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First,break all the rules

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Diego Pacheco
Diego Pacheco

First,break all the rules

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Book Club #3 Software Architect | Agile Coach
Personal Disclaimer Some ideas, advices, breaking rules are a little bit away from some coaching believes I have. Remember the book is primary focused on things like Performance(management) is really not focused on Transformation/change(leadership) neither people growth(coaching).
Miscellanea of managers… not software ones… Jobs with different natures…
As you all know I’m not a management Fanboy! But… 80K managers research Add some solid data and interesting insights.
They reject the…
Some insights like: • Don`t treat everyone the same • Don`t fix people weakness • Focus tuning talent on performance • Workspace that attract great people and keep they there. • 12 questions to check the straight of workplace… • People leave managers not companies. • Employ perception(even on physical environment) is colored by his relationship with the manager.
Neuroscience says: By the time a person Is on his middle-teens there is a limit of how much a character can be changed. Every individual is unique and people don’t change that much.
Know the difference: Factual Knowledge What should be taught Experiential Knowledge What is better be learned thought experience
Resist the temptation to control Temptations • Perfect people • My people don`t have enough talent • Trust is precious, must be earned • Some outcomes defy definition
Book Club #3 Thank You! Obrigado! Software Architect | Agile Coach

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First,break all the rules

  • 1. Book Club #3 Software Architect | Agile Coach
  • 2. Personal Disclaimer Some ideas, advices, breaking rules are a little bit away from some coaching believes I have. Remember the book is primary focused on things like Performance(management) is really not focused on Transformation/change(leadership) neither people growth(coaching).
  • 3. Miscellanea of managers… not software ones… Jobs with different natures…
  • 4. As you all know I’m not a management Fanboy! But… 80K managers research Add some solid data and interesting insights.
  • 6.
  • 7. Some insights like: • Don`t treat everyone the same • Don`t fix people weakness • Focus tuning talent on performance • Workspace that attract great people and keep they there. • 12 questions to check the straight of workplace… • People leave managers not companies. • Employ perception(even on physical environment) is colored by his relationship with the manager.
  • 8.
  • 9.
  • 10.
  • 11. Neuroscience says: By the time a person Is on his middle-teens there is a limit of how much a character can be changed. Every individual is unique and people don’t change that much.
  • 12. Know the difference: Factual Knowledge What should be taught Experiential Knowledge What is better be learned thought experience
  • 13. Resist the temptation to control Temptations • Perfect people • My people don`t have enough talent • Trust is precious, must be earned • Some outcomes defy definition
  • 14. Book Club #3 Thank You! Obrigado! Software Architect | Agile Coach