In today’s small group mentoring session we had a bunch of good questions which touched on topics like:
- How do I manage difficult developers?
- Identifying and communicating our hidden expectations of developers
- Transitioning from a “family” to “sport-team” mindset
- Finding new areas of growth for ourselves
- What to do when people leave in droves
All good stuff!
Here’s the questions we discussed today:
I’ve noticed that some developers are much harder to manage than others, though I’m not sure why. Do other people find this to be true? How big a variance do you see?
As I look back I see a set of unspoken expectations that were hidden, even from me. These are causing me problems, and frustrating my team. What should I do?
My company has decided to stop hiring junior people and only hire senior engineers. This sounds great, but what problems might this cause?
How can I learn more about the business side of the company, even though I’m an Engineering Manager? What benefits are there, and is it worth my time?
I’ve had a rash of people leaving lately, for various reasons, and now people are calling the company a “dumpster fire”. How do I combat that idea before others leave?
Do you have questions like these that you’d like to get answered?
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BONUS: the mentoring group also includes a dedicated Slack channel to facilitate discussion between sessions.
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