foreign
[Music]
thanks for joining our Workshop we are
people of skilled it's real privilege to
be able to speak at devcom and share
with you what we're all passionate about
sorry I'm short of breath I was just
running from bathroom anyways
um
I think we will give you a little bit of
introduction what this is about but
pretty much we're gonna have two hours
which are going to be quite uh quite
easy going we thought of four different
workstations that we will split into
afterwards
but
um to begin with we'll look into the
topic we're actually covering here and
we assume all of you are interested in
building the talent inside of your
organization you're either a Dao
operator an educator a leader or someone
who's just really passionate about
building talent in your Arc so that
instead of always looking for talent
from outside you can bring in some
people who are maybe not as experienced
at what three or not at a senior level
and you can build them and help them
evolve inside of your Arc becoming much
stronger and happier and successful and
also like contributing to your uh to
your Project's overall success yeah so
to begin with Chloe do you want to
continue yeah yeah I'll give a little
bit of like background context too about
who we are
um so I've been doing people operations
in the crypto space for about four and a
half years
um and I often felt like an island in my
project there's like nobody else who is
working on people issues
um and it can feel like wow these other
people have a different mentality and I
just wanted peers right so I found out
that there were many other little
Islands in other crypto orgs turns out
we're in archipelago of uh people Ops
staff in in various entities people with
backgrounds and Aragon and git coin and
giveth and people currently in pocket
and giveth and
um chainsafe currently in git coin and
DX Dao and maker Dao and many more and
so we try to bring together
the wisdom of what's going on in the
realm of like managing people in crypto
it's pretty different right whether
you're a Dao or you're a crypto company
even if you have like a company
structure still like half of your people
are like crypto anarchists right so they
don't really align to traditional
structures of management
um and what it takes to build a healthy
team and maintain a healthy team is
pretty different than in the Trad world
so that's why we've all come together
and we Face our problems uh as they
arise we find we're often facing some of
the same problems at the same times you
know last year we all went through
swells and Recruitment and trying to
stay balanced and how do you do that
ethically we've also gone through a lot
of themes of compensation as the bear
Market started to hit how do we build
you know ways of
assessing compensation assessing
competency that is crypto native but
really helps us budget well
um
so we've we've faced many of these
themes many of these people problems
that the space encounters and today we
want to talk about building the builders
biddling the biddlers
and it's really timely I think because
as we settle into a bear Market it's
this natural time for professional
development and growth within you're not
going to be hiring as many people from
external to the crypto space we can't
just rely on you know yanking experts
from web 2 anymore those people are
expensive and out of touch sometimes
and so there's this natural phase where
in crunch mode in Bear Market times
contributors who do stay they have to
step up to the plate to take on new
responsibilities new levels of
professionalism and proficiency and it's
up to us
um as org leads Dow operators or even
just contributors who care it's up to us
to to help our organizations Foster that
environment of growth right
um so that's why we're here today and as
Lenka said we've got four different
breakout stations that we'll go into
um at like 30 minutes after the hour
um and
we'll get into the description of those
in a little bit but I want to take us
through the life cycle of people
operations do we have a clicker I don't
think we do
is anyone here helping us with the
slides
okay while we're waiting for technical
things I want to just hear a couple
shout outs like what's a big people
problem that you notice happening in
this space
team Health you know rage quiz it could
be anything
anybody what kind of people problems are
you seeing happen in teams yeah anybody
has a people problem
yeah go ahead
um Fife dumbs
fiefdoms yes yeah
cool so
power structures anyone else
sometimes what people want to do doesn't
align with the best interests of the Dao
mmm good one
anybody else
sometimes people come for instant for
incentives and when they dry out they
can go elsewhere or they come for
instant instant gain instead of
long-term growth of the Dao heck yeah
isn't that why we love bear Market
building
okay cool
it slides now so so I think we'll just
move to that
um yeah so I talked a little bit about
um what we do as the people Ops Guild
where we come from
um but yeah we we try to educate this
space we try to educate ourselves and
just be a Learning Hub together we're
also available to anyone who needs some
help if you have uh like consult that
you want to request
um we're happy to share our resources
there's a few different educational
resources that we have put out
um some like worksheets and an article
but we're also down to take people's
questions and you can reach us
um by scanning QR code there will be
also more opportunities for that QR code
later too
okay so
um I'm gonna stand up so I can see this
hi okay so
