Monday, October 15th, 2018
Tuesday, July 24th, 2018
A very thoughtful post from Stuart, ostensibly about “view source”, but really about empowerment, choice, and respect.
I like that the web is made up of separate bits that you can see if you want to. You can understand how it works by piecing together the parts. It’s not meant to be a sealed unit, an appliance which does what the owner wants it to and restricts everything else. That’s what apps do. The web’s better than that.
Tuesday, July 10th, 2018
I really, really like the way that this straightforward accessibility guide is subdivided by discipline. As Maya wrote in the blog post announcing its launch:
Each person on a team, whether you’re a manager, designer, or developer, has a role to play. Your responsibilities are different depending on your role. So that’s how we structured the guide, with a separate section for each of five roles:
- Product management
- Content design
- UX design
- Visual design
- Front-end development
Monday, July 2nd, 2018
Here’s a treasure trove of eighties nerd nostalgia:
In the 1980s, the BBC explored the world of computing in The Computer Literacy Project. They commissioned a home computer (the BBC Micro) and taught viewers how to program.
The Computer Literacy Project chronicled a decade of information technology and was a milestone in the history of computing in Britain, helping to inspire a generation of coders.
Sunday, June 24th, 2018
If you’re thinking of writing something that explains a weird thing you struggled with on the Internet, do it! Don’t worry about the views and likes and Internet hugs. If you’ve struggled with figuring out this thing then be sure to jot it down, even if it’s unedited and it uses too many commas and you don’t like the tone of it.
Saturday, June 23rd, 2018
If only all documentation was as great as this old manual for the ZX Spectrum that Remy uncovered:
The manual is an instruction book on how to program the Spectrum. It’s a full book, with detailed directions and information on how the machine works, how the programming language works, includes human readable sentences explaining logic and even goes so far as touching on what hex values perform which assembly functions.
When we talk about things being “inspiring”, it’s rarely in regards to computer manuals. But, damn, if this isn’t inspiring!
This book stirs a passion inside of me that tells me that I can make something new from an existing thing. It reminds me of the 80s Lego boxes: unlike today’s Lego, the back of a Lego box would include pictures of creations that you could make with your Lego set. It didn’t include any instructions to do so, but it always made me think to myself: “I can make something more with these bricks”.
Monday, June 4th, 2018
I continue to write stuff down on my little corner of the Web (does it have corners?) and I encourage you to do the same, as all these little bits of flotsam and jetsam become something a lot lot bigger.
Tuesday, May 29th, 2018
The transcript of a talk that is fantastic in every sense.
Fans are organised, motivated, creative, technical, and frankly flat-out awe-inspiring.
Monday, May 21st, 2018
It is common to refer to universally popular social media sites like Facebook, Instagram, Snapchat, and Pinterest as “walled gardens.” But they are not gardens; they are walled industrial sites, within which users, for no financial compensation, produce data which the owners of the factories sift and then sell. Some of these factories (Twitter, Tumblr, and more recently Instagram) have transparent walls, by which I mean that you need an account to post anything but can view what has been posted on the open Web; others (Facebook, Snapchat) keep their walls mostly or wholly opaque. But they all exercise the same disciplinary control over those who create or share content on their domain.
Professor Alan Jacobs makes the case for the indie web:
We need to revivify the open Web and teach others—especially those who have never known the open Web—to learn to live extramurally: outside the walls.
What do I mean by “the open Web”? I mean the World Wide Web as created by Tim Berners-Lee and extended by later coders. The open Web is effectively a set of protocols that allows the creating, sharing, and experiencing of text, sounds, and images on any computer that is connected to the Internet and has installed on it a browser that can interpret information encoded in conformity with these protocols.
This resonated strongly with me:
To teach children how to own their own domains and make their own websites might seem a small thing. In many cases it will be a small thing. Yet it serves as a reminder that the online world does not merely exist, but is built, and built to meet the desires of certain very powerful people—but could be built differently.
Saturday, May 19th, 2018
Susan writes about the challenges when trying to get widespread adoption of a design system. Spoiler: the challenges aren’t technical.
Change is hard. Communication and collaboration are absolutely necessary to make a system work. And the more people you can get involved from various disciplines the better chance you have of maintaining your system.
Friday, May 18th, 2018
I had some problems with my bouzouki recently. Now, I know my bouzouki pretty well. I can navigate the strings and frets to make music. But this was a problem with the pickup under the saddle of the bouzouki’s bridge. So it wasn’t so much a musical problem as it was an electronics problem. I know nothing about electronics.
I found it incredibly frustrating. Not only did I have no idea how to fix the problem, but I also had no idea of the scope of the problem. Would it take five minutes or five days? Who knows? Not me.
