At the core of whatever we want to call this period of distributed work – hybrid-remote, distributed, new normal, post-lockdown – is a deep and essential need for more equitable and inclusive behavior in how we work and managers need to drive it.
Remembering some principles up front will help build a healthy and inclusive culture that not only gets things done, but keeps its eye on the needs of the technical organization by raising up new talent and creating a sense of belonging for everyone.
Hybrid-remote work requires more tools for asynchronous cooperation. RFCs provide a way to let people contribute without adding another meeting to a calendar, and they can help you become more clear about decisions.
Leaders often help best when they accept that they don’t know all the answers.
Prioritization is hard, and it’s often at the root of team dysfunction and morale problems. You’ve got to grow beyond ‘just give me more heads to get all this stuff done!
As organizations scale, roles and responsibilities shift and often become less clear. While DACI and similar frameworks can be a little intimidating, you can keep it simple and bring clarity to your team.
In the process of doing my digital declutter, I came across this little book about a particular note-taking method that is really changing my thinking about how to behave with intentionality.
I put some thought into how to apply digital minimalism. This is due for a rewrite and update, but it might spark some thought for people considering how to take a step back and clean out their digital closets.
All of these ‘attack liberals from the left’ outrage merchants are plainly trying to serve a market niche of some sort and seem to be doing okay at it.
Definitely recommended for its low-key vibe, and its emphasis on deliberation and care over simple prescriptions or tech abstemiousness. I’m going to give some of its ideas a try.