Articles and Posts

We arrived at our core values through a company wide consent process and diligent work of two of our Striders, Madelyn Freed and Brian Lam. And now, Rebecca Braitling is helping us live them as we move forward.

It’s an oldie but a goodie from the 50’s. Here’s my version of the triple constraints - or the iron project management triangle.

Two years ago we joined a PEO to get better, more affordable healthcare. We did it because people wanted it and we could. Then COVID hit. You can call it strategy. But luck ftw.

Cognitive bias explains our response to global crises. We tend to opt for benefit now over larger future gains. We prefer harm occur by inaction rather than as consequence of taking action. We are systematically more optimistic than observed outcomes. https://buff.ly/2Zmlxrl

A thing I’m working on getting better at. But to do it will take real commitment. https://buff.ly/3lEA26M

What our clients expect of us even when they feel schedule pressure: high levels of collaboration with disciplined, well-architected, maintainable, low defect code, that they can own and extend for years without facing a “dying core”.

Welcome Francisco to Stride! It’s thrilling to have the opportunity to work with you to build our craft and our company. Let’s make Stride a place where people are helping build a brighter future for our planet and generations to come.

It’s a gift and a curse that my natural inclination and talent is heavily skewed to a coaching than directing management style. But it so explains when I’ve been of more use and when I’ve struggled.

Accountability for outcomes over activities brings opportunities for greater influence, more positive impact for people, and accelerated learning and growth. The urgency and permission to develop expertise and mastery.

The news is a masters class on the limitations of “common sense” applied to circumstances outside our day to day experience. Fiasco.

Before giving a coworker feedback over how and when they might better express dissent. First ask, does this better opportunity really exist? Are others using it? Are leaders listening to and responding to concern? Are there differences in power or influence?

This is self-evident but to attract and select consistently meaningful and rewarding work we have to be very, very good at what we do.