►
Description
Visit the https://archive.devcon.org/ to gain access to the entire library of Devcon talks with the ease of filtering, playlists, personalized suggestions, decentralized access on Swarm, IPFS and more.
https://archive.devcon.org/archive/watch/6/buidl-the-buidlers-how-you-can-create-the-next-generation-of-web3-contributors-through-education-peer-review-and-professional-development/
We all know there are not enough qualified people in the world to fill all the roles Web3 is asking for. We’ve got to *create* those people! Join our workshop to learn ways for developing good contributors.
We’ll start with an open office session where you can ask us your most burning questions. Then we’ll move into workstations where you can get 1on1 guidance on specific aspects of Web3 talent building. This means web2 to web3 conversion AND sharpening contributors who are already web3 native.
Speaker(s): Lenka Hudakova (Lenkla), Loie Taylor, Melanie Davis, Safder Raza
Track: Governance & Coordination
Keywords: Contributor Education,Performance,Web3 onboarding
Follow us: https://twitter.com/efdevcon, https://twitter.com/ethereum
Learn more about devcon: https://www.devcon.org/
Learn more about ethereum: https://ethereum.org/
Devcon is the Ethereum conference for developers, researchers, thinkers, and makers.
Devcon 6 was held in Bogotá, Colombia on Oct 11 - 14, 2022.
Devcon is organized and presented by the Ethereum Foundation, with the support of our sponsors. To find out more, please visit https://ethereum.foundation/
A
A
Thanks
for
joining
our
Workshop,
we
are
people
of
skilled,
it's
real
privilege,
to
be
able
to
speak
at
devcom
and
share
with
you.
What
we're
all
passionate
about
sorry,
I'm
short
of
breath,
I
was
just
running
from
bathroom
anyways
I
think
we
will
give
you
a
little
bit
of
introduction
what
this
is
about,
but
pretty
much
we're
gonna
have
two
hours
which
are
going
to
be
quite
quite
easy,
going.
A
B
B
You
want
to
continue
yeah
yeah
I'll,
give
a
little
bit
of
like
background
context
too,
about
who
we
are
so
I've
been
doing.
People
operations
in
the
crypto
space
for
about
four
and
a
half
years,
and
I
often
felt
like
an
island
in
my
project.
There's
like
nobody
else
who
is
working
on
people
issues
and
it
can
feel
like
wow.
These
other
people
have
a
different
mentality
and
I
just
wanted
peers
right.
B
So
I
found
out
that
there
were
many
other
little
Islands
in
other
crypto
orgs
turns
out
we're
in
archipelago
of
people,
Ops
staff
in
in
various
entities,
people
with
backgrounds
and
Aragon
and
git
coin
and
giveth
and
people
currently
in
pocket
and
giveth
and
chainsafe,
currently
in
git
coin
and
DX,
Dao
and
maker
Dao
and
many
more.
And
so
we
try
to
bring
together
the
wisdom
of
what's
going
on
in
the
realm
of
like
managing
people
in
crypto,
it's
pretty
different
right,
whether
you're
a
Dao
or
you're,
a
crypto
company.
B
Even
if
you
have
like
a
company
structure
still
like
half
of
your
people,
are
like
crypto
anarchists
right.
So
they
don't
really
align
to
traditional
structures
of
management
and
what
it
takes
to
build
a
healthy
team
and
maintain
a
healthy
team
is
pretty
different
than
in
the
Trad
world.
So
that's
why
we've
all
come
together
and
we
Face
our
problems
as
they
arise.
We
find
we're
often
facing
some
of
the
same
problems
at
the
same
times.
You
know.
B
Last
year
we
all
went
through
swells
and
Recruitment
and
trying
to
stay
balanced,
and
how
do
you
do
that?
Ethically
we've
also
gone
through
a
lot
of
themes
of
compensation,
as
the
bear
Market
started
to
hit.
How
do
we
build?
You
know
ways
of
assessing
compensation,
assessing
competency
that
is
crypto
native,
but
really
helps
us
budget.
Well,
so
we've
we've
faced
many
of
these
themes.
Many
of
these
people
problems
that
the
space
encounters
and
today
we
want
to
talk
about
building
the
builders
biddling,
the
biddlers
and
it's
really
timely,
I.
B
B
B
A
E
B
Heck
yeah
isn't
that
why
we
love,
bear
Market,
building,
okay,
cool
it
slides
now,
so
so
I
think
we'll
just
move
to
that
yeah.
