Learnings #RubyConf2018 DAY THREE

Today I focused on the “Lead Rubyist” track.

[1] “UnLearning - The Challenge of Change” by Jessie Shternshus : Adult versus Child. It is easier for children to unlearn because patterns have not been formed in concrete. “Newbies have something valuable to contribute.” We did an exercise where we paired up and used our hands to draw numbers 1-10. The first person drawing sketched the numbers how they would write them. The second person would draw the same way they did, which would result in drawing the other person’s pattern in reverse. After the roles were reversed. This is empathy. Transformation is not a transactional activity. It’s ongoing and changes over time. Mental models become company values. How can I help my team make changes? SHIFT : 1. Surface the resistance. 2. Hear what they have to say. 3. Identify the value for them to change. 4. Find ways to break down barriers. 5. Train them with experimental methods day by day. Rules to get ahead: Change Habits. Change Mindsets. Bring in an outsider’s perspective. We NEED curiosity, experimentation, and play. ESCAPE THINKING. Conduct unlearning reviews! Humans are not perfect, and need to continually evolve. Buy the book “CTRL SHIFT.” “It’s not the strongest of the species that survives , it’s the one more skilled in adapting!”

[2] “No Title Required: How Leadership Can Come From Anywhere” by Jim Liu. Any conversation on leadership must begin on the fact that it is a personal journey and there is not one single path. It is NOT about code, it IS about people, and how it impacts others. It’s about the HOW not just the what. His definition - “Leadership is the continuous practice of positive influence.” Positive influence is the most important quality of a leader. Title != Leader. Just because you have a fancy title, does not mean you are leader. Incentives and Values need to be setup carefully. With great power comes great responsibility. Great leaders know what type of work to work on when. Busy work versus impactful work. Don’t talk. Listen first. Practice self assessments. Be KIND first. Always ask for feedback and provide feedback. Be KIND. Dive deep. The point of diving deep is not being the expert, it is about the research. Leaders should be measured. Use mentoring. That means both the leaders have mentors, and the they are mentoring people in the organization. Don’t ignore physical and mental health. <= This is the foundation of everything. TIME. The best leaders embrace time and understand that it is the enemy we all face, together. It is a marathon to reach your goals not a sprint. We as employees should insist that leadership is not a zero sum game. Organizations should be there to help us along the way.

[3] “Humans Aren't APIs And Your Request Is 400 Denied” by Jennifer Tu. Unexpected responses can be a frustrating experience on all sides. When approaching a request consider these three factors : understanding, agreement, and willingness. Knowing the state of these three variables helps us understand how to reach someone. Don’t procrastinate an agreement. Be careful about past experiences. Give people time and space when these triggers occur. This includes both the past and the present moment. If you want to influence what people do, stay in touch with them to discover what they find important. Listen. Get Consent. SIGNAL THAT YOU CARE!!! 

[4] “The New Manager's Toolkit” by Brandon Hays : The types of terrible bosses: The Police Captain. The Lumbergh. The Hovering Art Director. The worst boss type of them all, is Frederick Taylor. If you are not familiar with how he treated workers like cogs in the machine, they are legendary. How to be a great manager? Setup 1:1s with your team, and meet regularly. Understand the Maker versus Manager schedule. Build an interview process, and use a plan. Setup an accountability framework, and HOLD PEOPLE ACCOUNTABLE. Read “Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity” by Kim Scott. Being a manager is not a one size fits all, and will vary drastically from company to company. Be available. Listen first, and follow up. Manage interpersonal conflict. Do not fall into the swirling vortex of drama. Go for the root of cultural issues. Measure what matters. Plan and keep moving forward. Learn to delegate. Practice breathing exercises when stress comes, because I guarantee it will. Remember how you got here. Write down notes of gratitude. They will remind you of why you do what you are doing, and how that makes you happy. We need you. Leave this industry better than you found it. Check out the “Managing Up” podcast. 

[5] “Eiffel's Tower” by Nickolas Means : What’s your approach to office politics? The winner was, “it’s best to know what’s going on, but not participate in office politics.” Every organization is political. You have to network and self-promote. Call it making friends and telling stories. Don’t brag, give information. Make friends with people outside of your direct organization i.e. the product department. Read “How to win friends and influence people!” Negotiation. In all reality all negotiation is, is cooperation. This should not be a Zero-Sum game. In reality there is always a middle ground, the trick is finding out what it is. It requires empathy and compassion. Bad Politics? There is a pretty good chance the environment your in is not as challenging as your feelings claim. Be careful being a “shit umbrella.” If you try to protect your team from everything it will lead to burnout. Be a “heat shield.” Block enough of the drama, but not all of it, so they do not get disconnected from the engine of the organization. Accept organizational politics as a reality you can master, don’t be intimidated. Good Luck. Not only is Nick a friend of mine, but he is one of, literally in the top 3, conference speakers I have heard.  

#sdtech #latech #rubyonrails #startups