You Got This 2020: From Home

Hello, this is a test. This is a test for the captioning for You Got This. Can you see this? Hello, this is a test for the captioning for this is a test for the captioning. Can you see anything? This is a test for the closed captioning.. this is a tipped to be ed club Welcome to You Got This: From Home As

Welcome to You Got This: From Home – Hi, everyone, I hope you’re

having a great weekend, regardless where you are in the

world. It’s morning for me, so I’ve got my coffee, and I’m really excited to be here with you for You Got This: From Home I’m Shai, one of the organisers of the event along with with with Kevin. I’ve got a few bits of programming that I want to talk about before we hand it over to Vonage and hand over to them to get things started. First thing: if you preregistered for the event, you should have got a link to our Discord where we will be hanging out and chatting. We would love to have you join us there. We’ve got all sorts of different channels that you can jump around in. If you want to be doing things like speaker questions, or talking to any of our sponsors, you can do that in there There’s specific channels for each of those things, so speaker dash questions for that, and sponsor dash, whatever sponsor you want to talk to. We will be posting information or anything like that in the Discord, in addition to talking about it on screen throughout the day. I really want to take a second, since I’ve mentioned our sponsors, to say thank you to all of them. We wouldn’t have been able to to do this event without them. We wouldn’t have been able to have things like live captioning or send stickers out if it wasn’t for our amazing sponsors that really support our events, and let us do things like that Specifically, I would love to say thank you to Balsamiq, Samsung Internet, LaunchDarkly, GitHub Education, Vonage, and Contentful We’re excited to have you be part of our event this year, and I hope all of you attendees have a chance to say hi and chat with them, and get to know them. We will be showing some video and letting them have time to speak throughout the day, so definitely hang out and keep an eye out for that. Now, if you are looking for captioning, we do have that available as well. You can do that – you can view that right on YouTube. You can click on the Closed Caption button and see live captioning being done there, which is really exciting I’m a big fan of captioning so I

will definitely have that on the whole time. I want to take a quick moment to talk about the You Got This code of conduct This is an event with a code of conduct, if you’re participating in our online community or You Got This events, we ask that you abide by the code of conduct. The tl;dr is be respectful, helpful, harassment or abuse is not tolerated in our communities. If someone asks to you done downing something, then stop. We can talk about the code of conduct which is available, you can talk to either myself or Kevin. If you have something happening that you want resolved or would like some help, you can reach out to me or Kevin directly on the Discord, or head over to the You Got This web page, and there’s a form where you can submit a report as well, and that will go out to the entire organising team – whatever is easiest for you, if there is a problem, and we will do our best to address it right away The last thing I want to talk about before I hand it over to Vonage, one of our sponsors, LaunchDarkly has launched a raffle. There’s a survey that you can fill out, and you will be entered into win some cool stuff. Now, that’s pretty much it from me, and I’m going to go ahead and hand over the mic to Vonage Thank you again for attending the event. We’re really excited to have you, and, if there is anything you need, please feel free to hit us up on Discord, and we will do our best. Talk to you all later – Hello, world. My name is Michael Jolly from Vonage, the cloud communication platform We’ve been streaming a lot on Twitch, so I’ve invited some of my colleagues to tell you more about what we’ve been doing – Hi, everyone, my name is Lauren. I’m on the developer education team at Vonage and my live stream on the Vonage devs channel is called Lauren Learns Things, a series in which I learn things from my colleagues and friends and share that experience with you all live on Twitch. We cover all different coding languages, and we’ve played with a ton of different APIs so far. My guests show what they’re most passionate about, and I ask my audience to code along with me as I learn from their expertise Come join me. I’m excited to see you there – Hi, I’m Lorna. You can find me on the developer drop-in stream That’s where we invite you to join us. It’s our Office Hours, our own house. Come and tell us what you’re working on, tell us if you have questions. We will be taking questions from the community and also showing off projects of our own, walking you through what we are building, so I hope to see you there – I’m Amelia, and, together with my colleague, Sam, we host office hours where we explore all sorts of builder tools, the projects we’ve built with them, and we help you get started on your own project. Join us if you have any questions, or simply just to hang out. We also feature on the stream from time to time – Hello, my name’s Kevin, and I’m the host of No Experience Required which streams every other Friday at 6 pm UK time It’s a beginner-friendly coding stream, so whether you have zero knowledge of never written a line of code before, or are an experienced developer who wants to learn some you in tools, in No Experience Required, we build a project together from scratch Hopefully, I will see you there – In my stream, it happens every other Friday, and called the Late Night Build. It’s a tech variety show. I think the Tonight Show meets Saturday Night Live meets your favourite tech conference! We’ve got a musical guest, a special guest interviews, we’ve got peer-review demos, a hackathon which runs the whole time and cool prizes. It is a lot of fun and a great way to end your week. I look forward to seeing you there – Hi, everyone, as mentioned, I’m Carolyn, and I’m your emcee for today. I will be guiding you through this journey, that is You Got This: From Home. I want to make a couple of announcements before I introduce our first speaker. First of all been I wanted to address what is going on in the world today, and the

past week, and really the past 400 years of systemic racism, and so Kevin and Shai, the organisers of this event, chatted and continued to continue with You Got This: From Home. They believed – it was a long deliberation, and they believed there’s still a positive and timely impact to be had with the talks we’re going to have today. We’re going to have talks about privilege and self-care, and a lot of things that, you know, the world is lacking, and that we need in these moments. And it’s also important to note that we are donating all of the leftover funds to an organisation that aims to dismantle racial injustice, and it’s still to be determined, because what organisation might be in need now might not be the one that is in need tomorrow, or a week from now. So, we will announce that at a later time. There is a slight schedule change to what you may have seen previously on the website. The last talk is not happening, and we are just going to end the event a little earlier than expected. Everything on the website is up to date, so please feel free to check that out. We still have seven great speakers, and afterwards we are going to have a Q&A with each speaker So, yes, let’s get going! So, first up for You Got This: From Home, we have Magda. She is a Python and TypeScript developer in Turku, Finland, but her background is actually in educational science, which lends especially well to her talk topic today. Her talk is titled Learning As A Skill You Can Practise and don’t forget to pop any questions in the speakers’ channel on Discord With that, I will hand over to Magda – Hi, thanks, Carolyn. So, today’s topic from me is learning is a skill, and when I was thinking about topics that I could propose, – propose to You Got This, this came to my mind first, because, well, yes, my background is in educational science, but also I think learning is one of the most salient things about working as a developer in this time and age, and that’s something that really, really will help you as a person if you feel comfortable with it, and feel at home with learning you in stuff every day at work – -*new stuff every day at work My own path I started studying educational science, so learning how to teach others, all kinds of different stuff – from sports, to art, to linguistics, and I also ended up on a programming course which was teaching programming for beginners , and there I became interested in programming myself, and then I ended up taking a three-month bootcamp and starting working as a developer After this three-month bootcamp I didn’t have any idea of what it was to work as a developer, or what would be expected of me, and I took my first job, and I felt like I was constantly drowning in this feeling of not being good enough, or not understanding where I should, like start learning more stuff, or how I could develop my skills, although there is a lot of learning going on, I think still. Those first years working as a developer are really like a struggle, and I thought that I could maybe share some thoughts with you all today to make that struggle less painful, and to maybe, like, tell you the things I wish someone would have told me when I started my working as a developer So, related to my talk, I have some philosophical thoughts in the back ground that kind of have guided me as someone who is constantly learning at work. The first thought is that programming is a craft, meaning it’s not theoretical knowledge, or purely doing, it’s like the combination of both, and maybe the experience that ties those two together into becoming a craft, a thing, that, like, you both know about from a theoretical perspective, but also that you do in your daily life as a habit or as a – as your work Also, I think that there is a lot of pressure on early-stage developers, and

although there is a big hype around more developers are needed all the time, and coding maybe feels like really cool business to get into, I still feel like there is unnecessary pressure on those early-stage devs, and that could be eased by saying some things out loud that maybe aren’t usually stated out loud. Also, I’m a big fan of being lazy, working smarter rather than harder is a really big thing for me, because there is more to life than work. And, therefore, I think it’s really important to not stress unnecessarily, and not work unnecessarily, but instead put in those hours where they really count, and where one can, like, impact the most So, when I started drafting this talk, I started thinking of what it meant for me, maybe knowing something, or feeling one is mastering a specific topic. One of those themes is maybe becoming familiar with something Feeling the ease of the work, also habits – those are all things that I feel are kind of themes that come up when one feels like at home with one’s work, and one’s craft, especially in programming When it starts flowing, the ease of the work, and the project moving forwards, is a big thing, and to get to that point, one has the level of the confidence of the ease of the work going on, of course There is a continuing learning process in the background, but I still feel like one should be able to feel this satisfaction of the work kind of carrying itself forward So, in this topic of learning and how people learn, and how we all can learn as part of our jobs, the whole thing starts with taking a look inside, maybe asking yourself what kind of person you see yourself as. And those questions that could be asked then are maybe, “How do I work?” “How do I react to challenges?” “How do I feel when I know how to do something?” “When was the last time I succeeded in something?” When I was studying at the bootcamp, it was a three-month bootcamp, and somewhere along half of the bootcamp, we all had a scheduled meeting with the coming manager of the work we would be doing afterwards, and I remember it was 8 am on a Friday, and I was really exhausted, it had been a really long week, and we were all facing like really hard pressure to learn a lot of you in things really rapidly, and that had been going on for some time. And I came to the office, and I sat down, and the manager was sitting there, and she asked me what was one thing I had done that summer that I felt really proud of. Instead of coming up with all the things that I felt proud of, or that I would have felt anything in that – like anything like that, I started crying, and I didn’t really – I was thinking, I was trying to find something that I was proud of, but I didn’t find anything, and instead she started coming up with stuff, like, “Well, you should be taking pride in this and this and this, all these amazing things that you’ve achieved,” but I think once – if one doesn’t feel those things oneself, then it’s really hard to move forward and to learn new stuff because maybe it tells about one’s own state if one doesn’t feel the feeling of success or feel the comfort of knowing what one is doing. These are all questions that you could ask yourself if you have a learning goal in mind, starting with who you are. I also wanted to talk a little bit about the mythology of being gifted. This is something especially female developers, of course maybe also gender-minority developers feel, that it’s hard to get into the

field because they don’t feel that they are technically as gifted as some others, at least even in – I’m from the Nordic, so even from around here, I think there is a strong mythology of men being more logical, and technical than women, and that kinds of holds us back because we don’t feel we are gifted enough to start this learning process of learning how to code and maybe sometimes getting a job in tech I think, for me, I have a feeling that not being mathematically gifted for a long time because of bad experience s at school or something, and really taking that step to start a bootcamp, to take the step to try and start learning these things required someone else pushing me into the thinking that anyone can actually learn , for example, maths or technical stuff without being exceptionally gifted, and also most people who we think, or we perceive as gifted and talented haven’t thought of themselves like that. I wanted to dismantle the ” I’m not gifted enough myth” to start with. Here are some phrases or words that could be describing you as a software developer Maybe some of you would think that maybe not all of these are traits that the developer could have, or like attributes that are developer could have in themselves, but I would argue that these are all just different kinds of personality, or ways of work tradeses traits that people can have, and they all can be the properties of a great developer. So, some of us may be are more prone to going full stack and trying a little bit of everything, and not really digging deep into any specific topic, but some might be really only interested in maybe learning everything about accessibility, and others equally valuable, and then it depends a bit about what kind of job you want to take on in the future, but my point was that we all have different personalities and different kinds of traits, and all of those traits can be the traits of a great developer. It isn’t that you have to be maybe always very detail-orientated in order to be a developer. If you are brave in move forward fast, that can also be a trait of a great software engineer I’m pretty sure most people in society have heard of some different learning styles, or at least somehow faced them at some point in their life, but I just wanted to list this topic one extra time here So maybe we all know that there are different styles of learning, and by “learning”, I mean becoming familiar, getting to know oneself, and a subject maybe memorising, or then trying out new things, if learning a skill, it’s more about the doing than the reading And all of these different learning styles can be applied to learning software development So maybe we are those kinds of people who like to learn alone, or maybe we are very social, and there are a lot of resources out there both for just studying stuff by one’s itself, or then studying stuff in groups, and meet-ups, and with friends Also one may be more verbal. For some people it’s easier to hear someone explain, to read something, for others, it might be about the seeing stuff fall in their places, maybe seeing visualisations of data, or how CSS elements fall in place on a page Those are all be different styles of learning maybe the same thing So I collected some resources of what I want to share. One way of going about learning is reading and listening, so maybe

listening to podcasts, or to conference talks, to discussions, or attending different kinds of events as a listener, or then reading news letters, books, all of those are great ways of learning More about software development in different kinds of ways Maybe books are more of the dry philosophy behind the theory – most books, but then again like news letters you can describe to, JavaScript Weekly is a great resource that has hands-on articles that people can enjoy Maybe start your morning by going through a newsletter. They tend to pile up in my inbox. I use one morning per week to plough through them. I hope you have better practices for news letters than me. I wanted to lift this topic of visualisations or explanations that have visual support, so, for example, CSS Tricks has a great guide to the CSS Grid, and I think they’ve really captured the essence of how to combine code with actual physical drawings, visualisations to make explanation really clear. There is also a YouTube channel called I think Three Blue One Brown, or something, and they have this amazing machine learning explanation videos which go into the mathematical side of data science and machine learning through amazing visualisations At least, for me, these are one of the main ways I like to learn things I always remember if I’ve seen something , maybe a picture of a neural network, how it works, how the different layers interact with each other, more so than by reading that as text. We are all different in that way, and it’s good to maybe explore some different things, and find what works for oneself One way of learning is also through doing hobby projects, or hands -on things, so I think all pretty much all developers who have had to work with CSS have at some point encountered Flexbox Froggy, a game where you’re placing a frog on a petal by using CSS Flexbox. That’s a really great way to learn it. I think that’s something I hilariously enough go back to a lot when I work with front-end stuff Other great ways of doing is, or projects that one could start is, for example, the advent of code, or maybe like going through the different kind of tutorials offered by the frameworks themselves. Just one more word about that the advent of code, it’s a coding calendar that is available every year in December, and it has challenges for each day, and it’s like obscurely difficult, I think myself I’ve done like the five first tasks, or something, but it takes so much time to try to do every single part of of that code, I don’t know what kind of person manages to work full-time and do that at the same time, but I wish I could complete it one year Here I took a screen shop the of the Django documentation, so just maybe maybe make the point that there are a lot of frameworks that have tutorials and documentation, or tutorials as part of the docs that are a really nice way of doing own projects. Also community, friends, mentors, reaching out I think we have an active female and gender- minority Slack community for people working in tech That’s one of the communities I interact with on a daily basis We also have other communities, maybe I wanted to lift our Python community to the Python community of our city, and these are great ways of getting out after work, maybe finding some new friends, and also asking those questions that one maybe doesn’t dare to ask at work. I also had an amazing experience of reaching out to

tea he Slack community and asking if someone wanted to peer-programme with me in a experiments way on Gatsby which I wanted to try for a long time or I didn’t want to do myself, or muster up the will power to do it myself. One of my friends spent a Saturday peer-programming a small Gatsby app with me. It was really fun I encourage people to find those communities and friendships that you could maybe get outside of your own comfort zone a bit and also find something fun to do learning-wise Then I wanted to go a bit more deeper into the programming as a craft. I think so maybe the philosophy behind what it is to know how to code, and what it is to be a developer, I think it’s also very much an identity question. One can see oneself as a developer , and of course I really understand those people who feel like they don’t want to have anything to do with coding, or programming, or any kind of software or data science stuff during their free time because that’s what they do during their work days. Then again I feel I’ve been working as a consultant for the first years of my career, and now I’m working as an in-house developer, and especially during my time as a consultant, I was really heavily emphasised that, as a programming consultant, you’re not only a developer but you should be kind of also a messenger of that culture of continuous learning, and personal development, maybe you have your own interest, you’re staying on top of those. For example, small things like reading a newsletter once a week doesn’t take that much time but it is a habit that will make you a better developer in the end, and not like, maybe not spending a lot of time, because time is also a valuable asset that we don’t – that we’re not supposed to waste, but spending time smartly and doing those small things that make you a little bit more informed than the general public about your stuff Maybe it’s reading one newsletter per week, or to one conf every three months, or something like that, but that’s part of the craft personship I see is connected to programming, and that will really, really support one in one’s clear, just having a little bit of extra there. As I said, it takes a lot of time, and time is not something that we all have an endless amount of, especially those of us who have family, or who maybe are students so are working part-time , or studying, and those things, zB and maybe to all of those of you who are junior developers, and who are stressed out with not having enough time, not having enough energy maybe to keep learning at the pace that you would want to yourself, I wanted to say that part of being a developer is also having confidence in that you keep working, you keep doing your job, you keep doing your studies and you get better. It doesn’t happen like overnight, or instantly, or anything like that, but if you keep doing it, you put you to in those small amounts of time or larger amounts of time if you have that opportunity. It does pay back, even though it sometimes feels like you’re pushing and pushing, and the cart is not moving anywhere That time is definitely going to count in the end I also wanted to mention a little bit about setting goals A question I would ask you who are learners or students, maybe learners on the job, what are the concrete goals you want to set maybe this month? Or maybe this week? And one of my friends who gave a

great presentation about getting overwhelmed in tech – that’s also something I think a lot of us experience One of his points one of the key ways to get overwhelmed as a software developer is that you will try to be full stack, of course, it’s okay to be full stack, that’s fine, but also like if you aren’t able to narrow down what you are learning, it really might feel, because there is like an endless ocean of stuff, from infosec, to front-end, to CSS, and there is so much, and they’re so different from each other, that if one doesn’t set a specific goal , narrow goal, then it’s really, really frustrating, because it can be really frustrating not to – when one is moving on all of these different areas, it might feel that it’s going really slowly, even if it’s going at a good speed Maybe a mentor could help you set the goals. Maybe a colleague of yours, or somehow another mentor. Maybe you could find a mentor working in the field who you would want to kind of follow career -wise, so, maybe a mentor could be one help to setting those career goals, or to those study goals And asking one’s self why are these the goals one uses? Of course it might be a goal to learn Rust or Haskell. Mouez Hassen been my learning aspiration for a long time Realistically, if one of your goals is to get a job and thrive at your job, then I’m afraid there are very few jobs that Haskell or Rust might be helpful in, at least for now. At least for now, no-one knows what the future holds. I would encourage people to critically evaluate why are these the things I wanted to learn, and how would you practically apply those skills you gain? Because they go away if you don’t apply them like all of the university exams, it’s just long gone one month after the exam if you don’t use it practically In assessing your learning, yes, maybe peer-programming could be a good way of doing that, hobby projects that you can show up, showcase, I would say put everything on GitHub or whatever other public portfolio you want to have. Don’t be shy. Just put stuff out there and ask for feedback. That’s really valuable Also maybe ask a mentor And, yes, one more topic that I wanted to cover is feelings Maybe this is something that I see female or gender-minority developers lift a bit more than the general dev community, maybe it’s changes – I hope it’s changing – but I hope in the future more and more technical people could be talking about feelings without feeling awkward. So these are all gifs that I had in my Slack discussion with my tech lead during one day. I think they described very well how my emotions go during a day at work. I’m not a very emotional person in my private life in the sense that I tend to be quite steady, but at work somehow I realised when I started working that there is just so much – I think it’s because it’s hard, it’s difficult, there is a lot of frustration, there are a lot of feelings of helplessness, maybe, feelings of, “I’m never going to get this to work, this isn’t going to go anywhere”, a pull request has been hanging for weeks, and then sometimes you feel like you get something done, and you’re really happy about it, or then you just feel very grumpy when something doesn’t work out the way you want it to work out Those are all things that really impact you as a developer, as the code you write, as something that how you interact with your colleagues, and I think it’s really important that we notice this,

that our feelings are part of our job – maybe for some, maybe more, for some less Especially, as junior developers, it can be hard, difficult, frustrating, and that is okay – that’s very okay Kind of accepting that one feels stuff, and one is accepting that one – yes, sometimes, it feels really bad at work, but that feeling will pass, and maybe of course if it doesn’t pass, then it’s time to do something about it, or change your role, or ask why you’re not feeling good. But also not being afraid to feel bad some days, because that’s just part of the job Sometimes you hear people say that you learn faster by failing. I don’t agree. I think of course it’s important to fail sometimes. If Finnish there is this idiom that says your failure is a gift, and [alarm sounds]. That’s the electricity that went back on Sorry! I believe that, as learning coding, as learning software engineering, it’s really, really important to have those experiences of success, positive learning experiences, not only feeling bad, because one doesn’t know enough, but also feeling really good when one learns something, or when one gets something to work perfectly So also like give yourself those experiences, like do projects that are easy enough, go and stay in your comfort zone when you feel like that. Don’t force yourself to fail all the time, because that’s like emotional ly really hard Feelings matter. They impact how you work. They impact how you learn. They impact if you are eager to take on you in stuff, eager to learn more things, or, if you just want to go home and cry This is a screen shot I took from a discussion between me and one of my friends. My friend is a very talented software developer Just graduated in the technical field And I think she, as many other developers occasionally have these feelings of – of not being enough, just not having like even though one is pushing oneself and one is doing a lot of learning outside of work and pushing oneself out of one’s comfort zone at work, one can still feel really – I mean, maybe vulnerable, maybe – yes, incomplete Those are all things that we all as developers, or at least the majority of developers feel, and kind of noticing that we all feel that way, noticing that others feel that way, and supporting those who do feel that way, like if your friend tells you they’re very stressed out, if your colleague tells you they feel like this, I think it’s important for us also to, instead of kind of making them feel like we don’t have this problem, make them fell like it’s only them that feels this way, we can also open up and share that, that, yes, this is indeed a feeling we all have occasionally. It’s not like there are some super human developers out there who are only winning every day, and feel great, and always succeed in everything they do. And have the energy to be super coders, and do all these fantastic open source projects, and read, and everything, but we all feel very tired occasionally I’m glad to say there is a talk coming up about burnout after this, so I will definitely hang around after that So, look at your own – ask yourself how you feel What is something you can feel proud about? What do you feel stressed about? Are you sad to go to work? Are you happy? Curious? Excited? Excited about something new, about something that’s going to change? It could even be worth it to monitor during one week all of these feelings and emotions, just to jot down each time you feel one of those, that what is the feeling, and how

often do you feel it? If you notice that you felt really stressed out every day of the week during the past three weeks, then you know that there is something that you need to change, and, of course, my talk is not about emotions, but my talk is about learning, and learning will not happen if the emotional side is not okay, so take care of yourself emotionally, monitor your own emotions, and accept that they’re part of your professional identity, whether you want it or not. One of the conclusive points I have is it is said in Finnish that something takes butt muscles, which means it takes time, and that is actually everything. Becoming a great developer is about – well, small habits, but also just staying at it, not giving up. I think that’s also one thing that a lot of minority developers feel such pressure, maybe their own created pressure, or maybe it’s external pressure, but the pressure forces people out of software engineering jobs, maybe into less technical jobs, because they feel like they will never be good enough, but, actually, just sticking around year in, year out, instead of back ing down will make you in the end one of those senior developers who are sitting there and knowing a lot of stuff that all the juniors are looking up to. So don’t give up. Hang around. Stay determined. I think that’s also what learning is about. At least in this specific case, learning a skill or a craft So that’s all I have to say about learning Thanks for listening, and please come and shoot me some questions later. I think now it’s also a time for a Q&A – I’m muted, sorry! Okay, so, anyway, thank you so much, Magda. That was really amazing You made a lot of excellent points. I especially loved that you mentioned how it may be difficult to learn outside of your job, because I think that’s something that at least I definitely felt that pressure always to be spending my free time coding, and it’s just not always realistic, so , and I also love you said that feelings are part of the job, because I’m a work-crier. It felt like a personal shout out. I really appreciated it! We have a lot of questions from the audience. If it is okay with you, let’s dive right into those The first one is, I’m sorry if I butcher everyone’s names, from Emmanuel So you mentioned Slack groups for women in technology. Which ones would you recommend, and also there is another one related that said do you mind sharing a list of all of the podcasts, news letters, et cetera, that you’re recommending? – Yes, so I can definitely go through all of the learning resource s I mentioned later, and maybe share them with you through some form For Emmanuel, there are at least in Sweden I would really recommend Think Programming. It’s a group for women and nonbinaries in tech. They have Facebook communities, also a Slack, and also some events which are really nice I’ve been part of that community for several years, and it’s been great support In Finland, there is [ Finnish spoken] which is a programming community for women and gender minorities And that’s a great Slack. I can maybe forward some invites later, or see if I can find the invite link, based on that Finnish word, maybe it’s not that easy to find. Yes, I can link that as part of the resources to you guys later, or people later – Yes, that would be amazing How do you track your progress as a developer?

