Tag: engagement

Continuous Improvement – One on One Tweaks (Pt. 2)

Continuous Improvement - One on One Tweaks (Pt. 2)

Continuing With Continuous Improvement

I wrote about continuous improvement before and how I’ve been trying to tie that into my leadership role through changes to my one on one process. To recap, at our organization we try to roll continuous improvement into most things that we do. We’re well aware that we’re not going to get things perfect the first time, so as long as we have a process in place to learn, reflect, and adapt, then we can make changes to better our situation. It’s something that’s ongoing and it doesn’t really have an end. So long as your organization is growing and changing over time, or the environment in which your organization is changing over time, having continuous improvement baked into your culture is key to success.

Previously, I mentioned that at Magnet Forensics I hold regular one on ones with my team members. I made a tweak to them that included summarizing notes before holding the one on ones and saw a great improvement. I felt that for now this would be a positive change that I’d like to continue on with. I’ll keep reflecting on whether or not this makes sense over time.

What’s next, then?

Recognition

Recognition is something that I think is fundamental to keeping people engaged, but it looks different for everyone. When I comment on things or share things on social media, I often reflect on how recognition is incredibly important. It’s been a goal of mine to try and do a better job at recognizing my team members for the hard work they’re always putting in.

That was my next hack for continuous improvement. How could I leverage my one on one time to do a better job at recognition? Well, if recognizing my team for things they do is high on my priority list, then it should fall high on the one on one discussion list. The first thing, actually.

So now that I create a summary of topics to go over in our one on ones, I reflect on what my team members say they work on and I toss in other stuff they may not have mentioned. Did they have big accomplishments in our sprint? Did they have things outside of work? Did they have tweaks they suggested for the team to try? Accomplish goals they set for themselves? I try to gather that information and comment on a couple of things at the start of our one on ones now.

I want the team to know that their hard work and their success does not go unnoticed and that they should all keep working to the best of their abilities.

Results?

I’ve only been doing this recently, so I can’t quite say that I’ve noticed big differences. In my opinion, the team has been entering a solid groove over the past few months but it’s hard for me to say whether or not these one on one changes had any impact. I like to think that they did. I’ve heard from several people that they’re really happy with where the team is at.

Has this brought about anything negative? Were there any cons to rolling out this change? I’d say no, not at all. It’s no extra effort for me to reflect on what accomplishments each team member has add. I mean, I’m not writing out lengthy documentation on each accomplishment, but I jot down a couple of points on what I want to call out. I think if anything, that quick exercise has been really positive for myself, if not for the other team member.

So, in the end, I think this small tweak has been a positive change for me in terms of doing a better job of recognizing the team. I also hope that the team has a better understanding that myself and others do see their hard work and efforts.

Keep on it, Team Magnet!


Happy St. Patty’s Day – Weekly Article Dump

Happy St. Patty's Day - Weekly Article Dump (Image by http://www.sxc.hu/)

Happy St. Patty’s Day!

I hope everyone who was celebrating St. Patrick’s Day was able to not only have fun but stay safe doing so. Of course, when there is drinking associated with a holiday it can be easy to get carried away. It’s always a great idea to have driving arrangements or the option to sleep at a friend’s place set up before you head out to celebrate.

This year I was able to celebrate with a handful of my university friends that I don’t get to see as often as I’d like. I haven’t been drinking much at all now for nearly half a year, so I stuck to my one Irish coffee to meet my liquor allowance. We all had a blast discussing where our lives have taken us so far, and it’s great to see everyone doing so well. I was excited to hear that more people are hoping to relocate into or closer to Waterloo!

Happy (belated) St. Patty’s Day everyone, and I hope the recovery has gone smoothly today.

