Leadership Antipatterns - A guide on how to alienate and dis-empower your team

There's a huge problem in our industry - we promote our "rock star" engineers, with their excellent technical skills, into leadership positions; then we sit back and watch as they fail.

We wonder why they fail at leadership but the answer is simple, we don't support them to improve their people skills!

In fact, we often don't even help them realise that the role of a "senior developer" is drastically different to that of a "leader".

What we can we do to stop inertia in our new leaders? How can we help them recognise the skills they need to succeed.

How can we support them to learn the soft skills they need?

How can we position with them that those soft skills are important to their career?

That is what we will discuss in this workshop.

 
 

Outline/Structure of the Workshop

First, I will outline the issue I have called "inertia driven leadership" and why it's a problem that's going to get worse.

Then, we will spend some time discussing why it exists so prevalently in our industry. The cultures that have made it appear and created this huge issue. This will be in the form of my journey through leadership and the way my mentor helped me understand what it means to be a leader, as opposed to a senior "role model" engineer

Lastly, we will talk about how we can help our new leaders to understand what we already know - that being a leader is a choice. It's not a promotion, it's actually a side-ways move. The skills you need to learn are totally different than your technical skills.

Learning Outcome

A recognition of a massive issue in our industry, that is only getting worse.

An understanding of how this issue came about, and why our industry is one of the worst hit with it.

Some action points on how we can help our new leaders to make "the leadership choice"

Target Audience

Everyone trying to help support our new technical leaders

schedule Submitted 4 months ago

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