My solution to a problem like this is to pay someone else to fix it. Even then I have to go through the process of having the problem explained to me by someone who understands and cares about electronics much more than me. I nod my head and try my best to look like I’m taking it all in, even though the truth is I have no particular desire to get to grips with the inner workings of pickups—I just want to make some music.
That feeling of frustration I get from having wiring issues with a musical instrument is the same feeling I get whenever something goes awry with my web server. I know just enough about servers to be dangerous. When something goes wrong, I feel very out of my depth, and again, I have no idea how long it will take the fix the problem: minutes, hours, days, or weeks.
I had a very bad day yesterday. I wanted to make a small change to the Clearleft website—one extra line of CSS. But the build process for the website is quite convoluted (and clever), automatically pulling in components from the site’s pattern library. Something somewhere in the pipeline went wrong—I still haven’t figured out what—and for a while there, the Clearleft website was down, thanks to me. (Luckily for me, Danielle saved the day …again. I’d be lost without her.)
I was feeling pretty down after that stressful day. I felt like an idiot for not knowing or understanding the wiring beneath the site.
But, on the other hand, considering I was only trying to edit a little bit of CSS, maybe the problem didn’t lie entirely with me.
choose the least powerful language suitable for a given purpose.
Still, most of the time, the build process isn’t a hindrance, it’s a help: concatenation, minification, linting and all that good stuff. Most of my frustration when something in the wiring goes wrong is because of how it makes me feel …just like with the pickup in my bouzouki, or the server powering my website. It’s not just that I find this stuff hard, but that I also feel like it’s stuff I’m supposed to know, rather than stuff I want to know.
On that note…
Thursday, May 10th, 2018
James shares his experience of teaching a class of 9 and 10 year old children how to code, and offers some advice:
- Don’t dumb it down
- Use real-world examples
- Make it hands on
- Set clear expectations
- Award certificates and/or stickers
As members of the web community we have a responsibility to share what we have learned. I can’t think of a better way of doing that then helping kids get started.
Thursday, May 3rd, 2018
The latest explainer/game from Nicky Case is an absolutely brilliant interactive piece on small world networks.
Wednesday, May 2nd, 2018
I really enjoyed chatting with Mark and Ben on the Relative Paths podcast. We talked about service workers and Going Offline, but we also had a good musical discussion.
Sunday, April 22nd, 2018
An interesting piece by Jessica Kerr that draws lessons from the histories of art and science and applies them to software development.
This was an interesting point about the cognitive load of getting your head around an existing system compared to creating your own:
And just because I’ve spent most of last year thinking about how to effectively communicate—in book form—relatively complex ideas clearly and simply, this part really stood out for me:
When you do have a decent mental model of a system, sharing that with others is hard. You don’t know how much you know.
Tuesday, April 17th, 2018
Two technical editors worked with me on Going Offline.
Jake was one of the tech editors. He literally (co-)wrote the spec on service workers. There ain’t nuthin’ he don’t know about the code involved. His job was to catch any technical inaccuracies in my writing.
I deliberately didn’t wait until I was an expert in this topic before writing Going Offline. I knew that the more familiar I became with the ins-and-outs of getting a service worker up and running, the harder it would be for me to remember what it was like not to know that stuff. I figured the best way to avoid the curse of knowledge would be not to accrue too much of it. But then once I started researching and writing, I inevitably became more au fait with the topic. I had to try to battle against that, trying to keep a beginner’s mind.
My watchword was this great piece of advice from Codebar:
Assume that anyone you’re teaching has no knowledge but infinite intelligence.
It was tricky. I’m still not sure if I managed to pull off the balancing act, although early reports are very, very encouraging. You’ll be able to judge for yourself soon enough. The book is shipping at the start of next week. Get your order in now.
Sunday, April 15th, 2018
The audience for Going Offline
I didn’t want to overwhelm the reader with lots of code up front, so I’ve tried to dole it out in manageable chunks. The amount of code ramps up a little bit in each chapter until it peaks in chapter five. After that, it ramps down a bit with each subsequent chapter.
This tweet perfectly encapsulates the audience I had in mind for the book:
I pre-ordered it, and I’m excited about it. I’ve been curious about service workers for a long time, but have been nervous about actually writing one.— Matthew J Derocher (@mjamesderocher) April 13, 2018
Some people have received advance copies of the PDF, and I’m very happy with the feedback I’m getting.
Seriously applauding the author for explaining how to run a local server in passing, in like 3 lines.— Lívia De Paula Labate (@livlab) April 5, 2018
People do not understand how this is a massive barrier to designers who are interested but don’t know how/are new to coding.