Articles

  • Empower Your Visionaries: Steve Faktor talks to us about who the visionaries are in your company and why you should be empowering them. Steve says that the visionaries within our organizations are frustrated by bureaucracy and will often leave to go start their own Next-Big-Thing. So what should we be doing with them? What can we do with them? Well… challenge them! Challenge them to make their radical ideas a reality. Extend the boundaries you’ve placed on them so that they can try to make their vision a reality and make them feel comfortable with the possibility of failure. Wouldn’t it be great if they’re next big thing was the next big thing for your organization?
  • Don’t Forget Me! Ensuring Distributed Team Members Aren’t Left Out: In this article, Gary Swart touches on how to make sure remote employees are kept engaged. Working remotely can be difficult not only for the person offsite, but for the people that are supposed to interface with the person offsite. Timezone differences, cultural differences (i.e. different holidays, for example), and the fact that you can’t interact in person are all things that make remote team members a lot trickier to work with. Gary suggests using the ICE (Identify, Clarify, and Extend) principle, which he outlines in his post. He also suggests using things like video conferencing so that you can pick up more on body language when you’re meeting remotely and even ensuring that you try to keep your technology homogeneous so that information can be shared easily.
  • Inspire Creativity at Work With All 5 of Your Senses: A good friend of mine shared this with me the other day, and I thought it was worth passing along. Many people don’t pay attention to it, but if you work a traditional office job, you spend a lot of time in the office. Even if you can get a little boost from your environment, it can potentially go a long way over time. This mashable is an infographic about how different colors and ambience in the office can be used to enhance (or restrict) different aspects of your thinking and interaction. If your work environment isn’t playing into your senses, you may be missing out on a positive effect!
  • Great leaders aren’t afraid to take risks: According to Alex Malley, risk taking is a very important part of leadership. He has a handful of suggestions for gearing yourself up for taking risks in your leadership role such as separating the personal aspect of failure from your role. If you’ve set yourself up with talented people, you have open communication with your manager, and you’re prepared for the “worst case”, then you should feel more comfortable taking risks.
  • The complete guide to listening to music at work: I’ve personally given up on listening to music at work during core hours due to the nature of my role (I’ve been told this is “humblebragging“, but realistically I’m just making myself more approachable). However, when I’m cranking through some development work on my own and I know I’m not going to be approached by anyone, I love to turn up some tunes. I thought Adam Pasick had a pretty cool write up about the different aspects of listening to music at work. Essentially, different styles of music may be better for different tasks at work.  I think it’s worth a read if one of the first things you do when you get into the office is strap on your headphones!

Thanks for reading! Follow Dev Leader on social media outlets to get these updates through the week.


Performance Reviews – Weekly Article Dump

Performance Reviews - Weekly Article Dump (Image by http://www.sxc.hu/)

Performance Reviews

It’s almost the end of the year, and performance reviews for many companies are just around the corner. This will be the first time for me sitting on the other side of a performance review. I’m excited, and to be honest, a little nervous about how it will all play out. I know our HR manager has done an excellent job putting together our initial take on performance reviews, but it’s still going to be up to me to ensure that all aspects of a performance review are communicated properly to my team. It’s definitely going to be an interesting time of year!

I’ve started doing a little bit of reading on performance reviews. From what I can tell, the general consensus is that most performance review systems are flawed and nobody knows the perfect way to do them. That’s kind of scary actually. So, like anything, I started questioning all the aspects of performance reviews that I can think of. So things like: What’s stack ranking? Why do companies stack rank? What are alternatives? What about leveraging teammate-driven reviews? etc… There’s a whole lot for me to learn, so I need to start by questioning everything.

With that said, how do you do performance reviews? Have performance reviews been working at your organization? Do you stick to “the norm”, or do you have your own interesting spin on performance reviews that make them effective for your organization?

