Creating a private website with WordPress

When we became parents in 2015, Kelly and I talked about where and how we wanted to share the initial photos and stories of that experience with a small group of our family and friends. In case you haven't noticed, I feel pretty strongly about the principle of owning our digital homes. So I felt resistance to throwing everything up on Facebook in hopes that we'd always be able to make their evolving privacy and sharing settings and policies work for us, while also trusting that every single Facebook friend would honor our wishes about re-sharing that information.

I took some time to explore tools available for creating a private website that would be relatively easy for our users to access, relatively easy to maintain, and still limited in how accessible the content would be to the wider world. (I tend to assume that all information connected to the Internet will eventually become public, so I try to avoid ever thinking in terms of absolute privacy when it comes to websites of any kind.)

I thought about using WordPress.com, which offers the ability to quickly create a site that is private and viewable only by invited users while maintaining full ownership and control of the content. I passed on this idea in part because it didn't allow quite the level of feature customization that I wanted, and partly because it's a service of my employer, Automattic. While I fully trust my colleagues to be careful and sensitive to semi-private info stored there, it felt a little strange to think of creating something a bit vulnerable and intended for a small group of people within that context. I would still highly recommend the WordPress.com option for anyone looking for a simple, free/low-cost solution to get started.

Here are the WordPress tools I ended up using, with a few notes on my customizations:

Basic WordPress Configuration

For the basic WordPress installation and configuration, I made the following setup choices:

  • I put the site on a private, dedicated server so that I had control over the management and maintenance of the site software (as opposed to a shared server where my content, files or database may be accessible to others).
  • I used a Let's Encrypt SSL certificate and forced all traffic to the SSL version of the site, to ensure all communication and access would be encrypted.
  • I set up a child theme of a default WordPress theme so I could add a few customizations that would survive future parent theme updates.
  • I set "Membership" so that "Anyone can register" in the role of Subscriber (see more below on why this is okay).
  • For Search Engine Visibility I set "Discourage search engines from indexing this site".
  • For discussion I set "

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On training people

As a follow-up to my post on what I've learned over the years about hiring people, this is a similar list of what I've learned about training and onboarding people as you welcome them into your organization.

Many organizations reduce training to a pretty simple process ("here's the training manual, here's your trainer, go"), but I find it to be one of the most complicated and fascinating periods in someone's life with an organization. The initial days, weeks of someone's employment (or, in a not-for-profit context, someone's time volunteering or serving on a board) are highly influential in shaping the experience they're going to have in the long run, and the work they're going to do.

It's a time when they start to reconcile their "outsider" impressions of what you do and how you do it with what they see as a new "insider" with fresh perspective. It's where any idealism and over-simplification that happens during the hiring process runs up against the nuances of internal processes and the texture of individual co-worker personalities. Training can prompt many moments of truth about the new person's image of themselves as a part of your organization: "do I belong here?" "are they going to like me?" "can I live up to hopes/expectations?"

From the perspective of the people doing the training, then, I think successful training is a careful balance between providing enough structure to properly educate and acclimate the new person to your organization while also allowing enough freedom and flexibility to accommodate their learning style, pace, interests and questions - especially the "why are you doing it this way when you could do it this other way?" ones.

Whatever you do, don't figure out training on the fly. Don't let it be a 100% self-directed experience in some hope that throwing someone fully into the deep end is the best way they'll learn. And don't underestimate the return on investment you'll get from an intentional, comprehensive approach to training.

As the process gets started, minimize assumptions. Communicate clearly and directly with the trainee (a word that feels a bit demeaning but is useful here) about every detail of their first moments as a part of your organization: where they should be at what time (and in what time zone, if you're a distributed team), in what medium the training will be conducted (in person, text chat, audio chat, video chat, in groups or one-to-one), how long the sessions will be, what they need to bring, and anything they need to do in advance. Give your trainee every opportunity to get past nervousness and make a great first impression by removing unnecessary vagueness in these critical first days.

Communicate expectations and set clear training goals. "Over the next X hours/days/weeks we're going to walk through everything from this to that. Your main trainer/mentor/buddy will be this person and they are your main point of contact for the process, ask them whatever you want. Here's the format we'll use, here are the materials we're going to cover, and here's a list of all the things we're going to touch on. Here's how we'll track your progress through this training, and here's what we expect from you at the end of the process." And then make sure all of this information is known to the wider team and company. Continue reading On training people

Using Todoist to organize all the things

For just over two years now I've been using Todoist as my primary to-do list manager and personal organizer software. I pay for the upgraded Premium version at US$28.99/year. I really like it and it's helped me stay on top of all the things I want to get done in my professional life, personal life, local community and beyond.

(Before Todoist, I'd been using Taskpaper and loved the simplicity of its interface and file storage. The software hit a period of being unmaintained and I really needed something up to date, so I switched. Taskpaper has since seen new life as a project, it's worth checking it out again too.)