So
I
talked
a
little
bit
about
what
we
do
as
the
people
Ops
Guild,
where
we
come
from,
but
yeah
we
we
try
to
educate
this
space.
We
try
to
educate
ourselves
and
just
be
a
Learning
Hub
together
we're
also
available
to
anyone
who
needs
some
help.
B
If
you
have
like
consult
that,
you
want
to
request
we're
happy
to
share
our
resources,
there's
a
few
different
educational
resources
that
we
have
put
out,
some
like
worksheets
and
an
article,
but
we're
also
down
to
take
people's
questions,
and
you
can
reach
us
by
scanning
QR
code.
There
will
be
also
more
opportunities
for
that
QR
code.
Later
too.
B
B
B
B
Then
we
have,
you,
know
the
maintenance
of
culture.
Once
people
are
really
in
the
org
we
got
team
building
and
and
Vibe
maintenance.
We
got
IRL
time
with
our
teams.
These
are
all
things
that
people
operations
do.
Then
we
come
to
professional
development
opportunities
for
our
contributors
as
they've
already
settled
into
their
role,
and
they
need
some
time
to
grow.
How
are
they
going
to
know
if
they
need
to
grow
performance
review,
but
it
doesn't
usually
work
in
a
typical
managerial
sense
in
all
crypto
orgs.
B
So
a
lot
of
us
have
some
form
of
decentralized
peer
review.
We
also
have
conflict
resolution
as
well
as
like
one-on-one
contributor
support
for
Hard
Times.
These
are
things
that
people
operations
provides
and
some
orgs
have
a
code
of
conduct
too,
and
this
is
something
that's
attended
by
people
operations
staff.
B
So
when
we
look
at
this
whole
life
cycle,
I
see
the
main
things
for
contributor
development
being
obviously
the
professional
development
and
the
peer
review,
and
sometimes
actually
a
lot
of
the
team
building
and
team
RL
IRL
time,
because
you
get
a
lot
of
educational
opportunities
in
that
time.
We're
all
here,
learning
at
Devcon,
right,
we're
growing
so
much
just
by
being
here,
and
so.
A
Yeah
hi
guys
I'm
Lenka
I'm,
basically
not
officially
a
people,
Ops
person,
so
I
always
feel
like
like
a
black
sheep
in
this
group,
but
it's
kind
of
fun,
because
it's
something
I'm,
passionate
about
and
I
got
close
to
this
topic.
While
I
was
working
on
a
project
together
with
my
teammates,
we
called
it
X-ray
and
we
were
researching
the
centralized
Workforce.
We
were
researching
the
ways
to
best
attract
onboard
and
retain
talent
and
the
team
I'm
at
in
our
language
core
unit.
A
It's
called
SCS
sustainable
ecosystem
scaling
at
Maker,
Now
and
yeah.
The
personal
story
I
want
to
share
here
with
you
is
actually
my
my
time
when
I
learned
that
the
maker
Foundation,
as
you
probably
know,
is
closing
down
and
basically
there's
this
completely
new
structure
where
people
should
kind
of
like
sell
themselves
as
contributors
to
the
Dao
and
be
voted
in.
So
it
was
like
a
really
big
change
in
transition,
but
we
kind
of
knew
this
is
coming
because
our
organization
has
always
committed
to
like
Progressive
decentralization
and
when
the
time
came.
A
I
just
want
to
share
that
the
good
experience
I
had
from
my
orc,
because
on
one
hand,
if
you
are
a
bit
more
centralized
organization,
you
actually
do
not
want
to
have
like
you,
don't
want
to
mess
with
the
process
of
Dao
contributor
onboarding.
So
you
actually
do
not
want
to
influence
or
weight
in
when
it
comes
to
making
this
decision.
A
But
I
was
super
fortunate
that
we
were
LED
some
sort
of
a
wiggle
room
where
we
could
actually,
in
a
bit
more
peace
and
less
stress,
figure
out
whether
we
want
to
transition
into
Dao.
How
do
we
want
to
transition?
And
basically
we
were
allowed
that
space
without
the
foundation
kind
of
like
abusing
it.
It
could
abuse
its
power
because
they,
you
know
they
have
a
lot
of
influence.
A
So
basically
I
was
in
a
situation
where
I
had
a
bit
more
time
and
space
to
be
able
to
figure
this
out
and
get
the
support
from
the
foundation
side,
but
not
the
support
of
helping
me
get
there.
But
checking
on
me
and
hearing
my
my
plans
and
figuring
out
what
other
work
and
important
things
I'm
managing
I'm
leaving
behind.
