[7/8] Managing Humans: Biting and Humorous Tales of a Software Engineering Manager (How to Manage Intellectuals: I'm Nerds & Geeks) (Category Management)

I continue the story of this book with a review of the third and last part of Versions of You, where the author talks on his fingers about the geek mindset and how to successfully learn with different people, where each person is a different version of you:) Posts from other parts of the book are available here 1, 2, 3, 4, 5, 6

44) Old Guard A great chapter on conflict, where The Old Guard are the ones who made the early version of the company successful. The New Guard are those who were called to further develop the company and contribute to its growth. The conflict is that the new guard invents and formalizes the processes that are necessary for a grown company. And the old guard resists and claims that it is all redundant bureaucracy and previously somehow managed without it. The solution is to have an open discussion, discuss the effectiveness of data-driven processes, and change culture as the company grows.

45) Rules of Conduct in Re-Grandization A Cool Chapter for Getting Your Behavior Strategy Right in Times of Turbulence Determine your role in what is happening. Paranoid people – hearing about reorge creates paranoid moods The word of mouth is going crazy at this time and it shouldn't be trusted for everything. 100%

• Reorgies go on forever. Most people like to talk but hate to admit it. But the main thing is to stay calm during reorg.

46) Unexpected connections Geeks automatically divide information into two baskets:

• Relevant - goes in line to study Unrelevant - goes straight to /dev/null Learned relevant info is added to the geek's knowledge network, which is his super-power

47) Avoid the Fez effect The chapter is about working with veterans who have worked for a long time in the company. The author offers a Skill-Will matrix, where there are the following options: Skill High, Will Low – a person is bored, you need to change his tasks or area of responsibility Skill Low, Will High - the employee's skills are outdated, but he wants to perform - he must be taught and guided

• Skill Low, Will Low - the boss screwed up, as he scored on the employee and he lost motivation and skills Skill High, Will High is great, but it’s hard to maintain.) A very useful matrix that I used in my work:)

Continuation in the last post. #Management #Software #Engineering #SoftwareDevelopment #Processes #Leadership