Transitions into management

“With a flavour of failures, with a flavour of mistakes, with a flavour of exceptions”

@JCardenete #LeadDevSanFrancisco Image
“We’re going to look at two different angles:

1) Person (right person for this transition to manager)

2) Environment (set them up to succeed)

Success = high performing team + “happy” manager + for a long time (2+ years)”

@JCardenete #LeadDevSanFrancisco Image
“Three Things to Look for in the Person:
[0) Care about people (non-neg) ]
1) Doubts (filter out power hungry)
2) Growth mindset (highly competent at engineering —> highly incompetent at managing)
3) Courage to be disliked (recognition changes)

@JCardenete #LeadDevSanFrancisco ImageImageImageImage
“The best managers don’t want to manage, but they get joy from helping people.

People need grit and determination to make the change.

It is easier to be liked than to be respected, admired, inspiring.”

@JCardenete #LeadDevSanFrancisco
“The special ones are those who have the ability to influence others with discussion, to provide critical feedback with grace, to do what’s difficult but necessary and right to do.

But no one can do a zero to one transition into management”

@JCardenete #LeadDevSanFrancisco Image
“Think about
1) Change budget (how much change can this team or person absorb right now?)
2) Support and confidence (demonstrate both radically*: direction, availability - be there!, delegation)
3) … the Catch Block (help them fix … or remove)”

@JCardenete #LeadDevSanFrancisco
“Be soft on the person and hard on the behaviour / situation”

@JCardenete #LeadDevSanFrancisco
“Your success comes from the power law of your best decisions.

Your reputation comes from how you deal with your bad ones.”

@JCardenete #LeadDevSanFrancisco
1) The best EMs don’t wanna
2) Grit & adaptation
3) Easier to be liked than respected
4) Do not introduce more change than team can absorb
5) There is nothing you can break that I cannot help you fix
6) Soft on person, hard on reversing situation

@JCardenete #LeadDevSanFrancisco Image

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More from @Geek_Manager

Oct 27, 2022
Latest in the “moving into tech leadership and/or management” subtheme here today at #LeadDevSanFrancisco is “Becoming a Manager Somewhere Else” from @mybluewristband
“Not all the advice provided in this talk will definitely work for you, as it’s my own story”

@mybluewristband #LeadDevSanFrancisco
Jenn’s Career Trajectory:
- civil engineer
- mechanical engineer
- structural engineer
- customer support (to get foot in the door of tech)
- web developer (~5 years)
- software engineer (again. Another 3 yrs)
- moving towards management

@mybluewristband #LeadDevSanFrancisco
Read 13 tweets
Oct 27, 2022
“Making code review a more inclusive & productive collaboration

1) Why it’s important
2) How to promote inclusive code reviews
3) Best practices”

Shifalika Kanwar #LeadDevSanFrancisco
Review Speed vs Feedback Value

Shifalika Kanwar #LeadDevSanFrancisco
Maslow’s Hierarchy of Code Reviews:
- Inspirational
- Elegant
- Readable
- Secure
- Correct

Shifalika Kanwar #LeadDevSanFrancisco
Read 5 tweets
Oct 27, 2022
1) What is inclusive hiring?

“Inclusion is a foundation for setting and creating a level playing field for people to be given opportunities to succeed. Inclusion has to presume competence.”

@sushmars #LeadDevSanFrancisco
“Inclusive hiring is not just hiring underrepresented minorities and checking a box.

Diverse, motivated employees push the company forward so much more than companies that lack that”

@sushmars #LeadDevSanFrancisco
Why is inclusive hiring important?
1) foundation to diversity
2) diversity of thought
3) deepens the pool
4) enhances innovation

@sushmars #LeadDevSanFrancisco Image
Read 10 tweets
Oct 27, 2022
I love the @TheLeadDev crowd so much. They just gave @carlaprvieira applause and whooping for explaining it’s her first time in the US and her first international conference talk here at #LeadDevSanFrancisco 🥰🥰🥰💖💖💖
“Bias is like a virus that travels and is replicated by machine learning models.”

@carlaprvieira #LeadDevSanFrancisco
Potential Harms Caused by AI Systems:
1) Bias & discrimination
2) Denial of individual autonomic rights
3) Non-transparent, unexplainable or unjustifiable outcomes
4) Invasions of privacy
5) Unreliable, unsafe or poor quality outcomes

@carlaprvieira #LeadDevSanFrancisco Image
Read 9 tweets
Oct 27, 2022
So @v_hue_g starts by recommending her 4th of July watchathon:

National Treasure
Hamilton
National Treasure 2

🤔
@v_hue_g #LeadDevSanFrancisco
“Learning from incidents allows you to get value out of them.

We can use an incident as a catalyst for helping you understand how you think your org works versus how it actually works”

@v_hue_g #LeadDevSanFrancisco Image
The Setup:
- Assign
- Accept
- Identify

The Prep/Analysis:
- Analyse
- Interview

The Group:
- Meet
- Finalise
- Distribute

@v_hue_g #LeadDevSanFrancisco ImageImageImage
Read 4 tweets
Oct 27, 2022
“Effective Engineering Teams:

- Enable (define effectiveness, strategy, metrics, outcomes > outputs)
- Empower (scale team effectiveness w culture)
- Expand (optimise leadership)”

Efficient = doing things right
Effective = doing the right thing

@addyosmani #LeadDevSanFrancisco
Project Oxygen determined Google’s great managers’ traits

@addyosmani #LeadDevSanFrancisco
Project Aristotle extended the research

@addyosmani #LeadDevSanFrancisco
Read 10 tweets

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