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Those Who Can Should
Teach
Building and Sustaining a Learning Culture
tl;dr
• Organizational debt can cripple your team
• As your team grows, knowledge gets isolated in particular individuals
• Training and teaching helps
• Do it all the time, not just on special occasions
About me
• Current: Urban Airship + Reed College
• Previous: Twitter, Dark Horse Comics, Sun Microsystems, Kestrel
Institute
• ~15 years as a coder, ~5 as a manager + director
• Particularly interested in how to design and evolve teams to work
better
What’s wrong with just doing?
A normal team story
• Your team has early success; yay! Praise and promotions all around.
• Now it’s time to do more, and that means more people
• With a bigger team, we can do more, but…
Strangely, teams get slower
as they get bigger
What slows us down?
• Technical shortcuts create technical debt
• Business and management shortcuts create organizational debt
• Your bigger, better team has accrued both kinds
• As developers we aren’t trained to spot and fix organizational debt
What are common kinds of org debt?
• Weak/unavailable managers
• Overwork and burnout
• Poor communication across teams
• Lone experts and knowledge “silos”
What’s so bad about “lone
experts?”
Great people are still just people
• They get spread too thin and become a bottleneck
• Leads to other kinds of org debt: overwork, bad communication
• Even the best developer on your team won’t be around forever
How do we break the cycle?
Need >1 person well-versed in your
critical tech
Option 1: Hire
• Can work so long as you use only
off-the-shelf technology
• You don’t write any code in-
house, right?
Option 2: Teach
• Your current expert turns other
team members into experts
• Requires investment of time and
energy
Lots of reasons to train (not
just hire)
Teaching reinforces understanding
• You can’t effectively teach something you don’t understand
• …and learning to teach others will fill in gaps in your knowledge
• Teaching across teams builds understanding and empathy
Good news: you’re already (hopefully)
teaching through your workflow
• Code review, new hire training, design reviews, etc.: all opportunities
to teach!
• Mentorship: make it an official part of the job
• Ditto for internal and public talks and presentations
Getting more advanced
“Formal” training
• Observe a need (lots of questions on a topic; critical system few
people understand; etc.)
• Develop + deliver a basic talk or tutorial
• Take feedback, improve
• Report out on the results, and repeat!
Develop a cadence
• Training opportunities should be ongoing
• Offer training on a repeating basis for accessibility and quality
• Recipients of training should go on to deliver it themselves
Parting thoughts
Teaching is hard
• Simply talking at people isn’t enough; you need conversation and
feedback
• Senior team members need to be examples of both aspects
• Good teachers adapt the message to their audience
Organizations can help
• People work on things that are recognized and rewarded
• Teaching needs to be part of this
• Leaders: make this part of performance review + promotion
Questions?
Thank you!
Lennon Day-Reynolds
lennon@rcoder.net / @rcoder

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Those Who Can Should Teach, by Urban Airship Senior Technical Advisor Lennon Day-Reynolds

  • 1. Those Who Can Should Teach Building and Sustaining a Learning Culture
  • 2. tl;dr • Organizational debt can cripple your team • As your team grows, knowledge gets isolated in particular individuals • Training and teaching helps • Do it all the time, not just on special occasions
  • 3. About me • Current: Urban Airship + Reed College • Previous: Twitter, Dark Horse Comics, Sun Microsystems, Kestrel Institute • ~15 years as a coder, ~5 as a manager + director • Particularly interested in how to design and evolve teams to work better
  • 4. What’s wrong with just doing?
  • 5. A normal team story • Your team has early success; yay! Praise and promotions all around. • Now it’s time to do more, and that means more people • With a bigger team, we can do more, but…
  • 6. Strangely, teams get slower as they get bigger
  • 7. What slows us down? • Technical shortcuts create technical debt • Business and management shortcuts create organizational debt • Your bigger, better team has accrued both kinds • As developers we aren’t trained to spot and fix organizational debt
  • 8. What are common kinds of org debt? • Weak/unavailable managers • Overwork and burnout • Poor communication across teams • Lone experts and knowledge “silos”
  • 9. What’s so bad about “lone experts?”
  • 10. Great people are still just people • They get spread too thin and become a bottleneck • Leads to other kinds of org debt: overwork, bad communication • Even the best developer on your team won’t be around forever
  • 11. How do we break the cycle?
  • 12. Need >1 person well-versed in your critical tech Option 1: Hire • Can work so long as you use only off-the-shelf technology • You don’t write any code in- house, right? Option 2: Teach • Your current expert turns other team members into experts • Requires investment of time and energy
  • 13. Lots of reasons to train (not just hire)
  • 14. Teaching reinforces understanding • You can’t effectively teach something you don’t understand • …and learning to teach others will fill in gaps in your knowledge • Teaching across teams builds understanding and empathy
  • 15. Good news: you’re already (hopefully) teaching through your workflow • Code review, new hire training, design reviews, etc.: all opportunities to teach! • Mentorship: make it an official part of the job • Ditto for internal and public talks and presentations
  • 17. “Formal” training • Observe a need (lots of questions on a topic; critical system few people understand; etc.) • Develop + deliver a basic talk or tutorial • Take feedback, improve • Report out on the results, and repeat!
  • 18. Develop a cadence • Training opportunities should be ongoing • Offer training on a repeating basis for accessibility and quality • Recipients of training should go on to deliver it themselves
  • 20. Teaching is hard • Simply talking at people isn’t enough; you need conversation and feedback • Senior team members need to be examples of both aspects • Good teachers adapt the message to their audience
  • 21. Organizations can help • People work on things that are recognized and rewarded • Teaching needs to be part of this • Leaders: make this part of performance review + promotion