A clear, no-BS path to your next engineering management role. Burned out. Bored. Not growing. That’s how many engineering managers describe their current roles. But when
Boost your candidate conversion rate to 90%+ with these 6 proven hiring strategies. Learn how to attract, engage, and secure top engineering talent.
Learn the 3 key performance criteria every leader needs to make tough decisions in software engineering teams: toxic behavior, time drain, and skill gaps.
Agile isn’t dead — it’s just time to rethink how we use it. If your Scrum Master is focused more on checking boxes than delivering value, it’s
You can’t create high-performing teams without a learning culture to nurture them. Your team’s knowledge is your company’s most valuable asset. If you’re not investing
Connect, learn, and lead with impact. Why build a community of practice? Engineering managers juggle a lot: team dynamics, business alignment, and driving improvement — all at the
Leave a lasting legacy, grow your network, and step confidently into your future opportunities. As a CTO, there comes a point when it’s time to
Practical weekly strategies to set your team up for early success If you’ve recently stepped into a new role as a dev team lead, you might
Every CTO has faced the challenge: “What’s the best compensation model for my R&D team?” With so many options, it can feel overwhelming.
Exposing My 2024 Financial Data, Streams, Reviews, and Plans.
Don’t just bring up problems. Tell the managers what they get in return.
Currently, I’m guiding two extra mentees with a different mission: They want to follow my path as a solopreneur. Together, we’re exploring how to build a solo venture, reaching over 300 billable sessions per year.
Have you ever thought about conducting performance reviews that your team actually loves? You have the power to establish a system that brings value to both you and your team.
How do I onboard an Engineering/Tech Manager ace ♣️ in just 3 months? Do this:
1️⃣ Decide how much of Technical/Delivery, Leadership and Process scope you plan to assign to this #role (❌not all the 3 at once, please!)
2️⃣ See the Top 10 Interview Questions to Help You Make the Right Bet.
3️⃣ Captain Obvious: No generic job desc.
Developers think about technical skills when they want a career promotion. But managers care equally about a broader set of qualities.
No strategy → no focus → no improvements → no differentiators → no happiness in what I do → back to employee mode. Having no strategy in mind leaves the door open for competitors and partners to swiftly outpace me. In just a single year, I could find myself back in employee mode, overshadowed by those who planned more strategically.
What’s the purpose of having expensive highly performing teams if they don’t work on things that matter the most, having 60% off-roadmap contribution?
A well-crafted battle plan is your strategic compass when navigating the competitive landscape of client engagement. It ensures you’re armed with the right strategies, enabling you to conquer challenges, exceed expectations, and emerge victorious.
Becoming a Successful Consultant: It’s Not Guesswork, It’s a Solid Battle Plan.
Achieving a $300,000 with My Central European Software Engineering Leadership Venture.
feel like my one-on-ones could work better. There is room for enhancement, not sure where or how.
Are you grappling with uncertainty when it comes to introducing a Staff Engineer role within your organization? Do you wonder about their work’s scope and how they can truly amplify talent? Perhaps you’re even pondering questions like their programming involvement and how to harness their abilities from day one. If these thoughts resonate with you, this pamphlet offers guidance and sheds light on these topics.
“I have no time to grow my teammates. We have to deliver
… I can’t keep up with the pace anymore.” ?
Life is fun! Joining a new company in April 2020 couldn’t have been easier: The Prague HQ office got closed due to the virus whose name we shall not mention. That said, all my individual introductions with engineers, team leads, my peers, and the leadership board were done remotely, video only. How can I build a relationship with my folks in such a situation? Is it going to work? I was doubtful, as I knew building trust was going to be essential.
Practically speaking, after the OKR system is introduced to the company, most people have the impression of being on a runaway train. The Q3 goals have barely started and in two months we come to the end. We push goals over the finish line while, in parallel, we are supposed to start preparing the new Q4 objectives. Initiatives seem to have neither beginning nor end.
At work, do you need to be a stronger weightlifter to outdo more senior guys? Not necessarily. The difference lies in learning.
Top picks of Engineering Management and Leadership
Stay focused and invest your time into improvements of a bigger scale. Don’t stay at the level of resolving small daily issues, which results in hundreds of items in your Trello to-do list.
Oftentimes I hear stakeholders or PMs complaining that the engineering team repeatedly fails to complete their work on time. They would push even harder on deadlines assuming that that would help. In reality, it only creates additional tension that helps no one. They would also try adding artificial buffers, further complicating the problem.
Our unique way of supporting our staff to be creative and promoting ideas which go beyond the collective work plan, but which can largely influence the operation of the company or product development itself.
In engineering management, my vision is to create a productive software delivery environment that developers are proud to work in, with a focus on tangible outcomes across the company.
My humble effort to put the topmost indicators of what defines great software companies in the first place.
