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How to Be a Kickass Team Lead 101

How to Be a Kickass Team Lead 101

Most engineers who get promoted to the role of a team lead, tech lead or lead developer (regardless of the wording of the title) feel like they were thrown in cold waters as they, most probably, lack prior training or education on the subject matter. Most of us that survive and actually get to like the new role and arrive at really good results, manage to educate themselves on the skills and habits required to become an effective team leader.

In this talk, I will cover the most important lessons about being an effective team lead without any previous knowledge about the subject. This is a practical talk and the audience will walk away with a lot of material and advice to upgrade their engineering leadership game, as well as a recommended set of resources for further study. The talk is primarily focused on developing leadership skills and is tailored towards engineers and software teams.

The learning goals are:
- How to develop practical leadership skills for your day-to-day job
- Understand the core components of leadership: ATM (Ability, Team, Mission)
- How to build teamwork on a foundation of trust
- How to overcome the main dysfunctions to look in order to tighten up your team
- Increase your awareness of the main anti-patterns that team leads end up doing

Ahmad Alhour

May 03, 2019
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  1. How to Become a
    Kickass Team Lead 101
    Ahmad Alhour / Team Lead, TrustYou
    03 May 2019

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  2. A TEASER
    2
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  3. 3
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  4. Leadership
    4
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  5. 5
    Leadership ability is the lid that determines
    a person’s level of effectiveness. The lower
    your ability to lead, the lower the lid on your
    potential.
    ~ John C. Maxwell
    Leadership = Influence
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  6. 6
    Ability to
    Lead
    Ability to
    Influence
    Impact
    = =
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    Leadership = Influence

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  7. The 5 Levels of
    Leadership
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  8. Leadership Recipe:
    1. Mission
    2. Team
    3. Ability
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  9. Mission
    Starting with the End in Mind
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  10. 10

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  11. 11
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  12. Questions to Ask
    ● What is the purpose of my team?
    ● How does that help the company
    achieve its goals?
    ● How can I increase the impact my team
    has on the broader mission of the
    company?
    12
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  13. Example Mission 01
    Product Design Team, Netflix:
    “Our mission is to design a television experience
    that drives our members to discover and connect to
    stories, characters and worlds they’ll love.”
    13
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  14. Why is leading by mission
    so important?
    14
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  15. Mission Superpowers
    ● Instill a Sense of Purpose
    ● Focus on the Right Problems
    ● Objectively Align People
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  16. How do we progress on a
    mission?
    16
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  17. How do we measure
    progress on a mission?
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  18. 18
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  19. OKRs
    Objectives are the “Whats”
    ● Express goals, intents and provide value
    Key Results are the “Hows”
    ● Describe measurable outcomes, not activities
    Doerr’s formula:
    ● I will (Objective) as measured by (this set of Key
    Results)
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  20. OKRs Example
    Objectives:
    ● Successfully implement the weekly newsletter
    Key Results:
    ● Grow subscriber base at least 15% for Q1
    ● Increase CTR% to above industry average of 3.5%
    ● Increase NPS by 20% for Q1
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  21. OKRs Timeline: An Example
    21
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  22. OKRs Superpowers
    ● Align for Better Teamwork
    ● Focus and Commit to Priorities
    ● Track Progress for Accountability
    22
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  23. Leadership Recipe:
    1. Mission
    2. Team
    3. Ability
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  24. Leading People
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  25. 25

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  26. 26
    ‘‘It describes a team climate characterized by interpersonal
    trust and mutual respect in which people are comfortable
    being themselves.’’
    Psychological Safety
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  27. Psychological Safety is predicated
    on Trust
    27
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  28. ... and the individual’s willingness to
    take risks given the perception of
    their peers towards it
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  29. 29
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  30. 30
    The Five
    Dysfunctions
    of a Team Inattention
    to Results
    Absence of
    Accountability
    Lack of Commitment
    Fear of Conflict
    Absence of Trust
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  31. 31

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  32. Stems from:
    ● Unwillingness to show vulnerability and open up
    about weaknesses
    Counter-measures:
    ● Encourage openness by going first!
    ● Reward collaboration and mentorship
    32
    Absence of Trust
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  33. Stems from:
    ● Failure to build trust
    ● Unwillingness to engage in debating ideas
    Counter-measures:
    ● Encourage healthy conflicts as productive and
    necessary as possible
    ● Frame conflicts under problem-solving
    33
    Fear of Conflict
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  34. Stems from:
    ● Lack of a platform for healthy conflicts
    ● The need for clarity
    ● The desire for consensus
    Counter-measure:
    ● Timebox making decisions
    ● Get buy-in despite disagreement
    34
    Lack of Commitment
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  35. Stems from:
    ● Tendency to avoid discomfort
    ● Unwillingness to discuss under-performers
    Counter-measure:
    ● Ensure high performance through peer-pressure
    ● Encourage people to hold you accountable
    35
    Avoidance of Accountability
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  36. Stems from:
    ● Valuing personal interests over that of the group
    Counter-measures:
    ● Tie team goals to personal interests
    ● Publicly announce declared wins!
    ● Maintain a publicly visible scoreboard of the team's
    progress to everyone
    36
    Inattention to Results
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  37. 37
    Dysfunctional Teams
    Inattention
    to Results
    Absence of
    Accountability
    Lack of Commitment
    Fear of Conflict
    Absence of Trust
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  38. 38
    Functional Teams
    Focus on
    group results
    Hold each other
    accountable
    Commit to plans of action
    Healthy debates around ideas
    Established Trust
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  39. 39

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  40. Leading by example dictates taking
    full ownership
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  41. Leading by example necessitates
    being adaptable to situations
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  42. Leadership Recipe:
    1. Mission
    2. Team
    3. Ability
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  43. Leadership Ability
    43
    ● The sum total of your:
    ○ Character & Skills
    ○ Strengths & Weaknesses
    ● Can be trained like any other skill
    ● Requires time and practice
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  44. Leadership style
    ● There is no single best style for leading
    people
    ● It depends on several factors in your
    environment
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  45. 45
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  46. Anti-Patterns
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  47. 47
    AP #1: The Dictator
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  48. 48
    AP #2: The Hero
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  49. 49
    AP #3: The Mole
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  50. 50
    AP #4: The Tourist
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  51. 51
    AP #5: The Academic
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  52. Leadership Recipe:
    1. Mission
    2. Team
    3. Ability
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  53. Thanks!
    Any questions?
    53
    Find me at:
    aalhour.com
    github.com/aalhour
    twitter.com/ahmad_alhour

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  54. Resources
    Videos:
    1. How Great Leaders Inspire Action, Simon Sinek
    2. Building Engineering Teams Under Pressure, Julia Grace
    3. What I Wish I Knew as a First Time Tech Lead, Pat Kua
    Articles:
    1. OKRs Guide, re:Work
    2. Mission-Based Management, Forbes
    3. What Google Learned from its Quest to Build the Perfect Team, NYT
    4. The Simple Tool that Revives Employee Motivation, 1st Round Review
    Books:
    1. Extreme Ownership, Jacko Willink & Leif Babin
    2. The Five Levels of Leadership, John Maxwell
    3. The Five Dysfunctions of a Team, Patrick Lencioni
    4. Measure What Matters, John Doerr
    5. High Output Management, Andrew Grove
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