Most teams say they value collaboration, learning, trust, and shared infrastructure. But when it comes to compensationā¦ we usually default to whatās easiest to measure. Iāve been exploring a simple question: **What would it look like to reward value more fully, not just output?** This article is an attempt to answer that. It proposes a practical model to: * recognize different types of contributions * make invisible work more visible * align incentives with how value actually emerges in teams Itās still experimental, but I think it could be useful for DAOs, cooperatives, and even more traditional organizations. Would love to hear what resonates (and what doesnāt). https://paragraph.com/@alexsotodigital/toward-a-value-based-compensation-system-for-daos?referrer=0x3cd5fEC7FA9827cf0d262D6be5421A61CF615794
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Soft skills are not āsoftā anymore. They are the hardest, scarcest skills in the age of AI. And most of us are still optimizing for the wrong game. We canāt out-code a machine. We canāt out-process a machine. We canāt out-scale a machine. Trying to compete with AI on technical output alone is a losing strategy. But hereās the twist: AI scales intelligence. It does NOT scale presence. And presence is becoming the premium layer. We are entering a world where technical skills get commoditized fast. But human connection does not. You can fake a lot of things. You canāt fake being truly seen. You canāt fake being held in a hard moment. You canāt fake trust under pressure. There are things you simply donāt want from a robot. You donāt want a machine delivering a cancer diagnosis. You donāt want an algorithm holding your hand when your company collapses. You donāt want a chatbot mediating a conflict between co-founders. You want a human on the other side of the phone. š§µ
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Weāre entering the era of AI agents that can act, not just advise. This forces a fundamental question: š How do we design organizations where AI gains autonomy without stealing authority from humans? š§µ 1/10
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