Greenhouse Blogpost about 1stdibs’ People Team

I was recently asked to contribute to Greenhouse’s blog about the New People Teams.  You can find my post here and below, alongside posts about other progressive People Teams such as Flatiron Health, Bonobos, Enigma, and more. 1. Can you give us a quick overview of 1stdibs in general and your People team specifically? 1stdibs is the…

My Preparation Notes for Impraise Panel, Nov 15

I was lucky to be invited to speak on a panel hosted by Impraise, the performance management software company out of Amsterdam.  On the panel were the Heads of People from Updater (ex-Tumblr) and Pond5 (ex-Grubhub/Seamless). We received some of the questions in advance, but the moderator, Arthur Woods from Imperative, went off-script which led to…

The 3 Necessary Components for Employee Engagement in Role (+1 more)

I’m preparing for a panel discussion this upcoming Tuesday about performance management and employee engagement, and wanted to share a quick insight with you.  I’ll share my full ‘transcript’ next week but thought this excerpt about employee engagement might interest folks: As it relates to the workplace, I would say there are 2 types of…

The Importance of Self-Doubt

I was recently asked why I would write a blog revealing insecurities about my abilities and qualifications as a People professional.  This line of questioning temporarily plunged me into a pool of self-doubt about my judgment and what the impact these admissions might do to my professional brand, but I quickly emerged with an even…

My Preparation Notes for the Udemy People Innovators’ Panel

Last night, I spoke on a panel of very impressive peers from GE, Compass, and Hometeam.  Many thanks to Safia and Darren from Udemy for conceiving, organizing, and facilitating the session. Unbeknownst to many attendees, there is a lot of prep that goes into these “casual” conversations.  At least, I tend to prepare a lot…

Thinking About Your Legacy

It’s pretty typical of retiring CEOs, lame duck presidents, and people approaching their twilight years to think about their legacy — whom and what they’ve influenced, what will be remembered and passed down. I don’t know if I’m unusual in this, but I think about my legacy a lot, and I’m only at mid-career (I…

Has HR Become Cool?

Who would have ever thought that HR would be as celebrated as it is today?   Over the past year or so, at least 6 HBR (Harvard Business Review) title articles were about People/HR, from “It’s Time to Blow Up HR”, to “What Makes a Great Leader?”, to “You Can’t Fix Culture”, “Diversity”, “Managing the…

What Employee Engagement Looks Like

Last year, a small team of volunteers from Venmo went to the Rockaways to help rebuild a home devastated by Hurricane Sandy.  We all traveled from Manhattan or Brooklyn to be at the site by 9 AM on a beautiful fall Saturday, suited up to spend the day sanding walls, painting the deck, and replacing…

Being a PM When Your Product is People

Despite 10+ years in the field of HR, I still think of myself first as a problem-solver, and then an HR professional.  It’s not because I am in denial, but that’s how I approach everything I encounter and do at work.  Everything is seen as a problem or an opportunity, and while most of the…

Why, or Why Not?

When making business proposals, it’s common practice to explain the purpose — the “why” — of doing something.  Makes sense that there should be a clear rationale for doing something different than what’s been done. As a rational person, I tend to ask “why?” whenever one of my team members proposes an idea.  “What will…

What Does a ‘High Performing’ Company Look Like?

Every business leader says that they strive to create a ‘high-performing’ company culture, but logic suggests that not all companies can be truly high-performing organizations.  In fact, most companies are just average, and there are a lot that are below average.  It’s like illusory superiority, the cognitive bias whereby people overestimate their own qualities and…