« A conference website template that helps you to set up mobile first conference website with blog, speakers and schedule management in a few minutes.
The template is created based on 7 years of GDG Lviv team experience of running conferences and feedback from more than 500 event organizers from all around the world who were using previous Hoverboard versions.
Our goal is to allow event organizers to set up professional conference website with minimum resources.
To get started you need only basic knowledge of web technologies and a free Firebase account. »
Everyday Practices To Create A Decentralized World
After working in #blockchain startups, winning hackathons, and going to meetups one of the overarching buzzwords in blockchain is #decentralization. Do we know what that actually means? We always talk about the high-level values such as transparency, equality, and efficiency of these systems yet we rarely discuss the tangible actions we must individually take to create this Decentralized world. This article is an exercise to help us imagine what behaviour we want society to have in the future and figuring out what actions can be taken today to get there. So what are the “ten commandments” that the crypto community must follow to fully realize our utopian dream?Blockchain is not an answer. Delegating social responsibilities to technology can only get you so far. If we really want to change (...)
How we run bol.com with 60 autonomous teams
Scaling #agile @ bol.comAs an organization designer, I’m always looking for examples of progressive organizations. Bol.com, the largest online retailer in The Netherlands and Belgium, is definitely a great example that we can learn from.Every day, over 1200 people work together to create the #1 online shopping experience for their customers. Their IT department consists of more than 350 engineers that are part of 60 cross-functional teams. Staying organized at this scale is definitely a challenge.In this article I’ll share some of my findings. But wait, there is more: we created an explainer video! If you prefer visuals over text, scroll down to the bottom to view them immediately.Fleets and SpacesA Fleet consists of 4–5 closely related teams that share a common mission. A Space consists of (...)
No need to come to the office: making #remote work at GitLab
Most people spend several hours per day traveling to and from their work. Employees are expected to be at the office between set times, and their time sitting in the office is tracked to ensure they live up to the employment contract.Photo by Cara FullerImagine never needing to commute to work again. You simply work from home, wherever you decide to live on this planet. Imagine having access to all your company’s information, including financials and the CEO’s personal improvement points. Imagine spending company money without upfront approval.GitLab is remote onlyHaving worked for large corporations and government agencies, GitLab’s founder Sid Sijbrandij has experience with frustrating workplaces. So, when his startup grew exponentially, he decided to design his organization (...)
DAOs and the Future of Work
A Brave New Decentralized WorldThere is a lot of talk about the threat of automation. AI and robots are coming to take our jobs. Corporations and the government are taking control of our lives. This creates a scarcity mindset of “us versus them,” leading us to ask, How am I going to protect myself? Will I be one of the few people left when machines take over?In these scenarios, the future of work sounds terrifying. Humans exist in service of machines. Each individual struggles to make a living and is one step shy of being replaced. It’s every man or woman for themselves — survival of the fittest.We need a new mindset to think about the future of work. As Martin Ford, author of Rise of the Robots, said when I interviewed him for my last book, Empower, “It is crazy to give advice on how you can (...)
The Calendex is essentially a hybrid between an Index and a Calendar (hence the name). Although it looks complex at first, the Calendex is actually a quite simple and ingenious system.
Une méritocratie fonctionne sur la rationalisation de l’évaluation des pairs, collaborateurs.
Ce qui introduit automatiquement un biais en faveur des choses facilement rationalisables (productivité court terme versus climat psychologique d’une équipe par exemple).
Je me demande si ça ne pourrait pas être lié (sans tomber dans du « djendeure essentialism »).
“- Stupidity: our mental bandwidth is limited, so we’re all stupid at some point. The architecture has to be simple to understand. This is the number one rule: simplicity beats functionality, every single time. If you can’t understand an architecture on a cold gray Monday morning before coffee, it is too complex.
– Selfishness: we act only out of self-interest, so the architecture must create space and opportunity for selfish acts that benefit the whole. Selfishness is often indirect and subtle. For example, I’ll spend hours helping someone else understand something because that could be worth days to me later.
– Laziness: we make lots of assumptions, many of which are wrong. We are happiest when we can spend the least effort to get a result or to test an assumption quickly, so the architecture has to make this possible. Specifically, that means it must be simple.
– Jealousy: we’re jealous of others, which means we’ll overcome our stupidity and laziness to prove others wrong and beat them in competition. The architecture thus has to create space for public competition based on fair rules that anyone can understand.
– Fear: we’re unwilling to take risks, especially if it makes us look stupid. Fear of failure is a major reason people conform and follow the group in mass stupidity. The architecture should make silent experimentation easy and cheap, giving people opportunity for success without punishing failure.
– Reciprocity: we’ll pay extra in terms of hard work, even money, to punish cheats and enforce fair rules. The architecture should be heavily rule-based, telling people how to work together, but not what to work on.
– Conformity: we’re happiest to conform, out of fear and laziness, which means if the patterns are good, clearly explained and documented, and fairly enforced, we’ll naturally choose the right path every time.
– Pride: we’re intensely aware of our social status, and we’ll work hard to avoid looking stupid or incompetent in public. The architecture has to make sure every piece we make has our name on it, so we’ll have sleepless nights stressing about what others will say about our work.
– Greed: we’re ultimately economic animals (see selfishness), so the architecture has to give us economic incentive to invest in making it happen. Maybe it’s polishing our reputation as experts, maybe it’s literally making money from some skill or component. It doesn’t matter what it is, but there must be economic incentive. Think of architecture as a market place, not an engineering design.”
Afin de réaliser un organigramme (Organization #chart en anglais), plusieurs solutions sont disponibles : Une solution élégante et responsive, en css : ▻http://codepen.io/siiron/pen/aLkdE Une solution basée sur #jquery, plutôt bien faite : ▻https://github.com/caprica/jquery-orgchart Voir les démos : ▻http://www.capricasoftware.co.uk/projects/jquery-orgchart/demos.html un exemple pour du share point : ▻https://github.com/Aymkdn/OrgChart-JS-Sharepoint Il existe même une solution proposée par Google : ▻https://developers.google.com/chart/interactive/docs/gallery/orgchart Ces solution […]