Async agile 1.0, is distributed agile 2.0!
This blog expands on the ideas from “The Async-First Playbook”. You can either browse through the posts using the grid below, or start at the very beginning. Alternatively, use the search bar below to find content across the site.
A failed test is not undesirable
When people can identify themselves in all their interactions with each other, it reflects a high psychological safety. But just like a failing test can be invaluable in coding, you need the test of “anonymous contributions allowed” to test if your psychological safety is indeed as high as you’d like it to be.
Our workplaces have a masculinity bias
The world of work has a toxic masculinity bias. In this post I share some thoughts about such biases.
Anonymity is an ally to open discussions
To invite diverse views in an open discussion, psychological safety is essential. In this article I want to tell you how anonymity can help create that safety.
How asynchronous work helps you be a champion for inclusion
As a manager or a leader in any tech firm today, I imagine you have a DEI agenda. Your people’s ability to work asynchronously can be a powerful tool to not just further that agenda, but also to differentiate you as a progressive leader.
In today’s post, I want to share a few notes about diversity and a few more about inclusion. I expect these perspectives will help you shape your organisation’s culture and eventual competitive advantage, starting of course with the people you influence.