um this to me is the whole life cycle of
people operations in the crypto space A
lot of people are like what the heck is
people Ops I don't know are you HR that
sounds stuffy I hate HR what is this
um but it's a little bit different in
crypto orgs
um so kind of at the at the entry at the
12 o'clock we have like the hiring
process we have like the discussion of
compensation and benefits which often is
left out in crypto jobs
um we have onboarding processes can be
kind of hard in Dallas we have um role
definition and work contracts work
contracts can be super different in like
non-legal entities or in very inventive
legal entities
um then we have uh you know the
maintenance of culture once people are
really in the org we got team building
and and Vibe maintenance
um we got IRL time with our teams these
are all things that people operations do
then we come to professional development
opportunities for our contributors as
they've already settled into their role
and they need some time to grow how are
they going to know if they need to grow
performance review but it doesn't
usually work in a typical managerial
sense in all crypto orgs so a lot of us
have some form of decentralized peer
review
um we also have conflict resolution as
well as like one-on-one contributor
support for Hard Times these are things
that people operations provides
um and some orgs have a code of conduct
too and this is something that's
attended by people operations staff so
when we look at this whole life cycle
I see the main things for contributor
development being obviously the
professional development and the peer
review and sometimes actually a lot of
the team building and team RL IRL time
because you get a lot of educational
opportunities in that time we're all
here learning at Devcon right we're
growing so much just by being here and
so education and professional
development and peer review are the main
things that we're going to talk about
today for contributor development and
now I want to invite some of our guilds
to speak about their experiences with
that
yeah hi guys uh I'm Lenka uh I'm
basically not officially a people Ops
person so I always feel like uh like a
black sheep in this group but it's kind
of fun because it's something I'm
passionate about and I got close to this
topic uh while I was working on a
project together with my teammates we
called it X-ray and we were researching
the centralized Workforce we were
researching uh the ways to best attract
onboard and retain talent and the team
I'm at in our language core unit it's
called SCS sustainable ecosystem scaling
at Maker Now
and uh yeah the personal story I want to
share here with you is actually my uh my
time when I learned that the maker
Foundation as you probably know is
closing down and basically there's this
completely new structure uh where people
should kind of like sell themselves as
contributors to the Dao and be voted in
so it was like a really big change in
transition but we kind of knew this is
coming because our organization has
always committed to like Progressive
decentralization and when the time came
I just want to share that the good
experience I had from my orc because
on one hand if you are a bit more
centralized organization you actually do
not want to have um like you don't want
to mess with the process of Dao
contributor onboarding so you actually
do not want to influence or weight in
when it comes to making this decision
but I was super fortunate that we were
LED some sort of a wiggle room where we
could actually in a bit more peace and
less stress figure out whether we want
to transition into Dao how do we want to
transition and basically we were allowed
that space without the foundation kind
of like abusing it it could abuse its
power uh because they you know they have
a lot of influence so basically I was in
a situation where I had a bit more time
and space to be able to figure this out
and get the support from the foundation
side but not the support of helping me
get there but checking on me and hearing
my my plans and figuring out what other
work and important things I'm managing
I'm leaving behind so that the
transition is smooth so I think that's a
very really good example to share with
you if you are in a situation where you
have a
bit more startupy traditional
organization and you're looking into how
you want to decentralize so I think that
was a really nice approach to offer that
safe space but do not interfere with
that and yeah the funny thing is that I
used to do I was part of the marcom's
team and I used to do like events
management and community building and
when I transitioned to the Dao I just
said okay I want to try something new
and I kind of had to figure out a way to
apply myself and I became a Project Lead
so completely different thing you can
have some experiences but it's really
nice this opportunity so that's what I
wanted to share with you this short
thing
who do we have next
[Applause]
what
so who wants to go next
this one this one works
um so thanks you for sharing that link
uh I didn't prepare a share for you guys
but I just want to tell you a little bit
about who I am and what I do my name is
Melanie I am a contributor to DX Dao I
lead the contributor experience there I
uh I have a traditional background in HR
so pretty much my entire career I've
covered all things under the HR Bella
like recruiting compliance Performance
Management all the way to talent
management
um and coming into a Dao has been a
completely different experience but
definitely learning these skills and
