Where do frogs go for beers after work? Hoppy hour!
""); The call to document.write() injects the string passed into the document where it is called. So to display the widget on your page, simply add an external script tag where you want it to appear:Where do frogs go for beers after work? Hoppy hour!
""); Then, it’s up to the widget consumer to implement a callback function responsible for displaying the content. Here’s a simple example where our callback uses jQuery to write the content into a targetWhere do frogs go for beers after work? Hoppy hour!
and its cite attribute.With more than one person speaking, you need to establish a temporal order for the conversation. Once again, the element to do just that is already there in XHTML; the humble ordered list.This project will use XHTML1.0 Strict, CSS2.1 and all that malarkey.
Adding a new note is as simple as adding a new item to list, and if you prefer to add more information to each note, such as the date or time that the note was written, go right ahead. Place your note list at the bottom of the source order of your document, right before the closing tag. One advantage of this approach over using conventional comments in your code is that all the notes are unobtrusive and are grouped together in one place, rather than being spread throughout your document. Basic CSS styling For the first stage you are going to add some basic styling to the notes area, starting with the ordered list. For this design I am basing the look and feel on an instant messenger window. ol#notes { width : 300px; height : 320px; padding : .5em 0; background : url(im.png) repeat; border : 1px solid #333; border-bottom-width : 2px; -moz-border-radius : 6px; /* Will not validate */ color : #000; overflow : auto; } ol#notes li { margin : .5em; padding : 10px 0 5px; background-color : #fff; border : 1px solid #666; -moz-border-radius : 6px; /* Will not validate */ } ol#notes blockquote { margin : 0; padding : 0; } ol#notes p { margin : 0 20px .75em; padding : 0; } ol#notes p.date { font-size : 92%; color : #666; text-transform : uppercase; } Take a gander at the first example. You could stop right there, but without seeing who has left the note, there is little context. So next, extract the name of the commenter from the
This project will use XHTML1.0 Strict, CSS2.1 and all that malarkey.
Those bits are simple and bulletproof.
’s cite attribute and display it before each note by using generated content. ol#notes blockquote:before { content : "" ""attr(cite)"" said: ""; margin-left : 20px; font-weight : bold; } Fun with more detailed styling Now, with all of the information and basic styling in place, it’s time to have some fun with some more detailed styling to spruce up your notes. Let’s start by adding an icon for each person, once again based on their cite. First, all of the first paragraphs of a’s that includes a cite attribute are given common styles. ol#notes blockquote[cite] p:first-child { min-height : 34px; padding-left : 40px; } Followed by an individual background-image. ol#notes blockquote[cite=""Andy""] p:first-child { background : url(malarkey.png) no-repeat 5px 5px; } If you prefer a little more interactivity, add a :hover state to eachand perhaps highlight the most recent comment. ol#notes blockquote:hover { background-color : #faf8eb; border-top : 1px solid #fff; border-bottom : 1px solid #333; } ol#notes li:last-child blockquote { background-color : #f1efe2; } You could also adjust the style for each comment based on the department that the person works in, for example:This project will use XHTML1.0 Strict, CSS2.1 and all that malarkey.
ol#notes blockquote.designer { border-color : #600; } Take a look at the results of the second stage. Show and hide the notes using CSS positioning With your notes now dressed in their finest, it is time to tuck them away above the top of your working XHTML/CSS prototype so that you can reveal them when you need them, no JavaScript required. Start by moving the ordered list of notes off the top of the viewport leaving only a few pixels in view. It is also a good idea to make them semi-transparent by using the opacity property for browsers that have implemented it. ol#notes { position : absolute; opacity : .25; z-index : 2000; top : -305px; left : 20px; } Your last step is to add :hover and :focus dynamic pseudo-classes to reposition the list at the top of the viewport and restore full opacity to display them in their full glory when needed. ol#notes:hover, ol#notes:focus { top : 0; opacity : 1; } Now it’s time to sit back, pour yourself a long drink and bask in the glory of the final result. Your notes are all stored in one handy place at the bottom of your document rather than being spread around your code. When your templates are complete, simply dive straight to the bottom and pull out the notes. A Message To You, Rudy Thank-you to everybody for making this a really great year for web standards. Have a wonderful holiday season. Buy Andy Clarke’s book Transcending CSS from Amazon.com",2006,Andy Clarke,andyclarke,2006-12-15T00:00:00+00:00,https://24ways.org/2006/css-production-notes/,process 190,Self-Testing Pages with JavaScript,"Working at an agency I am involved more and more on projects in which client side code is developed internally then sent out to a separate team for implementation. You provide static HTML, CSS and JavaScript which then get placed into the CMS and brought to life as an actual website. As you can imagine this can sometimes lead to frustrations. However many safeguards you include, handing over your code to someone else is always a difficult thing to do effectively. In this article I will show you how you can create a JavaScript implementation checker and that will give you more time for drink based activity as your web site and apps are launched quicker and with less unwanted drama! An all too frequent occurrence You’ve been working on a project for weeks, fixed all your bugs and send it to be implemented. You hear nothing and assume all is going well then a few days before it’s meant to launch you get an email from the implementation team informing you of bugs in your code that you need to urgently fix. The 24ways website with a misspelt ID for the years menu Being paranoid you trawl through the preview URL, check they have the latest files, check your code for errors then notice that a required HTML attribute has been omitted from the build and therefore CSS or JavaScript you’ve hooked onto that particular attribute isn’t being applied and that’s what is causing the “bug”. It takes you seconds drafting an email informing them of this, it takes then seconds putting the required attribute in and low and behold the bug is fixed, everyone is happy but you’ve lost a good few hours of your life – this time could have been better spent in the pub. I’m going to show you a way that these kind of errors can be alerted immediately during implementation of your code and ensure that when you are contacted you know that there actually is a bug to fix. You probably already know the things that could be omitted from a build and look like bugs so you’ll soon be creating tests to look for these and alert when they are not found on the rendered page. The error is reported directly to those who need to know about it and fix it. Less errant bug reports and less frantic emails ahoy! A page with an implementation issue and instant feedback on the problem JavaScript selector engines to the rescue Whether you’re using a library or indeed tapping into the loveliness of the new JavaScript Selector APIs looking for particular HTML elements in JavaScript is fairly trivial now. For instance this is how you look for a div element with the id attribute of year (the missing attribute from top image) using jQuery (the library I’ll be coding my examples in): if ($(‘div#year’).length) { alert(‘win’); } Using this logic you can probably imagine how you can write up a quick method to check for the existence of a particular element and alert when it’s not present — but assuming you have a complex page you’re going to be repeating yourself a fair bit and we don’t want to be doing that. Test scripts If you’ve got a lot of complex HTML patterns that need testing across a number of different pages it makes sense to keep your tests out of production code. Chances are you’ve already got a load of heavy JavaScript assets, and when it comes to file size saving every little helps. I don’t think that tests should contain code inside of them so keep mine externally as JSON. This also means that you can use the one set of tests in multiple places. We already know that it’s a good idea to keep our CSS and JavaScript separate so lets continue along those lines here. The test script for this example looks like this: { ""title"": ""JS tabs implementation test"", ""description"": ""Check that the correct HTML patterns has been used"", ""author"": ""Ross Bruniges"", ""created"": ""20th July 2009"", ""tests"": [ { ""name"": ""JS tabs elements"", ""description"": ""Checking that correct HTML elements including class/IDs are used on the page for the JS to progressively enhance"", ""selector"": ""div.tabbed_content"", ""message"": ""We couldn't find VAR on the page - it's required for our JavaScript to function correctly"", ""check_for"": { ""contains"": { ""elements"": [ ""div.tab_content"", ""h2"" ], ""message"": ""We've noticed some missing HTML: Those bits are simple and bulletproof.