So how do you track progress in a way that keeps you moat serrated while you’re working maybe on side projects, or throughout your career? – I think during the first years of my work life, I’ve been switching jobs quite a lot Maybe it’s something that most people do in this field, or maybe it’s just me, but I think going to interviews has always been a good measurement point for what I know and what skills I’ve collected to that point, so maybe even thinking of interviews, or thinking of those kind of, yes, showcasing your skills as measurement points, but also just keeping, maybe keeping a log. I think for me, I’ve been during the first years of my career, I’ve been really going broadly and trying a lot of different things, and so now I’ve been trying to dig deeper into some specific topics And just like maybe it’s part of I feel like I know more about these now, but I don’t have any more concrete ways of tracking how deep my knowledge in that specific language or something is – I think that’s great advice to be able to track that way Unfortunately, that’s all the time we have for questions right now If any of you want to continue the conversation, you can feel free to drop in the Professional Development Channel on Discord Thank you so much, Magda. It was really nice – Thank you! – All right, hello, so our next speaker is Pauline, and she is an avid blogger on her blog, – paw, like animal paw! I will drop it in the Discord. She’s also a digital engineering advocate, and her talk is called Breaking Point – recovering from burnout. I think talking about burnout is essential. Things are evolving and changing, and, as Magda said, learning is so overwhelming. I’m excited, and I will hand it over to you, Pauline – Thank you. Hi, everyone. It’s so nice to see so many of you today tuning in from at home. I went to the You Got This conference back in January. It was amazing. I enjoyed myself It was a real honour to be invited today to speak to you at the You Got This. Thank you for that introduction. I’m Pauline I’m pleased to speak at today’s conference I will talk about how real burnout is, and sharing some tips on spotting early signs, and dealing with burnout so you can hopefully take that on board and add it to your own life. It’s more important now than ever. A lot of the examples and stories I’ve shared today – Sorry, one second Your audio is a bit robotic Now it’s better. I just wanted to … is it – Is that okay? – Sounds perfect. I will get out now! – Phew! These online conference s are really stressful! We will get through it! Cool, I will just be talking about how important that is, and like I said, I’m going to be sharing stories about what happened when things are normal, but, obviously, I’ve experienced burn-out as well from these work-from-home and remote working times as well, so I will briefly touch on those as well So, intro on me. Hi, everyone. I’m Pauline. I’m a keen creator, mostly blogging on really important topics for me, such as well being, tech, personal development, and travel, and loads more on my blog I loved how it was described as “paw” like in the animal print. It was meant to be like the Flex emoji, like lean! I’m currently on a digital engineeringrad scheme at BT, currently I’m focusing on the amazing world of site reliability engineering – SRE – and it’s a lot of fun. I’m due to roll off in September which is both exciting but terrifying at the same time I’m an advocate

for equality for women, black folks, and full colour working on initiatives with varying organisations to help bridge gaps specifically in STEM. And, yes, I actually wear a lot of hats. To be honest, I absolutely love it So, my breaking point – Pauline. Hello. I’m so, so sorry Your microphone is going very, very robotic, I’m going to request if possible – everyone can hear me, by the way. Is there any way we could do a mic change? We could go from the top, maybe? Is that okay? If it takes a few moments, that’s fine – That’s fine. We will do that quickly, one sec – No worries We will edit this out. It won’t exist! Don’t worry! – Okay, that’s cool. I’m so sorry. Can you hear me better? – You sound much, much better If you wouldn’t mind going from the top, so we have a lovely recording without a Dalek version of your voice! – Okay, let’s go. Let’s go from the top. That’s okay. Second time lucky! – Yes – Am I all right to go? – Yes, you’re all good – Cool – Thank you – Okay, let’s start again! Okay, hello, everyone, thank you for joining me today It’s great to see so many of you tuning in from at home. I’m Pauline, your second speakeror today’s conference and I will be talking about how real burnout is, and sharing tips on spotting early signs of burnout and dealing with it so that hopefully you can take this on board and apply it to your own life. Obviously, all of the stories that I share here today are focused on when things were “normal”, but obviously the whole dynamic has changed at work, and at home, and meet-ups as well, so I’m going to try to touch up on them as well throughout the talk. So, yes, just a quick intro on me Hi, everyone, I’m Pauline, I’m a keen creator, mostly blogging on important topics to me such as well-being, mental health, tech, personal development, and more. You can find more on my blog I’m currently a digital engineering graduate at BT on their digital engineering graduate scheme Right now, I’m focusing on the wonderful world of site reliability engineering, and that is – it’s all really, really nice and fun, never done DevOps in my life until six months ago, so still learning loads. I’m due to graduate in September , which is both very exciting but also terrifying. And I’m an advocate for women, black folks, and people of colour in tech. I work on a lot of initiatives with various different organisations to help bridge gaps in STEM And, yes, I wear a lot of different hats, but, to be honest, I absolutely love it. So my breaking point From my introduction alone, you could probably tell that I like to dip my toes in lots of different things, and that is great, especially as someone who didn’t have a tech background, because of all of these wonderful things that I’ve been involved in, I’ve really been able to pave my way into tech, and the next few slides I will try and explain and just showcase my story to you. So back in January 2018, I had just finished my final year January exam, and as soon as I finished them, I immediately thought about all the free time I had to do other things like plan talks, go to events, plan events, write posts, film stuff, learn more tech stuff, do more tech stuff, and apply to so many different jobs So, what did I do? I did it all, literally, everything. And just in time for graduation, I was obsessed with this concept of grind and hustle, hustle and grind, and making the most out of every second of the 24 hours that I had Obviously, the work that I did really did pay off, and, today, I’m in tech, learning so many different

things, and actively contributing to some pretty cool stuff At the time, I thought I was becoming super woman, but listing it out like that now, it makes me feel really silly not seeing this inevitable future of burnout, but just as a side note, I still think that I am Wonder Woman, Super Woman, but I’m less dependent on external things to make me feel like I am So surely after finishing my final university exams, I moved to Leeds, where I currently live, to start my summer internship the following Monday I had hardly moved into Leeds, or even so much fully took like a proper breath at this point. So, this is just an example of what my calendar looked like from finishing my summer internship and then going into my grad scheme. It was a similar structure to when I finished uni, I started my internship on Monday. You can see here on the Friday I finished my summer internship, and I was feeling pretty good, pretty positive, because I contributed quite a bit I was proud what I achieved in the last three months whilst trying to adapt to working from home, working from home, adapted to living in Leeds, so then on the Saturday and the Sunday, I had to start preparing for my grad scheme, and so the first two weeks of your grad scheme, I actually had to go to travel across the country in all sorts of areas because they had several different sessions, and so I had to pack, I had to make sure that on Sunday I was at Ipswich for Monday at, like, 8.30. That was a full-on day. We had train delays. I was probably travelling that day for almost like seven hours. It was absolutely ridiculous because of trains, but then the Monday to the Thursday, like the Friday, I just had full day induction, and as you can see from the emojis during the week, I went from being optimist requestingic, upbeat and – optimistic, upbeat and excited, to feeling really quite burned out and ill. I pressed on I actually was really unwell during my induction event, and I think it was a mixture of home sickness, but also trying to take everything in. It was really, really overwhelming when you start a new job, as you probably know So then, once again, when I started my actual job in Leeds, in addition to adjusting to my new working life, and learning stuff at work , I just sort of suffered from really bad anxiety, and fear, after moving away, and after doing all the induction, and pretty much I just felt super, super overwhelmed, and so what I usually do, and I have always done this, and I can’t really explain why, but whenever I get overwhelmed, I just continue to overwhelm myself with other things by adding more to my plate It sort of was like a hope for me to crush my anxiety. I don’t know if anyone else feels this way? I’ve never really spoken out loud about this, and I would be interested to know if anyone else has done this, they add themselves more to make themselves feel better but it goes the wrong way? So I added more to my plate to hope to crush my anxiety. That didn’t work. It did work throughout university, but when I entered the working world as well, with personal stuff going on, I just kept doing it, as you can see there, I did more learning, I started teaching my first Girls Code First courses after work, I did more meet-ups, blogging, more learning, and my days were just learning, working, and working towards a goal that I really – that at the time was really important to me, but eventually, I started to realise that this is un sustainable, because what does this result in? It results in burnout. So burnout is a state of emotional, physical, and mental exhaustion, caused by excess and prolonged stress. It occurs when you feel overwhelmed, emotionally drained, and unable to meet constant demands. So

that is how I was feeling. And it took me quite a while to spot the signs, and it somehow is quite difficult to spot these signs of burnout when you’re so focused on your goal. I know that happened to me. I want to make such a huge impact as soon as I this you as I enter this new job, I want to make an impact and have people take me seriously. I was focused on learning about the company, how they work, learning about the different codebases, and I wanted to contribute from day one and hit the ground running. Sometimes, that’s not a sustainable or healthy in the long run And these are just some warning signs that I slowly started to realise and recognise over time, and that you should also look out for So friends and family kindly telling me to slow down. It’s like everyone was warning me about it. It seemed like I was taking too much on and slowly spiralling out of control, but I just couldn’t see it. I actually always responded to friends and family with things like I know what I’m doing, I’m doing fine, it’s only this, it’s only that, I just need to do this, I just need to do that, leave me alone, stuff – stop trying to derail me. Sometimes, like I said, it felt like they were trying to stop me, or slow me down for some reason, and it actually, you know, upon reflection, it was actually the fact that they cared for me, they were just talking to me, you know, taking me to one side, and being like you need to take it down a notch, and just keep calm, and everything, so that because they cared about my mental health and well-being. If people are saying this, it might be good to take a moment to reflect. They might just be genuinely worried for you. The second one is not getting enough sleep. I was actually running on five to six hours of sleep most days in 2018, and I knew that sleep was important at the time, but sometimes I just physically couldn’t sleep because all I wanted to do was go through my to-do list and tick it off, and do some more learning, working towards my goals. I was just so wired with all the things that I needed to do, and, you know, this is obviously a massive red flag, because if you’re replacing sleep for extra hours of work to tick things off your to-do list, that’s so unhealthy and a massive red flag. Nowadays, I just – I prioritise sleep. It doesn’t matter if I don’t get my goals for the day done, I just go to sleep. It’s okay Everything’s fine. And, yes, that is a massive red flag Losing interest: so my interest in things like my blog, videos, and even like health began to suffer People began to notice the lack of enthusiasm that I had towards things, and I found myself stuck in a cycle of negative thoughts, and I was irritable to the people that I loved the most, and you know, it was just really negative. If you start losing interest in something that you used to get up for in the morning, it might be a sign that you’re running low on batteries. Similar to my last point, if you feel like constantly down and experiencing lots of negative emotions, I know I felt like this because of all the things that I said yes to, I started to realise that my 24 hours wasn’t enough, and this actually led to a lot of dread and anxiety, so I said yes to everything, I felt like I needed to do everything, and, because I knew I didn’t have time, it just spread me out even more. On top of that, I started to feel anxious, avoiding people, and getting like – I was just in such a negative cycle that I wasn’t very pleasant to be around And, yes, it just wasn’t good, because, like I signed up to something, I was really excited about in the first place, and then suddenly like I don’t want to do this any more. Overall, my days just started to feel like one big chore, and I hated it Again, another big red flag Cognitive problems: so, if you’re forgetting things, a little bit all over the place, and making silly mistakes, bursting out into different emotions, you might be experiencing burnout. I know that this is something definitely my partner can tell

you I do a lot whenever I’m piling up with loads of different things, saying yes to everything. I could just be all over the place to the point that I can’t even think straight And falling ill: nothing hits you more in the face than this one During the summer of 2008 2018, when I confirmed my prays on the grad scheme, I took the weekend to prepare for the induction event the following week, and, like I said, it was an intense next few weeks, I was travelling up and down country, feeling exhausted from all the travelling, mentally exhausted from all the networking, and one night, like I said earlier, I actually fell quite ill to the point like I had to skip a few days on the induction event, and actually ended up missing more stuff It got to a point I was actually in my hotel room just staring at the ceiling because I was, like, “Why do I feel so bad? I feel terrible right now.” That was like the first hit. And people deal with over whelm in different ways. This was my way I was taking on more things When I eventually got better, I was, like, “Catch me up. I need to make sure I’m up to speed with everything.” When I actually started my grad scheme, I was actually ill for a few days with a random cold, or a really bad migraine, and that was – it was really weird because I never get ill. But then every single month when I started my grad scheme, the first six months, I was always ill for five days, three days with a migraine or a cold My immune system was saying, “Pauline, you need to go back a bit, reflect. You need to calm down, don’t stress yourself out because it really shows.” It really physically gets to you This leads me on to this A a riana She stared her story on burnout a few times now, and I highly recommend that you listen to a few of her interviews and talks about the subject, because she has some really great insights But there was one day that one story that she talked about where she actually collapsed from overworking herself. This actually led her to waking up with a pool of blood on her desk. She was so mentally exhausted, she must have fallen asleep or something and then hit her head on the table. When she woke up, there was just blood everywhere. She ended up having a broken cheekbone as well which is crazy. That is what exhaustion does to you. She actually said in the past, “I had a thousand wishes before this, but now, after the incident “she only wished for one thing: to get better. It reflected to back what I said before, that my body was screaming for help, saying please slow down, please stop. When your body is screaming this at you, you just have to take a step back and listen So, how can we deal with burnout once we experience it? So dealing with burnout is something I’m still constantly learning about, but I feel like over the years, I’ve started to develop some strategies since my breaking point that I continue to practise today when I spot early signs of burnout So, the first one is to be honest with yourself. Looking back at that time in my life, I know a lot of it was caused by unnecessary pressure I put on myself I had to ask myself some really tough questions like: why am I actually doing this? From this one simple question, I realised that I have quite a bit of a deep-rooted belief that pressured me to say yes all the time One I found personally found, a belief I found is myself worth This is something I – is my self worth It wasn’t something I realised until I had an honest occasion with myself I didn’t realise how much self worth I had I attached to a project, or lines of code I wrote that way, or a new job, because that is very, very toxic. There is this hustle obsession, productivity addiction, and a ridiculous worth ethic I linked to my identity. It doesn’t help

when you see the most successful people you look up to, and they’re like the shining example of this, these people are great for inspiration and motivation, without a doubt, but where do we actually draw the line? That is something that you just need to be honest with yourself, and, if you are equating yourself – your self-worth and outworth, it , it might be worth stepping back and see matters. This helped me shift my mindset around productivity overall It turns out rest is a huge part of success Stopping to consider : usually, like I said, I like to ask myself these questions: how does this serve me? How does this serve others? Can I do this on time and with top quality? If not, can I recommend someone else? These questions really deserve honest answers, it’s like a framework that I’ve developed nowadays whenever I’m deciding to do a project, or deciding to speak at an event, and this is just so much more of a considered approach rather than just jumping head first, and also the last bit is if uhyou can’t do it and you say no, make sure that you pass that on to someone else, because it might be a really good opportunity for someone else to take up And yet, I’ve been practising it the last few months, and it’s been really fun! Block out time for you. So this is just the physical act of blocking out time on your calendar can help you commit more time for yourself. This works for me, and I have a few blocks throughout my day now where I think literally just focus on whatever I want. I call this Project Me These blocks during my day have helped me to stay sane. I fill them with things that really inspire me, that really energise me, and that includes exercise, journalling, blogging, and taking care of my plants Sometimes, we just need that physical block of time to do that Disconnect: in our 24/7 world, sometimes, we need to talk away from the internet for a bit. Social media is fantastic, especially during this time, because you connect with more people, and it’s great to stay connected, but, sometimes, seeing what other people are doing can make life feel like a bit of a sprint So when it is more of a marathon, and staying offline, invest in more offline habits – reading, drawing, or going outside to talk around safely, connecting with friends instead of feeds. I took my first social media break ever last year for a couple of weeks, and I returned feeling so much more at ease, and I think that we deserve to give ourselves a break from the overwhelm of social media, and let our minds warned for a bit. Staying mindful: I personally love keeping a track of how I’m feeling day in, day out. You can do this with journalling, or using several different apps. I can recommend some that I’ve been using recently, and I will link that in the Discord later. This has helped me be more aware of any early warning signs of burnout as they crop up, and I always use this as a way to remind myself of positive messages that my self-worth isn’t defined by my productivity because sometimes we need these reminders Yes, this is just do nothing, walk away for a bit. Literally switch off everything, and just walk away It’s okay. I know it can feel like you need to be on something, like social media, or constantly be doing something, but sometimes you can walk away and do nothing. That’s fine. Recharge your batteries. For me, in 2019, that was my year of recharging I spent most of my time travelling, reading books, and finally catching up with the MCU with no regrets. Ironman is the strongest Avenger! Yes, so this doesn’t actually men the end of taking up opportunities Just because you have decided to prioritise your health, it doesn’t mean that you’re quitting, it just means that you’re taking a break, and you’ll be returning with a new burst of enthusiasm and energy that allows you to do your very best. If there is one thing you want to remember from this talk, and take away from this talk, it’s

this: we need to let go of this destructive belief that, if you keep working hard constantly, you will succeed, because it’s just unhealthy, and un sustainable I love this quote I’m showing up on the screen right now. So you won’t find true balance unless you install checks on your time, energy, and other resources. Draw the lines you will not cross lines with permanent markers, laser beams, and barbed-wire. Defend your bandwidth with repeat ed and firm resolve. Your survival depends on it. We aren’t machines, so let’s stop acting like one. Thank you so much, and stay safe out there, folks – Amazing. Thank you! I work at an early-stage start-up, and I didn’t realise how much I needed that talk until you were talking! All right , so let’s go through the questions. So, the first one is what are the steps that one can take to scale back on activities when you’re starting to see the signs of burn-out? ; I think one SQL I’ve done in the past is just writing a list on a piece of paper, and writing it all out, so writing out every single thing that you need to do, and then prioritise. It is literally just a – in order to find the best balance, you have to prioritise, you need to make sure if you’ve got anything looming over you like a deadline in the next few weeks, you prioritise that. If it can wait, it’s a long-term thing, you don’t have to do it straightaway. You don’t have to launch yourself to make sure that this, this, this because other people are currently talking about it, so, yes, just writing a to-do list, prioritising, that really helps me personally – That’s amazing. This one is pretty relateled, but do you have any tips on how to communicate your need to drop things once you’ve already committed to them, or maybe communicating with their employers as well? – That’s an a really, really – that’s a really, really good question. At work, I’ve said yes, I will do this interview, I will do that, I will do that, and it can be quite difficult because you feel like obliged just to keep going, because you’ve already committed, and I used to have this really – I used to believe that, if I’ve already committed that I can’t go back. I just have to keep on doing it, even though I’m feeling overwhelmed, even though my mental health is really, really bad, so, again, it’s one of those things I’ve practised over time, and so what’s helped me is if I’m too scared to tell my employer, I usually take a colleague on one side and explain how I’m feeling, so sometimes a normal conversation like, “I feel really overwhelmed, I committed to this but I can’t do it any more, I don’t have the mental capacity to do it any more,” and usually when I talk to someone else about it, they’re like, okay, they have an overview where they’re like, “Yes, you’re really burnt out ,” and they can give me an object ive perspective and that helps. After that, I usually go to my employer, and talk about it, and have that sort of same structure that I practised with my colleague, so that just works. And yet it can be quite difficult, but I truly believe in your employer really cares about you , they will accommodate how you’re feeling, and make adjustments, because we’re not machines, we are people, and we need to start treating ourselves like people – Definitely. On a similar topic of wanting to talk about burnout in the workplace, what are some ways that you can help lead a change away from a culture of burnout in your workplace, especially for those of us who are working for these really hustling start-ups, and what can we do? – That’s a really good question So what we’ve recently done at BT, because well-being and mental health has recently become such an important topic in the workplace, which is great, it’s great that people are starting to have these conversations, so what we’ve actually done is we’ve

