Christina
Jan 28, 2026 - May 26, 2026
4
Decisions
0
Active Todos
3
Patterns
Categories
Decisions (4)
Sensitive Decision
Coach Mariah toward sharper, peer-level feedback posture — Reno trip offered
Following a heated DM disagreement about how to handle a senior IC's return-from-leave conversation, Peter offered Mariah an explicit choice: be treated the way Peter treats Bjorn and Greg (sharp, direct, unvarnished disagreement) or stay softer. Peter framed the conversation as investment, named that Mariah is undersized for where she could be ('I would like to see you pulled more into the core of things here'), and offered to be in Reno end of next week (Thursday) to discuss over lunch.
Asset Management — Backend-First, Bridge to Views
Advocated for deciding where the asset management backend should live first, then building bridges to expose it wherever needed (Jira, Rippling). Explicitly disagreed with Greg's framing that building bridges adds unnecessary complexity.
Approved full-time offer for contractor
Approved extending a contractor and also making a full-time offer if they would like it.
Related Patterns (3)
Proactive Talent Pipeline Investment
Invest in building leadership bench and talent relationships before there is an urgent need. Use proven relationships from past experience to create optionality.
Accountability Follow-Through
When you issue a warning or mandate with stated consequences, you follow through. Warnings are not threats - they are commitments. The credibility of future accountability depends on following through now.
Three-Lever Talent Management
When pursuing a velocity or performance mandate, simultaneously operate on all three talent levers — upgrade (hire better), retain (protect key people), and exit (remove blockers) — rather than sequentially. This creates compounding momentum: exits free capacity for upgrades, retention preserves institutional knowledge during transitions, and upgrades raise the performance bar that justifies further exits.