Articles

  • Employee retention is not just about pizza lunches and parties: On the surface, things like candy stashes, catered lunch, and all other shiny perks seem like a great way to get and keep employees. However, keeping employees engaged is the sum of what attracts them to the company and what keeps them motivated while they’re working. Recognizing their accomplishments and giving them challenging and meaningful work is an awesome start.
  • 7 Reasons Your Coworkers Hate You: The truth? You probably know at least one person at work who does at least one of the things on this list. The harder truth? You probably do one of these yourself. It’s a pretty cool list put together by Ilya Pozin. I’d suggest a quick look!
  • How To Inspire Your Team on a Daily Basis: In this article by James Caan, he echoes one of the things I wrote about recently. You can’t expect to have a motivated team unless you lead by example. You really shouldn’t expect anything from your tea unless you are going the lengths to demonstrate that your dedication to the team and the team’s goal.
  • humility = high performance and effective leadership: Michelle Smith write about how humility is actually a great leadership characteristic. A couple of the top points in her article include not trying to obtain your own publicity and acknowledge the things you don’t know. The most important, in my opinion, is promoting a spirit of service. You lead because you are trying to provide the team guidance and ensure every team member can work effectively.
  • The Surprising Reason To Set Extremely Short Deadlines: This one might not be the same for all people. I think that anyone that tries to apply this as a blanket statement is probably setting themselves up for failure. How do you feel about short deadlines? Some people tend to work really well under pressure and having short deadlines. For those that do, this article offers a perspective on why. Under pressure, you operate creatively given your restricted set of resources, and you don’t have time to dawdle and let things veer of track. Interesting to read.
  • Eliciting the Truth: Team Culture Surveys: Gary Swart talks about something I think is extremely important for all businesses. Maybe your work culture is established, but where did it come from? It’s easy for people to get together in a room and say “we want to have a culture that looks like X”. It’s harder to actually have the culture you say you want. Gary suggests you do a culture survey to actually see what your work culture is like because… well, who knows better? A few people sitting together in a room, or everyone in the company?
  • You Are Not a Number: With year-end performance reviews and the like coming up, I thought it would be interesting to share this short article by Dara Khosrowshahi. Do you stick to stack ranking? Do you have in-depth conversations with employees about their performance? Have you tried switching things up because the canned approach just wasn’t delivering?
  • Which Leads to More Success, Reward or Encouragement?: Deepak Chopra analyzes the positives and negatives of using rewards and using encouragement as a means of driving success. The takeaway from Deepak’s article is that using rewards is not a sustainable means to motivate your team, and actually tends to create separation within the team. By leveraging encouragement, you can empower your team to work together and self-motivate.

Remember to follow Dev Leader on social media outlets to get these updates through the week.

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Halloween – Weekly Article Dump

Halloween at Magnet Forensics

Happy Halloween

Happy Halloween, everyone! I hope those of you who were out and about with your own little ghouls and ghosts had a safe Halloween this year.

Halloween costumes were pretty creative again this year at Magnet Forensics. I tried going with my own Horse Lime attempt, but it’s difficult when not many people know what the Horse Lime actually is. Regardless, my awesome mother put together the lime portion of my costume, and I was extremely grateful for that (and yes, I’m in my mid 20’s. No judging). I think it turned out pretty damn good.

This year, Saige won our Halloween costume contest. As Old Gregg, it was hard for that to not be a sure-fire win. Complete with Bailey’s in hand, I think the only thing that could have made it better was a set of watercolours to go with it. Absolutely awesome job.

On behalf of Team Magnet, Happy Halloween!