Here I am all self-congratulatory “yes, yes, I am understanding service workers much now…”— Lívia De Paula Labate (@livlab) April 6, 2018
How is this happening: it did not tell me upfront I needed to learn it, it did not even tell me it was going to teach me.— Lívia De Paula Labate (@livlab) April 6, 2018
Ok, I’m done reading @adactio’s Going Offline book and as my wife would say, it’s the bomb dot com.— Lívia De Paula Labate (@livlab) April 15, 2018
You can check the thread above for some impressions, but definitely read it. It is a _very_ gentle introduction to technology we are going to use A LOT.
Honestly, that is so, so gratifying to hear!
Words cannot express how delighted I am with Sara’s reaction:
Today I finished reading @adactio ’s new book: Going Offline. As someone who rarely ever reads a book cover to cover, this alone says a lot about how good the book is.— Sara Soueidan (@SaraSoueidan) April 13, 2018
It is *so* good. So, so good. I cannot recommend it enough: abookapart.com/products/going-offline
I’ll tweet about this in time, but for now: THANK YOU for a WONDERFUL book. I can’t believe how approachable you made SWs with your writing style. I’d recommend it to everyone in a heart beat.— Sara Soueidan (@SaraSoueidan) April 12, 2018
She’s walking the walk too:
I’m expecting weird or inconsistent behavior / bugs at this point (still need to test!) BUT I can finally say that sarasoueidan.com is now officially a Progressive Web App. 🎉— Sara Soueidan (@SaraSoueidan) April 13, 2018
✅ HTTPS (long ago)
✅ Service Worker (since yesterday)
✅ Manifest (added today)
That gives me a warm fuzzy glow!
If you’ve been nervous about service workers, but you’ve always wanted to turn your site into a progressive web app, you should get a copy of this book.
Tuesday, April 3rd, 2018
Navigating Team Friction by Lara Hogan
Lara started as a developer, and then moved into management. Now she consults with other organisations. So she’s worked with teams of all sizes, and her conclusion is that humans are amazing. She has seen teams bring a site down; she has seen teams ship amazing features; she has seen teams fall apart because they had to move desks. But it’s magical that people can come together and build something.
Bruce Tuckman carried out research into the theory of group dynamics. He published stages of group development. The four common stages are:
- Forming. The group is coming together. There is excitement.
- Storming. This is when we start to see some friction. This is necessary.
- Norming. Things start to iron themselves out.
- Performing. Now you’re in the flow state and you’re shipping.
So if your team is storming (experiencing friction), that’s absolutely normal. It might be because of disagreement about processes. But you need to move past the friction. Team friction impacts your co-workers, company, and users.
An example. Two engineers passively-aggressively commenting each other’s code reviews; they feign surprise at the other’s technology choices; one rewrites the others code; one ships to production with code review; a senior team member or manager has to step in. But it costs a surprising amount of time and energy before a manager even notices to step in.
The Hulk gets angry. This is human. We transform into different versions of ourselves when we are overcome by our emotions.
Lara has learned a lot about management by reading about how our brains work. We have a rational part of our brain, the pre-frontal cortex. It’s very different to our amygdala, a much more primal part of our brain. It categorises input into either threat or reward. If a threat is dangerous enough, the amygdala takes over. The pre-frontal cortex is too slow to handle dangerous situations. So when you have a Hulk moment, that was probably an amygdala hijack.
We have six core needs that are open to being threatened (leading to an amygdala hijacking):
- Belonging. Community, connection; the need to belong to a tribe. From an evolutionary perspective, this makes sense—we are social animals.
- Improvement/Progress. Progress towards purpose, improving the lives of others. We need to feel that we do matters, and that we are learning.
- Choice. Flexibility, autonomy, decision-making. The power to make decisions over your own work.
- Equality/Fairness. Access to resources and information; equal reciprocity. We have an inherent desire for fairness.
- Predictability. Resources, time, direction future challenges. We don’t like too many surprises …but we don’t like too much routine either. We want a balance.
- Significance. Status, visibility, recognition. We want to feel important. Being assigned to a project you think is useless feels awful.
Those core needs are B.I.C.E.P.S. Thinking back to your own Hulk moment, which of those needs was threatened?
We value those needs differently. Knowing your core needs is valuable.
Lara has seen the largest displays of human emotion during something as small as moving desks. When you’re asked to move your desk, your core need of “Belonging” may be threatened. Or it may be a surprise that disrupts the core need of “Improvement/Progress.” If a desk move is dictated to you, it feels like “Choice” is threatened. The move may feel like it favours some people over others, threatening “Equality/Fairness.” The “Predictability” core need may be threatened by an unexpected desk move. If the desk move feels like a demotion, your core need of “Significance” will be threatened.
