The only person you hurt when you hold back on giving your best effort is you. If the team is not up to your level, you bring them up, otherwise you are letting them down. If your intensity and commitment is different than everyone else’s, you share that with the team so they know where you are coming from. If you see problems that they don’t, bring them up to speed, don’t wait for them…
Of all my SlideShares, this one remains my favourite – “How to Write Great Requirements”. In the almost four years since I wrote it, we still haven’t got it right. It’s not perfect, but it’s a start.
We sometimes ask for Feedback, expecting validation in return. “This is perfect” “Great plan” “I like this approach” “No comments” And when we receive feedback we are disgruntled at what we get back. “It’s good but have you tried this?” “What if we incorporated this as well?” “I have some other ideas if you want to hear them?” This is feedback, these are comments that are designed to provide you with mechanism you need to…
The promise of someone to come in, take the reigns and save the day is always met with one of two responses. Great – here are all our problems, they’re all yours now. Whatever. Most believe the second to be the incorrect response when really it is a sign as to the team having a good understanding of the problem and realizing that throwing people at it will not solve it. The first sets this…
Despite the feedback you might get, it will always be better to have said something than to have said nothing at all and always wondered what could have been had you spoken up. Say It and encourage others to Say It too.