Will Stockdale

I'm building Kommon to make it easier to be a new manager. We send out stories and advice every week in our newsletter. inkommon.com/resources/news…

@erinbury @WillfulWills Slightly leftfield: We had a slot for employees to present on a topic that interested them. It was not work-related, and if you were chosen, you were given time in your working day to prep. They were great, and it was a fantastic way to learn more about each others' interests.

What are some of the best lunch and learn topics/presenters you’ve had at your company? Looking for inspiration for @WillfulWills! (also, if your company wants to learn about estate planning we have a really great “wills 101” virtual session 👌🏻)

Read the full piece here and see what you think... every.to/p/what-i-miss-…

Different cultures suit different folks, and ‘excellence’ and ‘standards’ are slippery things to define and aim for. But as managers, if we can create an environment which consistently pushes people to work at their best, the benefits scale far beyond the work itself.

.@zebriez's excellent piece for @every on her time working at Stripe has provoked a bunch of debate on the virtues of ‘working hard’, and also contains a couple of brilliant passages all managers should read. A couple of thoughts in a short 🧵 every.to/p/what-i-miss-…

@Patticus 5) The cost of getting it wrong (and benefit of getting it right) is hard to measure. Despite the fact everyone ‘knows’ good mgmt training is invaluable, proving ROI is hard. The main costs to getting it wrong - poor performance, attrition, mental health - are poorly understood

@Patticus 4) Attitudes to investing in new managers. Those newest to the job need the most help, but their work is often (incorrectly) perceived to be where the stakes are lowest (vs more senior managers). New managers get crap e-learning, execs get coaches.

Most management training is akin to 2 episodes of the office. Why don't we train managers better? Sincere question.

@adampnathan @OliverPickup @worklife_news In lots of places, it's even simpler than that...

The pandemic created too many managers. Most are not being trained to run remote teams –– and they will lose. A recap of @OliverPickup's piece for @worklife_news: [a thread 🧵]

Kraken, a U.S.-based crypto exchange, has announced they'll be continuing to hire, and have announced a culture overhaul that promotes "diversity of thought" over "stereotypical team diversity measurements" and prohibits describing another's words as "racist" or "x-phobic". 🧵

In 2014, I shared my first findings on bias in perf reviews. Today, @textio publishes new research: Systematic patterns of bias in performance feedback by gender, race, and age across 25,000 people at 250+ organizations. The largest study ever of its kind. hubs.la/Q01dG4qy0

The upside of being impacted by company layoffs is that I can be open about my job search and widely share what I’m looking for 🙂 Please read through and reach out if you have a role that you think would be a good fit! angelariggs.github.io/articles/2022-…

I’m sorry to say that I was impacted by The Zebra’s layoffs yesterday. I’ll put together a more detailed “what am I looking for” post when I have the energy for it, but I am looking for QA or QE manager roles, remote U.S. preferred. Please RT and share any leads ❤️

@heyblake Not that marketing is trivial at all (as per Farnam street article framing), but seems to be a form of bikeshedding. How things look/read/are viewed is a topic everyone can have an opinion on... so they do. fs.blog/bikeshed-effec…

Non-technical people never criticize a dev's code. But somehow everyone seems to have opinions on a marketer's work. Any ideas why?