created different guilds within our teams, so we have like a well-being guild, and in that, we have a committee of people who is 20 per cent of the amount of work they do is contribute to – contributing to the well-being guild, and improving ways to advocate for well-being practices, so one thing we recently did is because everyone’s working from home now is the well-being guild has been sending out care parcels to people, so you go on to their channel, and you nominate someone you think that needs sort of like a reminder that everything’s going to be okay, even if you slow down a little bit, which is really good. It’s like calls people out in a way that you need to calm down, you need to dial it down a little bit because you’re stressing yourself for no reason Sometimes, we just need someone to say that to us. What they’ve done is started sending out these care packages which is really, really kind, really, really nice. My advice would be try and organise some sort of committee or a group that just focuses on pushing that well-being and mental health agenda to the workplace And that’s definitely something I’ve just noticed in my team. It has helped me as well just take a step back whenever on the verge of burnout, and you can see it, and I can’t Also, other people at BT gets their wellness mental health, and burnout-related training, so that managers especially can have these conversations with the employees to tell them it’s okay, you can take an hour or two out of your day to have a nap, or take a break. So, yes, that’s been nice. And something that potential ly you could have a conversation with your employer – I love the idea of nominating colleagues and sending little packages. It’s so wholesome. I love it. Thank you for sharing Thank you for your great talk, and in general your vulnerability. I really appreciated it, and that’s unfortunately all the time that we have for questions. But, yes, thank you, Pauline – Thank you – For anyone who wants to continue this conversation about burnout or self-care, you can head over to the self-care channel on Discord. Now we will hear from one of our sponsors – Hi, everyone. I’m back again, here today not as an organiser right now, I’ve changed my T-shirt to tell you what I’m talking about, coming as a sponsor. All the sponsors from You Got This will get time to talk about the stuff they do and their products, and I will do this. Contentful is the company I work for. I’m a developer evangelist there and we build awesome tools, mostly known for our content platform. We have an API that helps deliver content and bridge the gap between non-technical editorial teams and developers, so let me show you concrete examples of this. Last year, or adulting dev, we built the original website off Traffic and Contentful. Rather than show you something vague, I’m going to do a quick technical dive into how that website works and how the Contentful part of it works. So this is the website, a simple one-page website. I have it running locally. It’s a Flask website, so it is a simple thing to run – just Python and the application It’s broken down into these different blocks of content. A block here with the cool rocket that Melody, our designer made We have a content block which gets reused. It has a heading and has some information. We have the same thing right here, even though it looks different It’s actually the same content We have a map area. I had the keys to the set for the Google maps API to work only on the domain and it’s not here. Some jerk went and took Contentful off as one of the sponsors. I’m going to fix that. If we jump over into the Contentful space, we can look at the conat any time we have here. We have this home page type. We have content blocks which are things that I’ve set up, so they have titles, and they have content in them. We can actually click in the content models and see how they are abstractly represented. The title has a slug suggest that I use for

in-site linking and it has a piece of content. If we go and click into the home page, the home page is just a collection of the content that I’ve made, so I can do things like rearrange it, so I can put a sponsor up to the top, I can click into it, so I can fix the sponsor logo slew, so I can click Contentful here and insert it. I can go ahead and ignore one password updating, and hit publish change. Now, when I go ahead and I refresh this page, the ordering of the page should have shifted Oops, I’ve got to publish the page as well. Now, the order has shifted. We have our sponsors at the top, as you can see, we’ve got Contentful up here as well which is pretty exciting I can go into any of these and edit them easily. This is the interface that non-technical folks like editorial teams and writers can be really powerful in. It’s difficult for them to be writing things like markdown, or using code, so, by connecting things up to Contentful, you make it so it is really easy to collaborate with these non-technical counterparts that you might get to work with Jumping into the code really quickly, the code is pretty fun So we are bringing in our dependencies, we’re connecting into Contentful and Google Maps, and then we are running one page, because it’s a one-page website, so we’ve got one route, we’ve got home page We pull that home page I was showing you earlier. We pass all of the information over to Flask’s rendering, which is awesome, so we can go ahead and take a look at how that is handling. It’s just a for-loop, references to the reference types, so it passes the information, if it is a content type or block, it passes it over to the content block, if it is a map – and we’re going to reuse the content as well, which is pretty cool been this site is all open source We open-sourced the entire website. You can go and check it out, and the whole website is right there if you want to fork it and mess around with it as well We’ve got a bunch of other cool examples we made. I put out an 11ty gallery on GitHub, and we have all sorts of other cool stuff over at the Contentful developer portal which you can set out at I’m hanging out on Discord. I’m in all the channels because I’m helping organise the conference If you want to talk about Contentful stuff, definitely check out the Contentful channel in the Discord. Thanks, everyone – Hi, yes. Thank you, Contentful, and I want to say thank you to all of our sponsors, because this would not be possible or free without them. And for anyone also – welcome back to everyone else For anyone joining the stream, I’m your host, Carolyn, and this is You Got This: From Home, a conference that talks about the core skills for having a happy, healthy work life. If you registered for this event in advance, you can head over to our Discord and join the conversations happening there This is where you can ask speakers questions directly, and also chat with other attendees, and finally, before we continue with the talks, it’s important to note that we have a code of conduct that we expect you all to follow throughout this event. You can find that on the website if you have any questions or anything at all during this event that makes you feel uneasy or uncomfortable, please reach out to one of our organisers, or you can fill out the form that’s on the bottom of the code of conduct page So, there’s this stereotype when you’re a developers, when you hear about tech people, that they’re hacking away somewhere in a basement, and never communicating with other humans, but this is not reality, pretty much at all This next talk that we have combats that directly. So our next speaker is Katie, and she is a software engineer at Capital One, and an organiser of the NottsJS meet-up, and her talk is called The Art of Communication. We are thrilled to have you, Katie. Take it away! – Hey, I’m Katie, and, today I’m going to be talking about the art of communication I don’t know about you, but growing up, there was a stereotype of what a programmer looked like, how they work, in a basement, they don’t see or work with anybody. By intention extension, I assumed working in tech would be similar, maybe not the whole basement atmosphere but it would be a lonely period to be in. As I got older and went to university, these

perceptions shifted a little bit. I expected that when I graduated and I got a job, I would spend most of my time coding alone, and maybe I would be in a stand-up every now and in general, and have time to work with my team-mates if I needed help or got stuck on something The reality of working in tech is quite different. We are often in open-plan offices which means being sociable, working in teams. There’s a lot of emphasis on team work, and it’s the a very social environment. The reality of my usual work day is more like this. I probably only spend around ten per cent of my time working alone as I’m nearly always peer-programming, chatting with stakeholders, or sharing meetings with my colleagues, and Agile ceremonies. For me, this is the norm. I also really enjoy going to meet-ups and conferences when I can These are also really sociable, as a lot of the time events will have breaks so that you can go and network and chat with people which makes an excellent place to meet people, but it can be really challenging if you attend alone, and you struggle walking up to people and start a conversation Therefore we spend an awful lot of time working with people in tech, so communication is an important part of working in the industry Hi, I’m Katie, a junior software engineer at Capital One. I’ve been there about ten months, and graduated about a year ago, so I’m very knew to the tech world I have a mixed relationship with working in a sociable job pip love the people I work with, but sometimes I struggle with my communication skills and that can hinder how I do my job. Sometimes I’m surrounded by extroverted confident people which makes speaking up a the meetings quite difficult. Sometimes, I can’t get a word in, or maybe I don’t want to say anything that day, I’m in quite mode, or I don’t have anything to add to the conversation. My performance reviews so far have gently been you’re doing great but speak newspaper team a little bit more. Be more confident when you present your ideas. That’s where today’s talk stems from So, we’re talking about how can this – how your personality can affect your career and affect others around you. Identifying strengths and weaknesses in your communication skills, and then finally, how you can actually improve your communication skills. So, introversion versus extroversion. Here are some definitions I found on the Oxford Dictionary website. For the introvert, a quiet person who is more interested in their own thoughts and feelings than spending time in other people An extrovert, a person who enjoys being with other people These definition s are limiting to me. What happens if you’re a quiet person but really love people? Where does a quiet person sit in these definitions? I don’t think there are set traits to either group, and it’s fair enough to identify one or the other, but maybe if you’re on the middle, or don’t identify with either of them. Personal will be, I work with loads of confident people who are introverts, and many extroverts I work in a team where a lot of people identify as introverts but they vary widely in personality, and some are reserved. So, how can these personality types affect how you work? As Annex variety, you’re going to be – as an extrovert, maybe you’re more confident speaking in meetings or walking up to strangers having a chat. If this is you, you can use this confidence and experience to help others around you who are not confident in these skills Here are some ways you can help Firstly, you can invite others into your spaces. A popular idea at the moment is how if you’re in a big group situation, maybe you’re in a circular, maybe at a conference, or you’re waiting for your lunch, and you’re in this group, make sure that you leave a little gap so that if someone else wants to join the conversation, they can talk into the gap and join it If you think how difficult it can be if everyone is huddled together and there is no physical room to get that in the conversation, you’re probably not going to push your way in, because if you’re a bit shy, that’s going to be really difficult. Make sure you leave a gap so people can join, and once they do join, extend the gap so it has space for someone else. It’s important also to give others opportunities to speak. So I think this is really important moment in video conferencing, because unlike really conversations, like group conversations in your life, usually you have one person speaking and then a few people in the background chatting to each other. You can’t do this over things like Zoom or Google Hangouts because you can only hear one person at a time. It can be hard for more quieter people to speak up. If

you’re more confident in this situation, maybe you’re hosting a meeting, or gently a confident person – or generally a confident person You can use breakout rooms or raise hand. Break-out rooms are really good because it’s how you split down a big meeting into little groups, so it can be a lot easier for people to feel they have a voice when there’s not a massive group of people to talk to. The raised hand is like a symbolic, “I want to speak” and this can be a lot easier than, for example, if someone is chatting away and not leaving any gaps, it can be hard to but the in and say – and – people have queues for when they want to speak. They might physically kind of sit forward in their chair, might look like they’re about to speak but they’re not physically speaking because they don’t want to butt in. Always try to invite them in the conversation. It’s important to make sure that everyone has a voice, so shy people might not be able to make that physical, “I want to speak” kind of thing As an introvert, you don’t have to stick to the status quo if something isn’t working in your work life For example, maybe you prefer to have materials up front before a meeting, so you don’t get bombarded in the meeting, and then have to make a decision up front. So if this is you, you could always get in contact with the organiser beforehand, see if you can get that material beforehand so you can have time to digest it before the meeting, instead of going through the stress of getting put on during the meeting. I think it’s important to know that also differences of personality are really good for teams. There are going to be teams when there are really loud people in a group and really quiet people and it might be hard for the quiet people to get in. However, I think if you can get past the initial tension of personality types, having a mixture is really, really great, because if you think that may be some introverts are better at digesting information long-term, so maybe they like having a good think about things, some extroverts like to be given a problem and come up with a solution really quickly, so, if you think those two people probably work really well together because the extrovert might come up with a solution quick, and the introvert can go away and think about it and find problems for the solution, and they can come back and work together. Also, I think it’s important to know that you need to be patient with people I definitely sometimes struggle , like I’ve been in a conversation with lots of people, chatting loads and I want to get a word in but can’t However, I think it’s important to know like I tend to be more quiet, some people are just chatty, and they can’t help any more than I can help myself Also, helping other introverts You know what it is like sometimes when you just can’t get a word in, or you’re struggling in some situations. Sometimes, you’re going to be this isn’t going to be you, and you’re going to be feeling confident, you’re with a good group of friends you know really well so you’re not as shy as normal. If there is someone in the room that you can see as shy or quiet, invite them into the conversation, and make them feel how you would have liked to have felt in their situation Next, going to look at identifying your strengths and weaknesses. I don’t think this is necessarily associated with your personality type before everyone has strengths and weaknesses, communication skills, and everyone has opportunities to grow. When you’re first looking at assessing yourself, it’s good to get feedback Firstly, I like to do self-evaluation. I do this by making lists and collecting perfected.these may be lists of things I’m good at, things I want to be better at, and the evidence are things I’ve maybe remembered from the past. If I was maybe doing a presentation, like maybe a few months ago, and someone came up to me afterwards and said that was really good, I found it informative, or well spoken, that’s the kind of evidence that I would put down and say that one time it was very important for that person. I think it’s important to be critical when you’re doing this, but also give yourself credit. Depending on your personality type, you might be more tend ing towards writing a list of all the things you’re really great at but glossing over things you’re not so good at, orlise you might be – or likewise, you might be negative, and not write down things you’re good at. Find the balance. Find things that you want to improve on but also you want to give yourself credit for things you are good at. Finally, I like to include non-official skills. You might have overlooked things that you’re good at like being compassionate object an empathic listener It’s important to include them After that, I like to go into peer review. So you can ask your manager, colleagues, team members, friends, family – whoever – for feedback on your

communication skills. I say when you do this, make sure they’re structured in the way you ask If you go to them and say, “What am I good at?” Firstly, they will have no idea what you’re talking about, but how do they start to begin what you’re good at, unless you’re a professional speaker, that probably isn’t the first thing they’re going to think of. When you ask your questions, make sure they’re structured. For example, I presented at X meeting last week. Do you think my explanation were clear and easy to follow? That way, they will know what you’re talking about and able to give you food feedback. So you have to think about yourself, at you’ve asked your team-mates what you’re good at. What are you good Atsu? It might be good at presentations, or empathic and kind when people come to you with their problems. All of these are important and stop you falling into imposter syndrome and other feelings of not feeling good enough to be in your job. It’s worth thinking about how can I leverage these skills in my career and help others with my skills? Where can I improve my communication skills? Like programming, you can practise and improve your skills. Think about what you want to improve, and set some goals to do this. It’s important that these goals are realistic, time-bound, et cetera, because there’s no point saying I want to be better at public speaking and not setting any more specific goals around that. It would be more useful for you to say I want to speak at three events by this time next year. That makes it a bit more realistic for maybe – and it’s more achievable because it’s not too many, not too little, et cetera , and it also maybe in a year’s time, you can come back to it, tick off this goal, I did it. Or why didn’t I do it? Once you’ve got goals, you can seek opportunities to work towards these goals. So some opportunities are going to be coming towards you – you know, you will be maybe one of your goals would be that you want to be better at mentoring more junior developers than you, and you might one day someone sends you an email saying we’ve got interns coming, would you be interested in mentoring? That would be fantastic, that opportunity, because it’s exactly what your goal was Sometimes, it would be more difficult, so you have to go out and look for opportunities rather than them coming to you For example, if you want to speak at events, you might have to look at conferences or meet-ups that is looking for speakers Finally, it’s good to reflect on these goals. It’s important to realising how far you’ve improved. You might shrug it off saying I’m a bit better at speaking now, but what does it help? If you go from never speaking the public going to three talks, that’s amazing, and you need to take that positivity, and let it drive you forward. So, this year here are some common struggles and areas for improvement. Building connection with others can be really, really daunting for some peep beaming beaming – for some people. In a work environment, there’s a feeling that you have to get on with everyone because obviously to do your job well, you need to be friendly with everyone, but there’s a lot of pressure with maybe there are people you really don’t get along with, so you need to be able to work through that It can be hard to get past the awkward small-talk phase. All I would say is just be patient. I know I would rather skip it completely, and not have to deal with the awkward weather small talk with everyone Realistically, that’s not going to happen. You have to suffer a little bit to be friends with people. It’s important to accept that you’re not going to click with everyone. There are always going to be people that you just can’t get really a good conversation going I know this is applies a lot to me because I’m definitely a listener. If the other person is a listener, it can be difficult for us to have a chat People like that I’m never going to get on with amazingly well As long as you can get to the amicable stage of the relationships where you can at least get your work done together, that’s great. As I said, some people are listeners rather than talkers. It’s important sometimes to consider other things. For example, active listening. I think active listening is a really important skill for everyone. I find it really helps me because I would really rather not be the main focal point in a conversation I’m often quiet when I’m in a one-to-one situation or a group conversation, so I’m worried that people don’t think I’m interested in the conversation, or I’m not listening, or maybe I’m just being rude. Being an active listener in these situations helps me feel involved with the conversation, and receptive to what they’re saying and saying I do care when talking to them, even if I’m not saying a lot myself. Active listening is really paying attention to what is saying and how they say it. It’s having the ability to interpret the person ‘s body language which is about developing a more accurate understanding of the speaker’s message. I like this quote which is, “We may believe that we are good listeners, but list secretary-general more than

waiting for your turn to interrupt.” How many times has someone been talking to you and you remember a funny joke, and you’re thinking so hard about how you’re going to deliver this joke, when should I say it? How should I say it? By the time you’ve really settled or have that in were your mind, you’ve missed half what they’ve said. It’s important that you’re involved with conversations all the time So this can be through things like non-verbal involvement, for example. This is things like nodding along showing you’re understanding what they’re saying, and it’s things like not looking off into the distance, playing on your phone, not playing with your fingers while you’re listening to them. Next, I think it’s good to ask questions. I think this shows that you’re both interested in the conversation and you want to continue it And then repeating in your own words what you believe the other person says are ways to show that you followed the conversation and understand what they’re saying and what they mean. As I said before, small talk is something that I struggle with a lot and I think I’ve been improving over the years. It happens all the time at work, and it’s probably going to be something you have to deal with during your career. You’re at the coffee machine, the lunch queue, before the meetings start – it’s everywhere. My approach to small talk is make sure I start with a broad and not too close topic. I would love to talk sometimes about the weird TV show I watched at 3 am the night before with one of my colleagues but realistically, they’re probably not going to have seen it but it’s going to end the conversation quite quickly. I like to chain topics that I talk about. Although I complain about the weather small tack a lot, it’s a good topic, because times it can go from the weather was nice last weekend. I went to a burger place that was amazing. Nearly as good as this other burger place, and they will chime in with, “I like pizza,” and the conversation can go from there.. it’s important to remember a few details about the person. Do they have children? Have they moved house? Are they into running? I think when you see people a lot, maybe you see someone every day, you’re not going to have to make such an effort Sometimes, if you only see someone once a week, once a week at a scheduled meeting, trying to remember a few things about them can really help the next time you do bump into them. I would say sometimes bringing up hobbies, things like sports, can be a bit on the edge, because I don’t know anything about running, so it’s a bit risky to start a running conversation, but then I go into the active listening stage where I will start to ask them questions about their hobby, so even though I have just started a conversation about something I don’t know, at least I can learn something out of it as well. I do think that practice only makes for improvement when it comes to small talk. Personally, when I’m exposed to it a lot, when I start a new job and there are lots of people to meet, that’s when I got my best from small talk. Don’t worry if you’re not at your top form when it comes to small talk because it can be quite hard. I think it’s really important to push yourself out of your comfort zone when it comes to your communication skills, even if it is a tiny, tiny bit at a time If you’re always in your comfort zone, you might not always be growing and learning I’m not saying go out and do a Ted talk, or mentor five interns, whether you go out, give a small presentation at work, they count to building your communication skills. If you feel up for it, public speaking can be a really rewarding way of building your confidence, even if right now you think it’s the scariest thing ever. Start really small Things like a meet-up, lightning talks are really great. Meet-ups are great because they’re often looking for beginner speakers They’re not as daunting as a massive conference, for example You can attend them beforehand making sure you feel safe in the environment. Lightning talks are great because they are short, so you don’t have to prepare an hour-long lecture to go and give your first talk. I would recommend talking about topics you’re passionate about It’s really hard, I found, to do really technical talks, but I only learned the content recently. Whereas if you talk about a topic you know loads about, if you go blank on the day talking about it, at least then you have a bit of a natural ability to have a chat about it, rather than forgetting this really complex equation you had to write while writing this piece of code. A lot of conferences have first-time speaker schemes, so this is really great for signalling to you as a beginner speaker that they are looking for speakers of all experience. I think sometimes at a conference, they’re all like CEOs, and all Ted speakers, and I know they’re not looking for someone my experience level. It shows to you that you can do it, and it lets you know there will be a lot of support available so you won’t be on your own peeping the preparing the talk