Articles

  • Kenneth Cole’s 10 Keys to Success: In this article by Teresa Rodriguez, we get a list of 10 tips from Kenneth Cole on success. While I don’t think there’s anything groundbreakind about them, I do think they’re all relatively straight forward. My main take aways are being innovative, being passionate about what you do, and create value. This article also has a bit of background on Mr. Cole that I wasn’t even aware of, so that was pretty interesting.
  • Community is Everything: How to Build Your Tribe: This article was kind of unique. It doesn’t necessarily apply directly to startups or business, but I see lots of parallels. Miki Agrawal writes about creating a “tribe” or a community of people around you. It’s really about placing positive people in your life, or go-getters in your business for the parallel. Again, no monumental secret tips in here, but it’s a great topic.
  • Performance Recognition: Cutting the Cost of Disengagement: This one is an infographic (and not really an article) about engagement and performance recognition. There are a lot of stats in there, but regardless of whether or not I trust the accuracy, I think the general points made are sound. Essentially, there are a lot of disengaged employeed in the global work force and it hurts productivity. By creating a culture of recognizing performance, you can help boost engagement which has all sorts of positive effects.
  • Code Review Like You Mean It: The first programming article for this week. Phil Haack discusses how to actually code review effectively. One of the key topics is taking breaks from long code reviews so you can maintain focus. Another is forgetting about the author when reviewiing and focusing solely on the code. Phil even put up his own code review checklist and suggests you have your own. Personally, I think I’ve kept a mental one but it probably would help to have it solidified.
  • Converse, Don’t Complain: This article by Hiroshi Mikitani had the most buzz from the things I shared this week. It really seemed to hit home with people, and I imagine it’s for a couple reasons. First of all, if you’re honest with yourself, you probably complain. You probably chat with at least one colleague you’re really close with and just flat out complain with them. You both don’t like something, so you vent. That’s definitely a comforting activity, and sometimes we need it. The flip side is you have authority or responsibility over something that people have problems with. Nobody is voicing any concerns to you (since they are just complaining among themselves) and if they are, there aren’t solutions being brought forward.The first of this two part solution to this is instead of whining, start coming up with potential solutions. It doesn’t matter how big or small your ideas are, start thinking about what a solution might be. The second part is communication. If you want something to get resolved, you need to bring your concerns with potential solutions forward. If you only complain and vent to one person, your concerns won’t be heard. If you only ever whine about something not being correct, then you’re doing a half-assed job at trying to come to a solution.
  • Lead by Example and Emulate Ideal: This one is a plug for my own article. I decided I’d write about why leading by example is actually more powerful than some people think. You have a lot of eyes on you as a leader, and you may not realize it. By leading by example and emulating the attributes you consider ideal, people will catch on to it.
  • Keys to Productivity: I’ve sort of noticed this through my own experiences so far, but early morning and late at night are great times to be productive. When there are a lot of stresses on you during the day, sometimes it feels like you’re not being productive. It doesn’t necessarily mean that you aren’t, but it’s your own perception. Getting a head start on the ay by getting into the office early, or staying up late for your own creative endeavours can prove to feel really rewarding.
  • Build Trust Through Training, Transparency and Trials: I’ve shared articles from this series by Jake Wood before, but this is another standout one for me. Trust isn’t something you can just put into your company values or your mission statement. Trust is something you have to live out each and every day in your organization. We can all say we value it, but if you aren’t willing to live it out, then it’s not something you truly value. One quote I really like from the article is:

    Transparency cannot happen unless your leadership regularly visits the “front lines,” wherever that may be in your business.

  • Here Is What Smart Companies Get That Others Don’t: The first of the three points offered in this article is that smart companies think differently. They are leaders and not followers when it comes to everything they do. The second is that they sell their culture. Their culture is actually core to their business and their organization, not some after thought. The third is that they help others become smarter. Provide value and become something that other people and business want and need to use.
  • Why Good Strategies Often Fall Apart: Ron Ashkenas highlights a few reasons why strategies that look great sometimes just don’t work. The first two points he makes in his article are the ones I want to highlight. The first is passive aggressive disagreement. Not everyone is going to be on board with all parts of all changes, so you’re going to have people that disagree. If the culture does not actively embrace people being able to voice their concerns, it’s difficult to carry out a successful strategy. Individuals might complain, but they wont end up doing anything about it. The second is something along the lines of “being too nice”. Trying to avoid confrontation because you’re afraid of it is a recipe for disaster. If you actually encourage open communication and trust, then being able to have hard discussions about something can be really powerful.
  • Three Things that Actually Motivate Employees: This probably isn’t new to a lot of people, but money (after a certain point) isn’t the driving force for employee motivation. The three things outline in this article are mastery, membership, and meaning. Employees want to be able to mastery their skill sets, learn, and get better at the things they do. Individuals within the organization want to have a sense of community. They want to feel like they align with the people they work with and their working toward a common goal. Employees also want to work on something that has meaning. Work that has a large positive impact is extremely motivating.

