Razvoj inženirjev je jedro, pogosto podcenjeno področje vodenja. Potencial vašega tima je vsota spretnosti njegovih članov, in povečate ga z dajanjem ljudi stretch dela, coachinga in povratne informacije, ne z delanjem težkih delov namesto njih.
Kako mentoriranje v praksi
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✓ DELEGATE stretch work — slightly beyond their current level
✓ Let them STRUGGLE productively — don't rescue too early
✓ Coach with QUESTIONS — "what have you tried?" beats giving the answer
✓ Give SPECIFIC feedback, soon, both praise and growth areas
✓ Make GROWTH visible — connect work to their career goals
✓ Model the behavior you want — they watch what you do
Konkreten primer
Inženir srednje stopnje nikoli ni oblikoval storitve. Namesto da bi jo oblikovali sami, mu jo predate z varovili: "osnutek pristopa, pregledal bom z vami preden gradimo." Učijo se z delanjem; vi pa ujamete tveganja pri pregledu.