- VAR
please refer to the examples sent for reference"" } } } ] } The first four lines are just a little bit of meta data so we remember what this test was all about when we look at it again in the future, or indeed if it ever breaks. The tests are the really cool parts and firstly you’ll notice that it’s an array – we’re only going to show one example test here but there is no reason why you can’t place in as many as you want. I’ll explain what each of the lines in the example test means: name – short test name, I use this in pass/fail messaging later description – meta data for future reference selector – the root HTML element from which your HTML will be searched message – what the app will alert if the initial selector isn’t found check_for – a wrapper to hold inner tests – those run if the initial selector does match contains – the type of check, we’re checking that the selector contains specified elements elements – the HTML elements we are searching for message – a message for when these don’t match (VAR is substituted when it’s appended to the page with the name of any elements that don’t exist) It’s very important to pass the function valid JSON (JSONLint is a great tool for this) otherwise you might get a console showing no tests have even been run. The JavaScript that makes this helpful Again, this code should never hit a production server so I’ve kept it external. This also means that the only thing that’s needed to be done by the implementation team when they are ready to build is that they delete this code. “View the full JavaScript:/examples/self-testing-pages-with-javascript/js/tests/test_suite.js The init function appends the test console to the page and inserts the CSS file required to style it (you don’t need to use pictures of me when tests pass and fail though I see no reason why you shouldn’t), goes and grabs the JSON file referenced and parses it. The methods to pass (tests_pass) and fail (haz_fail) the test I hope are pretty self-explanatory as is the one which creates the test summary once everything has been run (create_summary). The two interesting functions are init_tests and confirm_html. init_tests init_tests:function(i,obj) { var $master_elm = $(obj.selector); sleuth.test_page.$logger.append(""
""); var $container = $('#test_' + i); if (!$master_elm.length) { var err_sum = obj.message.replace(/VAR/gi, obj.selector); sleuth.test_page.haz_failed(err_sum, $container); return; } if (obj.check_for) { $.each(obj.check_for,function(key, value){ sleuth.test_page.assign_checks($master_elm, $container, key, value); }); } else { sleuth.test_page.tests_passed($container); return; } } The function gets sent the number of the current iteration (used to create a unique id for its test summary) and the current object that contains the data we’re testing against as parameters. We grab a reference to the root element and this is used (pretty much in the example shown right at the start of this article) and its length is checked. If the length is positive we know we can continue to the inner tests (if they exist) but if not we fail the test and don’t go any further. We append the error to the test console for everyone to see. If we pass the initial check we send the reference to the root element, message contains and the inner object to a function that in this example sends us on to confirm_html (if we had a more complex test suite it would do a lot more). confirm_html confirm_html:function(target_selector, error_elm, obj) { var missing_elms = []; $.each(obj.elements, function(i, val) { if (!target_selector.find(val).length) { missing_elms.push(val); } }); if (missing_elms.length) { var file_list = missing_elms.join(''); var err_sum = obj.message.replace(/VAR/gi, file_list); sleuth.test_page.haz_failed(err_sum, error_elm); return; } sleuth.test_page.tests_passed(error_elm); return; } We’re again using an array to check for a passed or failed test and checking its length but this time we push in a reference to each missing element we find. If the test does fail we’re providing even more useful feedback by informing what elements have been missed out. All the implementation team need do is look for them in the files we’ve sent and include them as expected. No more silly implementation bugs! Here is an example of a successful implementation. Here are some examples of failed implementations – one which fails at finding the root node and one that has the correct root node but none of the inner HTML tests pass. Is this all we can check for? Certainly not! JavaScript provides pretty easy ways to check for attributes, included files (if the files being checked for are being referenced correctly and not 404ing) and even applied CSS. Want to check that those ARIA attributes are being implemented correctly or that all images contain an alt attribute well this simple test suite can be extended to include tests for this – the sky is pretty much up to your imagination.",2009,Ross Bruniges,rossbruniges,2009-12-12T00:00:00+00:00,https://24ways.org/2009/self-testing-pages-with-javascript/,process 230,The Articulate Web Designer of Tomorrow,"You could say that we design to communicate, and that we seek emotive responses. It sounds straightforward, and it can be, but leaving it to chance isn’t wise. Many wander into web design without formal training, and whilst that certainly isn’t essential, we owe it to ourselves to draw on wider influences, learn from the past, and think smarter. What knowledge can we ourselves explore in order to become better designers? In addition, how can we take this knowledge, investigate it through our unique discipline, and in turn speak more eloquently about what we do on the web? Below, I outline a number of things that I personally believe all designers should be using and exploring collectively. Taking stock Where we’re at is good. Finding clarity through web standards, we’ve ended up quite modernist in our approach, pursuing function, elegance and reduction. However, we’re not great at articulating our own design processes and principles to outsiders. Equally, we rely heavily on our instincts when deciding if something is or isn’t good. That’s fine, but we can better understand why things are the way they are by looking a little deeper, thereby helping us articulate what goes on in our design brains to our peers, our clients and to normal humans. As designers we use ideas, concepts, text and images. We apply our ideas and experience, imposing order and structure to content, hoping to ease the communication of an idea to the largest possible audience or to a specific audience. We consciously manipulate most of what is available to us, but not all. There is something else we can use. I often think that brilliant work demands a keen understanding of the magical visual language that informs design. Embracing an established visual language This is a language whose alphabet is shapes, structures, colours, lines and rhythms. When effective, it is somewhat invisible, subliminally enforcing messages and evoking meaning, using methods solidly rooted in a grammar perceptible in virtually all extraordinary creative work. The syntax for art, architecture, film, and furniture, industrial and graphic design (think Bauhaus and the Swiss style perhaps), this language urges us to become fluent if we aim for a more powerful dialogue with our audience. Figure 1: Structures (clockwise from top-left): Informal; Formal; Active; Visible. The greatest creative minds our world has produced could understand some or all of this language. Line and point, form and shape. Abstract objects. Formal and informal structures. Visual distribution. Balance, composition and the multitudinous approaches to symmetry. Patterns and texture. Movement and paths. Repetition, rhythm and frequency. Colour theory. Whitespace and the pause. The list goes on. The genius we perceive in our creative heroes is often a composite of experience, trial and error, conviction, intuition – even accident – but rarely does great work arise without an initial understanding of the nuts and bolts that help communicate an idea or emotion. Our world of interactivity As web designers, our connection with this language is most evident in graphic design. With more technological ease and power comes the responsibility to understand, wisely use, and be able to justify many of our decisions. We have moved beyond the scope of print into a world of interactivity, but we shouldn’t let go of any established principles without good reason. Figure 2: Understanding movement of objects in any direction along a defined path. For example, immersion in this visual language can improve our implementation of CSS3 and JavaScript behaviour. With CSS3, we’ve seen a resurgence in CSS experimentation, some of which has been wonderful, but much of it has appeared clumsy. In the race to make something spin, twist, flip or fly from one corner to another, the designer sometimes fails to think about the true movement they seek to emulate. What forces are supposedly affecting this movement? What is the expected path of this transition and is it being respected? Stopping to think about what is really supposed to be happening on the page compels us to use complex animations, diagrams and rotations more carefully. It helps us to better understand paths and movement. Figure 3: Repetition can occur through variations in colour, shape, direction, and so on. It can only be of greater benefit to be mindful of symmetries, depth, affordance, juxtaposition, balance, economy and reduction. A deeper understanding of basic structures can help us to say more with sketches, wireframes, layouts and composition. We’ve all experimented with grids and rhythm but, to truly benefit from these long-established principles, we are duty-bound to understand their possibilities more than we will by simply leveraging a free framework or borrowing some CSS. Design is not a science, but… Threading through all of this is what we have learned from science, and what it teaches us of the human brain. This visual language matters because technology changes but, for the most part, people don’t. For centuries, we humans have received