Happy Halloween! Remember to follow Dev Leader on social media outlets to get these updates through the week.

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Migration – Weekly Article Dump

Migration - Weekly Article Dump

Migration: Bye to the Pi

Well… it happened. If you checked in earlier this week, you might have noticed Dev Leader was completely down on Thursday. Quite a bummer… but the show must go on. Migration to a new host was necessary, but that wasn’t without some hiccups.

For me, having a site hosted was still a pretty new process. I had tried it a couple of times before, but running a web server that I controlled always felt better. Just more control I suppose. Migration started off sort of sour where I was required to re-install WordPress on my host a few times due to some technical difficulties… And of course, it was hard to sit still while I knew my site was down. Once I finally had WordPress launched, the only part of the migration that went smooth was having a backup of my site four hours before it went down. Talk about timing!

There’s silver lining in everything though, and this little migration blip was no different. My Raspberry Pi was a fun little box, but it wasn’t fast by any stretch of the imagination. Page loading times were a bit slow, and serving images could sometimes be terrifyingly slow. Now that the site is hosted, there should be a very noticeable performance improvement. Additionally, with the new host comes some additional reliability! That’s always awesome.

See? Migration wasn’t so bad after all, I guess! My list of things for any WordPress user to be doing regularly:

  • Back up your posts
  • Back up your comments if your readers are actively engaged in discussions
  • Back up the media you use on your blog
  • Export your plugin settings
  • Keep a list of plugins you have running

Even if you don’t have a plan for host migration any time in the near future, it’s always good to have the “worst case scenario” covered. The plugin BackWPup covers basically everything I mentioned above, so I’d recommend getting that setup if you don’t have any backup plan currently in place!

Articles

  • Feedback is the Breakfast of Champions: 10 Tips for Doing it Right: Anyone in a leadership position knows just how valuable being able to provide feedback is. Heck, anyone who is driven to improve themself craves feedback. Joel Peterson provides an awesome list of tips for being able to provide feedback. I’d say frequency, positivity, and confidentiality are among the top take away points from his list.
  • 10 ways to make your .NET projects play nice with others: First programming article in the list this week. I thought this one stood out because I think anyone working in a team has either heard some (most) of these or is trying to work through them. Troy Hunt has put together a list of 10 things that any developer working in a team should be conscious of to make sure their code plays well with their teammates. Number one on the list is the same as my number one. “Works on my machine” carries no validity. Why? Your customers don’t have your computer. It’s a frequent thing when working with the QA team and developers want to cover their butts… But it won’t cut it!
  • Only 13 percent of people worldwide actually like going to work: Had to share this one, because if the stat is real, it’s scary. It’s scary to think that almost 90% of people that go to work don’t actually like going. In Jena McGregor‘s article, this low rate is attributed to poor working conditions, job availability, and job engagement. On the bright side for us North Americans, we’re a bit higher at just under 30%. That’s still far too low for something we spend a majority of our lives doing. It’s important to find a company you can get behind, and I definitely lucked out with Magnet.
