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    Business

    Distributed, with Matt Mullenweg

    Matt Mullenweg, cofounder of WordPress and CEO of Automattic, embarks on a journey to understand the future of work. Having built his own company with no offices and more than 1,300 employees in 76 countries, speaking 95 different languages, Mullenweg examines the benefits and challenges of distributed work and recruiting talented people around the globe.

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    Copyright: © 2019, Matt Mullenweg

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    Latest Episodes:
    Episode 22: Raj Choudhury Sees a Future Where You Don’t Have to Move Your Family for a Job Jul 03, 2020
    Show notes

    Subscribe to Distributed at Pocket Casts, Apple Podcasts, Spotify, RSS, or wherever you like to listen. “We have introduced so many frictions to people’s lives by forcing them to move.” Prithwiraj (Raj) Choudhury, the Lumry Family Associate Professor at Harvard Business School, studies the future of work — specifically the changing geography of work. What happens to cities, to immigration policies, and to issues around gender equity when more companies let people work from anywhere? Choudhury earned his doctorate from Harvard, has a bachelor’s degree in computer science from the Indian Institute of Technology, and an MBA from the Indian Institute of Management. Prior to academia, he worked at McKinsey & Company, Microsoft, and IBM. For more on Choudhury, go to HBS.edu or follow him on Twitter (@prithwic). The full episode transcript is below. *** (Intro Music) MATT MULLENWEG: So here we are. It’s been more than three months into this global transition to remote work. And let’s be honest, a lot of this has been difficult and exhausting and even for folks at Automattic, who have been doing distributed work for 15 years, it’s quite different when there is a global pandemic and economic uncertainty everywhere. But there have been a ton of positives too. I’ve heard from many friends who are working in knowledge-worker roles and they’re saying “I never want to go back into a full time office,” particularly with the restrictions that these physical offices are probably going to have. So they’re seeing benefits in their productivity, their lifestyle, and their connection with their families and their life. So there is uncertainty but there is also opportunity. Today I am excited to speak with Raj Choudhury, a professor at Harvard Business School, who is focused on questions around the geography of work and the outcomes of mobility on productivity. He has studied this question very closely and I was excited to find out what he has learned. So welcome, Raj. RAJ CHOUDURY: Hi Matt, thanks for having me. MATT: Oh it’s a real pleasure. What brought you to study all this? RAJ: So I’ve been studying essentially the future of work, but the topic I have been studying for a long time is geographic mobility. So that includes studying both cross-border migration but also what happens to productivity when people move within the same country. And as I was doing that research for the past eight, nine years, I discovered that there are lots of reasons why people do not move. So yes, there’s productivity benefits when they move but there are tons of reasons we have immobility. So the obvious reason would be immigration, but dual careers, even the cost of living, which might be super expensive in a place like Silicon Valley, might constrain geographic moves. So as I was doing that research, I was thinking of solutions to that problem. And then I stumbled upon that U.S. Patent Office experiment with letting people work from anywhere, which would presumably solve this problem of trying to move people to Alexandria, Virginia. So that’s how I arrived at this topic. MATT: And people moving for work in the U.S., I have heard it’s gone down actually over the past 20 years or so. RAJ: That is correct. So we are in this era of not only people moving less within the country but also internationally. We just have all these constraints on immigration not only in the U.S. but it’s tightening in many parts of the world. So the other great example would be what’s happening with Brexit and what it means for the talent coming from continental Europe. Yes, so I think we are in this phase of immobility on the rise. MATT: So here’s where I say something random I’ve heard and you can tell me whether it’s correct or not. I’ve heard part of the, one of the hypotheses for why in the U.S. mobility was going down was double-income houses. So it was harder to find two new jobs in one city versus one new job. RAJ: That’s true. And there is also research done by other colleagues, not me, which has shown that in those dual-career situations, Matt, it’s typically the wife who is the trailing spouse. So women have made disproportionately greater sacrifices in dual-career situations. And that’s among many of the reasons why I am super excited about working from anywhere. MATT: Because even if one spouse can get that flexibility, they can maintain. If one spouse has it and one spouse doesn’t, they can still move, because one of the jobs is not geographically constrained. RAJ: That’s true. And one of the subpopulations that I’ve been working closely with for whom this is a huge deal is military spouses, because they just have to constantly be on the move. And now they don’t have to experience a break in their careers. So I think that group and many other groups have been tremendously benefited with work from anywhere. MATT: That’s awesome to hear. Because if we get this right it benefits so many people’s lives. RAJ: Correct, yes. MATT: These past three months I don’t think any of us would have predicted, but it must be a boon for your data collection and research. So what has happened that you found surprising or unusual or heterodox? RAJ: Actually I would argue that these three months are such an anomaly. This is not normal work in any way. Even under normal, remote work, you are not having to homeschool kids, you’re not prohibited from going to the gym, you’re not stressed out because of people being sick in your family. So I feel that this will be less relevant for research in terms of driving generalizable findings. So what I’ve been doing is I’ve been studying work from anywhere years before the pandemic and I feel once we come back to a more, quote/unquote, “normal” situation it will be, again, fun to see what happens with which companies and which workers stick with remote work. I think that is something I’m super excited to study going ahead. MATT: Yes, there have been a ton of announcements already — Stripe, Shopify, Facebook, Square, Twitter. Is there anything coming out of that? Are we seeing more mobility from their employees or any early indications? I know it’s too early to see big data but… RAJ: Yes. I think there’s been tons of very exciting announcements. And I can tell you about one project which I am personally working on very closely and that relates to TCS, which as you would know is the largest IT service company headquartered in India. I hesitate to call them an Indian company because they are truly global. They have 500,000 employees, they have three campuses in China, they have campuses in the U.S., they have a campus in Hungary and of course tons of campuses in India. And what they did in the past six weeks was the CEO made an announcement saying that 75 percent of their workforce would become remote in three years. So that is one situation I am working closely with because this… It’s probably four to five times of Facebook and they have built all these campuses and for them now to go 75 percent remote, I thought that was super interesting in terms of the challenges they have to overcome and the change in the processes and the culture and whatnot. MATT: One thing I heard from other companies when they worked with partners in India that had offices, it was harder for people to work from home because they might not have the home setup which is as productive as the office, meaning literally internet, power, etcetera. Have you come across anything like that? RAJ: So I feel that’s still true in parts of not only India but parts of emerging markets. But I feel with now better fiberoptic connectivity and all the transitions… In the case of India, just this one single Reliance Jio sort of proliferation has increased internet penetration and speeds tremendously. So I feel that is less of a concern now. And just given the tradeoffs. So I was speaking to a group of TCS employees and many of them said they will now leave large cities, like Chennai, and move back to their native villages because that’s where their family lives, that’s where they really want to live, given a choice. MATT: We ran into this in South Africa. We bought a company based there and a lot of people would want to go into the office, it was just much harder to get fast internet at home, like it was maxed out at DSL. I even had a colleague outside of Austin that ended up having to put a tower on his property because he’s a little more in the country and there wasn’t a good wired service. So he had to move to some point to point wireless. When you think of the hierarchy of distributed work, internet is probably the base. It’s like the oxygen in the room for getting that. RAJ: Sure. MATT: I’m curious if wireless will be able to support mass people doing high bandwidth things at the same time. It’s definitely scaled far beyond what I would have imagined. But we shall see. RAJ: Yes, you’re right. But the way I think about this, Matt, is not only internet and wireless but it’s also the host of other services that remote workers would need, including schooling, good quality schools, healthcare. But I feel it’s a chicken and egg. So my conjecture, my belief at least is if large numbers of people experience a reverse brain drain and move back to middle America or move back to smaller towns in emerging markets, those services will follow. So the other project I’m working on right now is with Tulsa Remote. So Tulsa Remote, as you might know, has been — MATT: Yes, I just blogged about that. RAJ: Yes, so I’ve been working with them and it’s been a super interesting situation to study from many, many perspectives for me. MATT: Do you want to talk about it really quick for the podcast listeners? RAJ: Sure. So Tulsa Remote started about two and a half years back and the intent was to bring remote workers to live in Tulsa, Oklahoma. So they offered, as an incentive, $10,000 to each person moving. And these were people moving from the coasts, from Houston, Texas, and they would be all working remotely. And what they keep saying… So, as I did all this work over the past few months, they keep saying that $10,000 is just the starting point for the discussion to begin. So no one would move their family and their lives for $10,000, they would move for other reasons. And one of the reasons might be it’s cheaper to raise a young family in Tulsa, Oklahoma. Or you are the kind of person who wants to really contribute to a city which desperately needs to think about diversity. So they have been extremely successful. They moved I want to say about 200 to 250 people in the past. And this is all pre-pandemic. But they got like thousands of applications. MATT: Wow. RAJ: And the applications were extremely diverse. They were people from all parts of America, all races, and a large number of women who moved. And the wonderful thing that it did was in choosing who should come they involved the Tulsa local community. So there was actually a wonderful event that they organized where community members voted with Post-Its on applications just to make sure that these guys coming in would feel welcomed by the community. MATT: That is pretty cool, although I don’t know why you’re taking people from Texas. [laughter] I’m in Houston right now, actually. RAJ: Yeah. MATT: One of the big fears that people have for distributed or remote work is that people will not be as productive, like if they’re not in the office how do I know they’re working. What have you found there so far? RAJ: I think that’s one of the fears. So I feel the setting that I studied extremely carefully was the U.S. Patent Office setting. So there actually the benefit was that productivity was extremely objectively measurable. You knew to almost the day how many patents were being examined by each patent examiner, so shirking was less of a concern. But I can see that to be a general concern in many settings that people will just shirk and there will be free riders on teams. The other concern I have… and I don’t think people will explicitly state this… but managers seem to have this expectation in many cases that their questions… they’ll tap a shoulder, ask a question, and people will respond in the minute. And I feel the change in mindset, which is critical, so as I studied there all-remote companies such as Gitlab and Zapier, the realization I had again and again was you will not get an answer right away because people might be in a different time zone. So you need to move towards asynchronous communication, put your stuff on Slack, and then just trust that people will wake up and answer your question. But I don’t think that’s an easy habit to change. And you might have a perspective on that given your experiences. But I feel the fear of shirking and giving up that freedom or that flexibility of letting people answer two hours after I posed the question would be the two biggest changes in habit. MATT: Yes. I think that if you can unlock that asynchronicity it’s really, really powerful for organizations. But it is an adjustment, particularly for managers. Shirking, I think that you have the problem that people could do less work but then it’s easier to see because you have solved the problem for people who would do everything that looks like work in the office — they look professional, they show up at meetings, they ask questions but weren’t actually producing anything. RAJ: Correct. MATT: Which I think is maybe a larger epidemic in the professional world. RAJ: Yes. MATT: Where a lot of people do the things that look like work but aren’t actually contributing to your bottom line. RAJ: Yes, yes, you’re totally right. I feel especially… If the productivity measures are objectively defined, I am sort of like… You know, many people have asked me in the past few weeks what do you think about surveillance, putting automated software on computers. And I keep thinking that is a horrible idea, that has to backfire. I feel yes, you need some productivity measures that are objectively defined but you totally need to trust people, your colleagues, your subordinates. That trust is going to be a key part of the culture of being a remote organization. MATT: Do you yourself work distributed with your team? RAJ: I do, yes. So I have been doing this even before the crisis and I still have to be physically at Harvard while teaching but who knows, maybe in a decade that will change as well. MATT: Yes, are classes going to be reopening there? RAJ: We don’t know yet. I think there will be some hybrid form is my expectation but I don’t know. I’m going to teach in the spring, which might be different from the fall, so who knows. MATT: That will be interesting to see. So much of the value it seems like from these higher institutions, especially the super prestigious ones, comes from people being together. RAJ: Correct. But I think the general principle… And that collocation argument can be made for any organization, right? MATT: Mhm. RAJ: And before I stepped into the world of Gitlab and Zapier and Seek, my prior, like many others, was that this can work for certain rules, so maybe if the person is working independently, for coders and designers this might work, but then working with Zapier and working with Gitlab and working with Seek, I have come to realize that this can work for any role, any level of the hierarchy, as long as you have the supporting organizational processes and the culture baked in to support this. MATT: What do you think the macro economic implications are for this new way of working? RAJ: I think about that all the time. And especially, as you probably would have realized by now, the form of remote work I am most excited about is work from anywhere. So it’s not the work from home that is being forced on us right now. So in work from anywhere once again you can choose where to live. So you can relocate to a smaller town or to your country, back to your country, or even to a rural area. And you might work from home there or you may actually work…

    Full show notes at the publisher

    Episode 21: Morra Aarons-Mele on Introversion and Anxiety in Remote Work Jun 19, 2020
    Show notes