So
that
the
transition
is
smooth,
so
I
think
that's
a
very
really
good
example
to
share
with
you.
A
If
you
are
in
a
situation
where
you
have
a
bit
more
startupy
traditional
organization
and
you're,
looking
into
how
you
want
to
decentralize,
so
I
think
that
was
a
really
nice
approach
to
offer
that
safe
space,
but
do
not
interfere
with
that
and
yeah.
The
funny
thing
is
that
I
used
to
do
I
was
part
of
the
marcom's
team
and
I
used
to
do
like
events,
management
and
community
building
and
when
I
transitioned
to
the
Dao
I
just
said.
A
F
G
This
one,
this
one
works
so
thanks
you
for
sharing
that
link.
I
didn't
prepare
a
share
for
you
guys,
but
I
just
want
to
tell
you
a
little
bit
about
who
I
am
and
what
I
do.
My
name
is
Melanie.
I
am
a
contributor
to
DX
Dao
I
lead
the
contributor
experience
there.
I
I
have
a
traditional
background
in
HR,
so
pretty
much.
G
My
team
helped
support
my
squad
and
my
Dao,
so
today,
I'm
actually
going
to
be
at
the
peer
review
Workstation
and
we're
going
to
be
talking
about
building
a
culture
of
feedback,
introducing
some
mechanisms
that
you
guys
can
use
within
your
Dow
and
then
implying
them
to
certain
cases.
But
that's
a
little
bit
about
me
and
who
I
am
and
yeah.
Thank
you
for
joining.
F
I
Hey
guys,
thanks
for
being
here
with
us,
I'm
Anna
I
work
at
chainsafe
and
I
come
from
traditional
web
2
space
and
came
into
web
3
two
years
ago.
With
you
know,
a
bunch
of
tools
from
web2
can
be
implemented
on
web3,
which
is
with
different
different
outlooks
and
basically
adjusting
making
it
work
as
well
so
happy
to
be
here
and
talk
about
that
today.
B
J
Hi,
my
name
is
Heather
and
I'll
be
filling
in
for
Francis
at
the
recruitment
station
and
I.
Currently
work
for
giveth,
oh
I
forgot
to
mention
like
thankful
for
showing
up
I
thought
we
would
be
speaking
to
a
room
of
crickets,
but
it's
really
awesome
that
there's
like
so
many
people
in
here
that
are
like
really
passionate
about
this
are
at
least
interested
as
we
are,
and
a
little
bit
about
myself
is
I,
don't
come
from
HR
at
all.
J
Yeah
I'm
I'm
actually
trained
as
a
clinical
I,
I,
also
stutter.
So
if
I
stutter
during
our
breakout
session,
that's
just
me
but
I
come
from
a
clinical
mental
health
counselor
background.
So
I
got
my
Master's
in
that
and
I
worked
in
an
adult,
Psychiatric
Hospital
a
locked
unit
for
five
years
over
in
Denver,
and
it
sounds
like
maybe
it's
not
transferable
but
I.
Think
in
this,
like
wild
west
of
web
3,
there
definitely
is
I'm
like
all
right.
J
J
If
you
have
a
job
that
you
like
you're,
probably
going
to
be
happy
overall
and
I,
think
it's
really
important
that,
like
we,
try
and
create
like
a
curated
workspace,
so,
like
people
show
up
excited
for
their
jobs,
that
they're
having
fun
with
their
teens
that
they're
laughing
and
if,
like
you,
have
that,
like
good
vibe
going
on
in
your
team,
chances
are
you're
going
to
be
more
productive.
You're
going
to
have
more
retention
and
like
people
are
going
to
be
proud
to
like
work
for
your
org
so
and
I.
Think.
J
K
Hi
everyone
so
I'm,
Ben,
Perez
I
work
at
pocket,
Network,
which
is
protocol
for
decentralized,
node
infrastructure.
If
you
don't
know
what
that
is,
you
can
come
and
talk
to
me
and
we
can
talk
about
together,
I'm,
looking
forward
to
meeting
lots
of
you
I'm
an
incredibly
awkward
person.
So
if
I
look
to
hug,
you
and
you
put
a
hand
out
for
a
handshake,
just
warn
you
up
front,
that's
who
I
am
and
yeah
I.
K
B
Okay,
so
we
were
gonna,
have
you
guys,
pepper
out
questions
I?
Think
we'll
still
do
just
like
five
minutes
of
that,
because
we
want
y'all
to
have
a
good
idea
of
what
workstations
you
should
go
into
and
I
might
I
might
just
make
a
little
a
little
bit
of
Distinction
kind
of
between
the
workstations
before
I.
