Software Engineering at Google Book Notes | Chapter #5 - How to Lead a Team (2 of 3)
Software Engineering At Google
Chapter #5 - How to Lead a Team (2 of 3)
Software Engineering at Google Chapter #5 - How to Lead a Team (2 of 3)
Teach the low performer how to walk -> jog -> run
You may need to temporarily micromanage the low performer
Check in weekly with the low performer, be honest about progress
Don’t confuse soft touch leadership with friendship
You can build consensus, lead, and be a tough leader with completely foregoing close friendship
Have lunch with your team to stay socially connected without making them uncomfortable
You may need to micromanage individuals, but constant micromanagement of an individual is a hiring failure
Don’t treat your team like children or they will act like children
There is a difference between being humble and being a doormat
The best way to accomplish management’s goals is to let the people who do the work flesh out the details because they know best
When the team self-organizes around a project it creates a sense of responsibility and accountability for the success of the project - they own it
Don’t pretend you have all the answers, don’t pretend you’re right all the time
People respect leaders who apologize when they mess up
Be less vocal about your skepticism, but be aware of the work that’s happening - keep a watchful eye and intervene when necessary
Leaders are always on stage 24/7, always being watched
If someone asks for advice don’t give answers, ask questions instead. This allows them to find the answer themselves.
Be a Catalyst -- build consensus, bring people together
People without authority can easily be a catalyst by setting up meetings and chats to clarify things and bring people together to move forward
Some roadblocks are technical, some are organizational (policies, etc)
You don’t need to remove the roadblocks yourself, you can act as a catalyst
When mentoring, one must make a tradeoff between time spent learning and time spent contributing to work tasks
To be a mentor one needs to know their team’s systems and processes, have the ability to gauge how much help the mentee needs, and the ability to teach
Set clear goals. Check in periodically to make sure everything is still on target.
Thank you for your time and attention.
Apply what you've learned here.
Enjoy it all.
© 2021 Josh Turgasen
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