    Subscribe to Distributed at Pocket Casts, Apple Podcasts, Spotify, RSS, or wherever you like to listen. Is working from home a breakthrough for introverts? The answer, of course, is not so simple. Matt Mullenweg’s latest Distributed conversation is with Morra Aarons-Mele, host of The Anxious Achiever podcast for HBR Presents from Harvard Business Review, and founder of award-winning social impact agency Women Online and its database of women influencers, The Mission List. She’s also the author of Hiding in the Bathroom: How to Get Out There (When You’d Rather Stay Home). To learn more about Aarons-Mele’s work, go to womenandwork.org. The full episode transcript is below. (Intro Music) MATT MULLENWEG: You are listening to Distributed with me, Matt Mullenweg. Today’s guest is Morra Aarons-Mele. Morra is the founder of Women Online, an award-winning social impact agency, and she is also the author of “Hiding In the Bathroom: How to Get Out There When You’d Rather Stay At Home.” A title I love. [laughs] It’s a book that rethinks introversion in the workplace. Interested to hear about her experiences so I can learn more about how Automattic can better serve the many introverts on distributed teams and talk about the theory that maybe distributed is better for introverts. So, welcome, Morra. MORRA AARONS-MELE: Hi, Matt. How are you? MATT: Thank you so much for joining. And where are you joining from today just out of curiosity? MORRA: Right outside Boston. MATT: Cool. I’m in Houston, Texas. MORRA: All right. MATT: I celebrated 100 days here yesterday which is my longest I’ve been here in a long time. MORRA: Oh my gosh. [laughter] MATT: So we had a very brief introduction there but what brought you to this topic? MORRA: Uh, life. [laughter] I didn’t know that I was an introvert with social anxiety, I think that’s an important piece of it, which we can talk about as well, until I was about 35 years old. I would never have wanted to be an introvert when I was younger because I didn’t really know what being an introvert meant. I was really ambitious and I worked in sales and marketing and I talk a lot, I’m not shy. And so I remember even taking a Myers-Briggs once in graduate school and sort of gaming it so that I could be as extroverted as possible because I felt like I should be extroverted, you know? MATT: How did you game it? What answers did you change? MORRA: All the answers that are about… This is 16 years ago so I’m… but you know, the answers that are leading you to the E about your interaction style and do you like to be in big groups and all that. Anyway, so it never occurred to me. But what did happen to me was I was just often really, really unhappy at all my jobs. And I had a lot of jobs. I quit a lot of jobs. I hated office politics. I would get really good jobs but because I was sort of preferring to not be in the ring I would get layered over real quick. And then I finally quit my last job for good and started freelancing. And it’s like this lightbulb went off when I was sitting at my kitchen table doing the same work I had always done but by myself on my own time, in my own lighting. I was like, “ohhh this is for me.” And as I spent more time working for myself and learning about work styles and workplace flexibility, I began to read up and realized I am really introverted and I have really intense social anxiety and I have been working in an entirely wrong way for many years. MATT: If it’s worth it, do you mind defining what an introvert is for people and maybe what social anxiety is just so we’re working from the same set of assumptions? MORRA: Yes. The thing about being an introvert is there is no blood test. So you could probably talk to a bunch of different people and they would say different things. And it’s funny because over the years I’ve had people email me and say you’re not an introvert, you’re a highly sensitive person. You’re not an introvert, you have ADHD. This all may be true but the thing about being an introvert is it’s actually not about whether you are shy, whether you’re quiet, whether you are… some people think you’re socially awkward if you’re an introvert. It’s really about how you manage your energy and what kind of situations fill you with energy versus drain you. So this is… I think a lot of people know being… engaging with a lot of people, giving a lot of output all day, getting a lot of stimulus back can be really hard for introverts. It’s hard for most people frankly, but introverts just do not get energy from that constant being on with the people in collaboration. And we are also usually very sensitive to other kinds of stimuli, so lights, noise. If you walk into any modern hotel and it’s full of bright lights and a million different cable channels as well as music piped over the loudspeaker and you want to close your eyes and hide in a dark closet, you might be an introvert. MATT: The energy part has always been hard for me because I… Like, I love seeing people so much but sometimes I do feel really worn out at the end of the day, but I’m not sure if that’s because it was a great day or that was draining my energy. MORRA: I mean that’s the thing, right? I think that even extroverts probably at the end of a long day with a lot of people are drained but they would choose to go back the next day whereas most introverts probably wouldn’t. When we gear ourselves up for something like that it tends to be more performative, it’s something that we have to prepare for, something that we have to get ready for, something that we have to rehearse. And a lot of introverts are performers. Some of our most famous performers, like Oprah and Lady Gaga and people who get up and literally own a stadium are hugely introverted. And this means that when they’re out there, they are giving it their all, they love it, but it is very much about gathering the energy and performing. It may not be a natural switch. You’ll also talk to a lot of introverts and they’ll say, you know, I can go give a speech in front of 3,000 people, no problem, but if I have to mingle afterwards that’s it, I instantly feel drained. MATT: Did you just say that Oprah and Lady Gaga are introverts? MORRA: Mhm. MATT: Wow. MORRA: Yeah, yeah. MATT: Mind blown. Today I learned. [laughter] MORRA: Oprah actually likes to hide in the bathroom to get away from people. MATT: Wow. You mentioned social anxiety. Do you mind defining that for us? MORRA: Social anxiety is a learned trait. So introversion is something that we’re naturally born probably one way or the other, although I think it ebbs and flows given your life experience and your life stage. But people might naturally be introverted if they prefer quiet, if they like to be by themselves, if a great day for them involves being with fewer people versus being with more people. Society anxiety is a learned behavior and it is when you actually fear social interaction and that could be with one other person or it could be a group. It is that experience of walking into a room and feeling like you don’t belong there, everyone hates you, you’re going to make a fool of yourself, it’s really about shame. Ellen Hendrickson, who is one of my favorite psychologists on this subject, calls it the fear of the reveal. So if you’re listening and you think about a time when you walked into — back when we had networking events — a networking event and you felt like you were a total fraud and that you were scared to open your mouth and talk to people because you definitely did not belong in that room, that’s social anxiety. It can come from being ashamed when you’re a kid, it can come from being criticized if you are a quiet introvert for not talking enough. There’s a lot of reasons why we become socially anxious but it’s really about shame. MATT: I didn’t realize that one was learned and one you were kind of born with. MORRA: I mean, I’m not a scientist, but most of the literature would say that introversion is more of a character trait. And the same way that some people really love music and love to work to music and some people need quiet, I think of it like that. You know? It’s just who you are. Whereas social anxiety… Of course there are some people who are more genetically anxious, etcetera, it could be epigenetic, but it tends to stem from learned behavior over time. MATT: What would you say is the prevalence in society, do we know a percentage for introversion or social anxiety? MORRA: You’ll hear it all over the map. Anxiety is very, very prevalent. Up to about a third of adults have some sort of anxiety disorder at some point. Introversion, I’ve heard 40% of the population, I’ve heard 30%. Again, it’s on a continuum. So I would think it’s probably between 30% and 40%. But of course a lot of people convince themselves they’re not introverts so they would never admit or they wouldn’t even know they were. MATT: And that was you at some point, right? MORRA: Mhm. MATT: So if 30% of the population — let’s just go with the lowest — is introverted, why are offices designed like they are? MORRA: Where do we start? [laughter] I think work sucks, the way that most knowledge work places… Actually, the way that most workplaces are set up… Even I see my kids in school, there is such an emphasis on team and collaboration and performance from an early age, it’s really, really ingrained. I think it’s a very western thing. It’s very American. We have a very old-fashioned view of leadership. It is still based on command and control and usually a white guy in front of the room telling us all what to do. And one thing that I think all the white guys who used to run the world — no offense, Matt — is they liked their people close, they liked proximity so that they could work hierarchically and tell people what to do and then gather everyone together and rally the troops. I’m using a lot of quasi-military language, I realize, but I think that’s intentional. And so the office really comes out of that model. It is this hierarchical leadership model where being present means you are committed, you are going to go and report to whoever is in charge, be at their beck and call, which they think means just seeing you, it’s not really that they are engaged, it’s just that they are there. And a lot of leaders over time got to be lazy and think ehh, I just want my people here so I can get them to do what I want. I really think it’s just the old models are really slow to die. MATT: Well there’s probably a lot of CEOs listening that don’t relate to what you just described and I can speak personally that I’ve had impostor syndrome sometimes over the years being like, well, why don’t I travel with an entourage everywhere I go [laughs] like some of these other CEOs I know? And it’s like uhh.. I think there’s some very different models that can be successful. MORRA: 100%, 100%. And again, a lot of the workforce, even before the pandemic, was distributed. I think though that it is the stereotypes, the reality is different but I think that the stereotypes die hard. I think you see it especially in sales and marketing cultures where there is this sense of being present and being on as a sign of being committed. And I think also that it’s all down to communication. Communication is not most managers’ strong suit because we’re not taught how to be effective communicators and to be in touch with our feelings and other people’s feelings. And I’d love to hear your thoughts. I think when your team is distributed and you can’t just gather them in a room, you have to communicate better. Right? You have to rely on different models. And that’s hard work and so a lot of people just don’t want to do that. MATT: Yes, I’ve been thinking a lot about that it’s… It’s not even being distributed or not or centralized or not but the way meetings, the structure of a meeting tends to reward people who do well in meetings. And a meeting is usually a means to an end. Right? It’s to solve a problem for a customer or it’s a… it’s to have some outcome. And there are other ways to get that same outcome. MORRA: 100%. MATT: I think meetings encourage a lot of reaction, so we’re responding in real time versus considering something, thinking about it, editing it. And there is a ton of research already about who speaks up or who is most present in meetings. MORRA: Well and I’ve seen research, and I think this is true, that introverts, we are not as good on the fly. We actually prefer the time to digest and sit with our thoughts. And social anxiety, which a lot of introverts have, is also a real hindrance to performing, what did you say? Doing well in a meeting, being good at meetings. And so yes, the way that meetings are set up, the way that a lot of work is set up is really hard on people who think differently. And I always tell introverts who are in a lot of meetings speak early, just say something, it doesn’t have to be earth-shattering, because then you have registered your presence and you are not going to get that look at the end of the meeting of “hmm, Julie, you haven’t said anything, do you have anything to add?” Which is totally, you know… MATT: Which, by the way, is taught as a best practice. MORRA: Yes. MATT: So I do try to… If I feel like someone is really hanging back in the meeting or it’s being dominated by a few people I try to make a space for the folks who might be quieter. But that probably also might be a little terrifying, you know? MORRA: I don’t like it. I think it’s a team thing, it’s an individual thing, and it’s… I think also if your folks know that you’re introverted they might respond differently if you ask them to talk because they’re like “oh, he gets it.” I think often though it can make people feel like they are being treated like a child and it turns the whole spotlight onto you at the end of the meeting and really can set all those shame bombs, like “why didn’t I say anything, oh my god, they’re going to think I’m dumb, I’m definitely not getting that promotion.” It can really set the ruminating in motion. So I am in general not a fan. It is hard to shut people down though who take up a lot of room. MATT: Yes. What do you recommend then? Because I have definitely seen it as well where there might be gender differences. Often men talk a lot more in these meetings. And so just trying to make room for maybe the not even introverts but just people who don’t have as much room to speak if you just let the meeting dynamic continue uninterrupted. MORRA: I think it’s better to keep it general. Like you said, you could say, “You know, let’s hear from some folks who haven’t talked,” because that also shuts down the talkers rather than picking on people individually. But I also think it’s always worth a one-on-one check-in afterwards because one of the other things that I have learned in my journey is that if you have social anxiety you might talk and blurt out a lot of things that you may regret and that’s your anxiety talking. And so it’s really good for everyone to get meeting feedback from a trusted boss, colleague, you know? Meetings are so essential in so many workplaces, and we’re never taught how to be good in a meeting, that I think it’s worth it to say you know, I loved your ideas but maybe make room for other people. Again, that’s hard to say. MATT: It’s been one of the things… I’ve been speaking a lot to executives who have unexpectedly moved to distributed. And I have this framework where I talk about the different levels and the highest levels when you can move to be asynchronous. And what has resonated a lot with these typically very extroverted executives is that you can unlock the genius of the introverts in your company. There’s 30% or 40% of your people who aren’t served by your environments or by the meeting structures and there’s a lot of wisdom and intelligence in that 30% or 40%. And in some companies, tech companies, I would argue it’s maybe even higher. MORRA: That’s right. So what do good CEO…

    Full show notes at the publisher

    Episode 20: Adam Gazzaley on the Distracted Mind During a Crisis Apr 29, 2020
    Show notes