Have
you
guys
give
questions?
So,
as
you
know,
these
three
folks
are
are
really
focusing
on
peer
review.
I
think
that
one
is
pretty
self-explanatory
recruitment.
B
You
know
for
like
a
life
recruiting
for
a
lifelong
growth
Journey
for
any
contributor
and
then
the
the
two
that
I
want
to
give
you
a
little
more
Distinction
on
is
continuing
education,
which
is
me
and
Lenka,
and
tactical
development,
which
has
been
so
at
our
station.
We're
gonna
talk
a
little
bit
more
about
The
Learning
environment
in
general,
we're
going
to
talk
about
like
brain
plasticity
and
how
to
build
like
a
culture
of
learning
in
your
workplace.
B
We'll
talk
a
little
bit
more
about
like
the
philosophical
education,
around
crypto,
the
movement
and
what's
important
to
know
about
that
and
how
people
can
develop
kind
of.
As
you
know,
thought
leaders
in
web
3,
as
well
as
just
doing
a
good
job
of
being
in
these
organizations,
and
what
it's
like
to
develop
those
skills
to
exist
in
a
tower
wherever
else
versus
Ben
station
is
more
about
the
technical
skills.
B
So
just
so,
you
know
kind
of
the
difference
between
those
two
and
before
we
go
into
breakouts
I'd
love
to
just
open
up
for
a
few
questions.
These
can
be
questions
about,
like
you
know
how
do
I,
how
do
I
execute
like
a
decentralized
performance
review
you
or
how
do
I
convince
people
in
my
org
that
this
thing
is
important.
Just
I
just
want
to
hear
a
few
questions
from
you
guys
so
so
that
we
can
see
you
melding
into
these
breakouts
better.
You.
L
Hey
I'm
Alex
a
question
from
my
side:
I
come
from
web2
being
in
web
3
for
one
year,
I
was
fortunate
to
be
in
a
webtool
company
that
focused
a
lot
on
growth
and
HR,
and
just
helping
us
in
in
the
company
we're
200
people
there
coming
in
web
3
I
see
it's
very
focused
on
financial
and
Technical
part
and
missing
that
Human
Side
I
try
to
bring
that
in
the
company.
It's
not
easy!
How
to
do
that.
Thanks.
B
H
I
It's
very
important
to
talk
to
your
people
and
like
actually
hear
out,
what's
going
on,
why
it's
going
on
and
be
it.
You
know
in
101,
setting
or
through
some
sort
of
survey,
Anonymous
or
not,
and
just
hear
your
people
and
like
come
up
with
things
that
you
can
do
together
to
you
know
address
some
of
the
issues
we're
all
facing
burnout.
Wellness.
You
know
disconnecting
from
your
laptop,
that's
a
big
one,
I
think
for
everybody.
J
I'll,
add
to
that
so
I
like
to
call
myself
an
emotional
support,
human
and
I
think
in
at
least
in
at
giveth.
What
I
do
is
like
someone's
having
a
hard
time
like
I,
come
in
and
like
have
a
checkup
call
with
them.
I'm
like
hey.
What's
going
on
like
your
productivity
is
down
like
you
seem
kind
of
sad
on
calls
like
you're
not
showing
up,
and
it's
like
a
private
neutral
space.
J
So
we
can
just
talk
candidly
about
what's
going
on
in
their
personal
lives
or
if
it's
something
internally
going
on,
and
then
we
like,
don't
really
dwell
on
the
problem
so
much
it's
more
like
focused
on
Solutions
and
like
brainstorming,
how
they
can
like
communicate
better
or
how
they
can
like
propose
different
ideas
that
they're
kind
of
like
struggling
with
so
I
I.
Think
it's
it's
especially
in
like
this
digital
space.
B
I
have
one
more
answer
to
this
question
and
then
we'll
pass.
It
I
I
think
that
it's
really
advantageous
to
have
like
connection
moments
in
your
team
and
like
fun,
educational
moments,
because
sometimes
when
it's
like
not
that
fun
to
be
at
work,
it's
more
fun
to
be
at
school
and
to
remember
that,
like
even
in
the
struggle
of
trying
to
have
a
successful
business
that
you're
in
a
place
where
you're
developing
yourself
so
much
and
you're
learning
and
that's
thrilling
and
you
are
developing
a
sense
of
community.
