If you’re going to ask your team to implement a set of standards, there are a few points to consider. Are you writing them or asking them to be written? Will you be following what is written? What value will they create? Do they simplify or complicate your team’s life? Of all these items to consider, if you, as the leader, are not willing to follow these standards, then you shouldn’t be asking for them…
There are two ways to shut down the constant stream of Red Herrings. Acknowledge their issue, and ask them if they want to run with it. Ask if that should be the team’s primary focus instead of what they are here to discuss. Ask them for their plan to resolve the issue. A few things will happen. They will not want to run with it. They will not want to change the team’s focus. They…
If they don’t like your ideas, your implementation, what you bring to the table. Don’t give them any excuses. Implement it all. It’s hard to ignore the evidence when it’s working right in front of you.
I’m more of a task-based person – I like to check boxes on things I’ve completed. I did this task, I accomplished something, Huzza I got an achievement. Measuring success by time accrued is harder for me to work through – I did some stuff, I didn’t figure it out, but I made progress, am I closer to the end, I don’t know, when will this end, I don’t know, how long does this go…
You know the question, go find the answer. Tickets are good for work that is going to take more than 30 minutes to an hour. Anything else? Do you need a ticket? Don’t get me wrong, I’m big on describing my work so people can know what I’m doing. If it’s anything less than 30 mins, I group it together. I don’t create tickets that say – “Apply Bold”. If I’m working on Task X,…