Some push back on this: do people really fight over this stuff at Asana, or just choose not to engage the left-y majority?

Usually, this doesn't get messy for us. But sometimes it does, and moreover we have conflict in non-political/social conversations all the time. Advice 🧵
First, I cannot emphasize enough that large distribution text-based discussion is a terrible medium for conflict. That is where all the flame wars happen.

So try to move into a synchronous medium where you can convey emotion and ideally body language. When possible, in person.
If it's really heated, ideally break into smaller groups or a series of 1:1s. (We sometimes call these "listening tours")

In large groups, people feel more need to defend their identities, which translates into digging in/doubling down/getting angry. Smaller is more open.
Be conscious of the *context* in addition to the content of the conversation. Usually, someone involved is feeling a threat to their security, control, or approval. That someone might be you.

This other thread goes into that idea more:
I'm no Buddha - it's *common* for me to engage from a place of defensiveness or threat. But, with awareness:
- I can remove myself from the conversation if needed
- I can ask other leaders to jump in who are still feeling present and curious.
- I know to do cleanup later
We invest in training all our employees to develop this awareness during onboarding, ideally by taking a Conscious Leadership Group workshop. Quicker versions:
1/ Read the book…
2/ Read a different book, Nonviolent Communication…
3/ Watch this hilarious comedy special by @BreneBrown'

And relatedly, learn to speak unarguably. "I am" becomes "I'm telling myself a story that... " If both parties can do this well, it is amazing (while *improving* ability to work through the conflict)
None of the above is related to whether you want to allow politics/social conversations or have a "woke" culture - it's generic advice for all kinds of conflict.

But... if you become a little more skilled at conflict, maybe those conversations won't seem so scary to allow.

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More from @moskov

26 Apr
Some companies think political discussions belong in any part of their work space. Others feel they get in the way of other communication.

A suggestion to reject false trade-offs: actively create spaces for these conversations.
At Asana, this primarily takes the form of employee resource groups. We have them for many kinds of identity, and some spaces are for those groups only and some are ally-friendly. They each have Asana team pages (with projects, e.g. to share articles) and Slack channels.
We readily create more dedicated channels in Slack like #americanpolitics, #climate-change, #coronavirus, etc.

(We also have #canadapolitics, but it's... not the same.)
Read 6 tweets
29 Mar
How much weight did you gain during the pandemic?
If you lost weight, just don't answer. Nobody wants to hear your bragging in times like these.

(But also, great job!)
Ok folks, if you moved towards your desired weight in either direction, great job!
Read 4 tweets
27 Apr 20
Friends and others have been asking us what we’re doing to respond to COVID-19, given that @open_phil has supported work on pandemic preparedness for several years and that this is exactly the kind of threat many of our grantees have been warning about.
Our highest aspiration for our program work is to prevent pandemics like COVID-19 before they start and secondarily to minimize their spread. We're heartbroken to see this one get so far so fast.
Some of our most important efforts to mitigate COVID-19 are grants we made ahead of time. That includes support for @JHSPH_CHS, which runs exercises to prepare public officials for the kinds of scenarios they find themselves in today…
Read 26 tweets
12 Nov 19
I recently read The Seven Habits of Highly Effective People and was surprised at how familiar the topics felt. Many of the other great books I've read in recent years are deep dives on individual habits, as detailed below. Do you have any suggestions of your own?
1: Be Proactive

Man’s Search for Meaning by Victor Frankl (cited in book)

The 15 Commitments of Conscious Leadership by Jim Dethmer and Diana Chapman (esp. commitment #1: Responsibility)

Lead Yourself First by Kethledge/Erwin

Leadership & Self Deception by Arbinger Institute
2: Begin with the End in Mind

Measure What Matters by John Doerr

Principles: Life and Work by Ray Dalio

Mindset by Carol Dweck
Read 9 tweets

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