    Subscribe to Distributed at Pocket Casts, Apple Podcasts, Spotify, RSS, or wherever you like to listen. Matt Mullenweg speaks with neuroscientist Dr. Adam Gazzaley, co-author of the 2016 book The Distracted Mind: Ancient Brains in a High-Tech World, about how our brains work, particularly during times like the current pandemic. How does the brain handle internal and external stimuli, and what do we know about the effect of practices like meditation, exercise, nutrition, and sleep? Gazzaley obtained an M.D. and Ph.D. in Neuroscience at the Mount Sinai School of Medicine in New York, completed Neurology residency at the University of Pennsylvania, and postdoctoral training in cognitive neuroscience at University of California, Berkeley. He is currently the David Dolby Distinguished Professor of Neurology, Physiology and Psychiatry at University of California, San Francisco, and the Founder & Executive Director of Neuroscape, a translational neuroscience center at UCSF. Gazzaley co-authored The Distracted Mind with Larry D. Rosen, and he’s a scientist who enjoys seeing his work solve real-world problems. He’s also founded startups, including Akili Interactive and Sensync, to build technology products that enhance learning, mindfulness, and well-being. More can be found at his website, gazzaley.com. A full transcript of the episode is below. *** (Intro Music) MATT MULLENWEG: Hello everybody and welcome back to the Distributed Podcast. We’ve all had to make so many adjustments in recent weeks and some of them quite radical. I hope that wherever you are and wherever you might be tuning in from this process has been going smoothly for you, or at least as painlessly as one might hope under these circumstances. In conversations with my colleagues at Automattic and with people at many other companies, both distributed and not, one common thread I keep seeing is how difficult it has been to stay focused in recent weeks. I have been struggling with this as well. We’ve been dealing with non-stop bad news. Many of us have either been directly affected by Covid 19 or know people who have, either health-wise, financially, or socially. Even more of us have had to learn how to work from a new or dramatically changed environment. So for this episode, I wanted to talk to someone who knows a lot about focus, distraction, and changing our work habits. I couldn’t think of any person more fitting than neuroscientist — and my friend — Adam Gazzaley. [music] MATT: Welcome, Adam. ADAM GAZZALEY: Thank you, great to be here, Matt. MATT: Just to set the stage a little bit for listeners who might not be familiar with your work, you have written.. is it over 130 academic papers? ADAM: Yes, yes. Peer reviewed, more scientific-style papers, correct. MATT: Even some on the cover of Nature, which is like Sports Illustrated for scientists. ADAM: [laugher] Yes. My musician friends would say it’s my Rolling Stone cover. But yes, that was several years ago, but it was an exciting one. MATT: How would you describe the area of your passion that you’ve devoted your life’s work to? ADAM: It has migrated, maybe evolved, as I like to think of it, over the last 30 years, but yes, it’s been pretty much exactly… I would say 2020 is 30 years since I’ve been in the neuroscience world. I started grad school in 1990 in New York City at Mt. Sinai. I was trained as both a neuroscientist and a neurologist, so both the clinical and the scientific side. And my research has always had some common elements, a focus on plasticity of the brain, or the ability of our brain to remodel and optimize its function in response to the environment. I focused on neural networks, which is the phenomena that our brain doesn’t work as just these isolated islands but really as an interconnected network of communication that’s constantly and dynamically changing all the time. And aging has been a main aspect of my research. And I preserved those focus areas through the last 30 years although I’ve moved from animal research, looking under a microscope at the beginning days, all the way to today where I focus on human research using functional brain imaging and tools to understand how the human brain interacts with the environment around us. MATT: Was there any particular personal experience that brought you to attention and focus? ADAM: My research focus when I was a graduate student was more on memory systems and how they change with aging. After I finished my residency in neurology and moved to San Francisco to work at Berkeley and study human neuroscience, I became very interested in what I can do as a scientist that was most relevant to people, not just what was relevant to other neuroscientists or was following an iterative path across the field, but what did people actually care about in their lives. So this was like mid-2000s, like say 2003-2004, when I was moving my research into cognitive neuroscience, using tools such as functional brain imaging, non-invasive brain stimulation. And I became very fascinated by how people interacted with their environment in ways that were positive for their performance and their mental health and ways that were negative. And at that time there wasn’t a lot of understanding about the impact of interference in our performance, things like distraction and multitasking weren’t really in the zeitgeist yet of how they may impair our abilities. At that time it was considered a badge of honor if you were a good multitasker, whatever that may mean. And so I was really fascinated by the idea of doing research on a topic that spoke to people so directly about things that were relevant to their lives. And so around 2005, I really turned my own sites full time into studying attention in the brain, specifically how we manage interference successfully and unsuccessfully. MATT: At a physical level what happens when we pay attention to something? ADAM: Well attention is such a fascinating concept and one that is worthy of an hour just to unpack it. But just to not go off on an incredibly long tangent as I try to answer that question, I’ll be very specific by what I mean by attention because attention has many, many different aspects to it. What I assume you meant by that is what we call top-down attention, goal-directed attention. We also have this amazing ability to pay attention to things that are not in our goals. We call that bottom-up attention. It’s how we survived is that you could pick up a very subtle trace, even if you didn’t intend to, of a threat or food or a mate in the environment. This is largely what drives other animals’ attentional processing. MATT: Do those signals make it all the way to the frontal lobe or are they handled some place lower? ADAM: A lot of those signals are just handled even at the brainstem, some of them even in the spinal cord. You could prick your finger and withdraw without it even going into your brain, a lot of that can happen very local, very reflexive, input-output circuits. The frontal lobe, which you mentioned, is the most evolved part of the human brain and it is really the seat of the top-down attention. And other animals have it to some degree but most of what we might look at an animal as goal-directed behavior, many of it is not, it’s really this complex but very reflexive response to environmental stimuli. But the top-down attention, that very human-based attention, is the one where we decided based upon our goals and decisions that we make about what we pay attention to and what we ignore. And when we do that, you’re right, it is a process that is driven by neural networks that really involve the prefrontal cortex. And when we look at it inside an MRI scanner with EEG — and this is what I’ve been doing for almost 15 years now, 15 years actually just this year — is that we see that there is communication between brain areas that involve the prefrontal cortex and whatever other areas are involved in the operation. So, for example, if your attentional focus is a visual one, or maybe a visual and auditory one, then we see a network that involves the prefrontal cortex, which allows you to maintain that focus with visual cortical areas and auditory cortical areas. But it may also involve connections with the hippocampus if it involves memory, which it almost certainly does, or the amygdala if it has emotional content. And so that’s how we pay attention is that we activate these networks that have all the different component systems associated with whatever you’re engaged in. And what we find is that that network is maintained unless you are distracted or you multitask. But that is essentially what happens physically or neurally, which is a chemical and physical and physiological process in your brain. MATT: This is a place where I was saying that you have a whole book on this called The Distracted Mind. And one of the things I found fascinating in the book was not just that your prefrontal lobe can activate different parts of your brain that might be associated with what you’re paying attention to, but it quiets the other parts. Can you talk about that? ADAM: Yeah so we… It is impossible for us to take in all of the elaborate and extensive and diverse inputs that are available around us, even within one sensory modality, even visually you couldn’t, never less the fact that we have olfactory scent information and auditory information. And so we need to selectively process information that’s relevant to us. In this case we’re talking relevant to us based on our goals. And so in order to accomplish that, our brain doesn’t just focus our limited resources on whatever you consider relevant but it actually actively suppresses the information that has been deemed irrelevant. It’s sort of like a filter system. This was a lot of my early work. A lot of scientists thought that maybe the filter was a passive filter, like the active process was focus and then everything else was passively suppressed just because it wasn’t getting the spotlight. What my research in like 2005 to 2008 and 2009 was showing was that the process of ignoring is as active as the process of attending. And you could imagine that it creates greater contrast, right? So if you were to be standing on the floor and the floor is your baseline and you jump up, you may add two feet, let’s say, or three feet if you’re really good at jumping. But if the floor also dropped down at the same time you jumped you could imagine that you would be jumping six feet off the floor. And so that’s how I picture it. It’s not that the baseline stays the same, the irreverent information actually drops down and becomes muffled and that’s what allows us to create even more precise processing of information that’s relevant. MATT: So when with things that can help you improve your ability to focus or not be distracted, like meditation, which part of that is meditation activating? Is it different for different types of meditation, like a mindfulness [meditation] versus a body scan? ADAM: Yeah, meditation is such a wonderful topic and a complex one. At its core meditation really is attention-training no matter how you slice it, even across all the different types of meditation. I tend to think of meditation in two general categories — open-monitoring meditation and then concentrative, focused meditation. And they are quite different. Focused meditation has many, many different practices within it. So the most I would say common and traditional in many ways is breath-focused meditation, but focusing on a mantra, so a word or a phrase in your mind, focusing on a mental image or scanning your body would all fall into that category of concentrative meditation. And then open-awareness meditation is where there isn’t a predetermined focal point but rather you keep awareness to whatever arises and then let it move on and move to something else as that arises. And they are both forms of attention that involve maintenance and switching but the concentrative meditation is I would view as the clearest practice that would allow you to fine-tune your ability to control where your attention is because that’s essentially the nature of that practice. As a matter of fact, when I talk to meditation thought leaders, like Jack Kornfield, who is a good friend and a collaborator on many of our projects at UCSF, he would say that’s why most meditation, no matter where you wind up, whether it’s meta, like loving kindness and compassion meditation or some type of open-awareness meditation, it often starts with breath-focused meditation because that allows you to have control of where your attention is, and beyond control, it’s awareness of where your attention is. So I’d say that’s a twofold process. MATT: I wonder if there’s a difference between when you’re focusing on something maybe abstract, like a mantra, versus the type of meditation where I’m trying to focus on a bodily sensation like the feeling of breath or a body scan, like how the top of your head feels, how you face feels? Because that seems more like sensations that are coming in that I was ignoring that I’m trying to pay attention to or be aware of. ADAM: Yeah, it’s a great question and I have found very little scientific data on that. It’s something that Jack and I talk about and it’s really a great question because it’s an experiment that we’re planning on running. We just ran a five-year study and project to build a meditation closed loop experience — and we can break that down a little bit if you’re interested — but essentially a meditation practice that’s very different than people have done previously but one delivered by technology, which makes it more accessible, but also baby-steps you into the focus of breath meditation. And what we found, we actually just had a paper accepted today, I just found out this morning — MATT: Awesome. ADAM: — to a nature journal, yeah, Translational Psychiatry, and we had a paper accepted maybe six months ago to another nature journal, Human Behavior. The previous paper was on healthy 20-year-olds and the paper accepted today was on children, actually adolescents from India with adverse life events, really traumatic events that had attentional problems. And in both populations we showed that six weeks of this breath-focused meditation game improves their ability to focus their attention in a goal-directed way and in the children we showed benefits even a year later. And to bring this around to the question you asked, one of the really interesting future studies that we’re planning now is how would the benefits that we achieved with the breath-focused version compare to a different focal point? And I would go so far as to say how about if that focal point is not even a body sensation but an externally delivered sensory input? For example, our game is played on an iPad or a phone where you close your eyes and you focus internally on your breath, you monitor your awareness of where your breath is, if your focus deviates from your breath, you return it. We can have the same exact type of method but now you’re focused on a flame that you’re looking at on your device — would that improve attention the same way? Might it have the same advantages for your attention but maybe a different advantage or disadvantage in terms of your stress reductions which is another benefit that we have also determined? So it’s a great question. We do not know all the different positive benefits that might come from different focal points during a meditative practice but it’s something we are very interested in. MATT: Awesome. And Neuroscape is the name of your lab at UCSF, correct? ADAM: Correct. So my lab used to, as most professors, used to be named after me, Gazzaley Lab. And I started that 15 years ago at UCSF. And it’s become so big really with our Nature cover that we talked about before, and other activities that now we’re a center at UCSF. So instead of a lab being pretty much defined by having a single…

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    Matt Mullenweg with Sam Harris on Distributed Work’s Five Levels of Autonomy Apr 15, 2020
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    Distributed host Matt Mullenweg recently appeared on Sam Harris’s excellent podcast, Making Sense, sharing the “five levels of autonomy” when it comes to distributed work. Listen to their wide-ranging conversation on how companies transition to remote work in the wake of the COVID-19 pandemic. We love Sam’s podcast, Making Sense, so for more go to samharris.org/podcast/ and you can also subscribe to get his premium content, which is totally worth it.

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    Vanessa Van Edwards on Navigating the Virtual Workplace in Stressful Times Apr 09, 2020
    Show notes

