Digging the vision for this. Only major modification I would have is to move " First Quests for the guilds that are ready" from stretch to focus.
Right now, we have a ton of people introducing themselves in #get-involved, but only a few community managers are directing their attention. There’s a MAJOR slippage point here where guilds can get involved and capture/retain talent coming into the DAO with a dedicated personal touch, instead of CM’s just directing “Hey, go to #design and introduce yourself!” Right now, Samanthaj is doing that for Writers Guild (see here)
I think for S2, we need to focus on getting “Talent scouts” from guilds to take on the responsibility of monitoring #get-involved (or some equivalent place where new members introduce themselves) and onboarding members that fit their guild needs.
It doesn’t need to be fully fleshed out. Just a basic MVP for guild onboarding.
I think this should actually raise the budgetary ask and be paid to the translator’s guild. in practicality it may have a roadblock I’m not seeing, but if not, I think more funds to cover this is reasonable.
Loving the direction this is headed, and those graphics are fire. They probably deserve a brain dump of their own honestly.
I have been through 1st quest about 5 times and seem to learn more each trip. Loveit and the concept for on boarding. Like the warm and friendly approach vs cold form. Like the concept of talent scouts assisting new folks finding a place to contribute.
Hey @angyts , love the way you’re thinking about this.
I’m currently managing the onboarding revamp over at the IndexCOOP - we’d love to discuss some ways we can pool resources and work together to share ideas, help each other build the best onramps in the space.
We have a call booked next week to discuss with yourself and @Behold .
This DAO mentor will have to submit a report before and after shift to claim his/her “salary”.
This report will go to analytics. it will mainly be a report on all the joiners to the DAO during that 12 hours period and the triage done. And those P1 that has not been met will be handed over to the next “shift”.
And there will be regular weekly and monthly sessions.
+1 to the warm handover. I got into the dao discord a couple months ago and have been lurking, but initial feeling was being overwhelmed. The activity in this discord is awesome, but for someone who was new to discord. I did have someone connect me with the education guild because of my background in education, but quick onboarding and orientation is key. Strike when the iron is hot. Hoping to be able to get on a call soon.
I like that the proposal is cognisant of a few characteristics of DAOs
It is chaotic and structure helps newbies contribute at a shorter time (lowering time to first contribution)
Thinking about how there are many ways to enter/ take part/ observe in a DAO and these form the real ‘on-ramp’ to a DAO (# conversion to DAO)
Utilising existing DAO resources to help match new contributors to existing projects (# of positions filled in workstreams)
I’m helping out with GitcoinDAO’s onboarding processes and I’m glad you’ve factored in the suggestion from the workstream’s onboarding form already!
+1 on @frogmonkee 's idea of talent capture and retention. I would suggest helping to improve the discovery of a good fit for new talents. One way is to conduct AMAs with L2 participants in the #courtyard channel so people can have a low commitment way to discover what it’s like to work at a DAO and what each guild does and engage directly with them, similar to conferences.
+1 on @bradwmorris 's offer to sync with IndexCOOP, I would love to be a part of the conversations and cross-pollinate ideas! I am a BIG fan of IndexCOOP’s internship program (and have been tweeting at some of you some random ideas like having interns do a journal of their experiences… did they? haha)
for @Ap0ll0517 's suggestion on claiming mentorship hours, I would suggest that a mentoring roster followed by open calendly tags could help with the operationalisation of the mentoring program and to structure a mentoring session. For example, a good coaching session actually has a few phases. (observation, analysis, goal-setting, planning, evaluation, action). We could set up templates where the mentee has to complete in order to get their first BANK to be a part of the DAO and also to track the mentors. Mentors with a track record for placing talent in guilds can then move on to become Talent Coordinators.
Love all of these additional thoughts + insights. Can I send you a call invite through Discord or email so we can join you in on the conversation? Would love to see GitCoin, Bankless and Index share some ideas around this.
These barriers resonate. I think that warm handover where there is a person to person connection gives the lurker a point of contact when they’re ready to engage. Even in the 2 months I’ve been lurking big strides with the first quests welcome and Academy, I think that helps stage the lurker. From there, getting someone who can connect and understand what passions, interests, and skills the lurker has is key. Get them somewhere where they can be successful.
I like what mo610 has to say. Might even have to start a lurker squad. I lurk a lot And have a broad understanding of the bDAO. Tons of time to play/work but do not feel qualified to enter most contributing roles. Cheerleading and granddad jokes are my strength but could easily provide a listening/lurking role to help sort other lurkers and connect them where/when we agree they might be ready. Community and global cultural understanding becomes essential for productive fits to contribution.
We should make sure to loop in nonsense on this since it had lined up similar to the “welcome mats” and although I haven’t used a welcome mat, some method of being ported from the dao first quest to the specific mat for each guild/team/project (however that looks as a mat) would be amazing!