Hi @jonathansmart1 - if you see this, the question is basically as Nick said. What if the people who show up tend to be a self-selecting group who all kind of look the same and are used to having their voices heard? Do you have any thoughts on how, without 'persuading', we bring in the people who don't feel as confident that their contribution would be heard or valued?

Interesting question @mail832. In what context?

Ah, sorry, early stages of building a community / coalition of the willing.

tbh it's a question I have about a lot of agile-adjacent practices. I am so much in favour of self-organising, emergence of leaders, etc. in general. And, a lot of these things assume a level playing field, where the right person feels at least as able to step forward as the confident (but less capable) person.

Thoughts • CoP: open invite, law of mobility, whoever turns up are the right people, and… the 'right’ people need to know about it, there should be multiple channels for learning and feedback (in person, Zoom, internal social media, surveys, sometimes intentionally inviting specific people (flattery), catering to introverts and extroverts

A feedback mechanism that allows people to register interest, even if listen only mode (90%)

Principles: agency and incentive

If there is someone less confident and we think more capable, the person maintains the agency to step forward or not.

We can invite.

Incentives: all of our behaviour is driven by away from threat, towards reward.

Threat avoidance being twice as strong.

Therefore, how can we minimize perceived threat? How can we create incentive?

> Threat avoidance being twice as strong. Yes, we talked about that. Using FOMO and loss aversion bias to overcome the loss aversion bias attached to another hour writing code or whatever :)

So much good stuff in here, thanks Jon for taking time to reply 😊

Happy to hopefully help. Currently on a train with intermittent reception!