A slide deck describing some of my current thoughts around building software engineering teams.

1. A Brief Talk On High-
Performing Organisations
Phil Calçado - http://philcalcado.com

2. The Employee Lifecycle
Hiring Nurturing Exiting

3. Hiring
Sourcing Screening Interviewing Hiring Sync Offer
Candidate Experience

4. Sourcing is the
hardest part of
hiring.

5. Screening needs to be as
automated as possible,
but not generic.

6. Hiring Sync needs to be
a conversation between
members of the
committee.

7. Offer is hard in the
beginning, but it
becomes easier with
more data points.

8. A good Candidate
Experience is mostly
about short lead times
and frequent updates.

9. Nurturing
Drive
&
Alignment

10. Some people are driven by
building products, others by
solving hardcore engineering
problems, others by teamwork.

11. What makes the person
tick must be aligned with
the best interest of the
organisation.

12. Exit
Misalignment,
Performance,
and outgrowing.

13. When the person’s motivation
isn’t aligned with what the
organisation needs, an assisted
exit can help everybody.

14. Give feedback on performance
always and often, and do not
move under performers to a
corner hoping they’ll eventually
quit.

15. The organisation doesn’t
need a Senior Vice
President of Photocopy.
Acknowledge when people
outgrow the current
organisation’s size and
consider an assisted exit.

16. Shaping Teams
Horizontal Vertical Mixed

17. Horizontal teams
increase lead time
and can cause
misalignment.

18. Vertical teams often
don’t leverage
economies of
scope.

19. Mixed teams
require a servant
leadership
culture.

20. Measuring Productivity

21. Vertical teams
should be guided
by a business
business metric.

22. Horizontal teams
should be guided
by feedback from
teams they serve.

23. All teams should
use lead time as
their continuous
improvement metric.

24. ?Phil Calçado - http://philcalcado.com