    Subscribe to Distributed at Pocket Casts, Apple Podcasts, Spotify, RSS, or wherever you like to listen. The world has dramatically changed in just a few weeks. As companies around the world shift to remote work, how do we navigate this crisis? Distributed host Matt Mullenweg talks to Vanessa Van Edwards, bestselling author, speaker, and founder of Science of People, about how we communicate with our friends, family, and coworkers during a time when Zoom and Slack are our primary tools for understanding each other. To learn more about Vanessa’s work, visit scienceofpeople.com. The full episode transcript is below. *** (Intro Music) MATT MULLENWEG: Howdy, everyone. Welcome back to the Distributed Podcast. This is our first episode since, well, everything has changed for our lives, for our family and friends and for the way we work. A lot of folks have been using Distributed.blog as a resource for remote work and best practices, so we wanted to do everything we can to help folks out in the weeks and months to come and look for lots of updates to the website that are already happening. Today we are going to speak with Vanessa Van Edwards, an expert on public speaking who had to change the way she thought about her own work. And she also has some great tips for how we present ourselves in remote work as well. So without further ado, here is my chat with Vanessa. Welcome, Vanessa Van Edwards. VANESSA VAN EDWARDS: Thank you so much for having me. MATT: I’m very excited. And also, thank you for.. you were one of our featured speakers at the Grand Meetup. VANESSA: [laughs] Yes. MATT: So just to give some background to the listeners, once a year, Automattic would bring everyone together and we invite very few awesome speakers and Vanessa was one of them last year. VANESSA: It was such a lovely audience, too. I remember they actually gave me a standing ovation, which made me cry on stage. MATT: Well, thank you very much. And it was I think one of the earlier talks we had in the week so it ended up being fairly influential. Just to give a little bit of background for you though.. Now my understanding is you actually started off doing more online teaching? VANESSA: Yeah, I did. I actually stumbled into the online course arena before I even realized that was a thing. I was also on YouTube back in 2007, if you can believe that, when people thought that YouTube was a joke and a fad. And then online courses, I started my first online course in 2011-2012, and thank goodness, because at the time I was teaching a lot of engineers, programmers, accountants people skills. As you know, Matt, I like to joke, I’m a recovering awkward person. And so I was teaching soft skills in a very science-backed way. And so there was a platform called Udemy, where a lot of engineers were taking courses on programming and software, and so I thought well, let me put my “Charisma for Engineers” course on there and see what happens. And little did I know it would totally explode and change my life. MATT: Wow. So YouTube at the time was I guess pictures of dogs on skateboards. What were you putting on there at the time? VANESSA: [laughs] Yes. You know what was really hot when I first got on there? Does anyone remember fingerboarding? Do you remember that craze? MATT: Ohh, miniature skateboards that you would do with your fingers? VANESSA: Yes! Yes, so I remember – MATT: Wow, I haven’t thought about that in a long time. VANESSA: Okay, so I remember I was competing with fingerboarding videos. That was a thing that I was competing against. And in the beginning I was just doing very casual, on-my-phone communication tips, conversation tricks. And the funny part is because it was so casual, YouTube in the beginning was very, very casual, I was doing them from my bedroom and in a weird way that actually endeared me to people and I think got me to really make long-time students. MATT: It probably felt a lot more authentic, which people now do on purpose. And you, I guess you grew through this and published a book in 2017 called Captivate. Can you just give us a quick rundown so people can check that out? VANESSA: Yes, for sure. So I always would walk into rooms in college and interviews and I always felt like everyone had this written rulebook of social interaction that I was just missing. And I quickly picked up every book I could find on social skills and relationships and friendships, Dale Carnegie and Cialdini, everything I could find. And one thing I figured out very early was that most social-skills books were written by extroverts. And I am an ambivert, so I am somewhere in between. I lean towards introversion and I also have a lot of social anxiety and awkwardness. And if you are trying to learn people skills from an extrovert who is naturally very good with people, they say very well-meaning things to you, like just be yourself, or be more authentic, or smile more, or be more outgoing. Telling an introvert or an awkward person to be more outgoing is like telling them to not be themselves. So I really wanted to — MATT: Hmm. It reminds me of that advice where sometimes people are freaking out and you’re like, “just relax,” which is probably the least helpful thing to say to someone. VANESSA: Amen. I’m also a high neurotic, I mean, I feel bad sharing all my dirty laundry already, it’s only the first five minutes, but never in the history of “calm down” has “calm down” ever calmed anyone down. It’s exactly the same thing with ambiverts and introverts. So I thought what if there was a way for me to study people like you study for chemistry or math with formulas and vocabulary words and maps of networking events and specific tips on what to do with your hands? And that is what Captivate ended up being. But I had no idea that this book would reach as many people as it did. It’s in 16 languages now, which is shocking, and I had no idea there were so many people who were also struggling with awkwardness. MATT: How did that turn into a speaking career? Did the speaking come first or did the book come first? VANESSA: The speaking came first actually. Speaking came even before online courses. I started doing group speaking. And in the beginning, because I was, in the beginning I had a niche. In a business they always say niche, niche, niche. And I had taken a weekend passive income course when I was 17 years old — thank you, Mom — my mom is a lawyer and she said, I never want you to be paid for your hours, I want you to create this thing, this magical thing, called passive income. So she sent me to a seminar in a big ballroom in Los Angeles and I learned about this concept called passive income. And one of the things on there was creating a website or a blog, writing books and then doing speaking. Now speaking is active income, but it, quote/unquote, “can sell books.” So in the beginning I was told to pick a niche and at the time I was 17, so I picked parenting and teens. And so I was speaking to — MATT: [laughs] VANESSA: I know, I know. It’s just funny how my business has grown out of that. But I was speaking to PTAs, I was speaking to student groups, I was speaking to some companies, parents, lunch-and-learns. And that is what got my feet wet in the corporate world, realizing “oh, you can reach a lot of people at the same time.” And so slowly I started to grow my corporate speaking and I have been doing that probably since 2008. MATT: And so just to set the stage a little bit, we’re recording this at the beginning of April, everyone is affected by this COVID-19 pandemic, where in the world are you located? VANESSA: I’m in Austin, Texas. MATT: And as a fellow Texan, I’m glad you’re here, but things… We’re probably a little bit behind other places but it will probably get bad here this month. VANESSA: Mhm. MATT: What have you found so far in your own work as you’ve had to shift in this self-isolation world? VANESSA: Yes. We saw massive shifts almost from day one. And I think on the personal side, this crisis is having everyone face their personal demons — people’s fear of being alone, people’s fear of being out of control, people’s fear of germs. And one of my fears, definitely, is being out of control. And so in our business we have grown very, very organically specifically on keywords. I bet you didn’t expect me to go to that answer with that question. [laughter] But let me try to explain how this goes. So I didn’t realize this literally until three or four weeks ago — so we have never had to buy traffic or buy ads or pay for traffic. Our first ad campaign was last May, so less than a year ago, everything has grown organically. And I live, our entire business feeds off of keywords. So even down to communication speaker, keynote speaker, conference speaker, Austin, and then all of our blog content. So we track… Every morning I would say I wake up and I look at my keywords, and they are quite predictable. And predictability, I didn’t notice until this pandemic, is incredibly important for my sense of calm, my well-being. And so the first day they announced social distancing in the U.S., I saw all of our keywords, which have been very predictable for the last ten years, immediately decline because our top keywords are things like conferences, networking events, keynote speaker, conversation starters, ice breakers, body language. MATT: Wow. VANESSA: It was like my business became immediately irrelevant. My life’s work became immediately irrelevant in a day. And that was — is — terrifying. Now, [laughs] I think it has taken me a couple weeks to realize there’s opportunity there because, while our top 50 keywords dropped to no traffic, very significantly lowered, keywords I didn’t ever pay attention to have started to climb back up. For example, and this warms my heart, the number-one performing post right now, which is by the way paying the bills with ad revenue, is our post on 36 deep questions to ask your partner. MATT: Wow. VANESSA: And that makes me so hopeful, because it means that in this crisis people are still connecting, they are still wanting deep conversations, and thank goodness we have some content to be able to help them. And so from that day we pivoted, we started pivoting all of our content. MATT: Wow. A lot of things you just said really resonated with me. [laughs] Do you feel like some of your background in online teaching is coming back? VANESSA: Yes and thank goodness. So interestingly I think there are different kinds of online courses — there are online courses, there are online programs. And I had created a lot of them — from 2012 to 2017 was course-creation time. In 2017, Captivate came out, totally changed my business because wow, it was working and it was a book and I had never done that before and it was driving so much corporate speaking and so I stopped making courses. Now we have one big course, it’s our flagship course, it’s called “People School,” and that was selling great. So I took down all of my courses, literally, I took all of my courses off my website. We were also seeing, when we did split testing on the website, that too many choices made no purchases at all. Classic choice paralysis. So I was like okay, we’re going to sell one course, take down all of our other courses, and the book, and I’ll speak. Well, now people want all those old courses again and they want new courses and different courses. And so for the first time I’m thinking you know what, maybe it’s time to dust off the old camera and the old teleprompter and get to it. MATT: I will say one thing we have observed is that people are looking for online education more than ever. I think people just have a lot more time and so they are very open. And we’re also, all over the country and the world, being thrust into new work situations. So the same way that maybe I was going to a conference and nervous about meeting people before, I might google things that ended up on your website, now I’ve actually been thinking a ton about just how do I show up better for my colleagues that I’m not going to probably see at all this year. Because although Automattic is fully distributed, we were really, a big part of our culture was these meetups. So we would build a lot of the trust and bonding in those in-person times and then kind of draw on it the rest of the year. A question I’m also getting a ton is: how do you build culture when you’re not physically together? So I’m curious. Why don’t you start there — how do you build culture if you’re not physically together? How do you build that trust with each other? VANESSA: Yeah, so one of my favorite things to do is to look at the psychology of change and exactly what we’re talking about here is we already had a lot of companies who were remote, who were virtual, who were working from home, but right now we are looking at people who are being forced into that situation and trying to create culture and connection. And when I think about connection, I go to the chemicals. And I don’t know if this is a weird way to look at it but it helps me break it down into something we can actually produce. So when you’re looking at connection there are — MATT: And do I remember..? I think I saw one of your videos. Do you actually have some of the chemicals behind you in a video? VANESSA: [laughs] Yes! Right now I do. I’m gazing lovingly at them. I have literally my three favorite chemicals on my wall, yes. MATT: Which are? VANESSA: Which are.. okay. So these are the three chemicals that are essential for connection. They are serotonin — and by the way, this is a little bit of a simplified explanation of these chemicals but it gives you a basic idea. Serotonin is the first one. Serotonin is the sense of calm and belonging. It has never been more important than it is right now. It is that feeling that you get when you’re on a video call and everyone laughs together and you go, ah, these are my people. That is serotonin that’s coursing through everyone’s bloodstream at the same time. The next one is oxytocin. Oxytocin, again, a little simplified, is the connection hormone. It’s nicknamed the cuddle hormone because it happens when we touch. Well, what happens when we can’t touch, when we can’t shake hands or high five or fist bump? Well, the good news is they are finding that there are lots of ways we produce oxytocin, because oxytocin is the feeling of the warm and fuzzies. This is when you are on a phone call with someone and they share a vulnerability, like they’re scared or they are not sleeping at night, and you say, [sigh] yeah, me too, and you feel like wow, we are in the same place. That’s oxytocin, that’s the warm and fuzzies. And the last one is really important for how we combat dread. And this is what I’ve been thinking a lot about in the last few weeks is how do we stay productive on these video calls where we are having family members that are sick, where we are worried about making ends meet? And dopamine is actually a critical part of that. Dopamine is the pleasure chemical, it helps us feel excited, it helps us feel motivated, it is an active chemical, it makes us want to take action and it is how we fight dread, malaise, feeling listless. So in a really exciting interaction, you have dopamine. So what I’ve been thinking about, and I’m so excited, I’m going to be doing a webinar for Automattic in the next few weeks, which I’m so excited about, is how do we create those three chemicals in a virtual workplace for our self in self-care and as shared rituals? MATT: There’s something that we talked about a lot at the GM. You said when hands are visible we’re more trusting and if it’s in pockets, we’re less so. So maybe share that really quickly and then we’ll talk about that. VANESSA: Oh yes, this is one of my favorite pieces of science. The best part about this science is it seems to be very sticky. Whenever I teach it in a webinar or from stage it seems like it infiltrates culture so much so that.. Automattic has been h…

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    Episode 18: Jason Fried on Treating Workers Like Adults Jan 09, 2020
    Show notes

