There's definitely something interesting in the distributed work paradigm. I thought that this comment by a friend is particularly apropos. "I think it works great for a group of executors. But it works less well when people who need to do something strategic, or coordinated across a sizable group, or tackling anything ambiguous." My response … Continue reading When Distributed Work Works
Google just released their distributed work playbook. The key challenges that their research team gathered are: Getting connected: reliable logisticsBeing connected: clarity on workFeeling connected: building trust Their playbook appears to be individual pages that are slightly related. Perhaps because it's meant to be used in that Google thing where they put useful "readme" items … Continue reading Distributed Work Playbook by Google
"Working at a fully distributed company where everyone at the company is working remotely from each other means you’re simultaneously everywhere and nowhere."Ian Stewart's story of the story of the Four Planets of Design Concept by Adam Becker and Brie Anne DemkiwImages by Marly GallardoText by Ian Stewart We call our design process “deep design” … Continue reading Revealing The Four Planets
I enjoyed this web page for its simple prompt of, "Hit play and scroll..." — it was introduced to me by Scott Evans at Automattic. It reminded me of how we browse pages in silence, or with an unrelated soundtrack. But if each web page had its own deejay, the web world might feel a … Continue reading Hit play and scroll …
A low-performing team results from a sense that the organization neither cares for the team, nor does it care for its individual performers. In other words, employees stop caring about results when they feel the company doesn't care about them, too.
Working on a remote design team means you're eyeballs are staring at the screen a lot. Given that inclusive design has been a passion of mine since my 30s (I didn't know what it was called), I've been lucky to be aware that I was going to get older some day. Or, instead let's use the … Continue reading Mind the b(older) eyeballs
I've been reading an old McKinsey report from HBR (2001) about the "War For Talent" by Ed Michaels, Helen Handfield-Jones, and Beth Axelrod and loved this table: The Old Reality The New Reality People need companies Companies need people Machines, capital, andgeography are thecompetitive advantage Talented peopleare the competitiveadvantage Better talent makessome difference Better talent … Continue reading We’re moving from Capitalism to Talentism
I am a fan of all modes of tele-anything because I find it to be one of the two great things that electricity enables for us (the second one being refrigeration). When talking one-to-one on the phone, all is well because there is an understood "dance" we have all learned around taking turns. But when talking one-to-many on the phone, it works well if it is a 1-way broadcast -- but a teleconference is a "conference" versus a tele-pontification.
Originally published December 20, 2017 on maeda.pm. Having been a longtime fan of the over-the-top First Round Capital holiday videos, I took it upon myself to imagine what a fully remote company could make. So I set off with Automattic's Chief Semicolon Advocate Michelle Weber on a journey fueled by her reshaping of the lyrics of Jingle Bells … Continue reading How to make a fully kitschy distributed company’s holiday video
As a fan of the late John W. Gardner's work on "renewal," I am also a fan of his work on "excellence." I know that word "excellence" makes some people feel either icky or excited, but his treatise of the topic is fair and sufficiently sublime that I come back to his book on the … Continue reading Motivating your remote team can start (or stop) with a blogging habit