  • The New Science of Who Sits Where at WorkRachel Feintzeig shared an interesting article about seating in the workplace. I’ve shared some articles before about open concept offices and that I do enjoy working in them, but the seating perspective is pretty interesting. For example, changing your org hierarchy is one thing but unless people are changing their daily interactions, it won’t have that big of an effect. However, if seating arrangements are responsible for 40-60% of people’s daily interactions, simply moving people around will really stir the pot.
  • What is the Biggest Mistake Managers Make?: In John Murphy‘s article, he points out something that is probably less obvious than it should be. The biggest mistake a manager can make is focusing on the wrong things. He provides some steps to help align managers with the goals of their company to ensure that focus is in the necessary areas.
  • 8 strategies for successful culture change: Culture is something that is dynamic and always evolving within a company, but often there are things that are core to the company culture. What happens when you need to make some work culture changes? Michelle Smith shares some tips on how to approach a work culture shift.
  • Why Inspiring Leaders Don’t Sweat: Here was an article that hit home with me because I’m guilty of it. Panicking. Why is it bad if you’re panicking in a leadership position? The biggest problem is that your teammates will pick up on it and switch to a panick state too. It’s incredibly demotivating, and it’s usually at a time when motivation and inspiration is truly needed. In Steven Thompson‘s post, he talks about how and why to keep calm and lead on.
  • 3 Proven Ways to Make Tough Job Decisions: Jennifer Dulski discusses three approaches for helping make tough life and career decisions. At some point or another, most of us will be faced with making a decision in our career path that’s going to be difficult–difficult for you to decide or difficult for you to explain to those you’re close to. I think the “Sit With” approach is my favourite of the three.
  • 4 Ways to Have a Life Outside Your Business: This one should probably hit home with anyone working in a startup or running a business. Alexa von Tobel shares four tips for how to have a life outside of work and why having a life outside of work is necessary to be successful. I think something that’s often overlooked (somehow) is “me time”. I’m guilty of it too, but you get to a point when you’re not doing anything just for yourself. It’s great to be dedicated to your company and be passionate about your work, but it’s also importnt to step back, take a breath, and do something just for you.
  • 17 Things The Boss Should Never Say: Dave Kerpen has another great article on what not to say–this time from the boss’s perspective. Some of the worst ones in my opinion? Telling your teammates it’s only their problem (or not yours, at least) or being adamant about not evolving your perspective/processes. Some gems in there from quite a few business owners.
  • 9 Lessons From the World’s Best Mentors: This one is pretty quick from Chester Elton, but there’s a few different perspectives shared in here. Sone key points in my opinion are ensuring that you’re doing what you can to help others and not getting paralyzed by risk.
  • Key Reasons Delegating Is SO Difficult and What To Do About It: Most new managers and leaders have this problem. How do you delegate work? Perhaps you acquired your management or leadership position because you proved that technically you were very capable in your position. So how do you get others to do work you think you could be doing? Judith Sherven shares some insight on why being able to delegate is an incredibly important skill as a leader. After all, being able to grow as a leader means being able to effectively delegate responsibilities.
  • Want Greater Employee Engagement? Develop Intrapreneurs: In this article, Larry Myler talks about increasing employee engagement by developing intrapreneurs within your organization. It’s inline with what Tayun’s guest post was about the other week. Provide people autonomy and let them execute on their strengths. It’s a sure-fire way to increase engagement.

