Where disability comes into the picture is thinking about how someone’s body or mind might function best in an environment, a built environment or an emotional or communicative environment or infrastructure that perhaps wasn’t designed to begin with with that particular person’s bodily capacity or neurodivergence in mind when that design was first conceptualized and then implemented. Lydia wears many, many hats - we’ll get to that in a minute. And if we all start at that premise, that every single human is valuable for who they are in all of their complexities, in their many identities and experiences, not in spite of them, because we are not the same and that’s a good and okay thing, but as all of the things that they are, then we can recognize that even if we don’t understand intellectually or emotionally what another person’s experience is, it doesn’t mean that it’s not valuable or that they’re not valuable as a person, or that that experience or part of their identity somehow detracts from their personhood. And we take that mental model into the online environment. Even if we’re in person, we’re not really relating to the person we’re vegas slot casino looking at, we’re relating to our little mental model of that person that rests in our mind. MATT: That was Clark Valberg. MATT: How should people think about physical disabilities versus neuro-atypical folks in regards to office environments? It enables that same kind of ratio of having a bit of a dedicated workspace for you but also supports and enables more open conversation and collaboration with people who are physically present with you. MATT: I’ve heard - you talk about the screen a lot but I have also heard that InVision - rumor - that you’ve banned slide decks.
And all of those experiences of marginalization, and what some of us might say is hyper-marginalization, people who live at the margins of the margins where there is so much that is stacked against us, and how society is designed, and who society assumes is normal and healthy and the ideal, and who society decides shouldn’t really be at the center, shouldn’t be in the lead, should be denied opportunities, should not have access and all of those things, it gives you a very different perspective than when you grow up in the world with access to more privilege and resources in ways that I didn’t, even in the many ways that I have had some privileges. I think it’s like 10AM to 6PM. The recommendation that is fairly closely held is that there should be a three hour overlap between most of the team because within those three hours you can negotiate when your stand-up meeting is. So how do we create a list of questions? There are things that happen in a co-located environment - that’s what we call the world of on-site work, co-located - there are things that happen there between the seams that people don’t even understand are happening. Drinks, we do panels, not a week goes by that there isn’t some sort of InVision customer event happening at some bar someplace in the world. LYDIA: I believe very firmly that every single person deserves to be able to live in a safe community and to be able to live a self-determined life and to be able to live authentically and true to themselves and to be able to live as part of a community where they can receive care, they can receive support, they can receive love, and they can feel a sense of belonging. I like to sometimes just go to conferences, even though I’m 50% interested in the content, just because being at a conference blocks off your schedule, it puts you in a room with a lot of that kinetic energy, of buzz, of people who aren’t distracting you because they don’t have any interest in you, they’re there for other things, they have no connection to you, but it’s a room that’s vibrant with the energy of people. If you can do that, you can have a much greater diversity of people in the conversation, your Head of Finance doesn’t feel like they’re on a product call, the product people don’t feel like they’re in a finance call, everyone feels like they’re in a creative problem-solving call. MATT: I would call it radical actually, yeah, especially for the time. When you do a Freehand sketch - we have a product called Freehand, which is basically a gigantic, online white board - or you’re actually showing screens of an experience, and tying the conversation around pricing into the user experience, that drives that conversation around pricing to the customer - two things.
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And if you have a single team with people in what I think are the three zones, South America, Europe, Africa, and then Asia Pacific, there is no good time for anybody. You know when they go up before they’re about to bat and they have like three bats and they swing that a few times so it’s a little harder? You can find him on Twitter at @clarkvalberg. Thanks for joining us and see you next time. It can enable the employee ultimately to feel better about the work that they are doing and to produce higher-quality work. Again, this is personal, my personal principle behind this online universe is it’s called Cloud Culture - that’s what we call it - Cloud Culture versus the IRL stuff, when you’re in real life I prefer us not to be doing work. One, if you were doing a pre-postmortem today for InVision, what would be on your list? I don’t know what the time is in Australia right now but you get the idea.
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