like gaining that type of knowledge has
given me the skill set to really help
support my team helped support my squad
um and my Dao so today I'm actually
going to be at the peer review
Workstation
and we're going to be talking about
building a culture of feedback
introducing some mechanisms that you
guys can use within your Dow
um and then implying them to certain
cases but that's a little bit about me
and who I am and yeah thank you for
joining
awesome um yeah thank you all for being
here I'm saf I do people Ops at git coin
getcoin is an example of an organization
I think we've like gone through all of
the things that Louie mentioned earlier
where we've grown really quickly we're
up to like 45 full-time contributors in
the past year
um and uh yeah like I you know being the
people a people Ops person I have gone
through sort of like many of the the
different pieces of the um the
contributor life cycle
um yeah like just doing a lot of hiring
and uh when we were still in Bull times
um and then realizing that there's a lot
of work debt that we've accumulated
um in the bowl times that we now kind of
have to
um uh yeah like set up a structure and
processes for
um so yeah I've been involved with like
compensation creation I get coin
um and today I'm just uh I'm here with
Anna and Melanie at the peer review
station
yeah thank you
hey guys thanks for being here with us
I'm Anna um I work at chainsafe and I
come from traditional web 2 space and
came into web 3 two years ago with you
know a bunch of tools from web2 can be
implemented on web3 which is with
different different outlooks and
basically adjusting
making it work as well so happy to be
here and talk about that today
um I'll keep it brief and short
uh yeah the the very thing the peer
review station is super robust and it's
gonna be a great
um breakout group so
um Heather I don't know if you want to
say just a little bit about um
Recruitment and what you guys will talk
about there
hi um my name is Heather
um and I'll be filling in for Francis at
the recruitment station
and I currently work for giveth
um oh I forgot to mention like thankful
for showing up I thought we would be
speaking to a room of crickets but it's
really awesome that there's like so many
people in here that are like really
passionate about this are at least
interested um as we are and
um a little bit about myself is I don't
come from HR at all
um yeah I'm I'm actually trained as a
clinical
I I also stutter so if I stutter during
our breakout session that's just me but
I come from a clinical mental health
um counselor background so I got my
Master's in that and I worked in an
adult Psychiatric Hospital a locked unit
for five years over in Denver and
um it sounds like maybe it's not
transferable but I think in this like
wild west of web 3
there definitely is I'm like all right
ah thank you
um so I think through that experience
um what taught me a lot about that is
how important job satisfaction is to
everyone you know it's like you have
purpose in life if you have a job that
you like you're probably going to be
happy overall and I think it's really
important that like we try and create
like a curated workspace so like people
show up excited for their jobs that
they're having fun with their teens that
they're laughing and if like you have
that like good vibe going on in your
team chances are you're going to be more
productive you're going to have more
retention and like people are going to
be proud to like work for your
org so um and I think the very part of
that starts at the recruitment process
where like I get to use my like
detector and um just really choose like
the outstanding candidates that can fit
in your teams the best
and I'll pass it on to Ben
[Applause]
uh hi everyone
um so I'm Ben Perez I work at pocket
Network
um which is
protocol for decentralized node
infrastructure if you don't know what
that is you can come and talk to me and
we can talk about together
I'm looking forward to meeting lots of
you I'm an incredibly awkward person so
if I look to hug you and you put a hand
out for a handshake just warn you up
front that's who I am
um uh and yeah I think there's like lots
of ways to think about web 3 but
um uh one that I think about often is
that it might be like the largest human
re-education program since like the
Industrial Revolution
um I think the fact we're here today
talking about different ways that we can
develop people and upskill them is um
it's a really important topic
um the really important part I think
um is to also not teach them all of the
patriarchal power structures that are
built into our existing Educational
Systems um so I'm really looking forward
to talking about that a little bit my
station is about tactical development
um it's with a bunch of experts who are
working on educational programs that you
can potentially work with so um yeah
looking forward to chatting about that
today
okay so
um we were gonna have you guys pepper
out questions I think we'll still do
just like five minutes of that because
we want y'all to have a good idea of
what workstations
um you should go into
um and I might I might just uh make a
little a little bit of Distinction kind
of between the workstations before I
have you guys give questions so
um as you know these three folks are are
really focusing on peer review I think
that one is pretty self-explanatory
um recruitment you know for like a life
uh recruiting for a lifelong
um growth Journey for any contributor
um and then the the two that I want to
give you a little more Distinction on is
um continuing education which is me and
