engineering leaders community

🇨🇿 Czech EngineerinG Leaders community

MEETUPS: Stabilize your teams serie

#S1E6:
One on Ones how to

One-to-Ones suck ☠️ / Jak umíme dát 1:1s na jedničku 😁

Situace

  • “Mam se na prvnim 1:1 ptat: A jak se ma tva babicka?” 👵

  • “Nase 1:1s jsou spis status updaty” 🙈

  • “1:1s delam, protoze to po mne chteji, ale sam plne netusim, co ma byt prinosem.”

  • “Povidani je spise umele. Nevime, o cem si vlastne povidat” 🙊

Co probereme

  • 1️⃣ jake podminky potrebujeme splnit, aby nam 1:1s fungovali,

  • 2️⃣ jak vest 1:1s, otvereni, agenda,

  • 3️⃣ co mne osobne pomohlo, aby lidi meli 1:1s radi a byly uzitecne,

  • 4️⃣ jake jsou rozdily mezi tim, co nam rika literatura vs. aplikovani v nasem teritoriu,

  • 5️⃣ a hlavne 🔝top 10 tipu a triku, ktere funguji a muzeme je vyzkouset.

#S1E7:
Turn your teams to ammunition

Jak jsem otočil teamy na munici, která střílí

Situace

  • 👉 “Muj team je pomaly, nema duveru. Je to ma chyba?” 💰

  • 👉 “Mam vicero lidi/teamu a zacinam mit problem udrzet focus, zere me operativa a meetingy.” 🙈

  • 👉 “Na co se zamerit a jak si mam rozlozit svuj cas jako leader?” 🦉

  • 👉 “Jaka je mozna a konkretni cesta?”

Co probereme

  • 1️⃣ co mne osobne pomohlo, aby teamy ziskali svuj brand a duveru,

  • 2️⃣ konkretni kroky ke zlepseni efektivity,

  • 3️⃣ jake podminky potrebujeme splnit, aby nam teamy fungovali,

  • 4️⃣ jak teamy udrzet efektivni,

  • 5️⃣ a hlavne 🔝top 10 tipu a triku, ktere funguji a muzeme je vyzkouset.

#S1E5:
Prioritization frameworks

d5

# Scenario

My teams are not stable enough, working in a mediocre or even firefighting mode. Unplanned interruptions, mixed priorities, many stakeholders, people complain at estimates. The teams are considered poor even though they are working hard at 120%. I want to move them to the next level.

# Solution and discussion

  • What are the specific steps to improve the situation? Tips and tricks that work.

  • How can I make the planning process efficient: From goals and objectives to sprint planning tasks.

  • How we, engineering leaders, have failed, learned and succeeded to make priorities work.

  • What works in your company?

#S1E4:
Change management

d4

# Scenario

As a director, how to apply the bigger-scale change of a process, mindset or culture, across your company or department.

# Solution and discussion

What are the specific steps to apply the change?

How to ensure the change is persistent?

Our tip and tricks.

#S1E3:
Set your team leads

d3

Growing your team leads

  • Leadership apprentice program: first 90 days

  • Culture, priorities, hiring, growth.

Cilem je vzdelavat se vzajemne rychlosti x4 sdilenim opravodvych zkusenosti a napadu a vzajemneho mentoringu, teorie nechame na knizky.

Nasi skupinu chci zamerne udrzet malou a pozvanky na meetup davat jenom tem, co nam maji co rict kvuli bohatym zkusenostem.

 

#S1E2:
Missions Org structure

d2

Teams structure: Missions, Spacepods, Tribes, and much more.

Cilem je vzdelavat se vzajemne rychlosti x4 sdilenim opravodvych zkusenosti a napadu a vzajemneho mentoringu, teorie nechame na knizky.

Nasi skupinu chci zamerne udrzet malou a pozvanky na meetup davat jenom tem, co nam maji co rict kvuli bohatym zkusenostem.

#S1E1:
First 90 days: New team lead growth

d1

The sole purpose of the program is to prepare the new team lead for success by providing a strong foundation in various fields, such as team lead responsibilities, leadership, growth, product strategy, tooling, mindset, hiring, and so on. Our motivation is to make the teams lead well-settled in 3-6 months, as opposed to letting them sink or swim for 2 years.

The program is planned for 3 months, and provides a well-designed guideline for both the new team lead and their manager.

The new team leads should allocate 30% of their work time, 1.5 days per week.

community Foundation

⭐️ MOTIVATION

  • Do you feel a bit abandoned in leading your team?
  • Do you aspire to gain more inspiration/thoughts around leading your team in specific situations?
  • Elevate yourself and become a leader worth following. 💪

🚀 OUR MISSION

  • The more we help to raise first-time engineering managers in our 🇨🇿 territory, the faster we elevate local companies and the talent 🚀, getting us on par with software citadels like Berlin 🇩🇪 or London 🇬🇧.

  • We connect engineering leaders in the Czech software industry and share situations, thoughts, experiences, and specific tips and tricks that simply work.

🧐OUR MEMBERS

The group is designed for all levels in the Engineering Leadership track:

 

  • Team/Tech leads,
  • Engineering Directors, Engineering VPs, CTOs,
  • Product managers, QAs,
  • and those aspiring to similar roles.

📚MAIN THEMES

We’ve moved our meetup.com to https://talkbase.io/company/engineering-leaders-cz

For the past sessions, see the list at https://www.meetup.com/czswel/ Top themes:
  • Making your engineering department successful and trusted in your organization
  • Engineering effectiveness, metrics and indicators (predict and control)
  • Engineering stability (predictability)
  • Engineering processes and methodologies (from firefighting to proud teams via seamless features delivery)
  • Cooperation with Product managers (different stages)
  • Making priorities, goals and OKRs work (how to translate company goals to dev tickets)
  • Engineering teams, scalability and balance (grow your teams)
and most importantly, any current situation we encounter and look for advice. For every meetup, we pick a top theme.

💎 SPONSORS

We’d be happy to obtain any form of sponsorship in the form of the venue: conference room or co-work room free of charge. Other means of sponsorship are not welcomed.

 

DISCLAIMER

  • The meetup can be voice-recorded for the purpose of feedback gathering, improvement and a potential podcast publication.
  • For the benefit of our community, we are allowed to shoot pictures for broadcast on social media.

For more information about the host, explore Engineering management mentoring programs and topics.

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