and interpreted information in much the same way. Understanding more of how we perceive meaning can help designers make smarter decisions, and call on visual language to underpin these decisions. It is our responsibility as designers to be aware of mental models, mapping, semiotics, sensory experience and human emotion. Design itself is not a science, but the appropriate use of visual language and scientific understanding exposes the line between effective and awkward, between communicative and mute. By strengthening our mental and analytical approach to what is often done arbitrarily or “because it feels right”, we simply become better designers. A visual language for the web So, I’ve outlined numerous starting points and areas worthy of deeper investigation, and hopefully you’re eager to do some research. However, I’ve mostly discussed established ideas and principles that we as web designers can learn from. It’s my belief that our community has a shared responsibility to expand this visual language as it applies to the ebb and flow of the web. Indulge me as I conclude with a related tangent. In defining a visual language specifically for the web, we must continue to mature. The old powerfully influences the new, but we must intelligently expand the visual language of masterful work and articulate what is uniquely ours. For example, phrases like Ethan Marcotte’s Responsive Web Design aren’t merely elegant, they describe a new way of thinking and working, of communicating about designs and interaction patterns. These phrases broaden our vocabulary and are immediately adopted by designers worldwide, in both conversation and execution. Our legacy Our new definitions should flex and not be tied to specific devices or methods which fade away or morph with time. Our legacy is perhaps more about robust and flexible patterns and systems than it is about specific devices or programming languages. Figure 4: As web designers, we should think about systems, not pages. The established principles we adopt and whatever new ways of thinking we define should slip neatly into a wider philosophy about our approach to web design. We’re called, as a community, to define what is distinctive about the visual language of the web, create this vocabulary, this dialect that resonates with us and moves us forward as we tackle each day’s work. Let’s give it some thought. Further reading This is my immediate “go-to” list of books that I bullishly believe all web designers should own, but there is so much more out there to read. Sadly, many great texts relating to this stuff are often out of print. Feel free to share your recommendations. Don Norman, The Design of Everyday Things Christian Leborg, Visual Grammar Scott McCloud, Understanding Comics David Crow, Visible Signs William Lidwell and Katrina Holden, Universal Principles of Design",2010,Simon Collison,simoncollison,2010-12-16T00:00:00+00:00,https://24ways.org/2010/the-articulate-web-designer-of-tomorrow/,process 200,Care and Feeding of Burnout,"You’ve been doing too much for too long. And it’s broken you. You’re burned out. You’re done. Illustration by Kate Holden Occupational burnout is a long-documented effect of stretching yourself further than the limits of your mental and physical health can carry you. And when it finally catches up with you, it can feel like the end of the world. But things can get better. With focused self care, reworking your priorities and lots of time, you can slog through burnout. What is burnout? The Tl;dr linkdump tour In this article, we’ll be looking at what you can do when you’re burned out. We’ll be skipping past a lot of information on what burnout is, what causes it and how it impacts the tech industry. We’re able to skip past this because many technologists have already created valuable content targeted to our industry. The videos and writing below may be helpful for readers who are less familiar with burnout. A Wikipedia article may be a great starting point for learning about occupational burnout. Understanding burnout: Brandon West This conference talk by Brandon West covers a lot of burnout 101, from the perspective of a developer relations/community professional. April Wensel writes about the need for the tech industry to move from the Valley’s burnout culture to a more sustainable model. Catching Burnout [as] early [as possible] One of the most challenging things about burnout is that it develops slowly and gradually. Many impacted don’t notice the water warming around them until it’s been brought to a boil, causing a crisis that can’t be overlooked. Catching burnout and taking steps to deal with it as early as possible can help limit the length and severity of your burnout. Getting in the habit of checking in with yourself regularly about your stress and energy levels can be an effective habit for assessing burnout and for general wellness. The Mayo Clinic recommends asking yourself the following questions to determine if you might be suffering from burnout. Have you become cynical or critical at work? Do you drag yourself to work and have trouble getting started once you arrive? Have you become irritable or impatient with co-workers, customers or clients? Do you lack the energy to be consistently productive? Do you lack satisfaction from your achievements? Do you feel disillusioned about your job? Are you using food, drugs or alcohol to feel better or to simply not feel? Have your sleep habits or appetite changed? Are you troubled by unexplained headaches, backaches or other physical complaints? According to the Mayo Clinic, answering yes to more than one of these questions can be a sign that you need to take corrective action. We’ll look in more detail about the corrective actions you can take in the rest of this article. Do less. Now. To start getting things back on track, you’ll need to start doing less. Less work, less stress, less everything. Many technologists impacted by burnout have written or spoken on taking months or even years off work to give themselves time to recover. This can be a fantastic route back to wellness for those fortunate enough to have the professional and financial security to allow them to take large stretches of time off work. For the much larger group of burned out workers that need to balance earning a paycheck with their wellness, this can be more challenging. For those of us who need to stay in the cycle of work to fund our daily needs, finding ways to do less can feel like adding another daunting task to the pile. To properly assess where and how you can cut back on your commitments, you’ll need to find a short stretch of time clear of stressors and responsibilities to take stock of what can be scaled back. A long weekend, weekend or even a few hours of time dedicated to looking only at how you can cut back on work and stress can be an effective way to take stock of your responsibilities. Make a list of stressors and activities to begin to triage. Anything that would damage or seriously disrupt your life if not attended to (doing your taxes, showing up at work, paying rent) should be marked as essential. Grade other activities in your life, marking the ones that aren’t essential and working to temporarily reduce these or remove them from your life. It can feel difficult to let go of things while recovering from burnout. This process can benefit from a second opinion, if you’re working with a coach, therapist or trusted friend to manage your burnout. Reducing your workload and stressors can let you begin to recover from burnout. You can reintroduce things back into your schedule and life. Reintroduce stressors and activities back into your life slowly, to minimize risk of relapse. Keeping a journal will let you keep tabs on how different activities are impacting your energy levels and state of mind. Remove toxicity Toxic people or settings can drain you faster than overwork alone can. While you work to reduce your workload and stress, coworkers, friends, family or bosses who are toxic influences can act as a multiplier for the stressors that remain. Identifying these people and limiting your interactions with them during your recovery can help you get back on track faster and happier. A journal can be an important tool in tracking how interactions with different people impact your wellness and state of mind. If the toxic presence in your life is someone you can avoid or cut out without penalty, burnout is a great reason to finally replace them with healthier relationships. If you can’t remove them from your life, minimizing the impact toxic people have on your wellness is vital. Work to identify what aspect of the relationship is draining or damaging and create interventions around damaging interactions. While a chronically complaining coworker’s negativity can be stopped short with setting firm conversational boundaries and redirection, a combative boss can be a harder challenge. Seeking allies and advice can make you feel less alone in your battles and provide healthy emotional support. Ask for help Trying to find your way back to health and wellness after burning out can be a daunting task. Seeking help from health care professionals, trusted peers or both can give you backup on your journey back to feeling better. With symptoms that can mirror those of depression, burnout can be the precursor to a number of mental and physical ailments. Talk to your doctor immediately if you’re experiencing symptoms of depression or any other health concerns. Being open with your trusted friends about burnout can let you access valuable support and help explain why you may need extra care and consideration while you recover. Many suffering from burnout report finding maintaining relationships a challenge. Letting your loved ones know what you’re going through and why you may be less available invites them to be more understanding of cancelled plans or other issues while you’re recovering. Burnout can impact memory and cognitive function. Letting your support network assist in decision making during burnout can help add perspective to counterbalance these deficits. Talking to your friends and peers about your health and needs can