Lenka
um and tactical development which has
been so at our station we're gonna talk
a little bit more about
um The Learning environment in general
we're going to talk about like brain
plasticity and how to build like a
culture of learning in your workplace
we'll talk a little bit more about like
the philosophical education around
crypto the movement and what's important
to know about that and how people can
develop kind of as you know thought
leaders in web 3 as well as just doing a
good job of being in these organizations
and what it's like to develop those
skills to exist in a tower wherever else
versus Ben station is more about the
technical skills it's going to be about
more tactical professional development
stages and like he said he's got some
visitors from various different
developer education and other really
tactical web 3 skill education cohorts
so just so you know kind of the
difference between those two
um and before we go into breakouts
um I'd love to just open up for a few
questions these can be questions about
like you know how do I
um how do I execute
um like a decentralized performance
review you or how do I convince people
in my org that this thing is important
just I just want to hear a few questions
from you guys so so that we can see you
melding into these breakouts better you
can just raise your hand and I come with
the microphone okay
hey I'm Alex a question from my side I
come from web2 being in web 3 for one
year I was fortunate to be in a webtool
company that focused a lot on growth and
HR and just helping us in in the company
we're 200 people there coming in web 3 I
see it's very focused on financial and
Technical part and missing that Human
Side I try to bring that in the company
it's not easy how to do that thanks
that's a great question
um and honestly I think it it steeped in
the culture
um overall and kind of involves all of
these aspects
um but I would say if I were you I would
go to either like continuing education
or to peer review
um I think those stations will have some
some good answers for you
okay do I see another hint okay
sorry about that
thank you uh really fascinating I have
my question is how do you work during
this bear Market as a team and avoiding
people burning out or not delivering or
you know just a number of human issues
during this bear Market really
it's very important to talk to your
people and like actually hear out what's
going on why it's going on and be it you
know in 101 setting or through some sort
of survey Anonymous or not and just hear
your people and like come up with things
that you can do together to you know
address some of the issues we're all
facing burnout Wellness you know
disconnecting from your laptop that's a
big one I think for everybody
um
I'll add to that so I like to call
myself an emotional support human
um
um and I think
um in at least in at giveth
um what I do is like someone's having a
hard time like I come in and like have a
checkup call with them I'm like hey
what's going on like
your productivity is down like you seem
kind of sad on calls like you're not
showing up and it's like a private
neutral space so we can just talk
candidly about what's going on in their
personal lives or if it's something
internally going on
um and then we like don't really dwell
on the problem so much it's more like
focused on
Solutions and like brainstorming how
they can like communicate better or
um how they can like propose different
ideas that they're kind of like
struggling with so I I think it's it's
especially in like this digital space
it's really important to have like that
human touch that we lose and when when
we start losing that human touch is when
people start feeling more isolated
disconnected from teams
I have one more answer to this question
and then we'll pass it
um I I think that it's really
advantageous to have like connection
moments in your team and like uh fun
educational moments because sometimes
when it's like not that fun to be at
work it's more fun to be at school and
to remember that like even in the
struggle of trying to have a successful
business that you're in a place where
you're developing yourself so much and
you're learning and that's thrilling and
you are developing a sense of community
um and so that's like something that
we're going to talk a lot about how to
do at the continuing education station I
really think you could take your pick
from any station for this question
um but yeah just so you know
okay thank you
okay
go ahead okay uh we are a traditional
organization and we have recently
kick-started our Progressive
decentralization process uh and I can
definitely see some resistance
internally from some of the some of the
colleagues uh from the perspective of
being judged and seen by everybody else
in the public basically uh because I
mean yeah when you're in a traditional
organization everything is a pack uh
you're like you just work with your
colleagues like you have your manager
but when you're a contributor when you
are working in building in public
basically uh anybody can can look at
what you're doing everybody can see your
performance so there's definitely uh a
mindset that some people do not have uh
coming from I don't know 10 years of
experience in a traditional organization
how can we help them to to kind of be
feel safe and and I don't know feel the
not judged let's say yeah
thank you for your question
who wants to take this one
hello
um
the first thing I would try and say to
those people is it's okay
um one of the things that I find
