Josepha Haden Chomphosy

Every Thursday I post a new job list in product management for social impact. For transparency, here are some principles I'm following when searching: I use the following job boards to help me curate this list: LinkedIn, Tech Jobs for Good, Built In, and edtechjobs.io. I do not add reposted jobs from LinkedIn. (Disclaimer: There may be reposted jobs from older lists) I link directly to the job application I share work type and location like (remote | US) or (remote | work from anywhere in the world) This week I'm digging into Nick Martin's job board list here https://lnkd.in/eNDcmKw7 to find more opportunities! See my comment below for a full list of my weekly posts so far. 🚀 Tomorrow I will launch a new list.

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In recent time we've witnessed the emergence of communities, as a way of reaching of out to a larger audience more especially developers. Sadly most community moderators do not understand the role a community has to play in the life/career of an individual, and that promoted my research. so I came up with this beautiful blog: https://lnkd.in/dFUsJJei #developer_community #Commudle

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📢 Accessibility alert for my state and local government colleagues! The recent Department of Justice rule on the accessibility of websites and mobile apps means you have 2-3 years to make your public digital content accessible (timelines vary depending on population, and there are some exclusions). The rule also means state and local governments should comply with WCAG 2.1 AA, which is higher than federal standards (currently at WCAG 2.0 AA). My hope is that this rule will result in much-needed accessibility improvements government-wide. Read more details in our recent blog post. 👇

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What I'm reading now: "Radical Respect: How to Work Together Better," by Kim Scott, provides a roadmap for creating a culture where *everyone* can do the best work of their lives. Kim's first book, "Radical Candor," contains some of the best advice ever on how to become a great manager. This one is kind of a sequel and focuses on building an inclusive, respectful work culture. As you know if you follow her on LinkedIn, Kim Scott is doing some of the best business writing in the world these days. Go get this book! https://lnkd.in/e-CRmYSB

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Recently a tech executive made a confession to me. She explained that she felt like an imposter calling herself a “woman in tech” because she isn't technical. (Even though she's had a very successful 20 year career working in tech.) As much as I hated to hear that, I totally felt it. Because I used to think that too. Even after many years of working in tech, I still struggled to consider myself part of the "tech community" because the voice of my imposter syndrome was drowning out the truth. 🙃 Then one day, something clicked. I realized that: 1) I know “tech” better than someone who doesn’t work in tech, which I'm regularly reminded of when I talk to people outside the industry. 2) Just because I'm *not as technical* as someone else, does not mean I'm *not-technical*. As a marketer, I shouldn't compare my technical prowess to an engineer or product manager (though I bet if you compared me to a non-tech marketer, I'd seem technical AF). 3) Most importantly, a tech company doesn’t work without their non-technical staff: their marketers, lawyers, finance folks, sales people, HR representatives, etc. We might not be building the product, but we’re just as essential to the success of our company—and our entire industry. So, to my non-technical tech friends out there who might be feeling this too: shut that imposter syndrome down right now. 🤜 You work in tech. 🤜 You belong in tech. 🤜 Your perspective as a person in tech is valid. Own it. 💥 Any non-technical techies out there that have felt this insecurity too? I'm sure it must be rampant.

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No notes here 🎯. Empowerment is not always enablement, and consciously offloading hard decisions on employees under the guise of career growth is borderline manipulative. Why? Because that same leader comes with heavy hitting feedback if the decisions you made weren’t the right ones, which is only now clear in hindsight. Remove the psychic level expectation element from the workplace. When you give someone an opportunity to drive decisions, make room for failure. It’s part of the learnings that ultimately steer us to success.

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There are so many hard working and talented people I know with stories of being stifled in a toxic workplace and going on to thrive in a nurturing one. Guess what? If the smoke is already visible during the hiring and onboarding process, that top talent your company wants isn’t going to stick around…possibly not even long enough to be hired. Organizations that want to thrive need to stop focusing on the short-term “solution” of hiring and firing, and instead step back and start creating an organization of good leadership and employee growth. #hr #recruitment #hiring #leadership

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Eight new accessibility business attributes so that everyone can find what they're looking for. And a behind-the-scenes use of LLMs to generate missing image alt-text for a better screen-reader experience!

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I royally f*cked up my first week. 🙂 I opened free channels of communication with my entire team. I have a unique dynamic with every single one of my team members (even in BizDev lol). I was intentional about sharing my expertise and boarded the ship with a mission. I made sure every day had a killer outfit, even on uniform days. And I had a 1-1 with my marketing director every day! 😭 Wait -- where's the mistake? 🤪🤪 TL&DR: There's no such thing as broad advice for what to do on your first day, week or even month. #NB A lot of the advice that goes out to people on how to act during their first - or even second - week of work ignores the nuances and demands of what's actually necessary to achieve your ideal outcome. As far as the finer trimmings of adapting to a new space go, there's no manual. Yes, there's pitfalls and problems to avoid in any corporate situation (like hitting on coworkers - that's just wild), but your purpose in any new space is to learn what makes THIS world go round. Once you've got a firm grasp on what flies, it's your mission to absolutely overcapitalise on green checks and aced performance reviews. Remember: as a leader, you're the ecosystem for the ideas in your space. The intention you set for your journey echoes into your team's resolve to solve problems to achieve these goals. And plus: the right people resonate and resolve to solve things for you from a place of understanding and not force. Tap in. Swag, Z #digitalmarketing #contentproduction #socialmedia #leadership