We are not mind readers, so we can’t see when someone’s amygdala takes over. But we can look out for the signs. Forms of resistance can be interpreted as data. The most common responses when a threat is detected are:
- Doubt. People double-down on the status quo; they question the decision.
- Avoidance. Avoiding the problem; too busy to help with the situation.
- Fighting. People create arguments against the decision. They’ll use any logic they can. Or they simply refuse.
- Bonding. Finding someone else who is also threatened and grouping together.
- Escape-route. Avoiding the threat by leaving the company.
All of these signals are data. Rather than getting frustrated with these behaviours, use them as valuable data. Try not to feel threatened yourself by any of these behaviours.
Open questions are powerful tool in your toolbox. Asked from a place of genuine honesty and curiosity, open questions help people feel less threatened. Closed questions are questions that can be answered with “yes” or “no”. When you spot resistance, get some one-on-one time and try to ask open questions:
- What do you think folks are liking or disliking about this so far?
- I wanted to get your take on X. What might go wrong? What do you think might be good about it?
- What feels most upsetting about this?
You can use open questions like these to map resistance to threatened core needs. Then you can address those core needs.
This is a good time to loop in your manager. It can be very helpful to bounce your data off someone else and get their help. De-escalating resistance is a team effort.
Listen with compassion, kindness, and awareness.
- Reflect on the dynamics in the room. Maybe somebody thinks a topic is very important to them. Be aware of your medium. Your body language; your tone of voice; being efficient with words could be interpreted as a threat. Consider the room’s power dynamics. Be aware of how influential your words could be. Is this person in a position to take the action I’m suggesting?
- Elevate the conversation. Meet transparency with responsibility.
- Assume best intentions. Remember the prime directive. Practice empathy. Ask yourself what else is going on for this person in their life.
- Listen to learn. Stay genuinely curious. This is really hard. Remember your goal is to understand, not make judgement. Prepare to be surprised when you walk into a room. Operate under the assumption that you don’t have the whole story. Be willing to have your mind changed …no, be excited to have your mind changed!
This tips are part of mindful communication. amy.tech has some great advice for mindful communication in code reviews.
Mindful communication won’t solve all your problems. There are times when you’ll have to give actionable feedback. The problem is that humans are bad at giving feedback, and we’re really bad at receiving feedback. We actively avoid feedback. Sometimes we try to give constructive feedback in a compliment sandwich—don’t do that.
We can get better at giving and receiving feedback.
Ever had someone say, “Hey, you’re doing a great job!” It feels good for a few minutes, but what we crave is feedback that addresses our core needs.
|General||Specific and Actionable|
The feedback equation starts with an observation (“You’re emails are often short”)—it’s not how you feel about the behaviour. Next, describe the impact of the behaviour (“The terseness of your emails makes me confused”). Then pose a question or request (“Can you explain why you write your emails that way?”).
observation + impact + question/request
Ask people about their preferred feedback medium. Some people prefer to receive feedback right away. Others prefer to digest it. Ask people if it’s a good time to give them feedback. Pro tip: when you give feedback, ask people how they’d like to receive feedback in the future.
Prepare your brain to receive feedback. It takes six seconds for your amygdala to chill out. Take six seconds before responding. If you can’t de-escalate your amygdala, ask the person giving feedback to come back later.
Think about one piece of feedback you’ll ask for back at work. Write it down. When your back at work, ask about it.
You’ll start to notice when your amygdala or pre-frontal cortex is taking over.
Talking one-on-one is the best way to avoid team friction.
Retrospectives are a great way of normalising of talking about Hard Things and team friction.
It can be helpful to have a living document that states team processes and expectations (how code reviews are done; how much time is expected for mentoring). Having it written down makes it a North star you can reference.
Mapping out roles and responsibilities is helpful. There will be overlaps in that Venn diagram. The edges will be fuzzy.
What if you disagree with what management says? The absence of trust is at the centre of most friction.
|Commit||Mature and Transparent||Easiest|
|Don’t Commit||Acceptable but Tough||Bad Things|
Practice finding other ways to address B.I.C.E.P.S. You might not to be able to fix the problem directly—the desk move still has to happen.
But no matter how empathic or mindful you are, sometimes it will be necessary to bring in leadership or HR. Loop them in. Restate the observation + impact. State what’s been tried, and what you think could help now. Throughout this process, take care of yourself.
Remember, storming is natural. You are now well-equipped to weather that storm.
Monday, March 26th, 2018
Monday, March 19th, 2018
For any single scenario you can name it’ll be easier to create a process for it than build a culture that handles it automatically. But each process is a tiny cut away from the freedom that you want your team to enjoy.