This is a great list. I agree there is high ROI on small actions that have to do with the flow of useful information, making and reinforcing connections, and giving feedback. It has also been my experience that people in EA have been highly likely to accept my 1-1 meetings even if the person doesn't know me nor do we have mutual connections. 

Going along with the feedback form idea and your statement "People can only assume what you want unless you tell them": I'd add to the list that quickly giving or asking for feedback from another person is super useful, especially after you've interacted with the individual for a while and you have rapport. It only needs to take a minute or two. Praise makes people feel good, stay motivated and double down on strengths. Criticism helps remove blind spots and shows that the giver cares about the growth of the receiver. When coming from a place of caring, these build trust. 

• Name: Adam Tury
• Target roles: Operations Manager, Operations Generalist,  Technology Manager. 
• Location: Various (UK/EU mostly, US sometimes)
• Remote: Yes - I am only entertaining remote roles at this time. 
• Willing to relocate: No, but willing to travel 4-6 times per year for work. 
• Skills: leadership, people management, coaching, career development, hiring, onboarding, software development management, software operations, operational excellence, organizational culture, performance management, Agile methodologies, continuous improvement, project/program management, business writing.
• CV: https://go.adamtury.com/cv 
• CV Highlights: Studied CS, AI and philosophy at the University of Michigan, worked at Amazon for 6 years, worked as a people manager for 11.5 years, managed up to 25 people, promoted 12 people, gave 500+ interviews, led the delivery of product/technology roadmaps for several years.  
• LinkedIn: https://www.linkedin.com/in/adam-tury/ 
• EA Experience: 80000 Hours career course, 80000 Hours advising, EA virtual intro course, participated in EAG San Francisco, EAG Washington DC and EAGx Virtual. 
• Cause areas: Meta-EA, AI-safety, alternative proteins (climate change + farmed animal welfare) are my preferred cause areas, but I'm open to other longtermist cause areas.  
• Available: now. 
• Email: [email protected]
• Note: I'm piloting a pay-what-you-can leadership coaching offering for current and aspiring EA managers. Email me for details.

Me! I don't just enjoy people management, I am passionate about leadership and consider it to be my strongest skill set.

[I see I'm a bit late to the party on this once since the latest replies were in 2019. It seems like the underlying concern about lack of management capacity in EA organizations is still a pressing issue though. Does anyone strongly agree/disagree? Please comment as I'd love to chat further, or send me a message]

I have 11.5 years of experience managing software teams in industry (Amazon, Bloomberg). I'm now pivoting my career to EA and have been deeply engaged in the community for about 6 months. I love managing and growing high-performance teams, and scaled an organization from 8 people (1 team) to 25 people (3 teams). I take a people-oriented, supportive, coaching approach to management - this helps me find the win-win of happy employees who are learning and growing in their careers, and delivering amazing results. If someone reads this and is hiring for an operations or technology manager role in EA, please feel free to send me a message. My preferred cause areas are EA movement building, AI safety, and alternative proteins, but I'm open to other causes in order to gain experience and do good.  

I also am piloting a pay-what-you-can leadership coaching program for current and aspiring EA managers. If you're interested, send me a message!