Remember every speaker has anxiety. There are times when I watch a confident speaker and I think that’s amazing, they didn’t look anxious at all, and you talk to them afterwards and they say, “I was really bricking it.” Realistically, everyone feels anxiety – I’m sure someone doesn’t! – but most people feel anxiety when giving public talks. It’s normal to feel an presencive about it. I think mentorship and teaching is a fantastic thing to dip your toes into. It’s great for technical learning, a a lot of things you don’t realise how well, or not so well you don’t realise until you teach it to someone else. The more you do it, the easier it will get and the more confident it will become. Think about how many things you’ve learned over the years. Some must have been really complicated and probably took you a long time to learn. If you could go out and teach someone in an hour, and they understood it, that would be amazing, and probably save them a lot of time. So it’s a really great thing to get involved with. To conclude: celebrate your strengths, and make sure you elevate others with them if you can You can identify weaknesses , and speak opportunities in these areas. If you’re always in your comfort zone, you might not be growing and learning. You belong in tech if you’re introverted or extroverted. You don’t have to be there in every meeting and selling your career Don’t equally, there’s nothing good about being a so-called ten-times engineer that is amazing with coding that can’t communicate or work with anybody. It’s really important to strike a balance. I’ve still got a really long way to go in my communication skills, but I hope what I’ve spoken about today helps someone else. Thank you very much – Yay! Thank you so much, that was amazing, really thorough. A lot of actionable points. I appreciate it. We have a couple of questions. I will start with one from Amy How – are you with your personal communication style? Do you feel it helps you disclose up front – do you feel it helps you to disclose it up front in a conversation? – It is a tricky one, actually I don’t think I’ve ever actually outright gone into a conversation and said, “I’m an introvert, please be friendly to me,” but I do think that honestly, if we could wear a badge sometimes, that would be great At work, we did this exercise where we all did our personality types, and you could kind of see other people’s, and it was really interesting. It did really help because you start to think about how they may think about things. So I definitely think in future, it could be useful to kind of bring up at the start, because, yes, again, it’s not just how you community but sometimes how you think – it’s not just about how you communicate, but also how you think about things as well – Does it make a difference if you’re a cross-cultural team? – Yes, I think so, because, again, even if you have a similar personality type, people are very different. We’re not just limited to – there there is that four personality type thing, 16 personalities where it is, like, four letters You can do that, and be the same as someone else in that quiz but realistically very different – Definitely. I worked for a company once that did it where everyone on the team had to do it, and I don’t know, I have mixed feelings because there were a lot of assumptions made I’m glad you addressed that, we’re all different humans Our next question is: how can you re balance conversations? For example, if one person speaks a lot, and another person listens a lot, so that you’re both equally listening and speaking to each other? – Yes, I think this is an interesting one, because there are definitely times when I am completely fine just listening to someone, and then there’s going to be some times where I want to speak up as well. And I think it is important that if you want to speak up, you do. If that person is only interested in continuing the conversation about themselves, then there’s only so much you can do to bring it back. I think in that situation, like I would start to think, maybe I’m not going to get on super well with this person, I’m going to keep on listening, and accept that’s how the dynamic will be – Yes, that makes sense Do you think the tips can vary, whether you’re the person on the listening end, or the person on the speaking end? – Yes, I think so There are definitely times when I’m more talkative and times

when I’m not like, and that definitely varies day by day, person by person – Yes. For sure. And let me see Otherwise, I can just ask a few things that are on my mind. I guess, one question I’m personally curious about is if you’re a person who feels like communication is a strong skill of yours but you’re maybe on a team that, let’s say, how do I put this diplomatically, doesn’t value it as strongly, how can you advocate for yourself and your skills, and show they’re also important, maybe just as important as coding? – Yes, I think that’s true There is definitely sometimes this idea that the only important thing is coding, and how good you are at coding when obviously realistically that is not the case. That’s kind of a hard one, actually, because I guess I’ve been quite lucky in that I’ve been quite a in a balanced team where we’ve been equally sociable, and equal ly, we’re really – what’s the word? – appreciative, I guess, of everyone’s varying communication skills as well as coding. I’m not sure how what it would be like if you were just in a very coding-focused team. I think I would find that quite hard Sorry, that wasn’t a very good answer for that one – No, it’s a really good discussion! Especially what you just said you’ve been on a lot of teams that value communication which I think is wonderful. What about those teams, do you think, – what’s ed the word projected that was a value? Did you openly talk about it? Is it part of your skills matrix? I don’t know why I’m giving you options? – I definitely know what you mean. Yes, I think a big part of it is just honesty You know, we try with Agile, you do things like retros you talk about how well it went, and how well can we do next time, but I guess it’s – it can be quite hard to have that honest conversation. You know, recently we picked up this – it’s called a Spotify health check, something that Spotify do, like a health check It maybe wasn’t exactly what we needed in terms of being personal enough, it was in terms of like what work are we doing? We found that to be a bit more personal, how are you feeling mentally? Do you feel included? Things like that. I think that kind of forces us to discuss if someone’s maybe not feeling like they’re valued, then we have to talk about it, because it’s the obviously come up in this quiz that we’ve all done – How often do you do that? – So we’ve only just started it I think we are planning it do it every two – so once a month. Let’s hope it goes well – I’m very curious to hear you report back on how that goes, because I think – I don’t know what your thoughts are on surveys in general, but sometimes they can be – wait, is this one anonymous? Or is it open? – Yes, that’s another thing is, when we’ve done it in the past, I wasn’t actually part of the team, but I know they had problems with making it anonymous. It wasn’t anonymous basically where people gave very different answers This one we’re definitely going to make it anonymous so people feel comfortable. If maybe they don’t want to bring it up personally in team, because it is on the feedback anonymously, then someone can bring it up. So it’s a little bit more easy to do – Yes, so, if someone wanted to say – say someone out there on the internet is listening to this, and it’s like, yes, I want to implement some sort of feedback survey, communication survey somebody so that we can talk about these topics, what – would you recommend that it would be anonymous, or do you think there are times and places for things to be anonymised? – I would say for something like that, where it’s things where you’re talking about your mental health, or something a bit more personal, I would say definitely anonymous for me. I think something we’re going to look at is using Google Forms without a name tag so you fill in this form, and it’s quite easy then to see the results, because I think then if you go to discuss it, and you look at this form, and it says a few people aren’t feeling very included, those people can then speak up if they want, and, if they don’t want to speak up, then they don’t have to – You know the feelings out there that that absolutely makes sense Oh, we have another question from Scarlet. So you mentioned feedback you received that you’re doing great but you could

speak up more in meetings, team, Slack channels, et cetera Getting this feedback makes you even more afraid to break up How do you break out of that mentality? – This is really interesting because I did have a slide about this. There was one time someone called me out in front of my team that I wasn’t speaking up enough after the work we were doing, after remote working and the whole Covid stuff. We were trying to be a transparent team where we were putting everything we were doing on Slack so it was visible. I wasn’t doing that, and someone called me out for it. I was done. I had to turn my webcam off! It was the worse thing. It is really how the feedback gets delivered. My managers have said these things. They’ve been really kind about it. They don’t necessarily see it as a bad thing, just as something I can improve on A little of it is how you – a lot of it is how you deliver it – For sure. That’s all the time we have Thank you so, so much There were so many compliments about how thorough the talk was, and, if anyone wants to continue the conversation, it’s on the Discord Working with Others Channel. Thank you so much – Thank you! – So, continuing with this theme of communication, and we just talked about with Katie about receiving and acting on feedback, and that was a perfect segue to our next talk – unplanned! Our next speaker is Ben, who is a solution architect working at KPMG. He loves retro technology, repairing old bikes, and making pizza in the back garden, which sounds really fancy. I have more questions, but I can ask you them later. His talk is titled Feedback: how to have a taste, and not be afraid to use it As someone who admittedly gets so anxious and cries both before, after, and maybe once or twice during feedback sessions, I’m very excited to hear it Over to you, Ben – Brilliant, thank you very much Hello, everyone. As I’ve been nicely introduced, my name is Ben, and I’m here to talk to you about the process of giving and receiving feedback. So this will be focused more on informal feedback, on your work, ideas, rather than a formal feedback that you might do as part of a performance review. There are many great sessions specifically around performance reviews, and so I didn’t want to go over exactly the same ground. So, this is me My name is Ben. I’m a “solution architect” at KPMG. I work preliminarily in the Microsoft Dynamics Space, if anyone has played around that, but moonlighted as a customs DevOps dev. I live in a small village outside Northamptonshire in the UK, and I currently balance working at home with my wife, my two small children, and my cat. I didn’t have a picture of the cat, I’m afraid. So, what about you? So I appreciate we’ve got quite a varied audience here, so let’s introduce our play of characters. Perhaps you’re our first character: a more junior developer. Maybe you’re fresh out of school or university, or you’re an apprentice, and you’re taking the first step of your journey into working in tech This session’s designed to kind of give you the ability to maximise the effectiveness of the feedback that you’ve received. Maybe you’re the next step on – maybe you’re a more senior engineer, and you’re acting as a lead on a project, or a programme, and you’re a mentor on a number of different junior engineers fresh in the business. The idea here is we will aim to nurture that – help you to nurture that creative spark that comes with new talent, whilst also maintaining the relationship into management as well Finally, we have people in the management capability, who maybe are further away from the coal face day-to-day, but want to maintain that good relationship with their technical staff and produce effective feedback and ensure that the best ideas get brought forward. So hopefully, there’s something in this talk for everyone. Some people may sit between a couple of these roles – I know I probably do personally – but lets start with a scenario that hopefully we’re all familiar with. So, as people often talk about, making software, it’s a creative

endeavour It’s fraught with analysis, confusion, frustration, and, yes, probably sometimes even tears. But it’s all worth it in the white-hot thrill of the chase for that magical moment where you stand up from behind your desk, knock your coffee over and shout, “It only works!” But even when we’ve made what we believe is the most innovative amazing application that the world has ever seen, it can sometimes really only be the start of the process, to make it from something that was a sketch, or a PowerPoint, or a proof of concept, to something that can be rolled out to customers or a production system, it can be a daunting process, especially if you’re new to the industry or your employer. We’ve got to battle things like corporate policies, battle-hardened egos and process and is habits that have been formed over years years – over years and years. It can lead you to think, “I don’t know where to start? How do I maximise the feedback on my idea or piece of work?” What we are going to do today is talk through three mainly important ideas about how you and your colleagues can maximise the effectiveness of the feedback that you give and receive The three things I like to focus on are, number one, purpose It’s really important that we understand that, when we are asking for feedback, we know exactly what its purpose is, so that we can give and receive the feedback that everyone is looking for Number two is the audience. When we are demonstrating our ideas, or our work, we need to be sure that the correct people are seeing it, so it’s correctly understood. And finally, this concept of fidelity, so, when we are making a pitch of our great new idea, we need to make sure it’s at the right stage with the right level of detail so we maximise the effective feedback that we get First of all, let’s talk about purpose. There was a great talk in Birmingham which recommended a fantastic book called Thanks for the Feedback. We are using the definitions in that book The first type of feedback is appreciation. Now, we all want to feel wanted. We don’t want to be taken for granted. We work hard, and, if we’re not recognised, that kind of feels bad, so a great way to boil the appreciation down is to think of down to its essence is to think of how we might give feedback to a small child. So a child might come running up to you, “Daddy, mummy said I could do 100 jumps in one minute and I did!” All you can say is, “Wow, amazing.” This actually happened, so this is a representation of me and my daughter Small children love all kinds of feedback, but particularly crave appreciation especially from parents. That gives a good hit of oxytocin and makes everyone feel happy. Is appreciation just for children? Of course not I think we wouldn’t be breeding a good working culture if we didn’t appreciate what we did Here is some broad advice about how we manage appreciative feedback. The first thing is, appreciative feedback needs to be specific and authentic. If everyone gets massive high-fives, compensation, and great feedback just for coming to work every day, it kind of loses its value. It needs to be on something very, very specific, and that gives it its authenticity. It also needs to be given in a more timely manner, so you would be amazed how quickly people forget how appreciative they’ve been of someone. You may appreciate something they did one day but by the next week, you’ve forgot, and that person is another resource to you. Make sure we give it in a timely fashion. One of the things is, appreciate feedback is not something that we necessarily explicitly ask for, it’s something we come to expect by going over and above, or doing the extra hours, or solving a particular challenge, but we have to recognise that maybe due to time constraints, or people crunching on projects, it may not be as free-flowing when we would like. It’s great when we get it, but we need to be honest with ourselves and recognise it’s not as free-flowing as we would like. If you get some appreciative feedback for someone you works for you or with you, make sure that it gets surfaced in the right places and seen to the people who matter. I’m a line manager for four different people in my company, and one of the things that I’m on like a laser beam is any time I get appreciative feedback from any member of my staff, whether it an email, a WhatsApp message, a message on Teams, I make sure it gets logged in our performance-management system because what will happen is, if you leave that to the end of the performance year, it will –

everyone will be too pressured doing their performance reviews and no-one will remember. Do it timely, and do it straightaway One of the other things we need to recognise is that appreciative feedback has a big non-verbal part of it. All feedback has some element of a non-verbal component but appreciative feedback is probably the most It’s probably gritted teeth, but you need to watch non-verbal communication when it comes to appreciative feedback. The next stage is evaluation. Evaluation is the biggest and scariest type of feedback. It’s one we’ve become accustomed to since school. We all carry an example of evaluative feedbacks on CVs. My art teacher evaluating my performance and thought I was worth an F. An F is what I was worth. I didn’t draw these sprites, just so you know! Evaluation can be kind of quantitative, and sometimes a little bit cold compared to other types of feedback, and it often has to be quite objective There are two main types of evaluative feedback that we are probably used to working day-to-day. One is our end -of-year performance review we’re all familiar with, and the second is our old friend: the code review. We look forward to these as much as we look forward to a trip to the dentist. I’m sure we could fill several volumes of just code review memes. Why do I have to defend my great work? You may find the machines don’t understand what you doing Warnings, build errors, PRs rejected, and it takes you two misto get anything merged on to master because of all of this damned bureaucracy! We need to relax. One of the reasons we can get evaluative feedback from the machine is that it is inherently objective We need to try and sit back and take some of the emotion out of it. Notice I didn’t say take all of the emotion out of it, because I think that’s pretty much impossible. When you’re giving evaluative feedback to another member of staff, one of the big things to this about is this concept of candour. So candour is an old word, comes from Latin, and it means brightness, whiteness, and also means to shine, or I shine, but in around 1600, it adopted a new meaning, and that is the state of being sincere, open in speech, and honesty in expression. Anyone who has read, knows that candour is at the heart of the Pixar trust process, and it is how they evolve the concept of film ideas and how they produce such great output Candour is something they bring to the table every single time We need to be candid in our feedback when it is evaluative, not brutal. We need to point at everything that is there, bring everything out into the light, but we need to do it with an empathy to the people we are speaking to As any creator, – every software engineer is a creator – we are proud of what we do. We don’t want people pulling it apart, it doesn’t seem fair. It’s very, very hard to argue with someone who is being complete, open, and canned bitted. Emotion s – candid. If you believe something is wrong, do say it Be candid in your disagreements, but be respectful. People sometimes don’t bring enough emotion into certain types of feedback, and it results in things getting lost in translation. If you say I’m not sure that’s the most optimal process, the person receiving the feedback may think great, it’s not the most optimal, but I will carry on with it regardless. If you vehemently disagree and say I think that is suboptimal, we should not use it, that brings the point across more clearly. The way to bring it together is looking at alternative viewpoint. If you spot something in a piece of work, or an idea someone has presented to you that you don’t agree with, or you think is a bad way to go, don’t say something so simple as “it’s bad”, but let’s point to the thing exists, and allow your receiver feedback to take that next step themselves and come up with why something may be bad, or it may be worth a further look Credit to Lindsey Ellis who is a great YouTuber for this quote. I stole this totally from her. The final purpose of feedback is this idea of coaching So, evaluation and coaching often come hand in hand, and many people would argue that a piece of evaluative feedback is

much, much more powerful with some coaching attached. It’s all part of the Agile cycle of learning, doing, and adjusting Coaching is basically how we learn. We try, we do, and we try, we get some coaching, and we adjust. And just like Agile, coaching should be primarily focused on how to be better Without a strict focus of what is wrong or right. Evaluative kind of handles that for us Coaching should take you down paths that perhaps may be you’ve never really considered before One of the best ways of looking at this when it comes to coaching is something that comes up quite a lot. It is how to solve a problem. Now, we may coach people on how to solve problems, but the problem with problems, for lack of a better expression, is sometimes they’re quite nuanced, and without all the detail that may be needed to fully understand, and you may find that, if you offer someone some coaching on a particular problem, because of the lack of context, you may be a bit misled or guide someone down an avenue that isn’t quite correct. So, when you’re asking someone to give you some coaching, try and focus on a particular problem, and try and present it in a way that is understandable and easy to digest Give your coach the correct perspective For example, a maze is much easier to analyse looking top down than looking at from the side. One of the things to remember when we are talking about solving a problem is there are, in fact, multiple routes we might take There are the dead ends, things that are the wrong ways to go about things. They’re almost almost universally agreed. These are classic things like security vulnerability, or a single point of failure, or not using the dark theme on your IDE – it’s just not allowed. Beyond that, there is the road less travelled. Your junior may have done something differently to how you’ve done it in the past Try and be open-minded and try to talk the path they talked to get an understanding of how they got to the result they had. You may find there’s an avenue that previously hadn’t been undertaken that’s worth investigating, even if it isn’t the direct solution to this problem, you may discover interesting new features that you can use elsewhere Technologies change and evolve, so a fresh pair of eyes can often provide new insight and not necessarily blinkered by the way this is the way it’s always been done But there is the enterprise highway, so there are sometimes more efficient ways of doing things. All these policies and regulations that need to be adhered to, and we need to be open-minded when we receive feedback from people who are more experienced on this Sometimes, you may find the problem is when you present your solution, the problem has previously been solved a different way, and we have to be aware that in organisations, that this sort of stuff may happen. But it’s always, again, it’s always important to remember to question the status quo Remember, you weren’t hired just to say yes We have this thing called “apparent credibility” which sometimes can hide a lack of understanding. You may get some feedback to go down a particular route from someone who just seemed so credible that you wouldn’t dream of questioning that what their advice they’ve given you is correct. Often, it can hide something they don’t quite understand I’ve got a great story about how apparently the credibility has led me down the wrong path from an early point in my career. I don’t have time to go through it right now, but you can ask me in the chat if you want me to go through it as an example. One thing you may be faced with is: that’s not how we do things in the enterprise. As an architect, I hate this. I’m sick to death of this. Yes, I know when you scale something is to the to the enterprise, it has different constraints, regulations, and it has to adhere to standards that maybe you’ve never heard before, but I don’t generally accept this is a blind piece of coaching. Imagine the enterprise changes. Imagine if we got – if you had this statement said to an idea about working remotely back in November last year. It would have been a perfect acceptable thing to hide behind but it wouldn’t have worked. The situation we’re in now is a great example of how the way we’ve done things in the past need to change, depending on a number of external factors, so don’t necessarily just accept that is the way we do things, because if they can tell you why, that’s fine, but, if they can’t, maybe there’s another avenue to pursue there. If we did everything the enterprise way, we would end up with things like this. Anyone who has done a technical interview may have done something with FizzBuzz where where you count up from

zero to one, and you have to replace certain words with fizz or buzz. If you go over some of the details, there are great ones like integer, integer, return factory, so the enterprise is good, but we need always to be open-minded in the ways that we look at problems. 78 Where this can go wrong is where we get purpose mismatches. So, when you’re looking for one particular type of feedback, but you inadvertently receive another type in return. For example, if you burn the midnight oil and merge the particular complicated PR on to the master branch to push it into production, and you send an email to your boss, what you probably don’t want first thing in the morning is some cold evaluative feedback about what exactly is wrong with it. What you probably want is some appreciate feedback to say, “Great, thanks for that, good job.” It can then put you in a pretty bad mood For example, your junior may not be happy with a, “Thanks for this” when they need help get getting to the next level. Be clear in asking for feedback what the purpose is. If you need coaching, use a phrase like, “Can you provide guidance on this?” Rather than, “Does this work?” When giving feedback, loop back at the end and ask if that is what they were looking for, to give a chance for the person looking at the feedback to clarify or re- clarify. Yes, feedback on feedback is a very real thing So the next thing I want to talk about is the audience. We’ve identified the three types of feedback we’re going to proceed poop who are you targeting it to? Doing a live demo to the catering team is not really going to get you the result you want. The advice here is to get it across multiple groups of people. I think a lot of people go to their manager in the first Sri Lankans just because that’s the most obvious route, but if you spread the idea to a number of different groups, you get a lot of different perspectives, especially because certain groups, not mentioning names, a – having a wide range of viewpoints will give you a better viewpoint where your idea may go, and it might stop people taking credit forrure idea if more and more people know about it Remember, the audience have different drivers Your peers may be playing in the sandbox with you day in, day out, your mentors or your leads are more interested in what your idea can do, and your managers more interested in the whys – why is this so valuable? Finally, this concept of fidelity The fidelity of your idea will mostly depend on what you’re trying to present and the audience you’re requesting feedback from Whether did is a detailed engineering drawing or whether I write something out in crayons If you’re presenting concept for a you in encrypt cipher to your information security team, you probably need a hire level of fidelity than presenting a new concept of a picture gallery to your social immediate by a team It’s all about getting the right detail at the right time, so, in my experience, don’t try and show code snippets to senior management. Really, sometimes, they can only think in PowerPoint. So, we’re here, we’ve got our great idea, we’ve got some great feedback from our peers and mentors, we’ve pitched the fidelity just right, everyone is standing behind me, I’ve got everything I need, and ready to go. One little aside before we finish. That’s what I like to call the death and taxes caveat Sometimes, despite your idea being well formed, having great fidelity and the will of the people behind it, everyone thinking it’s absolutely great, there is a partner or a senior stakeholder, a customer, or a person higher up in your own organisation who just says no And this happens, just like death and taxes. And sometimes you’ve just got to roll with it My advice in a situation is consider whether this is a battle you think is worth investing your time in? Sometimes, even if the client or the manager is being completely ill ological and irrational – illogical, it’s not worth your effort Think of it rather as “not now” and think of it getting time back to go out and be more awesome. Get some written evidence you tried to lead them down the correct path, get a cup of tea, and get on with your day There is one caveat to the

caveat: if the answer to no is condoning illegal or immoral behaviour, that fight is worth taking and going further up if necessary. I work for a regulated company and it’s something we are taught a lot. That is a pretty downbeat way to end this talk. I don’t want to do that. I want to finish on three key messages to try to emphasise the point of accepting it but trying to get the best out of it. The first one is you weren’t hired just to say yes. You were hired for your insight and your input, your creative thinking, and your ability to kind of bring the company forward. If we all just agreed with what the status quo was, we wouldn’t advance, innovate, and we wouldn’t get the result we want The second one is creativity is not just for the experienced. So people think that you need years and years of experience to come up with a great idea, and it’s not worth going for feedback until you have had that grounding in reality, and that’s just not true. Great ideas come from people who are not experienced all the time. You just need a blank slate, and a complete lack of a predetermined way of going Finally, you have taste, you have ideas, you have drive, you have things you believe in Don’t be afraid to use it Thank you very much, and I welcome your feedback – Great talk, thank you so much, Ben. And so many people already said this in the chat, so I will – and I agree, so I will say it as well: I think you have the cutest slides possibly ever! – I can’t claim credit for drawing them, I’m afraid – Ah, okay – I can do a plug for it, if that is allowed – Do it. I think everyone’s dying to know – Dynamite J on 5 did a great gig for pixel art. Very cheap – We can go back to the talk topic. First of all, it seems like we have a lot of people out there who have experienced, and I’ve also experienced this, where you have a manager who doesn’t give you a lot of feedback, they came they’re too busy to provide feedback, or they avoid it entirely. What advice would you have for someone to challenge their manager if they do that kind of behaviour? – … so, my main thing for that is that it is a bit like sometimes getting feedback is a bit like pitching a film, and it’s a lot more credible once you get talent attached. If you can get your – if you can get someone else interested in something you’re doing, and then go to your manager with, “Look, someone who is maybe an SME in a certain field has looked at my work, and thinks it’s great, what are your thoughts?” They may decide to take you more seriously. Sometimes, it’s about bringing in the people you know, again, it’s about sometimes about who you know rather than what you do, so, even if your work is great, getting someone who is seen by your manager as having a particular interest, or particular expertise involved, that can sometimes help. So like I said in the audience part, if you spread your idea wider, you may find your manager comes back to you as he or she hears from somebody else – So would you recommend that this person be someone within the company or outside the company, or does it depend on the manager? – It depends on the manager and depends on the company. For a company like mine, it’s very difficult to go fully external very quickly because we are a heavily regulated industry. It doesn’t necessarily have to be in your line area of management It can go wider. If you have a – if you have an open space that runs on a Friday lunchtime and you want to get some feedback or you have a particular community within your argue’s, you can go to them first. Get your idea across and maybe the manager will be more interested if there has to be weight behind it – Interesting. Cool, thank you so much. The next one is that you mentioned timely feedback, so how often do you think things like one-on-ones should occur? – More often than they probably do My recommendation is every six weeks, and to me, that’s probably not enough. I’m not saying I’m particularly good at doing one-on-ones, just because balancing family life and being in projects is difficult. I would aim for every two weeks, but again this is just your management feedback. I don’t think that’s the only way you can get feedback is from

