If something allows teams to operate without direct managers, it is probably the async-first model as it requires versatility, accountability, and self-discipline.

Staying aligned with business goals is harder to delegate.

Building connections pass mostly through work but also from casual interactions. It doesn't come for free most of the time.

You must understand how and allocate a budget for it.

I’m surprised with the achievements I made recently. All the metrics toward the goals I track are positive.

Only underperforming part is in growing my Twitter audience. I must find ways to bring more value here.

It starts with investing more time in interacting with people.

It always saddens me when I hear a story of someone who used to dream about living anywhere while working remotely but is now forced to return to the office.

You are close to reaching your goal; someone strips it brutally.

Not everyone has leverage.

Rewarding engineers for features delivered in time is dangerously short-sighted. It doesn't care about how worthless or broken those features are.

Motivate people to deploy maximum value to your customers instead.

Strictly budget to encourage innovation.

TIL there is Esports for Excel.

From day one, it requires giving people absolute trust to lead a high-performing remote team.

But it is way harder to heal completely once trust is damaged.

I allocate time to learn every day.

I want to get into action as fast as possible, but I know going in clueless is inefficient. Gaining knowledge without producing something makes it worthless too.

5 things I learned last week:

I'm writing my marketing content for the next week, but it suddenly became challenging to focus. 😎

Hey friends. I'm looking for an email provider. Bonus: it supports marketing (newsletters) AND transactional emails (SMTP). I was on @Mailchimp before.

Any recommendations? 🙂

By gaining expertise, your quality bar increases, and you forget that everything you know is not known by everyone.

It is why you may believe you have nothing to share.

Remember where you come from.

Leadership styles come in various flavours.

One of them is the Advocate. I relate strongly to this one.

But what does it mean?

You likely have these valuable traits:

Hybrid is a myth.

You are either fully collocated or fully remote.

Distributed teams must consolidate tribal knowledge into documentation.

Tribal knowledge is any information about a process that lives only in the minds of employees. It may vary between employees, but it remains undocumented.

For a team of 50 engineers, the time spent searching for answers or solutions adds to between 333-651 hours lost per week.

Documentation is often mismanaged or entirely overlooked. But it is one of the most fundamental pieces to operating a team at scale.

Setting up a new initiative is excellent.

Not allocating time for it make it worthless.

As part of building my business, I'm writing a book and a course on how to design, operate, and scale distributed companies.

Here are 5 recent learnings from doing it.

Never assume that when someone leaves your organization, they will share all their reasons.

Many hide hard truths about what is broken. They don't care anymore and don't want to have a final conflict or difficult discussion before leaving.

Let's experiment without reading news for a while to see how it saves me time and helps me keep a positive mindset.

Being demoralized by things you can't impact does no good.

One of the benefits of working remotely is suffering from infrastructures and resources not being able to sustain the demand. Maybe it's also time to streamline airports' operations to accelerate the traffic.