offer valuable support. But those who are pushed to a mental or physical health crisis by burnout should work with healthcare professionals to plan their recovery. Sufferers of mild to moderate burnout can also benefit from planning their return to wellness with an experienced practitioner. Medical or counseling professionals may prescribe medicines, talk therapy, group sessions or other therapeutic intervention. Go easy on yourself Recovering from burnout is a process that takes energy, time and compassion for yourself. In the same way that toxic people or workplaces can set you back, negative repetitive thoughts will harm your recovery. Recognizing that burnout’s impact on you is a temporary state that isn’t your fault can help you begin to manage your feelings and expectations for yourself. Sufferers often report feeling stupid, lazy or that they lack the skills to do their job. This is natural, as burnout can severely limit your cognitive function, your energy levels and resilience while dramatically increasing your cognitive load. Working with a counselor may help if you’re finding it difficult to be patient with your progress back to health or are troubled by persistent intrusive thoughts. Burnout can seriously limit the amount of energy you have. Spend as little of the energy you have left beating yourself up as possible. You’re going to be ok. It’s all going to be ok. This article doesn’t offer one-size-fits all fixes for burnout or overwork, but aims to provide a framework with points to consider that may help shape your wellness. No article can act as a substitute for professionally administered healthcare or robust self care.",2017,Jessica Rose,jessicarose,2017-12-16T00:00:00+00:00,https://24ways.org/2017/care-and-feeding-of-burnout/,process 199,Knowing the Future - Tips for a Happy Launch Day,"You’ve chosen your frameworks and libraries. You’ve learned how to write code which satisfies the buzzword and performance gods. Now you need to serve it to a global audience, and make things easy to preview, to test, to sign-off, and to evolve. But infrastructure design is difficult and boring for most of us. We just want to get our work out into the wild. If only we had tools which would let us go, “Oh yeah! It all deploys perfectly every time” and shout, “You need another release? BAM! What’s next?” A truth that can be hard to admit is that very often, the production environment and its associated deployment processes are poorly defined until late into a project. This can be a problem. It makes my palms sweaty just thinking about it. If like me, you have spent time building things for clients, you’ll probably have found yourself working with a variety of technical partners and customers who bring different constraints and opportunities to your projects. Knowing and proving the environments and the deployment processes is often very difficult, but can be a factor which profoundly impacts our ability to deliver what we promised. To say nothing of our ability to sleep at night or leave our fingernails un-chewed. Let’s look at this a little, and see if we can’t set you up for a good night’s sleep, with dry palms and tidy fingernails. A familiar problem You’ve been here too, right? The project development was tough, but you’re pleased with what you are running in your local development environments. Now you need to get the client to see and approve your build, and hopefully indicate with a cheery thumbs up that it can “go live”. Chances are that we have a staging environment where the client can see the build. But be honest, is this exactly the same as the production environment? It should be, but often it’s not. Often the staging environment is nothing more than a visible server with none of the optimisations, security, load balancing, caching, and other vital bits of machinery that we’ll need (and need to test) in “prod”. Often the production environment is still being “set up” and you’ll have to wait and see. In development, “wait and see” is the enemy. Instead of waiting to see, we need to make the provisioning of, and deployment to our different environments one of the very first jobs of our project. I’ve often needed to be the unpopular voice in the room who makes a big fuss when this is delayed. I’ve described it as being a “critical blocker” during project meetings and suggested that everything should halt until it is fixed. It is that important. Clients don’t often like hearing a wary, disruptive voice saying “whoa there Nelly!”, because the development should be able to continue while the production environment gets sorted out, right? Sure. But if it is not seen as a blocker, it is seen as something that can just happen later. And if it happens later, all the ugly surprises and unknowns surface later too. And later is when we’ll need to be thinking about other things. Not the plumbing. Trust me, it pays to face up to the issue right away rather than press on optimistically. The client will thank you later. Attitudes and expectations We should, I think, exhibit these four attitudes towards production deployment: Make it scripted Make it automated Make it real Make it first Make it scripted Let’s face it, we are going to need to deploy more than once over the course of the project. We are not going to get things perfect on our first shot. Nor should we expect to. And if we are going to repeat something, we want to be able to do it identically and predictably every time without needing to rely on our memories. Developers are great at scripting things which they would otherwise need to repeat. It makes us faster and it also helps us keep track of the steps we need to take. I’m not crazy enough to try suggest the best technology to script your builds or deployments (holy wars lie down that path). A lot will depend on your languages and your tastes. Some will like Fabric, others will prefer Gulp, you might prefer Make or NPM. It doesn’t really matter as long as you can script the process of building, packaging and deploying your project. Wait. Won’t we need to know everything about the build from the start in order to do this? Aren’t our dependencies likely to change over time? Yes. That would be ideal. But it’s ok. Like our code, our deployment script will evolve over the life of a project. So evolve it. Start by scripting what is needed to support the first iteration of the project, and then maintain that script. It will become a valuable “source of truth”, providing a form of documentation of what your project needs for a successful deployment. Another bonus. Make it automated If we have a scripted deployment which we can run by executing a single command, then we are in great shape to automate that process by triggering the build and deployment via suitable events. Again, I prefer not to offer one single suggestion of when this should occur. That will depend on your approach to the project, how your development team is organised, and how your QA team operate. You can tune this to suit. For one project I worked on, we chose to trigger the build and deployment to our production environment every time we used Git to tag the master branch of our version control repository. There were a few moving parts, and we needed to do some upfront work to get everything working, but that upfront effort was repaid many fold as we deployed time and time again, and exposed some issues with our environment long before we got to “launch day”. With a scripted and automated process, we can make deployments “cheap”. This is our goal. When there are minimal cognitive or time overheads associated with deploying, we’re likely to do it all the more often and become more confident that it will behave as expected. Make it real Alright, we have written scripts to build and deploy our projects. Anyone tagging our repo will trigger things to happen as if by magic, but where are we pushing things to? We need to target a real environment if this is to have any value. A useful pattern is to have all activity on our develop branch trigger deployments to our staging server. Meanwhile tagging master will deploy a version to the production environment. How we organise this will depend on our git branching approach. (I’ve seen as many ways of approaching Git Flow as I have seen ways of approaching “Agile”). It’s vital though, that we ensure that we are deploying to, and testing against, our real infrastructure. We want to see real results. That’s the best way to learn real lessons. Make it first Building our site to run in an environment not yet fully defined or available to test is like climbing without ropes – it’s possible, but we put ourselves at risk. And the higher we climb the greater the risk. So it is important to do this as early as we possibly can. Don’t have a certificate for our HTTPS yet? Fine, but let’s still deploy to this evolving production environment and introduce HTTPS as soon as we can. Before we know it we’ll be proving that this is set up correctly and we’ll not be surprised by mixed security alerts or other nasties further down the line. Mailchimp perfectly capture the anxiety of sending emails to gazillions of people for a campaign. But we’re lucky. Launching a site doesn’t need to be like performing a mailshot. We can do things to banish that sweaty hand. Doing preparation work upfront means that by the time we need to launch the site into the wild, we have exercised the deployment mechanics, and tested the production environment so rigorously that this task will be boring. (It won’t be boring. Launching should always be exciting because the world will finally get to see our beautiful, painstaking work. But nor should it be terrifying. Especially as a result of not knowing for certain if our processes and environments are going to work or burst into flames on the big day.) What tools exist? Well this all sounds lovely. But how should we tackle this? Where are the tools for us to use? As it happens, there are many service and tools that we can use to work this way. Hosting All of the big players like Amazon, Azure and Google offer tools which can help us here. Google for example, can host multiple deployed versions of your project