12 “Manager READMEs” From Silicon Valley’s Top Tech Companies

What does tech management at Slack, HubSpot, Netflix, Etsy, Shopify, InVision, and more have in common? A lot, apparently!

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** on Management, Collaboration & Org Design **
Written by Brennan McEachran, published on Medium

Ideo Redesigns The Dreaded Annual Review

No one likes annual reviews: They’re structured, overly formal, and they make it difficult to get real feedback that you can act upon. Here’s how Design firm IDEO helped redesign the process in a highly hierarchal and performance oriented setting.

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** on HR, People Operations & Talent Management **
Written by Katharine Schwab, published by Co.Design

How to Level Up One on Ones with Your Team

Great one on one meetings have the power to transform a relationship between an employee and a manager. And by transforming individual relationships, we can evolve our team and organizational cultures as well.

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** on HR, People Operations & Talent Management **
Written and published by NOBL Collective

Org Physics: The Three Faces Of Every Company

Every organization has three kinds of power, and three forms of leadership, three structures. This is not a menu. They are part of organizational physics — universal laws that apply to every organization, large or small, old or new, for profit or social.

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** on Management, Collaboration & Org Design **
Written by Niels Pflaeging, published on Medium

Are Tough Conversations The Kindest?

Practicing radical honesty involves giving colleagues direct honest feedback face-to-face and in a timely and respectful manner. Rather than undermining a team’s unity, it can help build trust, respect, and understanding between people, which in turn helps solve problems and diffuses tensions.

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** on Leadership, People Dynamics & Culture **
Written by Michelle McQuaid, published by Psychology Today

Overcoming The 5 Dysfunctions Of A Team

Effective teamwork ultimately comes down to practicing a small set of principles (not a sophisticated theory) over a long period of time with uncommon levels of discipline and persistence.

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** on Management, Collaboration & Org Design **
Written for The Mission, published on Medium

Holding “Auditions” To Build a Strong Team

An approach to hiring that genuinely identifies real skill and fit will give you the best shot at assembling the right team. A candidate assessment that mimics the actual work the candidate must do to succeed will give you the best hiring ROI. Maybe it’s a trial; maybe it’s a presentation; maybe it’s a short-term assignment that can be done in an afternoon.

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** on HR, People Operations & Talent Management **
Written by Matt Mullenweg, published on HBR

The Art and Science of Leadership at Scale: 3 Lessons from Sheryl Sandberg

Companies need different kinds of leadership at different stages. In an organization that’s changing fast there’s a very specific kind of leadership needed. Facebook COO Sheryl Sandberg knows as much about this kind of leadership as anyone possibly can. She’s one of those gifted leaders who’s made daring decisions at every level of scale.

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** on Leadership, People Dynamics & Culture **
Written by Reid Hoffman, published on LinkedIn

Why HR Must Take Risks, Not Manage Them

The best People and Culture / HR teams understand that people are not a fungible resource that needs to be attached to the real work – they are the real work. They understand that there are huge opportunities today to build competitive advantages in people. And they understand that to do so, the aim is not to minimize volatility and failures, but to maximize the opportunity for outsized gains.

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** on HR, People Operations & Talent Management **
Written by Didier Elizinga, published on Culture Amp blog

Programming Your Culture By Ben Horowitz

Culture does not make a company. The primary thing that any technology startup must do is build a great product. The second thing that any technology startup must do is to take the market. If you fail to do both of those things, your culture won’t matter one bit. On the flip side, designing a proper company culture matters to the extent that it helps you achieve the above goals. As companies grow, culture can help you preserve your key values, make the company a better place to work and help it perform better in the future.

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** on Leadership, People Dynamics & Culture **
Written by Ben Horowitz

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