Ivan, thank you for reaching out, reading it, and providing feedback, always great to hear from a…
Ivan, thank you for reaching out, reading it, and providing feedback, always great to hear from a fellow alumni!
One risk of ‘going deeper’ on something that is more of a framework than ‘do this’ kind of advice, is that then it will border on the very thing I’m trying to avoid, which is being prescriptive. I’d rather the reader think of these rules as a framework upon which you can personalise a configuration that works for your community.
For example, you mention that a way to test this advice is to look at the opposites, but that doesn’t work when the advice is about nuanced permutations within a spectrum. It’s not about hiring a good vs bad team, rather, is it a relevant team vis-a-vis your stated culture. Also, it’s not about having a good or bad culture, rather what variant do you want for your community (eg. How is the Harley Davidson community different than say the GiffGaff community when it comes to attitudes, values, etc and how would you hire to address the community members genuinely?).
My hope is that these 5 rules, guidelines, or whatever you want to call it, allows you to engage in a conversation about not only how they are interrelated, but also how they ultimately face trade-offs.