Agile
Agility Hacks (via HBR)
I don’t know if I’d call these hacks, per se; however, the article makes good points about when agile helps and when it’s not a good fit. When you do need it to respond quickly, there should be (1) a clear purpose, and (2) leadership needs to get out of the way (or support the effort).
Behavioral Economics
How to Manipulate Customers … Ethically (via HBR)
- Respect people as autonomous agents (unless they are too young or incapacitated in some way)
- Consider whether nudging is best for the person or the system
- People that are being nudged should benefit from that nudge
Career
Putting Common Career Advice to the Test (via HBR)
- Take your career into your own hands [seems to have the most impact]
- Network outside of your organization and industry [not a bad move after you do the previous step]
- Follow your passion [less impactful than people think]
- Be ready to jump at the next job opportunity [yes, but don’t jump at everything]
Culture
The Toxic Effects of Branding Your Workplace a “Family” (via HBR)
- Reasons not to: personal and professional lines begin to blur, an exaggerated sense of loyalty becomes harmful, a power dynamic is created where employees get taken advantage of
- Do these instead: define high performance and focus on purpose, set clear boundaries, mutually accept the temporary and professional nature of this relationship
Forget Flexibility. Your Employees Want Autonomy. (via HBR)
“…self-determination is made up of three components: autonomy, competence, and relatedness.” Three things companies can do to create a good environment: (1) Establish principles, not policies, (2) invest in competence and relatedness, (3) and give employees the tools they need to work autonomously from anywhere.
Communication
When Pitching an Idea, Should You Focus on “Why” or “How”? (via HBR)
If you’re presenting to novices, focus on “why.” Experts are usually already good at the “why” part and want to know how you’ll accomplish it.
Leadership
Leaders, Stop Trying to Be Heroes (via HBR)
“The most effective leadership today — at all levels — isn’t about technical expertise and having all the answers. Besides articulating a compelling vision, it’s about being human, showing vulnerability, connecting with people, and being able to unleash their potential.”
Being Nice and Effective (via Software Lead Weekly)
“He identifies that authoritative, democratic, affiliative, and coaching styles have ‘the best climate and business performance.’ The other two styles, coercive and pacesetting, hurt the climate.”
Org Culture
Creating Flex Work Policies … When Everyone Has Different Needs (via HBR)
- Start one-on-one to understand real employee needs
- Avoid overemphasizing self-care in your messaging (this pushes the onus of employee care to the employee)
- Ensure alignment with your own employer branding
- Learn what your people have missed about being together
- Be willing to suspend your pre-pandemic rules and precedents
- Don’t mistake physical presence for loyalty
Process
Process People (via Software Lead Weekly)
An interesting take on people like myself that focus on process and culture in a tech company. (I guess I’m not quite in this author’s crosshairs, given I’ve been a “maker” before.) Although his complaints are justified, his first complaint is about dumb luck; if makers or managers haven’t had the opportunity to work for a “strong” product org, where are they supposed to get that experience? In theory, the consultants or other “process people” will help, but he doesn’t care for them very much.