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Level up the conversation about managing people, at work
We are co-creating the future of work.
There’s a very practical intersection between managing people at work, and the trends we see out there on our feeds.
What skills do managers need to practice and learn, and how do we learn them?
How do we sort the keepers from the clickbait?
How will we evaluate how our own labor is deployed, and consider the human beings behind the products and services we use?
My approach is practical. I’m a practitioner. And we all have to go to work tomorrow, and do all of the things. Hopefully the right things.
Thoughtful readers and leaders from top tech companies, media, startups, VC/investing, are reading along with me. Please join us.
Each issue of the free newsletter orbits around a single theme relating to leading people at work. It drops every 4-6 weeks.
Sometimes it’s an essential skill, or best practice. Like setting goals, a woefully unappreciated practice IMO.
There’s always recommended reading — from pop culture to classics. NB: most business books aren’t classics.
It’s writing, about management and people at work. Not content marketing.
Bennies for members: Members Only
Members Only goes deeper: observing, analyzing, and sometimes debunking emerging management and workplace trends. It’s new, and evolving.
Here’s what I’ve been writing about.
Everything Has Changed. Members Only #4. The “now things are different” narrative is so prevalent in tech. Not a fan. One thing is different, though.
Failure to Respond: Members Only #3. Training won’t be the end of sexual harassment in your workplace. Listening will be.
You Don't Need A Culture Plan: Members Only #2. You need to change the way you allow people to treat one another in your workplace.
(And, hopefully it’s clearer today than it was when I said it in 2013: no, you should not have a keg in your damn office.)
When members ask me questions, sometimes I answer them in Members Only. I also talk about things like self-diagnosing problems in your working environment, questions to ask about management training, and staying on track for performance reviews.
And I’m experimenting with other ways to engage. And for you to engage with all of these ideas, and the body of knowledge around people and workplaces.
The current experiment: Office Hours. I’ve been setting aside one day on my calendar each month for 1:1 phone/video chats on a topic of your choice. Obviously this doesn’t scale; I may not offer it “forever” It’s there and working for right now, though. (Next Office Hours: September 27.)
If you’re fortunate to work for organization that provides budget for your professional development, what a great benefit! Make use of it with a Members Only subscription.
Might more than 5 people in your organization like to subscribe? Contact me for more info on organizational discounts.
Why am I doing this?
After more than a decade of writing online at my blog, and newslettering on and off since 1996, I’ve learned that some readers and subscribers are looking for more. More information. More ways to connect with ideas. More engagement.
So if you want more, I’m designing for you. It’s a work in progress.
At the same time, I’m designing for my business. tl;dr, you can’t write well for free.