your manager. You can look wider outside of your standard one-to-one s – Do you think you should have one-on-ones with your colleagues or other peers in your organisation? – Again, I think it depends on the organisation. I think it’s good to. Maybe obviously less frequently And people handle this in lots of different ways. Some people do the full 360-degree feedback but that tends to be more for full performance reviews rather than feedback on work. Peer reviews should probably be baked into processes more than they are at the moment – Hmm-hmm. And then, if you’re someone who is working in a multi-cultural company, or on a team with a lot of people from a lot of different places, giving and receiving feedback can be different, and have different tones to different people. What are come tips that you have for someone working on a team that has a lot of different perspectives on how and when to provide feedback? – So, you’re right, it’s very difficult So I’ve worked on projects with 12 nationalities, they all view feedback in slightly different ways. I don’t think there’s a real magic answer to this one Trying to stay as close as possible as someone who works in that particular culture or geography is sometimes quite good, so, if you have a number of different people from one particular culture on programme, having a link into that organisation, if it is someone who mentors them, or acts in a management capacity can be useful, because they can point you in the right direction if there’s a certain thing that they’re looking to hit, or avoid, depending on kind of cultural differences Without fully understanding the culture, you always run into some particular challenges, and it’s hard to get them all out the way ahead of time, I think – Yes, of course Going back to managers, because, I mean, they’re always there So, if you have a manager that says, you know, this is how we’ve always done it, we can’t change it, like, as you mentioned, how can you push someone, like how can you challenge that directly? Especially if you’re proposing a you in idea, or – proposing a new idea or improve a process? – I used to work at IBM. The one we used to do was the five whys. You ask why five times. If they haven’t come up with a coherent reason then maybe it’s worth looking at them more. Coming to them with a reasoned idea that you can fall back on is really helpful, but, if anyone can’t explain why they’re doing some things in five whys, then it’s worth a further look, because it seems like that is just baked in because that’s the way people have done it in the past. If you’re not getting an answer in five whys, maybe you could take your idea further, or maybe speak to someone else about it as I said to try to delve into why that is not happening. A manager should be able to explain why – Do you think there’s power in, like, what’s the word, recruiting your peers to get that them if you have a you in new idea? – Yes, absolutely – Cool, all right. And then, let me see Another one I was wondering, can you tell us your apparent credibility story? – Yes, I can This was when I was – I think I was 22. I just started my second job – 23. My second job after I graduated I had to develop a word add-in when people still wrote those. I was told by my manager, I worked for a small company, he was the CEO of the company, I needed to use smart tags. He said, “Ben, use smart tags.” I said okay. I spent ages researching smart tags. These are just totally, something that is totally unrelated. But I was convinced that I was wrong, and I spent so much time worrying about it, and looking into if, that I thought I must be wrong. I must be wrong. But because he spoke with such credibility that I wouldn’t dream of questioning him Apparent credibility can sometimes make you waste your time like you won’t believe. If you think something is not quite right, say are you sure this is right? Maybe he looked further and said actually, this is wrong. I didn’t challenge because he seemed so credible – I mean, I sometimes will fall into that trap where I believe something because a certain senior engineer said it – Yes – I fully relate. How do you, if you’re in a workplace where, like, maybe there’s one person there who everyone points to, and, like, they 100 per cent know everything, like, always trust what they say. How can you combat that kind of culture? I

don’t know if you’ve worked in an environment like with, but ? – Sort of It’s almost becomes a cult of personality then, and it can cause problems in projects I’ve seen in the past. That’s a very good question. I’m not sure I have a great answer to that apart from coming up with something that even they would accept as being the new norm, because they probably would only respect – so I think when you get to eight players, unless you can get the respect of this person to accept your idea, and the only way to do this is come up with something incredible and well thought through. That’s a bit of a cop-out answer. I don’t know – But it’s honest Workplaces, unfortunately, are a little bit political like that sometimes. So, absolutely it makes sense. That’s all the time we have. There are some other questions in there if you want to check them out after. We can also continue the conversation on the working with others Discord channel. Thank you so much, Ben. Really informative Now we will hear from another sponsor, LaunchDarkly. You can use this break to grab something to eat, or check in with friends who are protesting out on the streets, read about – donate what you would have paid to this conference for a bail fund. Your choice. We will be back at 20-past. See you then – Hay, I’m Sam Arnold, I’m with LaunchDarkly. We want to show you what our platform does and how to destress, de-risk your software releases. George, show us what LaunchDarkly looks like in real life – Yes. At the top, you can see the LaunchDarkly UI as well as a sample feature bug – What is that on the bottom? – That’s a demo site. It’s where I deploy changes before I release them and highlight how we turn on and off a feature – Interesting, so you deployed a feature, it’s not yet been released, so already it’s interesting that these things are now independent, but how hard is it to release the feature that that you’ve deployed it? – It’s really easy. Information, let me show you. Here, I can click this button. That will pull up a prompt, and I can tell my fellow developers I’m making the change That will get saved to an audit log, and that way, everyone can review the changes in real time I click that button, and, boom, the feature has been enabled in – Wow, that’s super fast. How fast is that? – We’ve measured different times around the world, and it seems to be an average of 200 milliseconds, and that is something we’re always trying to pare down – That’s really cool. So I can dep-Palestinian code, release it separately when I’m ready, but how does it solve the problem of releasing to not everybody? Let’s say I have one person, or a Q A Team that I want to release this to? – That’s a great question. Here in the separate tab, you can see how we can target individual users, and this is part of that same feature. Here I can identify a specific user that I wanted to show it to, or if there is a VIP that they’re not comfortable releasing this around just yet, I can also mark them as false – That is interesting. So if I can target individual users, can I save individual users as maybe a segment, so, for example, my whole Q A Team? – Yes, uhyou certainly can. We have below a segment consisting of beta users, and this is something you can manage in the application of LaunchDarkly. You can see this on the left. You can also define what percentage of people you want to roll this out to. Here, it’s five per cent – What about if my users have different attributes I want to target? Say, if I want users in California to have different features than users in Alabama? How would I do that? – Yes, as long as your application is making the differentiation between whether somebody is in California or Alabama, we can take the same differentiation and show different features. I can set state as an attribute, and say if they are in California, I want to do a percentage roll-out, before I can set them as true, or set them as false – Percentage roll-out would be like what Facebook and Google do, like when they release a you in feature, they would only have maybe ten per cent of users see it, and then slowly increase it to 100 per cent, mitigate risk Is that right? – That’s correct. This is great for front-end and back-end use cases, because then you can moderate the amount of traffic you’re sending to specific features, and, if you see an issue, you can quickly roll it back, resting assured that you didn’t accidentally do a big-bang release, and potentially affect all of your users – Wow. That’s pretty great that

it’s built in like this Probably it’s a full-time job to get it set up, right? I mean, it looks great now, but how hard was it to get to this state? – You would think, but most people who implement it take less than hour. A lot of it comes down to implementing the SDK. Here’s a code sample I have that is fully implemented right You can see I call LaunchDarkly with the name of a feature flag key and do an if statement to see what the value might be in what I want to show. It takes developers to wrap their heads around the specific SDK but after that it starts stamping out feature flags throughout your entire focus – That’s exciting. What about scaling this? It’s one thing to get it up and running. Over time, I wouldn’t want to burden a lot of developers with tech debt. Is there anything to help manage flags, prune them over time? That sort of thing? – Yes, so given our tight integration with a lot of CI/CD platforms, you can use something called code references which show you where the … is in your codebase so your developers can convincing go and prune them. If you don’t want stoned the code, you can send the report to other location within your own database or your own firewall, and we don’t have to be the purchase advice of those, but we want to tell you where these flags are – Wow. I hope you enjoyed that mini demo. If you would like a full demo, check us out at LaunchDarkly. Don’t forget to fill out our survey, and win a $100 Amazon gift card. Thanks so much for your time –


– Dang, okay!

Virtual conferences are hard Unmuting your mic is hard!

Anyway, you could un joy me talking to myself for a minute!

But, anyway, so, welcome back, everyone. I hope you enjoyed

your break. I hope it was relaxing, productive. For anyone just joining the stream Welcome. We are happy to have you. I’m your host, Carolyn, and this is You Got This: From Home, a conference that talks about all the core skills necessary for a happy, healthy work life You Got This umbrella org is a network of community-run conferences that focus on these core stills, so currently there are four events, there is show show Conference in the UK,, one based in Frankfurt, Germany, and in on the internet. You Got This: From Home. If you registered for this You Got This: From Home event, you should have access to our Discord channel. If you haven’t joined yet, I would definitely do it, because there are so many conversations going on, you can talk about self-care, ethics and technology, working with others, and you can ask speakers questions during their talks on teahe speakers’ question channel. Then they might be featured in the Q&A So, before the this event today, our organisers, Kevin and Shy had a long discussion about whether the event should happen today, especially since topics like police brutality and anti-black violence are so important in this moment. And they decided that it was ultimately good to have this sort of event happen, because there is some positive and timely impact to be made, and I think, with some of the upcoming topics that we have, I hope that you all will also all feel the same. I wanted to mention that any of the money left over from the conference today will be going directly to an organisation that fights racial injustice. The exact organisation is to be announced, because what organisation might need help today might not be the same when we’re actually making the donations. Stay tuned for that Also, I already said that … so there’s been a slight change in the schedule, so the last talk, if you saw the previous schedule, the last talk of the day has been cancelled, so we will end the event a little bit early, but we still have a few great speakers coming up, and each with their own Q&A session, and I hope you’re excited. So, we have captioning also during the talks. That’s available directly on YouTube, so you actually need to click the little CC on YouTube, and those will be human-powered, not AI, so they will be accurate, and wonderful They’re by Andrew from White Coat Captioning, and, yes, they are excellent! So, finally, before we continue with the talks, it’s important to note that we do have a code of conduct that we expect you all to follow, and, for this, you can find it at yougotthis io/conduct. If you have any questions about this, or if there is anything uncomfortable that doesn’t make you feel unhe’s a or not right, please reach out to our organisers, Kevin or Shy, or you can the report it directly on the website I believe – so, all right, now, before we go into our next talk, we are going to hear from one of our sponsors, GitHub Education

– Hi, everyone. At GitHub Education we believe that helping to mould the next generation of professional developers has a major impact in tech. We look forward to supporting students to learn, teach, and share the process of coding together. For this, we have created a series of programmes aimed to give you the right tools, services, learning and resources you need to become a professional developer. There is no substitute for hands-on experience. We know that getting access to real-world tools can be … for some students. That’s why we’ve created the developer pack, for the student to get the access to the best developer tools in one place so you can learn by doing today. The developer pack has different partners with over 200 ,000 dollars in benefits that range from online courses to developer and designer tools Learning is better when you can learn with a community of like-minded people. The campus expert trained to build a strong community on campus. As well as training, there is support from GitHub, such as swag, sponsorship, and the opportunity to attend events. To participate in the programme, you must be 18 years of age or over, be a student in good standing at a higher education institution, be verified by signing up to the GitHub Student Developer Pack, and complete the expert training. When you complete the training and become a campus expert, you will get the benefits. Benefits range from free stickers, cheat sheets for your schools, hackathons, you can even get sponsorship, travel support, and the ability to attend GitHub events and conferences If you’re not a master, you don’t have to worry. It focuses on your community skills However, campus training does take primarily through GitHub You can learn everything you need to do the training in any online course. We have also partnered with amazing companies such as Major League Hacking to enable hackathon organisations to get funding, so you don’t have to worry if it is your first hack From students, teachers, educational institutions, and even non-traditional schools, we are keen to help the next generation of enthusiasts to prepare for the challenges they might face in the future Don’t forget we’re on Twitter and Facebook as well. Have a great time, and enjoy the rest of the event – Hello, again. And before we get started, I just want to clarify something that the schedule on the website is 100 per cent correct and up to date, so it was – my note was if you saw from a previous time, but everything there is happening Get excited! Gonna be great! So now I have the pleasure of introducing our next speaker, Heidi Heidi is a developer-advocate at LaunchDarkly, one of our sponsors we heard from earlier When she’s not trying to make CI/CD happen, she teaches inclusive sex ed which I definitely want to hear about later She also sews and raises two children with her wife, and her talk is called “The wonderful things about Tiggers, tautology, and business value”, and I just learned how to pronounce the word “tautology”, I’m really excited to hear it. I send it over to you, Heidi! – It’s great to be here. I’m so excited to talk to you all today. I spoke at and it was meaningful for me to talk to people who are at a stage of their career where they want to learn about these core skills. The thing I have to tell you is about your business value, and it’s going to be super useful So, we are going to start with a singalong. I can’t tell you’re singing, so this thing is the wonderful things about Tiggers is their tops … but the most wonderful thing about Tiggers is I’m the only one, right! A lot of us grew up on this cartoon or en count ered it along the way It’s a useful way to think about what we’re doing for our business According to the song the wonderful thing about Tiggers is that Tiggers are wonderful things. It’s a tautology Nothing proves this statement other than the statement. I’m

telling you this because it’s possible to be a brilliant programmer, or a person with a great deal of skill and still not be valuable to a company Unlike Tiggers, we don’t get to sing about how awesome we are It’s a down side, but we are going to deal with it A tautology is a statement that is true by necessity or by virtue of its logical form If you say I’m a developer because developing is valuable, you haven’t added anything to the conversation Before we get into this, because it’s going to be hard, I want to affirm your human value. You matter Your presence in the world is important. And you deserve to exist in the world and be supported, and have a full and happy life, independent of your relationship with capitalism. You do. Now I’m going to get to the bundler part which is – the bummer part which is about capitalism. Remember this slide, and you as a human are valuable, and you don’t need to do anything to earn that state. You are valuable However, corporations are not set up or incentivised to care about their parts. I work for a great company with really excellent people, but I’m always aware they’re not paying me because they’re nice, or because I’m nice, it’s because I’m creating business value for them, saving operating expenses or driving sales, doing something to help their bottom line No company is paying somebody because it feels good This isn’t to say that the people in your management and your organisation don’t care. I hope they do. I hope that you work for nice people who want you to thrive as a human But that’s not all there is to employment, and, as I watch my peers who are managers struggle with this, I have to say it’s not easy to say, “I like you as a human and you’re not working out as an employee”, so let’s make our managers make fewer of those decisions When we get hired to do something, it’s because the company has recognised a business need that will make them more money, or save them money, or get more customers – something like that. They’re hoping they’ve hired a round peg for a round hole, or at least a squishy ball of Playdough they can shove into a round hole because what they have is a round hole. This is what I tell people when they’re writing cover letters: you need to understand what the problem you’re solving is, and address that in the cover letter Oh, I see you need someone who can do this and also this. Okay, I will address that in the cover letter. I will answer that question that you’re secretly asking yourself every time you look at a résumé. Will this person solve my problem? You fulfil a business need. It’s nothing personal In many ways, this is the talk that I wish I had had when I was 25 It was 2004 – I had a boring job, I was in the middle of having babies, and we were going to have a recession in a bit. I didn’t understand the principle I thought I was getting paid because I was a good writer. No, close, but not enough. I didn’t understand that I was actually getting paid because the company needed good writing. And if that seems like a distinction without a difference, I want you to sit with that a little bit. They don’t care that I was a good writer, they just need a good writer. Companies exist make money by selling good goods or services, and your skills contribute to the goal of making money. That’s why you get hired They want the skill you have You were the goose that lays the golden egg. But if you stopped laying golden eggs, or they stopped needing golden eggs, then they don’t need a goose any more. The reason people keep employees is because they’re expensive to replace Hiring is strangely expensive, and at upper level positions, it can cost as much as half a year’s salary to find the right person for a job At lower level positions, it can still cost, say, $10 to $20,000 especially when you consider all the time people spend on the team interviewing Companies do not like replacing people if they can get anything useful out of them But they will replace you if they see a strong advantage, if they can get somebody who does

better than you do at a break-even point, then they may make that choice Not because anybody dislikes you, and not because you’re doing bad work, but just because companies exist to make money And here’s another sad true fact: inflation applies to golden eggs. You have a certain value when you get hired, but if you don’t keep increasing that value, then it’s going to be easier to replace you In environmental sociology, there’s a concept called the treadmill of production where actors are perpetually driven to accumulate capital and expand the market in order to maintain relative economic and social position. I think you’ve probably all experienced that , where when I was a kid, my parents didn’t have a cellphone bill because we didn’t have cellphones, and now that I am an adult, I’m paying almost $400 a month for my family’s cellphone bill, so I am driven to make more money because I have new expenses, and that is how capitalism is set up to work. It is to make things that were luxuries into essentials, and if they’re essentials, then everybody has to buy them, and then you have to work harder to earn them So, you know, the thrust of this section is I blame late-stage capitalism for a lot of this Blame late -stage capitalism for a lot of things, because that’s what’s going on Sow when you’re thinking about your business value, the first thing you have to understand, the first thing you need to do is understand how your company makes money. You should really find that out And how does your role contribute to how your company makes money. How can you in particular – you, listening to this talk – add to the bottom line of your company? If you don’t understand how they’re making money, then you’re not going to be able to contribute to it effectively. This was a really cool graphic I found when I was researching this : where do big software companies make their money? LinkedIn don’t sell think software but they sell a fair amount of advertising, and they have a subscription revenue stream. Apple makes hardware and software, but doesn’t do advertising. What is it that your company makes money doing? Their job – your job – actually is to provide value to the company – literally. That’s what you’re here for It’s not what was written in the job description, it’s not what you do or want to do, it’s not what you’re brilliant at, it’s providing value to the company, and this was so hard for me to get my head around, because I’m a really good writer, and what I want to do when I’m writing is write really good documentation, but sometimes what needed to happen was we needed good enough documentation much faster, and I was, “That’s not right That’s not how it’s supposed to work. You don’t understand my art!” They understood perfectly well, and I didn’t, that my art was less meaningful than their bottom line So, when you’re having a conflict with somebody who is telling you to do something that seems weird, then you should listen to what makes money. Now, there’s a caveat to that. There will come a point in your career where someone asked you to do something bad And you have to decide whether you’re going to compromise your moral values to do that. I have been a whistle-blower. I have walked away from jobs It’s a position of enormous privilege to be able to do that, and I know that. But I also know that, if we go along with everything because that’s how we make money, and nobody stands up and says, “This is morally heinous,” we end up in a more morally heinous world. So, if you’re in a position where someone is asking you to do something that you feel is unethical, reach out to your network and say, “Hey, I’m not okay, I can’t whistle-blow right now, I’m not in that place, but I need to find a new job,” and then document everything you can without violating the laws, and leave It will take a while, but it’s worth doing, I promise You only

get one soul, and you might as well safeguard it. So, what are different jobs, and how do they map to this whole value-mapping, right? All right, so a developer ‘s job is to make saleable product. It isn’t even necessarily to make usable product, although I recommend that, it’s to make something that people can sell Operations job isn’t really to keep systems up, although that’s a side effect of the business value, which is to save on running expenses A manager’s job is to make developers more effective and prevent churn And as a developer advocate, I was thinking about what my value is. I think the bring I – I think the thing I bring is enthusiasm I’m excite ed to talk about feature flags, how you can make your whole system more elegant and beautiful. I’m literally excited. That enthusiasm is the business value that I bring. Your job is not, let me be clear, clever digressions, interesting problems – I’m sorry, it’s almost never your job to solve interesting problems; internet slapfights – not your problem; bitcoin mining – I think that one is pretty obvious; or bossing people. You notice I put managers in here saying their job is to reduce churn and keep developers effective. It’s not to tell them what to do but to point them to the business value case. Let’s think through what did you do yesterday? Yesterday was Friday. I don’t know about you, but I watched the news in horror. I live in Minneapolis, and also I know a few things, because, yes, and I prepped for this talk. If what you did was punch a clock and do what somebody told you, that’s okay, but it’s not necessarily going to be sufficient for ever. What did it produce? What did your work yesterday produce? How does that make the company money? Is saving money, building intangibles, or whatever else you’re doing, going to help the company? You need to be able to sort of answer that for yourself. Every day Because that’s kind of how we get evaluated. So how do you find out what your value is. How do you find out what the company hired you to do if it wasn’t the job description? Well, let’s ask. Ask what the value that you bring to the team is, ask what the team is contributing. Research how your company makes money, and understand how you fit into that. Stay curious about your industry. You can’t just sit down and do what people tell you to do. You’re going to get left behind. You need to go to conferences not only like this, but to technical conferences Almost all of them are online now, and therefore free, and have streamed all of their content which gives you a great opportunity just to take some lunch times and catch up on whatever you’re interested in, whatever the company’s working on Draw the connection between what the company is working on, and what you’re doing, because that connection is really what you need to understand in order to be able to keep moving forward in the direction that’s going to contribute to the company There may be only one Tigger, but there are lots of friends in the 100-acre woods It’s not a shop of horrors where everyone gets eaten. It’s the world that we make; it’s the world that we can make together It’s really hard right now to give any kind of conference talk and not talk about the fact that systematically across the world we’ve been perpetrating racial inequality and violence. It feels funny to talk about what do you do in the coming recession when the recession is here? When I wrote this talk, there was no Covid. Now that I’m giving it, I know that a lot of people are losing their jobs A lot of people I value and who I think do good work, but the companies are looking around and saying, “We can’t keep these people on, even if they’re great.” And so it’s a really scary time to be out in the world, especially as a junior, but I want to tell you that I’ve been through two recessions so far – this is my third – and there is another side, and you’re going to get through, and the things

