How can you coach junior system architects to grow in their careers?

I've learned that people have surprising different takes on what's important in working with system architecture. I see three main schools of thought: 1. The problem solver approach These people are driven by day-to-day operations, fixing incidents and judge their success by some sort of SLA measurement 2. The DevOps approach These people are driven by constantly tuning and improving the system and judge their success by their ability to provide added value 3. The Patrol & Control approach These people are process and security oriented and driven by the ability to manage changes, access and vulnerabilities Nobody is just one of the above, but it is important to establish what type is sought by the owner and provide guidance accordingly

- Conduct a Skills Assessment Begin by evaluating the technical skills of the junior system architect. This can be done through a combination of observation, testing, and reviewing their work. Identify areas where they excel and where they may need improvement. This will help you tailor your coaching approach to their specific needs. - Explore their Career Goals It is important to understand the career goals of the junior system architect. Do they want to specialize in a particular area of system architecture? Do they aspire to become a team leader or manager? Understanding their goals will help you provide them with the appropriate guidance and opportunities.

It's also important to make a clear distinction between the person and the function, so the feedback has two components: 1. The state and direction of the function, eg. "this is the slot you're expected to fit in and this is the direction that role is headed in" 2. The state and direction of the person, eg. "this is what I seek in this job, and this is what I hope to achieve over time" This is only meant to serve as a frame of conversation, not a sort of negotiation agenda

If one is ambition for Architect, good option is to start with BA, BSA role where they get lot of exposure to closely work with business partners, Solution Architect, Enterprise Architect Governance team. He can slowly start shadowing SA for sometime to understand the architect delivery landscape, then own a independent design deliveries with SA reverse shadowing.

Feedback is a crucial component of coaching junior system architects. Regularly providing feedback on their work can help them identify areas where they excel and where they may need improvement. It is important to provide both positive and constructive feedback, and to do so in a timely and respectful manner. Recognition is also important for motivating and retaining junior system architects. Recognize their achievements and contributions publicly, and consider providing rewards or incentives for exceptional work. This can include bonuses, promotions, or additional training opportunities. In addition to providing feedback and recognition, it is important to create a culture of continuous learning and improvement.

As a senior, I suggest they build a strong understanding of Linux and Bash. They should also try a project using plain Linux to set up basic software. It's important to learn how to use load balancers, reverse proxies, and other networking tools on their own. This will help them become really good at understanding how cloud works. I recommend having a group session where they use only Linux virtual machines to deploy software. They can start with simple projects and gradually move to more complex ones. This way, they'll have a solid foundation to begin with and understand cloud services or frameworks work. Obviously they have to learn the tools from CSP's, but they should also grasp the high-level overview of how these tools function.

1. Pick a simple solution project (something that you know to re relatively easy to implement and have room for mistakes and delays) and establish a meaningful and measurable "Definition of Done" Go to the "startup meeting" with them, but speak only when spoken to. 2. Make sure to allow for lots of questions, but focus on questions. Try sentences akin to "do you have questions regarding projekt X?" rather than "how's that project X coming along?" 3. "Lessons Learned" sessions, and more than one post-implementation...better to many than to few The goal is to goad them into taking responsibility and provide room and motivation to formulate issues and remember solutions and workarounds

Provide opportunities for junior architects to work on real-world projects and initiatives. Encourage them to take ownership of tasks, collaborate with cross-functional teams, and learn from both successes and failures.Encourage junior architects to collaborate with peers, share knowledge, and participate in professional networking events. Building connections within the industry can open doors to new opportunities and perspectives.

Sharing knowledge and experience is a great way to be introduced to other professionals. Being in a field where the knowledge pool is so vast and deep the chances that a beginner will know something of value for an expert is actually still high. People are happy to share with other people who like to share.