I’m an individual contributor, but I want to better understand management’s concerns, so I’m reading Camille Fournier’s excellent The Manager’s Path. These are my notes.
Many think a neutral relationship with management is good because at least it’s not negative, but there is such a thing as a positive relationship w mgmt.
- two purposes:
- Human connection
- Private conversation, eg feedback
- I agree w the above two, and would add a third:
- To ensure time w otherwise busy ppl; the junior person has the priority
- Not for status
- Prepare an agenda. I like a living doc, linked from the mtng invite. Items can be added and referenced any time
- “Regular 1-1s are like oil changes; if you skip them, plan to get stranded …”
- “Try to keep notes in a shared document” 👍 I like to link an agenda doc from the mtng invite. (Same for most recurring mtngs.)
As you become more senior, feedback decreases.
Appreciate the fact that current peers turn into future jobs.
– common every 5-10 yrs
– lots of uncertainty in the world
– ultimately, we have to rely on ourselves
People aren’t good at saying what they mean in a way others can understand, so we have to listen carefully to words, and non-verbal cues indicating the person feels understood.
“Be prepared to say anything complex a few times and in diferent ways.” I’ve found such repetition frustrating in the past. It’s validating to see this advice.
Effective teams have good onboarding documents. Have new hires update the docs as their initial contribution.
“What you measure, you improve.”
Beware alpha-geek tendencies. In particular, the tendency to lecture and debate.
– keep an open mind, since the mentee brings fresh eyes
– listen and speak their language. If you can’t hear the question being asked, you can’t provide good answers
– use the mentorship to build your network
“Tech lead is not a job for the person who wants the freedom to focus deeply on the details of her own code.”
“… the tech lead role may be held by many different stages of engineer, and may be passed from one engineer to another without either person necessarily changing his functional job level.”
“… we know from the title that it is expected to be both a technical position and a leadership role.” In other words, it’s not necessarily superlative, ie TL != best.
“The tech lead is learning to be a strong technical project manager… and [is] learning how to handle difficult management and leadership situations”
“Realistically, it is very hard to grow past senior engineer 2 without ever having acted as a tech lead, even on the individual contributor track… people skills are what we’re asking the new tech lead to stretch, more than pure technical expertise.” This stands out to me because of the tension between manager and maker modes, to use Paul Graham’s terminology.
“Being a tech lead is an exercise in influencing without authority …” Including building a psychological skill set for managing associated stresses.
“From now on … balancing is likely to be on of your core challenges.”
Currently, it feels like I’m working two jobs, manager mode during the day, and maker mode in morning and evenings. Regular, project-specific “cadence” meetings have helped reduce ad hoc discussions, fwiw.
Ah, a few lines later: “Some days you’re on maker’s schedule, and some days your on manager’s schedule…It’s very difficult to get into the groove of writing code if you’re interrupted every hour by a meeting.”
“Part of your leadership is helping the other stakeholders … respect the team’s focus and set up meeting calendars that are not overwhelming for individual contributors.” I’m very happy to see this in a book about managing thought workers.
Main roles of tech lead
- Architect and business analyst. Design the system enough to provide estimates and ensure requirements are met
- Project planner. The goal is to maximize parallelization
- Developer and lead. Write code, but not too much. The goal is the project (and team development), not individual tasks
“Sometimes tech leads are tempted to go to heroics and push through obstacles themselves… [but] you should communicate the obstacle first.” I can relate with the former and appreciate the actionable latter.
“Teams often fail because they overworked themselves on a feature their product manager would have been willing to compromise on.” So, communicate.
“… most managers will expect their tech leads to continue writing as much code as before … It’s generally a pure increase in responsibility …”
The goal of a project plan is a “degree of forethought, in places where you can reasonable make predictions and plan … The plan itself … is less important than the act of planning.”
Take time to explain. No one who’s not actively working on a project should be expected to immediately know and understand project details.
Do a premortem as part of project planning. How could the system fail, and what could we do to recover?
“Having the focus to build something big yourself is a distant memory.”
The agile principles can be a healthy alternative to rigid process 👍 I think they’re great.
“… no two great teams ever look exactly alike in process, tools or work style” The best thing I’ve seen is an appreciation of experimentation and iteratively building a style that works for the current team. A basic project plan, ie list of tasks, also seems like a universal business requirement. Put another way, revisiting that plan periodically seems like a reasonable, universal starting point.
Qualities of a great tech lead:
- Understand the architecture
- Help build, but involve others
- Lead decisions, but do so collaboratively
“You want to encourage others on your team to learn the entire system … but you don’t always need to be self-sacrificing” There’s the need for a sense of balance again.
“Your productivity is now less important than the productivity of the whole team.” But how to improve the productivity of the team without putting on a management hat? Fournier gives an example: “Represent the team in meetings.”
Possession of communication skills differentiates successful leaders.
“Practice repeating things back to people to ensure you understand them.” I like this! I think it pairs well w advice earlier in the book to listen and observe non-verbal cues.
Communicate and listen.
I’d add that the tech lead label can also make one a focal point for questions, eg support, which can disrupt focus work. I like the pattern of having a support rotation, but depending on the company, the convention may be to simply ping the TL.
“Respect the ‘maker schedule’ for reports” 👍 As a general rule, I appreciate biasing toward contiguous meeting blocks.
“Autonomy … is an important element of motivation.” I see this w external contributions too. Maximizing an integrating team’s autonomy frees them to meet their goals w minimal bottlenecks.