um about the experience of being in web
3 is that it does challenge you but
usually it challenges You by allowing
you to see things that were sort of kept
from you in the past
um and I think it's really important
that people understand that maybe
challenges around their development or
their capability are okay and that the
conversations were happening before
often behind their back
um so I think it's like a really good
healthy culture to have that
transparency it gives people the
opportunity to lean into developing
themselves and growing I think the part
that you're saying though which is
really tricky is them feeling judged and
I think often that comes from the way
that we communicate with each other so I
think communication is a huge part of
what we need to do to create safe
environments
um and I think in this space if anyone's
ever heard of non-violent communication
by um Dr Marshall Rosenberg Rosenthal
um yeah definitely great to pick up that
book it will not only change like your
how you communicate and like your job
and life
um but I think
when people feel judged they tend to
shut down and uh that's really easy to
shut down when you're on a screen and
like you can literally just close and
not engage with your team so
I I know we have another question coming
too but
I was definitely going to second that
about clearly communicating I think it's
important to communicate some type of
road map maybe introduce like some
phases into the transition
um and transparencies of course really
important as well so
thank you I'll be really quick um it's
mostly just a question that's clarifying
I hope
um Ben I think this is mostly directed
to you
um I I noted that Louis mentioned that
this was kind of like the Tactical and
or more technical skills I I'm curious
if that's like really just geared to
developers and like those hard skills in
in the space or
your Workshop will also cover some of
the kind of like Frameworks that are
necessary that may be for non-technical
contributors
yeah
um uh so we will talk about one
framework just a way to think about your
development and your capability
um our experts or our speakers are
working on projects which are around
technical skill development
um but they will talk about two things
they'll talk about what their project is
and does as something that you can think
about the way
people are addressing these challenges
and then they'll look to share their
insights or expertise around what
they've learned from that experience
which would be generally applicable to
any type of skill development but um
yeah they're a little bit more on the
technical side so I'm not not sure how
that answers your question yeah okay
right yeah and so anyone who's like
really feeling that the non-technical
um like skill Journey you could consider
coming to continuing education too so
and I think that means it's really time
for us to start these uh these breakouts
um we have a lot more people in here
than we were expecting uh thank you all
you guys are great
um so we had originally made four
different like groups of two tables
um I'm gonna say
you guys might need to pull more chairs
around or you know if you even want to
add a third table if the group is
getting big that's permissionless in my
opinion
um but let's just name these sections so
here we'll have peer review so staff
Melanie and Anna will be at this huddle
here
um
in the back we will have recruitment so
Heather is going to be there
um and then let's see up on this side
let's do continuing education so that's
me and Lenka and then this group of two
tables here will be tactical development
and Ben will be anchoring you guys over
here
um so I'm just going to change these
titles here
did you guys have fun in those breakout
sessions
yeah okay okay good
I'm glad
um so we'd love to hear uh just some
learnings from you before we go into
that I think we're gonna just do the
very last portion of continuing
education all as one group together
um because it's about events it's about
the importance of being here at these
conferences at off-sites
um and Lenka wanted to share a little
bit about how being IRL at events really
feeds into contributor education and
development and then after that we'll uh
we'll hear from you guys what you
learned in your stations yeah thank uh
thank you guys so uh we also have a
couple of handouts so if you didn't get
the physical copy you can just get in
the QR and then you'll be able to get it
the one that is continuing education
we've been doing uh this is the last bit
of it and it's basically talking about
events because we're here at Devcon and
we're also learning something new and
sharing together so
it's quite interesting to actually
consider like uh in which ways do you
think that having people as part of the
event is helpful to your organization
and then it's also interesting to think
like not only one-sided that they're
representing your organization but also
at the same time that you help them to
learn and grow
so
um I have actually like three examples I
would like to share with you uh that
might inspire you but I would also like
love to hear from you or maybe you can
try to fill that uh empty box in the
table yourself later on so it kind of
can inspire you like how can you
actually use events for continuing
education to both enable your
contributors but also like gain
something as a secondary
product of that as an organization so
of course I have this marketing
background so this is very close to me
and first thing I would like to share
out of the three takeaways is that I
have been hired to work for a
