People are depend on you–for direction, for validation, for encouragement.
Care about your team
- Great people in the morning, ask how they are doing and care about their answers.
When getting started
- Consistently hold meaningful one-on-one meetings
- Make it safe for them to give you honest feedback
- Offer them feedback and correction so they can improve
Let people be seen and heard
Help people feel engaged
- Keep things simple, focus on one thing at a time
- Keep people engaged
We are making engagement way to complicated
People have a need to belong
Culture is the backbone of innovation - (Sarah Prevette) - It’s not enough to want an innovation culture. You need to be dedicated to hearing honest feedback and championing ideas that your staff have.
Leadership styles
- Coercive leaders demand immediate compliance
- Affiliative leaders create imotional bonds and harmony
- Democratic leaders build consensus through participation
- Coaching leaders develop people for the future
- Authoritative leaders mobilize people toward a vision
Perceived attributes from a team looking for a Dev Lead
- They should have Strong People skills.
- They should be able to build strong relationship with other team – Unblock teams. (This is most important impedance which we face)
- Believe in team’s ability and give them freedom – No micromanagement
- They should invest in building team culture - Team Branding and profiling.
- They should be able to highlight our team’s strength and bring visibility
- Understand and support individual’s career goals (Career guidance)
- Bring openness, they should be approachable, inclusive, collaborative and should have a good sense of humour
- They should have worked in Agile environment and should have some delivery experience under their belt
- Having tech skills is good to have
- Should have at least basic understanding of the technologies
- Should contribute to the team by bringing fresh perspective and skills to the team
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Potential interview questions for a Dev Lead
- Give them a case scenario where the team is stressed and ask them how will they respond to it.
- What have been their previous experience in:
- Conlict resolution
- Building Team culture
- What have been their failures and what are their learnings from them.
- We want to add someone less experienced as an interviewer. We want to see how they respond to their question. This will reflect whether they respect idea/questions irrespective of who is raising them.