in parallel and you can manage them via their App Engine console. Each build receives its own URL which you can use to access any deployed version of your site. Having immutable deployments which stick around in perpetuity (or until you bin them) is a key feature which unlocks the ability to confidently direct your traffic to any version of your site. With that comes the capacity to test any version or feature in its real environment, and then promote a version, or rollback to a previous version whenever you want. A liberating power to have. Continuous integration In order to create all of those different versions, we’ll need somewhere to run our build and deployment scripts. Jenkins has been a popular Continuous Integration (CI) option for some time, and can be configured to perform all sorts of tasks, giving you extensive control over your deployment pipeline. You need to host Jenkins yourself, but it provides some simple ways to do that. The landscape for CI is getting richer and richer. With many hosted services like Circle CI providing this kind of automation up in the cloud. One stop shop Netlify combines both hosting and continuous integration services. It monitors your git repositories and automatically runs your build in a container on its servers when it finds changes. Each branch and pull request in your git repository will result in an immutable version of your site with its own URL. Netlify is unlike Google Cloud, AWS or Azure in that it cannot host a dynamic server-side application for you. Instead it specialises in hosting static, or so called JAMstack sites. Personally, I find that its simplicity makes it an approachable option, and a good place to learn and adopt some of these valuable habits. Full disclosure: I’m a Netlify employee. But before I was, I was an avid customer, and it was through using Netlify that I first encountered some of these principles in practice. Conclusion. It’s all about the approach No matter what tools or services you use (and there are many which can support these practices), the most important thing is to adopt an approach which lets you prove your environments as quickly as possible. Front-loading this effort will cast light onto the issues that you’ll need to address early and often, leaving no infrastructure surprises to spoil things for you on launch day. Automating the process will mean that when you do find things that you need to fix or to improve later (and you will), issuing another release will be trivial. It is a lovely feeling when you have confidence that releasing v1.0.0 will be no more stressful v0.0.1. In fact it should actually be less stressful, as you’ll have been down this road many times by then. Fixing the potholes and smoothing the way as you went. From here, it should be a smooth ride.",2017,Phil Hawksworth,philhawksworth,2017-12-21T00:00:00+00:00,https://24ways.org/2017/knowing-the-future/,process 207,Want to Break Out of Comparison Syndrome? Do a Media Detox,"“Comparison is the thief of joy.” —Theodore Roosevelt I grew up in an environment of perpetual creativity and inventiveness. My father Dennis built and flew experimental aircraft as a hobby. During my entire childhood, there was an airplane fuselage in the garage instead of a car. My mother Deloria was a self-taught master artisan who could quickly acquire any skills that it took to work with fabric and weaving. She could sew any garment she desired, and was able to weave intricate wall hangings just by looking at a black and white photos in magazines. My older sister Diane blossomed into a consummate fine artist who drew portraits with uncanny likeness, painted murals, and studied art and architecture. In addition, she loved good food and had a genius for cooking and baking, which converged in her creating remarkable art pieces out of cake that were incredibly delicious to boot. Yes. This was the household in which I grew up. While there were countless positives to being surrounded by people who were compelled to create, there was also a downside to it. I incessantly compared myself to my parents and older sister and always found myself lacking. It wasn’t a fair comparison, but tell that to a sensitive kid who wanted to fit in to her family by being creative as well. From my early years throughout my teens, I convinced myself that I would never understand how to build an airplane or at least be as proficient with tools as my father, the aeronautical engineer. Even though my sister was six years older than I was, I lamented that I would never be as good a visual artist as she was. And I marveled at my mother’s seemingly magical ability to make and tailor clothes and was certain that I would never attain her level of mastery. This habit of comparing myself to others grew over the years, continuing to subtly and effectively undermine my sense of self. I had almost reached an uneasy truce with my comparison habit when social media happened. As an early adopter of Twitter, I loved staying connected to people I met at tech conferences. However, as I began to realize my aspirations of being an author and a speaker, Twitter became a dreaded hall of mirrors where I only saw distorted reflections of my lack of achievement in other people’s success. Every person announcing a publishing deal caused me to drown under waves of envy over the imagined size of her or his book advance as I struggled to pay my mortgage. Every announcement I read of someone speaking at a conference led to thoughts of, “I wish I were speaking at that conference – I must not be good enough to be invited.” Twitter was fertile ground for my Inner Critic to run rampant. One day in 2011, my comparisons to people who I didn’t even know rose to a fever pitch. I saw a series of tweets that sparked a wave of self-loathing so profound that I spent the day sobbing and despondent, as I chastised myself for being a failure. I had fallen into the deep pit of Comparison Syndrome, and to return to anything close to being productive took a day or two of painstakingly clawing my way out. Comparison Syndrome Takes Deficiency Anxiety to Eleven Do any of these scenarios ring true? You frequently feel like a failure when viewing the success of others. You feel dispirited and paralyzed in moving forward with your own work because it will never measure up to what others have done. You discount your ideas because you fear that they aren’t as good as those of your colleagues or industry peers. Are you making yourself miserable by thinking thoughts like these? “I’m surrounded by people who are so good at what they do, how can I possibly measure up?” “Compared to my partner, my musical ability is childish – and music is no longer fun.” “Why haven’t I accomplished more by now? My peers are so much more successful than I am.” Unenviable Envy Many people use the terms envy and jealousy interchangeably, but they are two distinct emotions. Jealousy is the fear of losing someone to a perceived rival: a threat to an important relationship and the parts of the self that are served by that relationship. Jealousy is always about the relationship between three people. Envy is wanting what another has because of a perceived shortcoming on your part. Envy is always based on a social comparison to another.1 Envy is a reaction to the feeling of lacking something. Envy always reflects something we feel about ourselves, about how we are somehow deficient in qualities, possessions, or success.2 It’s based on a scarcity mentality: the idea that there is only so much to go around, and another person got something that should rightfully be yours.3 A syndrome is a condition characterized by a set of associated symptoms. I call it Comparison Syndrome because a perceived deficiency of some sort – in talent, accomplishments, success, skills, etc. – is what initially sparks it. While at the beginning you may merely feel inadequate, the onset of the syndrome will bring additional symptoms. Lack of self-trust and feelings of low self-worth will fuel increased thoughts of not-enoughness and blindness to your unique brilliance. If left unchecked, Deficiency Anxieties can escalate to full-blown Comparison Syndrome: a form of the Inner Critic in which we experience despair from envy and define ourselves as failures in light of another’s success. The irony is that when we focus so much on what we lack, we can’t see what we have in abundance that the other person doesn’t have. And in doing so, we block what is our birthright: our creative expression. Envy shackles our creativity, keeps us trapped in place, and prevents forward movement. The Inner Critic in the form of Comparison Syndrome caused by envy blocks us from utilizing our gifts, seeing our path clearly, and reveling in our creative power. In order to keep a grip on reality and not fall into the abyss of Comparison Syndrome, we’ll quell the compulsion to compare before it happens: we will free the mental bandwidth to turn our focus inward so we can start to see ourselves clearly. Break the Compulsion to Compare “Why compare yourself with others? No one in the entire world can do a better job of being you than you.” — Krystal Volney, poet and author At some point in time, many of us succumb to moments of feeling that we are lacking and comparing ourselves unfavorably to others. As social animals, much of our self-definition comes from comparison with others. This is how our personalities develop. We learn this behavior as children, and we grow up being compared to siblings, peers, and kids in the media. Because of this, the belief that somehow, someway, we aren’t good enough becomes deeply ingrained. The problem is that whenever we deem ourselves to be “less than,” our self-esteem suffers. This creates a negative feedback loop where negative thoughts produce strong emotions that result in self-defeating behaviors that beget more negative thoughts. Couple this cycle with the messages we get from society that only “gifted” people are creative, and it’s no wonder that many of us will fall down the rabbit hole of Comparison Syndrome like I did on that fated day while reading tweets. Comparing ourselves to others is worse than a zero-sum game, it’s