    Read more about Jason Fried in “Working Smaller, Slower, and Smarter.” Subscribe to Distributed at Pocket Casts, Apple Podcasts, Spotify, RSS, or wherever you like to listen. For our first episode of the year, host Matt Mullenweg talks to Jason Fried, the CEO of Basecamp. Jason runs a semi-distributed company that’s been making project management software for 20 years. He’s accumulated a wealth of wisdom about how trusting employees and treating them with respect can yield long-term success. The full episode transcript is below. *** MATT MULLENWEG: Howdy, howdy, and welcome to the Distributed podcast. I am your host, Matt Mullenweg, and I’m here with our first episode of 2020. Today’s guest is Jason Fried, the CEO of Basecamp, a semi-distributed company that’s been making project management tools for about 20 years now. Back in 2013, Jason wrote a book called Remote, which was an early manifesto for remote and distributed work models. I’m excited to catch up with him to hear about what he’s learned in the six years since that book came out and how Basecamp operates today. All righty. Let’s get started. MATT: Jason, I am so glad to connect today. JASON FRIED: Likewise. MATT: Basecamp, formerly known as 37signals, has been in so many ways an inspiration for Automattic over the years, and I’m sure countless other distributed companies, so thank you for that, first and foremost. JASON: Of course. And I would say likewise. I mean, you guys are even more distributed than us, so I feel like you’re the ideal situation where we’re getting there because we still have about 15 people in Chicago and we have an office that we’re maybe getting rid of, so we’re going to be following in your footsteps. MATT: Ah. So we had zero offices but then with the acquisition of Tumblr we’ve now got a space in New York again, so we’ve gone in the opposite direction. JASON: Ahh, right. That’s funny how we keep trading. Yeah. We’re not sure what we’re going to do but our lease ends in August so we’re thinking about moving on, as in moving on to nothing and then trying to do that for a while and see what happens. And if that works out, we’ll do that. If not, we can always go back to getting an office again. But we’ll see. MATT: Just for our listeners who might not be familiar with Basecamp, what do you publicly share about the scale of the company, customers, number of employees, that sort of thing? JASON: Well we have about 56 people who work at Basecamp and we have close to 100,000 paying customers all-in across all of our different products. Although, Basecamp is the primary product, but we have Basecamp, we have Highrise, we have a few others, but basically it’s Basecamp in all three generations. Some have Classic, Basecamp 2, and Basecamp 3. This is as specific as we’ll be, but we generate tens of millions in annual revenues and annual profits. And we’ve been around for 20 years. This is our 20th year in business, and we have been profitable since the start. That’s a big thing for us, is to always be profitable. So that’s the only KPI, we don’t really use those terms, but that’s the only one we have, which is, let’s make sure we make more money than we spend every year, and other than that, whatever happens, happens. MATT: How do you think about investing more or not? JASON: We don’t have an investment shortfall kind of thing. It’s not like if we only had an extra — I’m just making up rough numbers here — an extra million bucks, we would do X or Y. We have everything that we need to do and we don’t want more people because we want to keep the company as small as we possibly can. So we have, not a dilemma really but it kind of is, in a sense, because I feel like we’re doing everything we could do and having more wouldn’t help us. In fact, I think in some ways it would probably hurt us. We’d be a little bit slower, we’d be probably doing too much work at the same time, which I think can often dilute what you’re really trying to do. We might take on more stuff than we really want to. We might just find work, invent work, to keep people busy. There’s always of course more work to do, but we believe in doing it at a certain pace, and I think having more people, or fewer people, at this point would kind of mess up that pace. MATT: When you say as small as possible do you mean by customers or by colleagues and employees? JASON: I mean employees. I mean the number of people who work here. We have always wanted to stay at 50 or less but we’re about 56 right now and that feels like a really good place to be, so we’re very comfortable with that. The thing is that we could have considerably more people, but again, we’re just not really — maybe we’re just not good at it. I’ll just take the blame for that. I’m probably not good at running a much larger company than this and I don’t think David is either. I don’t think we want to. I think it also keeps you a bit more honest in terms of the experiments you’re willing to do, which — and in some places more and more and more experiments is a good thing. I think a few are a good thing but I think too many — people can get stuck doing things that never ship over and over and I think that can be a bit demoralizing. So we think we’ve got a good enough feeling here right now at least. But then again, we’re the largest we’ve ever been, and I’m sure when we were 30 people we said 30 is enough. So we’re here at 56, that feels like enough right now. A lot of it probably has to do with the success of this other product we’re going to launch next year. Because the one part of our company that does have to continue to grow is customer service. Product development doesn’t have to grow, we have enough people there, but as we have more and more customers, of course, we have to make sure we support them at the highest level. So that is one place where growth does continue to happen even if we don’t want it to. MATT: Yeah, for Automattic that’s been pretty large. It’s been at points that half of our company was customer service just because we wanted to maintain a certain level there. And as the customers went up, it just got — it goes linearly. JASON: Yeah. MATT: It’s one of those things that — of course you want to invest in making the product easier and documentation and self-help and everything like that, but at some level if you want a person talking to a person you need some more of them. JASON: Yeah. You know, you want to do documentation and make things easier and everything, but I’ve also come to change my mind a little bit on it. Earlier on, when we had fewer people, we were focused on the self-help side of things and making sure our documentation was really good and our answers were great online and people could find their own answers. And we want to make sure that that’s true too, but I also see customer service interactions as a competitive advantage. Most companies are pretty terrible at it and the larger the company is, it seems like the worse they get. Try to email Google and get help. It’s like — forget it. Or Amazon, sometimes, but not always that great, although quite good sometimes also. It’s one of these things where the larger you get, the more customers you have, the harder it is to maintain that level of standard. MATT: Have you tried out a live chat for customer support yet? JASON: Yeah we do that sometimes. And it depends on availability. And then we also use Twitter as well for that. Those things all work out really well. It just depends. We want to meet people essentially where they are, with the exception of we don’t have a published phone number, but if you want us to call you, we will. MATT: Yeah. Live chat was a big step function for us. Both in terms of agent and customer happiness, because you can resolve things on the spot. JASON: Yes. MATT: We do a support rotation where everyone at the company does customer service for at least one week a year. Mine is actually coming up in a couple of weeks. JASON: Your turn, you mean? MATT: Yes. So if you contact us in the third week of December, you might get me. JASON: Ha! We do the same thing, we call everyone on support one day every roughly six weeks or eight weeks… So we’ll each do support for a few days a year throughout the year. It’s great and I’m glad you guys do that too. I think it’s one of the most valuable things you can do for a variety of reasons — camaraderie, hearing from customers and understanding the language they’re using, sensing their frustrations or their happiness or whatever it might be. And then also just having a lot of respect for customer service as a job and as a career. In a lot of places, customer service is treated as almost a part-time job, a stepping stone to somewhere else. But I think it can be a wonderful career and it’s just really nice to see the people who’ve dedicated their time here — and this is my only experience of course — to working in customer service for five, six, seven, eight-plus years and really see the work that they do and see how important it is. It’s our front door, it’s our front line, it’s really important to experience that. MATT: What is your company breakdown now in terms of roles in the 50-ish? JASON: I’ll give you some rough numbers because some people are multiple things, so you can’t really… MATT: Sure. JASON: I’ll give you the counts, it just might not add up to 56. But so we have currently, I believe 16 people in customer support, and that also includes, I believe — this might make it 17 or still 16 — the team lead. So all of our managers or team leads are working managers in that they do the work too. So 16-ish on customer service. We have seven-ish on technical operations, all the server work and that kind of stuff, all the low-level infrastructure work. And then we have four people on what we call the SIP team, which is Security, Infrastructure, and Performance. We have about seven full-time designers, we have around 15 developers. Actually a few fewer than that because some of them are now on SIP, but around that number. We have two people who do our podcast work, we have one data analyst, we have an office manager/bookkeeper. We have a Head of People Ops. And then we have David, who is CTO, and me, I’m CEO. We have a Head of Strategy and a Head of Marketing. MATT: And did I hear it right that you seem to have a two-to-one or a three-to-one developer to designer ratio? JASON: Yes. Close. Depending on — in some companies you’d consider ops programmers. It just depends on how you all add it up. But yeah, we have probably a two-to-one programmer to designer ratio. Or I should say product development programmers, because we have programmers who do other things. But on the product side of things, basically two-to-one. The way a typical team is structured here at Basecamp is there’s three people working on something — three or two — never more than three at a time and when there’s three it’s usually two programmers and one designer and when it’s two, it’s one programmer, one designer. And then of course sometimes there’s some things that a designer can do on their own and sometimes there’s some stuff that a programmer is going to do on their own. MATT: I’m going to toot your horn a little bit in that in your latest book, It Doesn’t Have to be Crazy at Work, there is an excellent chapter on the three-person teams. JASON: Oh yeah. MATT: I do think something that’s interesting. A lot of the listeners here get obsessed about the 1,000+ person distributed companies, and people sleep on Basecamp a little bit. But I think that would be incorrect, because you all are an amazing example because of your culture, your retention, everything, where you move really fast and do quite a bit for your size. And that’s where I think there’s a lot of learnings for companies of all sizes. JASON: Thanks, we try. I think one of the reasons we’re maybe able to do that is because we don’t do a lot of other things that most companies do. We don’t have a lot of meetings, we don’t share calendars. It seems like a simple thing but it has such a huge influence. When nobody can take anyone else’s time through a system, people end up with more time to themselves. When you have more time to yourself, you end up doing better work and more work. You can get a lot more stuff done in a given day than maybe you could in another organization that has six times as many people but 20 times as many meetings, 30 times less time during the day to yourself. So we try to avoid anything that breaks days into smaller and smaller chunks. So we are pretty anti-chat for work. We use chat internally in Basecamp for mostly social stuff. But any time there’s anything going on at work we write it up in longform and we post comments and we let people discuss it over a matter of days on dedicated pages inside Basecamp. So that’s the kind of stuff that we’re able to do, and it gives people a lot of their time back. MATT: What are your favorite meetings? What do you look forward to? What’s a meeting you love? JASON: Two or three people might get together in a room — typically it’s two — or on a Zoom call or something like that, to work something out, hash something out. That, I enjoy. I enjoy really working on a problem, like a design challenge or “God, how are we going to figure this out?” or “This seems complicated, how could we simplify this?” Or “What’s the best way to write this sentence? This headline just isn’t quite there.” That, those productive moments when we are actually making something versus talking about making something. I don’t like talking about making things, I like the making of things. So whenever I’m together with somebody and we’re working on something real, [I] love those all the time. And I’ll do that many times a week. But just to sit around a table and have people go around a table and talk about stuff that isn’t actually the work — I think it’s important to have those discussions, but I don’t think they need to be happening in person or via video. I think most of that stuff is better off written down. It allows people to really present themselves, a full idea. We call it “forcing the floor.” The idea being that if you’re standing up or sitting down, or whatever, in front of a bunch of people, and you’re talking for a while, there is a good chance someone is going to interrupt you and ask you a question or whatever. And there is nothing wrong with questions. And this is especially bad in chat rooms. You can’t possibly own a chat room for a while while you make a case. You just simply can’t. People will chime in and that’s a problem. Now, I’m not a big fan of chat, but there should be a pause button when you chat. You should be able to hit pause, which would prevent anyone else from saying anything while you’re talking. The reason that should exist is because you need to have the floor. You need to make your point. That allows you to work your thoughts out yourself, get your thoughts together and put them out there in the world as a single unit. And that allows other people to read that single unit uninterrupted and take their time to respond back to you. If you’ve taken three days to think about something and you say it in a meeting and people start just throwing stuff right back at you — in some ways you’re asking them to because you’re sitting at a table, what else are they going to do? But it seems unfair to them, in fact, for them to have to react to this thing that you have thought about for three days or three weeks or three months, for them to have 30 seconds to say something back seems unfair. By writing things down in longform and publishing them and giving people a chance to get back to you on their own schedule, I think you end up with much deeper and fairer discussions and better discussions. So that’s why we do have, quote, “meetings,” in a sense, but they’re not meetings in time, like around a room physically or even on video, they are written down and people respond over a numb…

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    Episode 17: Matt Mullenweg Reflects on Distributed Work in 2019 Dec 26, 2019
    Show notes

    Read more of our 2019 takeaways in “Eight Lessons from the Distributed Podcast So Far.” Subscribe to Distributed at Pocket Casts, Apple Podcasts, Spotify, RSS, or wherever you like to listen. To close out the year, our host Matt Mullenweg is joined once again by Automattic’s Mark Armstrong to discuss the state of distributed work as we transition into a new decade. Matt discusses his key takeaways from his 2019 conversations on the podcast, and reflects on his year as the CEO of a growing distributed company. The full episode transcript is below. *** MATT MULLENWEG: Howdy, howdy. Here we are. We made it: the last episode of 2019. The finale of our first season of the Distributed podcast, with me, Matt Mullenweg. We’re currently in the thick of planning a fresh slate of episodes for next year. We’ve got the first female 4-star general in the U.S. Army, a guy who grew up in a family of Argentinian sheep ranchers and now runs a distributed blockchain company. Business leaders, thinkers… I’m really excited for next year overall. But December is also a great time to reflect. So that’s what we’re going to do now — reflect on some of the great conversations we had in 2019 and talk about where we think distributed work is headed in 2020. Today I’m joined once again by my colleague Mark Armstrong, who works on a bunch of editorial things at Automattic. He’s been very involved in developing this podcast from day one. MARK ARMSTRONG: Hey Matt, how’s it going? MATT: Pretty good, pretty good. It is the end of the year so it’s exciting. I’m actually on my support rotation this week so if anyone contacts WordPress.com support they might get me. MARK: Yeah, feel free to take a break from this interview to do some live chats if you need to jump in there. [laughter] Well, Matt, thanks again for having me on. I have been enjoying the podcast all year and I am curious to understand some of your takeaways from the interviews on this podcast. And also, it’s been a big year for Automattic itself, so [I’d like] to understand a little bit about how the changes at Automattic have changed how we work as well. But first I want to go all the way back. I want you to tell me a little bit why you wanted to do this podcast in the first place. MATT: As we were scaling Automattic — and continue to scale — I meet and interview a lot of really fantastic leaders — in technology, outside of technology — who don’t know how the distributed thing works. And they have a ton of experience leading teams, running products, etcetera, but not in a distributed manner. And so it’s combined with two things happening. One, there are more and more distributed companies than ever, all over the world, many who we’ve had on the podcast already, a lot who are coming up, that were showing that it works and that you could create a world-changing, ultra-competitive company without even a single central office. And two, there weren’t as many materials or information for how to run something larger than a small team or a freelancer but smaller than the whole thing. I guess the target audience for me for this [podcast] is really managers. People who are managing maybe for the first time, maybe for a long time, distributed teams. Just having that point of reference for how other companies do it and what are the best practices they can take away from it. I also hope that people at Automattic are listening to this. [laughs] Many of our colleagues are people who are in this very situation. And the first line of our creed is “I’ll always be learning,” and so I hope that people have been learning from this because I know I certainly have been. MARK: I think it helps clarify what we think and what we believe about how we work, day in and day out, just hearing the other perspectives from the other companies and the other executives or product people within those teams on how they work similarly or differently from us has been hugely helpful. I think you hit on another point too, which is a lot of the remote work materials that are out there right now are very much about selling the lifestyle versus looking at the reality of what’s happening inside. Do you find that’s the case? MATT: The lifestyle is definitely part of what I think attracts people to it. But it’s not the lifestyle people expect. It’s more about autonomy, control. I think sometimes people get this idea of Remote Year or something where people are in a different city every other day or every week or every month. And very, very few people who do remote work actually work that way, which is interesting. MARK: Yeah. Now you very intentionally avoid using the term remote work in favor of distributed work. Can you explain why that is? MATT: Well, “remote” is appropriate sometimes. It’s also a little bit — it rolls off the tongue a little easier than “distributed.” But I think what we are trying to build at Automattic and many other companies we talk to, is a truly distributed organization. So “remote,” even the word itself, implies that there is a “central” — a bunch of people in one place and there’s a few people who are remote. When you’re building a truly distributed company, you want to have all nodes on the graph to be equal. So for no one to be remote, for everyone to be equally participating. I would say even if you have an office, and technically you could describe people who aren’t there as remote, you don’t want them to feel remote, right? Almost no one has ever said “Oh, I hope I feel more remote today.” They want to feel connected, they want that equality of interaction and inclusion. So that’s really, really important for everyone who’s working with anyone not physically with them to make them feel included. And I think the more we can get away from the term “remote” the more we can help people feel included. Another thing that has really changed for Automattic is we have gone from around 800 people to closer to 1200 people, so it has been a year of big growth. And of course with the acquisition of Tumblr, we acquired a company which had a very strong presence in New York City, and in fact we now have a pretty substantial office in New York City. If you listen over the course of the year, before and after that, I started asking a lot more questions about hybrid organizations where they’re partially distributed and partially in-office, and what the best practices are for that. And something fun for me in the podcast is just being able to ask really, really smart, experienced people what’s on my mind and what challenges we’re facing. And that is something that’s been a new challenge and new learning for Automattic this year. MARK: Yeah, I think it’s been fascinating. So this was an acquisition that went through in September, Tumblr joining Automattic, and close to 200 plus employees joining Automattic. So that is a big influx of employees that even within a fully distributed organization can change the culture. But now, on top of that, you’ve got an actual office in New York City in which they’re working in that culture. It has only been a couple months so far but what have you learned about the merging or not merging of those cultures? MATT: It has definitely taught me that we can’t take anything for granted. It actually made me think how much more important the Distributed blog and this podcast are because things that I haven’t thought about for years are — like how best to do calls or conference calls or meetings or things like that, that are inclusive of remote folks and people who are in the room, are not always widely known and might not even be widely agreed on. This is why in the episode with Anil Dash this came up pretty well, it also came up pretty well in an episode with Merritt from GitHub. So these topics that you’ll hear throughout some of the different episodes, both past and future. It made me also realize that culture is so much more than what goes on in an office. It’s really the sum of what everyone does all the time — all those little decisions, the way people communicate, the way people text, expectations for how you reply to things, how meetings happen. Meetings are such a huge part of it. It’s what people are doing when no one else is looking that really makes up culture. And it’s something I’ve always subconsciously missed is thinking that there’s more culture in an office. I wouldn’t say there’s more, there is just a different culture in an office. It’s a culture of that ambient intimacy, a very different type of connection that develops between colleagues when you’re in person versus when you’re not. And it has been so long since I’ve closely interacted with an in-person team that I hadn’t really thought about a lot of those things in a while. MARK: Are you doing that now with the Tumblr team? Do you pay many visits to the office? What is your plan around that? MATT: Yeah, I’ve been trying to make it into their office really whenever I’m in New York City. And that has been really great to be able to make one of those connections. I have also realized that they were a hybrid organization even before they joined Automattic. So they have some great colleagues in Dulles, in Richmond, in LA, in Seattle, and some folks just kind of sprinkled all over the country and the world, so that’s also been really great. I feel like those people have taken extremely quickly to some of the things that Automattic does, including things like P2, and that’s been pretty exciting to watch. Some of our closest integrations have been so far on just the systems side because we’re migrating all the data from Tumblr. It’s billions and billions, maybe hundreds of billions or trillions of posts, and users and things like that that are all coming over. So our systems teams have been working pretty closely together. And I would say systems is also a field or a role where people tend to be very comfortable communicating online. MARK: Yeah, a couple big ceremonial moments that I have witnessed from Tumblr joining Automattic is the first P2 post and the entire company joining Slack and the point at which we decided, like, oh these divisions should all be on the same Slack together. I’m sure there were a lot of meetings around that, correct? MATT: It actually ended up being a technically driven decision as much as anything where I guess they had maintained their own Slack in the past, and that was a good thing, but it turned out it was going to be hard or even impossible to migrate most of that data, so we were like, “Well the data, the archives can’t come over, we might as well just get everyone on the same thing.” Because we had a lot of overlap already. MARK: One of the other things you mentioned in the Anil Dash episode that I found fascinating was the concept that when they’re working together in a physical office they’re not really supposed to talk about work. [laughs] Is that something that you think there is a takeaway from that can be applied within Automattic? MATT: My big takeaway — and we haven’t tried this yet with Tumblr but perhaps we will at some point — is that idea which you’ll hear in the Merritt episode. One face, one voice, the idea that if you’re on a call, if you’re on a Zoom, wherever it is, if you can have each little box, there would be one face and one voice versus a conference room or something like that, it really does make the conversation flow a lot better. MARK: Yeah, that makes a huge difference when you’re on a Zoom, and there is also a little bit of FOMO that happens on the Zooms that I’ve been on where there’s a group of people having a good time together, and you’re watching from your silo and feeling like, “Oh that looks like a fun party, I wish I was there.” MATT: [laughs] But I do think that Anil was very articulate on the importance of building those non-work connections as well. It’s something we try to do. At Automattic teams do meetups a few times per year and once a year we bring a lot of the company, the majority of the company together, [and figure out] how to leverage that in-person time for that connection. A number of people who weren’t part of the Tumblr team but part of Automattic have been rotating to work on Tumblr, both to help integrate the systems and also just accelerate hiring things. MARK: Now in a lot of the conversations you’ve had this season you’ve spoken to what I would call strong founders or people who had the control and the power within the company to shape it into whatever culture they deem best. I think a lot about how distributed work expands beyond very specific companies into this broader movement growing among mid-size and large companies and how exactly does this work when it comes to bringing distributed into a company where maybe it’s a 50-year old company on its tenth CEO? How do you get to a place where those companies really start to get into this? MATT: It’s funny because companies that old typically have multiple offices so they have a version of the distributed problem already, you know? MARK: Mhm. MATT: What I see is probably the most important thing to unlock is this idea of getting everyone around the table [being] the best way to solve a problem. That assumes being in person and being synchronous is definitely a way to solve a problem, but I see many companies, particularly older companies or managers with experience in older-style companies, see that as the only way to solve those problems. I do think that there are asynchronous ways and of course non-physically collocated ways that can actually be far superior in many situations to solve many or most problems that businesses face. I don’t consider it my personal mission to switch all companies to be able to do this but partially that’s because I feel that companies that don’t do this will die off. [laughs] So there will be a Darwinian process where companies who are able to tap into the global talent market and work asynchronously and efficiently all over the world. That’s where business is going to be and that’s how things are going to expand. Even if you have a coffee shop, if you have any ambitions to have multiple of them, you’ll need to start to expand your culture, expand the way you work, expand the way you collaborate, expand the way that insights move from customers to process to design, to innovation in a distributed fashion. I would be astounded, completely astounded, if five, ten years from now Google, Microsoft, Apple, Facebook, Netflix, the tech giants that we think of, didn’t have distributed work as a major, if not the major, part of the way their employees work together. MARK: It’s interesting. Also the broader movement of companies, if they are spreading out beyond the bigger urban centers. There’s this tipping point that has to occur as well, and this goes back to another thing from Anil’s episode. We have always compared Automattic’s distributed model to — maybe it’s a Silicon Valley company with a big campus in a boring suburban area of Mountain View or Menlo Park. And he’s saying, “Here you get to live in New York City and people want to live in New York City and that’s exciting!” So cost of living aside, there is this gravitational pull of the big, exciting, urban centers bringing people in. So it feels like maybe there has to be a tipping point still for these companies to take that plunge and to get those workers to want to spread out in other places. MARK: I think that trend and that story will be so fascinating to see play out over the 2020s as well. Because there’s a lot of data that shows pretty much all the job growth, all the economic activity that has happened in America through this incredible bull run has been really concentrated in urban centers. And if you correlate that with things that are happening politically or frustration or — there’s all sorts of things that could be correlated with that economic activity. When you start to spread that economic opportunity throughout America, throughout the world, [think about] how that…

