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That's what senior devs are really good for. By treating them as resources with skill sheets, you destroy your own best tool
If it is improv, experiments, look for people who are good at that, have had the right guides and experience. Pay them to guide your team. Teach their style.
If your software isn't experimental and improvisational, if it's predictable and sure, it's because someone else already wrote it. Just use theirs.
There are similairities In programming. Experimenting and improvising are the key skills.
Both equally capable of performing the other style, but with experience to improvise and experiment in one way or another
Sure, we don't expect a pianist to play the violin But we do recognize that sometimes you want to play jazz and sometimes it's classical. Monk's students vs Rachmaninov's
In a creative field, who you are, what your style is, and who you learned it from can be very important things
we talk about how coding *feels* like a creative pursuit, but we don't treat it much like it is.
Another terrible habit we have as an industry is viewing devs as corrections if capabilities instead of people.
A long time ago, software became aware of the idea of the "code smell", a pattern in the code that indicates some deeper structural issue. If slack, open offices, or any other high-communication tool is disrupting your team... That's a team smell.
And it also helps to make slack unnecessary for primary workflow.
It allows rapid sharing of knowledge without the instant lies of written documentation.
It creates an environment in which your best people are able and incentivised to skill up your worst people.
This vastly enhances quality, which raises meet productivity as features are not rejected and bugs are not filed.
I often argue that your team of four needs to be working on a much smaller number of things; 1 or 2 of them.
The traditional view is that a team, say four people, should build four things. It's a team sport, in the same way that golf is a team sport.
Interesting. I feel like these problems, often attributed to slack or open offices, are really symptoms of not viewing programming as a team pursuit.
“slack empowers your worst people to overwhelm your best” abe-winter.github.io/plea%27s/help/…
This is high praise. Nitya is I've of the best organizers I have ever gotten to work with, and her depth of knowledge and ability to encourage and support make a fierce combination.
Yes ... And huge shout out to our co-organizers @wscnewyorkcity - and in particular @lisa_van_gelder @laurennor @ZoeCraftsCode - for being the shoulders we stood on!! Zoe -- you are a heck of an MC!! 🙌 Hope we do more collaborations (I'm wearing high heeled boots next time!)
I've been following this Google thing. Even if I didn't love my job and the company, I'm increasingly afraid of this industry.
Oh, this thread sums up a lot of why I have a distrust of diversity programs. Especially those without any money backing them.
Recently heard this in job interview. "Normally these people wouldn't have made the cut, but we 'took a risk' & they're working out great!"
![codebarNYC's profile picture. Promoting diversity in tech | Free coding workshops in New York City | newyork[at]codebar.io](https://pbs.twimg.com/profile_images/869982312569720832/XubA_1Qe.jpg)
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