Today on Talk Talent To Me, we are joined by the Chief People Officer over at BlockFi, Laura Cooper. From big corporations to small startups, Laura has seen it all and has insights into the world of talent acquisition from every angle. Laura fills us in on the different approaches she’s been able to take in smaller organizations and the effectiveness and agility of a small, carefully composed team. We learn about social contracts and how to set the stage for high intellectual friction and ensure low social friction, before going on to consider the need for a balance of potential and experience within a team. Laura generously shares BlockFi’s recruitment process and cultural ethos, as well as her personal emphasis on the importance of being surrounded by people who are willing to challenge her.   Key Points From This Episode: Introducing Laura Cooper, Chief People Officer at BlockFi. Laura explains what BlockFi does and what’s unique about it. BlockFi’s mission to make cryptocurrency accessible to everyone. The benefits of crypto being in the blockchain and outside of governmental control. Why BlockFi is poised to work with regulatory bodies. What appealed to Laura about working with BlockFi. Laura’s professional background from practicing law to her current position at BlockFi. Why she moved to a small startup from a large corporation and how her role differed. How a small team can be far more agile and effective than a big team with a big budget. Laura’s most difficult transition moving from a big corporate into a small organization. Laura breaks down the concept of social contracts in small organizations. The role of the recruiters at BlockFi and how they carefully discern new hires. BlockFi’s ethos and how the company abides by and emphasizes its social contract. What Bonusly is and how it inspires the right behaviors in employees. How to ensure that a hire for potential is supported to succeed in a new position. Why there needs to be a balance of potential and experience within a team. The importance of being surrounded by people who are willing to challenge you. The two primary things psychological safety is comprised of. How to set the stage for high intellectual friction. What low social friction means. How to manage your teammates’ failures. How setting boundaries creates a positive culture. Laura’s final advice: Don’t be afraid to learn and don’t be afraid to unlearn!   Tweetables: “One of the things that’s most exciting about BlockFi is it’s also for the individual, like you, me, grandma, grandpa, and everyone has the opportunity to buy and sell and trade in crypto through BlockFi.” — Laura Cooper [0:02:04]   “I like the idea that money is in the hands of people versus under control of government.” — Laura Cooper [0:05:06]   “There is and there should be an expectation between the organization and the people who work for it about how we treat one another.” — Laura Cooper [0:20:45]   “Unfortunately, recruiters get a bad rap in a lot of ways but they really are the guardians of the culture.” — Laura Cooper [0:23:15]   “You can’t have everybody be a commander and you can’t have everybody be a scout. You need a combination of the two.” — Laura Cooper [0:30:04]   “The greatest thing is constantly learning. Don’t be afraid to learn, don’t be afraid to throw yourself out there if you don’t know how to do something.” — Laura Cooper [0:37:26]   “Don’t be afraid to unlearn, take the best of what you know how to do and tailor it for the climate in which you’re in.” — Laura Cooper [0:37:54]   Links Mentioned in Today’s Episode:   Talk Talent to Me Laura Cooper on LinkedIn BlockFi  Bluecore The 4 Stages of Psychological Safety Rob Stevenson on LinkedIn Hired