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✨ Excited to share even more details about our very FIRST internal communications hire at Workshop! ✨ Applications for this role will be open for just a litttttle bit longer. Here are a few reasons why it's so special to us: 🥇 EARLY STAGE ADVANTAGE: While many would say we're a bit early for this hire (at around 60 employees), we see this as an opportunity to build our internal communications from the ground up. Let's get it right from the start! 💖 📣 FULLY ALIGNED WITH MARKETING: Reporting to the marketing department, this role is thoughtfully designed to create more transparency in internal communications (after all, that's what Workshop is all about)! We'll share our work, open up our emails, and publicly discuss the success (or challenges) of specific campaigns. And you'll have the opportunity to host webinars, do podcast interviews, speak to the entire company, and so much more! 💌 CELEBRATED AND APPRECIATED: At Workshop, we are passionate about creating happier Mondays for employees everywhere through outstanding internal communications. Our platform is dedicated to this purpose. You'll not only have full support in what you do, but will also be able to provide amazing feedback to the product and sales teams, and the chance to create even better experiences for internal communicators around the world! If you know someone who would be a perfect fit or if you're interested in more details, please reach out and/or check out the job listing! (Note: this role is located in Omaha, Nebraska but if you're open to re-locating, get in touch!) Also, cannot BELIEVE I left two such a crucial hashtag off of my first post: #commsjobs (So excited to have one to share!) More details here: https://lnkd.in/g44mTBzV

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Want your team to rock employee advocacy? The secret sauce is serving up content straight to where they're always online - Slack! 🚀 With Oktopost's Social Advocacy App on Slack, your savvy advocates get real-time updates on fresh content from your Advocacy Board, making sharing content a breeze! Discover how this boosts adoption for your advocacy program here: https://okt.to/HpFxWI P.S. Microsoft Teams users, Oktopost has got your back too! 🙌 #EmployeeAdvocacy #Slack #StayConnected

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Good advice, whether you're starting your career or adjusting your path. "Self-awareness is key in determining the right fit for your career. You have to honestly assess the aspects of your work that bring you joy and energy. And you need to identify your strengths and areas in which you may not excel."  #careerdevelopment

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🏅✨ Think your company is a remote work superstar? Nominate it for Monster's Top Workplaces for Remote Work Award! Celebrate your organization's dedication to employee satisfaction and flexibility. Check out this Monster Hiring blog post for nomination details and join the ranks of previous winners who have set the standard for remote work excellence. #RemoteWork #RemoteJobs #EmployeeExperience #FlexibleWork

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I have a probably controversial take: To scale your (internal developer doc) tech writing to people who aren’t writers by role (SWEs) the most important thing you can do is throw the style guide out the window. I can hear grammarians hissing and the sound of a hundred years of writers rolling over in their graves now. But for internal dev docs, does it matter if someone writes slightly suboptimally if they are still generating content and guiding their fellow developers? And if people are able to get their job done with or without consistent terms or capitalization, with or without the oxford comma, with or without ideal punctuation, then… Why are we getting all in a twist? Scale and coverage with minimum viable internal developer docs trumps one perfect doc any day of the week. Throw away the style guide for internal docs. Pick two to five non-negotiables from it if you must, but the rest of it serves as a barrier to keep engineers out. And that hampers scale and coverage.

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Shifting from a fully remote role into a more hybrid role means I get a few extra perks. Like breaking bread with my coworkers, listening in on different conversations that I wasn't invited to... and of course rows and rows of cubicles, large dashboards showing calls on hold, and fluorescent lighting... If you're 100% remote, remember your perks and lean into good natural light. Not everyone gets that during their day job. #remotework #callcenter #workperks

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"What one piece of advice would you give your former self, given the chance?" 🤔 I've been asked this question a few times in interviews, and it turns out the advice I'd give to my former self is the same advice I give to someone today who is earlier in their career: ✨ Recognize what *you* offer. ✨ It's not just about what's on your resume. Or your education. Or your past job experience. It's about the intrinsic qualities that define *you.* The so-called “soft” skills, often labeled as "nice to have" are the same ones that make incredible employees and, particularly, incredible leaders. These human-centric skills—empathy, problem-solving, critical thinking, and communication—are critical in business, and they're all important in leadership. (That’s especially true as the world becomes more AI-driven.) Great leaders can spot these strengths in their teammates and seek to bring in those who demonstrate these soft skills, which benefit the team and drive better outcomes. And since human skills set us apart, especially as AI takes on a bigger role—don’t downplay those skills. Embrace them. They'll continue to matter. And, as I always tell my mentees: Be your authentic self—#authenticity matters. ✨✨✨ What advice would you give to your former self? I love hearing people's responses.

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Summer's here, and I'm taking the opportunity to hit pause on the hustle with a summer sabbatical. It's a chance to step back, reassess, and recalibrate, away from the constant notifications and social media feeds. This break isn't just about rest and relaxation, it's about unlearning the idea that burnout is a badge of honor. Our worth isn't defined by our hustle. This summer, I'm prioritizing rest, rediscovering my passions, and returning feeling revitalized and reinspired. #Q3Reset #SummerSabbatical #UnplugToRecharge

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One of my passions at Oktopost is leading our educational workshops for B2B social media management. I drew this diagram to try and help #EmployeeAdvocacy program leaders understand the following: 1. The number of posts shared by employee advocates is often far from linear 2. The ebb and flow of advocacy posts can be felt month over month as advocates change their working and sharing habits 3. It's our job as program leaders to watch for dips, and reignite the program Employee advocacy is far from set-it and forget-it. It’s normal to have ebb and flow in an advocacy program You have to be the one that reignites that excitement around advocacy. So a question to all my fellow advocacy leaders, what do you do when your program engagement starts to dip? Sound off in the comments.

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