a negative-sum game. No one wins, our self-esteem deteriorates, and our creative spark dies out. With effort, we can break the compulsion to compare and stop the decline into Comparison Syndrome by turning the focus of comparison inward to ourselves and appreciating who we’ve become. But first, we need to remove some of the instances that trigger our comparisons in the first place. Arrest: Stop the Triggers “Right discipline consists, not in external compulsion, but in the habits of mind which lead spontaneously to desirable rather than undesirable activities.” — Bertrand Russell, philosopher After my Twitter post meltdown, I knew had to make a change. While bolstering my sense of self was clearly a priority, I also knew that my ingrained comparison habit was too strong to resist and that I needed to instill discipline. I decided then and there to establish boundaries with social media. First, to maintain my sanity, I took this on as my mantra: “I will not compare myself to strangers on the Internet or acquaintances on Facebook.” If you find yourself sliding down the slippery slope of social media comparison, you can do the same: repeat this mantra to yourself to help put on the brakes. Second, in order to reduce my triggers, I stopped reading the tweets of the people I followed. However, I continued to be active on Twitter through sharing information, responding to mentions, crowdsourcing, and direct messaging people. It worked! The only time I’d start to slip into darkness were the rare instances when I would break my rules and look at my Twitstream. But we can do even more than calm ourselves with helpful mantras. Just like my example of modifying my use of Twitter, and more recently, of separating myself from Facebook, you can get some distance from the media that activates your comparison reflex and start creating the space for other habits that are more supportive to your being to take its place. Creative Dose: Trigger-free and Happy Purpose: To stop comparison triggers in their tracks Mindfulness is a wonderful tool, but sometimes you have to get hardcore and do as much as you can to eliminate distractions so that you can first hear your own thoughts in order to know which ones you need to focus on. Here are four steps to becoming trigger-free and happier. Step 1: Make a List Pay attention when you get the most triggered and hooked. Is it on Twitter, Facebook, Instagram, or Snapchat? Is it YouTube, TV shows, or magazines? Make list of your top triggers. My primary trigger is:______________________________________ My second trigger is:______________________________________ My third trigger is:______________________________________ Now that you have your list, you need to get an idea just how often you’re getting triggered. Step 2: Monitor It’s easy to think that we should track our activity on the computer, but these days, it’s no longer our computer use that is the culprit: most of us access social media and news from our phones. Fortunately, there are apps that will track the usage for both. Seeing just how much you consume media from either or both will show you how much of an accomplice the use of devices is to your comparison syndrome, and how much you need to modify your behavior accordingly. For tracking both computer use and tablet use, this app works great: RescueTime.com tracks app usage and sends a productivity report at the end of the week via email. For your phone, there are many for either platform.4 Although I recommend fully researching what is available and will work for you best, here are a few recommendations: For both platforms: Offtime, Breakfree, Checky For Android only: Flipd, AppDetox, QualityTime, Stay On Task For iOS only: Moment Install your app of choice, and see what you find. How much time are you spending on sites or apps that compel you to compare? Step 3: Just Say No Now that you know what your triggers are and how much you’re exposing yourself to them, it’s time to say No. Put yourself on a partial social media and/or media detox for a specified period of time; consider even going for a full media detox.5 I recommend starting with one month. To help you to fully commit, I recommend writing this down and posting it where you can see it. I, ___________________, commit to avoiding my comparison triggers of ___________________, ___________________, and ___________________ for the period of ___________________, starting on ___________________ and ending on ___________________ . To help you out, I’ve created a social media detox commitment sheet for you. Step 4: Block When I decided to reduce my use of Twitter and Facebook to break my comparison habit, initially I tried to rely solely on self-discipline, which was only moderately successful. Then I realized that I could use the power of technology to help. Don’t think you have to rely upon sheer willpower to block, or at least limit, your exposure to known triggers. If your primary access to the items that cause you to compare yourself to others is via computers and other digitalia, use these devices to help maintain your mental equilibrium. Here are some apps and browser extensions that you can use during your media detox to help keep yourself sane and stay away from sites that could throw you into a comparison tailspin. These apps are installed onto your computer: RescueTime.com works on both computer and mobile devices, and does a lot more than just prevent you from going to sites that will ruin your concentration, it will also track your apps usage and give you a productivity report at the end of the week. Focus and SelfControl (Mac-only) To go right to the source and prevent you from visiting sites through your browser, there are browser extensions. Not only can you put in the list of the URLs that are your points of weakness, but you can also usually set the times of the day you need the self-control the most. Google Chrome: StayFocusd, Strict Workflow, and Website Blocker Firefox: Idderall and Leechblock Safari: WasteNoTime and MindfulBrowsing Edge (or Explorer): Unfortunately, there are currently no website blocking extensions for these browsers. I currently use a browser extension to block me from using Facebook between 9:00am – 6:00pm. It’s been a boon for my sanity: I compare tons less. A bonus is that it’s been terrific for my productivity as well. Which tool will you use for your media detox time? Explore them all and then settle upon the one(s) that will work the best for you. Install it and put it to work. Despite the tool, you will still need to exercise discipline. Resist the urge to browse Instagram or Facebook while waiting for your morning train. You can do it! Step 5: Relax Instead of panicking from FOMO (Fear of Missing Out), take comfort from this thought: what you don’t know won’t affect you. Start embracing JOMO (Joy of Missing Out), and the process of rebuilding and maintaining your sanity. What will you do instead of consuming the media that compels you to compare? Here are some ideas: Read a book Go for a walk Have dinner with a friend Go watch a movie Learn how to play the harmonica Take an improv class Really, you could do anything. And depending on how much of your time and attention you’ve devoted to media, you could be recapturing a lot of lost moments, minutes, hours, and days. Step 6: Reconnect Use your recovered time and attention to focus on your life and reconnect with your true value-driven goals, higher aspirations, and activities that you’ve always wanted to do. This article is an excerpt from the book Banish Your Inner Critic by Denise Jacobs, and has been reprinted with permission. If you’d like to read more, you can find the book on Amazon. Shane Parrish, “Mental Model: Bias from Envy and Jealousy,” Farnam Street, accessed February 9, 2017. ↩ Parrish, “Mental Model: Bias from Envy and Jealousy.” ↩ Henrik Edberg, “How to Overcome Envy: 5 Effective Tips,” Practical Happiness Advice That Works | The Positivity Blog, accessed February 9, 2017. ↩ Jeremy Golden, “6 Apps to Stop Your Smartphone Addiction,” Inc.com, accessed February 10, 2017. ↩ Emily Nickerson, “How to Silence the Voice of Doubt,” The Muse, accessed February 8, 2017. ↩",2017,Denise Jacobs,denisejacobs,2017-12-19T00:00:00+00:00,https://24ways.org/2017/do-a-media-detox/,process 39,Meet for Learning,"“I’ve never worked in a place like this,” said one of my direct reports during our daily stand-up meeting. And with that statement, my mind raced to the most important thing about lawyering that I’ve learned from decades of watching lawyers lawyer on TV: don’t ask a question you don’t know the answer to. But I couldn’t stop myself. I wanted to learn more. The thought developed in my mind. The words formed in my mouth. And the vocalization occurred: “A place like this?” “I’ve never worked where people are so honest and transparent about things.” Designing a learning-centered culture Before we started Center Centre, Jared Spool and I discussed both the larger goals and the smaller details of this new UX design school. We talked about things like user experience, curriculum, and structure. We discussed the pattern we saw in our research. Hiring managers told us time and again that great designers have excellent technical and interpersonal skills. But, more importantly, the best designers are lifelong learners—they are willing and able to learn how to do new things. Learning this led us to ask a critical question: how would we intentionally design a learning-centered experience? To craft the experience we were aiming for, we knew we had to create a learning-centered culture for our students and our employees. We knew that our staff would need to model the behaviors our students needed to learn. We knew the best way to shape the culture was to work with our direct reports—our directs—to develop the behaviors we wanted them to exemplify. To craft the experience we were aiming for, we knew we had to create a learning-centered culture for our students and our employees. We knew that our staff would need to model the behaviors our students needed to learn. Building a learning team Our learning-centered culture starts with our staff. We believe in