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    Episode 16: Glitch CEO Anil Dash on Strengthening Values in a Distributed Startup Dec 12, 2019
    Show notes

    Read more about Anil Dash in “To Remake Tech, Remake the Tech Company“ Subscribe to Distributed at Pocket Casts, Apple Podcasts, Spotify, RSS, or wherever you like to listen. Anil Dash didn’t like the direction the web was going, so he joined a tech company that promised to take web development back to its indie roots. That company became Glitch, a semi-distributed company based in New York City. In this episode, Matt and Anil talk about the good old days of blogging and how the ideals of those pioneers inform the way Glitch treats its employees and its product. The full episode transcript is below. *** MATT MULLENWEG: A lot of tech companies talk about prizing “people over profits,” but Glitch is a startup that is serious about these ideals, and holds itself publicly accountable for sustaining this commitment as the company grows. That’s partially because Glitch’s CEO is Anil Dash. Anil’s an old acquaintance of mine — he’s one of the early pioneers of blogging. Over the last twenty years he’s developed a reputation as something of a tech prophet — not just for predicting what’s going to happen next, but for holding the industry’s feet to the fire. Glitch is a partially-distributed company that runs a social platform for building and sharing web applications. To do that, they’ve developed a workplace environment that centers around employees’ well-being. I’m interested to hear from him how his company has aimed to go beyond platitudes and create a genuinely equitable and respectful workplace, and to learn where their semi-distributed structure fits into that goal. Alright, let’s get started. MATT: Anil, you have been blogging forever. ANIL DASH: [laughs] Roughly, yes. In geological time, it’s short, but in human years it’s 20 years. MATT: How did you start and what keeps you going? ANIL: People in my life were tired of hearing me rant about things. So they were like, “Go put it somewhere else.” [laughs] And at the time I had a really long commute. I was commuting by train an hour and a half each way. I mean it was really — it was like three hours a day on a train and I was going nuts. MATT: Wow. ANIL: You didn’t have Wi-Fi back then. So I had a giant Dell laptop and I was like, “I’ve got to learn how to do more with HTML.” I knew the basics but I wanted to do it. I would do it, literally just practicing on local on my laptop, on Internet Explorer 5 or something, whatever it was at the time, and I thought “Oh, I could take these rants in my head and put them out here onto the internet.” Right about the time that I had that idea in maybe summer of ’99, I saw the first couple sites. I was like, “Oh, this is what I could do. I could organize it this way.” I saw Peter Merholz’s site, PeterMe, and then very quickly discovered a couple of others. And so these pioneers were doing it, and I thought, I don’t think I can write like them but I think I’ve got something to say. It really felt like it was the right time too because I had started in maybe July and by September the Pyra team had built Blogger and the Danga team had built LiveJournal. Even just the fact that there was software to me meant “OK, this is legit.” MATT: So 20 years later? ANIL: 20 years later. MATT: Dashes.com. ANIL: Yes. MATT: Why do you blog now? ANIL: One, it’s part of how I think. My wife will always say, “You’re staring off into space like you’re writing something.” She just knows that it’s this thing where I’m collecting my thoughts. Certainly one of the most important things to me is, I think better and organize my thoughts better and share my ideas better when I write it, and it introduces a rigor to what I’m sharing. I love that push to accuracy and push to quality. It makes my thinking stronger. Some of it’s just, I like to write. For a long time, I had no other place to do it. I was lucky, after I had written a million words online people asked me to write for things. [laughter] You know? I got a column in Wired and I was like, “Where were you all ten years ago?” MATT: Cool. ANIL: But nobody was trying to hire me to write so I might as well put it out there. And that’s still true. MATT: What would make you stop blogging? ANIL: Well I’ve slowed down. So I would say the thing that slows me down is, well, life, right? So I’ve got to spend time with my child and I’ve got a company to run and I’ve got — the priorities have shifted. I can’t just say I’m going to stay up all night and finish this 3,000-word piece like I used to. But at the same time, the biggest thing chipping away at it is having other venues and other platforms. I resisted doing a podcast for the first 15 years of the medium. [laughs] I think the week podcasts were invented somebody was like, “You should go do one,” and I was like, “Ah, I don’t know.” MATT: And now you have your own little studio. ANIL: Yeah, exactly. Then I started thinking about the craft that… The same is true actually of other social media. Like Twitter in particular I spend a lot of time on. And this is a strange thing to say but I think you’re probably one of the few people who can appreciate it — I care about being good at it. I think people are like, “That’s an absurd thing to say,” like, “Isn’t this disposable, isn’t this ephemeral?” I don’t feel that way at all. I have Twitter threads that have been going for six years. I am very mindful of how I use my audience, who I retweet and who I amplify. So I think very much of that as a body of work too. I never delete tweets. Again, same thing, I am certain somebody is going to go back and be like, “You said this thing that’s terrible,” and hopefully I’ve learned since then. But I very much want there to be a body of work between all the things I’ve done that I look at on a years — and now decades — timescale. I don’t think very many people look at their YouTube channel or their Snapchats [that] are like “Yeah, how is this going to age in 20 years?” But I have that luxury so I try to do what I do with that in mind. MATT: As you mentioned, you’re running a company now — Glitch. ANIL: Yes. MATT: How is that culture of blogging or writing part of Glitch’s culture? ANIL: So Glitch is the latest name and current incarnation of a company that started as Fog Creek Software in the year 2000, founded by Joel Spolsky and Michael Pryor. Joel is, to me, one of the all-time legends of blogging, one of the greatest people to ever do it. Joel started Joel on Software in ’98, I think. MATT: Super early, yes. ANIL: Yes. I would read Joel’s blog and he would talk about a company where they cared about the software they made, cared about how they treated their people, were very thoughtful about the work that they did. They did not want to be just another dot-com, which at the time that was what was in vogue. I thought, “Wow, that would be an amazing place to work.” And also, “I would never pass their coding test.” That was the other thing I thought about the company. And in late ’99 — December ’99 — they had a blogger’s dinner in New York City, which is a funny thing to say because the premise was — MATT: Of all the bloggers. ANIL: All the bloggers, right. And we fit around two tables in a Mexican restaurant. You fast forward over the next 10 years and they had built some products and really established a culture, and Joel reached out and it was just like, “We’ve got something to show you.” I saw the prototype of what became Glitch. You could have live-in-your-browser code. And as you coded and typed your code out, it would live-deploy without you having to run anything, do anything, touch anything. You didn’t have to ask somebody down the hall for the access to the AWS account. It just worked. I still have the notes from that first meeting, and we were looking at them not long ago, we had had some folks join and I wanted to show them where it all came from. That first meeting that we had of the demo of it was — we talked about, well, we need to have a social network wrapped around this so you can find the apps, and you need to be able to remix the apps so you can redo it, and we need to have multiplayer editing, so more than one person can edit at the same time. And we had this list, and we made these bullet points in the first hour, all of which we did, all of which are the heart of the Glitch experience. It was really like few moments in my career. It actually felt a lot like when we first saw blogs. I first saw the blogging tools and it was like, “Oh, this is going to be it. This is… I don’t know if what we’re building is going to be the way it happens, but this way of creating the web is going to be how we make the web.” It was really, really clear. I remember really early on, when I was talking to Mena Trott, who had led the creation of Moveable Type, and was one of the bloggers that influenced me most, with her voice and her tone. I had said, “Someday there’s going to be a million blogs.” And she just looks at me and she’s like, “You dumb ass, there’s going to be like a hundred million,” you know? [laughter] And it was just such a great, both affirmation, and also “This is so much bigger than we can imagine.” I had that feeling with Glitch, which was — I think a lot of us had lamented the web we make. That we have apps on our phones, and what I always experienced with the apps on my phone. Everybody complains about [how] the algorithms aren’t fair, and there’s all kinds of awful content being shared, and misinformation and these things. What I miss most is, I look at my phone and I look at the apps and I don’t know who made any of them. MATT: Hmm. ANIL: It used to be [that for] every website I went to, I knew the person, and I knew what they liked, and I knew why they made it the way they made it, and what their peccadillos were. I mean, I still go to Daring Fireball and I’m like, “Damn it, John Gruber, the font is still too small. [laughter] I mean we are so much older now, just nudge the type size a little bit bigger,” you know? I’m sure he’s been finessing the font for 17 years to find exactly the right size but he’s not ready to commit yet. [laughter] But ultimately I come away and I’m like “That’s fine, I know exactly why it is what it is, I know his personality is captured in every pixel on that screen.” And then the stuff I spend my time tapping on, on my phone, has none of that. It doesn’t have people behind it, I don’t know the peccadilloes. I always use the analogy of food. Every meal I remember in my life was made by people I love who were — maybe it was a part of a tradition, like our culture. I know where the ingredients came from, I certainly know who was in the kitchen. And in none of my great digital experiences do I know who made it and can I thank them. You and I both have had this experience where we see an app or a tech that meant something to us, or a website that meant something to us, and we get to meet the creator. MATT: It’s so exciting. ANIL: Yes. So I felt that all like a flash the first time I saw the prototype of Glitch. Then we spent a year and a half, almost two years, really remaking the company in that vein. So I joined, which was incredibly intimidating, to be the first non-founder CEO of this company after 17 years and 18 years in business. We had shared an office with Trello and we moved out on our own, which felt like being 18 years old and moving out of mom and dad’s house. We renamed the company Glitch. Joel was incredibly supportive. And then the team, the people here… It’s so interesting because we’re not trying to be retro. I don’t have any idealistic view of the good old days, but I think there were things on the web that we used to like that we miss. So we imagined a modern version of that and everybody aligned around that. It’s really interesting where there are people certainly of my cohort who are like “Oh I remember the old internet and I used to go to MetaFilter,” or whatever the old thing was, but most of them are like, “Oh I’ve never known that web. The web I’ve grown up on was — the wildest part of it was MySpace and everything else has been this blue box we shove our photos into.” And the exceptions are around the edges. Definitely I had a WordPress theme that I used a hack on, or definitely I had a Tumblr thing that I would try to mess with the theme of. But those were the edges. It is satisfying to make something, and very little of their experience of the web had been that, and so they wanted to unleash that for as many people as they could. We’ve been fortunate. We came out of beta a little over a year ago. People have built well over three million apps on Glitch, and it’s going up very quickly, which is fun. [laughs] They are all full stack web apps, they are 99.99% open-source, they are all remixable. You can view source on all the apps — and full stack, you can even view the server code. It feels like a bit of the promise of the web that got so many of us excited in the beginning. MATT: So someone could think of it like a largely open-source code repository where all the code executes as well? ANIL: Mhm, yes. MATT: You can see how things work and if you build something, I can click a button, remix it, essentially fork it, software terms, and start my own version? ANIL: Yes, yeah, exactly. So for everybody, if you come to Glitch, I comment it’s almost like an app store. There will be something fun today that’s like “Build a Slack bot” or “Make a fun game for your friend,” or whatever it is — very simple stuff. And if you just want to go, take that and play, you’re great, it’s fine, you don’t have to be a coder, you don’t have to dig in. What we find is most people are like, “This is cool, but I want this button to be blue instead of green,” or “My boss wants me to add this one feature to this little tool,” or whatever it is. Then that idea of, “I’m going to remix this and customize it and make it my own.” The fact that you could do it in the browser, you click remix, you get your own copy, and behind the scenes it’s just a cloning a git repository. But what’s happening is the editor — it’s like Google Docs. You can do live, real-time editing together on the code, and you can share the link with somebody. As soon as you get in that mode where rather than “I’m going to figure out what this is on my own,” but I can collaborate with somebody — and especially that you can just do it in your browser, you’re not installing a dev environment, you’re not configuring an editor, you’re not doing all the complicated things, you’re just doing the creative part — I think that has been very, very freeing for people. There is this magic happening behind the scenes where that app runs and then if you type in code and you make a change, it immediately is running with that newer version. Those are things that have empowered people to sit there and say, “Now I’ve got permission to do this again,” maybe in a way that if I’m an older-timer and I’m used to doing it on GeoCities or on MySpace or something back in the day, but that has gotten hard. I think you and I both started FTP-ing pages up to a website. That’s hard as hell to do now. MATT: Oh my goodness. [laughs] ANIL: There’s deploy scripts and there’s cloud configuration and — MATT: It’s gotten more complicated, actually, now. ANIL: Yeah, yeah. MATT: It actually always surprised me, Moveable Type had this feature in WordPress too, where you edit the template in the browser. ANIL: Yeah. MATT: How popular that would be and actually still is today. Like, we still invest in — I guess we build it on CodeMirror or something, which is an open source library. ANIL: Yeah, so do we. And it’s essential. MATT: Oh cool. People love those features. ANIL: If you’re an experienced dev, you are going to have your whole toolkit, and you’re going to connect it all up. It’s the difference between a weekend woodworker or hobbyist, and the person who’s got the wood shop. MATT: But collaboration is a super feature that none of the desktop tools that I’ve used have. ANIL: Yeah, exa…