distributed organization uh to to do
community building for Europe and that's
quite a large area too called cover
I don't know where the noise comes from
I think this one's better thank you so
basically I was three months into my job
and I went to my first in real life
event I have barely met anyone from my
team or I barely have been to like a
real crypto Community event other than
like what I knew in my area or something
online so my first event was Eid Berlin
and I remember that I was in 18 and I
just remember I was like really unsure
like am I doing the job well am I really
building the community am I really
connecting to people and by actually
being like at the first hackathon I
actually understand what does it mean to
be part of ethereum community
I also understood you know like all
these practice rounds you need to to
promote your project and like meet
people who don't know about your project
and you have to as we talked about like
learning the basics teaching the basics
to the people who never heard of your
project that's like a quiet Challenge
and it's like exercise you need to do
over and over so
after I came from eat Berlin I felt like
okay I have met the people I actually
work with I understand the community
better I met other people in the same
situation and I have the contacts I
actually need to actually make some
events and initiatives happen and it's
so much easier than trying to cold call
or cold email someone because you met
them at the party and you were sitting
on a van together at one of the closing
events or something so this is really
good for roles that are outwards facing
Community roles BD roles marketing roles
anyone who really need to connect with
the other people other projects in the
communities it's really really important
so make sure to include this as part of
their
onboarding or a personal growth
professional growth because it really
makes an impact after those after that
event I felt like a lot of things have
changed plus I had a lot of motivation
and like the energy to keep going
forward because like it really recharged
me so I think this works for many people
as well that's the first option second
thing is I was also managing events and
you know I really do not like if people
go by title or cxo levels Etc and
everyone wanted room to speak but I
never wanted to do that I was always
looking for what is the opportunity and
who would be the best person who could
be the most knowledgeable on this and
you know not always we had people who
joined orc who are trained speakers but
I always try to like combine the two and
if they needed some support to be
confident and comfortable on the stage I
wanted to provide them with so it's a
great way for people to like share their
learning share their experiences like
being with like-minded people and also
like overcome this and through this
process of starting at the small event
coming to another one and another one
they can actually become like thought
leaders and many of the people as we
call them maker Mafia have been starting
on that little stage with their nervous
City you know so just support people
enable them to become speakers give them
the courage give them the address
rehearsal help them with slides help
them with some practicalities and show
them grow on the stage it's really
awesome
and what was the third example
sorry
oh yeah
um so you probably love to talk about
crypto and blockchain so you imagine
that many people are in this space then
imagine they have like some super Niche
area they're nerding in and they're
working with
where can they talk to like-minded
people at the events that focus on that
specific Topic at that specific level so
if you enabled them to go to these
events they're not only are gonna like
build a good Network where they can
spare with these people but they also
get to bounce ideas and maybe get
inspired to like come with the next best
product so I give you like a three
examples of how I think like events were
really helpful personally for growth for
different types of contributors and how
you as a as a person in your art who
cares about building the talent inside
could get inspired so hopefully this was
helpful
and it's very very good to consider
events being a part of your budget or
plan how you actually manage your team
or how you grow your team of course
there always has to be a good connection
why are you sending this person and is
this person going to appreciate and be
happy for it but it's a really good
thing to consider if you want to have a
strong team that really enjoys the work
that they're doing and is grateful to be
in the arc that they are in so it was a
quite a long example of why events are
important but we're all here at Devcon
we're learning together we're sharing
together so I just thought to share this
with you please don't be shy to ask your
team lead or whoever it is whether you
can go to the event represent the arc I
think most of the time you meet with
very positive response and you can
always call back on lenka's examples
right we have lots of examples of why
this is important
that's part of what we want to do in
this Workshop is give you guys ways to
argue for these elements ways to argue
for professional development ways to
argue for an event's budget ways to
argue for time spent connecting
um and educating right because sometimes
it can be hard to prioritize that to
budget in but there is absolutely a
business case for it
um and y'all whether you are org leaders
being convinced yourselves or you have a
leader you can go convince now you have
