. It is used to communicate priorities precisely, the recipient should be able to remember it easily and understand its value.

The key results are 3 to 5 points, the evaluation of which will show whether the goal has been achieved. Each is an independent measure that can be regularly and explicitly verified.

The OKR target is for one thing, for a given period a company can adopt several. The fewer the better. At the team level, it is best to limit yourself to one OKR per quarter. One chooses the most important things, the priorities on which the team should focus. The teams’ OKRs are updated quarterly and their progress is monitored every week, at least two. Creating individual OKRs is not recommended.

OKRs are not just goals – they are also a process for setting and orchestrating priorities within a company and a set of practices to increase the effectiveness of implementation.

OKRs are not the only approach to goal management. However, they are transparent, understandable, relatively simple and currently the most popular. They were introduced by Intel in the 1970s.

Critical vulnerability in Fortinet products


An external control of file name or path vulnerability [CWE-73] in FortiNAC webserver may allow an unauthenticated attacker to perform arbitrary write on the system.

Affected Products

FortiNAC version 9.4.0
FortiNAC version 9.2.0 through 9.2.5
FortiNAC version 9.1.0 through 9.1.7
FortiNAC 8.8 all versions
FortiNAC 8.7 all versions
FortiNAC 8.6 all versions
FortiNAC 8.5 all versions
FortiNAC 8.3 all versions

Critical vulnerability in Fortinet products

A heap-based buffer overflow vulnerability [CWE-122] in FortiOS SSL-VPN may allow a remote unauthenticated attacker to execute arbitrary code or commands via specifically crafted requests.

Affected Products

FortiOS version 7.2.0 through 7.2.2
FortiOS version 7.0.0 through 7.0.8
FortiOS version 6.4.0 through 6.4.10
FortiOS version 6.2.0 through 6.2.11
FortiOS-6K7K version 7.0.0 through 7.0.7
FortiOS-6K7K version 6.4.0 through 6.4.9
FortiOS-6K7K version 6.2.0 through 6.2.11
FortiOS-6K7K version 6.0.0 through 6.0.14

Who is a coach and what does he/she do

Let’s start with a few definitions :


Mentor is a person with considerable experience in the same or a related field of life or business that you are in. You meet, you talk, and he (or she) can simply advise you on something based on his (or her) own experience, and, if necessary, back it up by consulting his (usually wide and valuable) network of contacts.


The main difference from a mentor is that he (or she) doesn’t have to know exactly what you’re doing. He doesn’t have to, because a coach doesn’t give advice, but instead asks wise and skillful questions. He or she does it in such a way that you yourself arrive at the right answer that is in line with you and your values, which is somewhere inside you, in Bohemia. And finally: the coach is screwed because of the ongoing spoiling of the market for these services by people without good education, experience and aptitude. Unfortunately, sometimes admitting that you are a coach is a real shame.


Depending on the stream in which he works – he will advise a little, ask smart questions, diagnose a little, what may be wrong with you. He or she focuses on fixing problems with your psyche and approach to life. Although he often works in a similar field to coaching, in most cases he will be more conservative in his working methods (after all, this profession is a century old) and more deeply educated (which doesn’t mean better or more effective).


Should have (although this varies) practical experience and a lot of theoretical knowledge in the field in which he/she trains. The knowledge is usually transferred on the basis of a premeditated training programme and in a one-to-many mode (trainer and several trainees).

Set of characteristics of an ideal coach

A coach deals with broadly understood personal development, and his basic task is to motivate their charges to action. He helps them to set goals to pursue, contributes to the development of their professional competence. He becomes a professional partner who helps to bring out the potential hidden in everyone. On the way to personal development, it is worth having such a professional person by your side.

It is important to start cooperation with a professional coach, who works with success in mind. Relationship between you and your coach should be very positive and goal-oriented. Good communication will help you achieve your goals.

Ideal coach – what kind of coach?

There is a perfect teacher, doctor and actor. There can also be a perfect coach. This could be said to be the case if a personal development professional possesses the following set of qualities:

Professional competence

knowledge and skills are the great power of a coach. He or she must be very familiar with the theoretical as well as practical issues related to coaching, and must be able to effectively put coaching methods into practice. A coach should have a diploma and a certificate of completion of a coaching course to prove their knowledge and skills. However, the document is not enough to conclude that you are dealing with an ideal coach. Other skills also count.


A professional coach is very effective in all his activities. If the person he or she works with manages to achieve all or most of their goals, you can say that their methods are effective. Due to the fact that the coach will have the ability to draw conclusions, his experience will grow. Thus, he will be able to improve the tools offered to his mentees. Bringing success to the client will then not be a hassle.

High ability to build relationships

A good coach must be able to deal with his own emotions, as well as with the feelings of the client. He should transform frustration into a driving force for action. A professional coach is able to build a friendly, relaxed and fully comfortable relationship with the client, so that there is full trust and understanding between coach and client. On this basis, you can build a lasting foundation for further action.

Expanded observation skills

Attentiveness is an important quality of a good coach. He or she should show interest in the client’s problems and pay attention to even the smallest details of the client’s behaviour. From the general to the specific – this principle will help to work out the way to success. Thanks to the fact that a coach will be able to adequately determine the atmosphere prevailing during an individual meeting with the client, he/she will be able to ask such questions, so that you can deduce what is the cause of the problem and what is blocking the development of professional competence.


A coach should not promise the client a pear cake. It is natural that achieving a goal requires time, full commitment and learning the necessary skills. For some it takes less time, for others more. Everything depends on individual predispositions. The client should receive reliable information from the coach about progress, without coloring the reality.

Acting responsibly

Sometimes it happens that people who are in a bad mental state report to a coach. A coach is not a psychologist. Responsibility and professional ethics require that the coach in such a situation refers the client to psychotherapy or a doctor for advice.

Supporting, not lecturing

The relationship between the coach and the client should be a partnership. A professional does not impose solutions, but suggests several paths that can be followed to achieve the goal. It’s up to the person concerned, which type of procedure will be chosen. A person in the coaching business cannot give advice, but only helps the client to develop their own solutions. No one will receive ready-made prescriptions from a coach. And that is good. Coaching is to teach independent responsibility for your own life and not to be afraid of making decisions, even if they will have unpleasant consequences.