Thereís a silent killer on the loose. Itís the killer of productivity which results from low team morale. It takes on many shapes and itís often reincarnated in the form a self-serving team member who puts individual needs and desires before the needs of the team. It knows not the boundaries of gender, race, religion, nationality, or technical competency.
The behavior of self-serving engineers causes resentment and unrest on software teams. The behavior manifests itself in a number of the following ways.
These traits are more difficult to recognize when disguised in the form of a highly competent software engineer. Iíve worked with multiple who had the potential to be extremely valuable, but were continually held back by their counter-productive behaviors.
Their inability to be vulnerable made it more difficult to connect and influence other team members. Their failure to admit fault caused other team members to become resentful. These negative behaviors significantly reduced both their overall personal effectiveness and the overall effectiveness of the team.
The importance of hiring engineers with a team-first mentality canít be overstated. These types of engineers exhibit the following behaviors.
These behaviors result in a more educated and knowledgeable team, and improves the team morale while fostering a psychologically safe environment.
Tell me about a time when you helped skill-up or coach a team member on a particular technology. I am looking to learn about a candidateís propensity to help others and better leverage their skills to help improve the overall effectiveness of the team.
Talk about a time you experienced conflict and how you handled it? Some conflict exists on every team. A certain amount of conflict is healthy, as it fosters discussion around technical choices, decisions, and direction. However, itís extremely important that team members can handle conflict in a professional and appropriate manner that doesnít negatively affect team dynamics.
Talk about a time you had to give constructive feedback to a member of your team. This is an opportunity to learn how open a candidate is to providing feedback, as well as learning about the approach they take when providing it.
Talk about a time you received constructive feedback from a member of your team or your manager. I am interested in how a candidate handles feedback. Do they take responsibility for their actions, or do they continually deflect blame to others.
Attention all leaders of software teams! Are you interested in discovering a consistent framework for evaluating software engineering talent?
The most important responsibility for a leader of a software development team is to hire the right talent. Hiring the right team will make you look good, regardless of whether you have any faults and weakness. However, if you lack the ability to properly assess engineering talent, it is highly likely that you will fail.
This book will help you conduct a complete talent assessment of interviewees without focusing too heavily on a candidate's skills and knowledge and will help you to:
It doesn't matter if you are the best leader in every other way, the universal truth in software engineering is that you can't lead poor talent to do great things!
But with this book you can eliminate having poor talent in the first place and make sure that only the best people work for you. Every time