some
um tools and some some facts to share
there and just so you know uh that like
last prompt that Lenka responded to this
is kind of a homework item that we left
for you guys it's on the continuing
education worksheet
um and the prompts are like in what ways
have you benefited from going to events
and like what roles do you think benefit
the most from that um so great
Reflections to have especially
continuing education folks love for you
to reflect on that and any of you can
scan the QR codes that we've provided
it'll take you to the the notion site
for the people Ops Guild and you can see
all of the all of the worksheets that we
have there
um so with that I'd love to just hear
from you guys like a little bit of what
you learned um what were your takeaways
uh from these workstations you were at
and I can I can go around and pass Mike
so which is the first workstation
um we were the continuing education work
stream and I guess one of the main
takeaways
um or one of the things that's going to
stick with me is the idea of
incorporating some sort of 80 20 rule
into how we ask contributors to invest
their time to allow them at least 20
percent of their time to go out and
actually learn and contribute to other
orgs and bring and actually and bring
that learning back also just for their
personal growth and development
anything else to add
I also just want to say continuing
education station if any of you guys
want to share what game you came up with
you're welcome too
uh I passed by a couple of stations but
my first and main one was the
recruitment one
it was amazing thank you for that
um
so I learned how to like search for
people with a spark of interest to like
start a community from scratch because
we can't do this alone we need
to build Builders
and we learned how to search for these
people how to retain them how to keep
them engaged and Inspire them to
teach more people later which was which
is like the seed that you plan to like
grow everything after yeah that was
amazing thank you
well done Heather
um thank you so much for the continuing
education Workshop I was there to
contribute but I think I actually gained
so much that I was not expecting really
I was just like oh just tune into this
but
I've been doing this for a couple of
years mostly on my own
um but I somehow have managed to gather
contributors volunteers for now around
me that are supporting me
and I'm a bit emotional just thinking
that I would have wished them to be here
um with yeah Defcon because they've done
so much to support me and I just wish
that I can get to that point where I
would bring them on and I want to
include events for them I'm already like
thinking where they should all go and
grow in their own respective areas of
interest because apparently they like to
be around me already without me paying
them but I think just you know I'm
thinking like bringing merch back for
them and stickers just something like
just little Snippets but next time I
want them at Defcon
um with me and the second thing is the
social Gathering hour I think that's
such a brilliant idea
um I think I was doing it sort of in a
very loose casual way but to actually
make time spend an hour to just connect
share books share the latest crypto news
together and just have that moment and
to make time for that is what I'm going
to be implementing moving forward so
thank you so much and I might hire you
for the social Gathering just to to
launch it and do games together well
this is why we need to pay Educators
like you right and we need to put
education budgets into our team so that
like your project and the contributors
who volunteer for you can come to these
places and keep doing more of what
they're doing um and be funded to do
that
cryptocanal by the way
oh yeah who is
are you there you go so he came up with
a fun game for uh engaging with people
uh and that would be to have their
co-workers describe them as a
cryptocurrency
[Music]
might be a little shady but uh all in
good fun we promise
and yeah just so thank you for the space
thanks Peyton
hi everyone I really want to say thank
you to the peer review team it was a lot
of interesting insights and a lot of
interesting discussions the takeaway
that I'm going away with is creating
that safe space for people that people
need to have a safe space just because
we're in the web 3 world doesn't mean
we're different and from IRL so creating
that safe space that one-on-one
conversation and building that human
connection because that's what's most
most fragile and yeah I thank you
thank you
thank you in the peer review Workshop we
introduced a few Frameworks for the
participants to use while giving
feedback that's one thing that's really
difficult to do it's easy to give
positive feedback it's definitely
difficult to give corrective feedback so
we you know provided some Frameworks for
them to use and I think it seemed really
helpful unfortunately not everybody's
here from our Workshop still but
um that's just a little bit about what
we did there
okay one more game that I wanted to
suggest is only to have fun it's a usual
game but
uh in our space like what did you do at
Defcon and people who played the game
like crazy in their hands if if they did
the same anduin who have less people who
did the same
that's a cool one thank you
um which station did we not hear from or
is there anyone else
oh yeah Ben
oh there you hear glasses
uh so I've been sort of synthesized all
of the answers um partly because
um I know being in
um my session that I had massive fomo
that I wasn't in the other sessions