B
M
Basically
because
I
mean
yeah
when
you're
in
a
traditional
organization,
everything
is
a
pack
you're
like
you
just
work
with
your
colleagues
like
you
have
your
manager,
but
when
you're
a
contributor,
when
you
are
working
in
building
in
public,
basically
anybody
can
can
look
at
what
you're
doing
everybody
can
see
your
performance.
So
there's
definitely
a
mindset
that
some
people
do
not
have
coming
from
I.
Don't
know
10
years
of
experience
in
a
traditional
organization.
M
K
Hello,
the
first
thing
I,
would
try
and
say
to
those
people.
Is
it's
okay,
one
of
the
things
that
I
find
about
the
experience
of
being
in
web
3
is
that
it
does
challenge
you,
but
usually
it
challenges
You
by
allowing
you
to
see
things
that
were
sort
of
kept
from
you
in
the
past
and
I.
Think
it's
really
important
that
people
understand
that
maybe
challenges
around
their
development
or
their
capability
are
okay
and
that
the
conversations
were
happening
before
often
behind
their
back.
K
So
I
think
it's
like
a
really
good,
healthy
culture.
To
have
that
transparency.
It
gives
people
the
opportunity
to
lean
into
developing
themselves
and
growing
I.
Think
the
part
that
you're
saying,
though,
which
is
really
tricky,
is
them
feeling
judged
and
I
think
often
that
comes
from
the
way
that
we
communicate
with
each
other.
So
I
think
communication
is
a
huge
part
of
what
we
need
to
do
to
create
safe
environments.
J
And
I
think
in
this
space,
if
anyone's
ever
heard
of
non-violent
communication
by
Dr
Marshall,
Rosenberg,
Rosenthal
yeah,
definitely
great
to
pick
up
that
book.
It
will
not
only
change
like
your
how
you
communicate
and
like
your
job
and
life
but
I
think
when
people
feel
judged.
They
tend
to
shut
down
and
that's
really
easy
to
shut
down
when
you're
on
a
screen
and.
C
G
N
Thank
you,
I'll
be
really
quick.
It's
mostly
just
a
question.
That's
clarifying
I,
hope,
Ben
I
think
this
is
mostly
directed
to
you.
I
I
noted
that
Louis
mentioned
that
this
was
kind
of
like
the
Tactical
and
or
more
technical
skills.
I
I'm
curious,
if
that's
like,
really
just
geared
to
developers
and
like
those
hard
skills
in
in
the
space
or
your
Workshop,
will
also
cover
some
of
the
kind
of
like
Frameworks
that
are
necessary.
That
may
be
for
non-technical
contributors.
F
K
K
Our
experts
or
our
speakers
are
working
on
projects
which
are
around
technical
skill
development,
but
they
will
talk
about
two
things:
they'll
talk
about
what
their
project
is
and
does
as
something
that
you
can
think
about
the
way
people
are
addressing
these
challenges
and
then
they'll
look
to
share
their
insights
or
expertise
around
what
they've
learned
from
that
experience,
which
would
be
generally
applicable
to
any
type
of
skill
development,
but
yeah
they're
a
little
bit
more
on
the
technical
side.
So
I'm
not
not
sure
how
that
answers.
Your
question,
yeah,
okay,.
B
Right,
yeah
and
so
anyone
who's
like
really
feeling
that
the
non-technical,
like
skill
Journey,
you
could
consider
coming
to
continuing
education
too,
so
and
I
think
that
means
it's
really
time
for
us
to
start
these.
These
breakouts.
We
have
a
lot
more
people
in
here
than
we
were
expecting.
Thank
you
all.
You
guys
are
great,
so
we
had
originally
made
four
different,
like
groups
of
two
tables,
I'm
gonna
say
you
guys
might
need
to
pull
more
chairs
around
or
you
know
if
you
even
want
to
add
a
third
table.
B
If
the
group
is
getting
big,
that's
permissionless
in
my
opinion,
but
let's
just
name
these
sections.
So
here
we'll
have
peer
review,
so
staff,
Melanie
and
Anna
will
be
at
this
huddle
here
in
the
back.
We
will
have
recruitment,
so
Heather
is
going
to
be
there
and
then,
let's
see
up
on
this
side,
let's
do
continuing
education.
So
that's
me
and
Lenka,
and
then
this
group
of
two
tables
here
will
be
tactical
development
and
Ben
will
be
anchoring
you
guys
over
here.
