Stack

May 21, 2026

Decisions

Active Todos

Patterns

Decisions (1)

Dieter wellness three-layer intervention — trip offer + Mattermost kudos + RESF governance reform

Triggered by Nathan flagging Dieters stress (release delays + planned Middle East trip), Peter committed to a three-part response: (1) Trip cancellation offer — confirm trip status with Bjorn first, then directly ask Dieter if cancelling helps reduce his stress. (2) Community recognition — post in RESF Mattermost thanking community for 9.2/10.8 release efforts, coordinated with Nathan via #hey-pete-look. (3) RESF governance reform — Nathan to draft governance proposals (term-based board and team-lead seats, monthly status reports from team leads to board) for Dieter to present. Also reframed how Dieters performance gets evaluated: from absolute targets to pre-Dieter vs post-Dieter comparison. Stack to take ownership of release sign-off so Dieter does not carry that burden.

May 21

people

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.

131 occurrences73% success

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.

129 occurrences73% success

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.

89 occurrences74% success