@sshekhar
Shashank Shekhar
@sshekhar · 2:36

Engineering Management and Leadership: what is your Bible for modeling this?

article image placeholder4 ways a boss can create a toxic workplace
I suppose whether it is the engineer in the team or the leader of the team, patterns that have worked well, patterns that have not worked well. And I'm curious what parents have other people observed that they have seen work really well or have seen not work very well in terms of motivating a team hiring and scaling up operations, building up a larger team, just the whole shebang, I guess so. I'm really curious to hear about that

An example of scattered wisdom out there: https://s.swell.life/SShzyWw0KMG3zFi

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@arish
Arish Ali
@arish · 1:29

No go to source for wisdom, but have learned the value of team culture…

Hi Shashank. I'm also looking forward to your thoughts and wisdom on this station. My own experience has been across the board right to work in a very large company, then small startups and doing my own and startup and then scaling it all the way from two, three people all the way to 800 people and then getting acquired where it became part of like, 200,000 people company
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@sshekhar
Shashank Shekhar
@sshekhar · 0:53

https://amzn.to/3n3GXH8

Hey, Arisha, it does seem like a lot of knowledge in this area is tribal wisdom people gathered through their experiences or watching their peers or superiors. And there's a lot of good information. So this book that I referred to in my original post, I've been going through it and only about a third of the way through, probably a little more that I would like to share. And it does seem like it contains a lot of good information
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@Swell
Swell Team
@Swell · 0:15

Welcome to Swell!

@DanW
Dan Willis
@DanW · 2:50
The first one would be really understanding the personality style of the people on your team or who you work with. Simple things like introvert, extrovert, how they approach risk, how they approach conflict and literally tests like a disk profile or they have birds colors. It goes by many different names, but I got a lot of insight into the people on my team and ways to honor them. For example, someone who's a bit more introverted and more task driven
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@sshekhar
Shashank Shekhar
@sshekhar · 1:40
Those are great two points then, especially the second one. I never thought of it that way. I think we definitely all have our blind spots, and we try to address them by, you know, explicitly asking in question sometimes of whoever we are interacting with to see if they can provide us some feedback. But it's almost as if you know what you're seeking the feedback for. Then it's not a blind spot
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