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Oh dang, I'm signed into the @LatticeHQ Resources For Humans conference and this is some amazing virtual conference software from @6Connex. How fun! #RfHVirtual
On humility, listening, learning, and adapting during hard times: "When you're not sure, go back to your core values." @jaltma quoting the team at @figmadesign. yes, Yes, YES! #RfHVirtual
Love the idea of an office experience person dedicated to "Office Nowhere" (Bertina Yen, VP of People, Evidation Health) to make sure remote folks aren't forgotten in a hybrid environment. #RfHVirtual
It might seem like a little thing, but figuring out how to deal with swag, prizes, and other little tokens of your employer brand is a big deal to employees. Being thoughtful here can make a HUGE difference. Love the idea of branded sweatpants - very appropriate these days.
On that note, if any companies want to send me some sweet branded sweats (with pockets?) I'll happily add them to my postpartum pandemic wardrobe.
Love the idea of creating intentional kids-invited virtual meetings so coworkers' kids can meet each other. It's already happening, do it on purpose! (Linette Jensen, Director, Global Benefits & Programs, InVision). #RfHVirtual #normalizeparentingatwork
I often talk about the importance of getting outside the tech industry PeopleOps bubble to learn from other industries - personally, my theater background has been hugely helpful in informing my work. So glad to have @katelin_cruse & @edcatmull speaking at #RfHVirtual today.
Something I think about a lot is the difference between showing and telling (an old theater lesson for sure). For companies, how do you make who you *say* you are (ie stated values) who you *really* are (ie your actual actions every day)? Identify the gaps and close them!
I experienced this personally at both Google & Pixar. Both companies developed innovative approaches to taking risks on unconventional team members, letting people stretch outside the bounds of their job descriptions, etc. but the execution was inconsistent across teams.
It's what sparked my passion for equitable programming & opportunity - making sure your actions are rooted in your values & that employees at all levels & *in all roles* can take advantage. "Great ideas come from anywhere" can't just be for engineers or animators, for example.
Anyway, something to chew on as you're building programming for inclusive cultures, turning to your values to inform your actions, and thinking about how to engage your team to get new ideas in the room. How are you making sure that all voices are being heard?
I should note that at both Pixar and Google I had some outstanding team members and managers who encouraged me to grow and build outside the scope of my role. I did some really cool shit! But in both cases, I also had folks telling me to know my place and stay in my lane.
Also, on @katelin_cruse's note about offsites and creativity and flow, one of the absolute best experiences I had was at @berkeleyrep, where as an intern on the artistic team I was able to contribute ideas for the upcoming season alongside our legendary artistic staff.
I will always remember that retreat as an eye-opener in terms of listening to new voices (I was an intern fresh out of college!) and including your whole team. Yes, I bought the snacks and took the notes. But I also got to be a part of the team in what felt like a meaningful way.
Might be a good time to resurface this thread, too, for my new #RfHVirtual followers 
: https://twitter.com/kimskitchensink/status/1152070514401091584
: https://twitter.com/kimskitchensink/status/1152070514401091584