transparency. Transparency builds trust. Effective organizations have effective teams who trust each other as individuals. One huge way we build that trust and provide opportunities for transparency is in our meetings. (I know, I know—meetings! Yuck!) But seriously, running and participating in effective meetings is a great opportunity to build a learning-centered culture. Meetings—when done well—allow individuals time to come together, to share, and to listen. These behaviors, executed on a consistent and regular basis, build honest and trusting relationships. An effective meeting is one that achieves the desired outcomes of that meeting. While different meetings aim for different results, at Center Centre all meetings have a secondary goal: meet for learning. A framework for learning-centered meetings We’ve developed a framework for our meetings. We use it for all our meetings, which means attendees know what to expect. It also saves us from reinventing the wheel in each meeting. These basic steps help our meetings focus on the valuable face-to-face interaction we’re having, and help us truly begin to learn from one another. An agenda for a staff meeting. Use effective meeting basics Prepare for the meeting before the meeting. If you’re running the meeting, prepare a typed agenda and share it before the meeting. Agendas have start times for each item. Start the meeting on time. Don’t wait for stragglers. Define ground rules. Get input from attendees. Recurring meetings don’t have to do this every time. Keep to the meeting agenda. Put off-topic questions and ideas in a parking lot, a visual document that everyone can see, so you can address the questions and ideas later. Finish on time. And if you’ve reached the meeting’s goals, finish early. Parking lots where ideas on sticky notes can be posted for later consideration. Focus to learn Have tech-free meetings: no laptops, no phones, no things with notifications. Bring a notebook and a pen. Take notes by hand. You’re not taking minutes, you’re writing to learn. Come with a learning mindset Ask: what are our goals for this meeting? (Hopefully answered by the meeting agenda.) Ask: what can I learn overall? Ask: what can I learn from each of my colleagues? Ask: what can I share that will help the team learn overall? Ask: what can I share that will help each of my colleagues learn? Investing in regularly scheduled learning-centered meetings At Center Centre, we have two types of recurring all-staff meetings: daily stand-ups and weekly staff meetings. (We are a small organization, so it makes sense to meet as an entire group.) Yes, that means we spend thirty minutes each day in stand-up, for a total of two and a half hours of stand-up meeting time each week. And, yes, we also have a weekly ninety-minute sit-down staff meeting on top of that. This investment in time is an investment in learning. We use these meetings to build our transparency, and, therefore, our trust. The regularity of these meetings helps us maintain ongoing, open sharing about our responsibilities, our successes, and our learning. For instance, we answer five questions in our stand-up: What did I get done since the last stand-up (I reported at)? What is my goal to accomplish before the next stand-up? What’s preventing me from getting these things done, if anything? What’s the highest risk or most unknown thing right now about what I’m trying to get done? What is the most important thing I learned since the last time we met and how will what I learned change the way I approach things in the future? Each person writes out their answers to these questions before the meeting. Each person brings their answers printed on paper to the meeting. And each person brings a pen to jot down notes. Notes compiled for a stand-up meeting. During the stand-up, each person shares their answers to the five questions. To sustain a learning-centered culture, the fifth question is the most important question to answer. It allows individual reflection focused on learning. Sometimes this isn’t an easy question to answer. It makes us stretch. It makes us think. By sharing our individual answers to the fifth question, we open ourselves up to the group. When we honestly share what we’ve learned, we openly admit that we didn’t know something. Sharing like this would be scary (and even risky) if we didn’t have a learning-centered culture. We often share the actual process of how we learned something. By listening, each of us is invited to learn more about the topic at hand, consider what more there is to learn about that topic, and even gain insights into other methods of learning—which can be applied to other topics. Sharing the answers to the fifth question also allows opportunities for further conversations. We often take what someone has individually learned and find ways to apply it for our entire team in support of our organization. We are, after all, learning together. Building individual learners We strive to grow together as a team at Center Centre, but we don’t lose sight of the importance of the individuals who form our team. As individuals, we bring our goals, dreams, abilities, and prior knowledge to the team. To build learning teams, we must build individual learners. A team made up of lifelong learners, who share their learning and learn from each other, is a team that will continually produce better results. As a manager, I need to meet each direct where they are with their current abilities and knowledge. Then, I can help them take their skills and knowledge base to the next levels. This process requires each individual direct to engage in professional development. We believe effective managers help their directs engage in behaviors that support growth and development. Effective managers encourage and support learning. Our weekly one-on-ones One way we encourage learning is through weekly one-on-ones. Each of my directs meets with me, individually, for thirty minutes each week. The meeting is their meeting. It is not my meeting. My direct sets the agenda. They talk about what they want to talk about. They can talk about work. They can talk about things outside of work. They can talk about their health, their kids, and even their cat. Whatever is important to them is important to me. I listen. I take notes. Although the direct sets the specific agenda, the meeting has three main parts. Approximately ten minutes for them (the direct), ten minutes for me (the manager), and ten minutes for us to talk about their future within—and beyond—our organization. Coaching for future performance The final third of our one-on-one is when I coach my directs. Coaching looks to the direct’s future performance. It focuses on developing the direct’s skills. Coaching isn’t hard. It doesn’t take much time. For me, it usually takes less than five minutes a week during a one-on-one. The first time I coach one of my directs, I ask them to brainstorm about the skills they want to improve. They usually already have an idea about this. It’s often something they’ve wanted to work on for some time, but didn’t think they had the time or the knowhow to improve. If a direct doesn’t know what they want to improve, we discuss their job responsibilities—specifically the aspects of the job that concern them. Coaching provides an opportunity for me to ask, “In your job, what are the required skills that you feel like you don’t have (or know well enough, or perform effectively, or use with ease)?” Sometimes I have to remind a direct that it’s okay not to know how to do something (even if it’s a required part of their job). After all, our organization is a learning organization. In a learning organization, no one knows everything but everyone is willing to learn anything. After we review the job responsibilities together, I ask my direct what skill they’d like to work to improve. Whatever they choose, we focus on that skill for coaching—I’ve found my directs work better when they’re internally motivated. Sometimes the first time I talk with a direct about coaching, they get a bit anxious. If this happens, I share a personal story about my professional learning journey. I say something like: I didn’t know how to make a school before we started to make Center Centre. I didn’t know how to manage an entire team of people—day in and day out—until I started managing a team of people every day. When I realized that I was the boss—and that the success of the school would hinge, at least in part, on my skills as a manager—I was a bit terrified. I was missing an important skill set that I needed to know (and I needed to know well). When I first understood this, I felt bad—like I should have already known how to be a great manager. But then I realized, I’d never faced this situation. I’d never needed to know how to use this skill set in this way. I worked through my anxiety about feeling inadequate. I decided I’d better learn how to be an effective manager because the school needed me to be one. You needed me to be one. Every day, I work to improve my management skills. You’ve probably noticed that some days I’m better at it than others. I try not to beat myself up about this, although it’s hard—I’d like to be perfect at it. But I’m not. I know that if I make a conscious, daily effort to learn how to be a better manager, I’ll continue to improve. So that’s what I do. Every day I learn. I learn by doing. I learn how to be better than I was the day before. That’s what I ask of you. Once we determine the skill the direct wants to learn, we figure out how they can go about learning it. I ask: “How could you learn this skill?” We brainstorm for two or three minutes about this. We write down every idea that comes to mind, and we write it so both of us can easily see the options (both whiteboards and sticky notes on the wall work well for this exercise). Read a book. Research online. Watch a virtual seminar. Listen to a podcast. Talk to a mentor. Reach out to an expert. Attend a conference. Shadow someone else while they do the skill. Join a professional organization. The goal is to get the direct on a path of self-development. I’m coaching their development, but I’m not the main way