Comments for Hard-won

Comment on Meeting Hygiene by Neeta Garud

Neeta Garud — Sun, 13 Sep 2020 23:07:53 +0000

Great article Craig!
One more thing that has helped us in past are Pre read docs and making it mandatory to show up only after people have read the required info.

Comment on Less is More by Anthony Daugherty

Anthony Daugherty — Tue, 25 Aug 2020 14:50:19 +0000

Thanks for publishing this, Craig. I am so appreciative of being able to see these principles in practice every day and miss your leadership within the organization.

Comment on The Lifeboat by Seth Ammons

Seth Ammons — Thu, 14 May 2020 22:08:25 +0000

Fantastic to see the graph. I remember you asking this question and I thought it was brilliant. Ever since then, I knew that if I found myself in a leadership position in a new org that I would borrow the strategy. This visualization is a fantastic way to organize the data!

Comment on The Lifeboat by Craig Kaes

Craig Kaes — Thu, 14 May 2020 21:10:20 +0000

In reply to Matt Anderson. I think an anonymous survey would not have been filled out by most people. Aside from the one person who put me in their lifeboat, I have no reason to question the validity of the data. What kept me from doing it on an ongoing basis was the amount of time it would have taken. It is possible that it could be made a standard question at performance review time and so could be delegated. That’d allow you to track things like your suggesting. Yes, I can see the value of tenure as another variable. It could help identify camps (old guard vs. new guard), how quickly somebody proves themselves, current performance vs. reputation (new folks could be more objective), etc.

Comment on The Lifeboat by Matt Anderson

Matt Anderson — Thu, 14 May 2020 05:04:55 +0000

It’s awesome you had the foresight to track the responses to get this kind of data. Do you think an anonymized survey (vs. 1:1’s) would yield significantly different results? This got me thinking about ways you could try to measure the health of teams during / after a reorganization.

It may have been information that was slightly more convoluted to gather but it would be interesting to have a data point on “time in seat” or “time on team” – how quickly (or not) they were on the boat of folks from that team, and if they had transferred from another team how many folks still had them in their boats. The level / seniority is relevant but some measurement of tenure at the company or team level would give some additional intersections that may be worthwhile.

Comment on Scaling the Architecture Function through Organizational Growth by Humberto

Humberto — Wed, 13 May 2020 19:13:16 +0000

Craig, you are rocking!

Comment on Less is More by Dana Sherrell

Dana Sherrell — Thu, 07 May 2020 23:23:33 +0000

Thanks for this – really resonates with me. I’m still catching myself offer my ideas first….working on it.

Comment on Scaling the Architecture Function through Organizational Growth by Murad Kablan

Murad Kablan — Fri, 01 May 2020 20:37:57 +0000

Great post, Craig

Comment on Scaling the Architecture Function through Organizational Growth by Craig Kaes

Craig Kaes — Fri, 01 May 2020 04:22:57 +0000

In reply to Matt Anderson. Thanks, Matt. Kind words :-)

Comment on Scaling the Architecture Function through Organizational Growth by Matt Anderson

Matt Anderson — Fri, 01 May 2020 02:39:28 +0000

I’d like to personally request a framed and signed portrait of these drawings – simply stunning!

One is the things I’ve always admired about you is your way of asserting a possibly contentious topic, but with a level of humor and levity that lends itself to landing well with your audience. I look forward to reading more of your content.