Maciej Kaszubowski

@mkaszubowski94

Backend (Elixir) developer at AppUnite

Poznań
Vrijeme pridruživanja: siječanj 2012.

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  1. 21. sij

    There's a lot of discussions about using Scrum vs simply following agile principles and values. I think it's an interesting topic, much deeper than Scrum, so I wrote my thoughts:

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  3. 10. sij

    Instead of talking about promoting a feedback culture, make a habit of giving, asking for, rewarding, and thanking for feedback. It's going to be a hard and long process, but if you do that as a leader, others will follow.

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  4. 10. sij

    Can we stop using a word "culture" and use "habit" instead? "Habit" implies it takes a lot of work and effort. It's not something that can be "promoted" without taking action. It's not something that happens overnight, nor can it be established by the leadership.

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    8. sij

    Things that always surprise devs in Europe about : - Sr engineers paid the same as eng managers on the same level - All eng managers are deeply technical - We invest in mentoring & coaching all engineers - We have large, dedicated dev tooling teams - We have 10+ apps

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    It's important to distinguish between outcome and output. Here makes a great explanation of that, and some other aspects (such as effort) to think about.

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    27. pro 2019.

    This explains why performance reviews, career tracks, and promotions rub me very wrong. I don’t need a company judging me and telling me when I’m “ready for the next level” My career is mine.

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  8. On a side note, please DO remind people not to work overtime. They will be both happier and more effective when they are rested properly.

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  9. If you want people to show initiative and solve their problems, asking "What would you like to change and how can I help you?" is better than saying "Nobody forbade you to do something about this, so you shouldn't complain".

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  10. If you want people to feel that they are allowed to fail, one way is to be OK with failure after the fact. A better way is to talk about failures before they happen and remind everyone that it's normal and expected.

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  11. If you want to support some type of behaviour, please be proactive. If you want people to have a good work-life balance, it's not enough that you don't ask people to work more. You have to explicitly and constantly remind people NOT to work overtime if you see them doing that.

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    In organization, trust is expressed in autonomy. Where autonomy is low, you can bet it is because trust is low. Where autonomy is high, you can bet it is because trust is high.

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    25. stu 2019.

    If you want to build great software<or anaything else> you have to start by trusting your team. If you don’t trust your team really question why and find a way to fix it.

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    18. stu 2019.

    Brilliant article: aesthetics in complex systems (incl. chaotic ones) - I couldn't agree more.

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    6. stu 2019.

    When to apply “if it hurts, do it more”: When the pain grows exponentially with the time between actions. - Deploys, merges — the more changes conflated, the greater the pain. So do it more.

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    30. lis 2019.

    The more senior you are on a career ladder the more the optics of small behaviors matter, eg ending a meeting on time if others are waiting. Because as inconsequential as it seems it sets optics around organizational standards around consideration and privilege

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  18. proslijedio/la je Tweet
    28. lis 2019.

    After a lot of thought and consulting with friends, I've decided to say some things about John Sonmez, Charles Max Wood, gatekeeping, and complicity.

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    25. lis 2019.

    Duplicate work is not waste, if the alternative is coupling.

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  20. proslijedio/la je Tweet
    22. lis 2019.

    "Put a good person in a bad system and the bad system wins, no contest." -W. Edwards Deming

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