that you learn now about long-standing value, about working with each other, about building community, are going to be what gets you through to the other side And I am waiting for all of us to make it through to the other side together If you liked this talk, if it was useful to you, if you want the slides, I’m going to go ahead and post them in the Discord, and, if you want a T-shirt from LaunchDarkly, you can go ahead and visit this link, and we will either send you a T-shirt, or a bandanna, depending where you’re located I want to thank you all for your time. I know you’ve taken a Saturday to listen to this conference, and it is a choice that you’ve made with your time So, I am happy to take your questions now Thank you again – Hello, thank you so much, Heidi. It was like between Tigger being the perfect energy boost we needed post break and everything being ultrarelatable, I really appreciate you also taking the time to give this talk today The first question is how can you find out if your existing work has company value? – That’s a great question. So I kind of glossed over this, but let me say, you need to understand how your company makes money. Like what company are you working for if it is a publicly traded company, you can go look at the stock reports, and say where are the income streams? They have to disclose that. If it is not a publicly traded company, I would go to – if in a small enough company, go to your finance person and say where is the majority of our money coming from? Then you go to your manager, and you say, “What do you think our team’s job is? What are we here to do, and how does this relate to this overarching goal?” That combination is going to let you connect those dots. So I work for, well, we used to be small, but we’re now a medium-sized start-up and the business value that we are delivering is that people can do things more quickly and safely, okay? So my value is to tell people how we can do things quickly and safely, so I can make that connection. This is going to take some work. It’s like a research paper, but it’s worth doing because, once you learn how to do it, you’re always going to be able to see your position. All right? – Sorry – I have a question from Kevin in the channel – I can read it out loud. So, “What if your work indirectly supports bottom line but you can’t tell? How can you bring that value to the forefront and make others notice it too?” – So, if you can’t figure out what’s going on exactly, like, if you are in development, you can frequently look and see what does the software sell for? What percentage of the software am I, right? An amazing number of people don’t know what their software sells for. You have to track down the sales team, and it’s, “It depends, but….” anyone who has tried to figure tut – It depends – It depends. They eventually will give you a number, because they eventually give customers a number. But maybe your contribution is in savings Maybe your contribution is in saving either, like, direct financial things, like I work in ops and I keep our AWS bill sane, or maybe your contribution is I work in AH, work in HR and I make sure our employees are happy. An example is internal communications. How do you talk about the value it brings to other people’s work? Internal communication assist essential. If you don’t have them, then every team sort of diverges, and works on different things, and they’re not always the correct thing. Internal communications means you’re keeping the entire company aligned. How you can point to the value of that is point out places where it’s failed and how much it’s cost. Because, almost no-one has been perfect at this, you say, okay, look at this example where we didn’t get that right, here’s how much it cost us to walk that back, or to bring that team back into alignment – Yes, that absolutely makes sense, especially – yes, that’s a really good way to quantify

things, that maybe are a little bit more vague. We have another question from an attendee. So any tips for folks looking for their first tech job, and how to figure out how to frame what you can bring to a you in career? to a new career – Congratulations, welcome to the fun! I’m excited you’re looking for a tech job. The thing you’re going to want to emphasise when you don’t have this work history is that you do have a history of understanding of problem. So your first tech job, either you’re a career transitioner, or you’re very young. If you’re a career transitioner, you have a ton of resources to talk about Like, I have an acquaintance who used to be a bakery manager before she got into tech. And the thing that she had was the ability to manage complex timelines, and so, when she was applying for jobs, she’s, like, add one of the things that I can bring to your tech team is the ability to understand complex timeline with multiple dependencies because if you get the frosting done before the cupcakes, it doesn’t work as well. She didn’t say frosting in cupcakes, but that is essentially what she was saying Mine your past experience for whatever you have that’s, like, relevant to solving a problem Even if you don’t necessarily know what exact problem that team has, you can still say, like, from the looks of your job ad, it appears that what you need is maybe what they just need is somebody to come in and do the boring work, and the thing that you can offer there is documentation, like, there’s nothing more valuable than a junior who documents all of the unspoken assumptions as they go along, because that gives the team as a whole the ability to onboard faster and to solve problems faster, and do troubleshooting faster, but a lot of senior people know it, and they don’t document it. And then it’s travel knowledge, and it gets lost – Excellent advice. I’m also a career-changer, so I switched from journalism, and that is also what I tell people, because I think no matter where you come from, you have – like, if you’re changing careers, whatever your past career is, there is always something that you bring, that is like uniquely applicable to software, even if it’s not directly coding, it is exactly what you said about problem-solving, and being able to approach things in a different way. So I really appreciate you highlighting that. I think it’s excellent So, we have another one So what would you recommend when we are providing value outside of our originally hired for contribution without an official title change? Is that undervaluing yourself by not having specific recognition around your contributions? – Yes – I love it! Straight! – So, there’s a ton of labour that happens that doesn’t guess acknowledged in a job title, and it’s valuable to teams, but because we don’t have a way to tie that to direct monetary compensation, we tend to dismiss it. There are probably – there probably – there probably aren’t many managers listening to this talk, but for the love of Pete, when your runs an ERG, or helps out with any kind of cultural stuff, write a letter of thank you, write a commendation, even just an email – something they can put in their folder for, “This is what I did ” It’s very difficult to get corporations to pay for these culture things, because they don’t see how it contributes, but I will tell you that failing your culture contributes to churn. You’re losing a lot of your best technologists if you have bad culture, because they are the ones who can see systemic problems, and they’re like, “Hey, look, I’m the the only black woman on this team. I don’t think this is going to work out for me long-term. I’m going to start looking for an exit.” So if you’re not paying attention to your culture, you’re paying into a churn fund, and that is also super expensive If you’re not getting value for that, ask your manager, ask your peers, ask the people you run it for, and then – this is a really important job tip – keep , not on your work email, a folder of – mine is labelled “Atta girl”, compliments, or nice goals I

save, because it makes me feel better on bad days, and because I can pull it up, and say look, in an instance, a lot like the one you’re asking about, someone complimented me on doing a job good Having that external affirmation and confirmation helps people to understand that you have been doing this work, you will continue doing this work, and it’s valuable to you – That’s excellent. I never even thought about keeping a folder like that. Absolutely it makes sense. So thank you for that. I want to shift a little bit, and you touched on ethics, which is one of my favourite topics. So how do you balance needing to work, and the ethical implications of what your work does? – This is a really hard one to answer because it depends so much on your circumstances I am very privileged I am principal level in my company, probably even today if I wanted to leave my company, I could find another job. So I have a lot of ethical bank, so I can say, like, look, I will quit if we work with this organisation Just FYI, it’s a deal-breaker for me People who are newer in their career, who are younger and more economically precarious – which is not, by the way, your fault, see above late-stage capitalism – may not be able to make that choice. And that’s okay. What you can do is do the best you can to change the culture that you’re in without getting fired, and work your way out as fast as you can Like you may not be able to table-flip and walk the moment somebody signs an ICE contract, but you can update your résumé and start contacting people, and say here’s what I’ve got, here’s what I’m looking at, if I spent six months up-levelling my skills, what do you think I should up-level in so I can go to a different company? The sad fact is almost all technology companies are ethically compromised in some way. It is a matter of picking the least poisonous of the pills, not picking an entirely good actor. I can’t think of any entirely good actors – Me neither – Yes – On a related note, if you are maybe in that position of being more privileged and you are able to walk out, what do you think is the line between, “I should stay and try to change things from the inside” versus, “I should whistle-blow and leave?” – Liz Fong Jones has an excellent talk on that about when you should leave. Since she walked away from a a lot of money at Google, I feel like she’s got a lot of room to talk about that. The time I whistle-blew and left was actually about a – they requested that I commit plagiarism – Ooh – Against the American Medical Association Those are lawyers I’m unwilling to tangle, and the fact that they asked me to do this when I told them it was plagiarism, tells me they will never respect international property – Absolutely – I didn’t quit until I had something else lined up. So I think how you know when you can walk away is when you’re going to be able to keep your family safe And when you can no longer – when nobody will listen to you about culture change, or they will listen to you, and do nothing, like, I think a lot of us are confronting the fact that our companies have been trying to do better about racial representation, and, like, there’s a few people of closure in colour in our companies, yet it doesn’t seem we are making progress in real representation and inclusion. If they keep failing, eventually, maybe you’re not really trying – No, absolutely I think people realising that, I don’t know, I’ve realised, like, you might be thinking that you work somewhere that really cares about these issues, and the reasons they are highlighting that, things are not going to change. That’s really good advice. We have our final question for this time, how do you manage when a company hires you and it’s clear you don’t know what they impact or value or want you to do to show it? – Okay, so this is actually developer advocacy is a

super fuzzesy fuzzy place. We don’t do direct sales leads or have direct marketing campaigns There’s not a lot of numbers. I heard this talk by somebody, and they made me feel warm and fuzzy, and six months later, I saw their company come up and thought maybe why not? So, like, this is something I struggle with all the time. I think it’s important to say here’s the value that I think I’m bringing, like, I think that I can quantify my contribution by saying, “Here’s how many people are using the API.” Because that’s something that I’m talking about. Here’s how many people are watching my talks, and , like, six months later, if you have multi-touch attribution, you can find that out What in general – but, in general if the company doesn’t know – you you can’t make that case. If you don’t make that case, you will get somebody new saying, “Why are we even paying for that department? ” So even if you had, like, a visionary person who hired you on, by the nature of technology, jobs are always changing, they will leave, and, if you don’t have a way to say here is how I’m reducing costs, here is how I’m promoting our image, here is how I am streamlining internal processes, then it’s going to be really hard to argue that you should get to stay – Definitely. That’s all the time we have, but I really want to thank for taking the time to say that’s okay to advocate for ourselves, and we will continue this conversation hopefully in the self-advocacy channel on Discord – That sounds great. I will be in the sponsored channel on Discord if anybody has any questions. I will be around for a few hours this afternoon – Awesome, thank you so much, Heidi – All right. – All right, hello To make sure that I’m extra clear, because I know I kind of stumbled earlier, we have two talks left on the schedule. Our closing talk about lending privilege with Anjuan, and this next talk about making #RemoteWork actually work with Lauren Lauren Lauren And I think these two talks are, I mean, these topics are always important, but it’s especially relevant for what we are living through right now, and I – I can’t wait So, I want to tell you about Lauren before she hops in here She is a developer advocate for MongoDB. She has a super impressive résumé, which includes holding a Masters of science in computer science, and co-inventing 12 – hear me! – 12! – issued US patents. Wild! She’s also been working from her Home Office for the last decade, which makes her the perfect person to be hearing from today With that, I pass it over to you, Lauren. Thanks for being with us – Thanks, Carolyn. Before I jump into talking about remote work, I want to acknowledge there is a lot going on in the world right now. Many of us are feeling sad, many of us are feeling frustration, many of us are feeling angry, and many of us are hurting. For years, we have had a pattern of racial injustice and systematic racism in the US For many of us, current events have increased our awareness of this ugly problem. We must change. We must do better. In a global on line space like this, chance also good some of you are already working to influence change. Inapplaud you for this I have a feeling that some of you want to be part of the solution but not sure how. It can be so easy to acknowledge the problem, feel overwhelmed by it, and then become immobilised by that overwhelming feeling. We feel the feelings of sadness and anger but then don’t actually take the next step to do something about it. It’s so easy to let this happen without even realising it. In the tech world, when we have large problems to solve, we don’t do it all at once. We break it down into smaller tasks that can be accomplished in a day or two. When you do all the tasks together, you get a full working app. Let’s do the same thing here. If you’re not already involved in being part of the solution, I encourage you to pick one small thing you can do this weekend, and then do it. If you’re not sure what you can do, I have a list of three things

you can do. I recognise that I’m coming into this conversation as a white person with privilege, so the research I’ve done on how to help is from that perspective. I’m not saying these are the right things to do or the best things to do win want to give you some practical examples of small steps you can take right now So, one thing you can do is educate yourself. There are so many ways you can do this. You can research the history of racism online. You can go to YouTube, and other social media, and listen to the stories black people are sharing. You can learn about microaggressions and bias, and score how you might be unintentionally hurting others One book that’s been recommended to me by a couple of people is How To be an Anti-racist by Kendi. If you have gilts, talk with them about racism and current events Research from Harvard University shows kids as young as three embrace racism when exposed with it It’s not too early to talk to your kids about has put together a list of children’s books. I heard the town hall that Sesame Street did today was really well done. My final question for you is to donate. Many in the tech industry have been fortunate to keep our jobs during the pandemic as we are able to work remotely. I know not everyone here has remained ememploy the, but if you’re in a position to donate, I encourage you to do so. Find a cause that reflects your values and donate. It can be easy to feel overwhelmed what cause to donate to as there are so many good organisations, but don’t let that sway you. You don’t have to find the perfect cause. Find one that is doing good work, and donate to it. If you find another cause that is doing great things later on, you can donate to that cause as well. Think about the impact we can make right now if everyone is listening donated just $5. Think about if we donated more. There are good lists online of organisations to donate to. To get you started, here’s one I found on Charity Navigator that lists non-profits defending civil rights. You can protest, you can sign a petition, support a friend who is hurting, you can research politicians for the upcoming election, you can amplify black voices sharing stories and ideas for solutions, you can advocate for better hiring and promotion policies at your company, support black-owned businesses, get involved in an organisation that is working to influence change, or attend the session after this one about how to lend your privilege, and then actually follow through and lend your privilege. Whatever it is, I encourage you to do one thing this weekend, and then pick something else and do it next week. Just don’t do anything The silence is deafening All right, there’s really no smooth way to make a transition here, but I’m going to do it anyway Let’s shift gears, and let’s talk about remote work. This is a picture of my dad. He has no idea I’m using this photo in this presentation, but heingly posed for this photo, and he posted it on Facebook, so I feel like if he didn’t want this picture broadcast in a presentation to people around the world, that’s on him! Dad doesn’t usually come to my presentations, but since this is being broadcasted, he might be watching – hi, dad! You can’t tell from this ridiculous photo, but he was a Harrier pilot in the military for 20 years. He retired from the military and joined Lockheed Martin where he currently works as a people manager. When the quarantine orders his area, he was you’ve been working remotely for years, what advice can you give to me and my employees who have never worked remotely. I started rattling off bits and pieces of advice. He was, “Wait, let me get a note pad”, and, old school, he started scribbling down notes before after a few minutes, that was enough, and just stop. Okay, so this presentation will be on much more organised version of that conversation I had with my dad I’m going to give you my top ten tips for making remote work actually work right now in current Teen conditions. If you’re here, I’m going to assume you’re working moatly because you want to been, or perhaps you’re preparing to begin working for one of the big Silicon Valley companies who recently discovered that remote work actually works, and shifting to allow all employees to work remotely forever I gave a talk at PyCon last year of the effectiveness of remote work, and showed my story of how I began working

remotely, how to ask your boss to work remotely, and shared my top five tips for working dural normal conditions. If you’re interested in those topics, check out that talk on YouTube The slides for today’s presentation are available on my Twitter page so don’t worry about scribbling down the link You’ll be able to get it afterwards Let’s dive into my top ten tips for how to make remote work actually work right now So, Number 10: acknowledge that this isn’t normal. Life isn’t normal right now. If you’re struggling to work remotely, it’s important to acknowledge these are not normal remote-work conditions. Julia is a technical programme manager at Google and tweeted, “I’ve been working remotely for two and a half years. The past two and a half months have left me more exhausted than ever before. This is your reminder that you’re not working remotely, you’re working remotely during a global health crisis.” I could not agree more I’ve been working remotely for ten years, and working remotely during quarantine has been a huge struggle for me. I have a four-year-old running around, making noise, and interrupting me Before the pandemic when I told people I would work from home, they would say, “That must be so nice that you get to spend time with your kid while you work,” and I’m like, “Oh, no, with no, no. She goes to daycare.” There is no way I could work effectively and watch her at the same time. And here I’ve been attempting to do just that during quarantine, and it’s been rough. Perhaps you have noisy kids or roommates, or pets, or perhaps you’re stressed because of financial concerns, or you’re worried about the health of your friends and family, or you miss being around other people, or you’re upset due to recent tragedies and racial injustice. Whatever the case, life is not normal right now. So try to cut yourself some slack For people like me, this is definitely easier said than done. But, seriously, try to cut yourself some slack, and acknowledge that if you’re currently struggling with remote work, you may do better once we return to more normal conditions, whatever that looks like. So as I mentioned, this is a top-ten list. Before I go to each new tip, I will repeat every tip covered. Number 10, acknowledge that is not normal. Number nine: do something else. If you’re going to be on a call where you know you’re going to struggle to pay attention and be tempted to reply to email, look at social media, or make is that correcty comments on Slack – snark comments. For example, you could do the dishes, colour, dust. I know I did a little cleaning this morning. Exercise, or even paint your nails Studies shows that doodling helps people remain information I find the same to be true for any mindless task. If I sit in front of my computer, the temptation to multi-task is to great. I’m likely to do something else that will require mental energy and prevent me from fully listening For those boring all-hands calls, or dry conference sessions where you’re going to struggle to pay attention, turn off your webcam and do something else Number 10, acknowledge this isn’t normal. Number nine: do something else. Number eight: eat intentionally I have a problem of bringing a huge Co tsco-size box of snacks into my office and eat them. Whenever my husband or toddler snacks, I want to understanding. That’s fair, right? The quarantine hasn’t been kind to my waist line, so I’ve been trying to make an effort to eat intentionally. If I want to understanding, I pour a reasonably sized portion into a bowl. I’m trying to limit the number of snacks and keep them relatively healthy. I’ve heard from some of my colleagues, they have the opposite problem They will sit at their desk and not realise they missed their lunch until 2.00pm. I don’t understand how this is possible, but apparently this is an issue for some people. If that is you, set an alarm on your phone, or block time on your calendar to eat lunch. Take care of yourself and eat intentionally. Acknowledge this isn’t normal. Number Tyne: do something else. Number eight: eat intentionally. Number seven: actively prevent burnout. When you work from home, it’s so easy to work long hours, and never feel disconnected from your work A study in March of this year showed US employees are working an average of three hours more per day during the pandemic –

three hours! When you work remotely, you don’t have the physical trigger of walking into an office to know you should begin working, and then leaving the office to know you should stop working. It is so easy for the lines to blur. Especially when we have access to Slack and email on our phones And here’s the thing: your employer has invested a lot of time and money to make you a productive employee. They don’t want you to burn out and quit If you leave, they have to train somebody new. If you leave, you take with you the team knowledge that may not be written down anywhere. Actively prevent burnout. Your manager probably isn’t going to do this for you, so you have to be very proactive. If your manager asks to you do something that will force you to work overtime, be upfront and ask them which task would you like me to drop? The other key here is to set boundaries Set what time you want to typically start and stop working and stick to it. When your work day is over, turn off your computer. If you have Slack and email on your phone, turn off the notifications. Completely disconnect whenever possible so that you can return to work each day refreshed and ready to do your best work. Pauline gave a great talk about burnout earlier today. If you missed it, definitely look for the recording later Number 10, acknowledge this is isn’t normal. Number nine, do something else. Number eight, eat intentionally. Number seven, actively prevents burnout. Number six: be productive. Yes, it’s important to actually do your job. Slack conducted a study during the COVID-19 pandemic and found out how long you’d been working remotely in terms of experience makes an impact how productive you are. They found those who are you in to remote work were twice as likely to say they are less productive at home. The study also showed that a experience … over time, as you work remotely, you gather tools to help you be productive Let’s talk about some tools, you can use to be productive First step, set daily goals. I start every day looking at my task list and picking up the most important one or two things that I want to get done that day, and then I do everything I can to get those done. This helps me focus on what’s most important, and not just what’s most urgent or what’s easiest. Now, I have a tendency to get lost in my work I can sit at my computer for hours without taking a break, except for maybe a quick trip to the kitchen to grab a snack that I will then bring back and eat at my desk. This is not great So I’ve set up reminders to move on my Fitbit. Every hour, it will buzz if I haven’t moved enough. This is great as it helps me stretch and clear my head. Mental breaks will help you be more productive, so take them. On the flip side, some people struggle to get work done if they don’t have got accountability of somebody walking by like they do in their office to see if they’re working. If you’re one of those people, I recommend out trying the Pomodoro Technique. The idea is to work on short blocks of time on a specific task – about 25 minutes – and then take a break The great thing here is that it encourages you to avoid distractions like social media, or TV, or Slack messages, so you can create focused work time to get stuff done. If you want to Google this technique, it’s called the Pomod ASMT o – to sum this tip up. Set goals, get important stuff done, be productive Number 10: acknowledge this is not normal. Number Tyne: do something else. Number eight: eat intentionally. Number seven: actively prevent burnout. Number six: be productive. Number five: embrace the kids. This is not advice I would typically give remote workers, but these are not normal times. Remember this BBC interview from a couple of years ago this? Guy is giving an interview on a very serious topic, and one of his kids rolls in, super pleased with herself. The dad is just mortified. And then kid numbers two rolls in. Dad can’t believe this is happening Luckily, mum comes in to save the day. She next back in to shut the door To be honest with you, I would have been mortified as well. I’m a huge advocate for having childcare if you’re working from home. It is really hard to be an effective parent and an effective employee at the same time. The thing is, kids are at

