> That begins with being optimistic, not starting or encouraging big commiseration sessions with more junior people, not trying to set up an us-vs-them dynamic against “management” or treat other company structures like the bad guy.
This one resonates so much. I observed the contrary in multiple companies. Waste of time and energy drainer
> That begins with being optimistic, not starting or encouraging big commiseration sessions with more junior people, not trying to set up an us-vs-them dynamic against “management” or treat other company structures like the bad guy.
This one resonates so much. I observed the contrary in multiple companies. Waste of time and energy drainer
Some great thoughts!
The only questionable place is this one:
"and cc their boss."
This is not something you want to apply by default. I think first you want to make sure your boss is okay with that and sees benefits in that.
Love these pointers. Perhaps to add on it:
- have a product sense and what a taste of quality looks like.
- treat your career as business and be very strict on the outcomes.
- find opportunities for improvement and work on them, state them to your senior leaders, they love knowing the gaps.