B
Yeah,
okay,
okay,
good
I'm,
glad
so
we'd
love
to
hear
just
some
learnings
from
you
before
we
go
into
that
I
think
we're
gonna
just
do
the
very
last
portion
of
continuing
education
all
as
one
group
together,
because
it's
about
events,
it's
about
the
importance
of
being
here
at
these
conferences
at
off-sites
and
Lenka,
wanted
to
share
a
little
bit
about
how
being
IRL
at
events
really
feeds
into
contributor
education
and
development.
And
then,
after
that,
we'll
we'll
hear
from
you
guys
what
you
learned
in
your
stations,
yeah.
A
Thank
thank
you
guys,
so
we
also
have
a
couple
of
handouts.
So
if
you
didn't
get
the
physical
copy,
you
can
just
get
in
the
QR
and
then
you'll
be
able
to
get
it
the
one
that
is
continuing
education
we've
been
doing.
This
is
the
last
bit
of
it,
and
it's
basically
talking
about
events,
because
we're
here
at
Devcon
and
we're
also
learning
something
new
and
sharing
together.
A
So
it's
quite
interesting
to
actually
consider
like,
in
which
ways
do
you
think
that
having
people
as
part
of
the
event
is
helpful
to
your
organization?
And
then
it's
also
interesting
to
think,
like
not
only
one-sided,
that
they're
representing
your
organization,
but
also
at
the
same
time
that
you
help
them
to
learn
and
grow
so
I
have
actually
like
three
examples.
A
I
would
like
to
share
with
you
that
might
inspire
you,
but
I
would
also
like
love
to
hear
from
you,
or
maybe
you
can
try
to
fill
that
empty
box
in
the
table
yourself
later
on.
So
it
kind
of
can
inspire
you
like.
How
can
you
actually
use
events
for
continuing
education
to
both
enable
your
contributors,
but
also
like
gain
something?
As
a
secondary
product
of
that
as
an
organization,
so
of
course
I
have
this
marketing
background.
A
I
think
this
one's
better.
Thank
you.
So
basically,
I
was
three
months
into
my
job
and
I
went
to
my
first
in
real
life
event:
I
have
barely
met.
Anyone
from
my
team
or
I
barely
have
been
to
like
a
real
crypto
Community
event
other
than
like
what
I
knew
in
my
area
or
something
online.
So
my
first
event
was
Eid
Berlin
and
I.
Remember
that
I
was
in
18
and
I.
Just
remember,
I
was
like
really
unsure.
Like
am
I
doing
the
job.
A
That's
like
a
quiet
Challenge
and
it's
like
exercise
you
need
to
do
over
and
over
so
after
I
came
from
eat.
Berlin
I
felt
like
okay
I
have
met
the
people,
I
actually
work
with
I
understand
the
community.
Better
I
met
other
people
in
the
same
situation
and
I.
Have
the
contacts
I
actually
need
to
actually
make
some
events
and
initiatives
happen,
and
it's
so
much
easier
than
trying
to
cold
call
or
cold
email?
A
Someone
because
you
met
them
at
the
party,
and
you
were
sitting
on
a
van
together
at
one
of
the
closing
events
or
something.
So
this
is
really
good
for
roles
that
are
outwards
facing
Community
roles,
BD
roles,
marketing
roles,
anyone
who
really
need
to
connect
with
the
other
people
other
projects
in
the
communities.
It's
really
really
important
so
make
sure
to
include
this
as
part
of
their
onboarding
or
a
personal
growth
professional
growth,
because
it
really
makes
an
impact
after
those.
A
After
that
event,
I
felt,
like
a
lot
of
things,
have
changed,
plus
I
had
a
lot
of
motivation
and
like
the
energy
to
keep
going
forward
because,
like
it
really
recharged
me
so
I
think
this
works
for
many
people
as
well.
That's
the
first
option.
Second
thing
is
I
was
also
managing
events,
and
you
know
I
really
do
not
like
if
people
go
by
title
or
cxo
levels,
Etc
and
everyone
wanted
room
to
speak,
but
I
never
wanted
to
do.
That.
A
So
it's
a
great
way
for
people
to
like
share
their
learning,
share
their
experiences
like
being
with
like-minded
people
and
also
like
overcome
this,
and
through
this
process
of
starting
at
the
small
event
coming
to
another
one
and
another
one.
They
can
actually
become
like
thought,
leaders
and
many
of
the
people,
as
we
call
them
maker
Mafia
have
been
starting
on
that
little
stage
with
their
nervous
City.
A
A
Where
can
they
talk
to
like-minded
people
at
the
events
that
focus
on
that
specific
Topic
at
that
specific
level?
