Type
Tue Jan
Type
Tue Jun

A Memorable “Welcome” Note for a New Employee

Just a nice feel good note left for a new employee reminding him/her that it’s ok to be a human instead of a productivity robot. I think everyone needs to…

New Manager Note

Just a nice feel good note left for a new employee reminding him/her that it’s ok to be a human instead of a productivity robot. I think everyone needs to take a break from reading their “10 Ways to be More Productive” articles in the morning, and read this instead.

 

It’s ok too..

  • Say “I Don’t Know”
  • Ask for more clarity
  • Stay at home when you feel ill
  • Say you don’t understand
  • Ask what acronyms stand for
  • Forget things
  • Introduce yourself
  • Depend on the team
  • Ask for help
  • Not know everything
  • Have quiet days
  • Have loud days, to talk, joke, and laugh
  • Put your headphones on
  • Say “No” when you’re too busy
  • Make mistakes
  • Sing
  • Sigh
  • Not check your email out of hours
  • Not check your email constantly during hours
  • Just Slack it
  • Walk over and ask someone face-to-face
  • Go somewhere else to concentrate
  • Offer feedback on other people’s work
  • Challenge things you’re not comfortable with
  • Say yes when anyone does a coffee run
  • Prefer tea
  • Snack
  • Have a messy desk
  • Have a tidy desk
  • Work how you like to work
  • Ask the management to fix it
  • Have off-days
  • Have days off

 

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Sun Jan

How to Create a Winning Digital Culture

Love this diagram from Boston Consulting Group. I’ve worked at a number of companies at this point, and every companies has its strengths and weaknesses when it comes to this…

winning-digital-consultant

Love this diagram from Boston Consulting Group. I’ve worked at a number of companies at this point, and every companies has its strengths and weaknesses when it comes to this chart. Luckily I’ve had the chance to work at some digitally progressive companies that are willing to embrace many of the ideas on this chart.

Customer Centricity

I’ve worked at a lot of companies where there is a firewall between many employees and the customers they are trying to market to or develop for. I think it is critical that all employees of a company understand their customers, otherwise their is a fundamental shortcoming.

Experimentation

At HubSpot we did a daily standup as well as monthly science fairs. At XebiaLabs we were dedicated to experimenting with new tactics, and we had a very informal culture that allowed everyone to bring ideas to the table. In order to innovate you need to have a very informal and open culture that facilitates change.

Agility

when you speed things up, downsize teams, and hold people accountable they become more engaged and responsible. Startups are great at this; more established companies not so much. Perhaps this is why I always function a little bit better in the startup culture.

Collaboration

Not such a fan of gaming people to have to work together as suggested in the bonus structure, but I’m sure it helps glue a team together in a weird sort of way. I also don’t think firing is the right decision in 90% of situations, especially in the case of non-collaboration. Much of the time there is a reason why employees don’t collaborate. Perhaps they are overworked, perhaps they are angry about something completely unrelated to their team, or perhaps they simply don’t know how to work with their team effectively because there is a lack of structure.  Either way, consistently firing doesn’t sound like a good idea to me.

Continuous Innovation

Hack days, innovative side projects, and everything else here is great. Big supporter of innovation, and I think this ties in highly with experimentation.

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Mon Dec

Social Media Image Sizes

Finally someone came up with semi-complete documentation for this. It doesn’t help that these image sizes change every year, if not twice a year, but It baffles me that I…

Finally someone came up with semi-complete documentation for this. It doesn’t help that these image sizes change every year, if not twice a year, but It baffles me that I have to google this every time I want to generate a new cover image.

social-media-image-cover-sizes

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Sat Nov

HBR’s Essentials: Daniel Goleman on “What Makes a Leader” and “Emotional Intelligence”

I’m in the process of reading HBR’s Essentials box set. In book one there is a great chapter on Emotional Intelligence written by Daniel Goleman. I had previously read his…

hbr essentials

I’m in the process of reading HBR’s Essentials box set. In book one there is a great chapter on Emotional Intelligence written by Daniel Goleman. I had previously read his books on emotional intelligence and social intelligence at the beginning of college, and I really enjoed them.

The chapter really highlighted for me how focused I’ve been on improving and how terribly behind I am, from a leadership perspective, in developing my emotional intelligence quotient.

I don’t think I innately have a low emotional intelligence quotient, but I do think that because I’m so mire in the technical on a day to day basis that it makes it hard to switch gears.

Below are the 5 characteristics of high emotional intelligence, and what they mean:

Self Awareness

The ability to recognize and understand your moods, emotions, and drives, as well as their effects on others.

Self Regulation

The ability to control or redirect disruptive impulses and moods. The propensity to suspend judgement – to think before acting.

Motivation

A passion to work for reasons that go beyond money or status. A propensity to pursue goals with energy and persistence.

Empathy

The ability to understand the emotional makeup of other people according to their emotional reactions.

Social Skill

Proficiency in managing relationships and building networks. An ability to find common ground and build rapport.

I think that I leave a lot to be desired when it comes to these five dimensions in my current role, but I’m sure in another place, at another company, or in another world I would be a rockstar if put in the right environment.

 

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Tue Jul

Clearbit’s Logo API

I just spent countless hours generating high resolution JPEGs for the Periodic Table of DevOps and the DevOps Tool Chest, and of course the second I stop doing this super…

clearbitI just spent countless hours generating high resolution JPEGs for the Periodic Table of DevOps and the DevOps Tool Chest, and of course the second I stop doing this super labor intensive work one of my old coworkers sends me this.

Clearbit has an API that will allow you to easily pass a url to it, and receive a nice logo for the company in question.

<img src="https://logo.clearbit.com/{{DOMAIN HERE}}" alt="" />

Here is an example using Google:

You can also send these parameters to alter the image returned:

Parameter Description
size integer Size of the image returned
format string Format of the default – either png or jpg
greyscale boolean Enables greyscaling
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