Great engineering teams don’t fall from trees, and crafting a successful and happy team is far from easy. How you shape your team impacts how effective your team is and, ultimately, how you deliver software. So to inspire the folks in your team to work productively – and to retain them – you need to empower them to have an impact.
This course provides actionable learnings to help you build and sustain a healthy team environment, creating opportunities for your team and mapping their goals to the business needs.
Feb 7 to April 18, 2023
6 bi-weekly modules
Course fees start at $699 per person
Save up to 47% for groups of 15+
Scott Carey
Scott Carey is the Editor in Chief at LeadDev. Before joining LeadDev I was a technology journalist, most recently at InfoWorld, where I covered cloud computing and software development. The best part of my career so far has been getting to talk to so many amazing engineering leaders, and I can’t wait to meet more of you in 2023.
Building and growing teams
This course provides actionable learnings to create and sustain a healthy team environment that offers opportunities for your team and aligns their goals with your needs.
Change is the only constant. As a manager, you’re always dealing with changes to short- and long-term plans. But how can you effectively lead a team through change when you yourself don’t have all the answers?
First, take a big breath. You can’t know everything, but you can build a roadmap to make yourself and your team, and your processes resilient. And remember, change can bring new opportunities and lead to career growth.
In this module, we’ll focus on concrete practices you can use to equip yourself for and thrive through change while creating an environment of trust for your team.
You’ll leave this module with:
Strategies for driving a happy and productive working environment in times of change and uncertainty
Learnings on how to capture change and recognize opportunities
Tools to empower teams through effective planning and prioritization
Tips for preparing for and getting through a reorg
So you’re looking to hire a team filled with talented engineers? And once you’ve hired awesome engineers how do you make sure they stick around?
Hiring and onboarding is complex and time consuming. Retention starts from day one, with a sound onboarding process that sets your engineers up for success and develops into you, providing them with an environment that facilitates learning and self-growth.
So how do you make sure you are providing a safe, engaging environment for your engineers?
You’ll leave this module with:
Tips on how to build an effective onboarding process
Frameworks to set up your engineers for success on day one
Strategies to get your new engineers up to speed quickly
Best practices for fostering an environment of self-growth
Managing people is hard, and managing people who have different experiences to us is even harder. That’s why we need to put in the work to ensure everyone has an equal opportunity to succeed.
You’ll leave this module with:
An understanding of the barriers that exist for underrepresented engineers
Frameworks for examining inequality in pay, reward, and growth opportunities
Strategies for active allyship and proactive anti-discrimination
Best practices to craft a diverse hiring funnel
As an engineering leader, motivating your teams is one of your main priorities. And for people to feel content in a role, they need to feel that they’re progressing. But building that sense of progression isn’t easy, and you can fall into the trap of providing rewards and benefits that don’t lead to satisfaction.
In this module, we’ll focus on concrete solutions for creating more engaged and motivated teams, even when there’s a lack of obvious opportunities for progression.
You’ll leave this module with:
The ability to harness identity and culture for engagement
Strategies for creating quicker, more motivated teams
The skills to balance engineers' work on exciting challenges and critical business work
An understanding of the importance of having a long-term strategy and vision to maintain motivation over time
The engineers on your team want to advance their careers, and one of the key ways they will do this is through promotion. And while most companies have clear pathways for engineers to travel, the details of assessing when engineers should be promoted can often feel more up to an individual's discretion.
So, how do you assess the individuals in your team fairly, creating openness and transparency in an area that can feel difficult to approach for both of you?
You’ll leave this module with:
Tools to create a thoughtful, equitable promotion process
Best practices to improve the quality of your promotion decisions
How to lead effective career conversations with your engineers
Guidelines to design a growth framework that aligns incentives
The success of your organization depends on your ability to retain skilled and talented team members. But with soaring budget freezes, and more engineers leaving jobs at a quicker rate than ever, retaining high performers is getting tougher.
Retaining talented engineers starts with establishing a unique and engaging culture within your teams and proactively making sure that engineers feel supported and valued.
So, as an engineering manager, what can you do to retain skilled engineers? In this module, we’ll explore practical ways to foster a positive workplace culture for your teams that’s built around appreciation, collaboration, psychological safety, and growth opportunities.
You’ll leave this session with:
Practical steps for fostering a positive workplace culture
Frameworks to build a career ladder for your team that aligns with business needs
Strategies for scaling successful retention actions