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Are you using OKRs (Objectives and Key Results)?

Not using OKRs

Using OKRs within some business units

Using OKRs enterprise wide

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How long could your company sustain a completely remote workforce?

1-3 months

Less than 6 months

Between 6 and 12 months

Longer than 12 months

We can't have a completely remote workforce

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Please share your thoughts:

Does your organization support the distinction between "makers and managers"?  Does it go as far as to directly encourage the "makers" to block off many hours daily to have the focus time to get high-quality work done?

In many organizations I've been in, managers and executives did not understand or support giving the "makers" the necessary blocks of focus time. They would interrupt often, sometimes even prioritizing ways of working that prioritize the manager's ability to interrupt.

Many extreme open-office plans that have been popularized in the last decade require people to wear headphones or find nooks to get away from distractions. I think this level of openness and distraction has caused many to seek remote employment.

What do you think works best?

What have you seen work and why?

What anti-patterns should we all seek to identify and work away from?

What are some strategies for companies in very early stages (2 to 10 employees) that can help avoid friction as they scale up? What can company leaders do to ensure they start adjusting early so that when the company reaches a certain growth level, they don't find themselves making wrong decisions? 

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What do you do to keep spirits high on your software team during moments of high stress or unpredictability? What is your morale-boosting secret weapon?

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As we see more autonomous AI coding agents enter the market, do you think developers’ ability to collaborate with their peers could suffer? Do the pros outweigh the cons when it comes to replacing a human peer programmer with a virtual one?

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