The Todoist website linked above already showcases many of its features so I won't bother repeating those, but here are a few of the things I especially appreciate:

Continue reading Using Todoist to organize all the things

Preparing to have my wallet stolen

This post is from the "random life-hacks department."

I don't like worrying about losing my wallet. I don't really carry anything of great significance in it...little or no cash, some ID, and a few credit cards. But in the past I also knew that if I lost it or if it was stollen, I'd spend some anxious time trying to remember exactly what was in it, and then even more time searching around for the right phone number to call to get things canceled and replaced.

And it felt like there were more important things to worry about.

Ever since I started using 1Password, I don't worry about this as much any more.

Continue reading Preparing to have my wallet stolen

On hiring people

After years of various roles in which I've been solely or jointly responsible for hiring people into businesses and organizations, I offer some thoughts on what I think works.

Hiring is ultimately about entering into a new relationship with someone. Actions and words that truly honor the joys, anxieties, vulnerabilities and interdependencies of that process will tend to make it more successful. Things that treat it as a cold, harsh, impersonal transaction will tend to make it (and your organization) less successful.

A successful process, by the way, could mean that someone is not hired just as much as it could mean they are. Clarity about the long-term fit is more important than short-term harmony and avoiding disappointment.

If you create an application, screening, interview and hiring process where people can check off a bunch of boxes that culminate in their employment, they will tend to optimize for that. It doesn't mean they are disingenuous or won't be good employees, but it may not be what you want as you build a team. Asking people to follow specific instructions is fine - it can be a good way to screen out bulk applications and clarify someone's interest. But lean more toward creating an interesting dance between equal partners, and then seeing how everyone feels when the music stops.

Keep candidates updated as much as possible at every step of the process. Let them know you've received their inquiry and when they should expect to hear a next response. If there are delays on your end in evaluating their application, say so. Try to respond to every candidate who follows your basic instructions about how to apply, no matter how far they make it in your process. Don't play mind games, you are not running Fight Club.

Résumés are useful as a summary of someone's professional identity, but should only be a starting point for understanding what they would bring to your organization. Putting together a flawless résumé (and possibly a cover letter) should be a baseline for understanding someone's attention to detail and ability to communicate clearly. A résumé with typos, lots of fluff or other problems can probably be discarded early on.

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What we are, what we can become

One of the many recent life lessons I've learned from parenting an 18-month-old is that where you are and what you know right now doesn't have to limit where you can go and what you can become.

It's been fascinating to watch our daughter learn about the world and incorporate that knowledge into her life on timelines that span mere days and weeks. I had apparently developed a cynical view of what people have the capacity to learn and how long it takes, and she is challenging those assumptions and views every day. The old, limiting way of thinking about this puzzle/game/word/object/creature is so yesterday, dad! It is delightful and surprising to watch the human brain expand its understanding of how the world works, and I must constantly re-evaluate what she is capable of in order to keep up.

It's also a good reminder for me about how much we as a society tend to categorize and label people and what they have the capacity to know or do based on our initial encounters of them.

I've been thinking lately about how this dynamic is at work in the tech world in particular - people are pigeonholed into being developers, support/customer service, marketing/sales people, administrative/HR people, founders, or other roles and then we quickly start to make assumptions from there about how they think, what they know and what they're capable of. We can quickly forget that someone might have a broad range of skills and life experience that would allow them to take on multiple roles or see a given problem space from multiple perspectives, even if they choose to primarily occupy one particular role right now. Even worse, there's strong temptation to use only one or two direct encounters to label someone as a good/bad/mediocre version of their singular role, never again mentally giving them the chance to demonstrate otherwise.

"Him? Oh yeah, I worked with him on a project three years ago. He's a so-so developer but I wouldn't trust him to really thrive with this new project."

Continue reading What we are, what we can become

Without media literacy, is there hope for the media?

Much has been said in recent weeks about how the news media will need to transform itself if it is to keep up with continued deception from a President Trump, and with the proliferation of so-called fake news.

I think it's true that journalists have an almost impossible-to-navigate obstacle course in front of them for the years ahead. Covering hard news, calling out lies and omissions while maintaining their access, not becoming the story, not becoming desensitized, and just generally being on top of the actions of an administration unconstrained by any reasonable standards of integrity or transparency will be all-consuming.

But perhaps the harder task falls to an American public whose media literacy has apparently wasted away under the relentless influence of social media, clickbait journalism, passive entertainment, substandard education, and general civic apathy. It may not matter how well-sourced, researched and fact-checked a news article might be if the average reader doesn't know how to distinguish it from a speculative, misleading or just plain fabricated piece published by someone trying to get rich quick or advance an agenda. It probably doesn't matter how much time and money a media organization invests in being seen as credible if there is no widely accepted and respected standard for credibility.

If the public continues to give our clicks, attention and dollars to the most salacious and distracting stories over ones that cover the complex substance of politics and governance, there may be little hope for a strong fourth estate.

Continue reading Without media literacy, is there hope for the media?