my direct will learn this new skill. I ask my direct which path seems like the best place to start. I let them choose whatever option they want (as long as it works with our budget). They are more likely to follow through if they are in control of this process. Next, we work to break down the selected path into tasks. We only plan one week’s worth of tasks. The tasks are small, and the deadlines are short. My direct reports when each task is completed. At our next one-on-one, I ask my direct about their experience learning this new skill. Rinse. Repeat. That’s it. I spend five minutes a week talking with each direct about their individual learning. They develop their professional skills, and together we’re creating a learning-centered culture. Asking questions I don’t know the answer to When my direct said, “I’ve never worked where people are so honest and transparent about things,” it led me to believe that all this is working. We are building a learning-centered culture. This week I was reminded that creating a learning-centered culture starts not just with the staff, but with me. When I challenge myself to learn and then share what I’m currently learning, my directs want to learn more about what I’m learning about. For example, I decided I needed to improve my writing skills. A few weeks ago, I realized that I was sorely out of practice and I felt like I had lost my voice. So I started to write. I put words on paper. I felt overwhelmed. I felt like I didn’t know how to write anymore (at least not well or effectively). I bought some books on writing (mostly Peter Elbow’s books like Writing with Power, Writing Without Teachers, and Vernacular Eloquence), and I read them. I read them all. Reading these books was part of my personal coaching. I used the same steps to coach myself as I use with my directs when I coach them. In stand-ups, I started sharing what I accomplished (like I completed one of the books) and what I learned by doing—specific things, like engaging in freewriting and an open-ended writing process. This week, I went to lunch with one of my directs. She said, “You’ve been talking about freewriting a lot. You’re really excited about it. Freewriting seems like it’s helping your writing process. Would you tell me more about it?” So I shared the details with her. I shared the reasons why I think freewriting is helping. I’m not focused on perfection. Instead, each day I’m focused on spending ten, uninterrupted minutes writing down whatever comes to my mind. It’s opening my writing mind. It’s allowing my words to flow more freely. And it’s helping me feel less self-conscious about my writing. She said, “Leslie, when you say you’re self-conscious about your writing, I laugh. Not because it’s funny. But because when I read what you write, I think, ‘What is there to improve?’ I think you’re a great writer. It’s interesting to know that you think you can be a better writer. I like learning about your learning process. I think I could do freewriting. I’m going to give it a try.” There’s something magical about all of this. I’m not even sure I can eloquently put it into words. I just know that our working environment is something very different. I’ve never experienced anything quite like it. Somehow, by sharing that I don’t know everything and that I’m always working to learn more, I invite my directs to be really open about what they don’t know. And they see it’s possible always to learn and grow. I’m glad I ignore all the lawyering I’ve learned from watching TV. I’m glad I ask the questions I don’t know the answers to. And I’m glad my directs do the same. When we meet for learning, we accelerate and amplify the learning process—building individual learners and learning teams. Embracing the unknown and working toward understanding is what makes our culture a learning-centered culture. Photos by Summer Kohlhorst.",2014,Leslie Jensen-Inman,lesliejenseninman,2014-12-20T00:00:00+00:00,https://24ways.org/2014/meet-for-learning/,process 82,Being Prepared To Contribute,"“You’ll figure it out.” The advice my dad gives has always been the same, whether addressing my grade school homework or paying bills after college. If I was looking for a shortcut, my dad wasn’t going to be the one to provide it. When I was a kid it infuriated the hell out of me, but what I then perceived to be a lack of understanding turned out to be a keystone in my upbringing. As an adult, I realize the value in not receiving outright solutions, but being forced to figure things out. Even today, when presented with a roadblock while building for the web, I am temped to get by with the help of the latest grid system, framework, polyfill, or plugin. In and of themselves these resources are harmless, but before I can drop them in, those damn words still echo in the back of my mind: “You’ll figure it out.” I know that if I blindly implement these tools as drag and drop solutions I fail to understand the intricacies behind how and why they were built; repeatedly using them as shortcuts handicaps my skill set. When I solely rely on the tools of others, my work is at their mercy, leaving me less creative and resourceful, and, thus, less able to contribute to the advancement of our industry and community. One of my favorite things about this community is how generous and collaborative it can be. I’ve loved seeing FitVids used all over the web and regularly improved upon at Github. I bet we can all think of a time where implementing a shared resource has benefitted our own work and sanity. Because these resources are so valuable, it’s important that we continue to be a part of the conversation in order to further develop solutions and ideas. It’s easy to assume there’s someone smarter or more up-to-date in any one area, but with a degree of understanding and perspective, we can all participate. This open form of collaboration is in our web DNA. After all, its primary purpose was to promote the exchange and development of new ideas. Tim Berners-Lee proposed a global hypertext project, to be known as the World Wide Web. Based on the earlier “Enquire” work, it was designed to allow people to work together by combining their knowledge in a web of hypertext documents. I’m delighted to find that this spirit of collaborative ingenuity is alive and well on the web today. Take the story of Off Canvas as an example. I was at an ATX Dribbble meet up where I met Jason Weaver and chatted to him about his recent work on the responsive layout prototype, Off Canvas. Jason said he came across a post by Luke Wroblewski outlining the idea and saw this: If anyone is interested in building a complete example of this approach using responsive Web design techniques, let me know! From there Luke recounts: We went back and forth on email, with me laying out ideas and Jason doing all the hard work to see if they can be done and improving them bit by bit! Once we got to something we both liked, I wrote up an article explaining things and he hosted the examples. Luke took the time to clearly outline and diagram his ideas, and Jason responded with a solid proof of concept that has evolved into a tool we all have at our disposal. Victory! I have also benefitted from comrades who have taken an idea of mine into development. After blogging about some concerns in regards to maintaining hierarchy as media queries are used to shift layouts, Jordan Moore rebounded with some responsive demos where he used flexbox to (re)order content as viewport sizing changes. Similar stories can be found behind the development of things like FitVids, FitText, and Molten Leading. I love this pattern of collaboration because it involves a fairly specific process: Initial idea or prototype is outlined or built, then shared Discuss Someone develops or improves it, then shares it Discuss Someone else develops or improves it, then shares it. Infinity. This is what the web looks like when we build it together, and I’d argue that steps 2+ are absolutely crucial. A web where everyone develops their own ideas and tools independent of one another is like a room full of people talking and no one listening. The pattern itself mimics a literal web structure, and ideally we’d be able to follow a strand from one idea to the next and so on. Blessed are the curators Sometimes those lines aren’t easy to find or follow. Thankfully, there are people who painstakingly log each experiment and index much of what’s out there. Chris Coyier does this with CSS in general, and Brad Frost is doing this for responsive and multi-device design with his Pattern Library. Seriously, take a look at this page and imagine what it would take to find, track and organize the progression of each of these resources yourself. I’d argue that ongoing collections like these are more valuable than the sum of their parts when they are updated regularly as opposed to a top ten tips blog post format. Here’s my soapbox Here are a few things I appreciate about how things are shared and contributed online. And yes, I could do way better at all of them myself. Concise write-ups: honor others’ time by getting to the point. Not every idea or solution needs two thousand words to convey fully. I love long-form posts, but there’s a time and a place for them. Visual aids: if a quick illustration, screenshot, or graphic helps illustrate your point or problem, yes please. By the way, Luke Wroblewski rules the school on both of these. Demo it: host it yourself, or put it on CodePen or JS Bin for others to see. Put it on Github: share and improve with the rest of the community. Consider, however, that because someone puts something on Github doesn’t mean they’re forever bound to provide support or instruction. This isn’t a call for everyone to learn everything all the time, but if you’re curious or interested in something, skip the shortcut and get your hands dirty: sketch, prototype, question, debate, fork, and share. Figuring these things out on our own makes us valuable contributors to the web – the thing that ultimately we’re all trying to figure out together.",2012,Trent Walton,trentwalton,2012-12-03T00:00:00+00:00,https://24ways.org/2012/being-prepared-to-contribute/,process