Our Full Stack Blockchain Software Development Operations

Code Sport is a volunteer based organization. However, our plan is to carve out our Blockchain operations into a independent profit center focused on Customers and Developers.

We will spin off our Blockchain efforts — either into a DAO and/or as standalone business that would seek traditional venture funding.

Our priority is building the right culture by attracting a core team of developers who embody our values. If you would like to join us, take a look at our project roadmap and submit a pull request. Regular and consistent contributors who embody our values and mission will be invited to join us officially.

Code Sport Labs is formalizing its build-out of a core team of Blockchain developers. Herein, we discuss are our findings and lessons-learned on how to best manage a geographically dispersed team.

DAOs are a way to democratize participation in a project, based on the willingness to contribute to an open organization.
Stake DAO Academy

Thesis: We assert that, under the right incentivization structure, a group of highly motivated developers can self-organize and build robust, production ready code on schedule and with minimal supervision.

Hal Helms has proven that the key to success is managing the system. We add to Hal Helm’s assertions by analyzing what motivates developers. By understanding their needs and motivations, we believe any team leader can promote healthy behaviors and discourage unhealthy ones. As such, this article will outline our compensation structure for a decentralized group of self-motivated developers.

Many of us developers contribute to open source projects to incorporate features we ourselves have found useful or to fix bugs we’ve found. Additional motivations may include adding interesting projects to our portfolios, enhancing our CVs as well as the possibility of receiving a job offer due to our GitHub contributions.

Below is a summary of our findings from voice conversations and text message exchanges with over 30 developers from January 2022 to May 2022:

  1. Community and Personal Fulfillment (i.e., Acceptance by Others + Meaning + Purpose):
    • Being part of a supportive and cohesive team that shares goals and values to similar to their own
    • Receiving recognition and positive feedback for their work
    • Contributing to projects that positively impact their own and other’s lives
    • Working on projects that give their lives greater meaning and purpose
    • Receiving respect from others by working with a prestigious and respected project or company
  2. Growth and Learning (Self Improvement):
    • Regular skills training as well as working challenging projects that will help them grow as developers
    • Opportunities to be mentored and learn from more experienced developers
  3. Compensation (Financial Security):
    • Be fairly compensated for their contributions
    • Potential to have an upside in a project’s success

Now that we have an understanding of what motivates developers, we’ll put it to practice.

  1. Growth and Learning (Self Improvement):
    1. Developer skill training sessions: held weekly or bi-weekly
    2. Cross-training to allow all contributors to gain full stack expertise
  2. Compensation (Financial Security):
    1. Fiat or USDC compensation in the form of ad hoc stipends, merit-based bonuses, or annual salaries. NB: Monetary compensation is dependent on the project receiving grants or venture capital funding. Annual salaries are only paid to full-time, employee developers.
    2. Potential equity after regular contributions and team participation over a 13-month period (in addition to or in lieu of cash payments)
  3. Community and Personal Fulfillment (i.e., Acceptance by Others + Meaning + Purpose):
    1. Online community to connect with other developers
    2. Invite to officially join the Code Sport Labs Blockchain Team after 3 Months of active participation. NB: Hackathon participants who consistently contribute to the DAO project will be fast-tracked invited. We will waive the 3-month waiting period. You can expect an official invite after the Hackathon
    3. Code Sport (and/or spinoff entity) Email Address
    4. Profile Page on Code Sport (and/or spinoff entity website)
    5. Professional work references
    6. In-person and Online Meetups
    7. Code Sport Team Store to Buy Gear & Swag
  4. Clear Project Goals, Milestones, and Direction:
    1. Project Roadmap with Due Dates!
    2. Functional Requirements
    3. Test Driven Development & Adherence Industry Best Practices
    4. At minimum, weekly Team Status Meetings
  5. Values and Mission Statement:
    1. Honesty Coupled With Clear and Respectful Communication
    2. Lead With Empathy
    3. Culture of Learning, Teaching, Innovation, and Measured Risk Taking
    4. Understand the Clients’ Needs
    5. Create an Environment that promotes Mental and Physical Well-being
    6. We are Business. So We Also Focus on Profitability. But, Without Compromising our Values.
    7. Automate Complex Processes
  6. Identify Toxic Behaviors and Impose Consequences:
    1. Call Out Unhealthy Behaviors via 1-on-1 Conversations. Emails and Texts are Not Always the Best Ways to Communicate
    2. Communicate Clear Consequences for Each Toxic Behavior Incident
    3. Give Offenders the Opportunity to Course-correct. Many of us are not aware of how our behaviors may negatively impact others
    4. Impose a 3 Strikes “You’re Off the Team” Policy

In the software development world, Project Managers, Product Managers, and Team Leaders are highly compensated. These are Directly Responsible Individuals. They are responsible for building a developer team and ensuring quality and on-time delivery of a product. If the something goes wrong, it’s not the devs fault, but a failure of the project manager to execute. This failure is usually do to a lack of leadership. Specifically, failure to:

  • Have a clear product roadmap (Communication & Goals & Expectations)
  • Understand the end user. Build with a user-first design process (Empathy)
  • Communicate clear, honest, and realistic expectations to all stakeholders (Communication)
  • Aggressively use version control and unit testing (Quality Assurance)
  • Build a dev team with the right skills OR who can easily learn the right skills for the job (Team Building)
    1. Coach and provide the dev team with the resources the need to succeed (Empathy, Communication & Team Building)
    2. Earn the trust and respect of the team (Empathy, Communication & Team Building)

These issues have already be solved. It’s called managing the system.

In closing, below we heavily paraphrase an insight offered by 0xjustice.eth from his post called Rethinking the DAO Contributor Funnel. We’ve replaced team with dev team and developer team, DAO with startup and tech startup, and community with customers!

The [dev] team enables the [tech startup] to execute and create value. They are the [startup’s] engine. Their ongoing development will define the efficacy and sustainability of a [startup’s] product offering.

A [tech startup] cannot produce sustainable revenue without the [developer] team. [Customers] gather around successful products, and enthusiastic [customers (fans and influencers)] make successful products possible. This symbiotic relationship is the lifeblood of successful [startups].

The [developer] team at a [startup] can’t deliver without stability. Therefore it’s necessary to define, a-priori, a formal onboarding process.

Rethinking the DAO Contributor Funnel by 0xjustice.eth