um uh so actually on our board we've got
um the websites for the people who
presented
um I thought they were all fantastic
lots of uh lots of great insights there
so um we just encourage you on the way
out to maybe uh take a screenshot of um
of those websites that are uh that are
up on the board they're doing really
cool things and if you're looking to
develop people or collaborate with uh
experts in the space um yeah I think
that's really great
do we still have any of the Educators
here
okay yeah I know you guys finished early
if there's not more takeaways I also
have another question for you guys but
I'm just gonna scan if anyone else wants
to share another takeaway
okay so I have a question for you guys
um we would love to know uh for us as a
guild what else would you guys want from
the people operations Guild we've
already put out some stuff on on uh on
education and development here
um and uh we've put out like a couple of
resources online but we'd love to hear
from y'all what's needed from a guild of
you know decentralized HR Folk
this will totally not come as a surprise
that I I bring this up
um in the sense that you're specializing
in Louis and it hadn't hasn't really
come up I think yet but um so we all
work in remote organizations
which
um means that you cannot just go to up
to like a person's desk for like two
minutes and be like hey that thing in
that meeting there was like this small
disagreement or that misunderstanding I
wanted to explain what that was so what
happens is that tensions build up and so
I think
um having
um all various forms of of conflict
resolution and Remediation in Dao's is
massively important and I was wondering
if you could speak a little bit to that
so I definitely can I'm very passionate
about decentralized conflict resolution
um I would love to call out that there
is a group dedicated to this gravity
down they run a cohort of conflict
resolution education called the graviton
training I think there's been two or
three so far to date
um and it's a great like discussion
group on on topics of conflict
resolution but I also really recommend
um just being aware of trained
facilitators they exist in the space
I've collected a roster of like 10 of
them that are ready to provide this
service to various crypto orgs so you
can always reach out to me
um to get in contact with those people
um and in general it's worth it to
provide some training on
um you know reflective listening
um and safe communication and conflict
resolution to your teammates you know if
you're going to have this time for team
training or for connection hour you
could consider having a non-violent
communication specialist come in you
could consider watching some videos on
restorative justice together or bringing
in a practitioner to talk about this and
guide people through some exercises
because the whole point of conflict
resolution in a decentralized sense is
that it belongs to us it belongs to the
people who are in Conflict it's not
about some external judge or jury
um it's about the people who are closest
to an issue having the most agency and
how to solve it and I know that that
will stick well with your teams because
most people who work in this space
really value that that self-agency and
decentralization
I think that's a great point to make to
bring in some type of external
facilitation in our peer review Workshop
you know we introduce these Frameworks
of how to give feedback and but some
people are asking what about if the
person isn't receptive what if I'm
talking to my founder and you know I'm
nervous and I don't know how I can give
him this feedback but he really needs to
know and that's what we suggested
bringing in some type of facilitation
some type of mediation to help support
you through those difficult
conversations because like I said giving
any type of corrective feedback is not
easy you may also not be fully equipped
or have the skill set to do that so
leaning on someone else I think is also
really really helpful
thank you
um so we have people all across Europe
at the moment um and I would say in
terms of diversity we're doing okay
there's still some more work to do I
don't feel like it's a focus in my
organization at the moment
um and I don't really know how to bring
it up in terms of like Intercultural
communication to have it like in a
sensitive manner but also just like
providing a place to work from people
from all types of background
um so I'm wondering like do you have any
like type of information about that
topic
we have people Among Us in the guild who
work in Dei diversity equity and
inclusion and I would definitely defer
to them
um as far as providing resources on that
um I think that you know a lot of times
it's about like
just advocating to the decision makers
that this is important and worthwhile
and if you can at least get them to say
yes to a consultant then those
Consultants are the are the best folks
to put it in the right lingo you know
they can they can speak to your
um to your Founders on like the real
business cases of having an inclusive
environment they also can speak really
sensitively to people that are just
experiencing a hard time in the work
environment
um so like I'm not
um a specialist in that myself but uh
one of our Guild members Sandy has a
background in Dei also a personal friend
and colleague from git coin Gloria
kimbolla
um has done a lot of Dei work so I
certainly would just like recommend
those people and if you want to get in
touch uh feel free to go through me if
you need to thank you you
okay that's that
[Applause]