Episode 42 is here, the answer to life, the universe and everything: @mseavers, ex-CTO at @riotgames @RiotCareers discusses building self-managing teams.

Check out the interview: codingsans.com/blog/self-mana…

Hosted by @FancyKarolina, powered by @codingsans

#EngineeringManagement
Here are some key takeaways:

1. What does the manager do in a self-managing team?

The leader’s job is to coach. You don’t do the frontline work, so you shouldn’t make all the frontline decisions. Teach your direct reports to solve problems and think for themselves.
2. There are reasons not to build an autonomous team

Leaders often have a desire to get more involved in the frontline work. Making decisions for your team can be quicker than taking time to have them think it through. But you come out ahead in the long run by letting these go.
3. Communicate your expectations

Let your reports know that you expect them to think for themselves. You can turn it into a company-wide initiative or you can work individually with certain people. Just be straightforward, and give them space to actually do it.
4. Coach your reports

When your reports are making a decision, let them know you expect them to come to you with a suggestion. Help them think it through by reminding them of the goals and pointing out potential flaws in their thinking. They’ll pick up on the process quickly.
Do you want to learn more about building self-managed teams?

Check out the interview: codingsans.com/blog/self-mana…

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More from @lvlupeng

28 Apr
How do you manage your hybrid engineering team?

Get some practical tips from Ellen Wong @EWonf, Director of Engineering at @CalmEngineering.

Check out the full episode: codingsans.com/blog/hybrid-te…

Hosted by @FancyKarolina, powered by @codingsans

#HybridTeam #EngineeringManagement
Here are some takeaways:

1. Hire the right people
You need to hire for specific qualities when working in a hybrid team:

-Communication skills
-Proactivity
-Openness to feedback
-Inclusivity

These qualities have always been important, but they became essential in hybrid teams.
2. Document goals
You can’t rely on organically noticing in the office that an employee isn’t clear on the team’s goals and easily remind them with a few words. You need to make the goals explicit, and create a go-to document for your team to look at when in doubt.
Read 5 tweets
15 Apr
The State of Software Development 2021 report is out!

We partnered up with @codingsans to bring you fresh insight from the software industry. We're working on delivering a discussion about the findings.

Check out the data: codingsans.com/blog/software-…

#EngineeringManagement
Here's a taste of the findings:

1. About half of the tech companies didn't suffer badly from the pandemic, and almost as many experienced positive changes as negative changes. Only about 1 in 3 companies was forced to downsize at all.

#SoftwareDevelopment #softwareindustry
2. Hiring is still the biggest challenge

Most engineering managers are still concerned about hiring, with capacity being second among the most important challenges.

#EngineeringManagement
Read 5 tweets
31 Mar
Learn about engineering leadership in #hypergrowth from @akoskapui, VPE at @Shapr3D. Recruitment strategies, decision making and planning.

Full interview here: bit.ly/3m8H3e0

Interview by @FancyKarolina, powered by @codingsans.

#EngineeringManagement #hypergrowth100
Some key takeaways:

1. Create hiring requirements

Don't lower the bar in hiring, look for people as good or better than your existing employees. Create explicit requirements for each position so applicants are measured to the same standard whoever conducts their interviews.
2. Hire engineering managers with deep technical knowledge

This is essential for tech companies in hypergrowth. You need managers to mentor and support your junior employees and new hires. You can’t rely only on senior engineers for this, they’re busy coding and interviewing.
Read 6 tweets
17 Mar
Learn how to go from engineer to CEO and what you need to master for such a career change from @rehemagi co-founder and CEO at @thedashbird.

Check out the full interview: bit.ly/2OKrsFj

Hosted by @FancyKarolina, powered by @codingsans.

#CEOmindset #startuplife
Here are some key takeaways:

1. Nothing can prepare you

Whether you come from software engineering, sales, marketing or any other field, nothing can prepare you for being a CEO. Running a company requires experience in every discipline. You must learn on the fly.
2. The engineering background can help

A background in engineering helps you when you need to iterate your strategy in any field. Come up with potential solutions, set expectations for them, use data, and make rational decision. Software engineers are good at this.
Read 5 tweets
17 Feb
@felhobacsi VPE @bitrise talks about how he became aware of his shortcomings in leadership soft skills and how he keeps improving them every day.

Full interview: codingsans.com/blog/leadershi…

Hosted by @FancyKarolina, powered by @codingsans.

#LeadershipSkills #EngineeringManagement
Here are some key takeaways from the interview:

1. Take feedback

This is the best way to know you’re doing something wrong. Take all the feedback you can get, and consider it carefully. Some may be way off, but you can find some of your weaknesses by paying attention.
2. Work on your self-awareness

Your biggest enemy is your autopilot. Your defense mechanisms tend to kick in way too early, and they get in the way of cooperation. Becoming more self-aware helps you master your instincts and salvage situations that may spiral out of control.
Read 6 tweets
3 Feb
How do you onboard engineers remotely?

Jerie Shaw explains @ShopifyEng's process, and how they made it more effective than in-person onboarding.

Check out the interview: codingsans.com/blog/remote-on…

Hosted by @FancyKarolina, powered by @codingsans.

#RemoteOnboarding #remotework
Here are some key takeaways:

1. Social isolation

People are sitting at home all day working, so you can’t bet on their forming bonds getting them past the early days in the company. You need to manage energy levels, create opportunities for bonding, and make onboarding useful.
2. Make it flexible

Make your onboarding process modular, so you can keep iterating in small increments. Just like microservices.

Different time zones also require flexibility. Make sure to provide opportunities for facilitated and individual learning whenever possible.
Read 5 tweets

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