home right now, and there’s very little we can do about it. I’ve been so impressed with the way Jimmy Fallon has embraced his kids whilst attempting to film the Tonight Show. He knew his kids were going to be around, and he rolled with it. My husband and I have done our best to co-parent while working remotely, but it’s been tough I’ve been so appreciate of my manager who talks with my daughter and makes her feel special when he sees her on the call. My kid is so much happier if she feels acknowledged I found that, if I let her come in, say hi, to everyone, wave to everybody on the webcam, she’s more likely to leave, and then go play in another room. If you’re working with people who have kids at home, please be kind to the kids. The parents are struggling, and, if a few kind words to the kid is going to make everybody feel better Also, what may seem like parents will be the least productive people on your team right now, a study showed otherwise. They surveyed people during the pandemic and found those working from home with children saw a two per cent productivity decrease. They found those working alone without other adults or children in the home, meaning they were completely self-isolating , they saw a three per cent productivity decrease. This really surprised me. My hypothesis would have been that parents would have been the least productive group So, when checking in on your co-workers who are parents to make sure they’re doing okay, check in on your co-workers isolating completely by themselves. They might be struggling even more So, Number 10: acknowledge this is not normal. Number nine: do something else. Number eight: eat intentionally. Number seven: actively prevent burnout. Number six: be productive. Number five: embrace the kids. Number four: care for yourself. In another one that is easier said than done, especially if you’re caring for others right now. But do what you can to take care of yourself. Try to exercise a bit every day. Try to eat something healthy. Fry to do something fun. – try to do something fun I’m an introvert, but I have way less time to myself right now than everyone is home with me all the time. I found taking slow walks by myself in the evening can really help. Sometimes, I will even put on my noise-cancel headphones, and I don’t even play music, so I can be alone with my thoughts. My guess is that the extroverts are also struggling. If that is you, create virtual coffee breaks, happy hours, game nights, whatever, with your colleagues, friends, or families. You know what you need, so a make time for it. Care for yourself Number 10, acknowledge this is not normal. Number nine, do something pels. Number eight, eat intentionally. Number seven, actively prevent burnout. Number six, be productive. Number five, embrace the kids. Number four, care for yourself. And, number three, take a lunch break. Every day. Away from your computer As a working mum, the lunch break was the favourite of my day, a guilt-free time to watch whatever I wanted to watch, and I could actually hear the TV show without any interruptions It was amazing And now everybody’s home, so we have family lunch! Yay! I’m sure I will look back on the family lunches with fondness. For me, I like to watch TV during lunch Make sure you’re not a TV person. Maybe you prefer to read a book or a magazine. Maybe you want to listen to a podcast, or maybe you want to go for a walk or exercise. Whatever the case, take 30 minutes in the middle of your day, step away from your computer, and do something else I found that if I’m starting to lose focus or stuck on a problem, I will take a lunch break and return refreshed, and the answer on how to move forward on that problem will come to me. So every day take a lunch break Number 10, ago knowledge this isn’t normal. Number nine, do something else. Number eight, eat intentionally. Number seven, actively prevent burnout. Number six, be productive. Number five, embrace the kids. Number four, care for yourself. Number three, take a lunch break. I have saved my most important two tips for last. Number two: ask for what you want I attended the Grace Hopper celebration of Women in Computing a few years ago, back when we would attend conferences in person, and a method rarity asked a keynote panel, if you could change one thing, what would it be? The response was so simple but it has stuck with me all those

years later. She said, “If I could change anything, it would be that each and every one of you would ask for what she wants.” Now, typically, when I share this with people, I encourage them to ask for a promotion, or a raise, or a growth opportunity. I still stand by that advice, but I want to really encourage you to think about what you want rating now from your company, your spouse, your roommates, your kids, and then ask them for it. I’ve been reading a lot of articles about how to successfully work remotely with kids during quarantine. Some of the articles have suggested that you simply explain to your kids that you need focused work time, and supposedly the kids are going to allow you to work for an hour or two uninterrupted That sounds really great, and maybe that works for older kids, but I can assure you that did not work for my toddler. So think about what your ask is, what is within the reasonable scope etch possibilities, and ask for it. In my case, I told my manager I was struggling to work with my toddler at home and asked to take advantage of the parental care leave that my company was offering. My management team was really supportive. So they actually came back to me and they said instead of taking a couple of weeks off solid, would it work better for you to stretch that out and work part-time instead? I was like, yes! That would be a great fit for both my family and my team, because I was able to stay connected and still get work done, even though I was working part-time. My family would have had a really tough time without this option. Perhaps you want to ask your manager if you can shift your schedule around and work different hours than you typically do. Perhaps you want to ask your manager if you can take time off as FMLA because working with kids just isn’t working. Perhaps ask your roommates to stop playing loud music at 10.00 pm on weekdays so you can maintain a regular sleep schedule. The people in your life probably don’t know what you need or what you want, so ask for what you want Last time to recap this list Number 10, acknowledge it’s not normal Them seven, actively prevent burnout. Number six, be productive. Number five, embrace the kids. Number four, care for yourself. Number three, take a lunch break. Number two, ask for what you want. My final tip for you today: be a great PR agent for yourself. I’m shamelessly borrowing this tip from a keynote that Nora Denzell gave. Your colleagues and your managers probably don’t know all the amazing things you do, so tell them. If you solve a really hard problem, tell them about it. Don’t just say, I solved that, no big deal Explain why it was hard or time-consuming. When you’re remote, people don’t see what you’re working on, so you have to advertise your work. If you have a daily scrum, or a we think status meeting, show up, ready to tell your team what you’ve been working on. Be conscious of how you’re describing yourself Control your press release. When I gave my remote work talk last year, this was one of my tips That very same day, someone asked me how another talk I had given went. I said, “Well, I got really nervous, so I started really faff fast, I started coughing, lost my train of thought …” he said, “Lauren, I heard it went great.” I thought here I am wrecking the press release that somebody already gave about me and I’m saying how awful of a job I did. So, if you didn’t do a good job, don’t advertise it, but if you did do a good job, talk about the great parts If someone gives me a compliment on Twitter or email, I forward it to my management team. It’s an easy way to brag without it seeming like I’m bragging. If someone gives you a compliment verbally, you can always ask them to email it to you or your manager. You can also create a culture of compliments on your team. If you compliment your team-mates and make it normal to do so, they’re likely to compliment your strengths as well. And that is a win for everyone. Be a great PR agent for yourself One last time, I want to recap all of my tips for you. Number 10, acknowledge this isn’t normal. If you’re struggling to work region right now, know there are a lot of other factors at play. Remote work may not be the problem. Number nine, do something else. If you’re going to struggle to pay attention during a session, do a mindless task at the same time. Number eight, eat intentionally. Portion-control your snacks. Schedule lunch if you need to

Number seven, actively prevent burnout. Do what you can to work a consistent schedule. When you’re doing working, turn off your computer and those phone notifications. Number of six, be productive. Set daily goals. Use the Pomodoro technique to stay focused. Number five, emmembranes the kids. They’re around right now Let parents know it’s okay Every day, try to exercise in some form, eat something healthy, and do something fun Number three, take a lunch break. In the middle of your day, step away from your computer for 30 minutes to clear your head. Number two, ask for what you want. People probably don’t know what you want or need unless you ask, so ask. And finally, number one, be a great PR agent for yourself. Advertise your work, and be conscious of the words that you are using when you do so. I would love to connect with you on social. You can find me on Twitter and TikTok with the user name Lauren_Schaefer As a reminder, the slides for this presentation are available on my Twitter page. I’ve compiled a list of resources and related links if you want to deep-dive into this topic more, so you can find those at the back of this presentation So I hope these tips help you to be a happy and productive remote employee. You’ve got this! Thank you – Thank you so much. That was great. I’m going to dive into our first question. Any chance you’ve got recommendations for being productive or doing what needs to be done if you don’t have a dedicated office or work space or the means or funds to build an office space. This is not from me but as someone who is literally calling from my kitchen table, I’m also curious! – Yes, it’s a really tough one right now, because people are working from home who weren’t planning on it I’m fortunate to have a dedicated work space because I do this regularly Whatever you can do to try and make yourself an ergonomically friend ly – pay attention tottering knowledge mechanics. I don’t recommend – pay attention to the ergonomics Don’t work from your bed. You will end up hurting at the end of the day. Find a spot where you can sit with the door, if you’ve got other people wandering around, it’s tough You can also talk to your manager This is another case of maybe ask for what you want. If your employer says we are going to be working remotely for six more months, maybe that’s an opportunity for you to ask them, can I get a desk or an extra monitor. See if they’ve got any budget for you – Awesome. To keep going on this tips journey, do you have think any tips for non-morning people, like if you find yourself sitting not really doing much at the beginning of the day? – – Yes, so I do like to get up and work early. I – I start working at 7 am every day which I like to do, because my team is not online usually. I do have some European team-mates who are online, but I can get online and get work done before my team is online which is really nice That’s a bonus to getting up early as you get the quiet time to knock some stuff out. If that is not you, I would encourage you to set up a regular sleep schedule and get comfortable waking up as a R at a regular time, and maybe get up and exercise before you start working – Now, that’s great. When I started working remote, I tried to go for a walk every morning because then it felt like I was commuting! You know, I always try to get some sun and energy – A colleague – I – he will get dressed, put on his tennis shoes, and walk around the house, the outside of his house in order to feel he is starting working. If you need a physical trigger, do it – I also highly recommend. Our last question of the session is from another speaker. So, one – they say that one of the problems I have working fully remotely is that my diary is free – it is a free for all and everyone piles in because they can’t see how busy I am. I need to continuously contact Switch Any tips to stop this happening? – That is a tough one. Kind of it depends on your team’s culture. One thing you can do is

soft-block time on your calendar. Google Calendar will allow you to do that. I soft-block when my stop time is Maybe you can soft-block, they don’t take meetings two days a week, or block their whole morning, and maybe it’s another situation of having an honest conversation with your team-mates and asking for what you want. That’s a tough one – Definitely, and because we have another minute, I’m going to quickly ask: do you have any tips for someone who might struggle to feel productive after lunch? – Yes, if you can get up and exercise a little during lunch, that helps What really helps me is just checking out my task list and knowing this is what I’ve got, I’m committing myself to getting this done today, and honouring be that commitment with myself. That’s what helps me – Amazing. All right. That’s all we have time for, but thank you so much, again, for your talk It was wonderful. I’m hoping we can keep the conversation going on the Working with Others on the Discord – Thank you – We will hear from another sponsor, Samsung Internet – Hi, there, I’m from Samsung Internet. I hope you’re having a great You Got This: From Home conference. This is a conference we are very excited to be able to sponsor, and help support this year, not only Twitter excited, but genuine excitement That’s because these are such important topics to be able to cover, especially at this challenging time when all of us I think are having challenges with regards to how we communicate with other people, how we work with other people, both inside and outside our organisations. I will talk a little bit about what we do and why we think this is an important topic, so, first of all, Samsung Internet advocacy team that I lead is part of the engineering group of Samsung Internet web browser which is a mobile web browser for Android phones, not only for Samsung phones, but any Android phone We tend to do a lot of communications about new web technologies. We are going out, blogging about topics like web VR, building progressive web apps, building cocktail progressive web apps, web animations, all kinds of things like that. We’re also going out running events, so we’re running a series of English and Spanish events that are focusing on new web technologies , and we have a meet-up page here on meetup as well. We are doing other things that engage with the ecosystem of web verse, and, in engineers and the internet in general – things like we are part of the ecosystem around MDN documentation site, where we are actually helping to build MDN, writing documentation, we are helping them decide what to work on through the product advisory board that we participate in with Google, and Microsoft, and month’s month’s and some other organisation – and Mozilla and other organisations. We are also building and putting prototypes out there in open source, so any time we blog about something, we usually put some code samples or a working prototype out there in open source so people can take a look at it, and understand what we are talking about, and we are participating in things like the W3C immersive web working group, so web standards are set, and organisations that are global kind of consortia organisations that involve people from all over the world and different companies, and other kinds of organisations, like academic organisations. Immersive web working group is one of the groups where we are playing a role. And we also do things like contributing to open source, so on a related – in a related area, we are contributing into A Frame which is a kind of a key open source library for developers for immersive web experiences. And, we are contributing other kinds of things into web standards, so we’re contributing you in ideas, for instance, how web pages should behave on devices that might have a foldable screen. We also do things like contributing into

the work to create a you in code of conduct in W3C So what do all these things have in common? These are all about people These ecosystems that we are participating in are all about people, and they’re about communication Types of skills types of concepts that are being cuffed discussed in this conference today are exactly the kinds of things that you need to know and understand in order to be participate in the ecosystems and help to drive those ecosystems. Those skills are just as vital to people working in technology as coding, as architecture, as design, as any of those other kinds of skills. They’re extremely vital I hope that we can all learn something I’m certainly planning on learning stuff. With that, I’m going to say I hope you have a great rest of your conference, and thank you very much – Hello, everyone. So, I don’t have a ring light, but I’m using the You Got This as a nice ring light, so hopefully it looks okay. It got so dark all of a sudden. Now we’re heading into our last talk of the day, which is sad, but I’ve also been foreshadowing this talk a bit all day, so not sad at all because it’s finally here. So our final speaker of the day is Anjuan Simmons. He also has a super impressive CV which includes a degree in electrical engineering, a Masters of business administration, and a successful track record of delivering everything from user interfaces to databases. He is also someone who has spoken all around the world, so we are very happy to have him here on our corner of the internet today Now I hand it over to you, Anjuan. Thanks – Thank you. I cannot tell you how excited I’m to be here with the You Got This audience I know this is weird because we are normally together and we can mingle, and due to the current state of events in the world, that’s not possible One thing that will always be true is my love of working in technology. Like Carolyn said, I’ve worked in technology for 20 -plus years, and there is something awesome about building software, and one thing that is really cool about building software is that things always change There is always some framework, or some you in API, or – some new API, something some way to test code, test code, and grow and develop. One change we can also be a part of is making the software industry a more inclusive and diverse industry Not only that, I want to make the world more inclusive and diverse. Because I’ve given this talk so many times, and it is an inclusion and diversity talk, I have conversations with business leaders, and they often ask me questions like, “Well, how can we change our policies to be more inclusive?” Or, “What do we need to do to be more inclusive?” And those questions are often well intentioned, but they’re not the right questions. Those aren’t the right things to be thinking about, because I’m here to tell you today that inclusion is coming. Inclusion is coming So the right question is how do we make sure we are prepared for inclusion? If you’ve seen protests around the world in recent days, and I think most people are waking up to the reality that the world is changing, and in fundamental ways, and companies are really at the crossroads inclusion. So, again, inclusion is coming, but vulnerable groups, like people of colour, and women, and LGBTQ people, and other marginalised groups, we’ve done this for a long time. We’ve always had to balance protecting ourselves while also pursuing our dreams, even though we’re doing this in companies that often don’t look like us, and often don’t represent our best interest And, so, marginalised groups, we’re using our power, and it’s a power that is really motivated by new technology like social media; we’re using our power to push into these companies the despite the fact that often they don’t represent us. And we are seeing companies brought to the carpet for that lack of representation, even today when companies are finding that having really homogeneous leadership and homogeneous boards, it blind

them to the reality of what is happening in the world, and how can you truly serve your customers if your products are not made people who look like them? You know what? This is not a new problem Several years ago, there was a television show that had a popular fan base. An actor on the show had a dilemma. This actor, who was really the biggest star on the show, he found out that one of the female actresses was not being paid as much as the male actors When he learned about this, he went to the studio and he demanded equal pay for this actress Because he was one of the biggest stars of the show, he was successful. The actress got the pay that she deserved. The show was Star Trek, the actor was Leonard Nemoy who played Spcok, and the actress was he lent Nicholls his privilege, his gender privilege as a male actor but his influence privilege with the fans By lending his privilege, he – he furthered her position as an actress by giving her access to better pay. You may be thinking what does this have to do with the You Got This conference, what does this have to do with working in the software industry? We are all going through a shift where vulnerable groups, like I said before, are using our power to advance change, and we are not waiting for allies. Software companies all over the world are going to have to navigate this incoming wave of inclusion. And, also, the dangers of a non-inclusive software industry are more apparent than ever. We are building artificial intelligence that’s going to be more and more powerful, and can be possibly used to be weaponised against countries used to change elections. Having a diverse workforce with the benefit of different perspectives will be critical to managing the ever-growing power of software. Now, I believe that Leonard Nimoy provided a model how to address the problem Notice that he didn’t wait for the studio to create a diversity programme, or a fair-pay salary programme No, he acted based on his belief in what was rights. He lent his privilege to a fellow artist to help her participate in the financial privileges that he had simply because of his gender privilege. You know what? I think there were a lot of up pocks watching me right now, and there are other ways to lend privilege to create a more diverse and fair industry. Diverse opinions and voices are simply good for business. Now, I typically have a few slides for the data nerds out there who like to hear research, and white papers, but I’m going to put this here The World Economic Forum has said what we’ve been saying for a long time, that the business case for diversity in business is overwhelming. There’s really no debate Diversity and inclusion are good for business If you unlock this power, your company will do better, and I think that if you don’t believe that, you can Google it yourself, and I think that if you’re still not convinced, then if you’re still not convinced, then I don’t think there’s anything I can do to prove otherwise I’ve been using the terms “diversity” and “inclusion” interchangeably, but we need to distinguish those definitions. Diversity and inclusion are linked, but they’re not the same. So let me talk about diversity. Let’s say you’re throwing a party Diversity is sending invitations. You may include your college friends, maybe a few people from even high school, maybe a few people from work. It’s really easy. You just invite people to your party Inclusion goes further than diversity. Inclusion means that the people who drove a lot further to get there, you’re really nice to those people. It means that if there are people who don’t drink alcohol, then you provide non- alcohol ic beverages for them to consume. Inclusion requires empathy. Diversity , you just need a stamp While software companies are trying to help our industry become inclusive, or they’re trying to ride this current wave of openness and intent on really solving a lot of the injustices that are foregone society particularly in the

United States and the world, companies have been trying to lead her, but I think we can’t rely on them. It’s far too easy for companies to play the HR and the marketing games, and try to run the numbers, and really not do any action, not affect any change. I really believe that, if we’re going to make technology a more inclusive and diverse industry, it’s going to take a grass-roots movement. We’re going to have to mobilise a lot of Leonard Nimoya throughout our industry. The cool thing about working in software is that most of us know about open-source software. If you know open-source software, then you understand grassroots movements. One of the first books on open-source software was written by Eric S Rae Monday called The Cathedral and the Bazaar, and he had it was written because he had witnessed the experience of Linux Linux was really controversial, a wild project where everyone could take this complicated kernel and do the work of making it into an actually functional operating system. And it worked, and so Raymond began to take the principles of open-source software that he learned from seeing Linux and he applied it to his own projects, and he began to distil the lessons from those projects into this book Now, Raymond linked closer software development done by companies at the time like Microsoft and Apple like a cathedral where they have control, and he contrasted open source software where power was distributed evenly among multiple contributors, and he called the open-source movement this bazaar, this loud, babbling boisterous bazaar, where everyone shared power And spoiler alert: the open source model produced better results. Now, the lesson that most people take from The Cathedral and the Bazaar is this one: given enough eyeballs, all bugs are shallow If you read the book, you see a more defined version of that Given a large enough beta tester and co-developer base, almost every problem will be characterised quickly and the fiction obvious to someone. This is written in kinds of decades-old terminology, and I think Eric S Raymond may not agree with me, but he’s really making a statement about inclusion What he’s saying is that, as the size of the people working on software grows, our ability to solve problems also grows, and what is innovation other than the ability to solve problems? I really think that, if we want software development to be this big tent, we want it to be this babbling boisterous bazaar of people who are involved in building software and they’re dedicated to making it better, then there’s really no problem we can’t solve. That’s the promise of inclusion. But the sad reality is that the repositories are protected by passwords and permissions are often companies are protected by privilege, and there are voices that we keep out of this bazaar, and we don’t make space for them to take part in our projects and in our companies. There are certainly groups that have a really hard time lending their voices to this bazaar, because they lack privilege. And this is really tragic, because no matter what problem you have within your company, within your source code, within your deployment process, there’s someone out there who can fix it. But all too often, they are denied entry into your company. Now, to understand how this works, and what we can all do to make things better, we have to understand privilege. Before we do that, it’s really important that we understand what privilege is not. Privilege doesn’t mean that you have had it easy. It doesn’t mean that you haven’t worked hard. In fact , just to use an example, and a metaphor, let’s say you’re riding your bike up a hill, right? You’re pedalling hard, maybe it’s hot, you’re sweating, you’re getting a cramp in your right leg. You’re working hard trying to get up that hill. But there are other people trying to get up that same hill, but they have obstacles that you can’t even see, obstacles that you are not even aware of. Your privilege not only allows you not to worry about those obstacles, it also gives you benefits. The benefit

of not being pulled over by a police officer and wondering if the colour of your skin will make this the last drive that you’ll ever make. The benefit of being seen at a bar with someone you love and being seen by a co-worker and wondering if your fellow colleagues will think less of you. Or the benefit of not wondering if your hearing aid malfunctions and someone sees you as possibly a risk to the DevOps team. Or the benefit of not having the to change your clothes multiple times in the morning before you go into work when you used to be able to to go into work, wondering if this outfit will have my colleagues think differently of me simply because of how I’m dressed. Really, that last example shows how women in technology often have to fulfil two roles. The role hired to be a developer, or an architect, or a tester, but then there’s the other role: the role of finding all the stereotypes, the horrible stereotypes that people have about women. That second role is exhausting. And why don’t we just empower women just to do the work that they can do so well without the burden of sexism and misogyny? I think that lending privilege can help do this. So now that we know what privilege is, let’s get a good definition of privilege. Privilege is simply access to benefits based on traits that you possess. Those benefits could be the benefit of living in a safe neighbourhood, going to a great school, getting a great job, getting promoted, getting access to wealth Now, there’s one problem that most people have to notice who don’t have more privilege than we do don’t notice when we have more productively than others do I call in phenomenon the aeroplane effect. Most have thrown on an aeroplane before, gotten on to the plane, and let’s say our assigned seat is in aisle 42. We are walking through business class, and you see all these people in these big comfortable chairs, and easy all this leg room, and while you’re walking by, you hear the flight attendant offer them nice adult beverages. You don’t like those people because they’re at the front of the plane, and they get these benefits of being in that high class of service. You’re all the way back in the Selenium of row 42. So you’re sitting in row 42, and you’re beginning to question your life decisions as you peer ahead into business class. You know what? There are people behind you who have worse seats than you do. They have worse leg room than you do. You’re the folks when the understanding cart gets to them, the good stuff has been taken, and they’re sitting next to the bathrooms that get cleaned maybe once every 100 flights, so they have a much worse experience than you do. You know what? That’s how privilege works. You often see how good other people have. But you don’t notice the people who would love to have the position that you taker granted I get this topic, because I really want to change that Let’s realise our privileges, saying we can all get access to a seat at the table There are two cat Fridays of privilege. There is your birth privilege, and that’s what the two people made you gave you – your gender, base level of physical capability, and really most of the features that we use to discriminate against. But then there are what I call your selective privileges, those things you gain as you grow – that might be your religion, education, or your chosen career These are also the things that, if you have access to a trust fund, it’s really a lot easier to make the journey through, the privileges are easier to navigate, people who have access to wealth like that Your birth privileges, and your selective privileges combine what I call your portfolio of privileges Now, everyone look at the slide, and pick a privilege that you have, and some of you probably have all of these. I think everyone has at least one. So I’m going to give you a couple of seconds to look at and think what privilege up there really links with me? Once you’ve done that, think about what your career in software, what your career in technology would have been without that privilege. What if you had to start your career without your gender privilege? Or your racial privilege? Or the privilege of going to an elite university – like Stanrd, or MIT?