    Full show notes at the publisher

    Episode 15: Inside the Grand Meetup Nov 26, 2019
    Show notes

    Read more about the Grand Meetup in “The Importance of IRL in a World of Screens.” Subscribe to Distributed at Pocket Casts, Apple Podcasts, Spotify, RSS, or wherever you like to listen. On this episode of the Distributed podcast, we get an insider’s look at the Grand Meetup, Automattic’s annual weeklong all-staff event, where employees have an opportunity to collaborate, learn from one another, and hang out face-to-face. Folks from across the company share what makes this gathering so special, talk about social cohesion in the context of a large distributed company, and reflect on what’s great (and what’s tough) about the distributed lifestyle. The full episode transcript is below. *** Mark Armstrong: Okay go. Josepha: The song that’s in my head right now is “Good morning. Good morning.” My name is Josepha Haden Chomphosy. I shouldn’t say it like a question. That is my name. My name is Josepha. Mark: Great to see you. Thank you for stopping by the Automattic podcast booth. Josepha what do you do with Automattic? Josepha: Great question. A little bit of everything. I am the lead of the .Organization Division, which is the division that supports and helps to guide a lot of our open-source work with the WordPress project itself. /// Mark: Who are you? Tell me your name. Aaron Douglas: My name is Aaron Douglas. I am a Mobile Wrangler for Automattic. My official job title is actually Chief Tater Tot Officer — I neglected to change that and it just stuck. I work on the WooCommerce mobile app as my primary thing, but everywhere around Automattic I try to help out where I can. /// Mark: OK. Here we are in the hallway again. What’s your name and what do you do at Automattic? Brandon Kraft: Hi, I’m Brandon Kraft. I’m a Code Wrangler working with our Jetpack plugin. /// Mark: What is your name? Sheri: Sheri Bigelow. Mark: And what do you do at Automattic? Sheri: I am an Excellence Wrangler. /// Rocío Valdivia: My name is Rocío Valdivia. I am from Spain and I’m a Community Wrangler at Automattic. /// Achaessa James: I’m Achaessa and I’m with the Legal team. /// Will Brubaker: So my name is Will Brubaker. I am the Chief Mechanical Officer. /// Erin Casali: So hello, I’m Erin Casali, often referred as “Folletto,” and I currently work as the Design Lead of Jetpack. And how long? It’s been a while now, six years. Mark: Where are we now, here? Erin: So we are — I think — in Orlando, because we are inside a hotel, and have been a while, so I’m not entirely sure where we are? Your hotels look all the same. But we’re in Orlando. I lost count of time. I think we are on day three or four of the Grand Meetup. Mark: It really is a blur, isn’t it? Erin: It is. Mark: Thank you for being here. Matt Mullenweg: Howdy howdy, I’m Matt Mullenweg, the CEO of Automattic, and the host of the Distributed podcast. Those voices you just heard? Those were Automatticians — folks who work for Automattic — and today we’re going to be hearing from them about this year’s Grand Meetup, and more broadly, what distributed work means to them. Back in September, Automattic held its annual Grand Meetup, which is the one time during the entire year that pretty much everyone at Automattic gets together in one place. The other 51 weeks of the year, we all work from different places all over the world — over 70 countries now. So this is a chance for some of us to meet face-to-face for the first time, and for everyone to catch up with old friends, discuss our work and align around our goals, and hear great talks from folks like Stephen Wolfram (who was a guest on this podcast a few weeks back). We set up a recording booth at the meetup and talked to a bunch of folks from around the company to hear about their experiences with distributed work. My colleagues Mark Armstrong and Ben Huberman were on the ground, asking questions throughout the meetup. Mark and Ben are from Automattic’s Editorial team, and they’ve also been helping out a ton with this podcast. We’ll kick things off with some Automatticians talking about why meetups matter for distributed teams, then get into an interview with Megan Marcel, our Director of Global Events & Sponsorships, about what it takes to pull off this huge event with so many people — I think we had around 900 this time. Then we’ll hear some remote work tips, and finish with some stories about why these folks have chosen the distributed lifestyle. OK, let’s do it. Take it away, Mark. Mark: OK, thank you, Matt. Now that we’ve met some of our colleagues from Automattic, let’s go deeper and learn a little bit more about their experiences at the Grand Meetup. If I can set the scene a little bit, Ben and I stationed ourselves at different tables outside in the hallways of this conference room in Orlando — just a few miles from Walt Disney World. We just flagged down people as we saw them, or people would see us with a microphone and say, “Hey, what’s that? Can I get interviewed?” I have to say it was super fun to have an excuse to pull people aside and interview them and ask them about their experience at the Grand Meetup. It can be such a nerve-wracking experience to be surrounded by all the people you work with, so it’s just fun to take a step back and look at the scene, and ask some questions of each other on what it’s all about and why we’re even there in the first place. Mark: Now we’re here at the Grand Meetup in Orlando, Florida. What is the Grand Meetup? Josepha: The Grand Meetup is basically like a company all-hands. I think that’s how corporate places call it, where we get everybody from the company who’s able and willing together in one place to do some additional training, additional team-building, and a lot of [the things that have] to happen when you work in a distributed company. So when you work in a distributed company, every time that you interact with your colleagues via text, or however you are away from them, you are taking out of your social bank account with them. And so when you get people together, that’s when you have the opportunity to see each other face to face, remind everybody that you’re all human beings, and fill that social capital back up, because it’s so hard to communicate via text. That’s one of the main benefits of bringing everybody together this way. Of course we have a lot of trainings and a lot of opportunities to have high-bandwidth conversations. But I think that’s one of the main benefits, and it’s almost a side-effect benefit. I don’t think anyone thinks actively about that when they bring everybody together for this. /// Mark: When did you join Automattic? Achaessa: November 1 in 2018, so I give a flash talk this year. It’s my first GM. Mark: Fantastic. So what how has it been so far? Achaessa: The GM? I love it. I love it. I’m meeting all these people who I’ve been working with all this time and it’s so awesome. It’s like the best in the world. /// Will: It’s a very energizing experience to be here. My job is very demanding, and my life is very demanding, and everything around us is very demanding. I start to get de-energized in about July or August, and it’s also like things are physically — it’s hot outside, and things are more difficult in this time of year, at least for me. But then I get here, and I get around people and I ask questions there that are on my mind and what I’m passionate about, and I want a real answer here. And you know what? I get a real answer, and I get an answer that inspires me and makes me want to go home and work harder. You know what? I’m empowered now to fix the things that have exhausted me, and we’re going to start over, and we’re going to move towards the next year’s goals, and I’m very clear what those are. And that’s what this does for me, is that it’s a reset. It energizes. /// Ben: So right now we are in Orlando for the annual Grand Meetup. What does the Grand Meetup mean to you? Rocío Valdivia: Wow. The Grand Meetup means a lot of things to me. I love the energy. I come back home with all my batteries charged for the rest of the year. I’m very aligned with the values of this company and I’m very aligned with the kind of people that I find here in general. Nobody’s normal, right, and everybody’s different in so many different ways. And in this company you can be however you want to be, and [be] nice to each other. And something that I will highlight as well is that everybody helps each other. I love that. And what I value the most about the GM is the connections that I create in person, that I can use them. It’s like I take advantage of all the connections I create in person during the GM the rest of the year. I learn more what people do. For example, I sit down and I meet someone during lunch and hey, this person just tells me that [they] work in marketing or [they’re] working on this and that. And then we have a conversation and we realized that we have so many things in common. And then for example, I am marketing seeking help maybe with WordCamps, and then we start planning. “Oh we should do this. We should do that.” And I love it. Because normally those kinds of things don’t happen during the year because you are so focused on your daily-basis job that you can not find the time to just hang out in different teams’ channels. I don’t normally do it because [I am] so busy. Right? /// Mark: What was your first Grand Meetup like? Josepha: Oh, my first Grand Meetup was terrifying. I’m a wild extrovert, especially compared to a distributed technology company standard-issue employee. Wild extrovert. Mark: What are you talking about? Josepha: “I’ve never heard of such a thing!” I was told by my team lead at the time that I didn’t need to prepare for anything because I was so extroverted. And so I arrived and I had no idea what to expect or who was there. I joined a tiny team — like seven people, maybe six even — and so I joined and I knew them and that was it. I didn’t know that there was this whole other company going on. I didn’t know that we had classes we had to attend. I just showed up to stuff randomly on the day that they were happening and it was really stressful. Even for me, I remember thinking at the end of it like, “I’m not sure that I’m an excellent fit here.” I wasn’t prepared. Everybody knows everyone. I don’t know anyone. I have nothing in common because of course I hadn’t spent any time trying to figure out where I was headed. It was really stressful. But I made it through. Mark: It’s a sensory overload, isn’t it? Josepha: Yeah. It’s like the first time you go to CES, in case anyone does. You can make it about two-and-a-half days before you’re like, “This is terrible and I’m going to hide in my room until everyone is gone. And then I’m going to get on the first very slow transportation out of here, and that’s it.” Mark: But it’s like CES, but they are everyone you work with, and a bunch of people who you have already chatted with, but you have never met them in person. Josepha: Exactly. Exactly. And you’re not sure whether you inadvertently offended them. And sometimes you completely forgot to respond to them cause you hadn’t figured out how to use all the communication channels yet. And they’re like, “I asked you something two months ago, it probably shouldn’t have been time sensitive, but now I’m mad and it is.” So you run into all these surprises because you hadn’t figured out how to communicate. You hadn’t figured out how to work with all of the information that comes in because there’s so much information all the time and you have to be proactive about finding it, which is good, in a way, and also really difficult in ways as well. Mark: We’re in a big hotel complex in Orlando, Florida right now. We’ve got a bunch of employees in front of us. How does this compare to your first Grand Meetup? Josepha: It was so much more casual, because, if you think about the difference between 300 employees to almost a thousand employees, and the types of employees, and the roles that they have — that we’ve taken on since then — it was so much more casual. It was almost familial before. And I don’t know if it’s mostly a matter of the way that my work has changed, but I remember that I was in full discovery mode the whole event and just trying to figure out who did what and why, and where all the work came from, and what we were doing, and why we did it. And now it feels like — and I don’t know if it’s accurate or not — but it feels like for the most part, everybody already knows where they’re supposed to be, what they’re supposed to be doing, how the work is supposed to go. We show up and everybody already has this excellent plan and a goal for what to do for the week, even if that goal is “finish my support rotation.” And I think that’s a really nice thing, to have a really easy, collegial sense, which before was a “Hey, casually figuring out what to do now that we’ve arrived.” Mark: Now there’s another element to Grand Meetups that continues to this day, although it’s evolved a bit. Your first Grand Meetup, correct me if I’m wrong, you did not know that you were going to have to present a flash talk? Josepha: Yeah, I didn’t quite know. I had never seen a flash talk. I didn’t even do any research. So I arrived and someone had told me, “This is a thing that has to happen but it’s really easy, because you’re an extrovert, and so you show up and you talk for four minutes, it’ll be easy.” Now I love public speaking and I’ve done a lot of it, and four-minute presentations for me are way harder than 45 minutes, because you have to choose and plan what you’re going to say, every second of all of that. You don’t have any room for extemporaneous chatter. And so I showed up and they were like, “Oh we never received your slides.” And I was like, “What slides? Why do I need slides? What is it? What is the flash talk?” It’s short. I thought I just had to get up and say my name. And so I had to suddenly pull together slides and it was the most boring, bland title for a talk I could have ever imagined. It was like “Learning to be a better mentor,” which is super on-brand for me. And also, especially seeing what I do now, super on-brand for the future of my work here. But I didn’t know that at the time. No one else knew it at the time. I was just someone here to manage meetups. Man, I felt so stupid because everyone else is “Making paella the best: why Spaniards hate your stupid ham.” And mine was like, “Be a better mentor.” I was so serious. I showed up and I was serious and it was mildly embarrassing, but I survived. Mark: I have to say, I think I remember watching your flash talk and saying, “Yes, Josepha is here.” I really enjoyed it. I remember enjoying it. Kudos to you. Josepha: Thank you. Mark: But it is a funny thing because you come in and you think the flash talks are going to be half about work or maybe some lighthearted stuff. But very rarely they’re about your day-to-day work. I have learned we have such a talented group of people at this company and that’s what I feel like I learned so much from these flash talks. People have such diverse interests and hobbies and passions. Josepha: It brings back that human element, and humanizing people again and reminding people that we’re more than just a Happiness Engineer or someone on Editorial. There’s more to who we are than just that one thing. And I think that’s really special and really important and something you don’t get in corporate settings that are this size. Mark: What are some other pro tips for attending a Grand Meetup? Josepha: I think the thing that is most important is to consider what your boundaries are before you come. It’s so easy for introverts and extroverts to get swept up in the excitement of it, and like — are you willing to stay up until two in the morning in the party suite? Because that’s where the people that you had dinner with ended up. Because if you don’t, you don’t prepare for it. If you normally go to bed at at 10 o’clock at night and wake up at 6:00 AM a…