That’s it for this week! Hopefully there won’t be any more emergency host migrations any time in the near future (or ever again). Follow Dev Leader on social media outlets to get these updates through the week.

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Innovation: Weekly Article Dump

Innovation: Weekly Article Dump (Image by http://www.sxc.hu/)

Innovation and You

There’s no denying innovation is important. You often see startups oozing with innovation completely disrupt a market and consequently, there are tons of people out there with dreams to do the same thing. How do you jack up the innovation level in your company? Why is it that startups seem to be so much better at innovating even though multi-million dollar companies have the people and financial resources to throw at R&D? Why do big companies suck at innovating?

The answer starts with your employees. Empowering your employees to innovate and embedding innovation in the work culture is key to ensuring your company continues to innovate. With big companies, the focus moves from innovation to profit maximization. Over time though, some small team of highly innovative individuals are going to find a way to do it differently or do it better, and the big players will take a hit.

Where does your company sit in the world of innovation? Does innovation come from a select few individuals?

Articles

  • Driving Innovation: This article is all about how to truly drive innovation in your company: It doesn’t come from one person, but rather many people. Arne Sorenson shares five tips for trying to drive innovation among his team members. Coincidentally, my colleague Tayfun actually wrote an innovation piece on a similar topic earlier this week.
  • Are Headphones the New Cubicle?: I thought this post by Richard Moran was pretty interesting and at least worst asking yourself the question (even if you don’t feel like reading the article). Open offices are seemingly the new way to go, but are the benefits of open offices reduced by everyone strapping headphones on? I’m personally a big fan of having an open concept office, but I do think that open communication factor is significantly hurt by having headphones on all day.
  • How to Spot a Great Leader in Four Easy Steps: James Caan says that great leaders are defined by four major things: confidence, intuition, decisiveness, and empathy. I have to agree. People need a leader they can get behind and trust to make good decisions. That leader needs to show confidence when they are making their decisions to really show that they aren’t blindly leading people down path X. However, the empathy part goes really far. After all, you’re dealing with real live people, not machines.
  • Intrapreneurship – Guest Blog by Tayfun Uzun: I’ve already briefly mentioned it here in this post, but my colleague Tayfun from Magnet Forensics wrote his perspective on intrapreneurship and how it drives innovation. It’s all about empowering each individual in the company to be innovative in their own right, and in return, the company itself experiences a boost in innovation. Check it out!
  • University of Waterloo Grad’s Journey To Becoming A Software Engineer: Here’s the part where I toot my own horn a bit. A friend of mine, Meghan Greaves, did a mini-interview with me for a TalentEgg article. It’s about how and when I knew what I wanted to do when I “grew up”, what university in Waterloo was like for me, and my transition into a development leadership role at Magnet Forensics. It was really flattering to have Meghan put this together, so please check it out and give her a shout out on twitter!
  • New Generation of Business: Connecting Employee Loyalty with Customer Loyalty: In this post by Colin Shaw, he dives into the concept of employee ambassadors and how you can build a better business by marrying employee and customer loyalty. Keeping employees engaged through your employee ambassadors will help keep the rest of your employees engaged and believing in the company’s mission.
  • Just Do it – Right from the Start!: Michael Skok provides a high-level walkthrough for startup success. The first thing? The right people. A successful company absolutely requires the right people and that’s where it starts. Keeping a solid workplace culture and empowering your employees are two fundamental things to do as you bring the right people on board. Great article!
  • Look for Advisors Who Can Teach, Not Tell: Hunter Walk shares some advice that certainly makes sense for advisory boards, but I wouldn’t limit it to just that. The idea of being able to teach and not just tell is a parallel to great leadership. Telling people what to do is not as effective as telling people what the goal is and empowering them to get there. It’s much easier to learn and grow if you’re given guidelines but you get to hold the reins.
  • Using Humor in Business: Some Practical AdviceColin Shaw is up again this week with an article on humour in business. I think it’s pretty common that when people think of big corporations they have this vision of straight-faced people in suits carrying brief cases… but is that always the reality? Should it be the reality? Colin talks about how you can leverage humour in the workplace for things such as improving relationships or making ideas more memorable. There’s certainly a balance, but I think Colin doe sa great job explaining it.
  • The # 1 Job of a Leader Is …: If you have grammar OCD then skip to the next link right now. Fair warning! Tom Hood says that to be a true leader, you need to be doing “more better”. What does it mean? It’s simple… do better, only more! Okay, maybe it still sounds kind of strange, but the idea still applies. In order to be a real leader in your domain, you have to keep doing better. You need to innovate, push boundaries, and keep doing things better. Do better than your competitors, and do better than you did in the past.
  • 5 Lessons On How to Build High Impact Teams: Jake Wood talks about what it takes to make a high impact team. What are some of the ingredients? First, you need to know your role and how you fit in with your team. You need to embrace innovation and change. And of course, one of my favourites, “Passion trumps talent, but culture is king”.
  • Why Your Software Development Process Is Broken: In this article by Joe Emison, discusses where control in software products lies and how shifting it between developers and high-level managers can have different effects. On one hand, developers with too much control start to stick in all the fancy new technology because developers love new shiny things, and on the other hand high-level managers create a one-way flow of direction down to developers. His solution is to have a benevolent dictator that lies somewhere in the middle.

Empower your team to innovate and watch your company’s innovation as a whole increase. Remember to follow Dev Leader on social media outlets to get these updates through the week!

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  • Nick Cosentino

    Nick Cosentino

    I work as a team lead of software engineering at Magnet Forensics (http://www.magnetforensics.com). I'm into powerlifting, bodybuilding, and blogging about leadership/development topics over at http://www.devleader.ca.

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