So
if
you
enabled
them
to
go
to
these
events,
they're
not
only
are
gonna
like
build
a
good
Network
where
they
can
spare
with
these
people,
but
they
also
get
to
bounce
ideas
and
maybe
get
inspired
to
like
come
with
the
next
best
product.
A
So
I
give
you
like
a
three
examples
of
how
I
think,
like
events
were
really
helpful
personally
for
growth
for
different
types
of
contributors
and
how
you,
as
a
as
a
person
in
your
art,
who
cares
about
building
the
talent
inside,
could
get
inspired.
So
hopefully
this
was
helpful
and
it's
very
very
good
to
consider
events
being
a
part
of
your
budget
or
plan
how
you
actually
manage
your
team
or
how
you
grow
your
team.
Of
course,
there
always
has
to
be
a
good
connection.
A
Why
are
you
sending
this
person,
and
is
this
person
going
to
appreciate
and
be
happy
for
it,
but
it's
a
really
good
thing
to
consider
if
you
want
to
have
a
strong
team
that
really
enjoys
the
work
that
they're
doing
and
is
grateful
to
be
in
the
arc
that
they
are
in.
So
it
was
a
quite
a
long
example
of
why
events
are
important,
but
we're
all
here
at
Devcon
we're
learning
together
we're
sharing
together.
So
I
just
thought
to
share
this
with
you.
A
B
B
That's
part
of
what
we
want
to
do
in
this
Workshop
is
give
you
guys
ways
to
argue
for
these
elements,
ways
to
argue
for
professional
development
ways
to
argue
for
an
event's
budget
ways
to
argue
for
time
spent
connecting
and
educating
right,
because
sometimes
it
can
be
hard
to
prioritize
that
to
budget
in.
But
there
is
absolutely
a
business
case
for
it
and
y'all
whether
you
are
org
leaders
being
convinced
yourselves
or
you
have
a
leader,
you
can
go
convince
now.
B
You
have
some
tools
and
some
some
facts
to
share
there,
and
just
so.
You
know
that,
like
last
prompt
that
Lenka
responded
to
this
is
kind
of
a
homework
item
that
we
left
for
you
guys
it's
on
the
continuing
education,
worksheet
and
the
prompts
are
like
in
what
ways
have
you
benefited
from
going
to
events
and
like
what
roles
do
you
think
benefit
the
most
from
that
so
great
Reflections
to
have
especially
continuing
education?
B
B
N
We
were
the
continuing
education,
work,
stream
and
I
guess,
one
of
the
main
takeaways
or
one
of
the
things
that's
going
to
stick
with
me-
is
the
idea
of
incorporating
some
sort
of
80
20
rule
into
how
we
ask
contributors
to
invest
their
time
to
allow
them
at
least
20
percent
of
their
time
to
go
out
and
actually
learn
and
contribute
to
other
orgs
and
bring
and
actually
and
bring
that
learning
back.
Also
just
for
their
personal
growth
and
development.
B
O
I
passed
by
a
couple
of
stations,
but
my
first
and
main
one
was
the
recruitment
one.
It
was
amazing.
Thank
you
for
that.
So
I
learned
how
to
like
search
for
people
with
a
spark
of
interest
to
like
start
a
community
from
scratch,
because
we
can't
do
this
alone.
We
need
to
build
Builders
and
we
learned
how
to
search
for
these
people,
how
to
retain
them,
how
to
keep
them
engaged
and
Inspire
them
to
teach
more
people
later,
which
was
which
is
like
the
seed
that
you
plan
to
like
grow
everything
after
yeah.
D
Q
H
Hi
everyone
I
really
want
to
say
thank
you
to
the
peer
review
team.
It
was
a
lot
of
interesting
insights
and
a
lot
of
interesting
discussions.
The
takeaway
that
I'm
going
away
with
is
creating
that
safe
space
for
people
that
people
need
to
have
a
safe
space.
Just
because
we're
in
the
web
3
world
doesn't
mean
we're
different
and
from
IRL,
so
creating
that
safe
space
that
one-on-one
conversation
and
building
that
human
connection,
because
that's
what's
most
most
fragile
and
yeah
I.
Thank
you.
H
G
You
thank
you.
In
the
peer
review
Workshop,
we
introduced
a
few
Frameworks
for
the
participants
to
use
while
giving
feedback.
That's
one
thing:
that's
really
difficult
to
do
it's
easy
to
give
positive
feedback.
It's
definitely
difficult
to
give
corrective
feedback,
so
we
you
know
provided
some
Frameworks
for
them
to
use
and
I
think
it
seemed
really
helpful.