    Full show notes at the publisher

    Episode 14: InVision CEO Clark Valberg on Distributed Design Nov 14, 2019
    Show notes

    Read more about Clark Valberg in “Building the Tools that Bring the Screen to Life.” Subscribe to Distributed at Pocket Casts, Apple Podcasts, Spotify, RSS, or wherever you like to listen. InVision CEO Clark Valberg needed a tool to help his distributed team collaborate on design projects. So he created it — and it became the company’s flagship product, one that every Fortune 100 company now uses. In this episode, Clark joins our host Matt Mullenweg to discuss how he built his distributed company, and how that structure informs InVision’s collaborative-design products. The full episode transcript is below. *** MATT MULLENWEG: Howdy howdy. Welcome to the Distributed podcast. I’m your host, Matt Mullenweg. My guest this week is Clark Valberg, the founder and CEO of InVision, a company that makes a collaborative design platform that’s very popular with distributed teams. It does ideation, design, prototyping, sharing… and it all lives in the cloud. No more emailing files back and forth — it’s pretty slick. Clark founded the company seven years ago in Brooklyn, and now they have over 5 million users at places like Airbnb, Amazon, Netflix, Starbucks, and my company, Automattic. Like Automattic, InVision is fully distributed. And they’re similar to us in size, so I’m interested to hear from Clark about his experience leading and growing a distributed workforce. Alrighty. Let’s get started. MATT MULLENWEG: Welcome, Clark. CLARK VALBERG: Hey, great to be here. MATT:Y’all are one of the other big fully distributed companies. Tell me a little bit first about what InVision does for people in a cave who might not know yet. And tell me a little bit about the scale of what y’all are doing in the — CLARK: That was my opening to you, by the way. Oh y’all are one of the other largest remote companies. This is a constant debate, by the way, internally, which one is bigger. CLARK: Okay so Clark is the CEO and Founder of a company called InVision. InVision is a design collaboration platform. Most of the products — I hope most of the products — that you use everyday, if they’re well designed, if you love them, if you feel excited about how they work and how they fit into your life, it’s because the design of the product is good. And so that’s where InVision comes in. We are the place where those products are designed, tested. We’re the stakeholders that make that product great, are engaged, we are both the design tool and the place. MATT: So if you were to describe what it’s like to use an InVision product. Let’s say I’m a designer, I’m collaborating with another designer, what will we do? CLARK: If you are a digital product designer, you need a place to design, you need the place to actually create the screens that make your product beautiful. That’s InVision. MATT:So before, I would do this in Photoshop on my computer and now it’s happening in a web app? CLARK: Photoshop or a cave wall, depending on how old school you are. So yes, you would’ve done that there and now you do that [in] InVision and then InVision is also the place where that design comes to life in a collaborative sense. It’s the place where you put your design so that others can look at it, engage with it, give you feedback on it. The question you’re asking is fundamental to this transition of design altogether, which I can talk about for a long time, but design is no longer a job to be done, it’s now an organizational discipline in a world where the screen has become the most important place, or one of the most important places in the world. MATT:When and how did design become important to you? CLARK: I ran an agency and dealt with what was the general operating dynamic of agencies at that time, and probably still today in many respects. You have a client, they have an idea of what they want, they have some business problem they’re trying to solve and you’re trying to put together some kind of a requirements document, some kind of a contract that hopes to look into the future and imagine everything they’ll ever need to accomplish whatever business goal they’re trying to accomplish, and define that today, or at least in the next few hours until we can get this thing signed and move forward. So this idea of up-front definition bothered me, that was a deep intellectual itch. How can I, instead of creating a contract that separates me from the client and hopefully mitigates the legal risk of giving them exactly what I told them that I would give them, and we’re charging by the hour, how could I align my values and go on this journey with them together side by side? How could I act as their guide toward the business reality that we would ultimately end up discovering together? Any time there’s a client, there’s that dynamic of — you know what you want in your head; it’s impossible for me to get that out of your head and get it into my head. And by the way, even if I could, hopefully if we do something right that will change over time, the more articulate that vision of the future becomes. MATT:How did this agency look? Clients, were you meeting them in person, were your colleagues in person? CLARK: Both. It was my first dip of toes into the world of being able to work with people seamlessly online. So a lot of the fundamental inventions, collaborative inventions that we have here at InVision — 900 people, totally remote — came from that world of just trying to make clients happy at a much smaller scale, sometimes remote. MATT:How big did the agency get before you switched to doing the product work as your primary thing? CLARK: The biggest ever? I think it got to 25 tops. So it was a small agency. The word “boutique” sounds much better than small, doesn’t it? MATT:There’s probably a lot of people [who are] part of or running agencies, listening to this [who have] that dream of switching to be a product company. What advice do you have for them? What made it work for you? Because there’s so many examples of that not working. CLARK: I’ll tell you, I did not have a vision of becoming a product company. It happened as an extension to the reason why we started this agency in the first place. So the agency was founded on, “Hey, instead of ending up in these weird litigious, semi-adversarial relationships with clients, what if we could figure out a different operating model, a different communication model?” So we started by building prototypes, and we would write those prototypes in code, we would show them to clients early, we’d be able to have a diverse conversation across the organization, instead of just dealing with one project manager, we’d be able to embrace all the different business leaders that represented the parts of the business that we were trying to serve with the software. We’d have holistic, multi-dimensional, diverse conversations. That was the whole idea. I wanted to be an agency that loves its clients. I want to be on the same side of the table. These were all the different key words, [laughs] the key phrases that we used to make ourselves sound different and differentiate. But I think it sprung from a place of what we saw wrong with the industry. And then that tool called a prototype just evolved over time. And at some point someone — not me — said “Hey, what if we just took designs out of Photoshop and connected them together and turned them into a little simulation that was almost as high-fidelity as the coded prototypes that you were building? It would be almost good enough and probably you could — we’ll just run it as an experiment but it’ll take an eighth of the time to build and maybe we can use that as a communication device.” MATT:Who was the first client you tried that on? CLARK: It was a company in upstate New York. So this is one of our few fully, fully remote engagements, like we went to see them maybe once a quarter but other than that everything was happening online. I’ll reserve the name but a large education-product company. They created educational products that they sold into school districts. And we were building essentially a totally custom ERP solution for them — every part of their entire business modeled into a piece of software, every experience that exists between two people in that entire company was modeled into a screen some place. MATT:Wow. CLARK: So a very sophisticated piece of software. And it would have been an absolute nightmare had we not employed this process because there were just too many stakeholders with too great a diversity of perspective on what needed to be built, and it just had to be a conversation that happened over time. This was a “Let’s try this new thing. What do we call this new thing?” I think literally the time that we’ve been on this call so far was the time it took us to come up with the name InVision. [laughter] I think it was the second idea, like, “Oh, we’ll just change it later, that’s fine.” And we had absolutely no interest, almost an explicit disinterest, in having anyone outside of the company know what this thing was. This was just for internal use only. Somebody even said “Hey, what if we wrote a blog post about this? What if we..?” And once it worked, once we saw that it would totally change the game for us, and it really did in very profound ways, this is like a whole new movement for agencies, this would be a cool thing to talk about. I said, “Absolutely not. This is our differentiator, this is our competitive advantage in this agency, maybe let’s just keep this under hat.” MATT:Ha! CLARK: Luckily someone — it’s good to have a lot of people who disagree with you all the time around you, otherwise you end up being a victim of your own vision. MATT:So at this time, it sounds like you have an office and colleagues in that office. At what point did you switch to being fully remote and using these tools to enable that? CLARK: Even the agency was hybrid. And in New York City, my entire movement into a fully remote world — again, never had a vision for it, didn’t think this was the future. I’m still not sure if it’s the future for everyone, okay, this is a matter of significant debate and worthy of debate. It was a necessity thing. So the agency was a hybrid but let’s call it a reluctant hybrid, like “Hey, we can’t find enough people in New York so we’ll hire people who aren’t here and we’ll just deal with the overhead and managing that overhead, that collaborative overhead as a cost of doing business.” When we transitioned into InVision, so yada, yada, yada — we’re yada yada yada-ing through the birth of an entire company — but this product is cool, what if other people liked it? Let’s put it in front of the world and see if they bite. They did. We raised some capital and then we had to transition out of the agency and into the product company. I sold the agency to a — basically a hostile takeover. I sold it to my wife for a dollar. Literally, it’s a whole big story where the company, InVision, sort of launched its for-pay model on my wedding day. So here we are with $1.1 million and an office that my co-founder and I are sitting back-to-back in a tiny Regus space in midtown Manhattan. I think it was the year that Google opened up the Google megaplex — I don’t know if it has an official name, but the building in Chelsea? MATT:Yes. CLARK: We just found that every conversation we were having with an engineer, designer, anybody, everyone — they were also talking to Google, they were also talking to Yahoo and Facebook. Anybody with a New York office with a more fashionable name and better ping-pong tables to our no-ping-pong tables was just destroying us for talent, and I found that we were spending all of our time wining and dining engineers we weren’t hiring. MATT: Wow. CLARK: And so we got together after about three weeks of slogging through this talent thicket, and asked ourselves an existential question. We did what we called a pre-postmortem — I’m sure you’ve heard this idea. Let’s look into the future, let’s imagine the things that don’t work out and let’s guess, based on what we know today, what are the likely sources of that failure? And the biggest one for me was not spending enough time on the things that really make a business successful. At the end of the day, product-market fit is where it’s at, at this critical birthing stage. We have to get a group of people vehemently, maybe violently excited about this new product and talking about it to people. It has to have independent lift, it has to have word of mouth, groundswell. And what will we probably be doing instead of focusing on the design of the product, the marketing of the product? We’ll probably be trying to hire engineers and moving way too slow. And we just opened up the envelope. And again, it may not have been me, somebody thought, “What if we just hired the people that we had worked with as contractors in the agency?” We had a pretty significant bench of folks that we pulled in who were full-time other places and just did little side jobs for us in exotic, far-flung destinations like Phoenix, Arizona… Houston, Texas. Places that were secondary, tertiary tech markets, folks that we just knew, knew from conferences, because they were developers in the same language that we were developers in — what if we just hired them full time? So we said, what if we just did this at scale? What if we somehow figured out how to make collaboration work where everyone was remote? And I had a piece of advice. I don’t know if he even knows that he gave me this advice and how pivotal it was for me. Do you know David Cancel from Drift? I called him up. He had just sold a company to HubSpot. I ran the idea by him, like, “Hey, what do you think about this remote idea? What do you think about this talent hack — instead of hiring people in New York, we’ll hire them anywhere. We’ll actually pay them above market.” That was our thesis originally, to pay them above their local market but arguably below the New York market. And there is a very, very wide spread there, at least there was then even more so than it is today. And then sell them on this lifestyle change. Sell them on getting rid of their commute, sell them on work/life integration. This is the time where everybody talked about — the common theme was work/life separation — how do I turn off my phone, how do I turn off my email at a certain time a day? We said, well, the people that we work with, they were moonlighting for us while working full time, they clearly have more passion, more interest in being involved in the work they do than 9-5, so maybe it’s not about a certain time of the day where you just die from work. Maybe it’s about having more control over when and how. Maybe there’s a work/life integration idea that we can start selling people that may actually be more meaningful than that separation. And he liked the idea but he gave me a piece of very firm advice that we still follow today, which, you’re not following, by the way. I just want to throw this out there. It’s don’t go half in/half out on this. There has to be a sense that everyone has equal access to the executive team, to each other. And the way he put it, which I thought was a beautiful way to encapsulate it — there can’t be a place where someone is not. Your office, whether if they work in marketing, it’s the head of marketing. Everyone has to feel equal proximity. MATT:And that avoids a classic problem, right, why I actually don’t like the term remote, that some people are more like second class citizens in the — CLARK: 100%. You have a room and then there’s that guy on the wall who’s trying to get a word in edgewise. I said, “Well how far do we go with that? Can we have some kind of a New York office?” He said, “I would say not.” And I think the next week my partner and I decided to disband the office, to shut down the office and to actually go home and work. Even though we had been commuting into the city — I live in Brooklyn and he lived in Manhattan, he was a few blocks away from the office —…

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