Or what if you did not even if the privilege of being able to see, or walk around, or what would your journey through technology be without those privileges? Think about that: there are so many people in technology who don’t have those privileges Many of them work right next to you at your company. And they had to navigate a world where they are less privileged, and they have to do that navigation at a significant disadvantage. I really think that you can remove a lot of these disadvantages by lending your privilege. Now, I’m going to illustrate three types of privilege-lending, and I’m going to use the example of three women. These are real women. Let’s say their names are Bea, Elle, and Em. I’m going to define it, and give an example that I can understand how it works, and I hope you understand how you, at your company, and even in your personal lives, can lend your privilege. The first type of privilege is what I call “credibility lending” and that is providing visibility to someone without privilege That’s what credibility lending is. You’re providing visibility to people who lack privilege Now, I have the fortune of knowing many people in the LGBTQ community, and they share with me how they often feel restricted in tech because we are a heteronormative industry, but I think that, by lending privilege, we can really empower all the wonderful people who want to work in this industry to fully bring their value to the work that we do Another example, several years ago Stephen Cobert had a show that a lot of people watched, and he’s going on to have his own night-time show, but this show is really popular, and so he invited a very popular and well-known black activist to his show Deray is in the host show Cobert switches seats, and he gave him the power of his platform. He raised his profile to give him a higher ability to be visible in the work that he was doing. That’s how credibility-lending works. How can you lend credibility in your company? Here is Bea Bea was the person who created that killer feature in your next release, and she did it in three sprints, and people thought it was going to take eight, and everyone was amazed that she was able to get that feature done You know what? No-one on the executive team even knows her name, and, in fact, some people think that, because she works late at night so much, she’s part of the cleaning crew because that’s the only time when people like her show up at work. And so, what you can do is, if you have those regular meetings with executive teams, or if you have those regular interactions, why not the next time you have a presentation to get to that team bring BE Bea along, give her a chance to let her light shine. Give her an opportunity to show the value she’s bringing to the company, to the people who have power at your company? Also, a lot of companies have these awards that you can nominate people for, and then those people get some kind of prize, so why not nominate Bea for the great work she’s already doing? All right? That’s credibility-lending. All right, access -lending is the next type, which is providing entry in for someone without privilege Itched the benefit of talking with many women and candidly talking with them about their careers in tech, and often, women feel that, because they lack gender privilege, that they are held back in tech, and this doubt that comes from being held back causes them to limit what they do, and that’s horrible, because, again study after study has shown that, if we get more closer to parity, 50/50 men and women as quickly as possible – those who identify as men and women in tech, we get better and when we’re equal in the types of genders we allow to work at our companies, especially when we allow those people to lead. I think that access-lending can be a way for us to unlock that power. Here’s an example: in 2018, the lady on the left, Ovtavia Spencer, an Academy Award Level actress was starting shooting a movie When she was offered the pay, she was given a very low offer. This is someone who has

been highly decorated as an actress for several years The lady on the right is Jessica Chastain, and she had worked with octavia on a previous film When Jessica heard the low-ball offer that Octavia was given for this role, she pledged you’re going to get paid what I’m going to get paid Jessica went to the studio executives, and she negotiated better pay for Octavia and allowed Octavia to get the same pay she was getting. That’s how access -lending works. You bring people into rooms that are normally closed to them to make sure that they are treated as well as you expect to be treated How can you let access at your company? When your company decides who to go to conferences, either virtual ones, where, when we can have in-person conferences, why not send someone who doesn’t have your privilege? This is Elle helping your entire team transfer to a container strategy. Why not send Elle to Docker Con. You go to five conference as year. Can you even spell Kubernetes? Why not allow Elle to go to a conference that will allow her to feel like she’s a respected part of this industry, not just within your company but within her chosen realm of specialisation? And then, I can promise you that she will enrich whatever event you send her too by presenting her own diverse perspectives. All right, the last example is what I call expertise-lending, and that is providing a voice for people without privilege. I’m a black technologist, and, like other other black people in tech, I often feel we don’t have a voice in companies because we lack the racial privilege that a lot of leaders possess, we don’t see ourselves on CNN being asked about technology, and we don’t see ourselves in large representative numbers at tech companies. Especially among leadership. Well, I think that expertise-lending can help fix this. All right, here’s an example. A few years ago, First Lady Michelle Obama was at South by South-west, and she gave a keynote and she beautifully described how expertise-lending can work. She said, if you have a voice at the table, ask is there diversity around the table? Are there voices and opinions that don’t sound like yours? We need to go further than talking about the missing voices. We need to add those missing voices to the conversation How do you lend expertise? Let’s consider Em. You boss brings you the project, you know it will look great on your résumé, and when it is time to hand out promotions, this is the project everyone wants to work on Why not give Em, someone who everyone on the team loves working with, why not give Em, who is always helping to answer questions in Slack about the technology stack you’re using, or the way things work, why not give Em the opportunity to lead that project. She’s never led a project before. She writes the cleanest code in the company. By giving her an opportunity to work at the next level, you improve her odds of not only staying at the company, but advancing the help to lead it. Those are three examples of lending privilege It’s really quite easy. In fact, I’m sure that you’ve been thinking of your own examples. I want to be clear that lending privilege is not a silver bullet, it’s not like you do it once or twice, and it’s done It’s going to take effort and because you probably haven’t done it very much, you’re probably not going to be very good at it at first. But you’ve got to keep going. You have to keep trying it. I think that, as you do it be, you will get better, and lending privileges doesn’t mean you lose anything. You just share the benefits with others that you already have, and, by doing that, you’re making our industry, the technology industry, truly a meritocracy where all talents are welcomed, no matter how they’re packaged. Now, I know that you probably, like me, you want to leave your mark on the software, – software industry, the commits, and the feature you created. You want to be known for that piece of open source code that you wrote. And I understand that need to have an impact. You know what? The software we build will one day be obsolete. I started my career in the late 1990s, and the code that I wrote back then, no-one use right now. There will

be a day that, no matter how proud you are of the software you built, one day, it’s going to have zero users. But the impact that we can have on our industry by making it more inclusive will long outlast whatever code we are working on today. And I know the people who lent me privilege in my early career has far outlasted the code we wrote way back then. If you really want to leave a legacy in software, then I think that lending privilege can be a powerful way to do that. In fact, this is a legacy that is deeply rooted in the history of the United States. This conference is usually in the UK and has a global audience, because a lot happened in the United States, it’s kind of in the news right now, I will stick with the example of what is happening in my country, and really what has happened in my country. I spoke at a conference a few years ago where a popular rapper is, I love lots of his songs, but one song I really love is called Glory. He co-wrote it with John Legend, called Selma about the civil rights movement, and the chorus goes like this: “One day, when the glory comes, it will be ours. It will be ours.” And, you know, that verse reminds me of exactly why inclusion and diversity work is so important I read the Constitution recently because I was thinking about it, and our Constitution has so many different parts. We have Article 1 which describes Congress, and Article 2 which describes the executive branch, and Article 3, the Supreme Court, but the amendments is really my jam. I realised by going through the amendments that the founding fathers had built a pull request system into the Constitution. It’s a messy process, only tried 27 times, but you can suggest changes, have them reviewed, and merged into production The 13th amendment was the one that made owning slaves illegal, not only owning black people, but slavery was made illegal everywhere in the United States I’m sure my ancestors who were brought as slaves celebrated the 13th amendment. Everyone who lived in America should have celebrated because everyone was truly free. Everyone in America should have celebrated when women got the vote because they now lived in a country where your gender was not held against you at the ballot-box. The US Supreme Court a few years ago defined same-sex marriage as just marriage. While my LGBTQ friends celebrated, we should all have celebrated because we lived in a country that didn’t place any limits on love This country has tried several times to solve its own peculiar problems, and the long ingenous s – long injustices done to women, and the other marginalised groups, but I think lending privilege can be a powerful way for us who work in software to solve our own peculiar problems. Lending privilege is not whites versus blacks, gays versus straits, men versus women, it’s everyone against racism, homophobia, and sexism, and we will win. We will win Up one day, when the glory comes, it will be ours been it will be ours It will be ours. I appreciate your attention. I’m now going to turn it over to Q&A – Great. Thank you so much Really wonderful, the chat is buzzing! I’m sure you probably heard. And, yes, really wonderful actionable talk. I especially loved what you said about how lending privilege doesn’t take anything away from you, because I think so many times our careers are seen as competition, and it’s really important to emphasise that. So, thanks But I will jump into the attendee questions so I don’t go on a whole diatribe about this So the first question is: is there a blog or a video, or anything that could be shared with the world – I’m guessing besides this talk recording! – and do you have any materials that you find inspiring, or educational that can be shared as well? – Absolutely. So, this is recently posted called the Anti-Racist Resource Guide. I

will tweet this out. I’m easy to find on Twitter But the anti-racist resource guide was created by Victoria Alexander who has made her life’s mission and study which is solving inequality, especially based on race, so that is something that I really highly recommend. It’s not based on lending privilege, obviously, but the ideas that in my talk are very much supported by that document. I highly recommend that folks check that out – Awesome. We will look out for that on your Twitter, then. So the next question is: should I ask for her mission before lending my privilege? Should I actively be mentioning it to them that I would like to help them? Some people might be offended since they might think we’re looking down on them? – It’s really interesting because you should not burst in someone’s office or pop on a Zoom call and say, “I’m here to lend my privilege!” In fact, when I think about when people are lending privilege in the past, it’s very, very much subconscious – not subconscious, but it was done in a very subtle way. It’s only in hindsight I realised that is what they were doing. What I recommend doing is that find people who don’t look like you, and then if you use Twitter, it’s really easy, so let’s say that you are a React developer, right? You write JavaScript using the React framework, and most of the people who you follow on React probably look like you. Find people who don’t look like you And then slowly by doing so, and then silently, just follow them, you’ll find that they’re really just like you, and all these differences we have are really made up, and by doing that, you will find how you can help them, because often as an under-represented person, or a member of an under-represented group, you know, I see the help that you probably needed. You find ways that you can naturally engage. Once you learn that, either through Twitter, or in person, you will find ways to help. You don’t have to call it “I’m lending you my privilege”, you can just be a good human. That’s probably the best way to proceed – Absolutely. That makes total sense. So next question says : as someone feels they’re part of the underprivileged ones, I feel I would be begging for someone to lend their privilege to me, and I must swallow my pride. How can I do that differently? – Yes. A couple of things? How are we doing on time? How much time do we have roughly? – We can keep going a little longer I don’t know, we can keep going Max ten minutes. Perfect! – So I will use that to kind of navigate my answers to questions As someone who lacks a lot of privilege, I would say don’t let your pride get you down, I think that the current unrest in the United States due to the murder of George Floyd by a police officer while Floyd was unarmed, and in custody, has shown that this is a lot of problems, at least in America, that we haven’t raised, and friends from around the world also said I think people are understanding that there are different levels of privilege of access of really power that are given to people based on their race, their gender, et cetera. I think the good things is that people aren’t – people are no longer being so blind to that. I would say you don’t have to beg anyone to lend them – you don’t have to beg people to lend privilege to you Just go about doing the work that you’re doing, and do it loud and do it proud. I think you will find that people will be drawn to that. If you’re doing something at a higher level and doing it excellent, and also just living your own truth, and then being, I think, honest, and then we have these great platforms as to how your lack of privilege affected your daily life, I think you will see people empathise with that, and I think you will see people who will be there to support you. So no begging required Just living at a higher level than I am sure you already are – I love that. That’s amazing So, all right, next question is: what’s the best way to ask someone to lend you their permission, but I’m guessing it – permission? Privilege? I don’t know. How can you tell if someone would be willing to help in a situation when you’re facing bias? – Yes, I think that like I

said before, I don’t know if you need to ask someone to lend their privilege to you I think that if you’re going about your life, and in following your passions, and doing it at a high level, I think that you will find people who will do that. The second part of that question which was to tell something would be willing to help, actually, let me change my answer, actually. I thought about that. I think that the best thing that you can do is, and I’m assuming that you’re trying to do something, right? And the example, let’s say you’ve been trying to work on this project, and you haven’t got any support, I think that it’s very important that you understand how humans work, and I think that part of being a professional, and we work most of us work in companies, that have a hierarchy, is understand how networks work, and then as you’re doing your work, you want to begin building your network, and the old adage of don’t wait until you’re thirsty to dig your well, dig your well before your thirsty, build your network before you need it. I think by humanising yourself, and making yourself visible to people who have power, often privilege does work along levels of power Just by talking about them, and knowing their life story, I mean, knowing their partner’s name, and what they care about, and showing that part of you with them, I think you’re actually will be finding you find common ground. People typically, this is subconsciously, we help people who are like us Even though you may not have the same race, by humanising yourself and doing your work at a high level, you will begin to draw people lending their privilege to you So I think that’s one way to do that. It’s kind of a complicated answer, but I hope all of that makes sense. Does it make sense, Carolyn? – I think it made sense. We can always, if it didn’t make sense to whoever, I don’t see the name of whoever asked it, but we can continue it in the diversity, accessibility, and inclusion channel. We have one last question – sorry, we have one last question, and it is: how would you recommend opening doors of a workplace where it’s heavily biased in the people they’ve hired but now have realised the importance to welcome inclusion? – Yes, this is unfortunately a very common challenge. Only because companies are usually built by a group of people who are homogeneous that lot of ways, and they hire people who are very much like them, right? We tend to hire people who are like us. And I think that a lot of companies, especially in light of current events, are becoming aware that, wow, we really have a leadership group that is the same, and it really shouldn’t be surprising that, when you have the same people, you get the same answers, you get the same solutions that, if you want to have innovation, you have different faces, different voices, different points of views, and I think companies are waking up to that. I think you have to help to understand how they got there, that they probably hire people who they knew. We always talk about hiring THE best people. While that’s a good idea, and companies think they hired the best people, but you normally hired people you know You probably don’t know all the best people. I think helping them understand that, but I think that one concrete thing that I can say in the time that we have is if you want to have different outcomes, and the make-up of your company, and the gender mix, and the racial mix, and all the different ways, you have to change where you look for talent. You probably have to reach out to different organisations, and there are women in engineering groups, there are blacks in technology groups, and then you have to do the work of reaching out to those pulls, and I really believe, that, if you do that, you will get better results. You know, a big kind of counterargument that people have to when I tell them you really need to diverseify your hiring pool is we don’t want to lower the bar. I don’t know why people link hiring more diverse people with lowering the bar. But to give a trite example, let’s say you go to the same bar every night to meet the same people to date. You go to the same bar every night but not getting results. Go to a different bar! Try somewhere else. Sometimes, we have to go to a different bar in our hiring to get better results. I think that people should not equate

hiring more people of colour, and hiring LGBTQ people, or hiring women and lowering the bar. No, you’re raising the bar because you’re getting more inclusion, and the power and diversity into your company – Great, and then I know I said last question, but there’s one more that I think lends really well to what you just said, and essentially is to what is going on right now. This will be the last question Given that tech companies’ brands are spending time how to address current events, how do you distinguish the difference between lending privilege versus doing small statements that give the appearance of lending – We are seeing a lot of virtue-signalling companies now, a lot of temporary shows of support. It’s easy to say Black Lives Matter on Twitter, or to write that phrase on your company’s building, but show the data. Say this is what our leadership looks like. How many men, how many women? How many straight? How many trans? How many LGBTQ? How many blacks, whites, Asians? Show your work Commit to showing that work on a regular basis and what you’re doing to make those numbers change. I think if you really want to get down to brass tacks, if you want to show you’re serious, you’ve got to show the work, commit to doing actions to make those numbers truly representative and show you’re lending the privilege in your company to the people who really need it the most – Absolutely. That was a great note toned on. Thank you so much, Anjuan for taking the time today. I hope we can continue the discussion over at diversity, accessibility, and inclusion channel. I’m sure there will be a lot more to talk about – Absolutely, I will be hopping over there. Obviously, if you want to follow me on Twitter and continue this discussion, happy to engage there as well – Sounds good. Thank you so much – Before I pass it off to Kevin and Shy who so patiently let me run long with that Q&A, we have one more video from our sponsor, and also this the last time you’re going to see me, so I want to say a very quick goodbye, thank you so much for being a wonderful audience, and I would really urge you all to continue having conversations about the tech industry’s impact on society, the role that they play in this moment, and how can we do better in the future? Not just with our, you know, with the people at this conference, but in your workplace, have those conversations. That’s all from me. Thank you so much for a wonderful day – Hi, and welcome to Balsamiq Wireframes Balsamiq Wireframes allows to you create, edit, and share user inter fairs Wireframes. A Wireframe is a blueprint to think about the structure of the website you’re building without specifying the individual design of your project. The app is build by Balsamiq, a small software company known for ease of use and friendly people It’s a great collaboration tool used by product managers, designers, developers, and many others Today, we talk about Balsamiq Wireframes for December top Let’s launch the app to start working on our new project. To create a simple mobile app, we start by scrolling to the user interface library, and dragging an I- phone control on to the canvas – iPhone control on the canvas You can double-click on the project name to rename it. We add a title and a few icons using the search at the top. You can modify each control’s property from the property inspector on the right Notice our controls snap into place when you drag interest them around Let’s draw a rectangle using the R key We add more icons using the duplicate option. Let’s also rename the others, and add a few more elements Adding images is as simple as dropping an image on the canvas

Let’s resize this one and add a few more icons at the bottom You can also add more elements from the Wireframes, and find free icons to use. Let’s import a few Apple Watch controls. The Commons panel allows you to collaborate on your design by sharing feedback, or, if you prefer, making notes for yourself as you work If you’re using Balsamiq Cloud, our web version, you can work on projects hosted there from our desktop tool online, this allows you to collaborate in real time with other users, and even chat with them from the editor. Another easy way to share a project with others is to export it as a PDF which will be created in high resolution and with selectable text. Happy Wireframing! – Hey, everyone. How are you all doing? I say that into a stream that has no-one else on the other side. I’m so used to getting responses to that! Kevin, how are you doing? – The audience and myself, good, good. Really pleased with how today has gone – I see you’ve changed shirts I’ve changed shirts from my sponsor shirt back into my organiser shirt. It looks like you’ve changed from an organiser shirt into a super organiser shirt – That’s the one – super organiser! – We don’t want to keep y’all for too long. I want to thank a few people, and then hand it over to Kevin. Firstly, I want to thank you, our audience for sticking with us all day. I know it’s a pretty stressful time in the world right now, and I really appreciate you gives us your focus, and your energy today, and for everyone who has asked a question, and participated in the group chat, thank you so much. We really appreciate it Kevin and I love doing events like this. We hope that you get a lot of value out of stuff like this. You don’t have to tell us if you don’t want to that it has been valuable. If it has been, we would love to hear it. If it hasn’t been valuable, we would love to hear that as well so we can make our future events better. I also want to take a moment to thank all of the folks that made today possible Carolyn for giving us her entire day as our emcee, her entire apartment as well! And her energy, it was great Couldn’t have done this without you. I want to thank our speakers who spent so much time building awesome content, building out things they talked to, giving us their head space and time. I want to thank all of our sponsors as well, without which we wouldn’t have been able to pay things for things like the live captioning that Andrew has been graciously doing all day today. I wonder if, during live captioning, and being complimented makes him feel self-conscious having to type that out. But Andrew’s been fantastic and really happy to get to work with him, and again all our other sponsors that makes things like the stickers possible. Thanks for everyone who worked with us today. We’re really excited and happy that we got to work with you, and proud what we got to do, and it’s because of people like you that we are we can get to do it – I will tell you what will happen after this conference both because of this conference and more generally. Firstly, people have been asking about talk recordings. Yes, they’ve been recorded. We will get them online as quickly as we can Next is a decision that Shy and I made. Originally, it was looking like we would have a few hundred dollars left over at the end of this event and we were going to take it to inclusion programmes for our respective You Got This events. We decided there’s

literally no use holding this money for future use. We can raise money again so we will be donating it once we’ve spent all the money we need to spend and we know how much is left Stickers: those of you who registered in the earlier than two weeks ago, you had the option to provide your address and we send you stickers. Sorry who have registered more recently, but, yes, I have some too, but not right here We had to get sticker numbers, so that ship has sailed this time, but people have been asking me about them. We haven’t shipped them yet. We will be in the next few weeks. We are waiting for a few parcels to arrive, and we can start packing. That is a job we will be doing manually for you – The downside of a global event is coming to both Kevin’s apartment and my apartment! We will pack them by hand! – It will be worth it. There will be stuff from us, a few You Got This stickers, but also stickers from sponsors who sent us bits to distribute to you Next is a note about the Discord. A few people have asked this whether the Discord will remain open and active, and that is 100 per cent like our dream is that our Discord community becomes a space where you can chat to people about core skills, thoughts and feelings that you have and get support from others. We will be opening that up next week to people who didn’t sign up for this event, or weren’t on our newsletter, so hopefully a few more people joining us, but we very, very much want that to be a place we can come and ask questions and get support, and stuff like that. To try and support that, Heidi’s idea, actually, was to run a weekly book club, so we will be sharing in the Discord and also on Twitter a resource, a video, an article, a podcast episode every week, one thing that didn’t originate at our event, that we can go away and consume it, and set a day aside, come to the Discord and have a chat about it, that would be a way of encouraging healthy conversation about core skills and events than the week or so surrounding them. I’m almost done now. This is a network of community-run conferences I run one in the UK with a team, Shy runs one in New York. There is HumansConf in Frankfurt. We want to encourage more people to run events. We can help you run this. I’ve written up a little guide on the You Got This website around how that works But , yes, feel free to reach out, Discord, Twitter, or whatever We want to see more events that talk about core skills. And I think that is pretty much bringing us to a close. I wanted to say thank you just like Shy did to Carolyn for being a wonderful emcee, all of our speakers without whom this would not be an event, and all of the sponsors network we can pay speakers, and ship stickers, and have captioning, and get to donate some money at the end, which is definitely what we should be doing Someone commented about the You Got This stickers from January, may or may not be reprints coming your way in the envelopes as well. Shy, have I missed anything? – No, I think you’ve covered everything. Again, thank you, everyone, for sticking around, and we will be really excited to get to see you soon Maybe online, maybe in person, who knows, and all the best if you’ve got an afternoon left, or if you’re about to go to bed – I’m going to bed! Yes. Please stay active in the Discord if it is your thing. We would love that. That’s really, really what we want. We’re done. Goodbye – Bye!