Unfortunately,
not
everybody's
here
from
our
Workshop
still,
but
that's
just
a
little
bit
about
what
we
did.
There.
C
A
K
So
I've
been
sort
of
synthesized
all
of
the
answers,
partly
because
I
know
being
in
my
session
that
I
had
massive
fomo
that
I
wasn't
in
the
other
sessions,
so
actually
on
our
board,
we've
got
the
websites
for
the
people
who
presented
I
thought
they
were
all
fantastic
lots
of
lots
of
great
insights
there.
So
we
just
encourage
you
on
the
way
out
to
maybe
take
a
screenshot
of
of
those
websites
that
are
that
are
up
on
the
board.
B
B
Okay,
so
I
have
a
question
for
you
guys
we
would
love
to
know
for
us
as
a
guild.
What
else
would
you
guys
want
from
the
people
operations?
Guild
we've
already
put
out
some
stuff
on
on
on
education
and
development
here,
and
we've
put
out
like
a
couple
of
resources
online,
but
we'd
love
to
hear
from
y'all,
what's
needed
from
a
guild
of
you
know,
decentralized,
HR,
Folk,.
R
This
will
totally
not
come
as
a
surprise
that
I
I
bring
this
up
in
the
sense
that
you're
specializing
in
Louis
and
it
hadn't
hasn't
really
come
up
I
think
yet,
but
so
we
all
work
in
remote
organizations,
which
means
that
you
cannot
just
go
to
up
to
like
a
person's
desk
for
like
two
minutes
and
be
like
hey
that
thing.
In
that
meeting
there
was
like
this
small
disagreement
or
that
misunderstanding
I
wanted
to
explain
what
that
was.
So
what
happens?
B
I
would
love
to
call
out
that
there
is
a
group
dedicated
to
this
gravity
down.
They
run
a
cohort
of
conflict
resolution.
Education
called
the
graviton
training,
I
think
there's
been
two
or
three
so
far
to
date,
and
it's
a
great
like
discussion
group
on
on
topics
of
conflict
resolution,
but
I
also
really
recommend
just
being
aware
of
trained
facilitators.
They
exist
in
the
space
I've
collected
a
roster
of
like
10
of
them
that
are
ready
to
provide
this
service
to
various
crypto
orgs.
B
You
know
reflective
listening
and
safe
communication
and
conflict
resolution
to
your
teammates.
You
know
if
you're
going
to
have
this
time
for
team
training
or
for
connection
hour,
you
could
consider
having
a
non-violent
communication
specialist
come
in.
You
could
consider
watching
some
videos
on
restorative
justice
together
or
bringing
in
a
practitioner
to
talk
about
this
and
guide
people
through
some
exercises,
because
the
whole
point
of
conflict
resolution
in
a
decentralized
sense
is
that
it
belongs
to
us.
It
belongs
to
the
people
who
are
in
Conflict,
it's
not
about
some
external
judge
or
jury.
Q
Thank
you.
So
we
have
people
all
across
Europe
at
the
moment
and
I
would
say
in
terms
of
diversity,
we're
doing.
Okay,
there's
still
some
more
work
to
do.
I,
don't
feel
like
it's
a
focus
in
my
organization
at
the
moment
and
I.
Don't
really
know
how
to
bring
it
up
in
terms
of
like
Intercultural
communication
to
have
it
like
in
a
sensitive
manner,
but
also
just
like
providing
a
place
to
work
from
people
from
all
types
of
background.
B
We
have
people
Among
Us
in
the
guild
who
work
in
Dei,
diversity,
equity
and
inclusion
and
I
would
definitely
defer
to
them
as
far
as
providing
resources
on
that
I
think
that
you
know
a
lot
of
times
it's
about
like
just
advocating
to
the
decision
makers
that
this
is
important
and
worthwhile,
and
if
you
can
at
least
get
them
to
say
yes
to
a
consultant,
then
those
Consultants
are
the
are
the
best
folks
to
put
it
in
the
right
lingo.
You
know
they
can.
B
B
So
like
I'm,
not
a
specialist
in
that
myself,
but
one
of
our
Guild
members
Sandy
has
a
background
in
Dei.
Also
a
personal
friend
and
colleague
from
git
coin,
Gloria
kimbolla
has
done
a
lot
of
Dei
work,
so
I
certainly
would
just
like
recommend
those
people
and
if
you
want
to
get
in
touch,
feel
free
to
go
through
me.
If
you
need
to
thank.