Emergent Kudos Value
We want to be seen.
to make an impression.
to be heard.
to define value.
It all starts with being seen, with stepping into public view. We decide what we believe is valuable, expect people to see that value, and hope people see us.
When we share the products of our time, we earn kudos so we can see and value others. People see us and kudos flow, we see people and kudos flow. What force is driving these kudos actions? What hidden laws of nature are we uncovering? Abstracting people as nodes in a kudos graph: Why do some nodes attract and others don’t? Why are some connections stronger than others? What are the rules, the laws of our nature, that drive the emergence of structure in the kudos graph?
What guides the kudos connections? People are social creatures because we have more potential when we coordinate. We want to be a valuable part of something we believe in. Every time a kudos is exchanged, the hidden connections between people are revealed, slowly enlightening, exposing, revealing the strongest bonds, the connections that resonate best between those people at that time.
So kudos’ positive feedback highlight what teams value 🤔
Companies, organizations, teams, etc. spend a lot of time describing their operations to ensure people in the system know how to do their part to keep the system going. This approach makes sense to the designer, but to the individual in the system, it can be hard to answer ‘why’ they should do this vs that. Kudos change the nature of operations; Instead of specifying what should be done, you can specify goals and people’s expectations, giving the team agency within those guardrails — I’m thinking about PizzaDAO 😎 Choices made within the team are reflected by the kudos they award to each other, allowing us to visualize productive vs unproductive teams using the kudos graph. We can measure that graph to determine the ‘health’ of the team’s productivity, we can score kudos based on performance expectations, automating promotions, raises, praise, bonuses, access, opportunity, whatever makes sense to you as the business owner. Even better, with such transparency the team has real time information, raising the bar around the water cooler, performance reviews, and knowing who the real contributors are. Best yet, the kudos graph visualization allows you to see when things are going as well as expected, saving your energy for new interests.
I was thinking about PizzaDAO in the paragraph above, but these basic ideas can be applied to any team endeavor with quantifiable goals… even qualitative if you can associate qualitative with some kudos graph structures.
An individual’s score or group’s score is their kudos graph location relative to something, a topic, a person, a group, a search. We can earn a lot more kudos than we give, if people see us and we see them. The more kudos flowing through us, the more our score can grow. The more diverse our kudos network, the more our score can grow. People can be gateways to new areas of the graph, giving them influence. Kudos from influencers change your graph, which affects your score.
Looking for validation of your python skills? Court a python influencer 🐍
… of your blogging skills? Court a writing influencer ✍️
Want in? Court an influencer 🎯
