When most teams complain about poor quality, they usually mean reliability woes; however, quality spans a more extensive spectrum and can mean many things. If you complain about your software being of low quality, what dimension do you mean? Use the Maslow quality hierarchy to identify the pertinent challenges and make the right tradeoffs.
You have a tried and tested approach for solving a knotty problem; however, getting organizational buy-in feels like pulling teeth. You’ve tried cajoling, begging, storming, bargaining and more to no avail. Nothing seems to work; you’re frustrated and thinking of quitting.
This post describes leading a team through a tough turbulent transition while handling hypergrowth and business pivots. It details the focus on high leverage activities to break the loop of never-ending toilsome tasks and reactive fires.
One of my most frustrating leadership experiences involved setting things aright after a near miss with a remote team
A team will go through some rough patch before it jells. Watch out for it, expect it and plan towards making it smooth. Brace for impact.
This post focuses on techniques and tactics for onboarding scenarios. These are the techniques I have seen over a decade of remote mentoring, being in teams and leading teams. Think of the suggestions as tailored heuristics for onboarding a new team based on the scenario.
This post focuses on steps to take during the first 3 months of forming a new team. It is the second post in the "How to onboard teams" series which covers lessons and techniques acquired from ramping up many teams.
How do you get a brand new team to become productive within three months? This post describes the lessons and techniques from rapidly ramping up these teams. These tips should help new members become productive within 12 weeks.
There is a high chance that you attend or have attended an inefficiently-run stand-up. I have seen various stand-up styles over the years. Sadly, most of the roughly 2000 stand-ups I attended were unproductive. Mildly put, most were status reports for some manager or higher up.
This post describes a simple framework for evaluating career choices along three dimensions and helps you to choose what is most important to you.
I decided to write about sparse and dense arrays several months ago. I thought it would be easy and imagined writing a masterpiece based off my multi-year experience with arrays. Alas, my foray into the intricacies of Arrays unearthed surprising discoveries and shattered my brittle expertise. This series of posts describes my learnings and Aha moments.
You have two choices when new challenges emerge: Offer several reasons why things wouldn't workSeek growth opportunities from the challenge Let's talk about the latter option. Scenario Your team dances through complex rituals every month before it can successfully deploy a big batch of changes. Engineers dread the drain on developer productivity and attendant customer … Continue reading Taking on scary challenges
Excuses are easy, take ownership and drive for results
Less can be more - remove, don't add: say less, delete code, write tersely. Find the smallest things with the highest impact. The end
I have had several managers across several teams and projects. This has exposed me to various management styles and taught me what to emulate and what to avoid. There are no silver bullets when it comes to leadership however these are a few things I appreciate.
Are you working on the right problems? If no, then focus all your energies on identifying the right problem with the biggest impact.
Shift and Unshift are the counterparts of Push and Pop. This post provides a deep dive into their applications.
A summary of chapter 2 of high output management
How do you drive change across difficult environments? For example, presenting radical new ideas to an unreceptive audience or collaborating with parties with opposing interests